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July 14, 2026
ITEM TITLE
Employee Compensation and Positions: Amended Classification and Compensation Plan; Authorized Position Counts; Enhanced Lateral Incentive Pay for Peace Officers; Revised Compensation Schedule; Budget Amendments; and Updated Conflict of Interest Code
Report Number: 26-0195
Location: No specific geographic location
Department: Human Resources
G.C. § 84308 Regulations Apply: No
Environmental Notice : The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines. Therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
Recommended Action
Adopt the following resolutions and place the ordinance on first reading:
A. Resolution amending the Classification Plan, Compensation Schedule and authorized position count in the Public Works Department
B. Resolution approving the revised Fiscal Year 2026-27 Compensation Schedule effective July 24, 2026, as required by California Code of Regulations, Title 2, Section 570.5 C. Resolution a pproving an extension to the Enhanced Lateral Incentive Pay for new lateral Peace Officer hires
D. Resolution amending the fiscal year 2026 -27 budget to appropriate funds, accordingly (4/5 Vote Required)
E. Resolution modifying the appendix to the local Conflict of Interest Code to revise the list of designated employees who are required to file Statements of Economic Interest (Form 700) and designating the filers as “Local Agency Officials,” requiring them to complete state -mandated Ethics and Fisca l and Financial Training
F. Ordinance amending Chula Vista Municipal Code Section 2.05.010 adding the unclassified position title of Deputy Director of Public Works and deleting the unclassified position title of Public Works Superintendent (First Reading) (4/5 Vote Required)
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SUMMARY
In an effort to address the needs of the various and the City's workforce, the Human Resources Department, in conjunction with various departments, is proposing the addition and deletion of certain positions which necessitate amendments to the City’s Classification Plan, Compensation Schedule and authorized departmental position counts.
Staff is also recommending: (1) approval of the revised Fiscal Year 2026-27 Compensation Schedule effective July 24, 2026, as required by the California Code of Regulations, Title 2, Section 570.5; (2) approval of an extension to the Enhanced Lateral Incentive Pay for new lateral Peace Officer hires; (3) amending the fiscal year 2026-27 budget to appropriate funds to account for these changes; (4) modifying the appendix to the local Conflict of Interest Code to revise the list of designated employees who are required to file Statements of Economic Int erest (Form 700) and designating the filers as “Local Agency Officials,” requiring them to complete state -mandated Ethics and Fiscal and Financial Training; and (5) adoption of an ordinance amending Chula Vista Municipal Code Section 2.05.010 relating to unclassified positions.
ENVIRONMENTAL REVIEW
The proposed activity has been reviewed for compliance with the California Environmental Quality Act (CEQA), and it has been determined that the activity is not a “Project” as defined under Section 15378 of the State CEQA Guidelines, because it will not result in a physical change in the environment. Therefore, pursuant to Section 15060(c)(3) of the State CEQA Guidelines, the activity is not subject to CEQA. Thus, no environmental review is required.
BOARD/COMMISSION/COMMITTEE RECOMMENDATION
Not applicable.
DISCUSSION
Classification Plan and Compensation Schedule
In an effort to address the needs of various departments and the City's workforce, the Human Resources Department, in conjunction with the affected departments, is proposing certain position changes, with corresponding updates to the Classification Plan, Compensation Schedule, and authorized departmental position counts. The following identifies the affected positions and proposed changes.
Department Position Title FTE
General Fund
Public Works
Administrative Services Manager -1.00
Public Works Superintendent -1.00
Deputy Director of Public Works 2.00
Parks Maintenance Worker II -1.00
Senior Parks Maintenance Worker 1.00
General Fund Total 0.00
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Department Position Title FTE
Environmental Services Fund
Public Works
Recycling Specialist II -1.00
Senior Recycling Specialist 1.00
Environmental Services Fund Total 0.00
Summary of New and Updated Classifications
Position Title Employee Group Maximum Salary
Deputy Director of Public Works SM $8,544.00 bi-weekly
Principal Planner MM $6,625.92 bi-weekly
Senior Planner MM $5,526.36 bi-weekly
Adoption of Resolution A will amend the Classification Plan, Compensation Schedule, and authorized departmental position counts to reflect the above changes.
Compensation Schedule Requirement
California Code of Regulations, Title 2, Section 570.5 requires that, for purposes of determining a retiring employee's pension allowance, the pay rate be limited to the amount listed on a pay schedule that meets certain requirements, including approval by the City’s governing body in accordance with the requirements of applicable public meeting laws. The Fiscal Year 2026 -27 Com pensation Schedule ("Compensation Schedule") was approved by the City Council at their meeting on May 19, 2026.
