How you doing?

Okay.

I'd like to welcome everyone to the personnel and public employee committee meeting.

And we will start with our roll call.

Thank you, Chair.

Member Kaplan?

Here.

Member Telemontes?

Here.

Member Vang?

Here.

And Chair Jennings?

Here.

Thank you.

We have quorum.

Thank you very much.

Member Kaplan, will you please do the Pledge of Allegiance and the land acknowledgement?

Yes, please rise if you are able.

In honor of Sacramento's indigenous people and tribal lands.

To the original people of this land, the Nisanan people, the Southern Maidu,

the Valley and Plains Miwok, the Putwin-Wintoon peoples, and the people of Wilton Rancheria,

Sacramento's only federally recognized tribe.

May we acknowledge and honor the native people who came before us and still walk beside us

today on these ancestral lands by choosing to gather today in the active practice of acknowledgement

and appreciation of Sacramento's indigenous peoples' history, contributions, and lives.

Please remain standing.

Pledge.

I pledge allegiance to the flag of the United States of America and to the republic for

which it stands, one nation, under God, indivisible, with liberty and justice for all.

All right.

We are here today to make our final recommendations to the full city council on the marketing for

the recruitment process for the next city manager of the city of Sacramento.

I am very thankful to my colleagues who have worked on this issue and for their commitment

in providing the staff and our consultant, Pam Derby from CPSHR, with the needed input to

arrive at this point in the process.

I want to express my sincere thanks to Pam, Shelley, Jennifer, Ebony, Mindy, Brett, and Lynette,

and my sincere appreciation for your hard work and flexibility during this process.

I know it has not been easy to figure out the logistics for many of the community meetings,

the surveys, and the other outreach efforts that we have asked of you, but it was all made

possible because of you.

And I want to thank you for that.

Today, we will hear from Pam Derby the findings of the community outreach to date, how it was

folded into the recruitment process and the recruitment materials, along with the input from the mayor

and the city council.

You will also hear a discussion on total compensation.

A particular import is the inclusion of direction to staff to develop a formal goal setting and

review process for the direct reports to the city council.

This process will align with our goal setting workshop scheduled for this fall and focus on

how we review our direct reports.

The proposed review process enables the council to clearly articulate what we want our reports,

our direct reports, to accomplish on behalf of our constituents.

I am requesting that my colleagues' direct staff to work with our direct reports to come back

with a proposed process and RFP with the goals to have this in place before the hiring of the next city manager.

At this time, I am pleased to bring up Jennifer Wilkinson from our HR department.

She will bring up Pam Derby to update us on the process to date, and then Shelly will come up to go over the proposed review process.

Welcome.

Good morning.

I'm Jennifer Wilkinson in the Human Resources Department.

And as you're aware, CPSHR Consulting was selected for the city manager recruitment.

As part of the recruitment process, they completed a salary survey, and they presented the salary survey results

and recommended adjusting the salary range to $248,465 to $400,652.

I'm sorry.

That was what it was.

It was $273,211 to $420,684 annually.

The salary was recommended for approval to city council at the April 1st P&PE meeting,

and it was approved at the April 22nd, 2025 city council meeting.

Council requested additional information regarding the salary for the city manager in comparison with the assistant city manager.

As presented in this report, the maximum salary and total compensation for the city manager are 23.4% and 26% higher than the assistant city manager, respectively.

Was there any additional questions you had on this portion of the report in the comparison of salaries?

Before I move on to letting Pam share her information.

Any questions for my colleagues?

Please proceed.

Okay.

Well, then I'll bring up Pam from CPSHR, and she'll share the feedback from the community and the marketing materials.

Thank you.

Good morning.

Thank you so much, Jennifer.

I would also like to thank the HR staff, the community engagement team, your public information teams for all of their efforts in putting together all of the engagement meetings, et cetera.

Their input has been very helpful.

We could not have done all of the logistics for the community engagement, et cetera, without Lynette's help.

And so, again, this has been a team effort for us to get to this point.

