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Legislation Details
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Type:
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Resolution
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Status:
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Agenda Ready
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On agenda:
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1/28/2025
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Final action:
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Enactment date:
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Enactment #:
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Title:
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Adopt a Resolution Approving Salary Adjustments for Classifications Impacted by the Recently Adopted International Brotherhood of Electrical Workers Memorandum of Understanding (HR)
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AGENDA TITLE:
title
Adopt a Resolution Approving Salary Adjustments for Classifications Impacted by the Recently Adopted International Brotherhood of Electrical Workers Memorandum of Understanding (HR)
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MEETING DATE:
January 28, 2025
PREPARED BY:
Nancy Ramirez, Human Resources Management Analyst
recommendation
RECOMMENDED ACTION:
Adopt a resolution approving salary adjustment for classifications impacted by the recently adopted International Brotherhood of Electrical Workers Memorandum of Understanding.
body
BACKGROUND INFORMATION:
The International Brotherhood of Electrical Workers (IBEW) Memorandum of Understanding (MOU) was approved by the Council on December 18, 2024. The IBEW MOU implemented salary adjustments recommended by the Gallagher Benefit Services, Inc. Total Compensation Study to remain competitive with the median salaries of other comparable agencies in the market (“Gallagher Study”).
The implementation of the Gallagher Study for classifications represented by IBEW has a direct impact on supervisors or managers in the Electric Utility Department (EUD). To maintain equity within the EUD, it is recommended that the Council approve the implementation of the Gallagher Study for specific positions noted below in advance of the expiration of the Memorandum of Understanding with Lodi City Mid Management Association (LCMMA) and the Lodi Chapter of the American Federation of State, County and Municipal Employees (AFSCME) for the General Service Unit.
The Gallagher Study identified classifications represented by LCMMA that require a salary adjustment to remain competitive in the market. Listed below are the classifications with the corresponding recommended percent increase.
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Classification |
% Increase |
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Senior Electric Utility Business Analyst |
37.46% |
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Electric Utility Superintendent |
17.94% |
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Manager Engineering and Operations |
17.94% |
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Senior Power Engineer |
10.84% |
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Electrical Engineer |
7.77% |
The recommendation for the proposed salary increases is based on the MOU between the City and LCMMA that requires a 10% differential between the top salary step of a LCMMA member and the top salary step of the LCMMA member’s direct report.
Additionally, there are several other EUD classifications that were not established in 2023 when the Gallagher Study was initiated. To maintain internal equity and comparability, staff recommends these other LCMMA classifications also receive salary adjustments to achieve the appropriate percentage differential either above or below the corresponding career series classifications. The specific LCMMA classifications, recommended increases, and specific rationales are shown in the table below.
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Classification |
% Increase |
Rationale |
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Assistant Electric Utility Director |
20.7% |
Benchmark to 10% above Division Head |
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Electric Utility Business Analyst |
31.48% |
Benchmark to 15% below SR UBA |
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Engineering Planning Design Supervisor |
18.57% |
Benchmark to 15% above Sr Power Engineer |
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Engineering Operational Technology Supervisor |
18.57% |
Benchmark to 15% above Sr Power Engineer |
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Sr System Protection, Automation and SCADA Engineer |
10.84% |
Benchmark to Sr Power Engineer |
Based on the approval of the IBEW MOU, and consistent with the implementation of the Gallagher Study, there are a few additional classifications that need to be adjusted that are outside of LCMMA. The first is the Department Director and the second is the classification of Field Services Supervisor in the Lodi Chapter of AFSCME for the General Services Unit. Listed below is the classification and the recommended percentage increase.
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Classification |
% Increase |
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Electric Utility Director |
34.40% |
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Field Services Supervisor |
4.25% |
With the salary adjustments already approved for IBEW classifications, the recommendation to Council is that the salary adjustments identified in this communication retroactively apply to January 6, 2025, to have the same effective date. Except for the Electric Utility Director set salary increase, the identified classifications will have their base hourly rate increased to the salary range closest to the market median, on a step-for-step basis.
STRATEGIC VISION:
3A. Fiscal Health: Promote City's transparency & fiscal fluency.
FISCAL IMPACT:
Salary Table:
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Salary Range |
BU |
Job Class |
Position |
Eff Date |
Step 0 |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
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84 |
EXEC |
1103 |
Electric Utility Director |
1/6/2024 |
$281,387.00 |
$295,457.00 |
$310,230.00 |
$325,741.00 |
$342,028.00 |
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73 |
B |
1320 |
Mgr. Engineering & Operations |
1/6/2024 |
$214,458.00 |
$225,181.00 |
$236,440.00 |
$248,262.00 |
$260,675.00 |
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77 |
B |
1323 |
Assistant EU Director |
1/6/2024 |
$236,721.00 |
$248,558.00 |
$260,985.00 |
$274,035.00 |
$287,736.00 |
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73 |
B |
1330 |
Elec Utility Superintendent |
1/6/2024 |
$214,458.00 |
$225,181.00 |
$236,440.00 |
$248,262.00 |
$260,675.00 |
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68 |
B |
1336 |
Engineering Operation Tech Sup |
1/6/2024 |
$189,550.00 |
$199,027.00 |
$208,978.00 |
$219,427.00 |
$230,399.00 |
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68 |
B |
1337 |
Engineering Planning Design Sup |
1/6/2024 |
$189,550.00 |
$199,027.00 |
$208,978.00 |
$219,427.00 |
$230,399.00 |
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53 |
B |
1341 |
EU Business Analyst |
1/6/2024 |
$130,877.00 |
$137,421.00 |
$144,292.00 |
$151,507.00 |
$159,082.00 |
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57 |
B |
1343 |
Electrical Engineer |
1/6/2024 |
$144,464.00 |
$151,687.00 |
$159,272.00 |
$167,235.00 |
$175,597.00 |
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59 |
B |
1345 |
Senior Business Analyst |
1/6/2024 |
$151,778.00 |
$159,367.00 |
$167,335.00 |
$175,702.00 |
$184,487.00 |
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62 |
B |
TBD |
Senior Power Engineer |
1/6/2024 |
$163,448.00 |
$171,620.00 |
$180,201.00 |
$189,211.00 |
$198,672.00 |
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62 |
B |
TBD |
Sr. System Protection, Automation, & SCADA Eng |
1/6/2024 |
$163,448.00 |
$171,620.00 |
$180,201.00 |
$189,211.00 |
$198,672.00 |
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30 |
GS |
2051 |
Field Services Supervisor |
1/6/2024 |
$74,168.00 |
$77,876.00 |
$81,770.00 |
$85,859.00 |
$90,152.00 |
FUNDING AVAILABLE:
Budget adjustments for these increases may be needed at Mid-Year Fiscal Year 2024/25. Vacancy savings are the first source for funding the increases for this and future employee contract changes in the coming Fiscal Year.
_______________________________________
Bobby Magee
Interim Assistant City Manager
_______________________________________
Scott R. Carney
City Manager
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