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24-0777

The Personnel and Hiring Committee recommends that the Los Angeles City Council adopt an ordinance to restore the "Marketing Specialist" job classification (Class Code 1807) to the City's official list of civilian positions in the Los Angeles Administrative Code.

District
First Seen June 24, 2025
Last Seen November 04, 2025
Appearances 2 meeting(s)
Official title: PERSONNEL AND HIRING COMMITTEE REPORT and ORDINANCE FIRST CONSIDERATION relative to amending Schedule A of Los Angeles Administrative Code (LAAC) Section 4.61 to provide revised salaries for non-represented classifications in the offices of the City Council and Mayor to remove previously scheduled salary increases and provide for adjusted lower salary range figures on subsequent scheduled dates.

Timeline

November 04, 2025
City Council Meeting
June 24, 2025
City Council Meeting

Related documents

Personnel and Hiring Committee Report 10-24-25
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What is Being Proposed?

The Personnel and Hiring Committee recommends that the Los Angeles City Council adopt an ordinance to restore the "Marketing Specialist" job classification (Class Code 1807) to the City's official list of civilian positions in the Los Angeles Administrative Code. This is a non-represented (non-union) position that the City accidentally removed from its records.

Why?

The Marketing Specialist classification was originally established by the City Council on August 12, 2008, through Ordinance No. 180119, with an effective date of January 1, 2007. However, when the City updated its official classification list in subsequent ordinances, this position was inadvertently omitted. Most recently, the position was missing from Ordinance No. 188307, adopted in July 2024. This ordinance corrects that administrative error by formally restoring the classification.

Key Details

Class Code: 1807 Type: Non-represented (non-union) position Originally Established: August 12, 2008 Fiscal Impact: None — hiring costs will be absorbed within existing 2025-26 budget funds Committee Vote: 2 YES votes (McOsker, Rodriguez), 1 Absent (Soto-Martinez) Date Approved: October 24, 2025

Impact

This restoration allows the City to officially hire or employ people in the Marketing Specialist role without legal ambiguity. Since there is no fiscal impact and costs fit within existing budgets, this primarily affects administrative clarity and the ability of city departments to staff this position appropriately.

Report from City Administrative Officer dated 10-10-25
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What is Being Proposed?

The City Administrative Officer is recommending that the Los Angeles City Council adopt an ordinance to restore the "Marketing Specialist" job classification (Class Code 1807) to Schedule "A" of the Los Angeles Administrative Code. This is a non-represented (non-union) civilian position that was inadvertently removed from official city employment classifications.

Why?

The Marketing Specialist classification was originally established by the City Council in August 2008 and was effective starting January 1, 2007. However, when the city updated its official list of civilian job classifications in subsequent ordinances—most recently in July 2024 (Ordinance No. 188307)—the Marketing Specialist position was accidentally omitted. This ordinance corrects that administrative error by formally restoring the classification to the official records.

Key Details

Original establishment: Ordinance No. 180119 (August 12, 2008) Class Code: 1807 Status: Non-represented classification Problem discovered: Missing from most recent Schedule "A" update (Ordinance No. 188307, adopted July 2, 2024)

Impact

The restoration has no fiscal impact on the city's budget. Any costs associated with hiring employees into this classification will be absorbed within existing budgeted funds for fiscal year 2025-26. This action primarily addresses an administrative oversight and ensures accurate record-keeping of authorized city job classifications.

Final Ordinance No. 188655 dated 6-27-25.pdf
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What Is Being Proposed?

Ordinance No. 188655 freezes and reduces salary increases for non-represented (non-union) employees in the Office of the Mayor and City Council offices. Specifically, it removes three previously-scheduled salary increases (June 29, 2025; December 28, 2025; and June 28, 2026) and provides adjusted lower salary ranges for subsequent pay adjustment dates through July 1, 2028.

Why?

The ordinance appears to be a fiscal measure to control city spending by canceling planned salary increases for executive and administrative staff in City Hall. This represents a reversal of salary growth that was previously authorized under Ordinance No. 188307. The document does not explicitly state the reason, but this typically reflects budget constraints or fiscal priorities.

Key Details

The salary freeze affects approximately 18 job classifications, including the Chief of Staff to the Mayor, Deputy Mayor, and seven levels of Council Aides and Mayoral Aides. The changes take effect on different dates between June 29, 2025, and July 1, 2028. For example, Council Aide I salaries are reduced from a previously scheduled range, and similar adjustments apply across all affected positions.

