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'^ SPECIAL MEETING OF THE CITY COUNCIUREDEVELOPMENT AGENCY/COLTON UTILITY AUTHORITY OF THE CITY OF COLTON August 30, 2005 A Special Meeting of the City Council/Redevelopment Agency/Colton Utility Authority of the City of Colton was held at 5:18 p.m., on the above -given date at in the Council Chambers of City Hall, located at 650 North La Cadena Drive, Colton, California, Mayor Bennett presiding. Notice of Special Meeting was given on August 16, 2005, in compliance with Government Code Section 54956. ROLL CALL: Councilmembers present were Suchil, Mitchell, Ramos, Chastain, DeLaRosa, and Mayor Bennett. Also present were City Manager Parrish and City Clerk Barrera. Councilmember Hernandez absent. Compensation and Philosophy Workshop City Manager Parrish gave introductory comments for the necessity of development a compensation and philosophy in regards to employee compensation. The focus for council to consider would involve the concepts and theory behind bench marking, market parity, percentile, median, and average (mean). Human Resources Director, Anthony Arroyo, outlined information as to how council could develop a ._ compensation philosophy in order to set a precedent as to how the city will present itself to its employers. It is directly related to Retention, Labor Relations, and the Economy which defines the city within the market. This would set the guidelines for future negotiations. The compensation philosophy should include the Market Definition by setting a standard as to how employees will be paid as compared to like agencies. Director Arroyo provided information regarding various approaches to a compensation philosophy and prefaced the information as only a recommendation as to the philosophy or standard the city takes in regard to negotiations. After Director Arroyo's explanation the discussion continued in depth with City Manager Parrish as facilitator. The following points were discerned and talked about: X Should we look at surrounding cities? • Cities comparable in economics to the City of Colton • Competing for employees X Retaining current employees X Same number of comparable cities regardless of unit X Competitive pay and better benefits Parity with other cities X Benchmarking is internal X Parity is outward X Need Cost related to benchmarking and/or parity ., Discussion concluded with direction to staff to provide cost analysis for those elements or theories that would have a financial impact in order to make an informed decision that will allow council to 8-30-05 SpcMtng Compensation Philosophy