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Human Resources <br />www.santa-ana.org/departments/human-resources/ <br />Item # 23 <br />City of Santa Ana <br />20 Civic Center Plaza, Santa Ana, CA 92701 <br /> Staff Report <br />November 15, 2022 <br />TOPIC: Memorandum of Understanding between the City of Santa Ana and the Santa <br />Ana Police Management Association <br />AGENDA TITLE: <br />Approve a Memorandum of Understanding Establishing the Terms and Conditions of <br />Employment for Classifications Represented by the Santa Ana Police Management <br />Association <br />RECOMMENDED ACTION <br />Authorize the City Manager to execute a Memorandum of Understanding with the Santa <br />Ana Police Management Association regarding wages, hours, and other terms and <br />conditions of employment effective January 1, 2022 through June 30, 2025, and <br />authorize non-substantive changes which may be necessary to implement the <br />agreement. <br />DISCUSSION <br />The City recently reached a tentative agreement with the Santa Ana Police <br />Management Association (“SAPMA”) on a three and one-half (3.5) year successor <br />Memorandum of Understanding effective January 1, 2022 through June 30, 2025. The <br />tentative agreement has been ratified by SAPMA membership. The major provisions of <br />the agreement include: salary increases of three percent (3%) effective the first pay <br />period following City Council approval of the MOU, three percent (3%) in July 2023, and <br />three percent (3%) in July 2024; adding Step E for non-sworn classifications; <br />recognizing the Cesar Chavez holiday; increasing medical and dental City contributions <br />to the same levels as other City management employees; and increasing medical City <br />contributions by fifty dollars ($50) per month in January 2024 and fifty dollars ($50) per <br />month in January 2025. <br />Other key terms of the agreement include: updated discipline and grievance processes; <br />acting pay language; bilingual pay recertification every three (3) years (for employees <br />who receive bilingual pay); reopener on salary matrix, pay periods, and merit/step <br />increases; reducing the number of unused sick leave hours that may be converted to <br />CalPERS service credit to eighty (80) for current employees and eliminating the option