City Council Agenda
Memo to: Manteca City Council
From: Stephanie Van Steyn, Director of Human Resources
Date: June 16, 2026
Subject: Memorandums of Understanding between the City of Manteca and the following bargaining units: 1) Manteca Police Employees’ Association (MPEA); 2) Manteca Police Officers’ Association (MPOA); 3) Manteca Public Safety Management Association (MPSMA); 4) IAFF Local 1874 (Fire Unit); 5) Manteca Mid-Manager Association (MMA); 6) Updated Unrepresented Management/Confidential Employees’ Unit (CEU) Compensation and Benefits Plan; and 7) Updated Executive Management Compensation and Benefits Plan.
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Approve the Memorandums of Understanding (MOUs) and Salary Schedules associated with the MOUs between the City of Manteca and the following bargaining units: 1) Manteca Police Employees’ Association (MPEA); 2) Manteca Police Officers’ Association (MPOA); 3) Manteca Public Safety Management Association (MPSMA); 4) IAFF Local 1874 (Fire Unit); 5) Manteca Mid-Manager Association (MMA); 6) Updated Unrepresented Management/Confidential Employees’ Unit (CEU) Compensation and Benefits Plan; and 7) Updated Executive Management Compensation and Benefits Plan.
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Background:
Beginning in February 2026, City representatives and respective bargaining unit representatives began meeting and conferring on successor memorandums of understanding (MOU), as the current MOUs were set to expire on June 30, 2026.
The City has reached agreements with each of these units on a three-year MOU term, effective July 1, 2026, through June 30, 2029. During the week of June 8, 2026-June 11, 2026, the City was notified by each bargaining unit that their memberships ratified their respective MOUs.
Now that the majority of bargaining units have reached agreement with the City, updated Compensation and Benefit Plan documents are also recommended for the Unrepresented Management/Confidential Employees’ Unit (CEU) and Executive Management.
Below is a summary of the significantly updated terms of the successor MOUs and the Unrepresented Compensation and Benefits Plans:
MPEA Salary:
Salary adjustments are included in the salary matrices under Appendix A of the MOU, and attached separately to this staff report. All MPEA classifications were under the median of market based on the Gallagher Total Compensation Study completed in March 2026. The majority of Classifications will receive 3% per year, while the Public Safety Dispatcher I/II will receive adjustments of 5% in year 1; 4% in year 2; and 4% in year 3. Animal Services Officer, Animal Services Supervisor and Crime Analyst will receive 4% each of the three years. The Booking Officer salary will be matched to the Police Officer Trainee as an internal benchmark, in consideration of arrest power duties. The goal of these adjustments is to increase the City’s market competitiveness for recruitment and retention, while maintaining affordability.
MPEA Other MOU Items:
• Signing Bonus of $2,000 per active member in recognition of first bargaining unit to reach a tentative agreement and ratify the successor MOU.
• Uniform Allowance - Increase from $750 to $900 per year;
• Short-Term Disability/Long-Term Disability - benefit clean up language; City assumes 100% of premium, versus 50%; and increase of benefit maximum of $5,000 per month.
• FLSA and work period clarification language; implementation of payroll processing of salary smoothing, similar to the Police Officers’ Association;
• CalPERS Cost-Sharing - MPEA continues to pay up to 11% towards the employer cost-share, however the amount will be capped as the cost-share cannot exceed the employer’s normal cost-share in any given fiscal year;
• Out of class/Temporary upgrade pay for gender-specific searches;
• Longevity Pay - Convert current annual one-time payment provision to a per-pay-period payment;
• Eliminate Reopener Clause;
• Other incidental MOU language clean up.
MPOA Salary:
• 4% Base Salary Increase effective July 1, 2026
• 3% Base Salary Increase effective July 1, 2027
• 2% Base Salary Increase effective July 1, 2028
MPOA Other MOU Items:
• Wellness Leave - Eliminate 80 hours (funding used towards HIL cost); 40 hours wellness leave may be used or cashed out;
• Holiday - 5% Holiday In Lieu (HIL) pay- this is additional compensation for employees who are normally required to work on an employer approved holiday because they work in positions that require staffing without regard to holidays; and elimination of triple time pay for working on July 4th.
• Compensatory Time Off (CTO) accrual in lieu of overtime pay, maximum of 80 hours;
• Vacation - Lateral Police Officers with more than 4 years of experience will be eligible to start at a higher accrual of 120 hours per year at time of hire.
• Eliminate Reopener Clause;
• Eliminate Signing Bonus; and
• Other incidental MOU language clean up.
