Title
Adoption of Resolution Amending the Salary Schedule for Part-Time Classifications Effective June 4, 2023 to Reflect Changes to the City of Alameda Minimum Wage, Maintain Adequate Differentials between Part-Time Job Categories and Reflect Market Conditions. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
From: Jennifer Ott, City Manager
EXECUTIVE SUMMARY
On October 16, 2018, the City Council approved an increase to the citywide minimum wage to $15.00 an hour by July 1, 2020. The minimum wage ordinance also states that beginning July 1, 2022 and on July 1 every year thereafter, the minimum wage then in effect shall be adjusted by the increase in the cost of living but in no event shall the increase be greater than five (5%) percent. Currently, the State minimum wage for employers with 26 employees or more is $15.50 an hour. On March 14, 2023, the U.S. Bureau of Labor Statistics has released that the prices in the San Francisco area, as measured by the Consumer Price Index for All Urban Consumers (CPI-U) over the last 12 months rose 5.3 percent. Separate from the minimum wage and related increases, three part-time classifications in the City Attorney’s Office are being increased to maintain competitiveness to recruit and retain qualified staff.
Staff is recommending that the City Council approve a resolution amending the City of Alameda (City) Part-Time Salary Schedule to implement the $16.54 an hour minimum wage. The estimated fiscal impact to the City is $203,000 in annual salary costs, primarily in the Recreation and Parks, City Attorney and Library Departments.
BACKGROUND
Under the City of Alameda Charter, it is the responsibility of the City Council to establish and abolish offices and positions of employment and to fix the compensation and duties thereof (City of Alameda Charter Section 3-7(G)). The City Council has approved, by Resolution, to adjust the minimum wage then in effect by the cost of living, no greater than five (5%) percent, beginning July 1, 2022 and on July 1 every year thereafter. The Salary Schedule, as reflected in Exhibit 1, will ensure the City’s compliance with the new minimum wage, ensure adequate differentials between part-time job categories and to reflect market conditions. (Exhibit 1)
DISCUSSION
The classifications currently below the new $16.54 per hour minimum wage include: Recreation Leader, Tiny Tot Aide, Library Aide, Administrative Assistant I, and Maintenance Assistant I. Staff is proposing to increase the salaries for these classifications up to or above $16.54 per hour.
Sixteen classifications not below the new minimum wage are being adjusted, as well, in order to avoid salary compaction with lower classifications. These classifications include: Recreation Specialist I, Recreation Specialist II, Aquatics Lifeguard, Aquatic Instructor, Aquatic Specialist, Tiny Tot Instructor, Scorekeeper, Park Monitor, Lead Park Monitor, Library Associate I, Library Associate II, Library Specialist I, Library Specialist II, Police Assistant I, Maintenance Assistant II and Maintenance Assistant III.
Three classifications not below the new minimum wage are being adjusted to reflect market rates and maintain competitiveness of the City for attraction and retention of qualified staff. These positions are Law Fellow, Staff Counsel and Special Counsel.
The only classification that would be an exception to the new minimum wage is the Recreation Learner, which is exempt from minimum wage requirements. This classification provides work opportunities for individuals with limited or no experience as a trainee and must conform to the State Learner and Federal Youth Opportunity program.
FINANCIAL IMPACT
The estimated fiscal impact by department for Fiscal Year (FY) 2023-24 will be approximately $116,000 for Recreation and Parks, $36,000 for Library, $35,000 for City Attorney, $2,500 for City Clerk, $500 for Planning, Building and Transportation, $5,000 for Police (Non-Sworn), $7,000 for Public Works and $1,000 for Finance for a total anticipated annual increase of $203,000, including increased PARS and Medicare contributions. These additional costs will be included in each department’s part-time pay budgets in FY 2023-24, subject to future City Council approval.
|
Department |
Fiscal Impact Due to Min Wage Increase |
Fiscal Impact Due to Compaction |
Fiscal Impact Due to Competitiveness |
Total |
|
ARPD |
$44,000 |
$72,000 |
$0 |
$116,000 |
|
City Attorney |
$0 |
$0 |
$35,000 |
$35,000 |
|
Library |
$4,000 |
$32,000 |
$0 |
$36,000 |
|
Other |
$12,000 |
$4,000 |
$0 |
$16,000 |
|
Total |
$60,000 |
$108,000 |
$35,000 |
$203,000 |
MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE
This action is in conformance 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.
RECOMMENDATION
Adopt a resolution amending the salary schedule for part-time classifications effective June 4, 2023 to reflect changes to the City of Alameda minimum wage, maintain adequate differentials between part-time job categories and reflect market conditions.
Respectfully submitted,
Jessica Romeo, Human Resources Director
By,
Ally Almendarez, Human Resources Analyst
Financial Impact section reviewed,
Margaret L. O’Brien, Finance Director
Exhibits:
1. Revised Part-Time Classifications Salary Schedule - Clean Version
2. Revised Part-Time Classifications Salary Schedule - Redlined