TO: MAYOR AND CITY COUNCIL MEMBERS, CITY OF CHINO
FROM: LINDA REICH, CITY MANAGER
SUBJECT
title
Personnel Recommendations in Response to City Council Direction from the October 22, 2025 Goals Workshop.
end
RECOMMENDATION
recommendation
(1) Authorize the Human Resources Department to initiate recruitment for 17 positions, with the understanding that the positions will remain unfunded and unfilled until the City Council allocates funding through subsequent Council action; (2) adopt Resolution No. 2026-012, approving the establishment of the Deputy Director of Technology and Innovation job classification and approving the Amended and Restated Compensation and Benefits for Deputy Director Employees; and (3) appropriate $61,275 from the available FY 2025-26 General Fund Budget Surplus and $361,275 from various other funds for a total amount of $422,570, to fund eight positions upon completion of recruitment for the remaining two months of FY 2025-26.
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FISCAL IMPACT
Of the 17 positions, eight are prioritized to be filled. Filling these eight positions will result in ongoing annual costs of approximately $647,605 in the General Fund (100) and $698,853 in various other funds, for a total ongoing salaries and benefits cost of $1,346,458 beginning in FY 2026-27. One-time equipment costs to onboard these positions total $198,160. The eight positions are anticipated to be filled for only two months in FY 2025-26, at an estimated cost of $422,570 for the remainder of the fiscal year. The funding is shown in the table below and will be appropriated to the funds listed. Any unused funds will be returned to their respective fund balances. There are sufficient fund balance reserves in each of these funds.
|
FUNDING SOURCES AND COST FOR 2 MONTHS FOR 8 POSITIONS |
|
General Fund 100 |
$61,275 |
Sanitation Fund 550 |
$2,294 |
|
Housing Fund 310 |
$21,299 |
Central Services Fund 610 |
$80,074 |
|
Transportation Fund 320 |
$16,056 |
Emp. Benefits Fund 640 |
$62,616 |
|
Sewer Fund 530 |
$2,294 |
Building Mgmt. Fund 650 |
$102,368 |
|
Storm Drain Fund 540 |
$2,294 |
Equipment Mgmt. Fund 660 |
$72,000 |
|
|
|
Total Costs |
$422,570 |
|
ON-GOING ANNUAL COST FOR 8 POSITIONS |
|
|
POSITION |
GENERAL FUND |
OTHER FUNDS |
|
1 |
Payroll Technician (Finance) |
$128,853 |
|
|
2 |
Deputy Director of Technology and Innovation (Administration) |
$64,238 |
$192,712 |
|
3 |
Associate Engineer - Transportation (Public Works) |
$131,598 |
$56,400 |
|
4 |
Facilities Maintenance Technician (CSPR) |
|
$109,017 |
|
5 |
Deputy City Clerk (Administration) |
$159,333 |
|
|
8 |
Project Coordinator (CSPR) |
|
$163,707 |
|
7 |
Housing Manager (DS) 100% Housing Fund |
|
$177,017 |
|
8 |
Economic Development Analyst (Administration) |
$163,583 |
|
|
|
Total By Fund |
$647,605 |
$698,853 |
|
|
Total Salaries and Benefits |
|
$1,346,458 |
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
• Superior Customer Service
• Financial Stability
• Responsible Long-Range Planning
• Exemplary Leadership
• Effective Technology
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Revenue: |
Expenditure: |
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Transfer In: |
Transfer Out: |
BACKGROUND
On October 22, 2025, the City Council held its annual goal-setting workshop in preparation for the FY 2026-27 budget. During the workshop, staff reviewed existing FY 2025-26 goals and work plans, followed by a Council discussion about existing and future priorities and needs. A key point of discussion was the need to address insufficient staffing to ensure the successful implementation and delivery of City programs and services for today and into the future. Council directed the City Manager to bring forward staffing recommendations and related budget adjustments as part of the mid-year budget report, which generally occurs in March of the current fiscal year.
The Executive Management Team (EMT) has spent the last year assessing existing work plans and has identified numerous immediate staffing needs to ensure their successful implementation and to maintain current City services into the future. Several position additions and changes were identified as critical to fill as soon as possible. Given the timeline for recruiting and filling these positions, EMT requests that Human Resources be authorized to proceed with recruiting these 17 positions and presents this request to Council for consideration before the scheduled mid-year budget review.