Impact

This affects approximately 100+ non-represented City Hall staff members who will receive no salary increases during the freeze period and face lower salary ranges in future years. While executive-level positions (Chief of Staff, Deputy Mayor) see minimal changes, lower-level administrative staff experience more significant reductions relative to their salaries. The ordinance was passed by the Council on June 24, 2025, and became effective June 27, 2025.

Council Action - Mayor Concurrence dated 6-24-25
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What is Being Proposed?

The Los Angeles City Council has adopted ordinances to amend the salary schedules for non-represented (non-union) employees in the offices of the City Council and Mayor. The action removes previously scheduled salary increases and adjusts salary ranges downward on future dates. This represents a reversal of earlier compensation plans for these administrative positions.

Why?

While the document doesn't explicitly state the rationale, the context suggests this action addresses fiscal constraints or budget concerns. The decision to remove scheduled increases and lower future salary ranges indicates the city is adjusting compensation expectations for these positions, likely as part of broader budget management efforts.

Key Details

Council File: 24-0777 Meeting Date: June 24, 2025 Vote: Adopted with strong support (14 YES votes, 2 ABSENT: Raman and Rodriguez) Affected Positions: Non-represented classifications in City Council and Mayor offices Regulatory Basis: Amends Schedule A of Los Angeles Administrative Code Section 4.61 Mayor Action Deadline: July 7, 2025 (the document shows "APPROVED," indicating the Mayor signed on 6/24/2025)

Impact

This primarily affects administrative staff and executives in City Council and Mayor office positions who are not part of represented (union) bargaining units. These employees will not receive previously planned salary increases and will face lower salary ranges going forward, affecting their compensation and career advancement opportunities.

Council Action - Mayor Concurrence dated 6-25-25
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What is Being Proposed?

The Los Angeles City Council has adopted ordinances to amend the salary schedules for non-represented (non-union) employees in the offices of the City Council and Mayor. Specifically, the action removes previously scheduled salary increases and implements adjusted lower salary ranges for these positions on future dates.

Why?

While the document does not explicitly state the rationale, this type of action typically reflects budget constraints or fiscal management decisions. The removal of planned salary increases suggests the city is responding to budgetary pressures or adjusting compensation expectations for administrative staff.

Key Details

Council Vote: The measure passed with strong support (13 YES votes, 2 ABSENT, 0 NO votes) on June 24, 2025 Affected Positions: Non-represented classifications in the City Council and Mayor's offices Legal Basis: Los Angeles Administrative Code Section 4.61, Schedule A Timeline: The ordinance was sent to Mayor Karen Bass on June 25, 2025, with a deadline for mayoral action by July 7, 2025. The Mayor approved it on June 25, 2025

Impact

This decision affects administrative staff working in City Hall's legislative offices. These employees will experience reduced salary growth compared to what was previously scheduled, meaning lower take-home pay and reduced future earning potential for these city workers.

Personnel and Hiring Committee Report 6-18-25
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What is Being Proposed?

The Personnel and Hiring Committee is recommending the adoption of ordinances that would cancel and reduce previously scheduled salary increases for non-represented (non-union) city employees in the offices of the City Council and Mayor. Specifically, the ordinances would remove a 4% salary increase scheduled for June 29, 2025, for Council positions (Council Aide I-VII and related positions) and cancel multiple salary increases scheduled for June 29, 2025, December 28, 2025, and June 28, 2026, for Mayor's office positions (Chief of Staff, Deputy Mayor, and Mayoral Aide I-VIII).

Why?

The document does not explicitly state the rationale for these salary reductions, but the context suggests this is a fiscal constraint measure. The city appears to be addressing budget pressures by freezing scheduled compensation increases for executive-level and administrative staff in both the Council and Mayor's offices.

Key Details

Affected employees: Non-represented positions in City Council and Mayor's offices Dates of cancelled increases: June 29, 2025 (Council); June 29, December 28, 2025, and June 28, 2026 (Mayor) Estimated savings: $3 million in FY 2025-26, $4.5 million in FY 2026-27, and $4.8 million in FY 2027-28 Committee vote: Unanimous approval (McOsker, Rodriguez, Hutt all voted YES on 6/18/25)

Impact

These salary reductions will affect approximately 50-60 executive and administrative staff members across the two offices while generating approximately $12.3 million in General Fund savings over three fiscal years.

Report from City Administrative Officer dated 6-02-25
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What is Being Proposed

The City Administrative Officer is recommending that the City Council adopt two ordinances to cancel and reduce previously scheduled salary increases for non-represented (non-union) positions in the offices of the City Council and Mayor. Specifically, the ordinances would remove a 4% salary increase scheduled for June 29, 2025, for Council Aide positions and eliminate multiple salary increases scheduled for June 29, 2025, December 28, 2025, and June 28, 2026, for Mayor's office positions including the Chief of Staff, Deputy Mayor, and Mayoral Aides.

