• If passed, Measure E would limit the total compensation of the City Manager and the direct reports to 2.5 times the median family/household income.
• The City's organization chart indicates the City Manager direct report positions are the Assistant City Manager, City Clerk, Finance Director, Economic Development Director, Library Director, Human Resources, Information Technology, Police Chief and Fire Chief
• Measure E states fire, police and other emergency public safety personnel are excluded.
• An existing contract requiring a 5% differential pay separation between the City Manager and the direct reports.
Problems:
• What is the source of the data for median income and how often is compensation to be adjusted. Since the measure language does not specify, so who will decide?
• What median income, “family” or “household”; there is a difference, so who will decide?
• The measure does exclude Fire/Police from the equation, but does not address the contractual 5% pay scale separation, so are contracts to be broken?
• Are the natural hierarchy of pay scales to be ignored when Measure E results in general staff being payed more than supervisors?
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Solutions:
• Vote yes, take it on the chin, watch current staff leave for market rate pay, while offering less pay to less qualified staff.
• Vote yes, watch city funds be used in the courts to interpret the vague language in the measure, or used for costly court battles when contracts are broken.
• Vote No, keep the tenured, experienced and qualified staff and keep city funds in the city and out of the courts.
The solution is simple.
Vote NO on Measure E,
and then vote NO on Measures C and D
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