Title
Adoption of Resolution Approving a Revised Alameda Municipal Power Unrepresented Management Employees Compensation Plan for the Period Commencing July 1, 2025 and Ending June 30, 2027. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
From: Jennifer Ott, City Manager
EXECUTIVE SUMMARY
The prior Compensation Plan for Alameda Municipal Power Unrepresented Management Employees (AMPU), representing 4 employees, expired on June 30, 2025. The revised Compensation Plan encompasses a twenty-four month period, commencing July 1, 2025 and ending June 30, 2027.
Recommendations for base salary increases for miscellaneous employees, one time healthcare premium offset payment, revision of holiday language, and expansion of the funeral leave provision are the same as provided to other miscellaneous labor groups and are effective the first full pay period following July 1, 2025.
The proposed Compensation Plan provides for a total compensation survey to be conducted in January 2026 and January 2027. Any classifications found below the median will be provided salary adjustments to the median effective January 1, 2026, and January 1, 2027.
Additionally, staff are recommending that AMPU members can request up to an additional three (3) days of administrative leave to reflect what was provided to the Management and Confidential Employees Association. The additional requested administrative leave cannot be cashed out or carried over into the next fiscal year and must be used by the last pay date of the fiscal year.
BACKGROUND
The City of Alameda (City) has nine labor groups and administers two compensation plans. This includes four Public Safety groups and five miscellaneous groups.
The agreements with the five miscellaneous groups and the two Compensation Plans expired in June of 2025. The City has now reached agreement with the Alameda Police Officers Association (APOA), Alameda Police Officers Association: Non-Sworn (PANS), Management and Confidential Employees Association (MCEA), the Alameda City Employees Association (ACEA) and the Electrical Utility Professionals Association (EUPA). The City is currently meeting with the Alameda Police Managers Association (APMA), and the International Brotherhood of Electrical Workers, Local 1245 (IBEW) groups.
DISCUSSION
The recommendations in the Compensation Plan for base salary, the revision to holiday language, and expansion of funeral leaves are the same as provided to other miscellaneous labor groups.
The proposed Compensation Plan provides wage increases for miscellaneous employees based on the Base Revenue Index (BRI), defined as one-half (i.e., 50%) of the year-over-year growth measured between successive fiscal years of the combined dollar amount of the following four (4) Alameda taxes: Property tax, 1% Bradley-Burns Sales Tax, Utility Users Tax, and Transient Occupancy Tax. The minimum base wage increases will be 1% and the maximum will be 5%. The proposed Compensation Plan provides base wage increases as follows:
• Wage increase for 2025 will be based on BRI from fiscal year 2023-2024 and 2024-2025, with the minimum increase of 1% to base wages taking effect the first full pay period following July 1, 2025. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2025.
• Wage increase for 2026 will be based on BRI from fiscal year 2024-2025 and 2025-2026, with the minimum increase of 1% to base wages taking effect the first full pay period following July 1, 2026. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2026.
It is also recommended to provide AMPU members, upon request and approval, with up to an additional three (3) days of Administrative Leave as provided to MCEA. The additional three (3) days of Administrative Leave is not eligible for cash out and must be used by the last pay date of the fiscal year.
The proposed Compensation Plan provides one-time lump sum non-PERSable payments to APMU members of $1,000 in July 2025 and $1,000 in July 2026 in recognition of rising medical costs and to offset medical premium cost increases as provided to other miscellaneous groups.
A draft compensation Plan is attached.
ALTERNATIVES
City Council may consider a number of alternatives, including:
• Approve the resolution as recommended.
• Adjust the resolution.
• Deny the resolution.
FINANCIAL IMPACT
The financial impact for the Compensation Plan for AMPU in fiscal year (FY) 2025-2026 is approximately $10,000 for salary increases and $3,000 for one time money to offset rising medical costs. The financial impact on FY 2025-26, and FY 2026-27 will be approximately $13,000, and $24,000 respectively. The total cost for the twenty-four month plan is estimated at $37,000. There are sufficient funds in the AMP FY 2025-26 budget for these changes.
The Public Utilities Board reviewed the Compensation Plan in order to recommend adoption at their June 16, 2025 meeting. If AMP staff determine that budget adjustments for FY 2025-26 are necessary, they will be presented to the Public Utilities Board. It is anticipated that additional fiscal year costs will be included in future fiscal year budgets.
MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE
This action is in conformance with the Alameda Municipal Code and all policy documents.
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 IMPACT
There are no identifiable climate impacts or climate action opportunities associated with the subject of this report.
RECOMMENDATION
Adopt a resolution approving a revised AMPU Management Employees Compensation Plan for the period commencing July 1, 2025 and ending June 30, 2027.
Respectfully submitted,
Noelle White, Acting Human Resources Director
Financial Impact section reviewed,
Ross McCarthy, Finance Director
Exhibits:
1. Alameda Municipal Power Unrepresented Management Employees Compensation Plan, July 1, 2025 through June 30, 2027 - Redline
2. Alameda Municipal Power Unrepresented Management Employees Compensation Plan, July 1, 2025 through June 30, 2027 - Clean
3. AMPU Salary Schedule, Effective July 13, 2025