TO: Committee of the Whole - Parks and Environmental Sustainability
FROM: Mayor Angela Birney
DEPARTMENT DIRECTOR CONTACT(S):
|
Human Resources |
Lisa Maher, Asst COO, Interim HR Director |
425-556-2427 |
DEPARTMENT STAFF:
|
Human Resources |
Mary Grady |
Senior Human Resources Analyst |
|
Human Resources |
Adrienne Steinert |
Human Resources Analyst |
TITLE:
title
Approval of the 2027 Pay Plan Updates
OVERVIEW STATEMENT:
recommendation
Due to the 2027 Cost of Living Adjustments (COLA) and external market analysis, the following salaries and Pay Plans are being updated: AFSCME Regular (“A”) and AFSCME Supplemental (“AF-S”); Fire Uniformed (“F”); Fire Support (“FS”); Elected Official (“EO”); Non-represented Executive (“E”); Non-represented Regular (“N”) and Non-represented Supplemental (“N-S”); General Supplemental (“G-S”); Police Commissioned (“P”); Police Lieutenants (“T”); Police Support (“PS”) and Police Support Supplemental (“S-PS”); Police Telecommunicators (“TC”) and Police Telecommunicators Supplemental (“TC-S”); RCHEA Regular (“R”) and RCHEA Supplemental (“RS”). Details of the changes are listed under the “Outcomes” section.
body
☒ Additional Background Information/Description of Proposal Attached
REQUESTED ACTION:
☐ Receive Information ☒ Provide Direction ☐ Approve
REQUEST RATIONALE:
• Relevant Plans/Policies:
N/A
• Required:
City Council is required to authorize salary and/or classification changes to Pay Plans, in accordance with the City of Redmond Personnel Manual Section 7.10.
• Council Request:
N/A
• Other Key Facts:
N/A
OUTCOMES:
Approval by City Council is being sought for the following Pay Plan changes:
• AFSCME. In accordance with AFSCME’s CBA that was negotiated with the union and approved by City Council in 2024, the 2027 COLA for AFSCME “A” and “AF-S” Pay Plans will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Fire Uniformed. In accordance with the Fire Uniformed CBA that was negotiated with the union and approved by City Council in 2026, the 2027 COLA for the Fire Uniformed “F” Pay Plan will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Fire Support. In accordance with the Fire Support CBA that was negotiated with the union and approved by City Council in 2025, the 2027 COLA for the Fire Support “FS” Pay Plan will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Non-Represented. Changes to non-represented “EO,” “E,” “N,” “N-S,” and “G-S” Pay Plans are provided a 2027 COLA increase. In accordance with the Salary Commission decision for Council Members and Council President, changes to the “EO” Pay Plan include a 2027 COLA increase of 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%. In accordance with the personnel manual approved by Council in 2025, changes to the “E,” “N,” “N-S,” and “G-S” Pay Plans include a 2027 COLA increase of 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%. The Executive Analyst title has been moved to new salary grade on the “N” and “N-S” Pay Plans. Based on the market analysis of comparable cities in Washington, Oregon, and California, the City Attorney classification is currently 3.38% below market salary range, and the Chief Operating Officer is 3.37% below market salary range. To address this, the Chief Operating Officer position has been adjusted to market. The EX 33 Grade has been established on the “E” Pay Plan for the City Attorney classification based on market. The pay for the Asst COO has moved to the EX 33 Grade as an internal equity adjustment to reflect the scope of work and reporting relationships between the City of Redmond and outside organizations.
• Police Commissioned. In accordance with the Police Commissioned CBA that was negotiated with the union and approved by City Council in 2024, the 2027 COLA for the “P” Pay Plan will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Police Lieutenants. In accordance with the Police Lieutenants CBA that was negotiated with the union and approved by City Council in 2026, the 2027 COLA for the “T” Pay Plan will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Police Support. In accordance with the Police Support CBA that was negotiated with the union and approved by City Council in 2025, the 2027 COLA for the “PS” and “S-PS” Pay Plans will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• Police Telecommunicators. In accordance with the Police Telecommunicators CBA that was negotiated with the union and approved by City Council in 2026, the 2027 COLA for the “TC” and “TC-S” Pay Plans will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
• RCHEA. In accordance with the RCHEA CBA that was negotiated with the union and approved by City Council in 2025, the 2027 COLA for RCHEA “R” and “RS” Pay Plans will be 4.1%, based on first half 2026 CPI-W, with a minimum of 2% and a maximum of 5%.
