(MANTECA, CA) — The Manteca City Council could reach a decision to freeze salary ranges for employees that have salaries above the City’s market median.
On Mar. 30, 2026, the City of Manteca held a special meeting that went over its 2026 Financial Classification and Total Compensation Report. The report, conducted by Gallagher Benefit Services, conducted a thorough and detailed study of 485 job positions and their classifications within the City.
Mike Harari, a Gallagher consultant, explained to the Council “We want the job descriptions or class descriptions to be updated and reflective of the work that's being performed by your staff.”
Photo Credit: City of Manteca
The data accumulated through Gallagher conducting surveys with city employees is then split into two studies. The first studied Manteca’s overall base salary against other surrounding cities' base salary data and concluded that Manteca’s Base salary is 12.05% below the market median.
Using the same methodology, the second phase studied Manteca’s Total Compensation and concluded that it was 9.67% below the Market Median.
The conclusive data is then processed by Gallagher consultants to make recommendations to City officials to ensure accurate job descriptions, enhancing recruitment and internal promotion, and most importantly, ensuring equitable compensation among employees who fall below or are above the market rate median.
As part of adjusting the salary range of workers that are well above the Market Rate, Gallagher proposed what is called a Y- rating. If imposed by the City, it will effectively freeze salary ranges that are deemed to be above the market median until the market catches up.
This sparked a public comment from Chad Adams, a senior construction inspector who spoke before the Council,“ My position is being called out as a recommendation of this study to be Y-rated. I hope the city doesn't go that way.”
Adams added to this, “I think we’ve had great morale over the last few years and I think that would tank it.”
This wasn’t the only negative public comment made about the 2025 report, though. Jason, a water treatment operator, pointed out discrepancies in the methodology Gallagher used to conclude what the organization would deem as appropriate compensation for his position.
Photo Credit: City of Manteca
In reference to the city of Davis, he stated, “...One of the major things I found different in their job description is they don’t require any sampling, which is a huge percentage of our workload.”
While other inaccuracies were mentioned, pointing out the seemingly unfair comparison of job descriptions from other cities to determine compensation in Manteca , Mike Harari stated, “ it’s not an exact science,” and that further negotiation is subject to the City Council.
The Director of Human Resources in response further stated that while emails have been sent out with updated job descriptions for positions, addressing further questions or comments will require more research on their end.
Photo Credit: City of Manteca
While the Manteca City Council had not come to any further decision as to what recommendations they would take regarding the Report’s findings, the Council stated they would be committed to fiscal responsibility first and foremost.
The Council also stated it will not be considering Measure Q for the implementation of these recommendations at this time.
If you have any questions please reach out to yikaileau.w@lead4earth.com
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