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City adopts classification and salary schedule updates; moves two fire classifications into unrepresented unit
Summary
Council approved changes to classifications, the employer‑employee relations policy updates, a compaction correction in utilities operations pay, and adoption of the citywide salary schedule to comply with CalPERS reporting and a binding arbitration award.
The City Council approved Item 21, a personnel and compensation package that included four components: moving two fire classifications (assistant chief and fire marshal) from a management bargaining unit to the city’s unrepresented unit; updating the employer‑employee relations policy; making a targeted compaction correction to a utilities operations superintendent classification; and adopting an updated citywide salary schedule required for CalPERS reporting and to implement a binding arbitration award.
Shelly Banks Robinson, the city’s human resources director, told council that the proposal contains “4 components” and that the changes do not alter pay or benefits for the affected fire classifications but clarify schedule language for shift and non‑shift command positions. The utilities compaction correction was described as intended to maintain an appropriate salary spread between supervisor and subordinate classes; Robinson said eight budgeted positions would be affected and that the cost was absorbed within the Department of Utilities’ operating budget.
Councilmember Maple moved the item; Councilmember Kaplan seconded. After brief comments of thanks to staff from Councilmember Dickinson and a roll call, the council approved the item (item passes 8‑0) and staff was directed to implement the changes and post the updated salary schedule as required for CalPERS transparency.
Why it matters: The action implements administrative reclassifications and a citywide salary schedule needed for retirement reporting and to reflect a recent binding arbitration award. The utilities salary correction is intended to improve recruitment by restoring a more typical pay spread between supervisor and subordinate roles.
Next steps: Human Resources and affected departments will implement the classifications and post the citywide salary schedule for CalPERS reporting; the utilities department will apply the corrected pay spread to the eight budgeted positions noted in the staff report.
