Contract negotiations: city staff turnover--not a lot to see here

Unless I missed it, which is possible due to some travel, the news has been quiet regarding the heated contract negotiations at City Hall.  We last covered it in October here.  There was the one-day strike back on December 4th as reported by the DJ here:

More than 100 Burlingame workers picketed in front of city hall Dec. 4 for a one-day strike based on alleged free speech violations by city management that closed down many city services, including the Community Center, the Easton Library and the finance department.  The strike is the first by Burlingame’s municipal workers since 1981.

Aside from the "free speech" claims, the more substantive claim was that low pay was causing much turnover of city staff.  As usual, I am reluctant to go along with broad statements when the actual data is easy to get.  With that in mind, a simple inquiry to the city led to the data through mid-December when I made the request:

• There were 27 CN (casual non benefited) employees who separated with the City in 2023 to current.
• There were 2 CP (Casual with PERS) employees who separated with the City in 2023 to current.
• There were 31 FT (Full Time) employees who separated with the City in 2023 to current.
• There was 1 PN (PERS non-contributory) employee who separated with the City in 2023 to current.

Is the departure of 31 full-timers a lot?  Normal?  A problem?  I'm not sure, but when you think of all the departments as listed here, it doesn't seem like a crisis.  All of these negotiations rightfully happen behind closed doors, but the public statements--mostly by the union reps--bear examination.  And now you have "the rest of the story".

Jan 30 update:  There's a bit more to the story.  I was going to use the DJ article about AI and County employees for a separate post, but commenter Timothy Hooker made such an elegant point below about operational efficiency from tech (see Jan 29) that I will just add the headline here.  Supes, please do not make promises to retain long-term headcount that is no longer needed.  Just don't, OK.

Comments

[hollyroller@ gmail.com]

Please share with us your thoughts on how much COB employees should be paid.
If you are aware of the "Benefit Package" please include that too.
Start with the COB City Manager.
Then the COB Fire Dept.
There are "Secret Benefits Too."

[resident]

You first.

[HMB]

You can look up public employee salaries and benefits on sites like Transparent California. "Secret benefits" is a whole 'nother kettle of fish.

[Phinancier]

I'm afraid hollyroller does not have any interest in knowing what actual compensations are and cannot specify these "secret benefits" either. S/he appears to be a unionista who thinks managing is easy, managers are overpaid, and the real work is hard and underpaid. It's a common illness among those who have never hired, trained, evaluated or had to fire anyone.

[Timothy Hooker]

I've consistently experienced exceptional service from our City's dedicated members. However, as a strong advocate for continuous improvement, I believe leveraging advanced technology can further enhance our service quality to stakeholders.

On that note, I'd like to share an insightful article by Deloitte, detailing how cities can harness AI tools for increased operational efficiency: Deloitte on AI in City Operations.

Additionally, for those interested in the intersection of finance and technology, Wharton, where I'm currently pursuing an online Finance program, offers an excellent course on AI applications in business: AI for Business - Wharton Online.

I firmly believe that our City should aim to be at the forefront of AI technology implementation. It’s about being progressive yet prudent, ensuring our workforce and city infrastructure operate at peak efficiency through the smart adoption of AI solutions.

Best regards,

[Timothy Hooker]

BV doesn't allow links so just search for link titles. :-)

[Paloma Ave]

In looking up the term progressive, one of the definitions is "a member of a predominantly agrarian minor party that around 1912 split off from the Republicans."

I associate the word as "progressing towards more crime, more homelessness and less accountability."

That might be just me.

[hollyroller@ gmail.com]

The COB provides payments for long term employees that live out of the Bay Area.
Not weeks. Years. Transportation. Food Allowance. Lots of other "little things."
These COB Benefits have ZERO to do with Union Contracts. The "Secret Benefits" are for COB Management Only. Everyone involved is COB City Hall Management knows about "Secret Benefits." No wonder the Regular COB workers are disturbed by the postion of "City Hall."
Look it up.

[Timothy Hooker]

I didn't know what "Secret Benefits" meant so I asked Ella, my full time tutor: Secret benefits" for city managers, particularly in the context of a Chief Operating Officer (COB), typically refer to less obvious or indirect advantages that can enhance their performance, job satisfaction, and the overall efficiency of the city's operations. These might not be the first things that come to mind when thinking about the role, but they can be significant in the long run. Here are some examples:

Network Expansion: City managers often develop extensive networks, including contacts with other city officials, business leaders, and community organizations. These connections can be invaluable for future projects or career advancement.

Deep Community Insights: Through their work, city managers gain an in-depth understanding of the community’s needs, challenges, and dynamics. This knowledge can be powerful in making more informed decisions and in personal growth.

Leadership and Skill Development: The role offers numerous opportunities for professional development, from improving leadership skills to learning about different facets of city administration and operations.

Influence on Policy and Change: City managers have a unique opportunity to directly influence policy and bring about meaningful change in their communities, which can be highly rewarding.

Access to Cutting-Edge Technologies and Practices: City managers are often at the forefront of implementing new technologies and management practices in city governance, which can add to their professional toolkit.

Recognition and Community Impact: While challenging, the role can bring recognition and a sense of accomplishment, especially when initiatives lead to visible improvements in the community.

Opportunity for Creative Problem-Solving: City management often involves finding innovative solutions to complex problems, which can be intellectually stimulating and personally satisfying.

It's important to note that these "secret benefits" are intangible and can vary widely based on individual experiences, the city’s size and characteristics, and the specific challenges it faces.

How do you put a dollar figure to "secret benefits" ?

[Spurinna]

From the SMDJ July13-14

Burlingame to raise council pay

….”Mayor Donna Colson suggested indexing (council pay) to the city’s collective bargaining agreement with the union representing Burlingame employees.”

“I think it’s just fair,” she said.

So- if the Union gets a raise the council gets a raise? I can’t see a lot of hard bargaining going into those negotiations.

You get a raise? I get a raise! And the citizens pay for it. So easy.

Later Colson notes that “…councilmembers who don’t want the increase could donate it to a local charity of their choice…”

Or, they could just not take the raise in the first place because, as noted by Councilmember Brownrigg, “that extra $450 a month (isn’t) going to really move a needle.”

Show some disinterested leadership and don’t give yourselves a raise.