On September 16, 2025, the City Council approved Resolution No. 2025-057, adopting updated job descriptions based on the citywide classification and compensation study. Job classifications exist for most of the positions requested in this report; however, there is no current job classification for the Deputy Director of Technology and Innovation, which is included in this item for Council consideration.
The job descriptions for certain classifications included in this report, as well as others being considered for future requests, may need to be updated or created. Those job classifications and their applicable compensation schedules will be presented to the City Council as part of the FY 2025-26 mid-year budget review, incorporated into the proposed FY 2026-27 budget, or included in future City Council agendas.
ISSUES/ANALYSIS
The City’s existing workforce is insufficient to meet the volume and complexity of work needed to provide quality, caring service to the community. Additional personnel are urgently needed to maintain the quality of life in Chino and address the following:
1. Growth of the City’s area, population, infrastructure, and assets.
2. Maintenance and deferred maintenance of existing infrastructure and facilities.
3. Compliance with state and federal mandates, including new and expanded laws and regulations requiring additional National Pollutant Discharge Elimination System (NPDES) water quality activities, new staff training mandates, expanded Brown Act and public records request requirements, significant mandates related to housing and land use, and new and expanded personnel and collective bargaining mandates.
4. Operational, administrative, technology, and procedural backlogs, issues, and inefficiencies.
5. Development and implementation of long-range planning, such as master plans, infrastructure, services, and regional projects, to ensure the City is anticipating and addressing future needs and services.
A right-sized, well-trained workforce, supported by quality leadership, is critical to the City’s success. EMT recommends authorization to proceed with the recruitment of 17 positions to address urgent needs. While there are additional staffing needs beyond those recommended in this report, job descriptions currently exist or, in the case of the Deputy Director of Technology and Innovation, are in final draft form, making these positions ready for immediate recruitment. For other necessary positions, the job descriptions may need to be updated or developed. Approval of those additional positions and their funding will be brought to Council for consideration once the job descriptions and compensation schedules are complete.
The City of Chino has grown significantly over the past 20 years. Its population has grown from 76,575 in 2005 to 95,055 in 2024. This growth of approximately 20,000 residents, primarily due to the development of College Park and The Preserve, as well as the annexation of portions of the City’s sphere of influence, has resulted not only in many more residents residing in Chino but also in additional infrastructure, facilities, and services. The annexations and new development have increased the size of Chino and have added thousands of residents, hundreds of businesses, and miles of pavement, curb and gutter, storm drain, sewer and water lines, parkways and medians, as well as utility connections, parks, and public facilities, all of which require additional services and staff to operate and maintain.
In those 20 years, Chino’s staffing increased by 44%, with 50% of the personnel hired by the Police Department and Community Services, Parks and Recreation Department, the two departments charged with ensuring the growing community’s safety and providing critical services. During that same period, the City’s Redevelopment Department, which focused on housing and economic development, was eliminated due to cuts in state funding, resulting in those important functions being reduced to one staff member each, until recently. Taking into account shifts in personnel due to department reorganizations, the increases in other departments have been incremental and not in keeping with the growth of the City, its population, the volume, and the complexity of the necessary work.
The critical work of maintaining the City’s existing infrastructure, technology, and facilities has grown significantly as well, with current staffing insufficient to address the need, resulting in a backlog of deferred projects and the important “business” side of City operations (finance, training, technology, records), maintenance, housing, and economic development not being provided with the personnel to meet existing, let alone future needs. Additionally, with the passage of Measure V, the City committed to investing in infrastructure and services for the community, requiring additional staffing capacity to fulfill this responsibility.
The positions being recommended include several funded through enterprise and funds other than the General Fund; however, as the City has previously faced financial shortfalls, it has typically only filled positions funded by sources other than the General Fund, leaving a large void in areas of City services and operations for which the General Fund is the sole funding source, except as noted above. EMT recommends the following 17 positions be approved for recruitment, contingent upon their funding in the FY 2025-26 mid-year budget review or subsequent City budgets, to meet immediate needs, with the 8 recommended positions being funded by approval of this report.