COMMUNITY/STAKEHOLDER OUTREACH AND INVOLVEMENT:
• Timeline (previous or planned):
N/A
• Outreach Methods and Results:
N/A
• Feedback Summary:
N/A
BUDGET IMPACT:
Total Cost:
Finance included COLAs and salary adjustments in the 2027-2028 Budget documentation. This means effective January 1, 2027, salary adjustments are budgeted for and can be provided to employees in the Pay Plans listed above.
Approved in current biennial budget: ☒ Yes ☐ No ☐ N/A
Budget Offer Number:
N/A
Budget Priority:
Strategic and Responsive
Other budget impacts or additional costs: ☐ Yes ☐ No ☒ N/A
If yes, explain:
N/A
Funding source(s):
N/A
Budget/Funding Constraints:
N/A
☐ Additional budget details attached
COUNCIL REVIEW:
Previous Contact(s)
|
Date |
Meeting |
Requested Action |
|
9/8/2026 |
Committee of the Whole - Finance, Administration, and Communications |
Provide Direction |
Proposed Upcoming Contact(s)
|
Date |
Meeting |
Requested Action |
|
11/10/2026 |
Special Meeting |
Approve |
Time Constraints:
Implementation of wage and salary range changes is targeted for January 1, 2027. Approval in 2026 will allow HR and Payroll staff time to complete the required communicating, processing, and implementing of the changes without the need for retroactive pay.
ANTICIPATED RESULT IF NOT APPROVED:
If not immediately approved or approval is substantially delayed, the result will be calculating retroactive pay, which could result in payroll processing errors due to the complexity of retro-calculations to January 1, 2027. If not approved at all, then there will be no Pay Plan changes/COLA adjustments, resulting in the union groups filing multiple unfair labor practices (ULPs) against the City for failure to negotiate changes in working conditions (pay) to their CBAs, overall loss of market wage competitiveness, and a potential impact to employee retention, especially for non-represented employees. Annual Pay Plan updates must be implemented in accordance with the union CBAs that have previously been negotiated with the unions and approved by City Council. Any delays to implementation must be negotiated with the unions prior to the change being effective, with non-represented employees being treated similarly.
ATTACHMENTS:
Attachment A: Proposed Salary Ordinance for AFSCME and AFSCME Supplemental Pay Plans
Attachment A, Exhibit 1: 2027 AFSCME Pay Plan “A”
Attachment A, Exhibit 2: 2027 AFSCME Pay Plan “AF-S”
Attachment B: Proposed Salary Ordinance for Fire Uniformed Pay Plan
Attachment B, Exhibit 1: 2027 Fire Uniformed Pay Plan “F”
Attachment C: Proposed Salary Ordinance for Fire Support Pay Plan
Attachment C, Exhibit 1: 2027 Fire Support Pay Plan “FS”
Attachment D: Proposed Salary Ordinance for Elected Official Pay Plan
Attachment D, Exhibit 1: 2027 Elected Official Pay Plan “EO”
Attachment E: Proposed Salary Ordinance for Executive Pay Plan
Attachment E, Exhibit 1: 2027 Executive Pay Plan “E”
Attachment F: Proposed Salary Ordinance for Non-Represented and Non-Represented Supplemental Pay Plans
Attachment F, Exhibit 1: 2027 Non-Represented Pay Plan "N"
Attachment F, Exhibit 2: 2027 Non-Represented Supplemental Pay Plan “N-S”
Attachment G: Proposed Salary Ordinance for General Supplemental Pay Plan
Attachment G, Exhibit 1: 2027 General Supplemental Pay Plan “G-S”
Attachment H: Proposed Salary Ordinance for Police Commissioned Pay Plan
Attachment H, Exhibit 1: 2027 Police Commissioned Pay Plan “P”
Attachment I: Proposed Salary Ordinance for Police Lieutenants Pay Plan
Attachment I, Exhibit 1: 2027 Police Lieutenants Pay Plan “T”
Attachment J: Proposed Salary Ordinance for Police Support and Police Support Supplemental Pay Plans
Attachment J, Exhibit 1: 2027 Police Support Pay Plan “PS”
Attachment J, Exhibit 2: 2027 Police Support Supplemental Pay Plan “S-PS”
Attachment K: Proposed Salary Ordinance for Police Telecommunicators and Telecommunicators Supplemental Pay Plans
Attachment K, Exhibit 1: 2027 Police Telecommunicators Pay Plan “TC”
Attachment K, Exhibit 2: 2027 Police Telecommunicators Supplemental Pay Plan “TC-S”
Attachment L: Proposed Salary Ordinance for RCHEA and RCHEA Supplemental Pay Plans
Attachment L, Exhibit 1: 2027 RCHEA Pay Plan “R”
Attachment L, Exhibit 2: 2027 RCHEA Supplemental Pay Plan “RS”