So, today we're going to talk about ‑‑ I could never be on a game show because, obviously, I'm going to summarize the stakeholder engagement process to date.

We are going to talk a little bit about the recruitment brochure and how that engagement process informed that information.

We're going to talk about an updated recruitment timeline and what you can look for in a total compensation package for the next city manager and the things to consider.

As you're aware of, we had indicated that ‑‑ the council indicated that they would like to stretch the timeline for the recruitment so that we could encourage more community input on this process.

And so, between the dates of April 5th, 6th, something like that, through the 29th, we did teleconferences with several organizations across the city, a very diverse section of the community.

We did ‑‑ those were recommended by city council members.

There were 12 to 13 of those groups that we spoke with and had individual teleconferences with, video conferences with.

The most ‑‑ we had community ‑‑ in‑person community engagement meetings.

We did four of those.

We had one in Oak Park, one in Meadowview, one in North Natomas, and one in North Sacramento.

So, they were spread around the city.

In addition, they were somewhere on weekends, somewhere in the evening.

We did two virtual meetings that were in the evening that were available to people ‑‑ for people to participate in.

And so, it gave community members a wide range of opportunities to provide input into the process.

The online survey was deployed.

And to date, we've had over 300 responses.

It was deployed in English, Spanish, Vietnamese, and Cantonese.

We are keeping that open until the 16th of May.

And we'll be summarizing all of that in a more robust report next week to the city council.

So, what has happened?

We provided a recruitment brochure, a draft recruitment brochure in the packet today.

That ‑‑ the ideal candidate profile that is listed in that brochure, that information was taken directly from council members,

from those organizations that we spoke with, from the community engagement meetings,

and with information that we've gathered on the ‑‑ from the survey to date.

And so, that's ‑‑ that ideal candidate profile comes directly from all of that input.

Next week, we plan to present that to the full council as well.

And certainly, I'm sure you're going to have some questions about that.

The other information in the brochure is derived from things like the website, the budget,

different types of accolades of the city to present the city in the best possible light for possible candidates.

As I mentioned, we have updated the timeline from what was previously presented.

And so, the engagement activities, as I mentioned, the in‑person engagement activities,

virtual engagement activities lasted from April 19th to April 29th.

The survey has been online since April 25th and will be open until May 16th.

We will be presenting to the city council next week to get comment on the recruitment brochure,

and we'll provide final engagement results.

We plan to hopefully launch this recruitment the week of May 26th,

which means that selection activities would start taking place in mid‑July.

We would anticipate that that will take two to three weeks for those selection activities for the council to conduct.

And then between August 4th and August 18th would be final steps,

which would include a final background check, reference checks, et cetera,

on your chosen candidates or finalists.

The committee also asked us to provide some of the things that you would be looking in a total compensation package.

Now, it's difficult to determine exactly what numbers would be,

because the reality is, is that you have a suite of things that you've been providing

that many of the other charter officers receive as well.

However, if it's an external candidate that is chosen, there may be other things that they'd be looking for.

And so I have listed the things that you typically would hear from a candidate negotiating.

As Jennifer mentioned, right now the council has approved a salary range of $273,311 to $420,684,

a car allowance of $500 per month.

The other thing that they would be looking at is the term of their employment agreement.

Oftentimes, they will be looking for additional deferred compensation.

You do offer that as a standard for city employees.

However, they could ask for additional.

Oftentimes, they'll ask for what the max of the IRS, which is about $24,000 now.

It's very typical for leave allowances, for someone to come in and ask for the top accrual,

maybe to ask for a bank of leave.

Those are types of things that they're looking for.

Sometimes they're looking for an executive health and wellness package.

And there are some cities that offer that.

There are others that do not.

But the candidate that you choose may be used to that.

It may be something that they'd be looking for.

Obviously, they're always looking for a clause for severance if they are terminated without cause.

And so that's typically a 6 to 12-month clause saying that if they are terminated without cause

by a majority of the council members, that they would receive a lump sum payment

of possibly base salary and benefits, possibly just base salary.

