Joint Meeting Council/BFPD
09/15/26 06:00 PM
Administrative Services
Kimberlie A. Turner
Personnel
Doc ID: 6585
COUNCIL AGENDA ITEM
AGENDA MATTER:
APPROVAL OF CLASSIFICATION AND COMPENSATION ADJUSTMENTS FOR THE INFORMATION
TECHNOLOGY MANAGER, HUMAN RESOURCES/RISK MANAGER AND REVISED RETIRED
ANNUITANT - SPECIAL PROJECTS EXECUTIVE JOB DESCRIPTION
EXECUTIVE SUMMARY:
In an ongoing effort to clean up the salary schedules, the City reviewed its management classifications and compensation structure to ensure positions are appropriately aligned based on organizational level, scope of responsibility, complexity of duties, supervisory authority, and operational impact.
The Information Technology (IT) Manager and Human Resources/Risk Manager classifications perform citywide management functions and are responsible for highly specialized programs that support every City department. However, these classifications are currently assigned to a different and lower job family and/or salary range than all other manager-level positions with comparable organizational responsibilities.
This disparity has become particularly important as the City prepares to recruit for an HR Manager due to an upcoming retirement. The current salary range may limit the City's ability to attract qualified and experienced candidates in a competitive labor market. Aligning the HR/Risk Manager classification prior to recruitment will allow the City to advertise the position at a compensation level that more appropriately reflects its responsibilities and expectations.
Staff therefore recommend aligning both the IT Manager and HR/Risk Manager classifications with the City's established manager job family and salary range. The proposed adjustment will improve internal consistency, support recruitment and retention, and provide a more equitable classification structure across City departments.
Staff also recommends approval of the draft revised Retired Annuitant - Special Projects Executive job description. The revision clarifies that the classification is intended for temporary, specialized project assignments and updates the description to reflect applicable California Public Employees' Retirement System (CalPERS) requirements governing retired annuitant employment.
DISCUSSION:
The City's classification and compensation structure should provide consistency among positions performing work at comparable organizational levels. While individual manager positions require different technical expertise, manager-level classifications generally share common characteristics, including responsibility for major programs or functions, supervision and development of staff, budget and resource management, policy development and implementation, regulatory compliance, problem-solving, and providing professional guidance to executive management and City departments.
The IT Manager and HR/Risk Manager classifications meet these managerial expectations and have significant citywide responsibilities.
The IT Manager is responsible for technology infrastructure and operations that support the entire organization, including cyber security, network and systems reliability, technology planning, vendor and contract management, system implementations, technical support, and protection of City information and Joint Meeting Council/BFPD
09/15/26 06:00 PM
Administrative Services
Kimberlie A. Turner
Personnel
Doc ID: 6585
COUNCIL AGENDA ITEM
technology resources. The City's increasing reliance on technology, cyber security, and enterprise systems has further elevated the scope and organizational importance of this position.
Similarly, the HR/Risk Manager is responsible for critical citywide functions involving recruitment and retention, employee and labor relations, classification and compensation, benefits administration, personnel policies and regulatory compliance, workplace investigations and employee matters, workers' compensation, liability and risk management, and organizational support to City departments. The position requires substantial knowledge of complex employment laws and regulations and regularly addresses matters carrying significant operational, financial, and legal implications for the City.
Despite the breadth and organizational impact of these responsibilities, the IT Manager and HR/Risk Manager are not currently aligned with other manager-level classifications within the City's classification and compensation structure. Staff believe maintaining different job-family or compensation treatment for positions operating at substantially comparable managerial levels creates internal inconsistency.
The timing of the HR/Risk Manager adjustment is also particularly important. The City anticipates an upcoming retirement and will need to recruit for the position. Human resources professionals with significant public-sector experience in labor relations, employee relations, classification and compensation, and risk management possess specialized skill sets. A salary range that is not competitive may reduce the City's applicant pool and make it more difficult to recruit candidates with the experience necessary to successfully manage these responsibilities.
Adjusting the classification before initiating or completing the recruitment provides the City with an opportunity to recruit based on the appropriate salary range rather than attempting to address a compensation deficiency after a candidate has been selected.
The proposed alignment does not suggest that all manager classifications perform identical work. Rather, it recognizes that positions may have different professional specialties while functioning at a comparable organizational and managerial level. Establishing a consistent manager job family provides a clearer classification hierarchy and supports equitable compensation practices across departments.
Approval of the proposed changes will provide greater internal consistency, strengthen the City's ability to recruit and retain qualified management employees, recognize the scope and complexity of these citywide functions, and establish a more logical classification and compensation structure.
The revised Retired Annuitant - Special Projects Executive job description is also included for Council consideration. The update more clearly defines the temporary and specialized nature of the work, distinguishes the assignment from a regular ongoing position, and incorporates provisions intended to maintain compliance with applicable CalPERS retired annuitant requirements.
CURRENT MANAGEMENT SALARY RANGE/SALARY:
Salary Range 12000: $10,451.26-$13,338.75
CURRENT HR/RISK MANAGER AND IT MANAGER SALARY RANGE/SALARY:
Joint Meeting Council/BFPD
09/15/26 06:00 PM
Administrative Services
Kimberlie A. Turner
Personnel
Doc ID: 6585
COUNCIL AGENDA ITEM
Salary Range 11900: $9461.39-12,075.04
FISCAL IMPACT:
The estimated fiscal impact of the proposed salary adjustments is $34,052.16. Human Resources/Risk Manager costs will be charged to Human Resources Account No. 1001400-5001, and Information Technology Manager costs will be charged to Information Technology Account No. 1007000-5001.
Approval of the revised Retired Annuitant - Special Projects Executive job description does not, by itself, create an additional fiscal impact. Any future appointment will be subject to available budget authority and applicable CalPERS requirements.
RECOMMENDED ACTION:
Staff is recommending the following:
1. Approve placement of the Information Technology Manager and Human Resources/Risk Manager classifications in the same job family and salary range established for comparable City’s managerlevel classifications;
2. Approve the revised Retired Annuitant - Special Projects Executive job description to reflect the temporary, specialized nature of the classification and applicable CalPERS requirements;
3. Adopt Resolution No. _____-2026 approving the Seventh Amendment to the Fiscal Year 2026/2027 Publicly Available Pay.