Emptying the notes on Glendora's salary schedule and recent department manager raises
The news came this week that Glendora officials are looking to suspend a recently approved merit increase schedule for managers in an effort to broker a deal for a similar schedule with the Glendora municipal employees association.
Within that story, it was also shown that despite previous representations, Glendora gave raises to three managers PRIOR to the salary schedule being approved, but those raises were reflected within the schedule.
Just to elaborate on this issue are a few facts.
Here is Chris Jeffers, in an e-mail, explaining City Clerk Kathleen Sessman's salary increases over the last two years, as well as her concessions:
On 10/06/08 received a 2% merit to $8,377. This covered her performance from 2007-08 time period.
On 12/29/08 received a city-wide COLA adjustment of 3% that GMEA; GMA and Directors granted by the City Council to $8,628.
On 7/01/09 Required to pick up 3% of pension for the year.
On 7/01/10 Required to pick up 4.8% of pension and 1.9% sick leave cash out eliminated.
On 7/12/10 received a merit increase of 5% covering the period of time between Oct 2008 and now to $9,064.
So the incumbent's base salary increase by 10% since 10/08, her total compensation has been permanently reduced by <6.7%> with the action this past July. So the net adjustment is 3.3% increase in compensation in two years.
I will add one thing. That final 5 percent was done in two parts, 2.5 percent the bumped her up to her new step 1 on the approved salary schedule, and then another 2.5 percent, as reflected on the salary schedule, to step 2.
To clear out a few more notes, the big thing about the merit increases was the ability to switch to a more private sector structure of requiring better than satisfactory reviews to get a raise. But within all the department managers' contracts - prior to the new schedule - was a condition they must receive exemplary performance reviews to get merit increases. What this schedule then does is allow for managers to have a more transparent structure and one that rewards people for longevity.
Given that the city appears to have operated under much of those conditions already, it would seem they wanted this to serve as a model more so than the actual impact it may have on manager salaries and merit increases for them.
Whether or not they will be able to broker a deal is something that remains to be seen.
Email: daniel.tedford@sgvn.com | Twitter: @dgtedford @sgvtribune | Facebook: SGVTribune
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