The maximum that they can receive in California is 18 months.

The total cannot exceed 18 months of total compensation.

But you're looking at probably a good 6 to 12-month ask from the candidate.

18 months is very unusual anymore in California.

I know that Shelley's going to speak to the performance evaluation situation and goal setting.

We strongly recommend that, that there's goal setting for the city manager,

that they know exactly what the council is looking for them to accomplish in their first year,

and that you're doing a performance evaluation annually with them.

It's a way for them to know if they're on track.

It's a way for the council to share with them their expectations of them.

And so we strongly suggest that, and I know that HR has been working on that.

Certainly, if this is an external candidate, they may be looking for a relocation package.

They may ask for additional health coverages.

But many of these things, again, are things that you offer.

But life and disability insurance, technology stipends, annual subscriptions and memberships,

and then conference attendance.

So those are the typical things that a candidate might be looking for in a total compensation package.

The only thing that I think that your city manager, prior's coverage,

there was an excessive leave allocation provided that we think is not something that should happen again,

and we would certainly suggest against.

So I know that was a quick summation, but I'm happy to answer any questions.

Okay.

For my colleagues, any questions from anyone?

Thank you.

Thank you.

Director Vang.

Thank you, Chair Jennings.

First, I just wanted to take this moment to thank you, Council Member Jennings,

for your leadership and your hard work to get us to this moment.

And I also, in particular, want to thank your Chief of Staff, Dennis, for all his hard work

to make sure that we're being inclusive as much as possible.

In particular, thank you for extending the online survey.

I know I heard from community members that they needed more time,

and so really great that the survey is going to be open until May 16th,

and if there are any adjustments that's needed to be made to the marketing materials,

that will happen before the item comes forth to the full Council.

And just really want to say thank you, Pam, to you and your team and Lynette and City staff

for all the hard work to get us to this moment,

and it looks like we're still on the timeline, so that's great.

And I don't really have any questions or any comments,

but really just wanted to say thank you for all your hard work

and looking forward to us putting this out

and recruiting a really awesome city manager

who's going to care deeply about racial equity and justice in the city.

So thank you so much for your leadership.

Thank you.

Director Kaplan.

Thank you.

Thank you, Chair.

Can you give me just a little bit more,

because I want to highlight this.

In the public write-up,

I don't want people to have it accused that we slip something in,

because I think it's actually a big policy discussion that we need to have.

A process I started two years ago of how we review and evaluate our charter managers,

and also what you see as part of this,

because we haven't discussed this separately,

was to create a new process for this

and go out and hire a third-party individual to help with the accountability,

which based off of, I happen to agree with,

based off of last year our charter officers being insubordinate

and not following council rules and procedures

and not presenting to PP&E,

I think highlighted that maybe we need a third-party individual

to help our charter officers be accountable

so that they have their annual review.

It is something that the public is asking us to do.

I mean, our contract for a city attorney just rolled over

because there's an automatic clause in her contract,

and she's not gone through presenting her annual work plan,

and we've not had time in closed sessions.

So I tried something, didn't quite get there,

so I appreciate you and your staff taking to the next step.

I am supportive of this,

but I did want to call it out so that people understand.

I think we've tried.

We've not had a consistent process.

When I went to the Cal Cities Leaders Summit,

this was actually something I had said that we need to implement,

and I think this is the right direction.

So I look forward to further discussion,

but also what's really important, where it may take time,

I think we need to set the expectation that council rules and procedures

dictate that all charter members are to present their annual report

to PP&E in July.

I would still like to hold that process,

and those are not to be on consent but are actually to be presented.

So I do want to publicly say that I hope all of our charter officers do comply

with council rules and procedures.

That does require them to come in,

and I hope that I see on July that they will be presenting their annual work plan

so it can start the process as we go out and do an RFP

to find a third-party individual,

because I wouldn't want to delay that again,

because I think we do need to have that balance.

