Title
Adoption of Resolution Approving a Revised Alameda Municipal Power Unrepresented (AMPU) Management Employees Compensation Plan for the Period Commencing July 1, 2022 and Ending June 30, 2025. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
EXECUTIVE SUMMARY
The prior Compensation Plan for Alameda Municipal Power Unrepresented Management Employees (AMPU), representing four employees, expired on June 30, 2022. The revised Compensation Plan encompasses a thirty-six month period, commencing July 1, 2022, and ending June 30, 2025.
Recommendations for base salary increases, medical contribution increases, COVID Recognition Pay, and holidays are the same as provided to other miscellaneous labor groups and are effective July 1, 2022.
Additionally, staff are recommending that AMPU members receive administrative leave to reflect what was provided to the Management and Confidential Employee Association and the Electric Utility Professionals Association.
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.
In 2020, the City reached an agreement on a contract extension with the International Association of Firefighters (IAFF) through December of 2023. This year, the City also reached agreement with the Alameda Police Officers Association (APOA), Alameda Fire Chiefs Association (AFCA), and Alameda Police Management Association (APMA).
The agreements with the five miscellaneous groups and the two Compensation Plans expired June 30, 2022. The City has now reached agreement with the Alameda City Employees Association (ACEA), the Management and Confidential Employees Association (MCEA), the Electric Utility Professionals Association and the Police Officers Non-Sworn Association (PANS). City Council has approved the agreement with PANs and the other agreements will be presented to City Council on November 18, 2022, The City is currently meeting with the International Brotherhood of Electrical Workers (IBEW) group.
DISCUSSION
The recommendations in the Compensation Plan for base salary increases, increased contribution to the medical premium, providing COVID Recognition pay, and the addition of Juneteenth as a City Holiday are the same as provided to other miscellaneous labor groups.
The proposed Compensation Plan provides salary increases as follows:
• Four and a half percent (4.5%) effective the first full pay period following July 1, 2022;
• Three and a half percent (3.5%) effective the first full pay period following July 1, 2023; and
• Two and a half percent (2.5%) effective the first full pay period following July 1, 2024.
These increases are the same as provided to all other miscellaneous labor groups.
It is also recommended to provide AMPU members with the 27 hours of Administrative Leave provided to MCEA and EUPA. The 27 hours of Administrative Leave is not available for cash out and will be forfeited if unused.
Unless otherwise noted, all provisions are effective July 3, 2022. A draft compensation Plan is attached.
FINANCIAL IMPACT
The financial impact for the Compensation Plan for AMPU in fiscal year (FY) 2022-23 is approximately $30,700 for salary increases. This does not include approximately $4,800 in COVID recognition pay which will be funded through the Federal American Rescue Plan Act of 2021. The financial impact on the FY 2023-24, and FY 2024-25 will be approximately $24,900, and $18,500 respectively. The total cost for the thirty six month plan is estimated at $74,100. There are sufficient funds in the AMP FY 2022-23 budget for these changes.
The Public Utilities Board will review the Compensation Plan in order to recommend adoption at their November 14, 2022 meeting. If AMP staff determine that budget adjustments for FY 2022-23 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 consistent with the Alameda Municipal Code.
ENVIRONMENTAL REVIEW
This action is not a project under Public Resources Code Section 21065 or California Environmental Quality Act Guidelines section 15378 because it does not have potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment.
RECOMMENDATION
Adopt a resolution approving a revised Alameda Municipal Power Unrepresented Management Employees Compensation Plan for the period commencing July 1, 2022 and ending June 30, 2025.
Respectfully submitted,
Jessica Romeo, Human Resources Director
Financial Impact section reviewed,
Margaret O’Brien, Finance Director
Exhibits:
1. Alameda Municipal Power Unrepresented Management Employees Compensation Plan - Redline
2. Alameda Municipal Power Unrepresented Management Employees - Clean
3. Salary Schedule
cc: Erin Smith, City Manager