MPSMA Salary:
Classifications will receive a 3% base salary increase each of the three years of the contract with the following exceptions: Fire Battalion Chief and Fire Marshall will receive a total of 6% in year 1 and Police Captain will receive a total of 7% in year 1; and Police Captain will receive 4.75% in year 2. Fire Battalion Chief was below the market median pursuant to the Gallagher Citywide Total Compensation Study; Fire Marshall was aligned with the Fire Battalion Chief. The Police Captain salary range was increased specifically to address salary compaction with the subordinate Police Lieutenant salary range; the resulting Police Captain Step C will be set at least 5% above Police Lieutenant Step E.
MPSMA Other MOU Items:
• Uniform Allowance- Upon appointment/promotion into the unit that requires a new or different uniform, shall receive a lump sum payment of $1,500;
• Short-Term Disability/Long-Term Disability- benefit clean up language and increase of benefit maximum to $10,000 per month for covered members.
• Eliminate Reopener Clause;
• Eliminate Signing Bonus; and
• Other incidental MOU language clean up.
Fire Unit Salary:
• 4% Base Salary Increase effective July 1, 2026
• 3% Base Salary Increase effective July 1, 2027
• 2% Base Salary Increase effective July 1, 2028
Fire Unit Other MOU Items:
• Uniform allowance increase from $1,000 to $1,400 per year;
• Minimum staffing - 18 per shift (based on current staffing levels), and reference to three-person crew;
• Heavy Rescue Incentive - Unassigned - 2% add pay up to 18 members; after Rescue Company established, no more than 9 members; Temporary assignment to Rescue Company- additional 3% for hours worked/assigned only;
• Heavy Rescue Incentive - Assigned - 5% total add pay for 9 members; and
• Other incidental MOU language clean up.
MMA Salary:
Salary adjustments are consistent with the Gallagher Total Compensation Study completed in March 2026 and are attached to this staff report. The salary adjustments include a minimum of 2% per year; no Y-Rating of salaries for positions above the median of market; and a maximum of 7% per year. The goal of these adjustments is to increase the City’s market competitiveness for recruitment and retention, while maintaining affordability. There are twelve (12) MMA employees recommended to be reclassified by Gallagher, which will be implemented.
MMA Other MOU Items:
• Short-Term Disability/Long-Term Disability - benefit clean up language and increase of benefit maximum of $7,000 per month;
• Increase of administrative leave cashout option each fiscal year from 60 hours to 80 hours (20 hour increase);
• Eliminate Reopener Clause;
• Eliminate Signing Bonus; and
• Other incidental MOU language clean up.
Unrepresented Management/Confidential Employees’ Unit (CEU) Salary:
Salary adjustments are consistent with the Gallagher Total Compensation Study completed in March 2026 and are attached to this staff report. The salary adjustments include a minimum of 2% per year, and no Y-Rating of salaries for positions above the median of market. The classifications of Senior Budget Analyst, Senior Financial Analyst and Senior Human Resources Analyst salaries are aligned with the Senior Management Analyst (MMA) classification; Budget Manager was significantly under the median of market, and the recommended salary range addresses compaction with the Senior Budget Analyst (subordinate position.) The goal of these adjustments is to increase the City’s market competitiveness for recruitment and retention, while maintaining affordability. There are two (2) employees recommended to be reclassified by Gallagher in this employee group, which will be implemented.
Unrepresented/CEU Other Items:
• Short-Term Disability/Long-Term Disability - benefit clean up language and increase of benefit maximum of $7,000 per month;
• Increase of administrative leave cashout option each fiscal year from 60 hours to 80 hours (20-hour increase);
• Deputy Fire Chief, Assistant Finance Director and Assistant City Attorney classifications are moved from CEU to the Executive Management group; and
• Other incidental language clean up.
Unrepresented Executive Management Salary:
Executive Management Salary Schedules for the next three fiscal years are attached to this staff report. Base Salary recommendations are based on the Gallagher Total Compensation Study results and a review of salary compaction with subordinate groups. Compaction has been a significant ongoing issue for the executive management classifications because subordinate groups receive generous additional pays (add pays), including educational or certificate incentives, higher longevity pay, and other items in which Executive Managers do not receive. The proposed salary ranges ensure at least a 10% compensation spread between executive management positions and subordinates. The recommended City Manager salary is also included on the attached salary schedules covered under Executive Management, and a separate staff report and employment agreement amendment is also on the Council agenda tonight.
Unrepresented Executive Management Other Items:
• Ten (10) Deputy Directors and Assistant Directors previously covered under CEU and MMA are moved to the Executive Management group to better align with industry standards for employment categories, policies and practices;
• Benefit levels are established for the Deputy Directors and Assistant Directors covered by the Executive Management Compensation and Benefits Plan including the following changes:
o No wellness leave (elimination of 83.2 hours previously eligible);
o Administrative leave cashout; vacation cashout;
o 1% City contribution to 401(a) plan - Deputy Directors/Assistant Directors;
o 4% stipend - Deputy Directors/Assistant Directors;
• Deputy Director of Waste Management and Fleet Services will be reclassified to an Assistant Director level;
• Short-Term Disability/Long-Term Disability - benefit clean up language and increase of premium related to coverage for Deputy Directors and Assistant Directors;
• CalPERS cost-sharing reduction from 8% to 5.75% (same as MPSMA and MMA units- to address total compensation compaction); and
• Other incidental language clean up.
