DATE: February 17, 2026
TO: Mayor and Members of the City Council President and Members of the Estero Municipal Improvement District (EMID) Board of Directors
VIA: Stefan Chatwin, City/District Manager
Marlene Subhashini, Assistant City/District Manager
FROM: Diane Pitman, Administrative Services Director
Andrew Brozyna, Public Works Director
DEPARTMENT: Administrative Services
Public Works
SUBJECT: REVISING SALARY RANGES FOR VARIOUS MANAGEMENT
POSITIONS IN PUBLIC WORKS, APPROVING A REVISED JOB
DESCRIPTION FOR THE BUILDING/FLEET MAINTENANCE
SUPERINTENDENT; AND ADOPTING THE AMENDED PAY
PLAN FOR FISCAL YEAR 2025-2026
RECOMMENDATION
It is recommended that the City Council/Estero Municipal Improvement District Board of Directors (City Council) adopt the attached resolutions approving revised salary ranges for the Public Works Maintenance Manager, Public Works Maintenance Superintendent, Building/Fleet Maintenance Superintendent, and Fleet Supervisor, an updated job description for the Building/Fleet Maintenance Superintendent and the amended pay plan for FY 2025-2026.
EXECUTIVE SUMMARY
The City Council has adopted a job classification plan that consists of a series of job classifications with associated distinguishing characteristics, examples of duties, skills and abilities, and minimum qualifications. In addition, the City Council approves the salary ranges in an approved pay plan. Staff is recommending changes to salary ranges in the Public Works Department based on a review of a previously completed
and implemented classification/compensation study, on the basis of internal equity and to ensure there is no compaction between management and their direct reports.
BACKGROUND/ANALYIS
In June 2023, a Classification/Compensation study was implemented for the management (Unrepresented) staff and Foster City Police Officer Association (FCPOA). As part of that implementation, market analysis was used to justify salary increases. No salaries were reduced. Unfortunately, internal equity was not considered within the management staff, therefore revised classification salaries were changed which created internal equity concerns. Administrative Services Director Diane Pitman was hired after the Classification/Compensation study was implemented and has been evaluating the history and actions taken to finalize and complete all remaining issues for the 2023 study. This is the last remaining action recommended for City Council based on that study.
Internal equity is a compensation approach used in conjunction with market analysis to ensure similar jobs are paid at a similar level. After reviewing the scope of various management positions using level of responsibilities, consequence of error, skills and knowledge required, staff is recommending changes to salary ranges for the Public Works Maintenance Superintendent, Building/Fleet Maintenance Superintendent and Fleet Supervisor. To align classifications based on internal equity, it is recommended that the following actions are taken:
Increase the Fleet Supervisor salary by 1.194% to align to the Parks Maintenance Supervisor salary.
Increase the Public Works Superintendent salary by 9.42% to align to the Parks Maintenance Manager salary.
Decrease the Building/Fleet Maintenance Superintendent salary by 2.105% to align to the Public Works Superintendent salary.
oThis position was previously a management position (Building & Fleet Maintenance Manager) that reported directly to the Director of Public Works. Revising the title requires the City Council to approve a new job description which is Attachment 3.
oAs part of an organizational restructuring, this position will be assigned to report to the Public Works Maintenance Manager and recruited since it is currently vacant.
In addition to internal equity, compensation best practice is a 15%, or sometimes higher, differential between a manager and their direct reports. Staff is recommending a 7% increase in the Public Works Maintenance Manager salary to ensure a 15% differential between the Public Works Maintenance Manager and the Public Works Maintenance Superintendents and based on the additional responsibility of managing the Building/Fleet Maintenance Superintendent.
The following salary schedule changes are recommended effective July 1, 2025.
Position Step 1 Step 2 Step 3 Step 4 Step 5
Fleet
Supervisor
$9,465.91 $9,939.19 $10,436.16 $10,957.96 $11,505.87
Public Work
Maintenance
Superintendent
$11,849.78 $12,442.27 $13,064.38 $13,717.60 $14,403.48
Building/Fleet
Maintenance
Superintendent
$11,849.78 $12,442.27 $13,064.38 $13,717.60 $14,403.48
Public Works
Maintenance
Manager
$13,627.24 $14,308.60 $15,024.03 $15,775.24 $16,564.00
California Environmental Quality Act
Not Applicable
FISCAL IMPACT
The FY 2025-26 impact of these salary adjustments, retroactive to July 1, 2025, can be absorbed in the Public Works Department budget. The total impact across all funds is $112,113. Specifically, for the Enterprise Funds, the impact is $34,587 to the Water Enterprise Fund and $34,483 to the Wastewater Enterprise Fund. These amounts were estimated and incorporated into the respective rate studies. The combined impact to the Building Maintenance and Vehicle Replacement Funds is $8,723, and the impact to the General Fund is $34,320. These salary changes will be included in future fiscal year budgets.
CITY COUNCIL VISION, MISSION, AND VALUE/PRIORITY AREA
Staff Empowerment and Operational Excellence
ATTACHMENTS:
Attachment 1 – City Resolution
Attachment 2 – EMID Resolution
Attachment 3 – Building/Fleet Maintenance Superintendent Job Description Attachment 4 – FY 2025-26 Pay Plan with edits
Exhibit A – FY 2025-26 Final Pay Plan