TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Revisions to Unrepresented Management Job Classifications and Salary Adjustments.
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RECOMMENDATION
1) Adopt Resolution No. 2026-053 approving revisions to Unrepresented Management job classifications; 2) Adopt Resolution No. 2026-054 approving amendments to the Compensation and Benefit Plan for Unrepresented Management Employees; 4) Approve an appropriation of $104,670; and 5) Approve an effective date of September 14, 2026, for the compensation adjustments.
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FISCAL IMPACT
Requires an appropriation of $104,670 from the funds identified in the table below. There is a budget impact of $66,274 to the General Fund for FY 2026/27. Sufficient fund balance is available in each fund to support the appropriation.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above furthers 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
• Financial Responsibility
• Responsible Long-Range Planning
• Exemplary Leadership
BACKGROUND
The Finance Department has experienced significant changes in operational demands, regulatory requirements, financial reporting responsibilities, internal controls, and customer service expectations. As the Department's responsibilities have evolved, its current organizational structure no longer adequately supports operational needs, resulting in inefficiencies in workload distribution, supervisory oversight, and succession planning.
To help evaluate the Department's organizational structure, the City retained Gallagher, an independent classification and compensation consulting firm, to conduct a comprehensive review of the Finance Department’s positions and salaries. Based on Gallagher’s assessment, recommendations are being proposed to modernize the Finance Department by reclassifying positions, creating new positions, updating job classifications, and revising salary ranges to maintain internal equity and external market competitiveness.
This restructuring is intended to improve operational efficiency, strengthen financial oversight and internal controls, provide opportunities for employee development and career progression, and better position the Finance Department to meet the City's current and future needs.
ISSUES/ANALYSIS
Staff worked with Gallagher to review and update job classifications for positions in the Finance Department. As a result, staff recommends a combination of position reclassifications, new classifications, and salary range adjustments. These proposed changes are intended to align job classifications with current duties; right-size the Department to support the current and future service demands of internal and external customers; improve workload distribution and supervisory oversight; create clearer separation of duties; establish succession planning; and support recruitment efforts and employee retention.
Consistent with Gallagher’s compensation analysis, salary range adjustments are being recommended to address internal inequities and bring some of the following classifications to the median of the City’s comparable agencies. It is also being recommended that the following classifications be designated as Unrepresented Management Employees based on their level of responsibility and independent judgment required to perform their duties.
Summary of Proposed Position and Salary Changes:
Accounting Manager
Staff recommends the reclassification of the Fiscal Services Manager to Accounting Manager. This reclassification accurately reflects the position's responsibilities, including oversight of the City's accounting and financial reporting, cash management, debt management, accounts payable, and payroll functions. A 20.14% salary adjustment, at top step, is recommended to maintain market competitiveness and align the position with the Budget Manager classification.
Budget Manager
The Budget Manager position, which oversees the City’s entire budget development and administration process, is recommended for an 11.56% salary adjustment to maintain market competitiveness and bring the Budget Manager to the median among the City’s comparable agencies.
Revenue Manager
In August 2025, the City retitled this position from Utility Billing Manager to Revenue Manager, to align the classification with its expanded responsibilities, which now include management of City-wide revenues. A 14.52% salary adjustment is recommended to maintain market competitiveness and bring the Revenue Manager to the median among the City’s comparable agencies. The job classification has also been updated to reflect the Revenue Manager’s duties.
Purchasing Manager
The job classification has been updated to reflect the Purchasing Manager’s duties and scope of work. A 10.38% salary adjustment is recommended to bring the Purchasing Manager to the median among the City’s comparable agencies.
Accounting Supervisor
Staff recommends reclassifying the Payroll Supervisor to Accounting Supervisor. This new classification, which reports to the Accounting Manager, accurately reflects the position's expanded responsibilities. As a new classification, a salary range must be established. Staff recommends a salary range representing a 7.03% increase over the current Payroll Supervisor classification.
Budget Analyst
Budget Analyst is currently used as a working title for the Management Analyst assigned to the Finance Department. Staff recommends establishing Budget Analyst as a separate classification to better reflect the position's duties and provide clearer succession planning within the Budget Division. The Budget Analyst classification will maintain the same salary range as the Management Analyst classification.
Senior Purchasing Analyst
Gallagher also recommends creating a new Senior Purchasing Analyst classification to support future succession planning within the Purchasing Division. This advanced, journey-level position will be responsible for handling increasingly complex procurement activities. A salary range for this new classification has been established based on Gallagher’s survey using the City’s comparable agencies. However, the Department will not be funding this classification at this time and staff is only asking for the classification to be approved for future succession planning.
Approval of this organizational restructuring requires amendments to the City's Compensation and Benefit Plan for Unrepresented Management Employees to incorporate the recommended reclassifications, newly established classifications, and salary ranges. The City Council must also approve the new and revised job classifications for each affected position.
Implementation of the recommended salary adjustments will result in ongoing total salary and benefit costs of approximately $104,670 for all funds, with an effective date of September 14, 2026.
Attachments:
1) Resolution No. 2026-053 Unrepresented Management Job Classification
2) Resolution No. 2026-054 Amended Compensation and Benefit Plan for Unrepresented Management Employees