Fiscal Impact:
The associated costs with these MOU and Compensation and Benefit Plan changes are shown in the tables below. The Fiscal Year 2026-27 budget has sufficient appropriations to cover these increases until the mid-year budget update.
TOTAL COST:
|
Fiscal Year 2026/2027 |
Fiscal Year 2027/2028 |
Fiscal Year 2028/2029 |
|
$2,569,527 ($1,497,619 General Fund) |
$2,498,400 ($1,505,564 General Fund) |
$2,143,218 ($1,248,075 General Fund) |
COST BREAKDOWN BY BARGAINING UNIT/EMPLOYEE GROUP:
MPEA:
|
City Cost Item |
Fiscal Year 2026/2027 |
Fiscal Year 2027/2028 |
Fiscal Year 2028/2029 |
|
Salary: |
$165,888 (All GF) |
$160,975 (All GF) |
$139,166 (All GF) |
|
Signing Bonus: |
$66,000 (All GF) |
|
|
|
Uniform Allowance Increase: |
$5,250 (All GF) |
$5,250 (All GF) |
$5,250 (All GF) |
|
STD/LTD Premium Increase: |
$4,673 (All GF) |
$4,813 (All GF) |
$4,957 (All GF) |
|
CalPERS Cost-Share Maximum Cap |
$1,298 (All GF) |
unknown |
unknown |
|
TOTAL COST: |
$243,109 (All General Fund) |
$171,038 (All General Fund) |
$149,373 (All General Fund) |
MPOA:
|
City Cost Item |
Fiscal Year 2026/2027 |
Fiscal Year 2027/2028 |
Fiscal Year 2028/2029 |
|
Salary: |
$531,923 ($377,837 GF) |
$683,788 ($481,342 GF) |
$516,795 ($362,479 GF) |
|
5% Holiday In Lieu (additional cost shown) (elimination of 80 hours wellness and elimination of triple time pay for July 4th partially pay for HIL) |
$71,750 ($50,225 GF) |
$73,903 ($51,732 GF) |
$75,381 ($52,766 GF) |
|
TOTAL COST: |
$603,673 ($428,062 GF) |
$757,691 ($533,074 GF) |
$592,176 ($415,245 GF) |
MPSMA:
|
City Cost ItemFiscal Year 2026/2027Fiscal Year 2027/2028Fiscal Year 2028/2029 |
|
|
|
|
Salary: |
$117,737 ($74,828 GF) |
$81,513 ($58,335 GF) |
$72,490 ($48,616 GF) |
|
STD/LTD Premium Increase: |
$162 ($113 GF) |
$167 ($117 GF) |
$172 ($120 GF) |
|
TOTAL COST: |
$117,899 ($74,941 GF) |
$81,680 ($58,452 GF) |
$72,662 ($48,736 GF) |
FIRE UNIT:
|
City Cost ItemFiscal Year 2026/2027Fiscal Year 2027/2028Fiscal Year 2028/2029 |
|
|
|
|
Salary: |
$298,924 ($209,740 GF) |
$338,975 ($222,363 GF) |
$214,501 ($139,283 GF) |
|
Heavy Rescue Incentives/Program |
$0 |
$135,339 ($87,970 GF) |
$155,586 ($101,131 GF) |
|
Uniform Allowance Increase |
$21,600 ($15,600 GF) |
$21,600 ($15,600 GF) |
$21,600 ($15,600 GF) |
|
TOTAL COST: |
$320,524 ($225,340 GF) |
$495,914 ($325,933 GF) |
$391,687 ($256,014 GF) |
MMA:
|
City Cost ItemFiscal Year 2026/2027Fiscal Year 2027/2028Fiscal Year 2028/2029 |
|
|
|
|
Salary: |
$299,977 ($61,470 GF) |
$350,256 ($76,882 GF) |
$343,041 ($74,981 GF) |
|
STD/LTD Premium Increase: |
$1,988 ($417 GF) |
$2,048 ($430 GF) |
$2,109 ($443 GF) |
|
Additional 20 Admin Leave Hours Cashout: |
$69,400 ($14,574 GF) |
$72,870 ($15,302 GF) |
$76,514 ($16,067 GF) |
|
TOTAL COST: |
$371,365 ($76,461 GF) |
$425,174 ($92,614 GF) |
$421,664 ($91,491 GF) |
UNREPRESENTED MANAGEMENT/CONFIDENTIAL EMPLOYEES’ UNIT (CEU):
|
City Cost ItemFiscal Year 2026/2027Fiscal Year 2027/2028Fiscal Year 2028/2029 |
|
|
|
|
Salary: |
$154,015 ($126,762 GF) |
$69,736 ($65,649 GF) |
$56,556 ($52,388 GF) |
|
STD/LTD Premium Increase- updated coverage: |
$325 ($266 GF) |
$335 ($275 GF) |
$345 ($282 GF) |
|
Additional 20 Admin Leave Hours Cashout: |
$29,400 ($24,108 GF) |
$30,282 ($24,831 GF) |
$31,190 ($25,575 GF) |
|
TOTAL COST: |
$183,740 ($151,136 GF) |
$100,353 ($90,755 GF) |
$88,091 ($78,245 GF) |
EXECUTIVE MANAGEMENT:
The below costs include changes from existing Executive Management members, and additional 10 classifications moved from MMA and CEU to this group.
