PREPARED BY: ALICIA PLATT DATE OF MEETING: 06/01/2026
SUBJECT:
TITLE
CONSIDER ADOPTING A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN PABLO AMENDING AND ADOPTING THE CITY’S CLASSIFICATION AND COMPENSATION PLAN AND ORGANIZATIONAL CHART FOR FISCAL YEAR 2026-27 BY: (1) CREATING THE NEW CLASSIFICATIONS OF INFORMATION TECHNOLOGY SPECIALIST, MANAGEMENT ASSISTANT, AND SENIOR PLANNER; (2) RECLASSIFYING MANAGEMENT ANALYST TO SENIOR MANAGEMENT ANALYST, ASSOCIATE ENGINEER TO SENIOR ENGINEER, AND ENGINEERING AIDE TO ASSISTANT ENGINEER; (3) REALLOCATING THE SENIOR PUBLIC WORKS INSPECTOR CLASSIFICATION TO ENGINEERING TECHNICIAN; (4) RETITLING THE PUBLIC WORKS DIRECTOR/CITY ENGINEER TO PUBLIC WORKS DIRECTOR PURSUANT TO CITY ORDINANCE NO. 2026-006; AND (5) AMENDING ALL SALARY SCHEDULES TO PROVIDE A TWO PERCENT (2%) COST-OF-LIVING ADJUSTMENT (COLA) FOR ALL CLASSIFICATIONS AND BARGAINING UNITS EFFECTIVE JULY 1, 2026.
CEQA: This proposed action is not a project as defined by CEQA.
Label
CITY MANAGER RECOMMENDATION
Recommendation
Adopt Resolution
Body
Compliance statements
FY 2025-2027 Council Priority Workplan Compliance Statement:
FY 2025-27 Council Priority Workplan Compliance Statement: Continue to be an “Employer of Choice” to attract and retain talent and to continue to provide the community with exceptional services is in the FY 2025-27 City Council Priority Workplan, effective April 7, 2025.
CEQA Compliance Statement
This proposed action is not a project as defined by CEQA.
BACKGROUND
Under Resolution 2014-031, the City Manager serves as Personnel Officer and is responsible for maintaining the City’s Classification Plan, including salary schedules, class specifications, and organizational structure.
The City retains Gallagher, Inc. to conduct a Classification and Compensation Study for selected positions identified by departments including Administrative Services, City Manager’s Office, Community Development, and Public Works-Engineering. The study included classification review, employee questionnaires, management interviews, position analysis, internal equity review, and market benchmarking.
Based on study findings, staff propose updates to improve classification alignment, internal equity, career pathways, and recruitment/retention outcomes. The Budget, Fiscal and Legislative Standing Committee reviewed these changes on April 1, 2026, and they are incorporated into the FY 2026-27 Operating Budget.
FY 2026-27 Proposed Plan Amendments
I. CREATING THE NEW CLASSIFICATIONS OF INFORMATION TECHNOLOGY SPECIALIST (AIE), MANAGEMENT ASSISTANT (CONFIDENTIAL EMPLOYEES GROUP), AND SENIOR PLANNER (AIE)
Staff recommend establishing the above classifications based on the findings and recommendations of the Gallagher Classification and Compensation Study, which identified the need to better align existing and emerging operational responsibilities with appropriate classification structures.
The Information Technology Specialist (AIE) classification is intended to strengthen the City’s internal technology support capacity and provide a dedicated role within the Association of Intermediate Employees (AIE) bargaining unit. The position is designed to improve responsiveness to departmental technology needs, support increasing reliance on integrated systems and cybersecurity requirements, and assist with day-to-day IT operations, system maintenance, user support, and coordination with external vendors and service providers.
The Management Assistant (Confidential Employees Group) classification is intended to enhance administrative support within confidential and executive-level functions. As part of the Confidential Employees Group, this classification will support complex administrative workflows, agenda preparation, records management, constituent services, and coordination of departmental and executive priorities requiring discretion, confidentiality, and independent judgment.