Authorization for HR to recruit for the following 17 positions is recommended:
|
1 |
Payroll Technician (Finance) |
|
2 |
Deputy Director of Technology and Innovation (Administration) |
|
3 |
Facilities Maintenance Technician (CSPR) |
|
4 |
Associate Engineer (Public Works) |
|
5 |
Deputy City Clerk (Administration) |
|
6 |
Project Coordinator (CSPR) |
|
7 |
Housing Manager (Development Services) |
|
8 |
Economic Development Analyst (Administration) |
|
9 |
Captain (Police Department) |
|
10 |
Streets Maintenance Worker (Public Works) |
|
11 |
Accessibility Specialist (Development Services) |
|
12 |
Wastewater Maintenance Worker (Public Works) |
|
13 |
Housing Program Coordinator (Development Services) |
|
14 |
Assistant Engineer - Reclass from Construction Project Coordinator (Public Works) |
|
15 |
Housing Technician (Development Services) |
|
16 |
CSPR Specialist - PT, Ayala (CSPR) |
|
17 |
Student Intern - PT (Public Works) |
Given the availability of General Fund Balance and Housing Funds in the FY 2025-26 budget, EMT requests that the City Council approve that the eight positions be filled upon the completion of the recruitment. Approval of these eight positions would create ongoing annual costs as noted in the Fiscal Impact section. Given the recruitment timeline, the positions are anticipated to be filled for only 2 months in FY 2025-26, at an estimated cost of $422,570 for salaries, benefits, and onboarding, to fund them through the remainder of the fiscal year. EMT recommends the allocation of the funds in FY 2025-26 Budget to cover these costs.
Administration - Requesting three positions
1. Deputy Director of Technology and Innovation (as proposed, see Attachment 1 - Resolution No. 2026-003) - Technology and data systems are the backbone of the City of Chino's operations, but the complexity of the systems, the technological knowledge required, and the critical importance of data and cybersecurity require a position to guide the work of the IT Division. There is a critical need to develop and direct the implementation of a Technology Master Plan for the City. The City has experienced significant growth in its reliance on technology to deliver services, manage operations, and ensure public safety. To align with best practices in municipal governance, the City needs a Deputy Director of Technology and Innovation to serve as its top technology subject-matter expert. The creation of a Deputy Director of Technology and Innovation job classification at the Deputy Director-level is requested to oversee the City’s complex data and technology systems and to provide ongoing training and support for these systems.
The Deputy Director of Technology and Innovation will be responsible for:
• Developing and executing a citywide IT strategic plan aligned with organizational goals;
• Overseeing the City’s IT Division, including infrastructure, applications, cybersecurity, and support services;
• Leading digital transformation initiatives to improve service delivery and internal efficiency;
• Collaborating with all Departments to ensure technology solutions meet operational needs;
• Providing citywide training on the City’s information technology systems and software; and
• Overseeing the City’s Office of Innovation Division.
The Deputy Director of Technology and Innovation will report directly to the City Manager and will be designated as exempt and at will, consistent with all other Deputy Director-level positions.
To comply with Title 2, Section 570.5 of the California Code of Regulations, the Chief Information Officer must be added to the salary schedules for Deputy Directors. Additionally, the Compensation and Benefit Plan for Deputy Directors must be updated to incorporate the Deputy Director of Technology and Innovation job classification.
2. Deputy City Clerk - An additional Deputy City Clerk position is needed to oversee the increased workload and responsibilities in the City Clerk's Office. The volume of public records requests has grown substantially, requiring more time and resources to ensure compliance with legal requirements. Contract processing has also expanded, demanding careful review, tracking, and management. Recent state mandates have further heightened responsibilities related to the Brown Act, including public engagement requirements. These factors, in addition to the routine duties of the office, collectively place a significant administrative burden on the office.
3. Economic Development Analyst - An Economic Development Analyst position is needed to focus on industrial business retention in the City. While it is important to attract new businesses to Chino, it is equally important to ensure the vitality of those businesses already in the City. This position would focus on providing support and serving as a liaison between the City and existing businesses.
Community Services, Parks & Recreation - Requesting three positions
1. Facility Maintenance Technician - With the current responsibilities of overseeing the maintenance of approximately 50 buildings, including park structures, Chino’s Facilities Maintenance team staffing levels are already below the industry benchmark of 55,000-70,000 square feet per maintenance staff member. Additionally, older facilities require additional staff to maintain and keep up with deferred maintenance. With the purchase of additional downtown properties and the re-opening and expanded use of City Hall South, CSPR’s facilities maintenance responsibilities have grown significantly. The Facility Maintenance Technician will provide needed support to address the growing routine repair and maintenance needs resulting from increased use of City-owned facilities and the age of the buildings and their systems.