Why This Action

The City Council adopted a motion on May 28, 2025, directing this action, and the Mayor also requested similar salary reductions for his office staff. The primary reason is fiscal—the city is seeking to reduce budget expenditures during a period of financial constraints.

Key Details

The salary cancellations affect approximately 8-15 non-union positions across both offices. While the June 2025 salary increases will be removed, other previously scheduled salary dates will remain in effect but adjusted downward based on the revised salary figures. The ordinances amend both the Los Angeles Administrative Code Section 4.61 Schedule "A" and the 2024-25 Departmental Personnel Ordinance for the City Council.

Financial Impact

The city estimates these salary reductions will save the General Fund approximately $3 million in FY2025-26, $4.5 million in FY2026-27, and $4.8 million in FY2027-28. The affected employees are primarily senior administrative staff in city leadership offices.

Communication from City Administrative Officer dated 4-17-25 - MOU Technical Corrections Sr Park Ranger I and II
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What is Being Proposed

The City Administrative Officer is requesting a technical correction to Ordinance No. 188307 to fix an error in which labor union (MOU) represents Senior Park Ranger I and II positions. The correction changes the union designation from MOU 12 to MOU 65 for both class codes (1967-1 and 1967-2).

Why This Correction is Needed

When the City Council adopted Ordinance No. 188307 on July 2, 2024, the Senior Park Ranger positions were mistakenly assigned to MOU 12 instead of the correct union designation, MOU 65. This administrative error needs to be corrected to ensure proper union representation for these city employees.

Key Details

Original Ordinance: No. 188307 (C.F. 24-0777), adopted July 2, 2024, effective July 20, 2024 Positions Affected: Senior Park Ranger I (Class Code 1967-1) and Senior Park Ranger II (Class Code 1967-2) Correction Period: Retroactively applied from June 30, 2024 through July 1, 2028 Sent to: Kenneth Mejia, Controller, for implementation

Impact

This correction ensures that Senior Park Rangers are properly represented by the correct union (MOU 65) and helps resolve any administrative or payroll issues that may have resulted from the initial misclassification. The change is retroactive, meaning it corrects records back to June 30, 2024.

Communication from City Administrative Officer submitted 1-08-25 - 2nd Revised Attachment A-II
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What is Being Proposed?

This document establishes salary ranges for non-represented City of Los Angeles employees from June 30, 2024, through July 1, 2028. It provides a comprehensive pay schedule for over 300 job classifications, including administrative staff, technicians, analysts, and various support positions. The document shows regular salary increases scheduled on specific dates throughout this period.

Why?

The salary schedule ensures competitive compensation for city workers who are not part of a union bargaining unit. Regular scheduled increases help with employee retention, cost-of-living adjustments, and maintain the city's ability to recruit qualified staff for critical positions across multiple departments and agencies.

Key Details

Timeframe: Eight pay periods from June 30, 2024, to July 1, 2028 Salary Increases: Generally occur every six months, with increases typically ranging from 2-5% per adjustment Job Classifications: Covers positions from entry-level trainees (starting around $17-23/hour or ~$1,600-2,500 monthly) to executive-level roles (reaching $11,000-13,000+ monthly) Notable Positions: Includes Executive Director roles, Chiefs, Analysts, and specialized technical positions across city departments

Impact

This affects hundreds of non-union city employees' paychecks and budgeting. Residents indirectly bear the cost through city budget allocations, while affected employees receive clarity on their compensation trajectory. The schedule helps ensure the city can retain experienced staff in administrative, technical, and professional roles essential to city services.

Communication from City Administrative Officer submitted 12-10-24 - Revised Attachment A-II
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What is Being Proposed?

This document presents a revised salary schedule for Los Angeles City non-represented employees (those not covered by union contracts) covering the period from June 30, 2024, through July 1, 2028. The schedule outlines salary ranges and amounts for approximately 300+ job classifications, with scheduled increases occurring on specific dates throughout this period.

Why?

Non-represented employees require periodic salary adjustments to remain competitive with market rates, ensure fiscal sustainability, and maintain employee retention. This revised schedule supersedes the previous version and reflects updated compensation levels across eight distinct pay periods over the four-year span.