Adoption of Resolution B will approve the revised Fiscal Year 2026-27 Compensation Schedule effective July 24, 2026, reflecting the addition of the Deputy Director of Public Works position title , the deletion of the Public Works Superintendent position title and the adjusted salaries for Senior Planner and Principal Planner (Attachment 1).
Lateral Incentive Pay for New Lateral Peace Officer Hires On November 8, 2022, in order to be competitive in the market and to encourage lateral P olice Officers to become Chula Vista P eace Officers, Council approved increasing the lateral incentive pay (an additional $3,000 to $15,000) for lateral Police Officers who become Chula Vista Peace Officers (“Enhanced Lateral Incentive Program”). To qualify, a lateral must have the required POST certificate to be a Peace Officer and at least one year of law enforcement experience. The increased incentive pay was to be paid at various milestones to ensure the laterals become and remain Chula Vista Peace Officers and was to sunset on June 30, 2024. The Police Department seeks to continue the Enhanced Lateral Incentive Program (the additional $3,000 to $15,000) for lateral Police Officers who become Chula Vista Peace Officers through June 30, 2026.
Adoption of Resolution C will approve the extension to the Enhanced Lateral Incentive Program pay as noted above.
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Budget Amendments
Adoption of Resolution D will amend the fiscal year 2026-27 budget and appropriate funds in the amount of $161,801 as a result of changes described above.
Conflict of Interest Code Updates
The City Clerk and City Attorney have reviewed the position changes and rec ommend that the appendix to the Conflict of Interest Code (Attachment 2) be updated to designate the appropriate positions as Form 700 filers and as “designated employees”, requiring them to participate in mandatory ethics and fiscal and financial training. Adoption of Resolution E will make the appropriate updates to the appendix to the Conflict of Interest Code.
Ordinance
Chula Vista Municipal Code (CVMC) Section 2.05.010 requires updating to reflect the position changes impacting the unclassified positions. Chula Vista City Charter Section 500(D) requires that all management level unclassified positions not mentioned specifically in Charter Section 500(D) be adopted by ordinance.
Adoption of the Ordinance will add the unclassified position title of De puty Director of Public Works and delete the position title of Public Works Superintendent, as required by CVMC Section 2.05.010.
DECISION-MAKER CONFLICT
Staff has reviewed the decision contemplated by this action and has determined that it is not site-specific and consequently, the real property holdings of the City Council members do not create a disqualifying real property-related financial conflict of interest under the Political Reform Act (Cal. Gov't Code § 87100, et seq.).
Staff is not independently aware and has not been informed by any City Council member, of any other fact that may constitute a basis for a decision-maker conflict of interest in this matter.
CURRENT-YEAR FISCAL IMPACT
The current-year General Fund fiscal impact for the updated classifications and salary ranges is estimated to total approximately $ 161,801 in Personnel Services in the Development Services and Public Works departments, which will be offset by anticipated savings in Non -Departmental, resulting in no net fiscal impact to the General Fund. Staff are requesting the proposed budgetary adjustments reflected in the table below:
Department Personnel
Services
Non-Personnel
Expenditures
Total
Expenditures Net Impact
Development Services $ 87,465 $ - $ 87,465 $ 87,465 Public Works 74,336 - 74,366 74,366
Non-Departmental - (161,801) (161,801) (161,801)
TOTAL EST. GENERAL FUND COST $ 161,801 $ (161,801) $ - $ -
The current year Other Funds fiscal impact for the updated classification and salary ranges is estimated to total approximately $ 41,888. This increase will be absorbed in the Development Services , Chula Vista Housing Authority, and Environmental Services Funds existing budgets, resulting in no proposed budgetary adjustments.
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OTHER FUNDS
Department Personnel
Services Net Impact
Development Services $ 13,769 $ 13,679 Chula Vista Housing Authority 12,283 12,283
Environmental Services Fund 15,837 15,837
TOTAL EST. OTHER FUNDS COST $ 41,888 $ 41,888
ONGOING FISCAL IMPACT
The projected fiscal year 2027-28 fiscal impact for the updated classifications and salary ranges is estimated to total approximately $231,387 as reflected in the table below.
Fund Personnel Services
General Fund $ 183,802
Chula Vista Housing Authority 13,953 Development Services 15,641 Environmental Services 17,990 TOTAL EST. IMPACT FOR ALL FUNDS $ 231,387
The projected fiscal impact for the updated classifications and salary ranges in future fiscal years will be considered as part of the annual budget development process.
ATTACHMENTS
1. Revised Fiscal Year 2026-27 Compensation Schedule effective July 24, 2026
2. Revised Appendix to the Conflict of Interest Code
Staff Contact: Tanya Tomlinson, Director of Human Resources/Risk Management