2. Project Coordinator - This position is essential to support the growing workload related to the Citywide Capital Improvement Program (CIP) and Internal Service Fund (ISF) projects. As the City continues to acquire new facilities, many require significant upgrades to meet code compliance, ADA standards, and safety requirements, or demolition to prepare for future development. Additionally, new state regulations, such as Assembly Bill 2208, banning the sale of fluorescent lighting, have created an immediate need for LED lighting conversion across all facilities. The Project Coordinator would oversee the increase in maintenance and construction CIP projects for parks and City facilities. This position would help coordinate and manage these projects, ensure timely implementation, manage contractors and budgets, and support staff capacity to efficiently address both planned and emergency infrastructure needs.
3. CSPR Specialist (PT, 25 hours) - This request is for a CSPR Specialist assigned primarily to the City’s largest and busiest park, Ayala Park, and the new Stueve Family Park. With the continued growth in park rentals, user volume, and large-scale citywide events, and the opening of the Stueve Family Park, additional staff support is needed to meet increasing operational demands. This position will enhance on-site visibility and provide active oversight of the sports fields, batting cages, skate park, restrooms, and pavilions. This proactive presence will promote proper facility usage, ensure compliance with City guidelines, and foster positive relationships between staff, user groups, and the broader community. This position directly supports the City Council and Department’s goals of maintaining a positive City image, delivering exceptional customer service, and ensuring continued access to high-quality sports fields and facilities for residents and youth sports organizations.
Development Services - Requesting four positions
On September 9, 2025, the City Council held a study session on the future of the City’s housing programs. During that meeting, Development Services reviewed state housing mandates, past and present housing programs offered by the City, available and potential housing resources, and housing needs. The department recommended creating and expanding numerous programs to address compliance issues and maximize the benefits of available opportunities.
To implement these recommendations, the City Council directed staff to enhance the current Housing Division within the Development Services Department and to recommend staffing for the division to ensure it has the necessary personnel resources.
1. Housing Manager - This position will lead the re-establishment of the City’s Housing Division and ensure the timely and effective implementation of housing initiatives, as directed by the City Council. Currently, the City’s housing responsibilities are managed by a single employee, which significantly limits the City’s capacity to plan, administer, and oversee increasingly complex housing programs driven by evolving state mandates and community needs. Establishing a Housing Manager will provide the leadership, coordination, and technical expertise necessary to expand this function into a fully operational division and to position the City to proactively address current and future housing challenges in a sustainable and coordinated manner. In addition, the advancement of targeted housing and neighborhood revitalization efforts will directly support the City’s Strategic Issues by enhancing a Positive City Image and strengthening Responsible Long-Range Planning. This position will allow the Development Services Department to measurably expand the City's housing programs as directed by the City Council. The current staffing level of the Housing Division is inadequate to support the proposed expansion.
2. Housing Program Coordinator - The Housing Program Coordinator would provide training and day-to-day direction to the City’s Housing Technician and play a key role in implementing and overseeing housing programs. These programs are intended to preserve the City’s aging housing stock, improve neighborhood conditions and quality of life, ensure compliance with state-mandated housing requirements, and enhance the City’s financial capacity through the strategic pursuit and administration of state and federal grant funding. This position will facilitate recruiting and retaining qualified candidates, as housing program administration is a specialized and increasingly technical field. The Housing Program Coordinator will strengthen the City’s ability to build internal expertise, provide a clear career pathway, and support long-term succession planning as the Housing Division is re-established and expanded.
3. Housing Technician - This position will help realize the City Council’s stated objective of broadening the City’s housing programs, with a specific focus on expanding the City’s Home Improvement Program to help protect and maintain the City’s aging housing stock, 45% of which was constructed before 1980. Additionally, this position will assist the Housing Program Coordinator with federal and state grant management and the implementation of future neighborhood revitalization programs.
4. Accessibility Specialist - This position will support the Accessibility Coordinator with the implementation and ongoing updating of the City’s Americans with Disabilities Act (ADA) Transition Plan to ensure continued compliance with state and federal accessibility laws and regulations. Furthermore, this position will assist with implementation and ongoing adherence to the City’s Title VI compliance programs.
Finance - Requesting one position
1. Payroll Technician - Preparation and processing of the City’s payroll is a time-sensitive, detail-intensive function that must be completed with a high degree of accuracy to ensure compliance with federal and state laws, CalPERS regulations, City policies, and labor contract provisions. The City currently has two payroll staff responsible for processing timesheets for approximately 700 full-time, part-time, and seasonal employees every two weeks. The biweekly payroll cycle requires rapid review, verification, and correction of hundreds of timesheets within a compressed timeframe, leaving little margin for error and increasing the risk of delays or inaccuracies without adequate staffing.