Key Details

The salary schedule includes eight adjustment dates: June 30, 2024; December 29, 2024; June 29, 2025; December 28, 2025; June 28, 2026; December 27, 2026; June 27, 2027; and December 26, 2027/July 1, 2028. Salaries are presented as either monthly amounts or hourly rates, depending on position type. For example, an Academy Trainee (Code 2208) increases from $23.22/hour on June 30, 2024, to $27.71/hour by July 1, 2028. Higher-level positions like the Executive Director of Public Accountability increase from $11,392 to $13,606 monthly over the same period.

Impact

This affects all approximately 300+ non-represented City employees across various departments, including administrative, technical, managerial, and professional roles. The scheduled increases provide predictable salary growth over the four-year period, potentially improving employee morale and retention while requiring corresponding budgetary allocations for the City's personnel costs.

Communication from City Administrative Officer submitted 7-31-24 - 2nd Revised Attachment B-II
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What is Being Proposed?

This document establishes biweekly salary ranges for Los Angeles City General Managers and related executive positions across multiple departments, effective through July 1, 2028. The 2nd Revision updates the salary schedule with specific dollar amounts for each position at nine different effective dates, with the final amounts becoming effective December 26, 2027, and remaining unchanged through July 1, 2028.

Why?

The salary schedule implements a series of planned cost-of-living adjustments (COLAs) to keep city executive compensation competitive and attract qualified leadership. The schedule reflects increases of 4% (June 2024), 2% (December 2024), 4% (June 2025), 2% (December 2025), 4% (June 2026), 2% (December 2026), 2% (June 2027), 2% (December 2027), and 0% (July 2028). These adjustments help maintain salary purchasing power and ensure the city can retain experienced managers.

Key Details

The schedule covers positions ranging from M-13 (highest) to M-7 (lowest) salary ranges, including the Chief Legislative Analyst ($23,220 biweekly by 2028), Fire Chief ($19,929.60), City Engineer ($17,404), and various department managers. Some positions—including General Manager positions at Airports, Water and Power, Harbor Department, Police, and others—show asterisks indicating "Salary pending Board/Commission action," meaning those specific amounts require separate approval.

Impact

This affects approximately 40+ executive positions across the city government. City employees in these roles will receive predictable salary increases over the next three years, though residents will see these costs reflected in city budgets. The document enables the Mayor and relevant Boards/Commissions to set competitive salaries within established ranges under LA Charter Section 508.

Report from Personnel, Audits, and Hiring Committee 7-02-24
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What is Being Proposed?

The Personnel, Audits, and Hiring Committee is recommending that the City Council adopt an ordinance to update salary classifications and wage adjustments for certain non-represented city employees (those not covered by union contracts). The ordinance amends Los Angeles Administrative Code Section 4.61 and applies to fiscal years 2023-24 through 2028-29, with an effective date of June 30, 2024 through July 1, 2028.

Why?

The document does not explicitly state the rationale or background for these adjustments. However, salary adjustments for non-represented positions are typically made to address cost-of-living increases, market competitiveness for talent retention, or to align compensation with other city employees and similar positions elsewhere.

Key Details

The ordinance covers multiple job classifications with specific salary adjustments outlined in four attachments (A-I, A-II, B-I, and B-II) Details are contained in City Administrative Officer (CAO) reports dated June 27 and June 28, 2024 The committee voted unanimously to approve the measure (3-0) on July 2, 2024 The ordinance requires Mayor approval before it becomes official

Impact

This affects non-represented city employees and the city budget. The fiscal impact details are referenced in the CAO report but not fully detailed in this committee summary document. The changes would adjust what these employees earn over the six-year period specified.

Communication from City Administrative Officer submitted 6-28-24 - Revised Attachment B-II
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What is Being Proposed?

The City Administrative Officer is proposing a revised salary schedule for Los Angeles City General Manager positions under the Los Angeles Administrative Code Section 4.61. This document establishes biweekly compensation rates for approximately 40 General Manager and executive director positions across various city departments, with scheduled salary increases spanning from June 2024 through July 2028.

Why?

The salary adjustments are designed to provide predictable, phased compensation increases for city leadership positions. The schedule reflects a structured approach to salary growth over approximately four years, with increases timed to occur twice annually (typically in June and December). This framework helps attract and retain qualified executives to lead major city departments and agencies.

Key Details

The salary increases follow this pattern: 4% (June 30, 2024), 2% (December 29, 2024), 4% (June 29, 2025), 2% (December 28, 2025), 4% (June 28, 2026), 2% (December 27, 2026), 2% (June 27, 2027), 2% (December 26, 2027), and 0% (July 1, 2028). Positions are classified into salary ranges (M-7 through M-13), with higher-level positions like the City Administrative Officer, Fire Chief, and City Engineer receiving salaries ranging from approximately $14,000 to $23,000 biweekly by 2028. Some positions remain marked with asterisks, indicating they are subject to separate determination by the Mayor or appropriate Board/Commission.