So, but good work.

CPSHR, appreciate this, appreciate the feedback,

but I do want to call out,

getting 300 surveys in a city of over 560,000 is really nothing.

And so, you know, I hope us as council members are doing our due diligence

and talking to our community members of what they want in a city manager.

Thank you.

So I just want to make sure there wasn't a question in that whole thing

that you want me to answer, or you want Pam to answer.

Okay.

Well, actually, the question is,

are we going to come back and have a further discussion on this?

Because I know this is in here, and it said looking for direction,

so I'm not quite sure what the next step is.

You want to speak to the next step?

Certainly.

So the next step, obviously, is to, as we know,

the survey is open until the 16th.

And so next week at council,

we may have adjusted the ideal candidate profile in the brochure post the 16th

to ensure that we've gathered all of the information and summarized it.

Obviously, you know, we've gathered so much information so far

that it's very lengthy at this point,

but we did want to be very transparent that these were the things we heard.

These were the categories, really,

the higher level categories, as you can see, that we've listed.

I think there's nine.

And so the next step is to present this to council next week.

And so certainly, you know, any other feedback or things is welcome.

And I like the top 10 items,

especially item 10 listing top priorities for the two, three years.

But again, I do want us as council to take it with a little bit of grain of salt

because that's only 300 surveys out of 560,000 residents.

But it's a good bellwether.

It is.

It's something that I always say is that many, many people,

if you ask them who the police chief is, most of them will know.

But if you ask them who the city manager is, many have no idea.

It does, the visibility of the city manager is for people who are very invested.

And so in what's happening in the city, in the day-to-day politics, et cetera.

And so oftentimes, you do not get the response that, say, we get if we do a police chief

or even a fire chief, actually.

Thank you.

And then to my chair, so are we having a policy or next step discussion,

or is that right now that we're having in creating the official accountability,

higher third party for our charter officers?

I believe that it's best to do that when we have the full council in front of us.

I think right now if we accept what is being presented,

we will then go to the full council and get the vote of the full council to make that decision.

Okay.

I'm just wanting to clarify on that, so thank you.

Okay.

Other questions?

Director Vang.

Thanks, Chair.

Really good point, Councilwoman Kaplan, because I'm looking at the recommendation.

There's four items, and the last one was to give direction to staff to develop a formal goal setting

and review process for all direct reports to the city council.

And so, yeah, I think that makes sense for us to not give the direction here,

but we are taking this to the full council.

So perhaps that conversation can happen at the full council,

because this is the first time I've heard of a third party.

This is the first time, maybe because I'm new to PNP,

but this is the first time I heard of a third party overseeing kind of the evaluation process.

I'm not opposed or saying I'm in support.

This is the first time I've heard of it,

so I would love to learn a little bit more about what that process looked like.

So I think having that fuller conversation to the full council makes sense.

So, yeah.

So with that, you know, I'll put a motion on the table for this item in particular,

for recommendation one, two, three, and four.

Can I just say that?

Is that sufficient?

Instead of reading the whole entire thing?

Okay.

So my motion on the table is to move forward the city manager executive recruitment process and development

and to move forward with recommendation one, two, three, and four instead of reading it.

Okay.

That's my motion on the table.

There's a motion and a second.

Any further additional questions?

Director Telemontes.

Yeah.

So I feel like we only have a few chartered officers that we're directly responsible for.

So I think it's best if we create the process of how we want to go about next steps with our charter officers.

I wouldn't, I think I'd want like a third party to help us evaluate our only employees.

Like that's our responsibility as a mayor and council.

So I think we just need to be more diligent with ourselves to have intentional follow-up and move forward with next steps.

So happy to have a full council conversation.

And third, the motion.

So I'm an aye.

Okay.

So it has been second and third.

So therefore it has already really been decided, but I'm going to call the question.

All in favor, say aye.

Aye.

Aye.

Opposed?

Abstain?

We will then move forward.

Thank you very much on that.

Okay.

