CC RES 2025-033 RESOLUTION NO. 2025-33
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING AMENDED COMPENSATION
AND BENEFITS FOR THE UNREPRESENTED EMPLOYEES
(MANAGEMENT AND CONFIDENTIAL) FOR THE PERIOD OF
JULY 1, 2025 THROUGH JUNE 30, 2028
WHEREAS, on January 31, 2002, the City Council adopted the City's Management
Personnel Rules and Procedures through Resolution No. 2002-06, which has been subsequently
amended by Resolution Nos. 2002-19, 2005-134, 2007-45, 2011-62, 2015-111, 2017-40, and 2018-
43; and
WHEREAS, the City and the Rancho Palos Verdes Employee Association (RPVEA) have
successfully met and conferred to negotiate a Tentative Agreement on a successor RPVEA MOU
for the period of July 1, 2025 through June 30, 2028 (RPVEA MOU 2025-28) pursuant to the Meyers-
Millais-Brown Act (MMBA) (Government Code sections 3500-3511) and the City's Employer-
Employee Relations Resolution No. 2018-23; and
WHEREAS, the City's labor representatives and RPVEA representatives prepared a written
Tentative Agreement regarding the terms for the successor RPVEA MOU 2025-28,which was ratified
on May 8, 2025 by the RPVEA membership, and then adopted by the City Council on May 20, 2025;
the RPVEA MOU 2025-28 is being presented to City Council for determination on June 3, 2025; and
WHEREAS, the City Council desires to approve similar amended compensation and benefits
for Unrepresented (Management and Confidential) employees as are provided to RPVEA
represented employees.
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The recitals set forth above are true and correct and incorporated herein by this
reference.
Section 2: The City Council approves the following amended compensation and benefits for
Management and Confidential employees:
• Cost of living adjustments (COLAs)
Effective the first full pay period in July 2025, the City shall provide an across-the-
board cost of living adjustment ("COLA") in the form of a three percent (3%) base
salary increase for all management and confidential employees as reflected in the
attached Exhibit A.
Effective the first full pay periods in July 2026 and July 2027, the City shall provide
additional annual COLAs for all management and confidential employees still on
payroll at those times in the amount not less than 0% nor higher than a maximum of
three percent (3%) as measured the Consumer Price Index for All Urban
by
Consumers ("CPI-U") reported by the U.S. Bureau of Labor Statistics for the Los
Angeles-Long Beach-Anaheim, CA metropolitan area covering the prior twelve-
month period March to March each year.
• Performance Evaluations
Management and Confidential employees shall be, at the City Manager's discretion,
eligible for a salary merit adjustment and/or a one-time merit bonus based upon each
employee's annual performance evaluation rating as follows:
• Meets Expectations (Satisfactory): 1
• Exceeds Expectations (Good): 3.5%-4.5%
• Exceptional (Excellent): 5.0%-6%
Management and Confidential employees at the top of their classification base salary
range cannot exceed their base salary range but will continue to be eligible for an
annual lump sum merit bonus based upon their evaluation and in the amount stated
above.
Furthermore, employees absent from work for 90+ days due to an unprotected leave
will have their annual anniversary and evaluation date adjusted in accordance with
the number of days of the unprotected leave of absence.
• Retirement Health Savings (RHS) Account
The City agrees to increase their contribution to employees' RHS from $77 93 per
pay period to $100 per pay period, adjusted annually by CPI for the Los Angeles-
Long Beach-Anaheim.
• Medical Insurance Opt-Out
The City agrees to increase the medical insurance opt-out monthly amount from 50%
to 75% of the premium cost for the least expensive employee only medical plan.
• Tuition Reimbursement
The City agrees to increase employee tuition reimbursement from $500 per fiscal
year up to $2,000 per academic year for courses related to employee's scope, of
work. Employees must repay a pro-rated amount of the reimbursement if they
voluntarily separate from the City within 2 years of reimbursement
• Wellness Leave & Wellness Reimbursement Program
The City agrees to eliminate the paid wellness leave program.
The City agrees to replace the Wellness Leave with a Wellness Reimbursement
Program of $300 per year, per employee for health-related activities, gym
membership, or equipment.
• Sick Leave
City agrees to clarify that, in accordance with CaIPERS regulations and City's
contract with CalPERS, an employee may convert unused, accumulated sick leave
into CaIPERS service credits.
I
■ Resolution No. 2025-33
■ Page 2 of 3
• Additional Paid Federal Holidays
The City agrees to observe three (3) additional federal holidays by providing paid
holiday leave on Martin Luther King Jr. Day, Presidents Day, and Veterans Day.
• Holiday Pay
The City Manager will grant additional compensation or time off for exempt
employees when working during the winter break (between Christmas and New
Years).
• Vehicle Allowance
The City agrees to increase the monthly vehicle allowance from $150 per month to
$300 per month. This allowance only applies to Executive Management Employees
(Department Directors).
All other compensation and benefits not expressly amended or addressed in this resolution
shall remain unchanged and in full effect.
Section 3: The City Clerk shall certify to the adoption of this Resolution and deem it effective
as of July 1, 2025, the same shall be in force and effect.
