Agenda packet — Menifee City Council, June 5, 2024 (part 5 of 7)

2 0
7 9
A total of 98 Position Description Questionnaires (PDQ) were completed by employees and subsequently reviewed by supervisors, managers, and directors. This resulted in 49 interviews conducted by Koff to review PDQs and job scope, duties, and functions either individually or as a group (e.g. several Maintenance Workers together). Department Directors and Division Managers were offered meetings with Koff to discuss any changes before the classifications were finalized.

Preliminary classification recommendations from Koff include:
•31 Title Changes
o10 consolidations for Maintenance Worker classifications o10 adjustments to create consistent series “I/II” positions (e.g. IT Technician I/II) o9 title clarifications (e.g. PD Records Supervisor to Police Records Supervisor) o2 adjustments for market consistency (e.g. Principal Engineer to Principal Civil Engineer) •24 Reclassifications
o8 implemented and reflected in current FY 2023/2024 budget o16 require further review by departments with possible gradual implementation The second component of the Study addressed compensation, comparing the total compensation of benchmark positions against the 12 Council approved comparator agencies selected based upon similarities in population, organizational structure, operating budget, and geographic location. Total compensation is comprised of base salary, health benefit contributions, retirement, stipends, and the value of leave time. Benchmark classifications were selected as a sample of the City’s workforce, focusing on journey-level and mid-career classifications. The benchmark classifications are used as a means of anchoring the City’s overall compensation plan to the market. The Study included 81 of the City’s 133 classifications, which represents 242 of 302 full- time positions (approximately 80%). Classifications not surveyed will be aligned with the benchmark classifications using internal equity principles.

Preliminary compensation results from Koff include:
•Menifee is above the median, with seven to eight comparators paying lower depending on classification
•8 positions are below market (i.e. more than 5% below the median) •152 positions are at market (i.e. within 5% above/below the median) •82 positions are above market (i.e. more than 5% above the median) This Study serves as a tool to help City leaders better understand and make future compensation decisions and assist in developing strategies to attract and retain qualified staff. Although Koff’s report shows that a majority of positions are at or above the market, the study also suggest that the City review the positions that are below the market with possible compensation adjustments over a period time, such as 0.5% or 2% per year until the positions are more aligned with the market. The study does acknowledge that any market adjustments to positions are dependent upon the City’s budget capacity.

STRATEGIC PLAN OBJECTIVE
Regular City Business
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 2

Menifee Mayor and City Council
June 5, 2024
Page
762 of 1108

City of Menifee Staff Report
Preliminary Results for the City of Menifee Class and Comp Study June 5, 2024

Page 3 of 3 ends

2 0
7 9

FISCAL IMPACT
There is no fiscal impact associated with the recommended action. However, if subsequent action is taken by the City Council to address changes in personnel reclassifications and compensation, overall personnel costs (including salaries and benefits) would potentially increase, dependent on the positions affected.

ATTACHMENTS

1. Menifee Classification Study Report

2. Menifee Total Compensation Report
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 3

Menifee Mayor and City Council
June 5, 2024
Page
763 of 1108

February 21, 2024

CLASSIFICATION STUDY

FINAL REPORT

City of Menifee

Formerly Koff & Associates

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 4

Menifee Mayor and City Council
June 5, 2024
Page
764 of 1108

February 21, 2024

Jonathan Nicks
Deputy City Manager
City of Menifee
29844 Haun Rd.

Menifee, CA 92586

Dear Mr. Nicks:

Gallagher is pleased to present the final classification report for the study of all positions in the City of Menifee. This report documents the classification study process and provides recommendations for the classification plan, allocations of individual positions for all City employees, and class specifications.

This report incorporates a summary of the study’s multi-step process, which included results of written Position Description Questionnaires, interviews with employees and management, and management review and comments in the form of draft class descriptions, and class allocation recommendations.

We would like to thank you for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with you and we look forward to future opportunities to provide you with professional assistance.

Sincerely,

Kari Mercer
Project Manager

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 5

Menifee Mayor and City Council
June 5, 2024
Page
765 of 1108

Contents
Executive Summary .................................................................................................................................... 3 Background ........................................................................................................................................... 3 Classification Study Goals ........................................................................................................................... 3 Classification Study Process ....................................................................................................................... 3 Classification Concepts ............................................................................................................................... 4 Positions vs. Classifications .................................................................................................................. 4 The Relationship Between Classification and Compensation ................................................................ 4 The Purpose of Having a Classification Plan ......................................................................................... 5 Classification Descriptions ..................................................................................................................... 5 Fair Labor Standards Act ....................................................................................................................... 7 Classification Findings and Recommendations ........................................................................................... 8 Classification Structure and Allocation Factors ...................................................................................... 8 Classification Allocation Recommendations ........................................................................................ 13 Title Change ........................................................................................................................................ 13 Reclassification ................................................................................................................................... 15 New Classifications ............................................................................................................................. 16 Classification Elimination ..................................................................................................................... 16 Conclusion ................................................................................................................................................ 16

List of tables
Table 1. Title Change Recommendations ................................................................................ 13 Table 2. Reclassification Recommendations ............................................................................ 15

Appendices
Appendix I: Classification Plan
Appendix II: Classification Concepts
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 6

Menifee Mayor and City Council
June 5, 2024
Page
766 of 1108

© 2024 Arthur J. Gallagher & Co. 3
Executive Summary
Background
The City of Menifee (City) contracted with Gallagher (formerly Koff & Associates) to conduct a classification and total compensation study for all of the City’s classifications. All classification findings, recommendations, and options for implementations are included in this report. Compensation study findings and recommendations will be provided under separate cover.

This classification review process was precipitated by:
• The concern of City Council, management, and the employee groups that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;
• To ensure that class descriptions reflect current programs, responsibilities, and technology; • The desire to have a compensation plan that can meet the needs of the City; and • The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across the City.

The goal of the classification and compensation study is to assist the City in developing a competitive pay and benefit structure, which is based upon market data to ensure that the plan is fiscally responsible, and that meets the needs of the City with regards to recruitment and retention of qualified staff.

Classification Study Goals
The goals and objectives of the classification portion of the study were to:
• Obtain detailed information regarding each position through a variety of techniques, including written Position Description Questionnaires (PDQs) and interviews with employees and management; • Prepare an updated classification plan, including recommended class descriptions and position allocations that recognizes the scope and level of the various classes and positions, and is perceived equitable by management and employees alike;
• Provide class descriptions and other documentation that includes information required for compliance with the Americans with Disabilities Act (ADA) and appropriate qualifications, including knowledge, skills, and other requirements that are job-related and meet other legal guidelines; and • Provide sufficient documentation to allow the City to maintain the classification system on a regular basis.

Classification Study Process
The classification study procedures were as follows:
• An initial meeting was held with City management to clarify study scope, objectives, processes, and deliverables. • Orientation meetings were held to which all employees were invited, to meet consultant staff involved with the project, clarify study objectives and procedures, answer questions, and distribute the PDQs.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 7

Menifee Mayor and City Council
June 5, 2024
Page
767 of 1108

© 2024 Arthur J. Gallagher & Co. 4
• After the PDQs were completed by employees and reviewed by management and consultant staff, interviews were conducted with employees who requested to be interviews and supervisors/managers. We received a total of 98 PDQs, and we scheduled 49 interviews.
• Following the analysis of the classification information gathered, draft class concepts, specifications, and position allocations were developed for management and employee review. • After resolution of issues, wherever possible, including additional contacts with employees and management to gain details and clarification, appropriate modifications were made to the draft specifications and allocations and this final report was prepared.

Classification Concepts
Positions vs. Classifications
“Position” and “Classification” are two terms that are often used interchangeably but have very different meanings.

As used in this report:
• A position is an assigned group of duties and responsibilities performed by one person. A position can be full- time, part-time, regular or temporary, filled or vacant. Often the word “job” is used in place of the word “position.” • A classification or class may contain only one position or may consist of a number of positions. When you have several positions assigned to one class, it means that the same title is appropriate for each position; that the scope, level, duties, and responsibilities of each position assigned to the class are sufficiently similar (but not identical) that the same core knowledge, skills, abilities, and other requirements are appropriate for all positions, and that the same salary range is equitable for all positions in the class.

The description of a position often appears as a working desk manual, going into detail regarding work process steps, while a class description emphasizes the general scope and level of responsibilities, plus the knowledge, skills, abilities, and other requirements for successful performance When positions are classified, the focus is on assigned job duties and the job-related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are thus evaluated and classified on the basis of such factors as knowledge, skills, and abilities required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), and the impact of the position on the organization and working conditions.

The Relationship Between Classification and Compensation Classification and the description of the work and the requirements to perform the work are separate and distinct from determining the worth of that work in the labor market and to the organization. While recommending the appropriate compensation for the work of a class depends upon an understanding of what that work is and what it requires (as noted above), compensation levels are often influenced by two factors:
• The external labor market; and
• Internal relationships within the organization.

Compensation findings and recommendations for the City will be provided under separate cover in the Compensation Study Final Report.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 8

Menifee Mayor and City Council
June 5, 2024
Page
768 of 1108

© 2024 Arthur J. Gallagher & Co. 5
The Purpose of Having a Classification Plan
A position classification plan provides an appropriate basis for making a variety of human resources decisions such as the:
• Development of job-related recruitment and selection procedures; • Clear and objective appraisal of employee performance; • Development of training plans and succession planning; • Design of an equitable and competitive salary structure; • Organizational development and the management of change; and • Provision of an equitable basis for discipline and other employee actions.

In addition to providing this basis for various human resources management and process decisions, a position classification plan can also effectively support systems of administrative and fiscal control. Grouping of positions into an orderly classification system supports planning, budget analysis and preparation, and various other administrative functions.

Within a position classification plan, job classifications can either be broad (containing a number of positions) or narrow (emphasizing individual job characteristics). Broad job classifications are indicated when:
• Employees can be hired with a broad spectrum of knowledge, skill, and/or academic preparation and can readily learn the details of the City, the department, and the position on-the-job; or • There is a need for flexibility of the assignment within a department or an organization due to changing programs, technologies, or workload.

Individualized job classifications are indicated when:
• There is an immediate need to recruit for specialty knowledge and skills; • There is a minimum of time or capability for on-the-job training; or • There is an organizational need to provide for specific job recognition and to highlight the differences between jobs.

Most classification plans are a combination of these two sets of factors and we have chosen the middle ground in this study as being most practicable in the City’s changing environment and service delivery expectations, as well as being in line with the City ’s strategic plan. This approach resulted in recommendations to retitle classifications to more accurately reflect current responsibilities or use more contemporary titles (e.g. Park/Landscape Maintenance Attendant to Maintenance Assistant), or to reclassify certain individuals into existing or entirely new classifications that more accurately reflect current responsibilities (e.g. Information Technology Analyst to Systems Administrator).

Classification Descriptions
In developing the new and revised classification descriptions for all positions, the basic concepts outlined in the previous pages were utilized. The recommended class descriptions have been provided to the City.

As mentioned earlier, the class descriptions are based upon the information from the written PDQs completed by each employee, the individual job audit interviews (if required), and from information provided by employees and managers during the review processes. These descriptions provide:

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 9

Menifee Mayor and City Council
June 5, 2024
Page
769 of 1108

© 2024 Arthur J. Gallagher & Co. 6
• A written summary documenting the work performed and/or proposed by the incumbents of these classifications; • Distinctions among the classes; and
• Documentation of requirements and qualifications to assist in the recruitment and selection process.

Just as there is a difference between a position and a class, there is also a difference between a position description and a class description. A position description, often known as a “desk manual”, generally lists each duty an employee performs and may also have information about how to perform that duty. A class description normally reflects several positions and is a summary document that does not list each duty performed by every employee.

The class description, which is intended to be broader, more general and informational, is intended to indicate the general scope and level of responsibility and requirements of the class, not detail-specific position responsibilities.

The sections of each class description are as follows:

Title: This should be brief and descriptive of the class and consistent with other titles in the classification plan and the occupational area.
• The title of a classification is normally used for organization, classification, and compensation purposes within the City. Often working titles are used within a department to differentiate an individual. All positions have a similar level of scope and responsibility; however, the working titles may give assurance to a member of the public that they are dealing with an appropriate individual. Working titles should be authorized by Human Resources to ensure consistency within the City and across departmental lines.

Definition:

This provides a capsule description of the job and should give an indication of the type of supervision received the scope and level of the work and any unusual or unique factors. The phrase “performs related work as required” is not meant to unfairly expand the scope of the work performed, but to acknowledge that jobs change and that not all duties are included in the class specification.

Supervision Received and Exercised: This section specifies which class or classes provide supervision to the class being described and the type and level of work direction or supervision provided to this class. The section also specifies what type and level of work direction or supervision the class provides to other classes. This assists the reader in defining where the class “fits” in the organization and alludes to possible career advancement opportunities.

Class Characteristics: This can be considered the “editorial” section of the specification, slightly expanding the Definition, clarifying the most important aspects of the class and distinguishing this class from the next higher-level in a class series or from a similar class in a different occupational series.

Examples of Typical Job Functions: This section provides a list of the major and typical duties, intended to define the scope and level of the class and to support the Qualifications, including Knowledge and Skills. This list is meant to be illustrative only. It should be emphasized that the description is a summary document, and that duties change depending upon program requirements, technology, and organizational needs.

Qualifications:

This element of the description has several sections:
• A listing of the job-related knowledge and skills required to successfully perform the work. They must be related to the duties and responsibilities of the work and capable of being validated under the Equal Employment Opportunity Commission’s Uniform Guidelines on Selection Procedures. Knowledge (intellectual comprehension) and Abilities (acquired proficiency) should be sufficiently detailed to provide the basis for selection of qualified employees.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 10

Menifee Mayor and City Council
June 5, 2024
Page
770 of 1108

© 2024 Arthur J. Gallagher & Co. 7
• A listing of educational and experience requirements that outline minimum and alternative ways of gaining the knowledge and abilities required for entrance into the selection process. These elements are used as the basic screening technique for job applicants.
• Licenses and/or certifications identify those specifically required in order to perform the work. These certifications are often required by an agency higher than the City (i.e., the State), and can therefore be appropriately included as requirements.

Physical Demands:

This section identifies the basic physical abilities required for performance of the work. These are not presented in great detail (although they are more specifically covered for documentation purposes in the PDQs) but are designed to indicate the type of pre-employment physical examination (lifting requirements and other unusual characteristics are included, such as “finger dexterity needed to access, enter, and retrieve data using a computer keyboard”) and to provide an initial basis for determining reasonable accommodation for ADA purposes.

Working Conditions : These can describe certain outside influences and circumstances under which a job is performed; they give employees or job applicants an idea of certain risks involved in the job and what type of protective gear may be necessary to perform the job. Examples are loud noise levels, cold and/or hot temperatures, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and other job conditions.

Fair Labor Standards Act
One of the major components of the job analysis and classification review is the determination of each classification’s appropriate Fair Labor Standards Act (FLSA) status, i.e., exempt vs. non-exempt from the FLSA overtime rules and regulations.

As we review position description questionnaires and notes from the interviews, we analyze each classification’s essential functions to determine FLSA status. There are three levels for the determination of the appropriate FLSA status that are utilized and on which we base our recommendations. Below are the steps used for the determination of Exempt FLSA status.

Salary Basis Test: The incumbents in a classification are paid at least $684 per week ($35,568 per year), not subject to reduction due to variations in quantity/quality of work performed.

Exemption Applicability: The incumbents in a classification perform any of the following types of jobs:
• Executive: Employee whose primary duty is to manage the business or a recognized department/entity and who customarily directs the work of two or more employees. This also includes individuals who hire, fire, or make recommendations that carry particular weight regarding employment status. Examples: executive, director, owner, manager, supervisor.
• Administrative: Employee whose primary activities are performing office work or non-manual work on matters of significance relating to the management or business operations of the firm or its customers and which require the exercise of discretion and independent judgment. Examples: coordinator, administrator, analyst, accountant. • Professional: Employee who primarily performs work requiring advanced knowledge/education and which includes consistent exercise of discretion and independent judgment. The advanced knowledge must be in a field of science or learning acquired in a prolonged course of specialized intellectual instruction. Examples:
attorney, physician, statistician, architect, biologist, pharmacist, engineer, teacher. • Computer professional: Employee who primarily performs work as a computer systems analyst, programmer, software engineer or similarly skilled work in the computer field performing a) application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 11

Menifee Mayor and City Council
June 5, 2024
Page
771 of 1108

© 2024 Arthur J. Gallagher & Co. 8
functional specifications; b) design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specification; or c) design, documentation, testing, creation or modification of computer programs based on and related to user or system design specifications; or a combination of the duties described above, the performance of which requires the same level of skills. Examples: system analyst, database analyst, network architect, software engineer, programmer.