We'll go to item two.

All right.

The personnel resolution covering compensation for council appointed officers.

The city currently utilizes a single personnel resolution to cover all employees, not represented by the unions.

It is the intent of this proposal that the personnel resolution covering the direct reports to the council will be included in the process.

We discussed in the first agenda item, the goal setting review process.

The proposal will create a more transparent and clear process.

It is still the intent under this proposal to align the general overall benefits of the council direct reports with the other unrepresented employees as is currently done under a single resolution.

The dual resolution simply affords greater transparency and clarifies clarification in the process.

I am asking my colleagues to direct staff to work with council direct reports on this within the discussion of the goal setting review process and included into the proposal.

I would like to bring up Shelly Banks-Robinson, who is already up, to provide additional information.

Thank you, Shelly.

Thank you.

Good morning.

You know, because you do have a few direct reports and there are five charter officers and one director of public safety and accountability,

I know in the past when we brought the UNREP REZO forward, it's been a little confusing on who is going to get what.

And the people that report directly to you, I know that Council Member Jennings had asked, why do we not have something separate?

So, for instance, if we wanted to give longevity to the charter officers, can we not just do that?

So this is one quick and easy way to separate the resolution and have this one apply to your direct reports.

We've been calling them appointed officers because there's five charter officers and one director.

So in the future, we'll probably just say appointed officers.

And, you know, happy to answer any questions.

The intent of what we provided today was to take what already existed, remove everything that doesn't apply to them, and put it in its own resolution.

And if there was something unintentionally changed, it definitely was unintentional.

But if you have other comments or questions that you wanted to ask on the residue that is presented, I'll be happy to answer.

Again, the intent was no change to any current wage hour or working condition for those people.

And I do, can I comment on the first item?

On having a third-party consultant do the review process.

CPS HR originally had suggested that we do a third-party, and it would be very similar to what you all did, what all council members did, for the recruitment process.

Is that consultant would work with all of you without violating the Brown Act, getting all of your goals and agendas together,

and presenting a package for you to then set goals with your direct reports.

So I think it would be a really great process for you to engage in.

And, of course, what was presented is only a suggestion.

We're still looking for input from all parties.

All right.

Okay.

And we'll be able to get that on the 20th of May.

Okay.

Does anyone have questions on the current proposal for the appointed officer resolution?

Director Kaplan.

Thank you, Chair.

It was brought up when we had these discussions, you know, a year and a half ago, some things happened.

In doing two separate resolutions, does that mean if somebody's getting a 2% raise, the rest get a 2% raise?

That is still all determined at the time we're giving increases.

In the current unrepreso, it ties it to people in other units that are similar so that we don't have compaction issues.

So, for example, if managers in SEXCA get a 2% increase or for employees represented by SEXCA,

we would want similar positions in unrepresented to get increases.

But all of that would still be determined at the time.

You know, I'm trying to figure out because I actually agree of handling our direct report charter officers, like, differently.

They should not be included.

But what we discussed and I think as counsel agreed upon is that each charter officer, if they get a raise,

should come individually on the agenda and should not be lumped together.

So, my concern with this resolution is that we're actually lumping charter officers together

because it is supposed to be written into the council rules and procedures that each raise for each direct report

comes individually on the agenda and they should never be lumped together.

Yes.

So, then the question is, why have a one resolution just for the charter officers?

I will say neither of the resolutions have salary increases in them.

No, I know that.

Yes.

I know that.

But in the future, let's say, you know, like we did last year, you know, our treasurer deserves a 2%.

The resolution comes forward.

Isn't that then giving a 2% to all our charter officers?

No.

So, the reso doesn't specifically give increases at all.

I know.

I'm saying, for example, Shelley.

For example, I am not saying that.

But if, if the council said the treasurer gets 2%, we do this resolution,

does that mean it is giving raises to all charter officers' direct reports?

No.

Okay.

So, I want you to answer that question so we can be clear.

Okay.

But I'll be clear for both the public and your direct question.

