San Ramon council adopts FY25–26 salary schedule and MOUs for city employees; vote 5-0

The San Ramon City Council on July 8 unanimously approved Resolution No. 2025-084, authorizing execution of the fiscal year 2025–26 salary schedule that implements previously negotiated memoranda of understanding and adjustments for represented and unrepresented employees.

The vote, 5–0, followed a staff presentation from Megan O’Donoghue, human resources division manager, who summarized three groups covered by the schedule: unrepresented/executive employees, employees represented by Service Employees International Union (SEIU) Local 1021, and employees represented by the San Ramon Police Officers Association (POA).

Why it matters: The resolution updates pay ranges and steps that affect staff compensation and are part of the adopted FY25–26 operating budget. Some changes alter salary ranges but, by local practice, do not produce immediate changes in take-home pay except where individual contracts or differentials apply.

Key details

- Unrepresented and executive employees: Salary ranges were increased 1.3% effective July 1, 2025, based on the change in the Consumer Price Index for the region from April 2024 to April 2025. O’Donoghue said the increase affects salary ranges but generally will not change individual take-home pay until tied to annual performance evaluations.

- Police ranks: The council-approved fall 2024 differentials for police lieutenant, captain and chief remain in place. Those differentials set lieutenant at 5% above sergeant maximum, captain 7.5% above lieutenant and chief 10% above captain; the ranges were adjusted by the same percentage as related contracts. The city manager contract requires the city manager’s pay to be 5.5% above the highest department director pay; because of the adjustments the city manager’s salary receives an immediate 2% increase under that clause.

- SEIU Local 1021: The MOU calls for bringing represented ranges toward the 75th percentile of a comparator salary survey. O’Donoghue said the maintenance technician II range used as a benchmark was already about 2.9% above the 75th percentile, so no range changes were required this year.

- POA: The POA moved from a range model to a step model; the current MOU provides a flat 2% increase to POA salary steps effective the first full pay period after July 1 (the staff presentation said that will begin with the pay period starting July 14, 2025).

Council discussion and vote

Vice Mayor Burrows moved the resolution; Council member Rubio seconded. Vice Mayor Burrows noted that the items in the resolution were included in the FY25–26 operating budget and emphasized the city’s need to remain competitive to retain staff. The motion passed, 5–0.

Ending

O’Donoghue said the city uses a pattern of alternating survey years and COLA years for salary-setting and that comparator agencies used in surveys include Brentwood, Campbell, Concord, Cupertino, Livermore, Milpitas, Mountain View, Pleasanton, San Leandro, Union City and Walnut Creek. Council members asked about timing, the mechanics that tie range changes to individual pay, and expressed appreciation for staff work in negotiating and implementing the agreements.