Job Analysis: A thorough job analysis of the job duties must be performed to determine exempt status. An exempt position must pass both the salary basis and duties tests. The job analysis should include:
• Review of the minimum qualifications established for the job; • Review of prior class descriptions, questionnaires, and related documentation; • Confirmation of duty accuracy with management; and
• Review and analysis of workflow, organizational relationships, policies, and other available organizational data.

Non-exempt classifications work within detailed and well-defined sets of rules and regulations, policies, procedures, and practices that must be followed when making decisions. Although the knowledge base required to perform the work may be significant, the framework within which incumbents work is fairly restrictive and finite. (Please note that FLSA does not allow for the consideration of workload and scheduling when it comes to exemption status).

Finally, often a classification performs both non-exempt and exempt duties, so we analyze time spent on each type of duties. If a classification performs mostly non-exempt duties (i.e. more than 50% of his or her time), then the classification would be considered non-exempt.

Classification Findings and Recommendations
Classification Structure and Allocation Factors
The proposed classification plan provides the City with a systematic classification structure based on the interrelationship between duties performed, the nature and level of responsibilities, and other work-related requirements of the jobs.

A classification plan is not a stable, unchanging entity. Classification plans may be updated and revised by conducting classification studies that are organizational wide (review of the all classifications and positions) or position-specific. The methodology used for both types of studies is the same, as outlined above.

For either type of study, when identifying appropriate placement of new and/or realigned positions within the classification structure, there are general allocation factors to consider. By analyzing these factors, the City will be able to change and grow the organization while maintaining the classification plan.

1. Type and Level of Knowledge and Skill Required
This factor defines the level of job knowledge and skill, including those attained by formal education, technical training, on-the job experience, and required certification or professional registration. The varying levels are as follows:

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 12

Menifee Mayor and City Council
June 5, 2024
Page
772 of 1108

© 2024 Arthur J. Gallagher & Co. 9
A. The entry-level into any occupational field
This entry-level knowledge may be attained by obtaining a high school diploma, completing specific technical course work, or obtaining a four-year or advanced college or university degree. Little to no experience is required.

B. The experienced or journey-level (fully competent-level) in any occupational field This knowledge and skill level recognizes a class that is expected to perform the day-to-day functions of the work independently, but with guidelines (written or oral) and supervisory assistance available. This level of knowledge is sufficient to provide on-the-job instruction to a fellow employee or an assistant when functioning in a lead capacity. Certifications may be required for demonstrating possession of the required knowledge and skills.

C. The advanced level in any occupational field
This knowledge and skill level is applied in situations where an employee is required to perform or deal with virtually any job situation that may be encountered. Guidelines may be limited and creative problem solving may be involved. Supervisory knowledge and skills are considered in a separate factor and should not influence any assessment of this factor.

2. Supervisory/Management Responsibility
This factor defines the staff and/or program management responsibility, including short and long-range planning, budget development and administration, resource allocation, policy and procedure development, and supervision and direction of staff.

A. No ongoing direction of staff
The employee is responsible for the performance of his or her own work and may provide side-by-side instruction to a co-worker.

B. Lead direction of staff or program coordination
The employee plans, assigns, directs, and reviews the work of staff performing similar work to that performed by the employee on a day-to-day basis. Training in work procedures is normally involved. If staff direction is not involved, the employee must have responsibility for independently coordinating one or more programs or projects on a regular basis.

C. Full first-line supervisor
The employee performs the supervisory duties listed above, and, in addition, makes effective recommendation and/or carries out selection, performance evaluation, and disciplinary procedures. If staff supervision is not involved, the employee must have programmatic responsibility, including development and implementing goals, objectives, policies and procedures, and budget development and administration.

D. Manager
The employee is considered management, often supervising through subordinate levels of supervision. In addition to the responsibilities outlined above, responsibilities include allocating staff and budget resources among competing demands and performing significant program and service delivery planning and evaluation.

This level normally reports to the Department Head.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 13

Menifee Mayor and City Council
June 5, 2024
Page
773 of 1108

© 2024 Arthur J. Gallagher & Co. 10
E. Executive Management
The employee has total administrative responsibility for the City and reports to the City Council.

3. Supervision Received
A. Direct Supervision
Direct supervision is usually received by entry-level employees and trainees, i.e., employees who are new to the organization and/or position they are filling. Initially under close supervision, incumbents learn to apply concepts and work procedures and methods in assigned area of responsibility to resolve problems of moderate scope and complexity. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.

B. General Supervision
General supervision is usually received by the experienced and journey-level employees, i.e., employees who have been in a position for a period of time and have had the opportunity to be trained and learn most, if not all, duties and responsibilities of the assigned classification. Incumbents are cross-trained to perform the full range of technical work in all of the areas of assignment.

At the experienced-level, positions exercise some independent discretion and judgment in selecting and applying work procedures and methods. Assignments and objectives are set for the employee and established work methods are followed. Incumbents have some flexibility in the selection of steps and timing of work processes.

Journey-level positions receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of assigned projects, programs, and team(s).

Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements, and the methodology used in arriving at the end results are not reviewed in detail.

C. General Direction
General direction is usually received by senior level or management positions. Work assignments are typically given as broad, conceptual ideas and directives and incumbents are accountable for overall results and responsible for developing guidelines, action plans, and methods to produce deliverables on time and within budget.

D. Administrative and Policy Direction
Administrative direction is usually received by executive management classifications. The incumbent is accountable for accomplishing City-wide planning and operational goals and objectives within legal and general policy and regulatory guidelines. The incumbent is responsible for the efficient and economical performance of the organization’s operations.

4. Problem Solving
This factor involves analyzing, evaluating, reasoning, and creative thinking requirements. In a work environment, not only the breadth and variety of problems are considered, but also guidelines, such as supervision, policies, procedures, laws, regulations, and standards available to the employee.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 14

Menifee Mayor and City Council
June 5, 2024
Page
774 of 1108

© 2024 Arthur J. Gallagher & Co. 11
A. Structured problem solving
Employees learn to apply concepts and work procedures and methods in assigned area of responsibility and to resolve problems and issues that are specific, less complex, and/or repetitive. Exceptions or changes in procedures are explained in detail as they arise.

B. Independent, guided problem solving
Work situations require making independent decisions among a variety of alternatives; however, policies, procedures, standards, and regulations and/or management are available to guide the employee towards problem resolution.

C. Application of discriminating choices
Work situations require independent judgment and decision-making authority when identifying, evaluating, adapting, and applying appropriate concepts, guidelines, references, laws, regulations, policies, and procedures to resolve diverse and complex problems and issues.

D. Creative, evaluative, or critical thinking
The work involves a high-level of problem-solving requiring analysis of unique issues or increasingly complex problems without precedent and/or structure and formulating, presenting, and implementing strategies and recommendations for resolution.

5. Authority for Making Decisions and Taking Action
This factor describes the degree to which employees have the freedom to take action within their job. The variety and frequency of action and decisions, the availability of policies, procedures, laws, and supervisory or managerial guidance, and the consequence or impact of such decisions are considered within this factor.

A. Direct, limited work responsibility
The employee is responsible for the successful performance of his or her own work with little latitude for discretion or decision-making. Work is usually supervised while in progress and fits an established structure or pattern. Direct supervision is readily available.

B. Decision-making within guidelines
The employee is responsible for the successful performance of their own work, but able to prioritize and determine methods of work performance within general guidelines. Supervision is available, although the employee is expected to perform independently on a day-to-day basis. Emergency or unusual situations may occur but are handled within procedures and rules. Impact of decisions is normally limited to the work unit, project, or program to which assigned.

C. Independent action with focus on work achieved
The employee receives assignments in terms of long-term objectives, rather than day-to-day or weekly timeframes. Broad policies and procedures are provided, but the employee has latitude for choosing techniques and deploying staff and material resources. Impact of decisions may have significant program or City-wide service delivery and/or budgetary impact.

D. Decisions made within general policy or elected official guidance The employee is subject only to the policy guidance of elected officials and/or broad regulatory or legal constraints. The ultimate authority for achieving the goals and objectives of the City are with this employee.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 15

Menifee Mayor and City Council
June 5, 2024
Page
775 of 1108

6. Interaction with Others
This factor includes the nature and purpose of contacts with others, from simple exchanges of factual information to the negotiation of difficult issues. It also considers with whom the contacts are made, from co-workers and the public to elected or appointed public officials.

A. Exchange of factual information
The employee is expected to use ordinary business courtesy to exchange factual information with co-workers and the public. Strained situations may occasionally occur, but the responsibilities are normally not confrontational.

B. Interpretation and explanation of policies and procedures The employee is required to interpret policies and procedures, apply and explain them, and influence the public or others to abide by them. Problems may need to be defined and clarified and individuals contacted may be upset or unreasonable. Contacts may also be made with individuals at all levels throughout the City.

C. Influencing individuals or groups
The employee is required to interpret laws, policies, and procedures to individuals who may be confrontational or to deal with members of professional, business, community, or other groups or regulatory agencies as a representative of the City.

D. Negotiation with organizations from a position of authority The employee often deals with the City Council, elected officials, government agencies, and other outside agencies, and the public to advance and represent the priorities and interests of the City, provide policy direction, and/or negotiate solutions to difficult problems.

7. Working Conditions/Physical Demands
This factor includes specific physical, situational, and other factors that influence the employee’s working situation.

A. Normal office or similar setting
The work is performed in a normal office or similar setting during regular office hours (occasional overtime may be required but compensated for). Responsibilities include meeting standard deadlines, using office and related equipment, lifting materials weighing up to 25 pounds, and communicating with others in a generally non- stressful manner.

B. Varied working conditions with some physical or emotional demands The work is normally performed indoors, but may have some exposure to noise, heat, weather, or other uncomfortable conditions. Stand-by, call back, or regular overtime may be required. The employee may have to meet frequent deadlines, work extended hours, and maintain attention to detail at a computer or other machinery, deal with difficult people, or regularly perform moderate physical activity.

C. Difficult working conditions and/or physical demands The work has distinct and regular difficult demands. Shift work (24-7 or rotating) may be required; there may be exposure to hazardous materials or conditions; the employee may be subject to regular emergency callback and extended shifts; and/or the work may require extraordinary physical demands.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 16

Menifee Mayor and City Council
June 5, 2024
Page
776 of 1108

© 2024 Arthur J. Gallagher & Co. 13
Based on the above factors, in the maintenance of the classification plan when an employee is assigned an additional duty or responsibility and requests a change in classification, it is reasonable to ask:
• What additional knowledge and skills are required to perform the duty? • How does one gain this additional knowledge and skills – through extended training, through a short-term seminar, through on-the-job experience?
• Does this duty or responsibility require new or additional supervisory responsibilities? • Is there a greater variety of or are there more complex problems that need to be solved as a result of the new duty?
• Does the employee have to make a greater variety of or more difficult decisions as a result of this new duty? • Are the impacts of decisions greater because of this new duty (effects on staff, budget, City-wide activities, and/or relations with other agencies)?
• Are guidelines, policies, and/or procedures provided to the employee for the performance of this new duty? • Is the employee interacting with internal and external stakeholders others more frequently or for a different purpose as a result of this new assignment?
• Have the working or physical conditions of the job changed as a result of this new assignment? The analysis of the factors outlined above, as well as the answers to these questions, were used to determine recommended classifications for all City employees. The factors above will also help to guide the placement of specific positions to the existing classification structure and/or revision of entire classification structure in the future .

Classification Allocation Recommendations
All class descriptions were updated in order to ensure that the format is consistent, and that the duties and responsibilities are current and properly reflect the required knowledge, abilities, and skills.

When evaluating the allocation of positions, the focus is on assigned job duties and the job-related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are evaluated and classified on the basis of such factors as knowledge and skill required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), the impact of the position on the organization, and working conditions.

Furthermore, it is necessary to: (i) identify the duties that the incumbents are currently being required to perform; (ii) determine if those duties are captured in the current classification description; and (iii) identify the percentage of duties being performed, if any, which are outside of the current classification.

Title Change
One change in the classification plan, as noted above, was the title change for thirty-two classifications/classification series.

Table 1. Title Change Recommendations
Current Title Recommended Title
A/V Technician Digital Media Production Technician
Deputy City Clerk Deputy City Clerk II
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 17

Menifee Mayor and City Council
June 5, 2024
Page
777 of 1108

© 2024 Arthur J. Gallagher & Co. 14
Current Title Recommended Title
Audio Visual System Coordinator Digital Media Technical Coordinator Budget and Grants Analyst (Finance Dept.) Budget Analyst Building Inspector Building Inspector I/II
Building Permit Technician Permit Technician I/II
Contract/Purchasing Technician I/II Contracts/Purchasing Assistant I/II CR Property and Evidence Specialist Property and Evidence Technician I/II Facilities Maintenance Worker II Maintenance Worker II
Field Supervisor Maintenance Supervisor
Fleet Technician Fleet Technician I
Human Resources Analyst Human Resources Analyst I/II
Human Resources Technician Human Resources Technician I/II IT Technician IT Technician I/II
Investigative Specialist I/II Investigative Technician I/II Media Specialist Media and Public Information Specialist Office Specialist II Office Assistant II
Park Maintenance Worker II Maintenance Worker I/II
Park/Landscape Maintenance Attendant Maintenance Assistant Park/Landscape Maintenance Manager Community Services Manager-Maintenance & Projects
PD Records Supervisor Police Records Supervisor
PD Records Technician Police Records Technician I/II
Plans Examiner Plans Examiner I/II
Principal Accountant Senior Accountant
Principal Engineer Principal Civil Engineer
Public Information Specialist Media and Public Information Specialist Public Works Supervisor Maintenance Supervisor
Senior Engineer Civil Engineer
Senior Park Maintenance Worker Senior Maintenance Worker Senior Street Maintenance Worker Senior Maintenance Worker Street Maintenance Worker I Maintenance Worker I
Street Maintenance Worker II Maintenance Worker II

Title changes are recommended to reflect the level and scope more clearly being performed, to consolidate work into broader categories that could be used City-wide, as well as establish consistency with the labor market and industry standards. Any compensation recommendations are not dependent upon a new title, but upon the market value as defined by job scope, level and responsibilities, and the qualifications required for successful job performance.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 18

Menifee Mayor and City Council
June 5, 2024
Page
778 of 1108

© 2024 Arthur J. Gallagher & Co. 15
Reclassification
Reclassification recommendations are made for positions that are working out of class due to level and scope of work and/or job functions that have been added or removed from to those positions over time.

The study resulted in twenty -four incumbents, allocated to twenty classifications, to be reclassified, as noted in the table below. These recommendations are based on the individual positions reviewed. Not every incumbent in the current classification is recommended for a reclassification. It is important to emphasize the point-in-time nature of this study and to acknowledge the dynamic nature of the City’s workforce insofar as the City made staffing changes for some positions while we were in the midst of conducting this study due to changes in assignments that occurred for individual positions. These staffing changes may not be reflected in the deliverables we have provided because our recommendations are based on information that was available to us at the time of the study and changes in assignments may have occurred after such time as employees completed PDQs and were interviewed for the study.

Table 2. Reclassification Recommendations
Current Title Recommended Title
Assistant City Engineer Engineering Manager
Associate Engineer Civil Engineer
Budget and Grants Analyst (Police Dept.) Management Analyst II Code Enforcement Officer I Code Enforcement Officer II
GIS Coordinator GIS Program Manager
GIS Technician GIS Analyst
Human Resources Supervisor Human Resources Manager
IT Analyst Systems Administrator
Management Aide Economic Development Management
Analyst I
Management Analyst I (2 positions) Management Analyst II Management Analyst I Human Resources Analyst I
Office Specialist - HR Human Resources Assistant
Principal Engineer Civil Engineer
Principal Planner Senior Planner
Public Works Inspector I (2 positions) Public Works Inspector II Senior Code Enforcement Officer Code Enforcement Officer II Senior Fire Permit Technician Permit Technician II
Senior Management Analyst-Confidential Assistant to the City Manager Senior PD Records Technician Police Records Technician II Senior Management Analyst Economic Development Management Analyst II
Senior Management Analyst Housing and Grant Programs Analyst Senior Personnel and Training Analyst Management Aide
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 19

Menifee Mayor and City Council
June 5, 2024
Page
779 of 1108

© 2024 Arthur J. Gallagher & Co. 16
New Classifications
The study resulted in three new classifications in addition to those listed in Tables 1 and 2. To accommodate changes in organizational structure and responsibilities the City requested the development of an Assistant City Clerk and Police Corporal classification descriptions.

Classification Elimination
In addition to classifications eliminated through the title change or reclassification of individual positions, the Assistant City Engineer, Planning Manager, Risk Manager, and Special Project Manager classifications were eliminated based on feedback that the City no longer has a need for these classifications.

Conclusion
The revised classification descriptions serve as a general description of the work performed and provide a framework of the expectations of each position for the employee. Requests for the addition of new positions and classifications and/or reclassification of an existing position should follow established City policies and procedures. Any decisions related to the addition of new positions and classifications, reclassification of an existing position, and promotion of an existing position will depend on the needs and resources of the City and the availability of work, as well as the ability of existing positions to meet the qualifications of and perform the duties of the higher-level class.

