HomeMy WebLinkAboutSupplemental regarding Item A_ Robert GoldbergRobin Roberts
From:
Robert Goldberg <rgoldberg@live.com>
Sant
Monday, May 28, 2018 5:39 PM
To:
Ellery A. Deaton; Sandra Massa-Lavitt; Mike Varipapa; Schelly Sustarsic; Thomas Moore
Cc:
Robin Roberts; Jill Ingram; Charles Kelly
Subject:
Item A: Strategic Objectives-- Dropping presentation on the cost to implement the
recommendations of the Class Compensation study
Attachments:
Class comp.2016.final recommendations for pay levels.pdf
Dear Council Members,
I see that the objective on page "D," "Present to Council the financial analysis of the Classification and
Compensation Study" is being deleted. This was originally planned as a study session to be held before
September 1". Staff is saying that they are deleting this "as a cost saving measure." Well, it is true that the
study's recommendations for numerous pay increases certainly caret be implemented now. However, if it is
staffs desire to implement these recommendations when funding becomes available, then now is the time to
have this discussion - before the public votes for a tax increase in November.
How many $100,000's are we talking about? The last implementation of a comp study in April 2009 cost us
$664,000 a year. This one is probably not quite at that level, but some of the pay increases are still quite
dramatic. Take a look at the final table in the report (revised version attached). It recommends, among many
others, an 8.6'% pay raise for the City Manager, 22.3% for her Executive Assistant, 13.5% for the Finance
Director, and 13.6% for the Marine Chief and Marine Lt, and 5.4% for the City Clerk. In the mid -salary ranges,
there is a 16.4% increase for the City Electrician, 14.2% increase for Equipment Mechanic Il, and 8.1% for
Police Records Supervisor and Building Technician H. There are some large increases recommended for part-
timers as well: 28.8% for Water Meter Readers and 28.0% for Crossing Guards.
Some of these increases could be offset if the Council adopted the consultant's recommendation to "Y -Rate" or
temporarily freeze the salaries of a few overpaid classifications. These would include the Senior Community
Service Officers (paid 11.3% above the market median) and Police Officer (paid 7.8% above the market
median). With 20 incumbents in the latter classification, this could represent a considerable offset. However, at
a prior Council meeting, Chief Miller has already publicly expressed his strong displeasure with this
recommendation.
These possible pay increases and pay freezes have never been publicly discussed. Isn't now the appropriate time,
before we ask voters to open their wallets? If the Council endorses these pay increases, then be honest with
voters, and inform them as to how much of a potential tax increase will be used for this purpose.
Thank you for your consideration and service,
Robert Goldberg
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