Classification and Compensation Study
Posted
Nov 6, 2026
Nov 30, 2026
The City seeks proposals from qualified consultants/firms to conduct a total compensation study for all City job classifications, and classification studies for selected City positions. The purpose of this study is to provide benchmark data for City compensation for use in salary and benefit negotiations with the City’s labor organizations and unrepresented employee groups, and to provide a job analysis of identified City positions or classifications to ensure that each position is appropriately classified. Additional classification studies may be identified during the compensation study process for further review. Qualified consultants/firms will have an in-depth understanding of industry best practices for job analysis, job classification, and compensation-setting methodologies, including strong experience performing classification and compensation work with local government agencies. The City’s classification plan includes approximately 180 job classifications for regular full-time and part-time employees. The City’s regular workforce is organized into six represented bargaining units and two unrepresented units, with current Memorandums of Understanding (“MOUs”) and Compensation Plans covering a term of July 1, 2025 through June 30, 2027. The City has agreements with all bargaining units to conduct a total compensation study in preparation for MOU negotiations. The City’s last City-wide total compensation study was conducted in spring, 2022. The City’s past total compensation studies have included labor market surveys with selected benchmark classifications (approximately 25% to 30% of the total job classifications), with other classifications set by internal alignment with a related benchmark classification. The survey methodology included the following metrics for comparison with the labor market: Base Salary (Maximum Salary or control point as applicable) Total Pay (Base salary, eligible premiums, and City-paid deferred compensation) Total Compensation (Total salary plus City-paid benefits) The standard benchmark cities in use for compensation surveys for non-public safety classifications includes the cities of Alameda, Daly City, Hayward, Mountain View, Palo Alto, Redwood City, San Leandro, and San Mateo. The following alternative lists are in use with specified bargaining units: Water Quality Control Plant (IUOE Local 39): Central Marin Sanitation Agency, Daly City, Dublin San Ramon Services District, Hayward, Millbrae, Oro Loma Sanitary District, San Leandro, San Mateo, Silicon Valley Clean Water. Police Association/Police Management: Alameda, Daly City, Milpitas, Mountain View, Palo Alto, Redwood City, San Francisco, San Leandro, San Mateo, San Rafael, and Union City Fire (IAFF Local 1507)/Fire Management: Alameda, Daly City, Hayward, Mountain View, Palo Alto, Redwood City, San Bruno, San Francisco, and San Mateo Consolidated Fire.
