MEA Arbitration Video  –

 CCSF Leadership Development Program Brochure-Spring 2015


MCCP (MTAM) B&C Revamp for 15-16:  What changed and what stayed the same?

For many MEA members, the City’s Management Classification and Compensation Program (MCCP) and its MTA equivalent (MTAM) remain a mystery despite being in the contract for nearly ten years.  That is partially the result of the program being suspended during the recent economic downturn and partially the result of lack of consistency and transparency in how it has been administered.  In 2014 bargaining we agreed to postpone the program for a year in order to develop a more transparent process that would expand access for MEA members.  The key changes are noted in the chart with additional history and detail provided below.


Pre-2014/15 Post 2014/15 Intent


No publication of timeline, application or guidelines Information and application provided to all MEA managers Increase awareness of process and criteria among MEA members
Increased Access Department submissions only Department and Employee submissions Expand access and allow broader consideration of more candidates


.50% of MEA Payroll 1% of MEA Payroll Additional funding for one-time allocations
Improved Data No information on who the department declined to submit MEA to receive all submissions in addition to department recommendations Ability to analyze the reach of the program and to ensure it is being administered in a consistent and evenhanded manner


Some of the key dates are:

DHR/MTA to Issue Detailed Memo to Departments:       July 2015       

Self-Submissions Due to DPOs:                                                Friday, August 14, 2015

Departmental Submissions Due to DHR:                             Friday, October 9, 2015


The MCCP and MTAM compensation structures were originally developed with the intent of 1) reducing the number of classifications in the manager ranks, 2) creating broad salary ranges that gave the City and MTA a tool to use in competition for external candidates and c) providing a financial mechanism to incentivize and reward manager performance.    The City and MTA reclassified most, but not all, managers into MCCP (or MTAM at MTA) which consisted of Manager, Deputy Director and Department Head classifications.  The program also introduced – for the first time – three broad and open (no steps) wage ranges:  A, B and C.

While Range A was most like a traditional City wage structure, there were no set steps and an employee could be placed anywhere within that range and then move up through Range A in 5% increments annually until reaching the top.  Almost all of the existing managers who were moved into MCCP or MTAM were placed within Range A which, at that time, provided room for most to move up.  Ranges B and C, however, unlike traditional “deep classes”, were not designed to be automatically accessible to employees. This meant once you reached the top of Range A that was where you stayed.

To be compensated within Range B or C, a manager had to:

  1. a) Be placed within B or C during their initial transition to avoid a reduction in pay,
  2. b) Be hired into the B or C Range as a new or promotive employee, or
  3. c) Receive a range B or C adjustment through the MCCP (MTAM) B&C process.

Back in 2006, the MEA MOU moved money out of general wage increases and into MCCP (MTAM) to fund a program that allowed Department Heads wide discretion in identifying and acknowledging high performing managers with wage adjustments through the MCCP (MTAM) B&C program.  Some departments instituted broad outreach for the program asking managers to make suggestions from among their teams.  Other departments were much less expansive and inclusive in their implementation and simply decided who they wanted to recognize with an adjustment.

The MOU also called for an Adjustment Committee, made up of MEA, DHR and the Controller (with MTA having a similar structure) that received the requests and generally deferred to the wishes of the departments so long as the funding was available.  That deference was explained as consistent with the intent of the program.

Then the program was suspended for a number of years due to the economic climate.  When it was reinstated, MEA members began to question its basic fairness.  That led first to closer scrutiny of the allocations by the Committee and ultimately to the suspension of the program in 2014-2015 and the changes for 2015-2016 which address some, but not all, of the concerns. Those changes include:

More Transparency:

For the first time, departments will provide all MEA represented managers with the timeline, submission forms, and any departmental criteria they will apply in addition to the criteria set out in the MOU:

  • Demonstrated recruitment and retention issues
  • Unusual or extraordinary time-limited assignments
  • Exceptional or special skills ore qualifications which are essential for job performance
  • Internal equity considerations (which may include issues of compaction)

More Access:

For the first time, managers will be able to self-submit and the focus of the Committee will be on those managers at the top of Range A or at the top step within their non-MCCP classifications.

For the first time, there will be minimum and maximum allocation guidelines to prevent larger allocations to fewer managers.

For the first time, departments will be required to submit allocations for at least 30-50% of eligible employees.

More Funding: 

The funding for this program is determined in bargaining and memorialized in the MOU. The funding levels in 15-16 and 16-17 are one-percent (1%) and the bulk of it is in the form of one-time money.  In other words, adjustments under the program will impact most people in the year in which they are given but not appear as an ongoing wage increase.


This program was designed to provide departments with a tool to recognize and reward what they perceive as excellent performance.  That basic subjectivity has not changed.  The submissions continue to come from the departments to a Committee made up of one representative each from DHR, MEA and the Controller’s Office (and MTA for MTAM).  That committee gives broad deference to the departments.  The ability of managers to self-submit will give everyone a chance to make their case, and MEA’s access to all submissions will provide us with the data necessary to analyze the reach and fairness of the program.  Only then can we determine whether continuing the program is in the best interest of MEA members.

Update:  CCSF Management Training Funds – Limited Availability for Training

We recently announced that all of the money allocated for Management Training in 14-15 was gone, however, due to a number of canceled requests that released previously encumbered funding, DHR will re-open the online tuition reimbursement system for new pre-approval requests on Wednesday, May 20. There will be approximately $5,000 available for training that occurs before June 30 only on a first come first served basis. If you have any questions please contact Camaguey Corvinelli at 415-989-7244 or Please note that the funds are available for training requests only.


MEA Outreach Effort – 50 New MEA Members and Counting!

It is not too late to participate!

The Gift Card Giveaway is Underway:  Our membership outreach meetings at City Hall, SFO and 1 South Van Ness were all great successes, with 19 people joining and 3 winning the gift card drawings.

But the best is yet to come.  We will draw 7 winners from among the current members who brought new members in, and 3 more winners from the pool of new members.  Bring a new member to the meeting on June 1st to hear from the candidates and get their first exposure to MEA’s perspective – good public policy that is good for public employees.  RSVP to

Contest Rules

Already an MEA Member:  For every new member you bring into MEA, you will be entered into a drawing to win one of seven (7) gift cards worth $100 each.  For the most new members signed up by a member during this period, a $250 gift card will be awarded

Become an MEA Member:  If you join MEA between March 1 and June 15, you will be entered into a drawing to win one of three (3) $100 gift cards. 

SUPPORT MEA: A strong and principled voice in your workplace

It takes the world’s best managers to run a world-class city!


URGENT: Furloughs Negotiated in 2010 Set to Expire on June 30, 2015

The 2010-2012 MOU included a wage concession in exchange for twelve (12) furlough days per year.  Subsequent agreements extended the ability to use all floating holidays accrued through June 30, 2013 until June 30, 2015.  Please make sure you schedule and use any remaining pre 13-14 floating holidays and/or furlough days prior to June 30, 2015. You retain the ability to carry over up to five (5) standard floating holidays each year per the current MOU.  Feel free to call MEA with any questions.