In addition to core processing duties, payroll staff respond to employee inquiries and process frequent adjustments related to employee status changes, benefit elections, deductions, and special pay provisions. As the City’s workforce has grown and payroll-related laws, reporting mandates, and compliance requirements have expanded, the workload and complexity of payroll operations have increased significantly. An additional Payroll Technician is needed to support the required monthly, quarterly, and annual reporting; maintain confidentiality and compliance with records-retention requirements; respond to audit inquiries; and assist with payments to health and benefit providers. A third staff member is also essential to ensure uninterrupted and accurate payroll operations for more than 600 employees. The added position is critical to expedite the biweekly payroll process, ensure timely and accurate payments to employees, and maintain the high level of service required to support City operations.
Police - requesting one position
1. Captain - The volume of the City’s Police Department's demand for service has grown significantly, requiring additional staffing to address areas of greatest need. The service area, population, and the increased burdens placed on local law enforcement by state mandates have increased the complexity of police operations, requiring greater staffing and oversight.
The Captain position supports the City Council’s goal of maintaining a safe and well-managed community through effective leadership and organizational efficiency. By 2025, Chino’s population had grown to more than 95,000. Since 1996, the Police Department's sworn staff have increased by 62% and professional staff by 78%. These additional positions have necessitated the creation of a third division to ensure accountability and oversight of the increased personnel and operations.
Over the past five years, the department has added a Quality-of-Life Team consisting of police officers, a probation officer, and social workers from the Department of Behavioral Health. The complexity and scope of their work continue to evolve to comply with ever-changing legal mandates.
Additionally, the department’s School Resource Officer program has expanded from three officers to include one sergeant and five full-time officers, as well as additional officers assigned to year-round schools. The department has also added a Retail Theft Team, an Air Support Unit that will be operational in April of this year, and expanded staffing in the Dispatch Center, Real-Time Crime Center, and Traffic Unit.
The Captain position would oversee the Support Services division and would allow the Deputy Chief to oversee a newly created division, including the Professional Standards Bureau and significant projects, such as the airport substation and the air support unit. This organizational change would not only reduce the span of control but also bolster the department's capacity to meet the evolving technological and legal demands of contemporary policing.
Public Works - requesting five positions
1. Associate Engineer (assigned to Transportation Division) - As the City continues to grow, more responsibility is placed on this Division. Staff are having to continually prioritize work, pushing minor issues off to later to address major concerns. Additionally, as the Transportation Division functions today, there is no succession plan for long-tenured employees. Each individual, while capable of performing the other's tasks, is unable to dedicate sufficient resources to cover for one another. Providing an Associate Engineer will enhance the maintenance of traffic signal operations, will improve the operation of the Traffic Management Center, increase the Division’s ability to respond more effectively to concerns, allow for succession planning, reduce reliance on consultants, thereby reducing costs, and allow for faster deployment, quicker response to failures, and increased robustness of technology enhancements to the traffic signal system, including traffic cameras. The Transportation Division also receives numerous requests from Chino Police for maintenance and repair/troubleshooting for traffic signal-mounted cameras for the Real Time Crime Center, which takes precedence in priority.
2. Assistant Engineer (reclassification from Construction Project Coordinator) - An Assistant Engineer completes entry-level engineering work focused on data collection, utility research, field reviews, and conceptual analysis, imperative to setting a project on the right path from the start. This role is necessary to advance in-house design and in-house construction management of CIP projects. In-house entry-level engineers reduce outsourcing costs for this level of support and reduce the lower-level work that higher-level engineering positions would otherwise have to complete.
Without an Assistant Engineer position, entry-level engineering work will be handled by higher-level engineering positions (Associate Engineer, Senior Engineer) at a higher cost. This work will slow the progress of other projects due to the time spent on entry-level engineering and data collection. Consultants could assist staff; however, most tasks require some degree of ownership that consultants do not possess. Additionally, consultants require significant effort to manage their work to a level that meets or exceeds Chino's expectations.
