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CC - ACTION ITEM: (1) Adoption of Respective Resolutions Approving Terms and Conditions of Employment for Unrepresented Confidential Management and Unrepresented Confidential Non-Management Employees for the Period July 1, 2026 through June 30, 2029; (2) Adoption of a Resolution Approving the Executive Management Compensation Plan for the Period July 1, 2026 through June 30, 2029; (3) Adoption of a Resolution Adopting the Classification and Salary Plan for Executive Management Relating to City Attorney Salary Adjustment Effective January 26, 2026; and (4) Adoption of a Resolution Adopting the Classification and Salary Plan for Executive Management and Confidential Management and Non-Management Employees Effective Retroactive to July 13, 2026.
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Meeting Date: November 9, 2026
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 []
Public Notification: (E-Mail) Meetings and Agendas - City Council (11/04/2026)
Department Approval: Dana Anderson, Chief Human Resources Officer; Erin Spragan, Chief Financial Officer (11/04/2026) _____________________________________________________________________
RECOMMENDATION
Staff recommends that the City Council (1) adopt respective resolutions approving the terms and conditions of employment for the Unrepresented Confidential Management and Unrepresented Confidential Non-Management employee groups for July 1, 2026 through June 30, 2029 (Attachments 1 and 2); (2) adopt a resolution approving the Executive Management Compensation Plan for the same period (Attachment 3); (3) adopt a resolution approving the Classification and Salary Plan for Executive Management relating to the City Attorney salary adjustment effective retroactive to January 26, 2026 (Attachment 4); and (4) adopt a resolution approving the Classification and Salary Plan for Executive Management and Confidential Management and Non-Management employees effective retroactive to July 13, 2026 (Attachment 5).
BACKGROUND/DISCUSSION
The City has developed proposed three-year compensation packages for its Unrepresented Confidential Management, Unrepresented Confidential Non-Management, and Executive Management employee groups. The prior terms of the Executive Management Compensation Plan expired June 30, 2026. The proposals are intended to provide fair and competitive compensation, recognize employee contributions, support recruitment and retention, and maintain long-term financial sustainability.
The City applied a consistent approach to the overall economic value of the packages while tailoring individual provisions to the duties, responsibilities, and benefit needs for all miscellaneous groups. Each package includes general wage increases of 3.0 percent, 3.5 percent, and 4.0 percent over the three-year term. Additional provisions vary by group but collectively address professional development, benefits, and workforce stability. This approach advances internal equity without requiring identical benefits for groups with different roles and operational needs.
New Unrepresented Confidential Management and Confidential Non-Management Groups
These groups were separated from the broader employee population based on the confidential nature of the employees’ duties. involving labor relations and other sensitive City matters. These groups are eligible to create a new separate bargaining unit.
Generally, the proposed terms include the three-year general wage increases; phased enhancements to education incentives, deferred compensation, longevity, and the physical well-being benefit; a confidential-duty premium; professional certification pay; and new short-term and long-term disability coverage for Confidential Management. The package also provides enhanced medical benefits, a consistent medical opt-out amount, and greater flexibility to use accrued vacation during the first six months of City service.
Executive Management Compensation Plan
The proposed Executive Compensation Plan includes the same general wage increases and targets enhancements to education incentives, certification pay, deferred compensation, physical well-being, longevity, transportation and technology allowances, and a one-time non-pensionable payment/bonus. It also provides enhanced medical benefits, the uniform medical opt-out amount, severance payments due to separation subject to a general release, and flexibility to use accrued vacation during the first six months of City service.
To strengthen executive recruitment and retention, the Plan includes a phased transportation allowance increase and recognition of verified prior public-sector service for vacation accrual. The current $375 monthly transportation allowance is approximately 33 percent below the reviewed eight-agency comparator average of $558, with allowances ranging from approximately $500 to $716. The phased increase supports personal vehicle use for City business and improves market competitiveness while controlling costs over the Plan’s term.
Recognition of prior public-sector service for vacation accrual, consistent with practices at agencies including Long Beach, Torrance, Manhattan Beach, and Palos Verdes Estates, reduces the loss of leave-earning capacity experienced executives may face when changing employers. Eligibility would be subject to verification, approval requirements, and established accrual schedules and caps.
Together, these provisions maintain a meaningful distinction between executive and management compensation and support the City’s ability to attract and retain experienced leaders responsible for implementing Council priorities and managing major City operations.
All groups have been offered compensation and benefit packages with the same overall economic value as those proposed for the other miscellaneous employee groups. Specific provisions may vary to reflect differences in classifications, operational responsibilities, and employee priorities.
City Attorney Salary Adjustment
Staff also recommends a separate corrective adjustment to the City Attorney salary range. A range maximum of $370,000 would place 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 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 incremental costs of the proposed terms, including applicable payroll-related costs reflected in the final costing schedules, are summarized by employee group below.
Unrepresented Confidential Management: FY 2026-27, $113,100; FY 2027-28, $258,237; and FY 2028-29, $187,040. The estimated three-year total is $558,377.
Unrepresented Confidential Non-Management: FY 2026-27, $34,320; FY 2027-28, $79,520; and FY 2028-29, $67,650. The estimated three-year total is $181,490.
Executive Management: FY 2026-27, $243,090; FY 2027-28, $253,060; and FY 2028-29, $292,070. The estimated three-year total is $788,220.
Across the three employee groups, the estimated incremental cost is $390,510 in FY 2026-27, $590,817 in FY 2027-28, and $546,760 in FY 2028-29, for an estimated three-year total of $1,528,087. Actual costs may vary based on employee eligibility, vacancies, benefit elections, salary placement, pension treatment, and implementation timing.
The City Attorney salary adjustment is separate from the group compensation costs. Its estimated FY 2026-27 cost is $44,280 including fifteen pay periods of retroactivity to the January 26, 2026 executive reorganization, the salary increase for the remainder of FY 2026-27, and related Medicare and CalPERS costs. Any necessary budget adjustments will be processed through the City’s established budget procedures.
ATTACHMENTS
1. 2026-11-09_ATT_Resolution Approving Terms and Conditions for Unrepresented Confidential Management Employees for the period of July 1, 2026, through June 30, 2029
2. 2026-11-09_ATT_Resolution Approving Terms and Conditions for Unrepresented Confidential Non-Management Employees for the period of July 1, 2026, through June 30, 2029
3. 2026-11-09_ATT_Resolution Approving the Executive Management Compensation Plan for the period of July 1, 2026, through June 30, 2029
4. 2026-11-09_ATT_Resolution Adopting the Executive Management Classification and Salary Plan Relating to the City Attorney Salary Adjustment effective retroactive to January 26, 2026
5. 2026-11-09_ATT_Resolution Adopting the Classification and Salary Plan for Executive Management and Confidential Management and Non-Management Employees effective retroactive to July 13, 2026
recommended action
MOTION(S)
That the City Council:
1. Adopt the resolution approving terms and conditions of employment for Unrepresented Confidential Management employees for the period July 1, 2026 through June 30, 2029;
2. Adopt the resolution approving terms and conditions of employment for Unrepresented Confidential Non-Management employees for the period July 1, 2026 through June 30, 2029;
3. Adopt the resolution approving the Executive Management Compensation Plan for the period July 1, 2026 through June 30, 2029;
4. Adopt the resolution approving the Classification and Salary Plan for Executive Management relating to City Attorney salary adjustment effective retroactive to January 26, 2026;
5. Adopt the resolution approving the Classification and Salary Plan for Executive Management and Confidential Management and Non-Management employees effective retroactive to July 13, 2026; and
6. 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.
