TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Approve Revisions to Job Descriptions Based on Citywide Classification and Compensation Study.
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RECOMMENDATION
Adopt Resolution No. 2025-057 approving revisions to job descriptions as a result of the Citywide Classification and Compensation Study.
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FISCAL IMPACT
There is no fiscal impact.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation described above supports the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
• Positive City Image
• Superior Customer Service
• Responsible Long-Range Planning
• Exemplary Leadership
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BACKGROUND
In February 2022, the City contracted with Gallagher (formerly Koff & Associates) to conduct a Classification and Compensation Study as outlined in the 2019-2023 Memorandum of Understanding between the City and American Federation of State, County, and Municipal Employees (AFSCME) Unit. On November 21, 2023, the City Council adopted Resolution No. 2023-073, amending portions of the City’s Classification Plan and Salary Schedule to implement the results of the AFSCME Study.
Following directions from the City Council, Gallagher expanded the effort to include a Citywide Classification and Compensation Study. The same comprehensive and methodical process used in the AFSCME Study was applied to all remaining City positions, excluding sworn employees who are subject to a separate labor agreement timeline. This citywide effort culminated in the adoption of Resolution No. 2024-029, which implemented recommended salary adjustments and updated job titles in the City’s Classification Plan and Salary Schedule. The Citywide Classification and Compensation Study is now complete.
ISSUES/ANALYSIS
Based on data collected through the Citywide Classification and Compensation Study, Gallagher updated the City’s job descriptions to accurately reflect the current duties and qualifications of each position. This was a collaborative process that included input from employees, managers, department heads, employee associations. To begin, employees completed Position Description Questionnaires (PDQs), which provided detailed baseline information about their roles and responsibilities. Following this, employees participated in interviews that allowed for clarification, additional context, and further insight into their job functions and responsibilities. Together, these steps ensured that the study was informed by both comprehensive written input and dialogue with employees.
As a result of the Citywide Classification and Compensation Study, 152 job descriptions were revised. These revisions will support the City’s recruitment efforts and ensure alignment with the current job market standards. In accordance with Resolution No. 85-52, the City Council must formally adopt the revised job descriptions as part of the City’s Classification Plan.
Adoption of the revised job descriptions carries no fiscal impact. All related salary adjustments and reclassifications through the Citywide Classification and Compensation Study have been completed and were adopted by the City Council under Resolution Nos. 2023-073 and 2024-029.
Attachments: 1) Resolution No. 2025-057
2) Job Descriptions