|
City Cost ItemFiscal Year 2026/2027Fiscal Year 2027/2028Fiscal Year 2028/2029 |
|
|
|
|
Salary: (includes CalPERS cost-share reduction) |
$568,144 ($220,521 GF) |
$299,247 ($152,689 GF) |
$254,766 ($125,273 GF) |
|
STD/LTD Premium Increase-updated coverage (Deputies/Asst. Directors): |
$7,299 ($3,504 GF) |
$7,518 ($3,609 GF) |
$7,744 ($3,717 GF) |
|
1% 401(a) Plan City Contribution and 4% Stipend for Deputies/Asst. Directors |
No Additional Cost Impact Due to Wellness Leave elimination as a benefit for this group moving to Executive Management |
|
Leave Cashout Updates (Deputies/Asst. Directors and add’l 20 hours Dept. Heads) |
$153,774 ($74,545 GF) |
$159,785 ($77,400 GF) |
$165,055 ($79,981 GF) |
|
TOTAL COST: |
$729,217 ($298,570 GF) |
$466,550 ($233,698 GF) |
$427,565 ($208,971 GF) |
Documents Attached:
1. Attachment 1 - MPEA MOU - Redlined Version
2. Attachment 2 - MPEA MOU - Clean Version
3. Attachment 3 - MPEA Salary Matrix Effective July 1, 2026
4. Attachment 4 - MPEA Salary Matrix Effective July 1, 2027
5. Attachment 5 - MPEA Salary Matrix Effective July 1, 2028
6. Attachment 6 - MPOA MOU - Redlined Version
7. Attachment 7 - MPOA MOU - Clean Version
8. Attachment 8 - MPOA Salary Matrix Effective July 1, 2026
9. Attachment 9 - MPOA Salary Matrix Effective July 1, 2027
10. Attachment 10 - MPOA Salary Matrix Effective July 1, 2028
11. Attachment 11 - MPSMA MOU - Redlined Version
12. Attachment 12 - MPSMA MOU - Clean Version
13. Attachment 13 - MPSMA Salary Matrix Effective July 1, 2026
14. Attachment 14 - MPSMA Salary Matrix Effective July 1, 2027
15. Attachment 15 - MPSMA Salary Matrix Effective July 1, 2028
16. Attachment 16 - Fire Unit MOU - Redlined Version
17. Attachment 17 - Fire Unit MOU - Clean Version
18. Attachment 18 - Fire Unit Salary Matrix Effective July 1, 2026
19. Attachment 19 - Fire Unit Salary Matrix Effective July 1, 2027
20. Attachment 20 - Fire Unit Salary Matrix Effective July 1, 2028
21. Attachment 21 - MMA MOU - Redlined Version
22. Attachment 22 - MMA MOU - Clean Version
23. Attachment 23 - MMA Salary Matrix Effective July 1, 2026
24. Attachment 24 - MMA Salary Matrix Effective July 1, 2027
25. Attachment 25 - MMA Salary Matrix Effective July 1, 2028
26. Attachment 26 - Unrepresented/CEU Compensation and Benefits Plan - Redlined Version
27. Attachment 27 - Unrepresented/CEU Compensation and Benefits Plan - Clean Version
28. Attachment 28 - Unrepresented/CEU Salary Matrix Effective July 1, 2026
29. Attachment 29 - Unrepresented/CEU Salary Matrix Effective July 1, 2027
30. Attachment 30 - Unrepresented/CEU Salary Matrix Effective July 1, 2028
31. Attachment 31 - Executive Management Compensation and Benefits Plan - Redlined Version
32. Attachment 32 - Executive Management Compensation and Benefits Plan - Clean Version
33. Attachment 33 - Executive Management Salary Matrix Effective July 1, 2026
34. Attachment 34 - Executive Management Salary Matrix Effective July 1, 2027
35. Attachment 35 - Executive Management Salary Matrix Effective July 1, 2028