City of MantecaComprehensive Classification and Total Compensation StudyCity Council PresentationMarch 30, 2026
Results of 2025
City of Manteca Classification Study
Purpose of a Classification Study
Up-to-date & current class plan/ class descriptions
Ensure legal compliance
Fair Labor Standards Act & Americans With Disabilities Act Enhance recruitment process
Career paths
Not a staffing or organization study
Equitable compensation system
Classification/Compensation Study Recap
Last study was done-2018- 2019. Almost 7 years ago.
Study was done by Koff and Associates.
Study was used with contracts.
At that time the study stated The City’s total compensation, overall, in comparison to the market median is 1.1% below the market which is significantly different than the current study.
Orientation meetings with employees
PDQ completion and review
Employee & supervisor interviews
Draft class concepts & class descriptions
Employee and supervisor review
Classification Study
Methodology
Summary of Consultant’s Classification Study RecommendationsStudied 485 City PositionsDiscussed recs with department leaders
Total Compensation Results
Market data valid until June 30, 2026
Manteca’s 10 Compensation Survey AgenciesAuthorized by Council in August 2025
1. City of Brentwood
2. City of Davis
3. City of Elk Grove
4. City of Folsom
5. City of Lathrop
6. City of Livermore
7. City of Lodi
8. City of Modesto
9. City of Roseville
10.City of Tracy
Compensation Survey Data Collection
Retirement & Annuities
Any Employee Cost-Sharing Contributions under PEPRA
Employer Contributions to Social Security
Employer Contributions toward Deferred Compensation
Insurances
Employer Provided Flexible Benefit and/or Medical, Dental, Vision at Employee + Family coverage Employer Provided Cafeteria Plan Contribution
Benefits Data Included in Total Compensation
City of Manteca Market Findings – Base Salary
City of Manteca Market Findings – Total Comp
Compensation Philosophy
The median helps to mitigate any outliers (i.e., very high or very low paying agencies) compared to using “average.”
Compensation Recommendations
Salary ranges based on market median or internal salary alignment
Y-Rating and Negotiations
All Salary and Benefit Adjustments are subject to the collective bargaining process
Thanks and the City’s Commitment
The City’s committed to approach implementation thoughtfully, transparently, while maintaining long-term financial stability.
The City appreciates the dedication of our employees, the perspectives of our labor partners and patience while the city worked through trying times.
Thank you to Stephanie Van Steyn and her team for leading this long process.
Questions?