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CC - CONSENT ITEM: (1) Adoption of a Resolution Approving a Three (3) Year Memorandum of Understanding with the Culver City Management Group (CCMG) for the Period of July 1, 2023 - June 30, 2026; (2) Adoption of a Resolution Approving a Three (3) Year Memorandum of Understanding with the Culver City Employees’ Association (CCEA) for the Period of July 1, 2023 - June 30, 2026; and (3) Adoption of a Resolution Approving the Amended Executive Compensation Plan for the Period of July 1, 2023 - June 30, 2026.
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Meeting Date: June 12, 2023
Contact Person/Dept.: Stephanie Condran, Human Resources Department
Phone Number: (310) 253-5640
Fiscal Impact: Yes [X] No [] General Fund: Yes [X] No []
Attachments: Yes [X] No []
Commission Action Required: Yes [] No [X]
Public Notification: (E-Mail) Meetings and Agendas - City Council (06/07/2023)
Department Approval: Dana Anderson, Human Resources Director (06/06/2023)
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RECOMMENDATION
Staff recommends the City Council (1) adopt a resolution approving a three (3) year Memorandum of Understanding the Culver City Management Group (CCMG) for the period of July 1, 2023 - June 30, 2026; (2) adopt a resolution approving a three (3) year Memorandum of Understanding with the Culver City Employees’ Association (CCEA) for the period of July 1, 2023 - June 30, 2026; and (3) adopt a resolution approving the amended Executive Compensation Plan for the period of July 1, 2023 - June 30, 2026.
BACKGROUND/DISCUSSION
The Memorandum of Understanding (MOU) with the Culver City Management Group (CCMG) and the Culver City Employees Association (CCEA) expire on June 30, 2023. The negotiation discussions with CCMG and CCEA have concluded, and the City has reached tentative agreements with CCMG and CCEA, which is being brought forward to City Council for consideration.
The CCMG MOU that is being presented to the City Council for consideration and recommended approval include the following essential changes:
• Three-year term beginning July 1, 2023, and ending June 30, 2026;
• Seven (7) % increase across the board salary increases for all CCMG members effective the first full pay period after July 1, 2023 or first full pay period after City Council Ratification, whichever is later;
• Five (5) % across the board salary increases for all CCMG members effective first full pay period after July 1, 2024;
• Four (4) % across the board salary increases for all CCMG members effective first full pay period after July 1, 2025;
• Longevity Pay: Effective the first full pay period after July 1, 2023 or first full pay period after City Council Ratification, whichever is later, amend the Longevity Pay table to read as follows:
• Retiree Medical Insurance: Effective the first full pay period after July 1, 2023, or first full pay period after City Council Ratification, whichever is later, increase the City’s employer contribution to the Retiree Healthcare Trust from $25 to $75 per pay period;
• Physical Well-Being: Effective the first full pay period after July 1, 2023 or first full pay period after City Council Ratification, whichever is later, increase the amount of the allowance from $500 to $750 to each unit employee;
• Amend Article Two, Section XI “Civil or Traffic Engineer California Registration Pay, Paragraph B, Compensation to include additional classifications. City agrees to add the following classifications:
o Assistant Environmental Programs and Operations Manager
o Environmental Programs and Operations Manager
• Administrative Leave: Increase from seventy-six (76) hours to ninety-six (96) hours of administrative leave each year
The revised CCMG MOU is attached to this report as Attachment 1.