Finally, as mentioned previously, a classification plan is not a static, unchanging entity. The classification plan should be reviewed on a regular, on-going basis and may be amended or revised as required.

It has been a pleasure working with City on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Gallagher, Formerly Koff & Associates

Kari Mercer
Project Manager

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 20

Menifee Mayor and City Council
June 5, 2024
Page
780 of 1108

Appendix I
Classification Plan

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 21

Menifee Mayor and City Council
June 5, 2024
Page
781 of 1108

City of Menifee
February 2024
Current Title Recommended Title Class Concept
Accountant Trainee Accountant I Professional
Senior Accountant Accountant II Professional
Cashier Accounting Assistant Staff
Accounting Technician I Accounting Technician I Technician Accounting Technician II Accounting Technician II Technician Administrative Assistant Administrative Assistant Staff New (Requested By City) Assistant City Clerk Supervisor Assistant City Manager Assistant City Manager Assistant City Manager Assistant Engineer Assistant Engineer Professional
Assistant Planner Assistant Planner Professional
Senior Management Analyst-Conf. Assistant to the City Manager Principal Associate Engineer Associate Engineer Professional
Associate Planner Associate Planner Professional
Budget And Grants Analyst Budget Analyst Professional
Building/Safety Supervisor Building and Safety Supervisor Supervisor Building Inspector Building Inspector I Specialist
Building Inspector Building Inspector II Specialist
Building Official Building Official Deputy Director
Chief Financial Officer Chief Financial Officer Department Head Chief Of Police Chief of Police Department Head
City Clerk City Clerk Department Head
City Manager City Manager City Manager
Senior Engineer Civil Engineer Lead
Code Enforcement Officer I Code Enforcement Officer I Specialist Code Enforcement Officer II Code Enforcement Officer II Specialist Code Enforcement Supervisor Code Enforcement Supervisor Supervisor Code Enforcement Technician Code Enforcement Technician Technician Community Development Director Community Development Director Department Head Community Services Coordinator Community Services Coordinator Coordinator Community Services Director Community Services Director Department Head Community Services Leader I Community Services Leader I Staff Community Services Leader II Community Services Leader II Staff Community Services Manager Community Services Manager Division Manager Park/Landscape Maintenance Manager Community Services Manager-Maintenance and Projects Division Manager Community Services Officer I Community Services Officer I Technician Community Services Officer II Community Services Officer II Technician Community Services Specialist Community Services Specialist Specialist

Page 1 of 8 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 22

Menifee Mayor and City Council
June 5, 2024
Page
782 of 1108

City of Menifee
February 2024
Community Services Supervisor Community Services Supervisor Supervisor Construction Manager Construction Manager Program Manager Contract/Purchasing Technician I Contracts/Purchasing Assistant I Staff Contract/Purchasing Technician II Contracts/Purchasing Assistant II Staff Contract/Purchasing Specialist Contracts/Purchasing Specialist Specialist Crime Analyst Crime Analyst Professional
Planning Manager Delete; no longer needed
Special Project Manager Delete; no longer needed
Deputy City Clerk Deputy City Clerk I Specialist
Deputy City Clerk Deputy City Clerk II Specialist
Deputy City Manager Deputy City Manager Deputy City Manager Deputy Director - Community Development Deputy Director - Community Development Deputy Director Deputy Human Resources Director Deputy Director of Human Resources Deputy Director Deputy Finance Director Deputy Finance Director Deputy Director Deputy Public Works Director/City Engineer Deputy Public Works Director/City Engineer Deputy Director A/V Technician Digital Media Production Technician Technician Audio Visual System Coordinator Digital Media Technical Coordinator Coordinator Director of Public Works and Engineering Director of Public Works and Engineering Department Head Economic Develpment Director Economic Development Director Department Head Management Aide Economic Development Management Analyst I Professional Senior Management Analyst Economic Development Management Analyst II Professional Assistant City Engineer Engineering Manager Division Manager Engineering Technician I Engineering Technician I Technician Engineering Technician II Engineering Technician II Technician Executive Assistant Executive Assistant Staff
Finance Manager Finance Manager Division Manager
Financial Analyst
PW Financial Analyst
Fleet And Equipment Supervisor Fleet and Equipment Supervisor Supervisor Fleet Services Worker Fleet Technician I Technician
Fleet Technician Fleet Technician II Technician
GIS Technician GIS Analyst Professional
GIS Coordinator GIS Program Manager Program Manager
GIS Technician GIS Technician Technician
Senior Management Analyst Housing and Grant Programs Analyst Professional Human Resources Analyst Human Resources Analyst I Professional Management Analyst I/II Human Resources Analyst I/II Professional Human Resources Analyst Human Resources Analyst II Professional ProfessionalFinancial Analyst

Page 2 of 8 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 23

Menifee Mayor and City Council
June 5, 2024
Page
783 of 1108

City of Menifee
February 2024
Office Specialist II Human Resources Assistant staff
Human Resources Manager
Risk Manager
Human Resources Technician Human Resources Technician I Technician Human Resources Technician Human Resources Technician II Technician Investigative Specialist I Investigative Technician I Technician Investigative Specialist II Investigative Technician II Technician IT Analyst IT Analyst I Professional
IT Analyst IT Analyst II Professional
IT Director IT Director Department Head
IT Manager IT Manager Division Manager
IT Technician IT Technician I Technician
IT Technician IT Technician II Technician
Park/Landscape Maint Attendant Maintenance Assistant Staff Field Supervisor Maintenance Supervisor Supervisor
Public Works Supervisor Maintenance Supervisor Supervisor Facilities Maintenance Worker I
Park Maintenance Worker I
Street Maintenance Worker I
Facilities Maintenance Worker II
Street Maint Worker II
Park Maintenance Worker II
Management Aide
Senior Personnel and Training Analyst
Management Analyst I Management Analyst I Professional
Budget and Grants Analyst
Management Analyst II
Media Specialist
Public Information Specialist
Media/Production Coordinator Media Production Coordinator Coordinator Office Specialist I Office Assistant I Staff
Office Specialist II Office Assistant II Staff
Park Ranger Park Ranger Specialist
Permit Center Coordinator Permit Center Coordinator Coordinator Building Permit Technician Permit Technician I Technician Building Permit Technician
Senior Fire Permit Technician
Planning Technician Planning Technician Technician
Technician
Staff
Staff
Division Manager
Management Analyst II
Media and Public Information Specialist
Permit Technician II Technician
Specialist
Professional
Human Resources Manager
Maintenance Worker I
Maintenance Worker II
Management Aide

Page 3 of 8 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 24

Menifee Mayor and City Council
June 5, 2024
Page
784 of 1108

City of Menifee
February 2024
Plans Examiner Plans Examiner I Specialist
Plans Examiner Plans Examiner II Specialist
Police Captain Police Captain Division Manager
New (Requested By City) Police Corporal Lead
Police Lieutenant Police Lieutenant Division Manager
Police Officer Police Officer Specialist
Pd Records Supervisor Police Records Supervisor Supervisor Pd Records Technician Police Records Technician I Technician Senior Pd Records Technician Police Records Technician II Technician Police Sergeant Police Sergeant Supervisor
Police Support Services Manager Police Support Services Manager Division Manager Principal Engineer Principal Civil Engineer Principal
Principal Planner Principal Planner Principal
Cr.Property & Evidence Spec Property and Evidence Technician I Technician Cr.Property & Evidence Spec Property and Evidence Technician II Technician Public Information And Legislative Affairs Officer Public Information and Legislative Affairs Officer Supervisor Public Works Inspector I Public Works Inspector I Specialist Public Works Inspector II Public Works Inspector II Specialist Public Works Manager Public Works Manager Division Manager Receptionist Receptionist Staff
Records Technician Records Technician Technician
Principal Accountant Senior Accountant Lead
Senior Accounting Technician Senior Accounting Technician Lead Senior Building Inspector Senior Building Inspector Specialist Senior Code Enforcement Officer Senior Code Enforcement Officer Lead Senior Community Services Officer Senior Community Services Officer Lead Senior Fleet Technician Senior Fleet Technician Lead
Senior Facilities Maintenance Worker
Senior Park Maintenance Worker
Senior Street Maintenance Worker
Senior Management Analyst Senior Management Analyst Lead Senior Planner Senior Planner Advanced Professional
Senior Public Works Inspector Senior Public Works Inspector Lead Information Technology Analyst Systems Administrator Professional Senior Maintenance Worker Lead

Page 4 of 8 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 25

Menifee Mayor and City Council
June 5, 2024
Page
785 of 1108

City of Menifee
February 2024
Current Title Recommended Title Class Concept
A/V Technician Digital Media Production Technician Technician Accountant Trainee Accountant I Professional
Accounting Technician I Accounting Technician I Technician Accounting Technician II Accounting Technician II Technician Administrative Assistant Administrative Assistant Staff Assistant City Engineer Engineering Manager Division Manager Assistant City Manager Assistant City Manager Assistant City Manager Assistant Engineer Assistant Engineer Professional
Assistant Planner Assistant Planner Professional
Associate Engineer Associate Engineer Professional
Associate Planner Associate Planner Professional
Audio Visual System Coordinator Digital Media Technical Coordinator Coordinator Budget Analyst Professional
Management Analyst II Professional
Building Inspector I Specialist
Building Inspector II Specialist
Building Official Building Official Deputy Director
Permit Technician I Technician
Permit Technician II Technician
Building/Safety Supervisor Building and Safety Supervisor Supervisor Cashier Accounting Assistant Staff
Chief Financial Officer Chief Financial Officer Department Head Chief Of Police Chief of Police Department Head
City Clerk City Clerk Department Head
City Manager City Manager City Manager
Code Enforcement Officer I Code Enforcement Officer I Specialist Code Enforcement Officer II Code Enforcement Officer II Specialist Code Enforcement Supervisor Code Enforcement Supervisor Supervisor Code Enforcement Technician Code Enforcement Technician Technician Community Development Director Community Development Director Department Head Community Services Coordinator Community Services Coordinator Coordinator Community Services Director Community Services Director Department Head Community Services Leader I Community Services Leader I Staff Community Services Leader II Community Services Leader II Staff Community Services Manager Community Services Manager Division Manager Community Services Officer I Community Services Officer I Technician Community Services Officer II Community Services Officer II Technician Budget And Grants Analyst
Building Inspector
Building Permit Technician
5 of 8 Appendix I - Class Plan by Current Title
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 26

Menifee Mayor and City Council
June 5, 2024
Page
786 of 1108

City of Menifee
February 2024
Community Services Specialist Community Services Specialist Specialist Community Services Supervisor Community Services Supervisor Supervisor Construction Manager Construction Manager Program Manager Contract/Purchasing Specialist Contracts/Purchasing Specialist Specialist Contract/Purchasing Technician I Contracts/Purchasing Assistant I Staff Contract/Purchasing Technician II Contracts/Purchasing Assistant II Staff Property and Evidence Technician I Technician
Property and Evidence Technician II Technician
Crime Analyst Crime Analyst Professional
Deputy City Clerk I Specialist
Deputy City Clerk II Specialist
Deputy City Manager Deputy City Manager Deputy City Manager Deputy Director - Community Development Deputy Director - Community Development Deputy Director Deputy Finance Director Deputy Finance Director Deputy Director Deputy Human Resources Director Deputy Director of Human Resources Deputy Director Deputy Public Works Director/City Engineer Deputy Public Works Director/City Engineer Deputy Director Director of Public Works and Engineering Director of Public Works and Engineering Department Head Economic Develpment Director Economic Development Director Department Head Engineering Technician I Engineering Technician I Technician Engineering Technician II Engineering Technician II Technician Executive Assistant Executive Assistant Staff
Facilities Maintenance Worker I Maintenance Worker I Staff Facilities Maintenance Worker II Maintenance Worker II Staff Field Supervisor Maintenance Supervisor Supervisor
Finance Manager Finance Manager Division Manager
Financial Analyst Financial Analyst Professional
Fleet And Equipment Supervisor Fleet and Equipment Supervisor Supervisor Fleet Services Worker Fleet Technician I Technician
Fleet Technician Fleet Technician II Technician
GIS Coordinator GIS Program Manager Program Manager
GIS Analyst Professional
GIS Technician Technician
Human Resources Analyst I Professional
Human Resources Analyst II Professional
Human Resources Manager Human Resources Manager Division Manager Human Resources Technician I Technician
Human Resources Technician II Technician
Information Technology Analyst Systems Administrator Professional Human Resources Analyst
Human Resources Technician
GIS Technician
Cr.Property & Evidence Spec
Deputy City Clerk
6 of 8 Appendix I - Class Plan by Current Title
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 27

Menifee Mayor and City Council
June 5, 2024
Page
787 of 1108

City of Menifee
February 2024
Investigative Specialist I Investigative Technician I Technician Investigative Specialist II Investigative Technician II Technician IT Analyst I Professional
IT Analyst II Professional
IT Director IT Director Department Head
IT Manager IT Manager Division Manager
IT Technician I Technician
IT Technician II Technician
Economic Development Management Analyst I Professional
Management Aide Technician
Management Analyst I Management Analyst I Professional
Management Analyst II Management Analyst II Professional Management Analyst I/II Human Resources Analyst I/II Professional Media Specialist Media and Public Information Specialist Specialist Media/Production Coordinator Media Production Coordinator Coordinator New (Requested By City) Assistant City Clerk Supervisor New (Requested By City) Police Corporal Lead
Office Specialist I Office Assistant I Staff
Human Resources Assistant staff
Office Assistant II Staff
Park Maintenance Worker I Maintenance Worker I Staff
Park Maintenance Worker II Maintenance Worker II Staff
Park Ranger Park Ranger Specialist
Park/Landscape Maint Attendant Maintenance Assistant Staff Park/Landscape Maintenance Manager Community Services Manager-Maintenance and Projects Division Manager Pd Records Supervisor Police Records Supervisor Supervisor Pd Records Technician Police Records Technician I Technician Permit Center Coordinator Permit Center Coordinator Coordinator Planning Manager Delete; no longer needed
Planning Technician Planning Technician Technician
Plans Examiner I Specialist
Plans Examiner II Specialist
Police Captain Police Captain Division Manager
Police Lieutenant Police Lieutenant Division Manager
Police Officer Police Officer Specialist
Police Sergeant Police Sergeant Supervisor
Police Support Services Manager Police Support Services Manager Division Manager Principal Accountant Senior Accountant Lead
Office Specialist II
Plans Examiner
IT Analyst
IT Technician
Management Aide
7 of 8 Appendix I - Class Plan by Current Title
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 28

Menifee Mayor and City Council
June 5, 2024
Page
788 of 1108

City of Menifee
February 2024
Principal Engineer Principal Civil Engineer Principal
Principal Planner Principal Planner Principal
Public Information And Legislative Affairs Officer Public Information and Legislative Affairs Officer Supervisor Public Information Specialist Media and Public Information Specialist Specialist Public Works Inspector I Public Works Inspector I Specialist Public Works Inspector II Public Works Inspector II Specialist Public Works Manager Public Works Manager Division Manager Public Works Supervisor Maintenance Supervisor Supervisor PW Financial Analyst Financial Analyst Professional
Receptionist Receptionist Staff
Records Technician Records Technician Technician
Risk Manager Human Resources Manager Division Manager
Senior Accountant Accountant II Professional
Senior Accounting Technician Senior Accounting Technician Lead Senior Building Inspector Senior Building Inspector Specialist Senior Code Enforcement Officer Senior Code Enforcement Officer Lead Senior Community Services Officer Senior Community Services Officer Lead Senior Engineer Civil Engineer Lead
Senior Facilities Maintenance Worker Senior Maintenance Worker Lead Senior Fire Permit Technician Permit Technician II Technician Senior Fleet Technician Senior Fleet Technician Lead
Economic Development Management Analyst II Professional Housing and Grant Programs Analyst Professional
Senior Management Analyst Lead
Senior Management Analyst-Conf. Assistant to the City Manager Principal Senior Park Maintenance Worker Senior Maintenance Worker Lead Senior Pd Records Technician Police Records Technician II Technician Senior Personnel and Training Analyst Management Aide Technician Senior Planner Senior Planner Advanced Professional
Senior Public Works Inspector Senior Public Works Inspector Lead Senior Street Maintenance Worker Senior Maintenance Worker Lead Special Project Manager Delete; no longer needed
Street Maint Worker II Maintenance Worker II Staff
Street Maintenance Worker I Maintenance Worker I Staff
Senior Management Analyst
8 of 8 Appendix I - Class Plan by Current Title
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 29

Menifee Mayor and City Council
June 5, 2024
Page
789 of 1108

Appendix II
Classification Concepts

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 30

Menifee Mayor and City Council
June 5, 2024
Page
790 of 1108

Formerly Koff & Associates
City of Menifee Classification Concepts
Classification Type – General Definitions
Classification type represents the grouping of classifications into a systematic classification structure based on the inter-relationship of duties performed, nature and level of responsibilities, and required knowledge, skills, abilities, education, training, and experience.
• City Manager
• Assistant City Manager
• Deputy City Manager
• Department Head
• Assistant Department Head
• Deputy Department Head
• Division Manager
• Program Manager
• Principal
• Supervisor
• Senior
• Professional
• Coordinator
• Specialist
• Technician
• Staff
Within each classification series, there may exist a classification at each level or only at selected levels. The levels within the classification series reflect the City’s needs and priorities. For example, in some classification series, there is no need for functions to be performed at the experienced, advanced, or supervisor level. Distinctions between levels within classification series can be defined based on scope of responsibility, complexity of work, supervision received and exercised, authority for making decisions and taking action, and type and level of required knowledge, skills, abilities, education, training, and experience. Following are descriptions of each classification type.

