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Tulare County approves 2-year pay package, career-incentive pay and related MOUs covering most county employees
Summary
The Board of Supervisors adopted a compensation package that includes a multi-year cost-of-living increase, a new career incentive pay program for long-tenured employees, increased deferred-comp match, and several negotiated memoranda of understanding; the board approved items 77 and MOUs 42–47 unanimously.
The Tulare County Board of Supervisors unanimously approved a multi-part compensation and benefits package on June 24 that extends cost-of-living increases, establishes a career incentive pay program for long-term employees, and ratifies negotiated memoranda of understanding for multiple bargaining units.
Human Resources Director Lupe (presented as Lupi in the meeting) and County Administrative Office staff outlined the package. Key elements approved include a 4% increase in base wages for unrepresented classifications effective June 29, 2025, and a second 4% increase effective June 28, 2026; a 3% equity increase for unrepresented attorney classifications and bargaining units 11 and 20 effective June 29, 2025; and a 2% increase for fire battalion chiefs (specified job codes) effective June 29, 2025, with non-statutory overtime compensation (1.5x) and a uniform allowance capped at $1,100 per fiscal year.
Chief Administrative Office staff introduced Administrative Regulation AR‑52, creating a career incentive pay program that provides incremental increases at service anniversaries: 3% at five years, an additional 2% at 10 years, another 3% at 15 years, and 2% at 20 years, for a possible cumulative maximum of 10% of base pay. The board also approved a $250 increase in the county’s deferred compensation match (from $2,250 to $2,500) effective Jan. 1, 2026, and a $50 per pay-period increase to health-plan contributions for benefit years 2026 and 2027 for covered tiers.
County CEO Jason Bridal told the board that the package aligns Tulare County with neighboring San Joaquin Valley counties and is intended to help retain trained staff. "This program is about... incentivize individuals to make their career home in Tulare County," he said. Supervisors commended staff and said the package demonstrates the board’s commitment to retention and competitive pay.
The board adopted item 77 and directed inclusion of items 42–47 (previously pulled consent items) in the approval; the motion by Supervisor McCarrie, second by Supervisor Valero, passed unanimously. Two bargaining groups remained in active negotiation: the Deputy Sheriffs Association and SEIU units.