The CCEA MOU that is being presented to the City Council for consideration and recommended approval include the following essential changes:
• Three-year term beginning July 1, 2023, and ending June 30, 2026;
• Seven (7) % increase across the board salary increases for all CCEA members effective the first full pay period after July 1, 2023 or first full pay period after City Council Ratification, whichever is later;
• Five (5) % across the board salary increases for all CCEA members effective first full pay period after July 1, 2024;
• Four (4) % across the board salary increases for all CCEA members effective first full pay period after July 1, 2025;
• Longevity Pay (NEW - All increases in one year): Effective first full pay period after July 1, 2023 or first full pay period after City Council Ratification, whichever is later, amend the Longevity Pay Table as follows:
• Classification and Compensation Study: The City agrees to direct the upcoming Class and Comp Study vendor to directly survey the following positions:
o Communications Supervisor to Communications Technician
o Fleet Supervisor to Electronic Fleet Services Technician
o Senior Jailer to Jailer
o Street Crew Leader to Cement Finisher
o Warehouse Supervisor to Stores Specialist
• Update Training Assignment Pay language to be as follows: “The purpose of Training Assignment Pay is to provide compensation to unit employees, who are specifically assigned by management to train other employees.”
• Expand Crane Certification Pay Eligibility: City agrees to remove language that limits this eligibility to Traffic Signal Technician, Street Light Technician, and Electrical Maintenance Crew Leader only. The following paragraph will replace the existing paragraph which contains the limitations:
o Qualified unit employees shall be paid two percent (2%) above their base hourly rate of pay for obtaining NCCCO Crane Operators certification. In order to maintain the additional compensation, eligible employees must follow NCCCO requirements to maintain the certification. The City shall pay the cost of the tests and provide reasonable time off to take the tests. Eligible unit employees are required to provide proof of certification, and subsequent re-certifications, to Human Resources. Unit employees required by Management to obtain and maintain a Crane Certification shall be eligible to receive this pay
• Add Certification Pay for Permit Technician classification: City agrees to this request as follows:
o City will provide five percent (5%) certification pay to employees who hold a Permit Technician Certification;
o Qualified unit employees shall be paid five percent (5%) above their base hourly rate of pay for obtaining a Permit Technician Certification;
o The Permit Technician Certification comes from the International Code Council (ICC) and requires continuing education credit by attending training and classes through ICC or another accepted and accredited organization.
The revised CCEA MOU is attached to this report as Attachment 2.
The City has reached a tentative agreement to amend the Executive Management Compensation plan which outlines the wages, terms, and conditions of employment for:
• Administrative Services Director
• Assistant City Manager
• Assistant to the City Manager
• Chief Financial Officer
• Chief Information Officer
• Chief Transportation Officer
• Community Development Director
• Economic Development Director
• Housing and Human Services Director
• Human Resources Director
• Parks, Recreation and Community Services Director
• Planning and Development Director
• Public Works Director/City Engineer
The amended Executive Compensation Plan is attached to this report as Attachment 3.
The salary schedules that apply to these agreements are included in Staff Report 23-1003 for the Public Hearing to Adopt the Fiscal Year 2023-2024 Budget. A resolution approving the salary schedules is included as a part of that staff report.
FISCAL ANALYSIS
The Fiscal Year 2023-2024 Proposed Budget includes appropriations to cover these agreements.
• The additional cost of the CCMG MOU in the first year is approximately $971,500.
• The additional cost of the CCEA MOU in the first year is approximately $2,342,000.
• The additional cost of the Executive Compensation Plan in the first year is approximately $210,000.
Future year costs will be included in future fiscal year budgets.
ATTACHMENTS
1. 2023_06_12_ATT 1_CCMG Proposed Resolution, including Master Memorandum of Understanding
2. 2023_06_12_ATT 2_CCEA Proposed Resolution, including Master Memorandum of Understanding
3. 2023_06_12_ATT 3_Exhibit A Executive Management Proposed Resolution, including Executive Compensation Plan
MOTIONS
That the City Council:
1. Adopt a resolution approving a three-year Memorandum of Understanding with the City of Culver City and the Culver City Management Group for the period of July 1, 2023 - June 30, 2026 ;
2. Adopt a resolution approving a three-year Memorandum of Understanding with the City of Culver City and the Culver City Employees Association for the period of July 1, 2023 - June 30, 2026; and
3. Adopt a resolution approving a three-year Executive Compensation Plan for the period of July 1, 2023 - June 30, 2026.