Management and Supervisory Class Concepts
City Manager
Plans, organizes, and provides administrative direction and oversight for all City functions and activities. Provides policy guidance and program evaluation to City Council (Council) and management staff; and assumes responsibility for the development, implementation, and execution of short - and long-term goals, policies, budgets, and strategies to accomplish the City’s mission and Council priorities.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 31

Menifee Mayor and City Council
June 5, 2024
Page
791 of 1108

Formerly Koff & Associates
Assistant City Manager
Plans, organizes, manages, and provides administrative direction and oversight for all functions and activities of multiple departments as well as assists the City Manager in the overall administration of agency -wide programs, projects, and initiatives. Provides highly responsible and complex management assistance to the City Manager and City Council in coordinating and directing City-wide activities and operations. Assists the City Manager in executing the long-term vision for the City in collaboration with the Council and other department directors.

Deputy City Manager
Plans, organizes, manages, and provides administrative direction and oversight for the functions and activities of assigned departments and/or programmatic areas. Provides highly responsible and complex management assistance to the City Manager and Assistant City Manager in coordinating and directing the activities and operations of assigned departments/functional areas . While the Deputy City Manager provides some assistance with overall City administration, this concept is typically more involved in the operations, planning, and service delivery of assigned departments, programs, and projects.

Department Head
• In many organizations this is usually the classification titled as “Director” or “Chief” Plans, organizes, manages, and provides administrative direction and oversight for all functions and activities of the assigned department. Provides highly responsible and complex management assistance to the City Manager in coordinating and directing City-wide departmental activities and operations. Assists the City Manager in executing the long-term vision for the City in collaboration with the City Council and other department directors. Coordinates assigned activities with officials and outside agencies and fosters cooperative working relationships among City departments and with intergovernmental and regulatory agencies and various public and private groups.

Work situations require the analysis and application of organizational policies and goals, complex laws, and/or general business or ethical considerations. Positions operate in highly visible, politically sensitive, legally complex, and evolving arenas working on significant and strategic issues and problems, as well as City-wide and/or City Council priorities and directives, requiring political sensitivity and in-depth evaluation and analysis of various (and often competing) circumstances, interests, and information. Incumbents are responsible for achieving departmental goals and objectives. Incumbents often deal with public officials; members of boards, councils, and commissions; legislators; regulatory agencies; and the community to provide policy direction, explain program mission and objectives, and/or negotiate solutions to difficult problems.

Assistant Department Head
• The title is generally “Assistant Director,” but other industry standard titles exist This generally refers to a “second in command” classification which oversees the day -to-day operations of a department; in these cases, the position carries the same types of operational responsibilities as the department head but may not have direct accountability for strategic or policy related planning and development; lower -level management and/or supervisory positions generally report to these positions.

This concept is generally used in larger departments where there are multiple divisions and/or functional areas.

Deputy Department Head
• The title is generally “Deputy Director,” but other industry standard titles exist Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 32

Menifee Mayor and City Council
June 5, 2024
Page
792 of 1108

Formerly Koff & Associates
This classification is considered mid-management within a department, managing through subordinate levels of management. In addition to the responsibilities outlined at the manager level, responsibilities include allocating staff and budget resources among competing demands and performing significant service delivery planning and evaluation at the division level (defined as a major segment of the organization consisting of multiple units and subunits , each with a specific service function) which has a chain of command including subordinate management, s upervisory, advanced professional, technical, and clerical staff classifications.

The main difference between the deputy director and the manager is that the latter has management responsibility over a recognized section of the organization, while the former oversees multiple subunits through subordinate managers. The deputy director concept will typically be found in larger departments which require a deeper management structure due to the breadth of the department’s operations and functional areas, and size of the department’s workforce.

The deputy director spends the majority of their time on policy development and administration; long- and short-term planning; ensuring compliance with laws, City ordinances, codes, and regulations; and budgeting responsibilities. The deputy director level develops, recommends, and sets the programs, projects, goals, and policies and procedures of the division.

Division Manager
• The title is generally “Manager” but other industry standard titles exist.

This classification level is considered mid-management. In addition to the responsibilities outlined at the supervisor level, responsibilities include allocating staff and budget resources among competing demands and performing significant service delivery planning and evaluation at the subunit level. This level would be responsible for a unit, defined as a segment of the organization representing a specific business function which has a chain of command that includes a breadth of classification types including supervisory, advanced professional, technical, and clerical staff classifications. Managers typically manage assigned operations through subordinate supervisors.

The main difference between the supervisor and the manager is that the supervisor spends a portion of time performing the same or similar duties as those supervised within their unit(s), while a manager spends the majority of time on administrative, long- and short -term planning, and budgeting responsibilities. The managerial level develops, recommends, and sets the programs, projects, goals, and policies and procedures of the division, while the supervisory level is more involved in the day -to-day implementation and execution of those programs, projects, and policies and procedures.
− In essence the manager focus is on “the why” and the supervisor focus is on “the how”.

Program Manager
This classification is typically responsible for a program, defined as a planned coordinated group of activities and procedures created for a specific function related to ongoing City operations, initiatives, and services, as well as management and/or City Council priorities and directives. A program encompasses multiple projects with department- wide and community served impact. Employees are responsible for designing, planning, implementing, evaluating, and modifying the program, including short - and long-term planning activities; budget preparation and implementation; performing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research, analysis; supporting and analyzing programmatic practices and procedures; and developing and implementing recommendations for operational, policy, and procedural improvements for the assigned program(s). Employees serve as a specialist, liaison, and advocate for the assigned program(s) requiring the use of initiative and resourcefulness, Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 33

Menifee Mayor and City Council
June 5, 2024
Page
793 of 1108

Formerly Koff & Associates
considerable independent judgment, and regular contact with senior management positions within the City, other public agencies, legislators, private and community organizations, regulatory and governmental agencies, and the public.

The Program Manager concept performs many of the same administrative, planning, and budgeting duties for assigned programmatic areas as does the Manager concept, but a Program Manager typically has responsibility for oversight of contracted staff or consultants with few or no City employees as direct reports versus a Manager’s responsibility for a reporting structure consisting of City employees. A Program Manager focuses on program effectiveness, relevance, activities, initiatives, and functions; a Manager focuses on overall operations of a unit within a department.

Principal
The principal is typically seen as a deep subject matter expert that provides professional support relative to highly technical and/or sensitive projects/programs; assists other divisions and/or departments in obtaining information and development of recommendations regarding management issues; and assists in the development of new programs and/or addition/modification of program elements as needed to meet goals and objectives. This position functions as the “manager of” a large program and/or multiple projects with significant impact not only organization-wide but also on the community at large and may affect outside agencies and other entities. The employee is responsible for designing, planning, implementing, and maintaining the program, including short - and long-term planning activities, budget preparation and implementation, analyzing data for trends, and community education and outreach.

Responsibilities include performing diverse, specialized, and complex work involving significant accountability and decision-making responsibility, as well as extensive staff, public, and organizational contact. Successful performance of the work requires skill in managing projects and coordinating assigned work with other departments and outside entities.

Work situations require the analysis and application of organizational policies and goals, complex laws, and/or general business or ethical considerations. The employee is subject only to the policy guidance of executive management and/or broad regulatory or legal constraints. The ultimate authority for achieving the goals and objectives of the program are with this employee. The employee often deals with public officials, members of boards, councils, commissions, and others to provide policy direction, explain program missions, and/or negotiate solutions to difficult problems.

The principal usually does not have supervisory responsibilities as a focus area or main function of the job but may provide direction and oversight to other staff on a project-basis and/or to contract and consultant staff.

Supervisor
The focus of the job is on the direct supervision and coordination of a work unit, and also includes hands-on participation in the work activities of those supervised. Incumbents plan, assign, direct, review, and evaluate the work of staff. In addition, incumbents assigned to this level make effective recommendations and/or carry out selection, performance evaluation, and disciplinary procedures.

The supervisor also exercises discretion in selecting appropriate resources to use in accomplishing assigned work; monitors and reviews work in progress, and provides technical assistance and guidance; ensures that appropriate policies and procedures are followed by subordinates; monitors, coordinates, and provides input into developing the budget for the subunit(s); and recommends procedures consistent with unit, divisional, and City directives, polices, and regulations, which are developed by higher-level management staff.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 34

Menifee Mayor and City Council
June 5, 2024
Page
794 of 1108

Formerly Koff & Associates
Senior (i.e., “Lead”)
This is an advanced journey level classification that bridges the gap between a journey level position below and the supervisory position above. The position has ongoing responsibility to lead the work of a work unit, or a small group of staff engaged in the same type of work. The “Senior” title is the industry standard (vs. “Lead” – although “Lead” is still seen in public agency operations departments). This level plans, schedules, assigns, provides performance feedback, and trains employees, and is responsible for the “work” not the “worker.” This is differentiated by the full Supervisor level above which is responsible for the “worker,” including counseling, disciplining, and conducting performance evaluations.

These employees provide technical and functional direction to assigned staff on an ongoing, day -to-day basis, and perform the most difficult and complex assignments.

Non-Management Class Concepts
Professional
This classification performs operational, financial, budgetary, legal, regulatory, political, and/or administrative analyses and studies; researches and analyzes practices and procedures, and develops recommendations for organizational, operational, policy, and procedural improvements; and conducts needs analyses, feasibility studies, and evaluations for assigned programs, projects, and activities. Other professional level classes perform discipline specific activities within a given occupation, such as planning or engineering. Employees receive broad (non-detailed and non-specific) assignments and/or tasks and are responsible for independently developing a plan of action and approach; identifying, synthesizing, and interpreting relevant sources of data and information; selecting and implementing methodology; analyzing and interpreting results; developing recommendations; and presenting final products for supervisor and management review. Work assignments are reviewed during the normal briefing cycle, generally upon completion, and for overall results. Decisions may have significant unit, division, or City-wide service delivery, operational, legislative, regulatory, and/or budgetary/financial impact. A four -year degree in the area assigned is typically a minim um qualification.

Coordinator
The term “Coordinator” is often used for classes responsible for the coordination and administration of one or more programs or projects in a department/division with external contractors, agencies, and/or service providers.

The employee would typically have responsibility for independently coordinating one or more programs or projects on a regular basis. The duties involved would include the implementation of the program’s or project’s goals and objectives, oversight of performance, input as to budget preparation and administration, promotion or marketing, and evaluation. Incumbents at this level may have limited supervisory responsibility such as exercising functional and technical supervision over full-time staff, or directing part -time, temporary, and/or contract staff, volunteers, and/or interns. This concept can also be adapted to administrative types of program operations, either within a larger department or positions which oversee a City-wide administrative program.

Specialist
This is a paraprofessional classification that performs a combination of duties requiring the application of knowledge obtained from technical, vocational education, and/or experience usually provided through a two-year degree and/or post-secondary coursework and/or training. The work differs from the technician because it serves as a bridge classification to a professional series, and incumbents exercise broader discretion and independent judgment with a Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 35

Menifee Mayor and City Council
June 5, 2024
Page
795 of 1108

Formerly Koff & Associates
deeper understanding of the assigned subject matter area relative to the technician. This type and level of work can be found in departments where specialized assignments exist in administrative or operational areas.

Technician
• Examples of titles typically include “Technician” and “Operator” This is a technical classification that performs a combination of duties which also require the application of knowledge obtained through technical or vocational education and experience, usually provided through a two-year degree and/or post-secondary coursework and training, or for skilled and semi-skilled labor, in a formal apprenticeship type program or through extended periods of on-the- job training. Employees assume regular on-going work that involves specific technical and programmatic skills and abilities, requiring the interpretation and application of practices of greater complexity and with a deep knowledge base as it relates to the assignment.

Staff
• Examples of titles typically include “Assistant” and “Worker” This type of classification performs duties which are routine and often repetitive. For administrative positions it is often described as “transactional” work wherein employees process information and documents in which they have limited decision making latitude; generally, employees will follow established standard operating procedures within established guidelines under which decisions are made; examples would be an Accounting Assistant processing accounts payable, or an Office Assistant responsible for reception, data entry, filing, and general routine office support duties. The positions perform a combination of duties requiring the application of knowledge obtained from a high school education.

Maintenance/field positions within this category engage in work that is predominantly standard and customarily mental, manual, mechanical, or physical work. The work is transactional, meaning that the focus is on maintaining the normal workflow of operations and the work typically fits within established techniques, procedures, processes, or specific standards. Typically, employees acquire their skill by experience rather than by advanced specialized intellectual instruction.

Levels of Work in Non-Management Classification Series
Where there are multiple levels of work within a classification series, these levels should be distinguishable, and generally fall within the following levels of work. Not every classification series will have all levels. These concepts are used throughout the organization for non-management positions, ranging from professional classes to maintenance and operations classes.
• Entry
The entry level of a classification series provides an on-the-job opportunity for employees to gain the experience needed to perform the full range of duties. Employees at this level of the class series have the necessary education to perform the work, but they lack the practical on-the-job experience required to perform the full range of duties.

Employees at this level will perform the more routine duties assigned to the class series, and will require a high level of supervision until such time as they are fully proficient in the work. The most common designation for entry level work is a “I” after the class title (e.g., Accounting Assistant I or Maintenance Worker I); in some professional classes, “Assistant” may be placed before the class title to designate the class as entry level (e.g. Assistant Civil Engineer or Assistant Planner).
• Journey/Fully Proficient
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 36

Menifee Mayor and City Council
June 5, 2024
Page
796 of 1108

Formerly Koff & Associates
Positions at the journey level of the series are fully proficient and qualified to perform the full range of duties assigned to the classification series. At this level, positions are subject to general supervision, referring only unusual situations and issues to their supervisor. The most common designation for journey level work is a “II” after the class title (e.g., Accounting Assistant II or Maintenance Worker II); in some professional classes, “Associate” may be placed before the class title to designate the class as journey level (e.g. Associate Civil Engineer or Associate Planner). In most classification series, the majority of positions will be placed at the journey level, since that is considered to be the core level of work, (i.e., performing the full range of duties). • Advanced
In addition to performing the full scope of work, employees perform the most difficult and complex assignments requiring the advanced knowledge of concepts in their assigned area of responsibility, as well as City and regulatory standards, practices, polic ies, and procedures. For professional classes, responsibilities include performing diverse, specialized, and complex work involving significant accountability and decision-making responsibility. Employees are responsible for providing support to an assigned supervisor/unit manager in a variety of areas. Successful performance of the work requires an extensive background as well as the ability to coordinate one’s own work with that of other units and outside agencies.

For some positions at the technical and clerical level, the work involves a high-level of problem -solving requiring analysis of unique issues or problems without precedent and/or structure and formulating and presenting strategies and recommendations to management. It is preferable to limit the use of the advanced level concept to those positions that also have lead related duties (i.e., the Senior level) but that is not always feasible. For an advanced- level classification, you must ensure that:
− The complex duties are distinguishable from journey level work and can be clearly articulated; − They should also be preponderant (i.e., the purpose why the job exists); and − They should be performed a high percentage of time. For example, 10% of time (4 hours/week) is not a significant amount of time.

By its very definition, the number of positions assigned to the advanced level is limited and many classification series/job families do not necessitate an advanced level.

Flexible Staffing Entry/Journey Classifications
Flexible staffing is a strategy wherein the assigned work is the same at the entry and journey level of the series, but the organization wants some flexibility in how positions progress to the journey level. The position is budgeted at the journey level, but appointment into the class series could be made at either the entry or the journey level, depending on applicant skills and/or the desire to provide advancement opportunities for current staff who have the necessary education to move into the entry level, but who need time on the job to acquire knowledge of the necessary departmental operations in order to perform the full range of duties.

