TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Adjustments in Compensation for Affected Employees of the City of Chino.
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RECOMMENDATION
1) Adopt Resolution No. 2026-003 approving amendments to the Compensation and Benefit Plan for Unrepresented Management; 3) Adopt Resolution No. 2026-004 approving amendments to the Compensation and Benefit Plan for Part-Time Employees; 3) Adopt Resolution No. 2026-001 approving amendments to the Classification Plans and Compensation Schedules for the Chino Police Professional Employees Association (“CPPEA”), Unrepresented Management, and Part-Time Employees; and 4) Approve appropriations in the amount of $77,680.70 for the salary adjustments.
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FISCAL IMPACT
Requires an additional appropriation of $77,680.70 to the funds listed below. There is sufficient fund balance in each of the funds listed below. The detailed cost out information is on file in the Finance Department.
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General Fund 100 |
$66,523.00 |
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Park Fund 340 |
$1,578.35 |
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Employee Service Fund 640 |
$8,000.00 |
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Building Management Fund 650 |
$1,578.35 |
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Grand Total |
$77,680.70 |
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:
• Financial Stability
• Responsible Long-Range Planning
• Integrity and Accountability
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Revenue: Click or tap here to enter text. |
Expenditure: |
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Transfer In: Click or tap here to enter text. |
Transfer Out: Click or tap here to enter text. |
BACKGROUND
As part of the City of Chino’s ongoing commitment to pay equity and organizational stability, the Human Resources/Risk Management Department regularly reviews compensation to ensure alignment with internal equity and external market competitiveness. Following a recent compensation review, several classifications were found to be below the desired ranking among the Council-approved comparison agencies or presented internal inequities and compaction issues.
ISSUES/ANALYSIS
The Human Resources/Risk Management Department recently completed a compensation review to ensure internal equity and market competitiveness. The review identified several classifications that require the following adjustments:
Public Safety Dispatcher II
In accordance with the 2025-2027 Chino Police Professional Employees Association (“CPPEA”) Memorandum of Understanding, Dispatchers will receive a one-time adjustment to maintain the classification at number three (3) among the Council-approved comparison agencies.
To maintain this ranking, City representatives and CPPEA have agreed to a 2.84% salary adjustment for Public Safety Dispatcher II, effective retroactively to the pay period that includes July 1, 2025. This salary adjustment will also apply to the part-time equivalent position, effective the first full pay period following City Council’s approval.
Public Safety Dispatch Supervisor
To maintain an appropriate salary spread between the Public Safety Dispatcher II and Dispatch Supervisor classifications, A 5% salary adjustment for Public Safety Dispatch Supervisor is recommended, effective the first full pay period following City Council’s approval.
Parks and Facilities Manager
Staff also conducted a salary analysis for the Parks and Facilities Manager classification. Based on the level and scope of duties, staff recommend aligning the salary range with that of the Public Works Services Manager, which would require a 5.06% salary adjustment. If approved by City Council, the salary adjustment for Parks and Facilities Manager would become effective the first full pay period following City Council’s approval.
These proposed adjustments address pay disparities, support employee retention, and ensure the City remains competitive in attracting and retaining top talent. All salary adjustments have been incorporated into the applicable compensation and benefit plans. In accordance with Title 2, Section 570.5 of the California Code of Regulations, the salary schedules must also be formally adopted by City Council.
Attachments:
1) Resolution No. 2026-003 Compensation and Benefit Plan for Unrepresented Management
2) Resolution No. 2026-004 Compensation and Benefit Plan for Part-Time Employees
3) Resolution No. 2026-001 Classification Plans and Compensation Schedules for CPPEA, Unrepresented Management, and Part-Time Employees