PREPARED BY: ALICIA PLATT DATE OF MEETING: 07/07/2025
SUBJECT:
TITLE
CONSIDER ADOPTING RESOLUTION AMENDING THE CITY’S CLASSIFICATION AND COMPENSATION PLAN FOR FY 2025-26 BY AUTHORIZING THE CITY MANAGER TO ESTABLISH AND ADMINISTER A SPECIAL DESIGNATION PAY OF UP TO FIVE PERCENT (5%) OF AN ASSIGNED EMPLOYEE’S HOURLY RATE TO WORK ON SPECIAL PROJECTS AND CITY INITIATIVES FOR A LIMITED DURATION NOT TO EXCEED TWO (2) YEARS
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 Statements:
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 the City of San Pablo’s Personnel Rules adopted by Resolution 2014-031, the City Manager serves as the City’s Personnel Officer and is responsible for the preparation of a Classification Plan (“the Plan”) which includes an Employee Allocation List, Salary Range Schedules and Class Specifications, and City Organizational Chart.
The City frequently assigns staff to lead or contribute to high-impact special projects that support organizational goals but fall outside their standard job descriptions. These projects are typically strategic in nature and time-limited, such as special cross departmental projects, sustainability programs, organizational transformation efforts, and other major community engagement strategies.
Establishing a Special Designation Pay would allow the City Manager to:
• Properly recognize and compensate employees assigned to time-bound, high-priority special projects.
• Ensure equity, transparency, and compliance in compensation practices. Enable the City to flexibly support strategic initiatives as they evolve, while maintaining policy and fiscal integrity.
• Implement an additional employee retention strategy and establish a compliant, flexible, and equitable framework to compensate employees for future special assignments.
Employee Labor Groups
The City provided formal notification to all recognized employee labor organizations regarding the new policy and the proposed compensation structure. No objections were received from any of the unions. This indicates broad support or at least no opposition from labor representatives and reflects collaborative communication between the City and its employee groups.
FISCAL IMPACT
The fiscal impact of establishing Special Designation Pay will vary depending on the number of employees assigned and the duration of each special project. However, the cost of this pay will be absorbed by the personnel budgets of the designated departments. No additional appropriations are requested at this time.
Departments will be responsible for managing their staffing budgets to accommodate any approved Special Designation Pay and will coordinate with Human Resources and Finance to ensure proper implementation and fiscal oversight.
ATTACHMENTS:
Att. A - FY 2025-26 Class and Comp Plan Amendment Resolution 2025-###