Twenty six employees earned gross wages of $175,000 or more.(see table below).

With the exception of department heads and the City Manager the individuals either worked a significant amount of overtime or had a large separation payout. Below is a list of these 26 individuals.

** City Manager/Department Head

Average Wage (Base plus Other)

Average full time wages (Base Pay+Other) was calculated. This metric is the one that should be used to compare salaries to other cities and the private sector. As in prior analyses those in public safety continue to earn significantly more than other City of Vallejo employees. Even though IAFF has offered contract concessions their average wage is comparable to those in VPOA (sworn police)

Overtime

Despite just coming out of bankruptcy the City spent $3,791,212 for overtime. The majority of these monies (87%) was spent on fire and police employees. Fifty seven percent (57%) of the total overtime costs went to the Police Department and 29% for Fire Department employees.(see table below) .

An additional analysis revealed that with the exception of $15,864 the Police Departments overtime was confined to Sworn Officers and Communication Operators. Of those receiving overtime 73% of the Sworn Police Officers and 79% of the Communications Operators earned more than $10,000 in overtime. Twelve (12) of the 14 Communications Operators earned at least $5,000 in Overtime.

The amount of overtime accrued by sworn police officers is equivalent to about 10 full time police officers and for the Fire Department 6 full time firefighters.

The table below provides a more detailed look at the Police Department overtime.

	Overtime	# getting overtime	Earned more than $10,000 in overtime
Police Sworn	$1,900,704	90	66
Communication Operator	$261,327	14	11
Police Clerks	$13,713	8	0
Police Cadets	$2,151	4	0
Police Sworn+Non Sworn	$2,177,895	116	77

One Communications Operator who retired part way throught the year was included.

Below is a table containing employees with $30,000 or more of overtime. With the exception of one person all of the high overtime employees work in either the Police or Fire Departments.
 

Other Wages

The City paid out $4,726,653 in Other Wages to 464 employees. The average amount was $10,187. With the exception of police officers about half of all full time employees received more than $10,000 in Other Wages. The reasons for getting other wages varies by bargaining unit. For example employees in CAMP receive a 5% management incentive, while employees in VPOA receive educational incentives, uniform allowance etc.

	Other Wages	# getting Other Wages	Earned more than $10,000 in Other Wages
IBEW	$2,847,489	235	131
IAFF (fire)	$735,251	71	48
CAMP(management)	$517,720	46	27
VPOA (police)	$449,756	98	6
DIRECTORS	$133,465	8	7
Part Time	$42,972	6	2
Total Other Wages	$4,726,653	464	221

Of the 20 employees (see below) who made more than $25,000 in Other Wages, 18 worked in the Public Works Department. Of the 44 employees who earned $20,000 or more in Other Wages 84% worked in the Public Works Department. While Stand By Pay or deferred compensation might be factors in explaining the large amounts of Other Wages ( eg. one hour pay for 8 hours being on call) in the Public Works Department VIB is checking with the City about these individuals.

              Separation Payouts

While the total amount of Separation Payouts ( primarily accrued vacation and sick leave) is lower than what was paid just as bankruptcy was about to occur the City paid out $1,322,402 in 2011.

Of the 82 individuals who received a separation payout 18 of them accounted for $1,245,532 which was 94% of the total amount payout. As in previous years a few individuals primarily in Police and Fire who accrue large amounts of vacation and sick leave account for most of the Separation Payouts. Below are the individuals with $10,000 or more in separation payouts.

Comments
 

Despite all of rhetoric it does not appear that meaningful reductions in the size of the City's payroll/wages have occurred.

• While employees keep complaining about the size of their paycheck compared to the private sector, the current data suggests that their wages are at a minimum comparable to the private sector and their benefits are still superior.  

• Overtime still appears to be a significant issue. One must also wonder why some individuals are allowed to work an additional 600 to 1,000 hours per year. Has anyone asked how these extra hours effect their ability to perform at their best? Finally employees that would be considered managers in the private sector should not be allowed to collect overtime. They also should not be in the same bargaining unit as those that they supervise.

 

• Other Wages seem out of control especially in the Public Works Department. VIB will issue another report that concentrates on this area. It is also time the City get rid of longevity pay, educational incentives (that are de facto job requirements) and management incentives/flex hours. When incentives are given they should only be in effect for one year.

 

• As in the past Separation Payouts continue to be a significant liability. When contracts are renewed the City needs to reconsider the amount of vacation time and sick leave that is given and can be accrued. Why are the most highly compensated/senior employees being given 5or more weeks vacation in addition to 2 weeks of holidays? The City needs to go to PTO (personal time off). Example: A new employee is given 21 days of PTO that can be used for vacation and sick leave. A more senior person might get 30 days of PTO. The maximum amount of PTO that can be held and later cashed out should be no more than 30 or 40 days worth.

Final thoughts

The contracts that have been negotiated over the past few years have not accomplished much in the way of reform or reducing costs. The use of comparable cities/jobs to justify wages is like a Ponzi scheme. Wages are contractually prohibited from going down in many cases, they can only go up.

While at one time City employees were not well paid but had good benefits now they have the best of both worlds--good to great pay and benefits compared to the private sector.

In the past those sitting on both sides of the negotiating table personally benefited when other employees received a raise. It's time to get negotiators who first allegiance is to the taxpayers.

If the City does not negotiate real concessions from the employees our quality of life will continue to languish and at some point in the near future the City will reenter bankruptcy.

** C