Employee Compensation

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Cities exist to provide services to the community. Most services are provided by employees. Therefore, employee-related costs represent approximately 72 percent of the City's General Operating Fund budget. Taxpayers provide most of the funding for City services. City officials must carefully use public funds to set reasonable and competitive wages and benefits in order to recruit and retain a well-qualified work force necessary to provide quality services to the community while keeping costs as low as possible.

The Redwood City City Council carefully assesses appropriate compensation for all City employees as well as the City's financial condition prior to considering any compensation adjustments.

The same principles apply to executive compensation. Compensation for employees who work directly for the City Council is based on a number of factors, including performance and a comprehensive review of compensation levels for positions with similar responsibilities in organizations with similar service levels and of comparable size in San Mateo County, Santa Clara County, and Alameda County. Additionally, all compensation adjustments for Council-appointed employees are publicly noticed and approved at regular City Council meetings.

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Expand/Contract Questions and Answers

  • Can salary information alone from other cities be accurately compared as like compensation?

  • Can the public find out when there are increases in employee compensation?

  • How does the City determine how much employees should be paid?

  • How much does an employee earn when they retire?

  • How much of the City's budget pays for employee compensation?

  • What retirement system covers City employees?

  • When a City employee retires, do they receive a percentage of their entire earnings?

  • Who pays for employee health benefits plans?

  • Who pays for employee retirement plans?