DATE: June 17, 2026
TO: Honorable Mayor and City Councilmembers
FROM: City Manager's Office
TITLE: COMPENSATION PLAN FOR UNREPRESENTED EMPLOYEES EFFECTIVE JULY 1, 2026.
RECOMMENDATION
title
Staff recommends that the City Council adopt a resolution approving and implementing the Compensation Plan for Unrepresented Employees, effective July 1, 2026, for all Unrepresented, approved Hourly Extra-Help/Seasonal and Executive classifications, including City Manager and City Attorney.
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BACKGROUND AND ANALYSIS
The previous Compensation Plan for Unrepresented Employees (“Compensation Plan”) was last updated effective July 1, 2024. This updated version of the Compensation Plan includes all Unrepresented, approved Hourly Extra-Help/Seasonal and Executive classifications (including City Manager and City Attorney).
The Unrepresented employees (exclusive of Elected Officials) are comprised of 146 full time/part-time benefited employees that include Executives, Division Managers, Mid-Level Supervisors, and Confidential/Technical support staff. In addition, there a currently 304 hourly extra-help employees, excluding the contract positions of Emergency Medical Technician (EMT) and Fuels Crew Member.
The key economic changes in the proposed Compensation Plan include the following:
1. The current salary schedules for all unrepresented classifications listed in the Compensation Plan shall be modified as follows:
a) Effective the first full pay period in July 2026, a 3% increase to each step of the salary schedules of all unrepresented classifications under the Compensation Plan.
b) Effective the first full pay period in July 2027, a 3% increase to each step of the salary schedules of all unrepresented classifications under the Compensation Plan.
2. The current salary bands and base salaries for all applicable Executive and Management classifications, including both the City Manager and City Attorney, will be increased by the percentages listed below.
a) Effective the first full pay period in July 2026, the salary bands and base salaries for all applicable Executive and Management classifications (including the City Manager and City Attorney) shall be increased by 3%.
b) Effective the first full pay period in July 2027, the salary bands and base salaries for all applicable Executive and Management classifications (including the City Manager and City Attorney) shall be increased by 3%.
3. The current salary schedules for all remaining unrepresented classifications listed in the Compensation Plan, including all extra-help classifications listed in the City’s Salary Schedule (excluding Emergency Medical Technician and Fuels Crew Member) shall be modified as follows:
Effective the first full pay period in July 2026, a 3% increase to each step of the salary schedules of all unrepresented classifications under the Compensation Plan.
Effective the first full pay period in July 2027, a 3% increase to each step of the salary schedules of all unrepresented classifications under the Compensation Plan.
4. A Special Salary Adjustment (SSA) will be effective the first full pay period in July 2026 for the following classification:
|
Authorized Position Name |
July 2026 |
|
|
|
|
|
Police Chief |
3.7% |
|
|
|
|
5. Effective 60 days post adoption by the Oceanside City Council (approximately September 2026), and then to the first of the next closest month thereafter, the City’s total contribution towards health insurance (i.e., applied towards medical, dental and vision only) shall be:
|
Cap (Based on Medical Selection) |
EE Only |
EE+1 |
EE+ Family |
|
Kaiser Plans |
936.25 |
1,605.00 |
2,059.75 |
|
Blue Shield Plans |
1,070.00 |
1,845.75 |
2,354.00 |
Effective January 2028, the City’s total contribution towards health insurance (i.e., applied towards medical, dental and vision only) shall be:
|
Cap (Based on Medical Selection) |
EE Only |
EE+1 |
EE+ Family |
|
Kaiser Plans |
987.74 |
1,693.28 |
2,173.04 |
|
Blue Shield Plans |
1,128.85 |
1,947.27 |
2,483.47 |
6. Updated Bilingual Pay program to include 60 hourly extra help positions.
7. Added Information Technologies stipend.
8. Key redline changes to the IT Duty Program include extending the duty assignment from 7 to 14 days, clarifying the start and end of the duty period, formalizing standby and call-out compensation, adding restrictions during the duty assignment, establishing clearer authorization and timekeeping rules for call-outs, and adding administrative and response-time expectations for assigned employees.
FISCAL IMPACT
The additional costs described below were accounted for in the FY 2026-27 budget adopted by the City Council on June 3, 2026, and are reflected in the most recent Five-Year Budget Forecast. The fiscal impact associated with the contract terms are as follows:
Fiscal Year 2026-27 $ 1,245,995
Fiscal Year 2027-28 $ 1,133,315
Total Agreement (Net New) Costs: $ 2,379,310
COMMISSION OR COMMITTEE REPORT
N/A
CITY ATTORNEY’S ANALYSIS
The referenced documents have been reviewed by the City Attorney and approved as to form.
end
Prepared by: Robert O’Brien, Deputy City Manager
Reviewed by: Jill Moya, Financial Services Director
Submitted by: Jonathan Borrego, City Manager
ATTACHMENTS:
1. Resolution
2. 2026 UNREP Compensation Plan