Agenda Report
Fullerton City Council
MEETING DATE: SEPTEMBER 15, 2026
TO: CITY COUNCIL / SUCCESSOR AGENCY
SUBMITTED BY: Laura Giannetti-Mercer, Acting Director of HUMAN RESOURCES PREPARED BY: lAURA GIANNETTI-MERCER, Acting director of human resources APRIL THOMPSON, HUMAN RESOURCES/RISK management ANALYST ii SUBJECT: SOLID WASTE RECYCLING SPECIALIST, HUMAN RESOURCES MANAGER I / II, ECONOMIC DEVELOPMENT SPECIALIST SERIES, AND POLICE PROPERTY AND EVIDENCE SUPERVISOR CLASSIFICATION PLAN UPDATES
SUMMARY
Proposed amendment to the City of Fullerton Personnel Classification Plan to revise the Solid Waste Recycling Specialist and Human Resources Manager I / II classification specifications, establish Economic Development Specialist Series and Police Property and Evidence Supervisor classifications and amend related salary schedules.
PROPOSED MOTION
Adopt Resolution No. 2026-XXX.
RESOLUTION NO. XXX – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FULLERTON, CALIFORNIA, ADOPTING, UPDATING AND DELETING CERTAIN CLASSIFICATION SPECIFICATIONS IN THE PERSONNEL CLASSIFICATION PLAN AND AMENDING RESOLUTION NO. 2023-052 (FULLERTON MUNICIPAL EMPLOYEES FEDERATION) APPENDIX A1, RESOLUTION NO. 2023-053 (FULLERTON MANAGEMENT ASSOCIATION) APPENDIX A1 AND RESOLUTION NO. 2023-064 RELATING TO COMPENSATION FOR CONFIDENTIAL / NONREPRESENTED EMPLOYEES APPENDIX A
ALTERNATIVE OPTIONS
Approve the Proposed Motion
Other options brought by City Council.
STAFF RECOMMENDATION
Staff recommends the Proposed Motion.
CITY MANAGER REMARKS
None.
PRIORITY POLICY STATEMENT
This item matches the following Priority Policy Statement:
Fiscal and Organizational Stability.
FISCAL IMPACT
The annualized cost for Human Resources Manager totals approximately $236,200 for Fiscal Year (FY) 2026-27, offset by $215,400 included in the FY 2026-27 Adopted Budget for Human Resources Manager I. Approximately $40,000 savings from underfilling the Director of Human Resources position with the incumbent HR Manager II serving in an Acting capacity would support the difference in cost and requires no additional budget allocations.
The annualized cost for the Senior Economic Development Specialist totals approximately $179,000 for FY 2026-27. The annualized cost for Police Property and Evidence Supervisor totals approximately $126,100. The FY 2026-27 Adopted Budget included funding for these positions.
DISCUSSION
Solid Waste Recycling Specialist
The City established the Solid Waste Recycling Specialist classification in 2022. The proposed revisions update the classification specification to reflect the expanded scope of environmental programs the incumbent has developed, implemented and managed since that time. The expanded programs include, but are not limited to, vehicle electrification, stormwater management and hazardous waste programs. Staff also proposes changing the title to Environmental Services Specialist to better reflect the broader range of environmental programs and responsibilities assigned to the position.
Staff has not proposed any salary changes so this item does not require additional allocations are.
Human Resources Manager I / II
The City established the Human Resources Manager series in 2015 to provide broader responsibility across divisions and greater flexibility in staffing the Human Resources Department. The Human Resources Manager I role has expanded over time beyond its original focus on employee benefits to include higher-level responsibilities that support overall departmental operations. Staff recommends revising the Human Resources Manager job description to align with the duties and responsibilities currently performed and eliminating the Human Resources Manager I / II series in favor of a single Human Resources Manager classification.
The Human Resources Manager classification would be assigned to salary range 895 ($112,932–$144,138), currently assigned to the Human Resources Manager II. Reclassifying the Human Resources Manager I from salary range 883 ($101,232–$129,199) is appropriate given the expanded scope and level of responsibility reflected in the revised job description.
The reclassification would have an estimated $20,800 annual fiscal impact, including approximately $6,100 to the General Fund, offset by approximately $16,000 in General Fund savings from currently underfilling the vacant Director of Human Resources position by the incumbent Human Resources Manager II.
Economic Development Specialist Series
The local business environment continues to evolve, requiring the City to strengthen the economic development function and proactively engage with the business community, identify investment and redevelopment opportunities and coordinate economic development strategies across City departments and external partners. Staff proposes establishing the Economic Development Specialist Series classification in support of this effort.
An Economic Development Specialist would work under direction of the Economic Development Manager and play a critical role in implementing programs and initiatives that drive business expansion, attraction and retention. Staff proposes creating three levels of Economic Development Specialist to allow for flexibility:
Economic Development Specialist I. An entry-level position assigned to less complex projects. Staff proposes assigning Economic Development Specialist I to salary range 478 ($77,963 - $99,501).
Economic Development Specialist II. A more experienced level position that performs more complex duties. Staff proposes assigning Economic Development Specialist II to salary range 485 ($85,681 - $109,354), which represents an approximate 10% differential between I and II.
Senior Economic Development Specialist would exercise a greater degree of responsibility and discretion to complete projects and implement programs. Staff proposes assigning Economic Development Specialist III to salary range 497 ($97,223 - $124,089), which represents an approximate 13.5% differential between II and Senior.
Police Property and Evidence Supervisor
Two Police Service Representatives staff the Property and Evidence unit, supervised by the Personnel and Training Sergeant. It is prudent to have a dedicated supervisor with specialized knowledge and experience in property and evidence policies and standards to ensure compliance, maintain the integrity, security and accountability of property and evidence and support successful criminal prosecutions. Dedicated oversight also helps minimize potential exposure to litigation.
Staff proposes establishing the Police Property and Evidence Supervisor classification and assigning it to salary range 585 ($86,251 - $110,081), which equals the Police Communications Supervisor and Forensic Supervisor salary ranges.
Appendix Correction
FMEF
City Council adopted Resolution No. 2023-052 on April 7, 2026 to update a classification plan withy an adjustment to (FMEF MOA) Appendix A (A1 and A2). Staff inadvertently used an outdated version of Appendix A1 and did not include changes that occurred between October 1, 2024 and May 20, 2025. The job titles added included: Community Outreach Specialist approved by City Council on October 1, 2024, Facilities Lead Worker approved on November 19, 2024, Librarian approved on March 18, 2025 and Fleet Lead Worker approved on May 20, 2025. Staff requests correcting these additions in Appendix A1 retroactively to encompass the period during which they did not appear, and to apply moving forward, avoid confusion about the effective dates. The correction would also eliminate the Electrical and HVAC Lead Worker and the Equipment Mechanic Lead Worker, as intended. These omissions did not affect any employees assigned to these roles.
Attachments:
Attachment 1 – Draft Resolution
Attachment 2 – Environmental Services Specialist Redline Attachment 3 – Human Resource Manager Redline
cc: City Manager Eddie Manfro
Proposed Classification Plan Update
September 15, 2026 - Page 2