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 Position Reclassifications.
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RECOMMENDATION
1) Adopt Resolution No. 2026-028 approving revisions to Unrepresented Management job classifications; 2) Adopt Resolution No. 2026-029 approving amendments to the Compensation and Benefit Plan for Unrepresented Management Employees; and 3) Adopt Resolution No. 2026-027 approving amendments to the Classification Plans and Compensation Schedules for Unrepresented Management Employees.
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FISCAL IMPACT
The reclassification of the current Engineering Manager to Water Resources Manager does not result in an additional fiscal impact to the current FY2025-26 Budget, as the salary remains the same.
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
• Responsible Long-Range Planning
• Exemplary Leadership
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BACKGROUND
The Human Resources/Risk Management Department routinely collaborates with City departments to establish, revise, and update job classifications. Following recent reviews, staff determined the Housing Manager and Engineering Manager job classifications need updates to reflect current duties and operational needs.
Additionally, the Public Works Department identified the need to create a Water Resources Manager classification that more closely aligns with the technical skills and qualifications required to oversee the City’s water resources programs. This change will require reclassifying the vacant Engineering Manager (Assigned to Water Resources) position.
ISSUES/ANALYSIS
Staff collaborated with the Development Services Department to update the job classification for Housing Manager. The Housing Manager oversees the City’s Housing Division, including administration of affordable housing programs and management of state and federal housing and community development funding. Although the Housing Manager classification already exists, it has been vacant since 2012, and the job classification requires updates to reflect current duties.
Staff also worked closely with the Public Works Department to reassess operational needs for water resources. After several unsuccessful recruitments for the Engineering Manager (Assigned to Water Resources), staff and Public Works developed a revised classification that better aligns with the duties and qualifications needed for this vital role. Accordingly, the vacant Engineering Manager (Assigned to Water Resources) position will be reclassified to Water Resources Manager while retaining the same salary range. As part of this change, the Engineering Manager job classification has been updated to remove water resources-related duties.
The Compensation and Benefit Plan for Unrepresented Management must be amended to add the Water Resources Manager classification. In addition, the Water Resources Manager classification must be added to the Unrepresented Management salary schedules. In accordance with Title 2, Section 570.5 of the California Code of Regulations, the salary schedules must be formally adopted by the City Council.
The reclassification of the current Engineering Manager to Water Resources Manager does not result in an additional fiscal impact to the current FY2025-26 Budget, as the salary remains the same.
Attachments: 1) Resolution No. 2026-028 Unrepresented Management Job Classifications
2) Resolution No. 2026-029 Amended Compensation and Benefit Plan for Unrepresented Management Employees
3) Resolution No. 2026-027 Amended Classification Plans and Compensation Schedules for Unrepresented Management Employees