Impact

This proposal affects approximately 40 senior city managers and executive directors across departments including Police, Fire, Planning, Transportation, Housing, Recreation and Parks, and numerous other city agencies. The salary schedule provides transparency and consistency in executive compensation while potentially increasing annual city payroll costs for these positions due to the cumulative percentage increases over the four-year period.

Report from City Administrative Officer dated 6-27-24
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What is Being Proposed?

The City Administrative Officer is recommending that Los Angeles adopt an ordinance to increase salaries for non-represented city employees and General Managers over a five-year period from June 30, 2024 through July 1, 2028. The proposed salary increases follow a schedule of 4% increases twice per year in 2024-2026, then 2% increases in 2027, with no increase in 2028.

Why?

The proposal is based on City Council instructions issued on April 17, 2024. The salary adjustments are designed to maintain competitive compensation for non-union city employees and management positions. The ordinance also reflects recent changes to the city's position classifications and the addition of a new Educational Presenters Unit (MOU No. 66).

Key Details

Salary increases: 4% (June 30, 2024), 2% (Dec. 29, 2024), 4% (June 29, 2025), 2% (Dec. 28, 2025), 4% (June 28, 2026), 2% (Dec. 27, 2026), 2% (June 27, 2027), 2% (Dec. 26, 2027), and 0% (July 1, 2028) Total cost: $24.11 million annually by 2024-25, accumulating to $81.56 million over the five-year period General Managers: Same salary increases apply to General Manager positions and their salary ranges Effective dates: All salary adjustments begin June 30, 2024

Impact

This affects hundreds of non-represented city classifications across all departments, including administrative staff, analysts, engineers, and General Managers. While employees receive raises that keep pace with inflation and market conditions, the city's General Fund bears the cumulative cost of $81.56 million through fiscal year 2028-29.

35 additional document(s)
Personnel and Hiring Committee Report 6-18-25
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Report from City Administrative Officer dated 6-02-25
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Attachment to Report dated 6-02-25 - Schedule A Draft Ordinance
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Attachment to Report dated 6-02-25 - Department Personnel Draft Ordinance
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Communication from City Administrative Officer dated 4-21-25 - Ordinance No. 188307 Technical Corrections
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Communication from City Administrative Officer dated 4-17-25 - MOU Technical Corrections Sr Park Ranger I and II
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Communication from City Administrative Officer submitted 1-08-25
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Communication from City Administrative Officer submitted 12-16-24 - 2nd Revised Attachment A-II
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Communication from City Administrative Officer submitted 12-10-24 - Revised Attachment A-II
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Communication from City Administrative Officer dated 12-09-24.pdf
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Attachment to Communication dated 12-09-24 - Draft Ordinance.pdf
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Communication from City Administrative Officer submitted 10-10-24 - Revised Attachment B-II
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Communication from City Administrative Officer submitted 7-31-24 - Revised Attachment B-II
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Final Ordinance No. 188307 dated 7-20-2024.pdf
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Declaration of Posting Ordinance dated 7-11-24
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Council Action - Mayor Concurrence dated 7-10-2024
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Speaker Card(s)_07-02-2024
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Communication from City Administrative Officer submitted 6-28-24 - Revised Attachment B-II
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Report from City Administrative Officer dated 6-27-24
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Attachment to Report dated 6-27-24 - Draft Ordinance
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Attachment to Report dated 10-10-25 - Draft Ordinance
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Final Ordinance No. 188656 dated 6-27-25.pdf
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Speaker Card(s)_06-24-2025
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Attachment to Report dated 6-02-25 - Schedule A Draft Ordinance
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Attachment to Report dated 6-02-25 - Department Personnel Draft Ordinance
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Communication from City Administrative Officer dated 4-21-25 - Ordinance No. 188307 Technical Corrections
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Communication from City Administrative Officer submitted 12-16-24 - 3rd Revised Attachment A-II
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Communication from City Administrative Officer dated 12-09-24.pdf
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Attachment to Communication dated 12-09-24 - Draft Ordinance.pdf
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Communication from City Administrative Officer submitted 10-10-24 - 3rd Revised Attachment B-II
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Final Ordinance No. 188307 dated 7-20-2024.pdf
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Declaration of Posting Ordinance dated 7-11-24
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Council Action - Mayor Concurrence dated 7-10-2024
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Speaker Card(s)_07-02-2024
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Attachment to Report dated 6-27-24 - Draft Ordinance
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