Title
Adoption of Resolution Approving Workforce Changes in the Public Works Department and Amending the Alameda City Employees Association Salary Schedule Effective September 21, 2025. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
From: Jennifer Ott, City Manager
EXECUTIVE SUMMARY
To uphold the City of Alameda’s (City) commitment to attracting and retaining top talent and maintaining competitive compensation, Human Resources regularly reviews position compensation and allocations. Following review of the Traffic Signal/Pump Station Maintenance Technician classification, staff recommends separating the classification into two stand-alone classifications and updating the Alameda City Employees Association (ACEA) Salary Schedule to increase the compensation to market median and establish a salary range for the newly drafted Pump Station Maintenance Technician classification such that it aligns with the market median.
BACKGROUND
To stay competitive and adapt to evolving job responsibilities, Human Resources conducts periodic reviews of job descriptions, salary schedules, and position allocations to ensure internal equity, market competitiveness, and alignment with City needs. The Public Works Department recommended a review of the Pump Station Maintenance Technician’s classification and salary due to concerns the work is misclassified and that the salary was severely below market. A recent compensation and job description survey comparing the City’s newly created Pump Station Maintenance Technician classification with those in Berkeley, Hayward, San Leandro, Livermore, Walnut Creek, and Pleasanton identified necessary adjustments to address misalignments with pay, responsibility, and experience requirements affecting our market competitiveness for these positions.
DISCUSSION
The proposed changes aim to create a separate job classification for the City’s Pump Station Maintenance Technician and increase the salary to align with the market median based on a salary survey conducted by the Human Resources Department. The City currently uses the Traffic Signal/Pump Station Technician to employ staff with electrician skills and background. These positions are either assigned primarily to maintaining the City’s traffic signals or storm water pumps. There is currently one Pump Station Maintenance Technician assigned across the City with responsibility for maintaining approximately 50 electrical pumps. These pumps are critical pieces of City infrastructure, particularly during the wet winter season when portions of the City are prone to flooding.
The Public Works Department raised concerns that the duties of the Pump Station Maintenance Technician assignment are significantly more complex than, and distinct from, traffic signal work and thus warrant its own independent job classification. Human Resources drafted a new classification specification for a Pump Station Maintenance Technician, which is pending Civil Service Board review and approval on October 1, 2025. Human Resources also conducted a corresponding market salary survey, which shows that the current salary rate is 14.5% below the market median. Staff recommends City Council increase the salary and establish a new salary range for the Pump Station Maintenance Technician to assist with recruitment and retention. If adopted, the new salary range would be effective September 21, 2025.
If adopted the salary range, effective September 21, 2025, will be as follows:
Table 1
ALTERNATIVES
• Approve the resolution as recommended. This action would align salaries to the median, enhancing future recruitment efforts and the City’s ability to attract and retain high quality candidates.
• Deny the resolution and direct staff to consider these changes in conjunction with future labor bargaining for all classifications covered under ACEA.
FINANCIAL IMPACT
The proposed changes to the salary schedule are expected to result in an additional annual cost of approximately $21,000. The Public Works Department has sufficient funds within its existing approved budget to absorb the increased salary and will be incorporated into future budget cycles to ensure sustained funding.
MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE
This action is consistent with the Alameda Municipal Code.
ENVIRONMENTAL REVIEW
This action does not constitute a “project” as defined in California Environmental Quality Act (CEQA) Guidelines Section 15378 and therefore no further CEQA analysis is required.
CLIMATE IMPACTS
There are no identifiable climate impacts or climate action opportunities associated with the subject of this report.
RECOMMENDATION
Adopt a resolution approving workforce change in the Public Works Department and amending the ACEA salary schedule effective September 21, 2025.
Respectfully submitted,
Noelle White, Human Resources Director
Financial Impact section reviewed,
Ross McCarthy, Finance Director
Exhibit:
1. Alameda City Employees Association (ACEA) Salary Schedule