The Senior Planner (AIE) classification is intended to support advanced planning functions within the Community Development Department and is assigned to the Association of Intermediate Employees (AIE) bargaining unit. The classification is designed to strengthen capacity for complex planning assignments, entitlement processing, policy development, and coordination of development projects, while also supporting succession planning and career progression within the City’s planning series.
These classifications provide the City with improved organizational flexibility, clearer alignment between job duties and classification structure, and enhanced ability to recruit and retain qualified staff in specialized technical and professional roles within their respective bargaining units.
The proposed salary ranges are based on Gallagher’s market analysis and have been incorporated into the Fiscal Year 2026-27 Classification and Compensation Plan.
The establishment of these classifications does not authorize or fund any new positions. No positions are proposed or allocated for Fiscal Year 2026-27 within these classifications, and the City’s authorized full-time equivalent (FTE) count will not increase as a result of this action.
II. RECLASSIFYING MANAGEMENT ANALYST TO SENIOR MANAGEMENT ANALYST, ASSOCIATE ENGINEER TO SENIOR ENGINEER, AND ENGINEERING AIDE (OE3) TO ASSISTANT ENGINEER (AIE)
Staff recommends the following reclassifications based on the findings and recommendations of the Gallagher Classification and Compensation Study:
• Management Analyst → Senior Management Analyst (AIE to AIE)
• Associate Engineer → Senior Engineer (AIE to AIE)
• Engineering Aide (Operating Engineers Local 3) → Assistant Engineer (AIE)
The proposed reclassifications are the result of a detailed review of current job duties, organizational needs, and compensation alignment conducted through the Gallagher Classification and Compensation Study. The study determined that the scope, complexity, and level of responsibility assigned to these positions have evolved over time and are more appropriately aligned with higher-level classifications within the City’s existing classification structure.
The reclassifications ensure that positions accurately reflect the work currently being performed, support internal equity across departments, and maintain consistency with comparable jurisdictions in the labor market. These adjustments also strengthen the City’s ability to retain experienced employees and provide appropriate career progression within established classification series.
The reclassification of the Engineering Aide position includes a bargaining unit change from Operating Engineers Local 3 (OE3) to the Association of Intermediate Employees (AIE) as the position’s duties and responsibilities are more closely aligned with professional engineering support functions represented within the AIE bargaining unit and the Assistant Engineer classification.
The proposed reclassifications apply to existing filled positions, and current incumbents will be reclassified into higher-level classifications. No new full-time equivalent (FTE) positions are being created as part of these actions.
These reclassifications do not establish new salary ranges. The affected positions will be assigned to existing salary ranges previously approved by the City Council and/or established through applicable labor agreements.
These actions support organizational effectiveness, succession planning, and appropriate alignment of duties with classification structure across bargaining units.
III. REALLOCATING THE SENIOR PUBLIC WORKS INSPECTOR CLASSIFICATION TO ENGINEERING TECHNICIAN
Staff recommend reallocating the Senior Public Works Inspector classification to Engineering Technician.
This recommendation is not a result of the Gallagher Classification and Compensation Study. Rather, it arises from the retirement of the long-tenured incumbent in the Senior Public Works Inspector position and the Public Works Department’s operational need to restructure and realign the classification to better support current and ongoing service demands.
The duties historically associated with the Senior Public Works Inspector position have evolved, and departmental staffing needs now require greater flexibility and technical support functions consistent with the Engineering Technician classification. Reallocating this position will allow the department to more effectively meet workload demands, support engineering and field operations, and maintain service continuity.
This action does not create a new position and does not increase the City’s authorized full-time equivalent (FTE) count. The position will remain within the Operating Engineers Local 3 bargaining unit, and there is no change to the applicable bargaining unit as a result of this reallocation.
This is an internal realignment of an existing allocation to better align staffing resources with operational needs.
IV RETITLING THE PUBLIC WORKS DIRECTOR/CITY ENGINEER TO PUBLIC WORKS DIRECTOR PURSUANT TO CITY ORDINANCE NO. 2026-006;
Pursuant to Ordinance No. 2026-006, retitle Public Works Director/City Engineer to Public Works Director.