Some Gallagher recommendations include the use of flexible staffing; the methodology and language for the concept are presented below:
• We do not recommend the use of time frames for progression since they vary based on the classification, and can lead to an expectation of progression to the next level within the time range specified in the classification specification, rather than the other key factors for progression (i.e., being able to demonstrate that the employee has reached the level of knowledge and ability that allows them to perform the full range of duties of the class with minimal supervision); we present below some classification specification language to address this issue:

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 37

Menifee Mayor and City Council
June 5, 2024
Page
797 of 1108

Formerly Koff & Associates
− “Positions in the Office Assistant class series are flexibly staffed and positions at the II-level may be filled by advancement from the I-level; progression to the II-level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the II-level. ” • We also suggest a modified approach to typical duties, and knowledge and abilities statements in entry/journey flexibly staffed classes. In these cases, the entry level is the “learning” level within the series, so you will frequently see statements such as “ability to learn” for specific areas; this sometimes leads employees to believe that once they have completed the learning identified in a specific statement, they should then be progressed to the journey level. For that reason, we recommend incorporating the following “learning capacity” statement:
− Typical Duties – “Some duties, knowledge, skills, and abilities may be performed by entry level (I-level) positions in a learning capacity.”
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 38

Menifee Mayor and City Council
June 5, 2024
Page
798 of 1108

Arthur J. Gallagher (UK) Limited is authorised and
regulated by the Financial Conduct Authority.

Registered Office: The Walbrook Building,
25 Walbrook, London EC4N 8AW.

Registered in England and Wales.

Company Number: 1193013.
www.ajg.com/uk

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 39

Menifee Mayor and City Council
June 5, 2024
Page
799 of 1108

February 28, 2024

TOTAL COMPENSATION STUDY

FINAL REPORT
City of Menifee
Formerly Koff & Associates
© 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 40

Menifee Mayor and City Council
June 5, 2024
Page
800 of 1108

February 28, 2024
Jonathan Nicks
Deputy City Manager
City of Menifee
29844 Haun Rd.

Menifee, CA 92586
Dear Mr. Nicks:

Gallagher is pleased to present the Total Compensation Study Final Report to the City of Menifee. This report documents the market compensation survey methodology, findings, and recommendations for implementation.

We would like to thank you for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with the City and we look forward to future opportunities to provide you with professional assistance.

Sincerely,
Kari Mercer
Project Manager
1 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 41

Menifee Mayor and City Council
June 5, 2024
Page
801 of 1108

Contents
Executive Summary....................................................................................................................................4 Background ...............................................................................................................................................4 Summary of Findings.................................................................................................................................4 Study Process .............................................................................................................................................4 Benchmark Classifications ........................................................................................................................4 Comparator Agencies................................................................................................................................7 Salary and Benefits Data...........................................................................................................................8 Data Collection ..........................................................................................................................................9 Matching Methodology ..............................................................................................................................9 Data Spreadsheets..................................................................................................................................10 Market Compensation Findings...............................................................................................................11 Base Salary .............................................................................................................................................14 Total Compensation ................................................................................................................................14 Benefits....................................................................................................................................................15 Internal Salary Relationships...................................................................................................................15 Recommendations....................................................................................................................................16 Pay Philosophy........................................................................................................................................16 Proposed Salary Structure ......................................................................................................................16 Proposed Salary Range Placements.......................................................................................................17 Options for Implementation .....................................................................................................................17 Using the Market Data as a Tool..............................................................................................................18 2 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 42

Menifee Mayor and City Council
June 5, 2024
Page
802 of 1108

List of Tables
Table 1. Benchmark Classifications..............................................................................................................5 Table 2. Comparator Agencies .....................................................................................................................8 Table 3. Market Compensation Results Summary......................................................................................11 Table 4. Three-Year Implementation Option...............................................................................................17 Appendices
Appendix I: Results Summary
Appendix II: Market Compensation Findings
Appendix III: Additional Benefits
3 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 43

Menifee Mayor and City Council
June 5, 2024
Page
803 of 1108

Executive Summary
Background
The City of Menifee (City) contracted with Gallagher (formerly Koff & Associates) to conduct a comprehensive Total Compensation Study for all City classifications. All compensation findings and recommendations are presented in this report.

This compensation review process was precipitated by:
• The concern of the City Council and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;
•
•
The desire to have a compensation plan that can meet the needs of the City; and The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across the City.

The goals of the compensation study are to assist the City in developing a competitive pay and benefit plan, which is based upon market data, and to ensure that the plan is fiscally responsible and meets the needs of the City with regards to recruitment and retention of qualified staff.

Summary of Findings
This report summarizes the study methodology, analytical tools, and the total compensation (salary and benefits) survey findings. The results of the total compensation study showed:
•
•
•
The City’s base salaries, overall, in comparison to the market median are 5.7% above the market.

The City’s total compensation, overall, in comparison to the market median is 6.2% above the market.

The City’s benefits package puts the City in a more competitive position compared to the market and, therefore, salary decisions should be based on total compensation versus base salary market. • Gallagher considers a classification falling within 5% of the median to be competitive.

Study Process
Benchmark Classifications
The study included 133 classifications, and of those 81 classifications were selected in order to collect salary and benefits data within the defined labor market. The classifications represent 248 of the 302 full-time positions included in the City’s FY 23-24 authorized positions, which is about 82% of the City’s full-time workforce. Classifications that we would expect to provide a sufficient sample for analysis were selected as “benchmarks” to use as the basis to build the compensation plan. Benchmark classifications are those classifications that are compared to the market, and these classifications are used as a means of anchoring the City’s overall compensation plan to the market. Other classifications not surveyed will be included in the compensation plan and aligned to the benchmark classifications using internal equity principles.
4 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 44

Menifee Mayor and City Council
June 5, 2024
Page
804 of 1108

Table 1. Benchmark Classifications
Classifications

1. Accountant II

2. Accounting Assistant

3. Accounting Technician II

4. Administrative Assistant

5. Assistant to the City Manager

6. Associate Engineer

7. Associate Planner

8. Budget Analyst

9. Building Inspector II

10. Building Official

11. Chief Financial Officer

12. Chief of Police

13. City Clerk

14. City Manager

15. Civil Engineer

16. Code Enforcement Officer II

17. Code Enforcement Supervisor

18. Code Enforcement Technician

19. Community Development Director

20. Community Services Coordinator

21. Community Services Director

22. Community Services Leader II

23. Community Services Manager

24. Community Services Manager-Maintenance
and Projects

25. Community Services Officer II

26. Community Services Supervisor

27. Construction Manager

28. Contracts/Purchasing Specialist

29. Crime Analyst

30. Deputy City Clerk II

31. Deputy City Manager

32. Deputy Director - Community Development

33. Deputy Public Works Director/City Engineer

34. Digital Media Production Technician

35. Director of Public Works and Engineering
5 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 45

Menifee Mayor and City Council
June 5, 2024
Page
805 of 1108

Classifications

36. Economic Development Director

37. Economic Development Management Analyst
II

38. Engineering Manager

39. Engineering Technician II

40. Executive Assistant

41. Finance Manager

42. Financial Analyst

43. Fleet and Equipment Supervisor

44. Fleet Technician II

45. GIS Program Manager

46. GIS Technician

47. Human Resources Analyst II

48. Human Resources Assistant

49. Human Resources Manager

50. Human Resources Technician II

51. Investigative Technician II

52. IT Analyst II

53. IT Director

54. IT Manager

55. IT Technician II

56. Maintenance Supervisor

57. Maintenance Worker II

58. Management Aide

59. Management Analyst II

60. Media and Public Information Specialist

61. Media Production Coordinator

62. Office Assistant II

63. Park Ranger

64. Permit Center Coordinator

65. Permit Technician II

66. Planning Technician

67. Plans Examiner II

68. Police Corporal

69. Police Lieutenant

70. Police Officer

71. Police Records Supervisor

72. Police Records Technician II
6 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 46

Menifee Mayor and City Council
June 5, 2024
Page
806 of 1108

Classifications

73. Police Sergeant

74. Police Support Services Manager

75. Principal Civil Engineer

76. Property and Evidence Technician II

77. Public Information and Legislative Affairs
Officer

78. Public Works Inspector II

79. Public Works Manager

80. Records Technician

81. Systems Administrator
Comparator Agencies
Another important step in conducting a market salary study is the determination of appropriate agencies for comparison. In developing the list of potential comparator agencies, Gallagher first started with agencies that the City has used historically for comparison purposes. Other agencies were then added to the potential list of comparator agencies based on input from City stakeholders including employee representatives and City management as well as input from Gallagher. Each agency was evaluated based on the following factors:

1. Organizational type and structure – It is generally recommended that agencies of a similar size and providing similar services to that of the City be used as comparators.

When it comes to technical classes, the size of an organization is not as critical, as these classes perform fairly similar work. The difference in size of an organization becomes more important when comparing classes at the management level. The scope of work and responsibility for management becomes much larger as an organization grows. Factors such as management of a large staff, consequence of error, the political nature of the job, and its visibility all grow with larger organizations. When it is difficult to find agencies that are similarly sized, it is important to get a good balance of smaller and larger agencies.

2. Similarity of population, staff, and operational budgets – These elements provide guidelines in relation to resources required (staff and funding) and available for the provision of services.

3. Scope of services provided – For the majority of classifications, it is important to select agencies providing similar services. Specifically, we looked at whether or not organizations are using internal staff to deliver services which are often provided by contract since we are unable to match benchmarks in service areas that are provided through an external source. Organizations providing the same services are ideal for comparators and most comparator agencies surveyed provide similar services to the City.

4. Labor market and geographic location – Today’s labor market reality is that many agencies are in competition for the same pool of qualified employees because large portions of the workforce don’t live in the communities they serve, are accustomed to lengthy commutes, and are more likely to consider changing jobs in a larger geographic area than in the past. Furthermore, by selecting employers within a geographic proximity to the City, the resulting labor market data generally reflects the region’s cost of living, housing costs, growth rate, and other demographic characteristics to the same extent as competing employers to the City. Therefore, 7 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 47

Menifee Mayor and City Council
June 5, 2024
Page
807 of 1108

the geographic labor market area where the City may be recruiting from or losing employees to, was taken into consideration when selecting comparator organizations.

All factors mentioned should be considered in selecting the group of comparator agencies. The City agreed to a list of twelve (12) agencies.

Table 2. Comparator Agencies
Agency

1. City of Beaumont

2. City of Chino

3. City of Corona

4. City of Escondido

5. City of Indio

6. City of Moreno Valley

7. City of Murrieta

8. City of Palm Springs

9. City of Redlands

10. City of Riverside

11. City of Temecula

12. City of Upland
Salary and Benefits Data
The last element requiring discussion prior to beginning a market survey is the specific benefit data that will be collected and analyzed. The following salary and benefits data was collected for each benchmark classification (the cost of these benefits to each agency was converted into dollar amounts and can be found in Appendix II [Benefit Detail] of this report; these amounts were added to base salaries for total compensation purposes).

1. Monthly Base Salary
The top of the salary range and/or control point. All figures are presented on a monthly basis.

2. Employee Retirement
The retirement reflects the benefits offered to the majority of the employees:
•
•
PERS Formula: The service retirement formula for each agency’s PEPRA plan.

Employee Pick Up of Employer’s Share: The amount of the employer’s contribution to PERS that is paid by the employee. This is expressed as a negative number in the datasheets. •
•
Social Security: If an employer participates in Social Security, then the employer contribution of 6.2% of the base salary up to the federally-determined maximum contribution of $828 per month was reported.

Other: Any other retirement contributions made by the employer.

3. Deferred Compensation
Deferred compensation contributions provided to all employees of a classification with or without requiring the employee to make a contribution is reported.
8 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 48

Menifee Mayor and City Council
June 5, 2024
Page
808 of 1108

4. Insurances
The employer paid premiums for an employee with family coverage was reported. The employer paid insurances included:
•
•
•
•
•
Cafeteria/Flexible Benefit Plan
Medical
Dental
Vision
Other

5. Leaves
Other than sick leave, which is usage-based, the number of hours off for which the employer is obligated. All hours have been translated into direct salary costs.
• Vacation: The number of paid time off (or vacation) hours available to all employees who have completed five years of employment.
•
•
Holidays: The number of holiday hours (including floating hours) available to employees.

Administrative: Administrative (or management) leave is normally the number of paid leave hours available to Fair Labor Standards Act (“FLSA”) Exempt and/or management to reward for extraordinary effort (in lieu of overtime). This leave category may also include personal leave which may be available to augment vacation or other time off.

6. Auto Allowance
This category includes either the provision of an auto allowance or the provision of an auto for personal use only. If a vehicle is provided to any classification for commuting and other personal use, the average monthly rate is estimated at $450. Mileage reimbursement is not included.

All of the benefit elements are negotiated benefits provided to all employees in the classification. As such, they represent an ongoing cost for which an agency must budget. Other benefit costs, such as sick leave, tuition reimbursement, and reimbursable mileage are usage-based and cannot be quantified on an individual employee basis.

Data Collection
Data was collected during the months of September through November 2023 with some follow up performed in January 2024, through comparator agency websites, conversations with human resources, accounting, and/or finance personnel, and careful review of agency documentation such as classification descriptions, memoranda of understanding, organization charts, and other documents.

Matching Methodology
Gallagher believes that the data collection step is the most critical for maintaining the overall credibility of any study and relied on the City’s classification descriptions as the foundation for comparison.

When Gallagher researches and collects data from the comparator agencies to identify possible matches for each of the benchmark classifications, there is an assumption that comparable matches may not be made that are 100% equivalent to the classifications at the City. Therefore, Gallagher does not match based upon job titles, which can often be misleading, but rather analyze class descriptions before a comparable match is determined. 9 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 49

Menifee Mayor and City Council
June 5, 2024
Page
809 of 1108

Gallagher’s methodology is to analyze each class description and the whole position by evaluating factors such as:
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Definition and typical job functions;
Distinguishing characteristics;
Level within a class series (i.e., entry, experienced, journey, specialist, lead, etc.); Reporting relationship structure (for example, manages through lower-level staff); Education and experience requirements;
Knowledge, abilities, and skills required to perform the work; The scope and complexity of the work;
Independence of action/responsibility;
The authority delegated to make decisions and take action; The responsibility for the work of others, program administration, and for budget dollars; Problem solving/ingenuity;
Contacts with others (both inside and outside of the organization); Consequences of action and decisions; and
Working conditions.

In order for a match to be included, Gallagher requires that a classification’s “likeness” be at approximately 70% of the matched classification.

When an appropriate match is not identified for one classification, Gallagher often uses “hybrids” which can be functional or represent a span in scope of responsibility. A functional hybrid means that the job of one classification at the City is performed by two or more classifications at a comparator agency. In this case, the salary reported is the higher salary of the classifications matched in the comparator. A “hybrid” representing a span in scope means that the comparator agency has one class that is “bigger” in scope and responsibility and one class that is “smaller,” where the City’s class falls in the middle. For span of responsibility hybrid matches, the salary reported is the average of the salaries of the matched classifications.

If an appropriate match could not be found, then no match was reported as a non-comparable (N/C).

Data Spreadsheets
For each benchmark classification, there are two information pages:
•
•
Top Monthly Base Salary and Total Compensation Data
Benefit Detail (Monthly Equivalent Values)
The average (mean) and median (midpoint) of the comparator agencies are reported on the top monthly salary and total compensation data spreadsheets. The percent above or below that the City is compared to the average and median is also reported.

The mean is the sum of the comparator agencies’ salaries/total compensation divided by the number of matches. The median is the midpoint of all data with 50% of data points below and 50% of data points above.

In order to calculate the mean and median, Gallagher requires that there be a minimum of four (4) comparator agencies with matching classifications to the benchmark classification. The reason for requiring a minimum of four matches is 10 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 50

Menifee Mayor and City Council
June 5, 2024
Page
810 of 1108

so that no one classification has undue influence on the calculations. Sufficient data was collected from the comparator agencies for 77 of the 81 benchmark classifications.

When using survey data to make salary range recommendations and adjustments, Gallagher recommends using the median, rather than the mean, because the median is not skewed by extremely high or low salary values.

Market Compensation Findings
The following table represents a summary of the market top monthly (base) salary and total compensation (base salary plus benefits [retirement, insurance, leaves, and allowances]) findings. For each benchmark classification, the number of matches (agencies with a comparable position) and percent above or below the top monthly salary market median and total compensation market median is listed. The table is sorted by total compensation value in descending order from the most positive percentile (above market) to the most negative (below market).

