CC - Item 6A - Presentation - Total Compensation SurveyTotal Compensation Survey Findings
and Recommendations
for the City of Rosemead
April 2025
By Kay Tilzer, Consultant
1
Survey Objectives
•Compare the City’s compensation (salary and benefits) to the “market”
•Modify existing or develop a new compensation plan that is
•Externally competitive
•Internally equitable
•Affordable
•Sustainable
•Identify the City’s desired competitiveness policy
•Develop implementation strategies to move the city’s compensation offerings closer to the prevailing rates
2
Survey Comparators
Alhambra Montebello
Arcadia Monterey Park
Azusa Pasadena
Baldwin Park San Gabriel
Downey San Marino
El Monte South Gate
La Puente Temple City
Monrovia West Covina
3
Total Compensation Survey
•Data gathered from comparators salary structures and benefit
plans
•Org charts, budgets, and job descriptions used to identify similar
jobs
•A salary survey will answer the question of “where are we?”
•Implementation answers the question “where do we want to
be?”
4
Survey Methodology
•Salary range maximums were averaged to calculate the prevailing
rates for each survey benchmark
•City contributions for benefits were added to each comparator’s
maximum to calculate “total compensation”
•Benefits added to base include employer contributions and incentive pay for:
•Medical, dental, vision (Family level contributions)
•deferred compensation
•Allowances for Auto and technology devices
•bilingual, certification, education, and longevity pay
5
Compensation Survey Results
•PSPC surveyed:
•16 comparators
•55 positions
•639+ comparable jobs
•Base Salary - the City is more than 5% below market
for 33% of the benchmarks
•Total comp - results shift to 26% of benchmarks are
5% or more below Market
BASE COMP Number of
Positions
Percentages
of Positions
Below Market 18 33%
Comparable – within 5% of Market 28 51%
More than 5% Ahead of Market 9 16%
TOTAL COMP Number of
Positions
Percentages
of Positions
More than 5% Below Market 11 26%
Comparable – within 5% of Market 23 55%
More than 5% Ahead of Market 8 19%
6
Compensation Survey Results
•Above and below market base salary comparison to benchmarks by group
•33 position classifications or 60% below market across all groups
•28 position classifications or 40% above market across all groups
Rosemead Employee Association AFSCME Local 321 Number of
Benchmarks
% of
Sample
Below Market 6 50%
Above Market 6 50%
Unrepresented Executive Management*Number of
Benchmarks
% of
Sample
Below Market 5 71%
Above Market 2 29%
*Includes City Manager and City Clerk
Unrepresented Mid-Management, Professional & Confidential Number of
Benchmarks
% of
Sample
Below Market 17 74%
Above Market 6 26%
Unrepresented Part-Time Number of
Benchmarks
% of
Sample
Below Market 5 38%
Above Market 8 62%
7
Compensation Survey Results
Executive Group – Current Monthly Rates Compared to Market
Rosemead Title from Salary Structure Rosemead Market $ Var % Var Market Status
APPOINTED
City Manager 21,416 22,970 (1,554) -7.3%Below Market
City Clerk 13,717 12,446 1,271 9.3%Above Market
EXECUTIVE
Assistant City Manager 20,448 20,535 (87) -0.4%Below Market
Director of Community Development 17,948 18,134 (186) -1.0%Below Market
Director of Finance 18,533 18,692 (159) -0.9%Below Market
Director of Parks & Recreation 17,067 17,045 22 0.1%Above Market
Director of Public Works 18,601 18,616 (15) -0.1%Below Market
•Summary
•5 positions below market
•2 positions above market
•Variance range from +9.3% to -7.3%
•Note Director of Public Safety is not
included
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Compensation Survey Results
Mid-Management, Professional, Confidential
Current Monthly Rates Compared to Market
•Summary
•18 positions below market*
•*includes Public Works Fiscal and Project
Manager – no survey comparables
•6 positions above market
•Variance range from -19.1% to +7.1%
•Note Admin Services Manager not
included
Rosemead Title from Salary Structure Rosemead Market $ Var % Var Market Status
MID-MGT/PROFESSIONAL/CONFIDENTIAL
Human Resources Manager 10,434 12,429 (1,995) -19.1%Below Market
Senior Management Analyst 8,076 9,330 (1,254) -15.5%Below Market
Public Works Fiscal and Project Manager *8,884 10,263 (1,379) -15.5%Below Market
Planning & Econ Development Manager 11,150 12,679 (1,529) -13.7%Below Market
City Engineer 13,318 15,101 (1,783) -13.4%Below Market
Human Resources Analysts 7,362 8,255 (893) -12.1%Below Market
Finance Manager 11,178 12,480 (1,302) -11.7%Below Market
Deputy Director of Community Development 13,308 14,796 (1,488) -11.2%Below Market
Public Safety Manager 10,236 11,221 (985) -9.6%Below Market
Building Official 11,990 13,092 (1,102) -9.2%Below Market
Public Works Manager 10,906 11,821 (915) -8.4%Below Market
Management Analyst 7,426 8,011 (585) -7.9%Below Market
Associate Planner 8,000 8,541 (541) -6.8%Below Market
