Laguna Woods moves building inspections in-house and updates pay/benefits for new positions

The Laguna Woods City Council approved new job classifications, compensation ranges and benefit adjustments to support the council27s choice to in-source building permit, inspection and related planning functions beginning July 1. The action included approvals for four new classifications (Planning & Environmental Services Director, Building Official, Building Inspector, and Permit Technician), pay-range adjustments for several existing positions, and a new educational-assistance reimbursement program.

Why it matters: Council members said the move will give the city more direct control over permitting costs and service levels. Councilmember Connors summarized the argument in favor: "With the employees in house and their expenses in house is something that we have the ability to control whereas if it's a contract it can go up at whatever rate it goes up."

Key provisions approved - New job classifications and compensation ranges for: Planning & Environmental Services Director; Building Official; Building Inspector; Permit Technician. These positions are intended to replace contracted building and permitting services currently provided by outside firms. - Compensation-range updates for existing classifications including City Clerk, Deputy City Clerk, Management Analyst and Senior Management Analyst after a market study; the city manager27s base salary adjustment (noted in the resolution) was included for transparency with a 2% increase effective Dec. 13, 2025 (per the employment agreement). - Holiday and work-on-holiday rules: salaried/exempt staff receive administrative leave for time worked on a city holiday; hourly staff receive time-and-a-half. Staff in the in-sourced building group will be required to work three observed holidays (Martin Luther King Jr. Day, Cesar Chavez Day and Juneteenth) to avoid project delays; they will receive the appropriate pay/leave in return. - Educational assistance program: a non-taxable tuition/fees/textbooks reimbursement program for job-related training and certifications (up to $5,250 annually, phased by length of service), available after six months of employment. Reimbursements require supervisor approval and a C (or pass) grade; employees who leave within 12 months after reimbursement must reimburse the city. - Acting-pay policy: staff assigned temporarily to perform higher-level duties for more than 14 calendar days will receive either the starting step of the higher classification or a 10% temporary pay increase.

Council discussion and public comment Several council members praised the changes as a way to improve service, ensure consistent inspections and contain costs. Public comments were supportive of professional development and retention. Staff said these changes are necessary to enable a smooth transition from contractor-supplied building services to city employees on July 1.

What the council did The council approved the job-classification and compensation package and adopted a resolution updating the city27s compensation schedule and benefits. Staff requested minor edits clarifying eligibility periods for the education reimbursement (6 months) which the council incorporated into the adopted resolution.

Next steps - Human Resources and Community Development will begin recruiting and onboarding work to fill the new positions before July 1.