Table 3. Market Compensation Results Summary
TotalTop Monthly
% Above or
Below
Compensation
% Above or
Below
# of
MatchesClassification Title
Police Records Technician II 27.4%

18.5%

19.0%

20.4%

16.0%

20.3%

17.3%

12.1%

17.6%

16.7%

15.3%

12.6%

9.1%

23.4% 10
9Crime Analyst 18.8%

18.5%

18.1%

17.7%

17.4%

14.8%

14.7%

14.5%

14.1%

13.2%

13.0%

12.8%
Financial Analyst 7
Community Services Officer II
Budget Analyst
10 11
5Management Aide
Public Information and Legislative Affairs Officer
Deputy Director - Community Development
Accountant II
7 11
12 6Police Support Services Manager
Community Services Supervisor
Park Ranger
11 8
City Clerk 9
Community Services Manager-Maintenance and 12.5% 5
Projects
IT Director 10.7%

15.0%

10.3%

9.0%

12.4%

11.2%

10.5%

10.4%

10.0%

9.7%
7 9Civil Engineer
Engineering Technician II
Fleet Technician II
9 10
8Deputy City Manager
Management Analyst II
Code Enforcement Technician
Assistant to the City Manager

5.3%

11.3%

13.6%

15.9%
12 4
5 11 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 51

Menifee Mayor and City Council
June 5, 2024
Page
811 of 1108

Total
Compensation
% Above or
Below
Top Monthly
% Above or
Below
# of
MatchesClassification Title
Police Records Supervisor 13.8%

10.3%

10.9%

9.5%

5.6%

10.9%

10.3%

12.0%

7.8%

9.7%

2.9%

2.8%

8.1%

8.8%

5.2%

9.7%

8.3%

10.3%

3.3%

7.1%

4.5%
-1.7%

4.5%

1.0%

5.2%
-1.5%

0.9%

4.0%

1.7%

2.3%

0.7%

2.0%

1.3%

0.3%

2.2%

9.4% 9
8Property and Evidence Technician II
Economic Development Management Analyst II
IT Analyst II

9.4%

9.3%

9.1%

8.4%

8.3%

7.9%

7.4%

7.2%

7.0%

6.8%

6.7%

6.3%

6.1%

5.8%

5.7%

5.3%

5.2%

5.1%

4.8%

4.5%

4.4%

3.6%

3.4%

2.6%

2.2%

2.0%

1.5%

1.1%

1.1%
7 12
12 12
7 Accounting Technician II
Human Resources Analyst II
Construction Manager
Finance Manager 10
11 11
9 Community Services Coordinator
Public Works Manager
Contracts/Purchasing Specialist
Planning Technician 9
Permit Technician II 12
8Human Resources Manager
Public Works Inspector II
Community Services Manager
Principal Civil Engineer
Economic Development Director
Office Assistant II
12 10
10 7
10 12
12 6
Building Official
Code Enforcement Officer II
Media and Public Information Specialist
Maintenance Worker II 12
11 9
Administrative Assistant
Deputy Public Works Director/City Engineer
Police Officer 10
11 12
10 7
IT Technician II
Building Inspector II
Deputy City Clerk II
GIS Technician
Maintenance Supervisor
Plans Examiner II
12 9
Community Development Director
Community Services Director
Systems Administrator
11 9
10 12 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 52

Menifee Mayor and City Council
June 5, 2024
Page
812 of 1108

Total
Compensation
% Above or
Below
Top Monthly
% Above or
Below
# of
MatchesClassification Title
Fleet and Equipment Supervisor -4.1%
-0.4%

0.9% 9
8Code Enforcement Supervisor
Engineering Manager
Associate Planner

0.6%

0.2%4.3% 7

2.0% 0.0% 11
10 10
11 5
Chief Financial Officer
Director of Public Works and Engineering
Human Resources Technician II
Records Technician

0.8% -0.5%

0.8% -0.8%
-5.4% -1.1%
-6.8% -1.2%
GIS Program Manager
Police Sergeant
-2.8% -1.9% 6
-8.5% -2.9% 10
8IT Manager -2.4% -3.3%
Accounting Assistant -8.9% -3.4% 10
10 12
7 Chief of Police -7.3% -3.7%
Executive Assistant -9.6% -5.4%
Human Resources Assistant
Police Lieutenant
-13.3%
-11.2%
-11.7%
proposed
proposed
-5.3%
-5.9%
-6.0% 9
City Manager -10.8%
proposed
proposed
N/A
12 8Associate Engineer
Police Corporal 8
Community Services Leader II (part-time)
Investigative Technician II
Media Production Coordinator
Digital Media Production Technician
Permit Center Coordinator
11 2Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data
1 3
3 13 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 53

Menifee Mayor and City Council
June 5, 2024
Page
813 of 1108

Base Salary
Base salary market results show that 16 classifications are paid below the market median and 59 classifications are paid above the market median.

Base Salary Market Compensation Data
19 15 14
8 76
3 3 0
More than 15-20% 10-15%
ABOVE
5-10%
ABOVE 5% ABOVE
Less than Less than 5-10%
BELOW
10-15% More than
20% ABOVE 5% BELOW 20%

ABOVE BELOW BELOW
City of Menifee Market Postions
Total Compensation
Total compensation market results show that 13 classifications are paid below the market median, 60 classifications are paid above the market median, and one class is paid equal to the market median.

Total Comp Market Compensation Data
24 17
13 9 3
1 15 0
More than 15-20% 10-15%
ABOVE
5-10%
ABOVE 5% ABOVE
Less than Less than 5-10%
BELOW
10-15% More than
20% ABOVE 5% BELOW 20%

ABOVE BELOW BELOW
City of Menifee Market Postions
14 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 54

Menifee Mayor and City Council
June 5, 2024
Page
814 of 1108

Generally, a classification falling within 5% of the median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy, actual scope of work, and position requirements.

However, the City can adopt a different standard.

Overall, the differences between market base salaries and total compensation indicate that the City’s benefits package puts the City at a slightly more competitive advantage. Further analysis indicates that, on average, classifications are

5.7% above the market median for base salaries, while that figure changes to 6.2% above the market median for total compensation, which is a 0.5% difference (i.e., the City “gains” a 0.5% competitive advantage when taking benefits into consideration).

Benefits
The market benefits data reveals the major contributing factors that give the City a competitive advantage is the City- paid health premiums. On average, the City’s contribution to health benefits is approximately 8-10% above the average value of this benefit in the market. For staff and professional level classes, this benefit is approximately 8% above market; mid-managers are approximately 15% above market; and executives are approximately 6% above market.

In addition, executive level classifications receive a considerably higher-level benefit for City-paid deferred compensation contribution at approximately 50% above the average of the market with the exception of the City Manager which is below the average for this benefit in the market.

Internal Salary Relationships
Building from the salary levels established for identified benchmark classes, internal salary relationships were developed and consistently applied in order to develop specific salary recommendations for all non-benchmarked classifications.

In the future, the City may need to utilize internal alignment practices if the number of staff grows and additional classifications are added or classifications change. While analyzing internal relationships, the same factors analyzed when comparing the City’s classifications to the labor market are used when making internal salary alignment recommendations.

In addition, the following are standard human resources practices that are commonly applied when making salary recommendations based upon internal relationships:
• A salary within 5% of the market average or median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy and actual scope of the position and its requirements. However, the City can adopt a closer standard. • Certain internal percentages are often applied. Those that are the most common are:
−
−
−
The differential between a trainee and experienced (or journey) class in a series (I/II or Trainee/Experienced) is generally 10% to 15%.

A lead or advanced journey-level (III or Senior-level) class is generally placed 10% to 15% above the journey- level.

A full supervisory class is normally placed at least 10% to 25% above the highest level supervised, depending upon the breadth and scope of supervision.
15 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 55

Menifee Mayor and City Council
June 5, 2024
Page
815 of 1108

• When a market or internal equity adjustment is granted to one class in a series, the other classes in the series are also adjusted accordingly to maintain internal equity.

Internal equity between certain levels of classifications is a fundamental factor to be considered when making salary decisions. When conducting a market compensation survey, results can often show that certain classifications that are aligned with each other are not the same in the outside labor market. However, as an organization, careful consideration should be given to these alignments because they represent internal value of classifications within job families, as well as across the organization.

For the purposes of this study, Gallagher utilized market data to develop the salary recommendations for all of the benchmarked classifications and used internal equity principles to make the salary recommendations for the classifications that were not benchmarked. For the non-benchmarked classifications and those for which the market yielded insufficient data for statistical analysis, internal alignments with other classifications will need to be considered, either in the same class series or those classifications that have similar scope of work, level of responsibility, and “worth” to the City. Where it is difficult to ascertain internal relationships due to unique qualifications and responsibilities, reliance can be placed on past internal relationships. It is important for City management to carefully review these internal relationships and determine if they are still appropriate given the current market data.

It is also important to analyze market data and internal relationships within class series as well as across the organization, and make adjustments to salary range placements, as necessary, based on the needs of the organization.

The City may want to make internal equity adjustments or alignments, as it implements the compensation strategy.

This market survey is only a tool to be used by the City to determine market indexing and salary determination.

Recommendations
Pay Philosophy
The City has many options regarding what type of compensation plan it wants to implement. This decision will be based on what the City’s pay philosophy is, at which level it desires to pay its employees compared to the market, whether it is going to consider additional alternative compensation programs, and how great the competition is with other agencies over recruitment of a highly-qualified workforce.

Proposed Salary Structure
Currently, the City has a salary structure with ranges that are approximately 2.5% apart from one another. Each salary range has six steps with 5% between each step. For purposes of developing range placement recommendations, we maintained a similar salary structure. Appendix III contains the current salary range structure.

It is important to note that the salary range structure connects all salary ranges, and their steps, by formula, thereby allowing for COLAs to be applied to only one-dollar figure in the table/matrix, which then automatically updates the entire table. Due to the formula that connects each range to the next (with 2.5% differentials between each range), there is a compounding effect when drawing relationships that span several ranges. For example, with 2.5% differentials between ranges, four ranges should represent a 10% differential. However, because the compounding effect of 2.5%, on top of 2.5%, on top of 2.5%, and so on, the differential between Range 1 and Range 5 is not exactly 10%, but it is slightly greater.
16 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 56

Menifee Mayor and City Council
June 5, 2024
Page
816 of 1108

Proposed Salary Range Placements
Appendix IV illustrates the proposed salary range placement for each classification based on the market data as well as the internal relationship analysis. The recommendations are based on total compensation market results. The following calculation was used:

1. Multiplied the City’s current top monthly salary by the percentage difference between the City’s total compensation or base salary and the total compensation or base salary market median to calculate the Market Placement Salary.

2. The classification was then placed within the proposed salary range with a Step 6 salary closest to the Market Placement Salary.

Gallagher also modified the current internal alignment in certain instances where it seemed warranted based on market-supported groupings and/or compaction issues.

For all classifications, this primary implementation procedure must be completed only at the initial time of implementation. In the future, if the City decides to implement annual across-the-board cost of living adjustment increases, only the salary schedule that was developed and included herein needs to be increased by the appropriate percentage, and each individual salary range will move up with this adjustment. This will ensure that the internal salary relationships are preserved, and the salary schedule remains structured and easily administered.

Options for Implementation
While the City may be interested in bringing all salaries to the market median, in most cases this goal may not be reached with a single adjustment. In this case, one option is to move employees into the salary range that is recommended for each class based on this market study and to the step within the new range that is closest to their current compensation. If employees’ current salaries are significantly below market so that their current compensation falls below the bottom of the newly recommended range, then larger adjustments would be needed to move those employees at least to the bottom of the new salary range.

Another option is to use a phased implementation approach. Normally, if the compensation implementation program must be carried over months or years, the classes that are farthest from the market median should receive the greatest equity increase (separate from any cost-of-living increase). If a class falls within 5% above or below the market median, it would be logical to make no equity adjustment in the first round of changes. However, if a class is more than 5% below the market median, a higher percentage change may be initially warranted to reduce the disparity.

For example, if the City decided to implement the recommendations over a three-year period, then the following guidelines could be applied for the initial increase of the three-year implementation plan:

Table 4. Three-Year Implementation Option
Below Market Median
0 to 4.99%
% Increase
0%

5.0% to 9.99% 2% to 4%
4% to 6%10.0% to 14.99%
17 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 57

Menifee Mayor and City Council
June 5, 2024
Page
817 of 1108

The initial first year adjustment would provide a portion of the equity increase and place the class into the closest step (but not below) where they are now. Subsequent increases would be spaced on a similar schedule (at annual intervals) based upon the remaining disparity after each adjustment.

Please note that typically, for those classes that had a market disparity of 0 to 4.99%, we recommend a 0% increase in the first year and an adjustment in the second year. Depending upon the City’s financial situation, which will have to be reviewed before each further adjustment is made, all market disparity adjustments are intended to be completed by the third year. The City may also consider a similar implementation plan over a longer period of time, like a five- year implementation plan.

The City may spend additional time to go through a process of deliberation and decision-making as to what compensation philosophy it should implement to attract, motivate, and retain a high-quality workforce. However, the City may want to consider adjusting those classifications’ salaries that are currently below the market median as soon as possible, assuming that incumbents’ performance meets the City’s level of expectation.

When classifications are over market, Gallagher typically recommends Y-rating employees whose current pay exceeds the maximum of the recommended range until the market numbers “catch up” with their current salary. To Y-rate an employee means to keep the employee’s salary frozen and to provide no salary increases (including no cost-of-living adjustments) until the employee’s current salary is within the recommended salary range. This will result in no immediate loss of income but will delay any future increases until the incumbent’s salary is within the salary range.

Other options to “freezing” a classification’s salary in place until the market catches up are:
• “Grandfathering” of salary ranges: This means that the salary range for the classification is adjusted down to what the market numbers are. However, current incumbents would continue being paid at the current rate of pay (which would put them outside of the new and adjusted salary range for the class) until they separate from employment with City. Any new-hires would be paid within the newly established salary range. •
•
Single-incumbent classes: If a class only has one incumbent, an option would be to wait until the person separates from employment with City and then adjust the salary range for the class according to the market.

Recent hires: Some employees who have recently been hired may still be at one of the lower steps within their current salary range. So, even if the top of their current salary range is above market, the incumbents are currently still paid below the market maximum because they are not at the top of their current salary range. In this case, an immediate salary range adjustment could be made to bring the salary range within the market. This would bring the affected incumbents either to the top of the market range or very close to it, but they would not technically be Y-rated or lose any pay.
•
•
Reduce Salaries down to market: From an employee relations perspective this may not be a viable option.

Keep compensation above market: The City may elect to keep classifications that are currently above market at the same compensation level and consider conservative or no cost of living increases until such time as compensations levels are within 5% of the market median.

Using the Market Data as a Tool
Gallagher would like to reiterate that this report and the findings are meant to be a tool for the City to create and implement an equitable compensation plan. Compensation strategies are designed to attract and retain excellent staff; however, financial realities and the City’s expectations may also come into play when determining appropriate 18 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 58

Menifee Mayor and City Council
June 5, 2024
Page
818 of 1108

compensation philosophies and strategies. The collected data presented herein represents a market survey that will give the City an instrument to make future compensation decisions.

It has been a pleasure working with City on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Gallagher, Formerly Koff & Associates
Kari Mercer
Project Manager
19 © 2024 Arthur J. Gallagher & Co.

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 59

Menifee Mayor and City Council
June 5, 2024
Page
819 of 1108

Appendix I
Results Summary
© 2023 Arthur J. Gallagher & Co
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 60

Menifee Mayor and City Council
June 5, 2024
Page
820 of 1108

City of Menifee
Results Summary
December 2023
Top Monthly Salary Data Total Monthly Compensation Data Top Monthly
Salary
$ 9,423
Average of
Comparators
$ 8,104
% above or
below

14.0%
-8.3%

5.9%
Median of
Comparators
$ 7,768
% above or
below

17.6%
-8.9%

5.6%
Total Monthly Average of % above or
below

11.3%
-3.2%

6.3%
Median of % above or # ofClassification Bargaining UnitComp $ 12,801
$ 7,267
Comparators
$ 11,359
$ 7,498
Comparators
$ 10,940
$ 7,515
below

14.5%
-3.4%

8.4%
Matches
Accountant II 12
10 12
11 5
MCEA General
Accounting Assistant $ 4,595 $ 4,978 $ 5,005 MCEA General Accounting Technician II
Administrative Assistant
Assistant to the City Manager
Associate Engineer
$ 6,167 $ 5,805 $ 5,824 $ 9,069 $ 8,499 $ 8,308 MCEA General $ 5,867 $ 5,758 1.9% $ 5,809 1.0% $ 8,725 $ 8,450 3.2% $ 8,340 4.4% MCEA General $ 12,901
proposed
$ 8,831
$ 12,058
$ 10,097
$ 8,612

6.5% $ 10,844
$ 10,302
$ 8,657

15.9%
proposed

2.0%
$ 17,160
proposed
$ 12,123
$ 14,173
$ 10,760
$ 18,832
$ 26,384
$ 29,165
$ 23,468
$ 32,873
$ 15,653
$ 10,292
$ 12,378
$ 8,725
$ 16,273
$ 13,710
$ 11,942
$ 12,061
$ 10,532
$ 18,142
$ 26,040
$ 31,498
$ 20,588
$ 36,690
$ 14,139
$ 9,661

5.2% $ 15,500
$ 13,895
$ 12,118
$ 11,663
$ 10,399
$ 17,846
$ 26,505
$ 30,234
$ 20,422
$ 36,668
$ 13,714
$ 9,765

9.7% Non-Represented, Confidential
Proposedproposed

2.5%
proposed

1.5%
proposed

0.0%
8 Associate Planner 11
11 12
12 10
10 9
MCEA General
Budget Analyst $ 10,359
$ 7,642
$ 8,652 16.5%