What I might ask is for us not to interrupt while she answers this question because I want to make sure the answer is clear.

Yes.

The, the resolution does not provide increases.

Only you can do that and only per individual.

To give an increase, you actually don't need this resolution at all.

Okay.

That's why.

This resolution is mainly for the other benefits like longevity, vacation, you know, any other extra benefit that they have that you could collectively give in this resolution.

But each individual increase will still come to you individually.

Thank you.

That's what I was trying to get to is the, the separation of how we do that and how it comes forward.

And then since I was somewhat confused, if that needs to be amended and put it into our council rules and procedures so that it makes it clear of,

we know that individual raises come individually as an item to the council for approval.

But if we are dealing with the other benefits, this resolution is fine so that, you know, one day when we're all not here, that is, is set forth.

Um, and is, is, is very clear, um, in that process.

Okay.

And I would look to my city attorney also.

We do have one provision in here.

It's item 4.1.

This is salaries for charter officers and director of public safety and accountability shall be modified only by council action and approval.

So we can certainly modify that language to suit whatever need that you're suggesting.

Yeah.

That would be great to add to 4.1 that if any salary, uh, is to be modified,

it shall come forward to council as an individual action.

Okay.

Great.

Okay.

Any further questions on that?

Yeah.

I see no further questions other than the next step for this process.

Next steps.

Uh, the city attorney, I'm not, probably has not had time to review this because I had not asked them to yet.

Uh, we're really, you know, this was just a preliminary to get the idea going.

And then we would work with the city attorney to make sure that everything is included that should be included.

And, uh, take it to the full council for final approval, if you wish.

And so, and we'll vote on that in a second as if we wish or not.

But the question is, is, uh, are we talking about on the 20th as well?

Or are we talking about it at another time?

I, I can certainly have it ready by the 20th if that's what you all desire.

I would refer to our city manager.

Is it because the 20th is the budget day?

Oh.

I don't really have time.

Actually, that's a very good point.

The 20th is very busy, uh, both with fees and charges and the, the budget discussion.

We'll bring it back at another time after the 20th.

Um, and that'll give you more time or the legal more time to kind of go through it and all those things.

So, okay.

So at this point in time, um, we need to make a motion to approve this going forward.

So approved as amended.

And can you be clear on the amendment?

As amended for language clarification at 4.1 that all raises shall come individually for approval to council.

So maybe just, so, so I'll second that.

And just to clarify, I approve this action item with the modification of 4.2 where it says the salaries for the charter officers and director of public safety and accountability should be modified only by city council action and approval individually.

Period.

Can I clarify that that that was 4.1?

That's 4.1.

Yeah.

All right.

Just put the word individually in there.

Okay.

Brett, are you good?

No, I am.

One thing that I, when I went through it, I did, I have been through it once and there were a couple of things that I felt like needed to be changed.

They are, they're relatively minor and the more for clarification than they are for intent.

So as long as, as long as we keep the benefits the same and Shelley and I can work out a version that has all the benefits the same, then they can go straight to council.

I'm comfortable with that.

Yeah.

Everything's the same.

I think just the word individually.

Yeah.

And then if there's minor improvements that are not anything of substantial change.

Right.

And they're just pointed out when we read the agenda item.

All right.

If we change anything from this version, we'll have it in a red line for you.

Oh, perfect.

Perfect.

There you go.

Okay.

So I have a motion and a second.

Is it still good?

All in favor, say aye.

Aye.

Opposed?

Abstain?

All in favor.

All in favor.

Let the record show we are moving forward unanimously.

And for the record, I had no speaker slips for public comments on that item or item one.

I've been meaning to ask you that for the last 20 minutes.

Does anybody from the public want to speak?

Just trying to.

Okay.

I think all of our business is covered here.

And so thank you for coming out for this meeting.

Thank you for all the work that has been done by everyone.

This meeting is hereby adjourned.

Always wanted to do that.

Calling all council members.

We need one more.

Thank you.