Camarillo City Council
AGENDA REPORT
Date: March 25, 2026
To: Honorable Mayor and City Councilmembers
From: Greg Ramirez, City Manager
Submitted by: Wendy Levy, Director of Human Resources
Subject: Adoption of a Resolution Amending the Classification and Compensation Plan to Establish New Job Classifications and Approve a Title Change
BACKGROUND
The City maintains a Classification and Compensation Plan that identifies all authorized job classifications and corresponding salary ranges for City employees. The City periodically reviews its organizational structure, position classifications, and compensation to ensure they remain aligned with operational needs, industry standards, and market practices. These reviews help ensure the City maintains a classification system that accurately reflects job responsibilities, supports effective workforce planning, and promotes internal equity across departments.
DISCUSSION
In administering the City’s classification and compensation system, Human Resources regularly evaluates existing classifications to ensure they reflect current operational responsibilities and organizational needs. Based on this evaluation, staff recommend establishing three new classifications and approving a title-only change for one existing classification.
In order to implement a salary adjustment to salaries paid by the City, the City must present the intended adjustment for approval by the Council. California Code of Regulation Title 2, Sections 570.5 and 571.1 (2 CCR§§ 570.5 and 571.1) require Council to adopt one unified pay schedule that includes all employee classifications whenever any salaries change. The salary schedule must be its own, stand-alone document that the governing body adopts in a publicly noticed meeting that complies with all open meeting laws. This Council Agenda report and attachments document the adjustments, as required by law. Human Resources seeks Council approval for the following adjustments to the Classification and Compensation Schedule:
Resolution Amending the Classification and Compensation Plan March 25, 2026
3 1
5 6
1) Housing Manager – New Classification
Staff recommends establishing the classification of Housing Manager within the Community Development Department.
The Housing Manager will oversee the activities and operations of the City’s housing programs and initiatives, including affordable housing development and monitoring, housing policy implementation, and coordination with regional and state housing programs. The position will also oversee administration of the City’s Community Development Block Grant (CDBG) program and coordinate with regional partners and service providers related to housing and homelessness initiatives.
Creation of this classification will support the City’s increasing responsibilities related to housing program administration, state housing legislation, and compliance with housing- related regulations and reporting requirements.
The classification will be assigned to Salary Range 17, which is consistent with the level of responsibility and aligned with internally comparable management classifications within the City’s classification structure.
2) Lead Water Reclamation Plant Operator – New Classification Staff recommends establishing the classification of Lead Water Reclamation Plant Operator within the Public Works Department/Sanitary Division.
The Lead Water Reclamation Plant Operator will perform advanced operational duties related to the operation, monitoring, and maintenance of the City’s water reclamation treatment facility. The position will provide technical oversight of plant operations and assist in ensuring compliance with the City’s discharge permit requirements, safety regulations, and operational standards.
The classification will be assigned to Salary Range 13, which aligns with the lead and technical responsibilities of the position and maintains internal equity with similar lead- level classifications within the City’s utilities and operations structure. 3) Customer Service Manager – New Classification
Staff recommends establishing the classification of Customer Service Manager within the Finance Department.
The Customer Service Manager will oversee the activities and operations of the City’s Customer Service Division, including utility billing administration, cashiering operations, customer account management, collections, and coordination of the City’s public-facing financial services. The position will supervise staff responsible for customer service and revenue collection functions, manage billing and payment processing systems, resolve Resolution Amending the Classification and Compensation Plan March 25, 2026
3 1
5 6
complex customer account issues, and coordinate with vendors, financial institutions, Information Technology staff, and other City departments to ensure accurate and efficient service delivery.
Creation of this classification will support the City’s need for division-level oversight of customer service operations and align the Customer Service Division with other operational branches within the Finance Department that are administered at the manager level.
The classification will be assigned to Salary Range 16, which is consistent with the level of responsibility and aligned with internally comparable management classifications within the City’s classification structure.
4) Associate Civil Engineer to Civil Engineer -Title Change Staff recommends a title-only change to the existing classification of Associate Civil Engineer, which will be retitled to Civil Engineer.
This change does not modify the current salary range, job duties, or compensation associated with the classification. The proposed title change is intended to better reflect industry-standard terminology used by comparable public agencies and align the classification title with the professional engineering responsibilities performed in the role.
No current employees will experience any change in compensation as a result of this title update.
5) Economic Development Manager - Remove classification from Compensation Schedule
The Economic Development Manager classification is being removed from the Compensation Schedule as it is no longer in use and is redundant to the existing Economic and Business Development Manager classification.
The change is administrative in nature and will not impact any current employees or result in any changes to compensation.
6) Principal Development Concierge – New Classification Staff recommends establishing the classification of Principal Development Concierge within the Community Development Department.
Consistent with the Economic Development Strategic Plan, adopted by the City Council on September 5, 2018, the Principal Development Concierge will serve as a business advocate by being the central point of contact to facilitate, coordinate, and resolve development related inquiries and projects, providing high-level, concierge style customer service to applicants, developers, businesses, and the public. The position will guide Resolution Amending the Classification and Compensation Plan March 25, 2026
3 1
5 6
customers through City processes, coordinate interdepartmental communication, assist in resolving complex issues, and support the efficient delivery of development, planning, and permitting services. The role will also support project tracking, stakeholder coordination, and continuous improvement of customer service delivery within the Community Development Department.
Creation of this classification will support the City’s commitment to enhancing customer experience, improving coordination across departments, and ensuring transparency and efficiency in development-related processes.
The classification will be assigned to Salary Range 17, which is consistent with the level of responsibility and aligned with internally comparable professional-level classifications within the City’s classification structure.
Following City Council actions, the revised Classification and Salary Schedule will be updated and posted on the City’s website in accordance with CalPERS requirements.
The recommended actions establish job classifications, approved title changes, and authorize two additional positions to the number of authorized full-time equivalent (FTE) positions within the City for the Lead Water Reclamation Plant Operator and the Principal Development Concierge.
FISCAL IMPACT
There is no fiscal impact as a result of the revisions to the FY 2025/2026 Classification and Compensation Plan.
CEQA DETERMINATIONS
Not applicable
RECOMMENDATION
Staff recommends that the City Council Adopt a Resolution amending the Classification and Compensation Plan for City employees, effective March 25, 2026.
ATTACHMENTS
1. Resolution
REFERENCE MATERIALS – AVAILABLE FOR REVIEW AT CITY HALL