0.5%
$ 8,698 16.0%

4.0%

14.9%

2.1%

17.7%

3.4%
MCEA Professional
Building Inspector II $ 7,602 $ 7,336 MCEA General
Building Official $ 14,398
$ 19,227
$ 21,457
$ 16,889
$ 24,600
$ 11,619
$ 7,234
$ 13,663
$ 19,584
$ 23,984
$ 15,284
$ 27,232
$ 10,343
$ 6,848

5.1% $ 13,380
$ 19,075
$ 23,032
$ 15,354
$ 27,468
$ 9,861

7.1% 3.7% 5.2% MCEA Mid-Management
Non-Represented, Executive
Non-Represented, Executive
Non-Represented, Executive
Non-Represented, Executive
MCEA Professional
Chief Financial Officer
Chief of Police
-1.9%
-11.8%

9.5%

0.8% 1.3% -0.5%
-3.7%

13.0%
-10.8%

12.4%

5.1%
-7.3%

9.1%
-8.0%

12.3%
-10.9%

9.7%
City Clerk
City Manager -10.7%

11.0%

5.3%
-11.7%

15.0%

4.5%
12 9Civil Engineer
Code Enforcement Officer II
Code Enforcement Supervisor
Code Enforcement Technician
Community Development Director
Community Services Coordinator
Community Services Director
Community Services Leader II (part-time)
Community Services Manager
Community Services Manager-Maintenance and
Projects
$ 6,911 6.1% 12
8 MCEA General
$ 8,831 $ 8,810 0.2% $ 8,870 -0.4%

13.6%

1.3%
$ 12,287
$ 7,533

0.7% $ 12,301
$ 7,854

0.6% MCEA Professional
$ 5,867 $ 5,029 14.3%
-1.2%

6.4%
$ 5,070 13.7%

1.1%

10.0%

1.1%
4 MCEA General
$ 19,227
$ 6,354
$ 19,462
$ 5,945
$ 18,980
$ 5,858
$ 26,384
$ 9,284
$ 26,090
$ 8,620
$ 26,087
$ 8,613
11 11
9 Non-Represented, Executive
MCEA General7.8% 7.1% 7.2%
$ 19,227
$ 3,396
$ 18,427
$ 3,849

4.2% $ 19,170
$ 3,575

0.3% $ 26,384
N/A
$ 24,344
N/A

7.7% $ 26,087
N/A

1.1% Non-Represented, Executive
Part-Time-13.4%

8.7%
-5.3%

9.7%
N/A N/A 11
10 5
$ 12,901
$ 12,901
$ 11,776
$ 11,618
$ 11,654
$ 11,285
$ 17,083
$ 17,082
$ 15,904
$ 15,636

6.9% $ 16,047
$ 14,900

6.1% MCEA Mid-Management

9.9% 12.5% 8.5% 12.8%
MCEA Mid-Management
MCPEACommunity Services Officer II
Community Services Supervisor
Construction Manager
$ 7,164
$ 8,831
$ 12,335
$ 7,091
$ 9,423
$ 7,234
$ 20,211
$ 15,672
$ 16,148
$ 6,780
$ 19,227
$ 18,292
$ 10,359
$ 15,672
$ 7,446
$ 6,482
$ 13,494
$ 10,359
$ 8,831
$ 6,746
$ 10,359
$ 6,780
$ 9,423
$ 5,128
$ 13,494
$ 6,167
$ 7,164
$ 9,423
$ 19,277
$ 5,664
$ 7,524

20.9%

14.8%

9.2%
$ 5,705
$ 7,481

20.4%

15.3%

10.3%

2.9%
$ 10,212
$ 12,378
$ 16,421
$ 10,128
$ 13,073
$ 10,292
$ 27,611
$ 21,282
$ 21,862
$ 9,772
$ 8,325
$ 10,711
$ 15,105
$ 9,517

18.5%

13.5%

8.0%
$ 8,362
$ 10,742
$ 15,117
$ 9,416

18.1%

13.2%

7.9%
10 11
7 MCEA Professional
$ 11,200
$ 6,746
$ 11,062
$ 6,888
MCEA Mid-Management
MCEA GeneralContracts/Purchasing Specialist
Crime Analyst

4.9% 6.0% 7.0% 9
$ 7,363 21.9%
-3.0%

3.2%
$ 7,678 18.5%

1.7%
$ 10,447
$ 10,478
$ 25,514
$ 19,051
$ 20,770
Insuff. Data
$ 26,354
$ 23,185
$ 12,697
$ 20,302
$ 9,460

20.1%
-1.8%

7.8%
$ 10,615
$ 10,023
$ 24,737
$ 18,151
$ 20,902
Insuff. Data
$ 26,505
$ 23,774
$ 12,862
$ 20,283
$ 9,351

18.8%

2.6%
9 MCEA Professional
Deputy City Clerk II $ 7,454 $ 7,108 10
8 MCEA General
Deputy City Manager $ 19,558
$ 14,260
$ 15,830
Insuff. Data
$ 19,711
$ 16,989
$ 9,194
$ 19,142
$ 13,772
$ 15,312
Insuff. Data
$ 19,075
$ 16,405
$ 9,232

5.3% 10.4%

14.7%

4.4%
Non-Represented, Executive
Non-Represented, Executive
Non-Represented, Executive
Non-Represented, Confidential
Non-Represented, Executive
Non-Represented, Executive
MCEA Professional
Deputy Director - Community Development
Deputy Public Works Director/City Engineer
Digital Media Production Technician
Director of Public Works and Engineering
Economic Development Director
Economic Development Management Analyst II
Engineering Manager

9.0% 12.1%

5.2%

10.5%

5.0%
11 92.0%
Insuff. Data
-2.5%

7.1%
Insuff. Data

0.8%
Insuff. Data
-0.2%

8.1%
Insuff. Data
-0.8%

5.7%
3 $ 26,301
$ 25,218
$ 14,173
$ 20,321
$ 10,535
$ 9,430
10 710.3%

10.9%

4.3%

11.2%

0.8%

10.4%

0.1%

9.3% 7
$ 15,542
$ 6,791
$ 15,005
$ 6,680

0.2% 7 MCEA Mid-Management
MCEA GeneralEngineering Technician II
Executive Assistant

8.8% 10.3%
-9.6%

12.0%

19.0%
-4.1%

9.0%

10.2%
-7.3%

5.9%

11.2%
-5.4%

7.4%
9 $ 7,064 -9.0%

8.3%
$ 7,108 $ 10,118
$ 16,732
$ 12,008
$ 12,523
$ 8,823
$ 9,937 12
10 7
Non-Represented, Confidential
MCEA Mid-Management
MCEA Professional
Finance Manager $ 12,372
$ 8,576
$ 11,877
$ 8,395
$ 17,775
$ 14,173
$ 12,378
$ 9,733
$ 16,462
$ 11,555
$ 12,267
$ 8,707
Financial Analyst 17.2%
-1.9%

9.1%

15.3%
-1.2%

9.4%

18.5%

0.9%Fleet and Equipment Supervisor
Fleet Technician II
$ 9,000 $ 9,196 9 MCEA Professional
$ 6,133 $ 6,139 10.5%
-1.9%

2.2%
10 6
MCEA General
GIS Program Manager $ 10,299
$ 6,923

0.6% $ 10,654
$ 6,626
-2.8%

2.3%
$ 14,173
$ 9,772
$ 14,023
$ 9,901

1.1% $ 14,439
$ 9,557
Non-Represented, Confidential
Non-Represented, Confidential
Non-Represented, Confidential
MCEA General
GIS Technician -2.1%

10.1%
-11.5%

5.6%
-1.3%

8.9%
7 Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician II
Investigative Technician II
IT Analyst II
$ 8,468 $ 8,399 10.9%
-13.3%

8.8%
$ 13,073
$ 7,878
$ 11,916
$ 8,479
$ 11,992
$ 8,340

8.3% 12
7$ 5,720 $ 5,809 -7.6%

3.7%
-5.9%

6.7%$ 12,744
$ 6,459
$ 12,300
$ 6,500
$ 17,921
$ 9,069
$ 17,254
$ 9,329
$ 16,728
$ 9,168
8 Non-Represented, Confidential
Non-Represented, Confidential
MCPEA
-4.7%
Insuff. Data

9.4%
-5.4%
Insuff. Data

9.5%
-2.9%
Insuff. Data

9.7%
-1.1%
Insuff. Data

9.1%
11 2Insuff. Data
$ 8,535
Insuff. Data
$ 8,532
$ 10,212
$ 13,073
$ 26,446
Insuff. Data
$ 11,805
$ 23,577
Insuff. Data
$ 11,878
$ 23,169
12 7
Non-Represented, Confidential
Non-Represented, ExecutiveIT Director $ 17,841 7.4% $ 17,214 10.7% 10.8% 12.4%

Page 1 of 2 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 61

Menifee Mayor and City Council
June 5, 2024
Page
821 of 1108

City of Menifee
Results Summary
December 2023
Top Monthly Salary Data Total Monthly Compensation Data Top Monthly
Salary
Average of % above or
below
-4.7%
Median of % above or
below
-2.4%
Total Monthly Average of % above or
below
-4.6%

1.8%
Median of % above or # ofClassification Bargaining UnitComparators $ 13,505
$ 6,712
Comparators
$ 13,212
$ 6,717
Comp
$ 17,222
$ 9,772
Comparators
$ 18,021
$ 9,593
Comparators
$ 17,787
$ 9,439
below
-3.3%

3.4%
Matches
IT Manager $ 12,901
$ 6,780
$ 8,831
$ 5,666
$ 7,091
$ 9,423
$ 7,091
$ 8,113
$ 4,595
$ 6,354
$ 8,113
$ 6,746
$ 6,746
$ 8,571
proposed
$ 14,132
$ 9,021
$ 8,033
$ 6,748
$ 11,634
$ 12,901
$ 13,494
$ 7,568
$ 13,569
$ 8,033
$ 12,901
$ 5,310
$ 9,423
8 11
12 12
5 Non-Represented, Confidential
Non-Represented, Confidential
MCEA Professional
MCEA General
IT Technician II 1.0% 0.9%
Maintenance Supervisor
Maintenance Worker II
Management Aide
$ 8,811 0.2% $ 8,766 0.7% $ 12,377
$ 8,495
$ 12,247
$ 8,097

1.1% $ 12,129
$ 8,111

2.0%
$ 5,490 3.1% $ 5,408 4.5% 4.7% 4.5%
$ 5,778 18.5%

10.6%

1.5%
$ 5,654 20.3%

11.3%
-1.7%
$ 10,128
$ 13,073
$ 10,128
$ 11,300
$ 7,267
$ 8,370 17.4%

9.4%
$ 8,370 17.4%

10.0%

4.8%
MCEA General
Management Analyst II
Media and Public Information Specialist
Media Production Coordinator
Office Assistant II
$ 8,427 $ 8,359 $ 11,843
$ 9,447
$ 11,759
$ 9,642
12 6
MCEA Professional
MCEA General$ 6,986 $ 7,210 6.7%
Insuff. Data
$ 4,585
Insuff. Data

0.2%
Insuff. Data
$ 4,444
Insuff. Data

3.3%
Insuff. Data
$ 7,050
Insuff. Data

3.0%
Insuff. Data
$ 6,882
Insuff. Data

5.3%
1 MCEA General
10 8
MCEA General
Park Ranger $ 5,555 12.6%
Insuff. Data

6.4%
$ 5,552 12.6%
Insuff. Data

8.1%
$ 9,284 $ 8,152 12.2%
Insuff. Data

6.9%
$ 8,073 13.0%
Insuff. Data

6.8%
MCEA General
Permit Center Coordinator
Permit Technician II
Insuff. Data
$ 6,316
Insuff. Data
$ 6,202
$ 11,534
$ 9,733
Insuff. Data
$ 9,057
Insuff. Data
$ 9,067
3 MCEA Professional
MCEA General12
9Planning Technician $ 6,303 6.6% $ 6,558 2.8% $ 9,733 $ 9,011 7.4% $ 9,050 7.0% MCEA General Plans Examiner II $ 8,369 2.4% $ 8,400 2.0% $ 11,824
proposed
$ 19,265
$ 12,949
$ 11,439
$ 9,735
$ 11,505
$ 13,697
$ 20,427
$ 12,567
$ 10,027
$ 7,514

2.7% $ 11,651
$ 13,649
$ 20,313
$ 12,477
$ 10,363
$ 7,459

1.5% 9 MCEA General
Police Corporal $ 10,099
$ 15,735
$ 9,264
proposed
-11.3%
-2.7%
$ 10,011
$ 15,713
$ 9,157
proposed
-11.2%
-1.5%
proposed
-6.0%

3.0%
proposed
-5.4%

3.6%
8 New
Police Lieutenant 9 MPMA
Police Officer 10
9 MPOA-S
Police Records Supervisor
Police Records Technician II
Police Sergeant
$ 6,995 12.9%

26.3%
-6.8%
$ 6,922 13.8%

27.4%
-8.5%

12.3%

22.8%
-2.9%

13.2%

5.2%

9.4% MCEA Professional
MCPEA$ 4,971 $ 4,901 23.4%
-1.3%

14.1%

5.8%
10 10
6 $ 12,424
$ 10,875
$ 12,668
$ 6,528
$ 12,618
$ 10,749
$ 12,375
$ 6,788
$ 15,927
$ 17,083
$ 17,775
$ 10,676
$ 18,010
$ 11,208
$ 17,083
$ 8,087
$ 16,389
$ 14,835
$ 16,846
$ 9,344
$ 16,128
$ 14,682
$ 16,742
$ 9,676
MPMA
Police Support Services Manager
Principal Civil Engineer
Property and Evidence Technician II
Public Information and Legislative Affairs Officer
Public Works Inspector II
Public Works Manager
Records Technician

15.7%

6.1%

16.7%

8.3%
MCEA Mid-Management
MCEA Mid-Management
MCPEA
10 813.7%

15.9%

4.2%

10.3%

17.3%

5.2%

12.5%

14.3%

5.1%

9.4%
$ 11,408
$ 7,699
$ 11,216
$ 7,613
$ 15,441
$ 10,640
$ 16,050
$ 8,207
$ 15,350
$ 10,498
$ 15,856
$ 8,187

14.8%

6.3%
7 Non-Represented, Confidential
MCEA General12
11 5
$ 11,831
$ 5,512

8.3% $ 11,654
$ 5,670

9.7% 6.0% 7.2% MCEA Mid-Management
MCEA General-3.8% -6.8% -1.5%

0.7%
-1.2%

1.1%Systems Administrator $ 9,461 -0.4% $ 9,216 2.2% $ 13,073 $ 12,987 $ 12,963 10 Non-Represented, Confidential AVERAGE: 4.8% AVERAGE: 5.7% AVERAGE: 5.6% AVERAGE: 6.2%

Page 2 of 2 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 62

Menifee Mayor and City Council
June 5, 2024
Page
822 of 1108

Appendix II
Market Compensation Findings
© 2023 Arthur J. Gallagher & Co
Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 63

Menifee Mayor and City Council
June 5, 2024
Page
823 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Accountant II
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Accountant II
Top Step Increase Increase
1 2
City of Temecula
City of Palm Springs
$ 9,977
$ 9,275
$ 9,423
$ 9,232
$ 8,749
$ 8,452
$ 7,600
$ 6,897
$ 7,848
$ 7,579
$ 6,819
$ 7,687
$ 7,130
$ 3,416
$ 3,815
$ 3,378
$ 3,362
$ 3,621
$ 3,053
$ 3,513
$ 3,870
$ 2,859
$ 2,955
$ 3,688
$ 2,532
$ 2,378
$ 13,393
$ 13,090
$ 12,801
$ 12,594
$ 12,370
$ 11,505
$ 11,113
$ 10,767
$ 10,707
$ 10,534
$ 10,507
$ 10,220
$ 9,508
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
9/1/2023
6/21/2023
7/1/2023
6/25/2023
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
1/1/2024
7/1/2025
6/23/2024
Based on CPI-W

5.00%Accountant
3 City of Menifee
City of Moreno Valley
City of Indio
Accountant II
Accountant II
unknown

6.00%4
5 Accountant unknown

3.00%6 City of Riverside
City of Murrieta
Accountant II
7 Accountant unknown

2.00%8 City of Redlands Accountant
9 City of Chino 1 [Accountant/ Senior Accountant]
Accountant II

4.00%
10 11
12 13
City of Escondido
City of Corona
unknown

2.50%Financial Analyst I
AccountantCity of Beaumont
City of Upland

2.00% - 5.00%

2.00%Accountant II
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,104

14.0%
$ 11,359

11.3%% City of Menifee Above/Below
Median of Comparators $ 7,768

17.6%
$ 10,940

14.5%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12
1 - City of Chino: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 1 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 64