Senior Planner 9,696 10,182 (486) -5.0%Below Market
Recreation Supervisor 7,755 7,975 (220) -2.8%Below Market
Executive Assistant To The City Manager 6,915 7,092 (177) -2.6%Below Market
Plan Checker 8,488 8,673 (185) -2.2%Below Market
Senior Code Officer 7,872 8,006 (134) -1.7%Below Market
Administrative Specialist 6,210 6,008 202 3.3%Above Market
Administrative Analyst 6,785 6,543 242 3.6%Above Market
Associate Engineer 10,045 9,636 409 4.1%Above Market
Accountant 8,015 7,672 343 4.3%Above Market
Deputy City Clerk 7,758 7,302 456 5.9%Above Market
Public Safety Supervisor 9,304 8,648 656 7.1%Above Market 9
Compensation Survey Results
Rosemead Employee Association
Current Monthly Rates Compared to Market
•Summary
•6 positions below market
•6 positions above market
•Variance range from -8.3% to +9.4%
Rosemead Title from Salary Structure Rosemead Market $ Var % Var Market Status
GENERAL
Code Enforcement Officer 6,254 6,775 (521) -8.3%Below Market
Assistant Planner 7,046 7,507 (461) -6.5%Below Market
Maintenance Lead Worker 6,126 6,378 (252) -4.1%Below Market
Public Works Inspector 7,579 7,878 (299) -3.9%Below Market
Recreation Coordinator 5,891 6,119 (228) -3.9%Below Market
Senior Accounting Specialist 6,174 6,218 (44) -0.7%Below Market
Building Inspector 7,683 7,475 208 2.7%Above Market
Facility Technician 5,504 5,330 174 3.2%Above Market
Maintenance Worker 5,336 5,160 176 3.3%Above Market
Administrative Assistant 5,645 5,450 195 3.5%Above Market
Permit Technician 6,156 5,671 485 7.9%Above Market
Accounting Specialist 5,741 5,204 537 9.4%Above Market
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Compensation Survey Results
Rosemead Employee Association
Current Hourly Rates Compared to Market
•Summary
•5 positions below market
•8 positions above market
•Variance range from -10.8% to +14.0%
Rosemead Title from Salary Structure Rosemead Market $ Var % Var Market Status
PART-TIME
Youth Worker 16.60 18.39 (1.79) -10.8%Below Market
Assistant Pool Manager 22.85 24.19 (1.34) -5.9%Below Market
Administrative Intern 20.18 20.53 (0.35) -1.7%Below Market
Parking Control Officer 25.94 26.21 (0.27) -1.0%Below Market
Lifeguard Swim-Instructor 21.76 21.97 (0.22) -1.0%Below Market
Community Service Officer 25.94 25.92 0.03 0.1%Above Market
Park Ranger 25.94 25.53 0.42 1.6%Above Market
Lifeguard 20.72 20.10 0.62 3.0%Above Market
Playschool Teacher 23.53 22.42 1.12 4.7%Above Market
Aquatic Attendant 19.53 18.54 0.99 5.0%Above Market
Recreation Leader 20.12 18.64 1.48 7.3%Above Market
Recreation Leader, Senior 23.53 20.79 2.74 11.6%Above Market
Office Specialist (Part-time)24.70 21.25 3.45 14.0%Above Market
11
VACATION ACCRUALS BY YEARS OF SERVICE
Length of Service and
Hours per Year
@1 Year @5 Years @10 Years @15 Years @20 Years 20+ Years
Market Average 100 120 145 168 175 176
City of Rosemead 140 140 147 160 160 160
Variance (No. of Hours)+40 +20 +2 -8 -15 -16
Variance %+28%+14%+1%-5%-10%-10%
AHEAD AHEAD COMPETITIVE COMPETITIVE BELOW BELOW
12
OTHER LEAVE ACCRUALS
Sick
(Hrs/yr)
Holidays
(Days/yr)
Personal
(Hrs/yr)
Admin/Mgmt (Exempt
levels only)
Market Average 101 10 24 72
City of Rosemead 120 12 0 70
Variance (No. of Days or Hours)+19 +2 -24 -2
Variance %+16%+20%**-3%
AHEAD AHEAD BELOW COMPETITIVE
13
Staff Recommendations
Salary Adjustments for Competitiveness: Staff recommends increasing salaries below market
levels to attract and retain qualified employees.
Impact on Positions: Affects 33 classifications, covering 39 full-time and 8.5 full-time equivalent
part-time positions.
Exclusions: City Manager and City Clerk are excluded, as their contracts are separately approved.
Benefits of Adjustment: Helps reduce turnover, boost morale, improve productivity, and cut
recruitment/training costs.
Adjustment to Salary Ranges: Increases apply to position salary ranges, not necessarily to
individual salaries.
Individual Pay Increases: Any raises depend on performance evaluations, tenure, and other factors.
Above-Market Salaries Unchanged: To maintain morale, fairness, and competitiveness, salaries
above market levels are not recommended to be reduced.
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Staff Recommendations
1. Receive and file the Citywide Total Compensation study
report provided by Public Sector Personnel Consultants.
2. Approve Resolution No. 2025-20 to amend the salary listing
for full-time and part-time positions, adjusting salary ranges to
align below-market classifications with market rates for the
unrepresented Executive Group, the unrepresented Mid-
Management, Professional & Confidential Group, and the
unrepresented Part-Time Group.
3. Approval to bring back a salary adjustment resolution for
Rosemead Employee Association after a meet and confer with
Rosemead Employee Association AFSCME Local 321
representatives.
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Questions?
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