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CC -  CONSENT ITEM: (1) Adoption of a Resolution Approving the Executive Management Compensation Plan for the Period July 1, 2026 through June 30, 2029; (2) Adoption of a Resolution Adopting the Classification and Salary Plan for Executive Management Relating to City Attorney Salary Adjustment Effective January 26, 2026; and (3) Adoption of a Resolution Adopting the Classification and Salary Plan for Executive Management Effective Retroactive to July 13, 2026

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Meeting Date: September 28, 2026

Contact Person/Dept.:  Dana Anderson, Chief Human Resources Officer/Human Resources Department

Phone Number:  (310) 253-5640

Fiscal Impact:  Yes [X]    No []                                          General Fund:  Yes [X]     No []

Attachments:   Yes [X]     No []   

Public Notification:   (E-Mail) Meetings and Agendas - City Council (09/24/2026)  

Department Approval Name:   Dana Anderson, Chief Human Resources Officer (09/22/2026); Erin Spragan, Chief Financial Officer

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RECOMMENDATION

Staff recommends that the City Council (1) adopt a Resolution approving the Executive Management Compensation Plan for July 1, 2026, through June 30, 2029; (2) adopt a Resolution adopting the Classification and Salary Plan for Executive Management related to a City Attorney salary adjustment effective retroactive to January 26, 2026; and (3) adopt a Resolution adopting the Classification and Salary Plan for Executive Management effective retroactive to July 13, 2026.

BACKGROUND/DISCSSUION

Executive Management Compensation Plan

The City relies on experienced executive leadership to implement City Council priorities, manage major operating and administrative functions, and maintain continuity in the delivery of public services. The proposed three-year Executive Management Compensation Plan is intended to strengthen the City’s ability to attract and retain tenured executives by providing competitive compensation and benefits and recognizing relevant public-sector experience.

The proposed Plan provides general wage increases of 2.25 percent in the first year and 3.5 percent in each of the following two years. It also makes targeted adjustments to deferred compensation, the physical well-being benefit, certification pay, the auto allowance, and longevity pay. Education incentive increases begin in the second year. These changes are designed to improve the City’s overall executive compensation package while phasing costs over the three-year term.

The Plan also recognizes verified prior public-sector experience for vacation accrual and phases qualifying prior service into longevity eligibility. Executives would be permitted to use accrued vacation during their first six months of City service beginning January 1, 2027. Recognition of prior service for the City’s longevity benefit does not make the payment immediately reportable to CalPERS; reportability remains subject to completion of five years of service with Culver City and applicable CalPERS requirements.

Additional provisions establish a universal medical insurance benefit based on the Kaiser rate plus $100, reduce the medical opt-out payment to $600 effective January 1, 2027, and provide limited severance authority to the City Manager subject to a general release. The Plan also contemplates additional holidays and related City closures contingent upon agreement with CCMG and CCEA, and continued review of executive salary benchmarks and groupings during the term of the Plan. The proposed package is intended to create a clearer distinction between executive and management compensation and benefits.

City Attorney Salary Adjustment

Staff also recommends a separate corrective adjustment to the City Attorney salary range. The current salary schedule places the Senior Assistant City Manager maximum above the City Attorney maximum. Establishing a City Attorney range maximum of $370,000 would position the City Attorney below the City Manager maximum of $379,720 and above the Senior Assistant City Manager maximum of $360,000, consistent with the intended organizational hierarchy and the City Attorney’s role as a City Council-appointed Charter Officer.

The proposed five-step range is approximately $303,000, $318,500, $334,800, $351,900, and $370,000. The proposed maximum is approximately 2.8 percent above the Senior Assistant City Manager maximum and 2.6 percent below the City Manager maximum. It represents an approximately 7.6 percent increase from the current City Attorney top step of $343,990.40.

FISCAL ANALYSIS

The estimated FY 2026-27 cost of the Executive Compensation Plan is $199,020. This amount includes the first-year general wage increase, auto allowance adjustment, longevity changes, and applicable Medicare and CalPERS costs. The estimate does not include the universal medical insurance benefit. The separate 2026 cafeteria-plan estimate is approximately $34,956, and actual costs will depend on enrollment, eligibility, plan rates, and implementation timing.

The City Attorney salary adjustment is separate from the Executive Compensation Management Plan cost. Its estimated FY 2026-27 cost is $39,970, including the costing assumption of eleven pay periods of retroactivity to the City Manager reorganization, the annual salary increase for the remainder of FY 2026-27, and related Medicare and CalPERS costs.

Final costs will depend on the approved terms, effective dates, employee eligibility, benefit elections, salary placement, and implementation calculations. Any necessary budget adjustments will be processed through the City’s established budget procedures.

ATTACHMENTS

1.                     2026_09_28_ATT 1_Resolution Approving the Executive Management Compensation Plan for the Period July 1, 2026 through June 30, 2029

2.                     2026_09_28_ATT 2_Resolution Adopting the Classification and Salary Plan for Executive Management relating to the City Attorney salary adjustment

3.                     2026_09_28_ATT 3_Resolution Adopting the Classification and Salary Plan for Executive Management

recommended action

MOTION(S)

That the City Council:

1.                     Adopt the Resolution approving the Executive Compensation Plan for July 1, 2026, through June 30, 2029;

2.                     Adopt the Resolution adopting the Classification and Salary Plan for Executive Management relating to the City Attorney salary adjustment effective retroactive to January 26, 2026;

3.                     Adopt the Resolution adopting the Classification and Salary Plan for Executive Management effective retroactive to July 13, 2026; and

4.                     Authorize the City Manager and Chief Human Resources Officer to take the administrative actions necessary to implement the City Council’s direction, subject to applicable law and final approved documents.