“The City of Oakland has focused on four key goals during labor negotiations: secure long-term health benefits for employees, offer a fair wage increase that is within the existing budget, speed the hiring process, and ensure we can deliver critical services to our community now and into the future. The City has proposed no changes to key benefits or civil service rights.
“We recognize the impact that vacancies have on departmental operations and have asked the Unions to partner with us in speeding up the hiring process to fill vacancies more quickly. The City has proposed minor modifications to unnecessarily restrictive and time-consuming processes that delay hiring and slow our efforts to fill vacancies in a timely manner. These proposed modifications are in line with best practices in other public agencies. So far both Unions have flatly rejected those proposals.
We look forward to continuing good-faith discussions during the upcoming fact-finding process.”
In response to recent questions raised by employees, this document provides a brief update regarding the status of labor negotiations as of July 31, 2019.
This document shows: 1) How Oakland’s labor settlements (wage increases) compare with other local public agencies since 2013; 2) How labor settlements (wage increases) compare between the City of Oakland’s bargaining groups.
This document shows: 1) How Oakland’s compensation compares to other similarly situated public agencies in the region, and 2) How the City of Oakland’s net take-home pay compares to the City and County of San Francisco
The City’s goal in labor negotiations is to secure long-term health benefits for employees, offer a fair wage increase that is within the existing budget, and ensure we can deliver critical services to our community now and into the future.
The City has been negotiating with the Union since early March 2019 with the goal of obtaining an agreement on a successor Memorandum of Understanding (MOU) prior to the expiration of the current contract on June 30, 2019. On May 29, 2019, the City passed the following package proposal to SEIU, Local 1021.
The City has been negotiating with the Union since February 2019 with the goal of obtaining an agreement on a successor Memorandum of Understanding (MOU) prior to the expiration of the current contract on June 30, 2019. On May 29, 2019, the City passed the following package proposal to IFPTE, Local 21.
This informational report, formally known as the “vacancy report,” provides an update on citywide staffing as of March 25, 2019, and includes the status of vacancies, recruitment and the City of Oakland full-time workforce. The total budgeted full-time positions were 4,455.17 full-time equivalents (FTE) with 645.66 FTE positions vacant, resulting in a 14.49% vacancy rate as of March 25, 2019.
This document details all aspects of the relationship between the City and its employees: classification, hiring, leave, grievance procedures, and much more.
A PDF of salaries for all City of Oakland job specs and classifications
A guide to employee benefits for full-time &
permanent part-time employees
This document outlines retirement benefits for sworn police employees.
This document outlines a summary of retirement benefits for sworn fire employees.
The Fiscal Year 2018-2019 Midcycle Budget Proposed Amendments.
The Adopted Policy Budget for the period of FY 2017-18 through FY 2018-19.
The purpose of the Forecast is to help make informed budgetary and operational decisions by anticipating future revenues and expenditures, as well as highlighting anticipated fiscal risks and opportunities. The Forecast surfaces major known fiscal conditions and projected future conditions based on current service levels and staffing.
2017 Comprehensive Annual Financial Report, CAFR, Audit