3. Student Intern - Having a Student Intern position in the Public Works Department will provide needed support with data gathering and other low-level, time-consuming efforts, which are currently performed by full-time employees and consultants at a higher cost to the City. This Student Intern position will also provide Chino with the opportunity to mentor the next generation of engineers, enhancing Chino's reputation as a great employer and improving the likelihood of securing well-qualified, well-trained individuals for long-term careers in Chino. The position will assist with data entry for the department’s GIS dashboard; gathering plans, information, and data; preparing exhibits and work orders for maintenance tasks and projects; and ensuring they are processed in a timely manner. It will improve efficiency and relieve full-time staff of routine, time-consuming, low-level tasks. Furthermore, by developing young engineers, the position provides opportunities to fill future full-time vacancies internally.
4. Streets Maintenance Worker - Hiring a full-time streets maintenance worker would enhance the City's ability to maintain safe, functional, and well-kept roadways, directly affecting our goals related to public safety, infrastructure longevity, and quality of life for residents. With the development of College Park and The Preserve, as well as the Sphere of Influence annexations, the miles of streets under the City’s responsibility have grown significantly, without the necessary increase in staffing to handle the increased workload. Insufficient staffing in streets maintenance results in the delay of routine tasks such as pothole and concrete repairs, sign maintenance and replacement, and public right-of-way maintenance, leading to deteriorating road conditions, increased vehicle damage risks, and reduced pedestrian safety. These issues can undermine public trust, increase long-term repair costs, and ultimately compromise the level of service the community expects. Filling the position will support the Citywide Street Maintenance Program (pothole repairs, signing, and striping), the replacement of damaged concrete citywide, the continued implementation of "No Dumping" signs in alleys and areas near city limits known for having illegal debris dumped with proper signage, and support the oversight of the Citywide Streetlight LED Upgrade Program.
5. Wastewater Maintenance Worker - This position is key to the City’s compliance with National Pollutant Discharge Elimination System (NPDES) requirements. For example, the position will support the inspection of at least 80% of stormwater catch basins annually, in compliance with the NPDES mandates. Additionally, the role involves implementing planned activities to meet the conditions of the Municipal Separate Storm Sewer System (MS4) Permit issued by the State Water Resources Control Board and continuing to enforce pollution prevention measures to ensure ongoing compliance with NPDES standards. This position is also needed in anticipation of the City's obligation to take over The Preserve Sewer Lift Station.
With the development of College Park and The Preserve, as well as the Sphere of Influence annexations, the miles of streets under the City’s responsibility have grown significantly, along with an increase in the miles of stormwater and wastewater systems. Additional staffing is necessary to handle the increased workloads in these areas.
Having a full-time wastewater maintenance worker would significantly affect the City's ability to meet its public health goals and objectives. environmental protection, and infrastructure reliability. Without adequate staffing, essential maintenance tasks may be delayed or neglected, increasing the risk of equipment failures, sewer overflows, and non-compliance with regulatory standards, specifically when the City assumes responsibility of the El Prado Lift Station, currently operated by IEUA staff. This could lead to service disruptions, environmental hazards, costly emergency repairs, and potential fines, all of which compromise the quality and reliability of wastewater services provided to residents. Ultimately, understaffing would hinder the City‘s capacity to maintain safe, efficient, and sustainable operations, directly affecting the community's well-being.
Cost estimates for all positions are not included in this report, as the actual ongoing annual budget for each position will depend on when it is filled. Given the time required for recruitment, interviews, and background checks (up to six months), it is likely that many of the remaining 9 positions will not be filled until FY 2026-27.
Council approval of this item will allow HR to proceed to conduct the recruitments of the specified positions; approve the establishment of the Deputy Director of Technology and Innovation job classification and the Amended and Restated Compensation and Benefits for Deputy Director Employees to include the Deputy Director of Technology and Innovation job classification; and upon completion of the respective recruitments, authorize the eight specified positions to be filled with available funds from the existing FY 2025-26 Budget.
Before any of the additional 9 positions to be authorized for recruitment are filled, they will be brought to the Council for funding approval. HR staff will work concurrently to develop job descriptions for other priority positions identified by EMT.
Those job descriptions and funding authorization requests, along with additional positions to implement the shift of grounds maintenance responsibilities to CSPR and the implementation of the City’s NPDES permit for water regulations, will be brought to Council for consideration during the FY 2025-26 mid-year adjustment, as part of the FY 2026-27 budget process, or at future Council meetings.
Attachments:
1. Resolution No. 2026-012, Approving Establishment of the Deputy Director of Technology and Innovation Classification and the Amended and Restated Compensation and Benefits for Deputy Director Employees (Deputy Director of Technology and Innovation Job Classification; Deputy Directors Classification Plan and Salary Schedule; Compensation and Benefit Plan for Deputy Director Employees).