DATE: 03/18/2026
TO: Honorable Mayor and City Council Members
FROM: Human Resources Department
2026-98
REQUEST FOR CITY COUNCIL ACTION
SUBJECT:
RESOLUTION ADOPTING THE CITY OF CORONA POSITION LIBRARY AND
COMPENSATION PLAN
EXECUTIVE SUMMARY:
This staff report asks the City Council to adopt a new resolution updating the City of Corona Position Library and Compensation Plan, which includes corrections and updates to compensation ranges. This action will repeal and replace Resolution No. 2025-114.
RECOMMENDED ACTION:
That the City Council adopt Resolution No. 2026-015, approving the City of Corona Position Library and Compensation Plan and repealing all prior Plans, including Resolution No. 2025-114, effective March 21, 2026.
BACKGROUND & HISTORY:
State regulations for public employers require disclosure of position classifications and corresponding compensation. To ensure compliance and transparency, the City Council periodically adopts and updates the Position Library and Compensation Plan. This document lists all authorized employment positions for the City and their corresponding compensation ranges (“Plan”).
The Plan provides organizational efficiency and allows departments to streamline operations without impacting service levels. It also allows the public to view compensation for any given position, regardless of whether the position is currently filled. The positions listed are not necessarily budgeted or funded in any given fiscal year; a list of full-time budgeted positions is included in the City’s annual budget.
ANALYSIS:
Updates to the City of Corona Position Library and Compensation Plan are necessary to update the compensation ranges for two (2) classifications:
(1) Facilities Maintenance & Project Supervisor - This classification was approved on December 3, 2025, and staff subsequently identified an error in the salary range. The proposed update will correct the range to reflect the intended placement.
(2) Business Supervisor – An adjustment in the salary for this position is required to address a compaction issue as required by the Corona Supervisors Association Memorandum of Understanding (MOU), which requires at least a
12.5% salary differential between the supervisor’s classification and employees that they supervise.
These updates are administrative corrections and detailed in Exhibit “A” of the attached resolution, effective March 21, 2026.
FINANCIAL IMPACT:
Approval of the recommended actions will result in an increase in costs in the amount of $2,000 for the remainder of the fiscal year. Sufficient funding is available within the current FY 2026 departmental operating budget to cover the increase. No additional appropriations are required at this time.
ENVIRONMENTAL ANALYSIS:
This action is exempt pursuant to Section 15061(b)(3) of the Guidelines for the California Environmental Quality Act (CEQA), which states that a project is exempt from CEQA if the activity is covered by the commonsense exemption that CEQA applies only to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the action is not subject to CEQA. This action approves updates to the Position Library and Compensation Plan, and there is no possibility that approval of the report will have a significant effect on the environment.
Therefore, no environmental analysis is required.
PREPARED BY: GEORGINA VILLASENOR-LEE, SENIOR HUMAN RESOURCES
ANALYST
REVIEWED BY: LORI SASSOON, CHIEF TALENT OFFICER
ATTACHMENTS:
1. Exhibit 1 – Resolution No. 2026-015, Exhibit “A” Position Library and Compensation Plan