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Council approves executive compensation updates, and raises for city manager and city attorney
Summary
The council voted 5–0 July 8 to adopt updated benefits and compensation for executive managers and to approve contract amendments for the city manager and city attorney that include multi-year pay adjustments and leave changes; the actions were publicly presented and found CEQA-exempt.
The City Council on July 8 approved a package of compensation and benefit updates for executive managers and adopted contract amendments for the city manager and city attorney following council-conducted performance evaluations.
Human Resources Director Jeanette Green presented a consolidated resolution updating executive-manager benefits and compensation. Changes include a merit-based performance allowance (up to 5% for exceptional performance for FY 2025–26 and FY 2026–27), non-merit increases of 1.51% for the same periods, updates to cafeteria-plan contributions and dental coverage, changes to retiree health savings, adjustments to annual leave and cash-out policy, paid parental leave and bereavement leave to align senior-manager benefits, and a new salary schedule informed by a recent classification and compensation study plus a 2% range adjustment in July 2026.
Green also presented contract amendments for the two appointed officials, consistent with council direction from closed-session evaluations: a 6.5% salary increase effective FY 2025–26 and a 6% increase for FY 2026–27; an increase in annual leave allocation from 280 hours to 300 hours effective Jan. 1, 2026; and alignment of administrative leave benefits with the executive-manager package. The city attorney contract also included conforming language required by state law for public employment agreements.
Action: Councilmember Angler moved to adopt the resolutions and contract amendments; the council approved the actions 5–0.
Ending: The council’s action completed the public reporting and ratification steps for executive compensation changes; staff will implement the updates and conform personnel systems to the new salary schedules and benefit provisions.