This change results from organizational restructuring following the retirement of the former Public Works Director/City Engineer and the City’s separation of the City Engineer function from the department head role.
This action is administrative only and does not impact staffing levels, salary schedules, or authorized FTE.
V. AMENDING ALL SALARY SCHEDULES TO PROVIDE A TWO PERCENT (2%) COST-OF-LIVING ADJUSTMENT (COLA) FOR ALL CLASSIFICATIONS AND BARGAINING UNITS EFFECTIVE JULY 1, 2026.
All Bargaining Units and Non-Represented Employees. Includes 2% COLA effective July 1, 2026, consistent with Resolution 2022-111 and applicable labor agreements.
Employee Labor Groups
I. New Classifications
The City met and conferred with the Association of Intermediate Employees (AIE) regarding the establishment of the Information Technology Specialist classification. AIE has expressed no objection to the establishment of the classification; however, the City is still in ongoing meet-and-confer discussions with AIE regarding the proposed salary range for this classification. The Management Assistant classification (Confidential Employees Group), which is an unrepresented classification, is not subject to meet-and-confer obligations under the Meyers-Milias-Brown Act (MMBA) and did not generate objections regarding its establishment. The Senior Planner classification (AIE) did not generate objections from the respective bargaining unit regarding its establishment.
II. Reclassifications
The City met and conferred with AIE regarding the proposed reclassifications. No objections were raised by the affected bargaining unit to the proposed reclassification actions.
III. Reallocation - Senior Public Works Inspector to Engineering Technician
The City met and conferred with Operating Engineers Local 3 (OE3) regarding the proposed reallocation. No objections were raised by the bargaining unit to this action.
IV. Retitle Public Works Director/City Engineer to Public Works Director
This position is unrepresented. As such, the proposed title change is not subject to meet-and-confer obligations under MMBA.
V. Cost-of-Living Adjustment (COLA)
The 2% COLA effective July 1, 2026, has been previously negotiated and ratified through applicable Memoranda of Understanding and/or Council-approved agreements. No additional meet-and-confer obligations are required for this item.
Revised FY 2026-27 City Organizational Chart
Following all Plan amendments incorporated herein, a new Revised City Organizational Chart will be authorized and adopted for the FY 2026-27 period, effective July 1, 2026 (See Attachment)
Budget, Fiscal & Legislative Standing Committee Review
On April 1, 2026, the BFLSC members (Pabon-Alvarado; Ponce) reviewed all Plan Amendments as proposed by the City Manager and City HR Staff for the FY 2026-27 period, effective July 1, 2026, and recommended its formal consideration and approval to the City Council.
FISCAL IMPACT
The fiscal impact associated with the proposed amendments to the Classification and Compensation Plan and Organizational Chart has been incorporated into the Fiscal Year 2026-27 Operating Budget.
The proposed actions include new classifications, reclassifications, reallocation, a title change, and a 2% Cost-of-Living Adjustment (COLA) effective July 1, 2026. All costs are included within existing personnel budgets and do not require additional General Fund appropriations beyond those already budgeted.
The reclassifications involve existing positions and incumbents and do not increase the City’s authorized full-time equivalent (FTE) positions. Any associated salary adjustments are offset within existing salary savings and budgeted personnel allocations.
The new classifications are established for organizational flexibility only and do not include funded positions in FY 2026-27, resulting in no direct fiscal impact.
Reallocation and title change are administrative in nature and have no fiscal impact.
The COLA is included in the adopted FY 2026-27 budget and is consistent with existing labor agreements and Council policy.
Overall, the proposed amendments are cost-neutral within the FY 2026-27 Operating Budget.
ATTACHMENTS:
Att A. Resolution
Att B. FY 2026-27 Classification & Compensation Plan and Organizational Chart
Att C. FY 2026-27 Classification & Compensation Plan and Organizational Chart
Att D. Information Technology Specialist DRAFT Class Specification
Att E. Management Assistant DRAFT Class Specification
Att F. Senior Planner DRAFT Class Specification