PASSED, APPROVED, and ADOPTED this 3rd day of J .
/ AP/ dki
David L. Bradley
ATTEST:
Teresa aoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that the above
Resolution No. 2025-33 was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 3, 2025.
eresa koka, City Clerk
_-1
• Resolution No. 2025-33
• Page3of3
COMPETITIVE POSITIONS (RPVEA)MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Accountant $89,816 $116,761
Accounting Clerk $61,419 $79,845
Accounting Manager $116,529 $151,487
Accounting Technician $69,522 $90,378
Administrative Analyst $87,057 $113,173
Administrative Assistant $72,747 $94,570
Assistant Engineer $99,766 $129,697
Assistant Planner $85,453 $111,089
Associate Engineer $113,744 $147,867
Associate Planner $95,033 $123,543
Building Inspector $82,978 $107,865
Cable TV Station Manager $95,525 $123,750
Code Enforcement Officer $79,833 $104,155
Deputy City Clerk $81,086 $105,411
Engineering Technician $76,445 $99,273
Geographic Information Systems Coordinator $99,748 $129,673
Lead Worker $70,803 $91,966
Maintenance Superintendent $134,287 $174,575
Maintenance Supervisor $87,676 $113,561
Maintenance Worker $63,192 $82,149
Open Space & Trails Manager $106,986 $138,955
Open Space & Trails Supervisor $89,017 $115,722
Park Ranger $59,793 $77,730
Permit Clerk $60,254 $78,330
Permit Technician $68,769 $89,399
Planning Technician $71,950 $93,405
Principal Planner $119,835 $155,624
Project Manager $110,863 $144,122
Recreation Program Coordinator $74,182 $96,435
Recreation Program Supervisor $89,017 $115,722
Recreation Services Manager $102,456 $133,016
Senior Accountant $98,019 $127,424
Senior Accounting Technician $81,874 $106,437
Senior Administrative Analyst $102,975 $133,867
Senior Administrative Analyst (Records Management)$89,343 $116,147
Senior Administrative Analyst/Emergency Management Coordinator $102,975 $133,867
Senior Building Inspector $92,974 $120,866
Senior Code Enforcement Officer $90,190 $117,133
Senior Engineer $124,164 $161,413
Senior Information Technician $107,059 $139,008
Senior Maintenance Worker $69,511 $90,363
Senior Park Ranger $65,772 $85,503
Senior Planner $109,340 $142,141
Senior Staff Assistant $59,770 $77,701
Staff Assistant $54,244 $70,517
Traffic Engineering Technician $76,048 $98,865
Resolution No. 2025-33 Exhibit A
Effective July 1, 2025 (Adoption of 3.0% Cost of Living Adjustment, COLA)
Salary Schedule for the Competitive, Confidential, and Management positions
Resolution No. 2025-33
Exhibit A
Page 1 of 3
CONFIDENTIAL POSITIONS MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Accounting Supervisor $113,612 $147,696
Executive Assistant $80,996 $105,297
Human Resources Analyst $91,661 $119,159
MANAGEMENT POSITIONS MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Assistant to the City Manager $120,829 $157,078
Building Official $146,168 $190,019
City Clerk $146,168 $190,019
City Manager *$267,800
Deputy City Manager $195,619 $254,304
Deputy Director of Community Development $156,112 $202,945
Deputy Director of Finance $156,112 $202,945
Deputy Director of Public Works $156,112 $202,945
Deputy Director of Recreation & Parks $156,112 $202,945
Director of Community Development $178,442 $231,976
Director of Finance $178,442 $231,976
Director of Parks & Recreation $178,442 $231,976
Director of Public Works $178,442 $231,976
Information Technology Manager $146,168 $190,019
Human Resources Manager $156,112 $202,945
Principal Civil Engineer $146,168 $190,019
Public Safety Manager $103,285 $134,158
*separate contract
Resolution No. 2025-33
Exhibit A
Page 2 of 3
PART-TIME POSITIONS MINIMUM HOURLY RATE MAXIMUM HOURLY RATE
Code Enforcement Officer $36.30 $47.14
Human Resources Specialist $36.37 $47.28
Intern $16.50
IT Specialist $33.00 $42.90
Open Space & Trails Crew Lead $22.51 $29.26
Open Space & Trails Specialist $25.88 $33.65
Open Space & Trails Worker $19.57 $25.44
Permit Clerk $26.50 $34.42
Public Safety Liaison $23.12 $30.05
Recreation Leader $19.57 $25.44
Recreation Specialist $25.88 $33.65
Senior Recreation Leader $22.51 $29.26
Senior Staff Assistant $27.08 $35.16
Staff Assistant $23.82 $30.95
Television Producer $29.61 $38.50
Television Producer (On-Camera)$33.99 $44.20
The American Federation of State, County and Municipal Employees, District Council 36 (AFSCME) Memorandum of
Understanding (MOU) is set to expire on June 30, 2025. The City and AFSCME representatives are currently in negotiations
for a successor MOU. Salary Schedule for part-time positions listed below will remain as-is until negotiations concludes.
Resolution No. 2025-33
Exhibit A
Page 3 of 3