Menifee Mayor and City Council
June 5, 2024
Page
824 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Accounting Assistant
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Accounting Assistant
Top Step Increase Increase
1 2
City of Temecula
City of Palm Springs
City of Moreno Valley
City of Beaumont
City of Murrieta
City of Chino
$ 6,720
$ 5,204
$ 5,666
$ 5,859
$ 5,041
$ 4,969
$ 4,595
$ 4,710
$ 4,224
$ 3,602
$ 3,782
$ 2,889
$ 3,152
$ 2,618
$ 2,329
$ 2,624
$ 2,395
$ 2,673
$ 2,293
$ 2,029
$ 2,644
$ 2,227
$ 9,609
$ 8,356
$ 8,284
$ 8,188
$ 7,665
$ 7,364
$ 7,267
$ 7,003
$ 6,253
$ 6,246
$ 6,009
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
7/1/2025
unknown
7/1/2024
unknown
7/1/2024
6/23/2024
1/13/2024
unknown
Based on CPI-W

5.00%Account Clerk I
3 Accounting Assistant
Accounting Technician I
Accounting Assistant
Account Clerk II

6.00%
4 2.00% - 5.00%
unknown

4.00%
5 6
7 City of Menifee
City of Riverside
City of Upland
Accounting Assistant
Account Clerk II
unknown

3.00%8
9 Customer Service Specialist I
Accounting Assistant
Accounting Assistant II
N/C

2.00%
10 11
12 13
City of Corona 2.50%
City of Escondido
City of Redlands
City of Indio
unknown
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 4,978
-8.3%
$ 7,498
-3.2%% City of Menifee Above/Below
Median of Comparators $ 5,005
-8.9%
$ 7,515
-3.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 2 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 65

Menifee Mayor and City Council
June 5, 2024
Page
825 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Accounting Technician II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Account Specialist II
Top Step Increase Increase
1 2
City of Palm Springs
City of Temecula
City of Moreno Valley
City of Menifee
City of Indio
$ 6,830
$ 7,062
$ 6,559
$ 6,167
$ 6,170
$ 6,467
$ 5,925
$ 5,570
$ 5,723
$ 4,856
$ 5,493
$ 4,622
$ 4,386
$ 3,392
$ 2,890
$ 2,798
$ 2,902
$ 2,871
$ 2,396
$ 2,424
$ 2,697
$ 2,517
$ 3,023
$ 2,181
$ 2,813
$ 2,322
$ 10,222
$ 9,952
$ 9,357
$ 9,069
$ 9,041
$ 8,863
$ 8,349
$ 8,267
$ 8,240
$ 7,879
$ 7,674
$ 7,435
$ 6,708
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
7/1/2025
7/1/2024
unknown
7/1/2024
7/1/2024
6/22/2025
1/13/2024
unknown

5.00%
Based on CPI-W

6.00%
Accounting Technician II
Accounting Technician
Accounting Technician II
Accounting Technician II
Accounting Technician II
Accounting Technician
Accounting Specialist
3 4 unknown
unknown

2.00% - 5.00%

3.00%
5 6 City of Beaumont
City of Riverside
City of Murrieta
City of Chino
7 8 unknown

4.00%9 Accounting Technician
Accounting Technician II
Accounting Technician
Accounting Technician II
Senior Accounting Assistant
10 11
12 13
City of Redlands
City of Upland

2.00%

2.00%
City of Corona 2.50%
City of Escondido unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,805

5.9%
$ 8,499

6.3%% City of Menifee Above/Below
Median of Comparators $ 5,824

5.6%
$ 8,308

8.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 3 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 66

Menifee Mayor and City Council
June 5, 2024
Page
826 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Administrative Assistant
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs
City of Murrieta
City of Moreno Valley
City of Temecula
City of Indio
Administrative Secretary
Administrative Assistant
Senior Administrative Assistant
Administrative Assistant
Administrative Assistant
Administrative Assistant
Administrative Secretary
Senior Administrative Assistant
Senior Administrative Assistant
Administrative Assistant
Administrative Assistant II
Administrative Assistant
N/C
$ 6,900
$ 6,626
$ 6,559
$ 6,396
$ 6,170
$ 5,867
$ 5,809
$ 5,766
$ 5,709
$ 4,907
$ 4,713
$ 3,782
$ 3,440
$ 2,844
$ 2,798
$ 2,787
$ 2,871
$ 2,858
$ 2,531
$ 2,428
$ 2,207
$ 2,860
$ 2,996
$ 1,854
$ 10,340
$ 9,470
$ 9,357
$ 9,183
$ 9,041
$ 8,725
$ 8,340
$ 8,194
$ 7,916
$ 7,767
$ 7,709
$ 5,636
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
7/1/2023
9/1/2023
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
unknown
7/1/2024
7/1/2024
6/23/2024
1/13/2024
7/1/2024
unknown

5.00%
unknown

6.00%3
4 Based on CPI-W
unknown
unknown

4.00%
5 6 City of Menifee
City of Chino7
8 City of Riverside
City of Upland

3.00%
9 2.00%
10 11
12 13
City of Corona 2.50%
City of Redlands
City of Escondido
City of Beaumont

2.00%
unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,758

1.9%
$ 8,450

3.2%% City of Menifee Above/Below
Median of Comparators $ 5,809

1.0%
$ 8,340

4.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 4 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 67

Menifee Mayor and City Council
June 5, 2024
Page
827 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Assistant to the City Manager
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Murrieta
City of Temecula
City of Menifee
City of Corona
Assistant to the City Manager $ 16,684
$ 14,097
$ 12,901
$ 10,844
$ 9,435
$ 9,232
DNA
$ 5,192
$ 4,084
$ 4,259
$ 4,656
$ 3,781
$ 3,362
DNA
$ 21,876
$ 18,181
$ 17,160
$ 15,500
$ 13,216
$ 12,594
DNA
7/2/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
DNA
unknown
7/1/2024
unknown
1/1/2024
7/1/2024
7/1/2024
DNA
unknown
Based on CPI-W
unknown

2.50%
Assistant to the City Manager
3 Assistant to the City Manager
4 Assistant to the City Manager
5 City of Chino Assistant to the City Manager 4.00%
6 City of Moreno Valley
City of Palm Springs
City of Escondido
City of Upland
Assistant to City Manager 6.00%
7 Data Not Available DNA
8 N/C
N/C
N/C
N/C
N/C
N/C
9 10
11 12
13 City of Redlands
City of Riverside
City of Indio
City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 12,058

6.5%
$ 16,273

5.2%% City of Menifee Above/Below
Median of Comparators $ 10,844

15.9%
$ 15,500

9.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
5 5

Page 5 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 68

Menifee Mayor and City Council
June 5, 2024
Page
828 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Associate Engineer
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Menifee
City of Palm Springs
City of Moreno Valley
City of Chino
Associate Engineer
Engineering Associate
Associate Engineer I
Associate Engineer
Associate Engineer
Associate Engineer I
Associate Engineer
Associate Engineer
Associate Engineer
N/C
proposed
$ 11,302
$ 11,216
$ 10,627
$ 11,211
$ 9,977
$ 4,134
$ 3,767
$ 4,007
$ 2,993
$ 3,608
$ 3,525
$ 4,157
$ 2,710
$ 15,436
$ 14,983
$ 14,634
$ 14,204
$ 13,585
$ 12,452
$ 12,245
$ 12,140
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
7/1/2024
7/1/2024
1/13/2024
7/1/2024
unknown

5.00%

6.00%3
4 4.00%
5 City of Riverside
City of Temecula
City of Corona

3.00%
6 Based on CPI-W

2.50%7 $ 8,927
8 City of Redlands
City of Escondido
City of Murrieta
City of Upland
$ 8,088 2.00%
9 $ 9,430 unknown
10 11
12 13
N/C
City of Indio N/C
City of Beaumont N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 10,097 $ 13,710
$ 13,895
8 % City of Menifee Above/Below
Median of Comparators $ 10,302
8 % City of Menifee Above/Below
Number of Matches
N/C - Non Comparator

Page 6 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 69

Menifee Mayor and City Council
June 5, 2024
Page
829 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Associate Planner
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Associate Planner
Top Step Increase Increase
1 2
City of Palm Springs $ 9,512
$ 9,691
$ 9,508
$ 8,878
$ 8,662
$ 8,831
$ 8,574
$ 8,657
$ 7,752
$ 7,870
$ 7,497
$ 8,132
$ 3,852
$ 3,456
$ 3,267
$ 3,675
$ 3,603
$ 3,292
$ 3,544
$ 2,718
$ 3,576
$ 3,107
$ 3,289
$ 2,546
$ 13,364
$ 13,147
$ 12,775
$ 12,553
$ 12,265
$ 12,123
$ 12,118
$ 11,375
$ 11,328
$ 10,977
$ 10,786
$ 10,678
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
unknown
7/1/2024
7/1/2024
6/23/2024
1/13/2024
unknown

5.00%

6.00%City of Moreno Valley Associate Planner
[Associate Planner I/ Associate Planner II]
Associate Planner
Associate Planner
Associate Planner
Associate Planner
Associate Planner
Associate Planner
Associate Planner
Associate Planner
Associate Planner
N/C
3 City of Temecula1
City of Chino
Based on CPI-W

4.00%4
5 City of Indio unknown
unknown
unknown

3.00%
6 City of Menifee
City of Murrieta
City of Riverside
City of Redlands
City of Upland
City of Corona
City of Escondido
City of Beaumont
7 8
9 2.00%
10 11
12 13

2.00%

2.50%
unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,612

2.5%
$ 11,942

1.5%% City of Menifee Above/Below
Median of Comparators $ 8,657

2.0%
$ 12,118

0.0%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11
1 - City of Temecula: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 7 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 70

Menifee Mayor and City Council
June 5, 2024
Page
830 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Budget Analyst
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Top Step Increase Increase 1 2
City of Moreno Valley
City of Menifee
Senior Management Analyst
Budget Analyst
$ 10,683
$ 10,359
$ 9,997
$ 9,434
$ 9,076
$ 9,023
$ 7,619
$ 8,395
$ 8,698
$ 7,535
$ 7,579
$ 7,130
$ 3,658
$ 3,814
$ 3,928
$ 3,781
$ 3,786
$ 3,138
$ 4,044
$ 3,160
$ 2,812
$ 3,860
$ 2,955
$ 2,378
$ 14,341
$ 14,173
$ 13,925
$ 13,215
$ 12,862
$ 12,161
$ 11,663
$ 11,555
$ 11,510
$ 11,395
$ 10,534
$ 9,508
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
9/1/2023
6/25/2023
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
7/1/2024
7/1/2025
1/1/2024
unknown
6/23/2024

6.00%
unknown

5.00%3 City of Palm Springs
City of Chino
Budget Analyst
4 Senior Management Analyst
Financial Analyst

4.00%
5 City of Murrieta
City of Riverside
City of Redlands
City of Temecula
City of Beaumont
City of Corona
City of Escondido
City of Upland
unknown

3.00%6 Senior Management Analyst
Management Analyst
Management Analyst
Budget Specialist
7 2.00%
8 Based on CPI-W

2.00% - 5.00%

2.50%
9 10
11 12
13 Financial Analyst II
Management Analyst II
Budget Coordinator
N/C
unknown

2.00%
City of Indio
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,652

16.5%
$ 12,061

14.9%% City of Menifee Above/Below
Median of Comparators $ 8,698

16.0%
$ 11,663

17.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 8 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 71

Menifee Mayor and City Council
June 5, 2024
Page
831 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Building Inspector II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Moreno Valley
City of Temecula
City of Palm Springs
City of Indio
Building Inspector II
Building Inspector II
Building Inspector
Building Inspector II
Building Inspector II
Building Inspector II
Building Inspector II
Building Inspector
Building Inspector
Building Inspector
Building Inspector II
Building Inspector II
Building Inspector II
$ 9,232
$ 8,817
$ 7,920
$ 8,118
$ 8,331
$ 7,642
$ 7,018
$ 7,535
$ 7,082
$ 7,138
$ 7,130
$ 6,391
$ 6,511
$ 3,336
$ 3,161
$ 3,554
$ 3,178
$ 2,683
$ 3,118
$ 3,436
$ 2,809
$ 2,907
$ 2,471
$ 2,378
$ 3,106
$ 2,142
$ 12,568
$ 11,978
$ 11,474
$ 11,296
$ 11,014
$ 10,760
$ 10,454
$ 10,344
$ 9,989
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
7/1/2025
6/23/2024
1/13/2024
unknown

6.00%
Based on CPI-W

5.00%3
4 unknown

3.00%5 City of Riverside
City of Menifee
City of Redlands
City of Chino
6 unknown

2.00%7
8 4.00%
9 City of Murrieta
City of Beaumont
City of Upland
unknown

2.00% - 5.00%

2.00%
10 11
12 13
$ 9,609
$ 9,508
City of Corona $ 9,497 2.50%
City of Escondido $ 8,653 unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 7,602

0.5%
$ 10,532

2.1%% City of Menifee Above/Below
Median of Comparators $ 7,336

4.0%
$ 10,399

3.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 9 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 72

Menifee Mayor and City Council
June 5, 2024
Page
832 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Building Official
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Top Step Increase Increase 1 2
City of Moreno Valley
City of Temecula
Building Official $ 16,132
$ 15,562
$ 15,311
$ 14,398
$ 14,974
$ 13,524
$ 13,236
$ 12,243
$ 13,843
$ 12,101
$ 12,962
$ 12,088
$ 11,976
$ 4,771
$ 4,770
$ 4,865
$ 4,434
$ 3,633
$ 4,608
$ 4,694
$ 5,519
$ 3,861
$ 4,865
$ 3,895
$ 4,285
$ 3,986
$ 20,903
$ 20,332
$ 20,176
$ 18,832
$ 18,607
$ 18,132
$ 17,930
$ 17,762
$ 17,704
$ 16,966
$ 16,857
$ 16,373
$ 15,962
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2023
7/1/2023
6/21/2023
9/1/2023
7/1/2023
6/25/2023
7/1/2024
7/1/2024
unknown
unknown
7/1/2025
unknown
unknown
7/1/2024
7/1/2024
1/13/2024
unknown
7/1/2024
6/23/2024

6.00%
Based on CPI-W
unknown
unknown

2.00% - 5.00%
unknown
unknown

2.00%
Building Official
3 City of Indio Chief Building Official
Building Official
Chief Building Official
City Building Official
Building Official
4 City of Menifee
City of Beaumont
City of Murrieta
City of Palm Springs
City of Redlands
City of Riverside
City of Corona
City of Escondido
City of Chino
5 6
7 8 Chief Building Official
Building Official9 3.00%
10 11
12 13
Building Official 2.50%
Building Official unknown

4.00%Building Official
City of Upland Building Official 2.00%
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 13,663

5.1%
$ 18,142

3.7%% City of Menifee Above/Below
Median of Comparators $ 13,380

7.1%
$ 17,846

5.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 10 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 73

Menifee Mayor and City Council
June 5, 2024
Page
833 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Chief Financial Officer
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Director of Finance
Top Step Increase Increase
1 2
City of Murrieta
City of Moreno Valley
City of Redlands
City of Riverside
City of Temecula
City of Menifee
City of Chino
$ 23,496
$ 21,934
$ 18,980
$ 21,585
$ 20,927
$ 19,227
$ 19,170
$ 18,508
$ 17,244
$ 18,243
$ 15,756
$ 7,237
$ 7,850
$ 9,367
$ 6,120
$ 5,995
$ 7,157
$ 6,917
$ 5,626
$ 6,278
$ 4,061
$ 5,106
$ 30,733
$ 29,784
$ 28,347
$ 27,705
$ 26,922
$ 26,384
$ 26,087
$ 24,134
$ 23,522
$ 22,304
$ 20,862
7/2/2023
7/8/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
7/1/2023
9/1/2023
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
unknown
unknown
unknown
unknown
unknown

2.00%
Chief Financial Officer
Director of Management Services/Finance
Chief Financial Officer/City Treasurer
Director of Finance
3 4 3.00%
5 Based on CPI-W
unknown

4.00%
6 Chief Financial Officer
Director of Finance7
8 City of Palm Springs
City of Corona
Director of Finance & Treasurer
Finance Director
unknown
unknown
unknown
unknown
9 10
11 12
13 City of Beaumont
City of Escondido
City of Upland
Finance Director
Director of Finance
N/C
City of Indio N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 19,584
-1.9%
$ 26,040

1.3%% City of Menifee Above/Below
Median of Comparators $ 19,075

0.8%
$ 26,505
-0.5%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 11 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 74

Menifee Mayor and City Council
June 5, 2024
Page
834 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Chief of Police
Rank
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Classification
Title
Benefits
Package
Next Salary
IncreaseComparator Agency Top Step
1 2
City of Riverside
City of Redlands
Police Chief
Police Chief
Chief of Police
Police Chief
Chief of Police
Chief of Police
Police Chief
Chief of Police
Chief of Police
Chief of Police
Chief of Police
N/C
$ 33,418
$ 27,500
$ 24,784
$ 24,670
$ 23,326
$ 21,457
$ 22,738
$ 22,170
$ 20,430
$ 21,155
$ 19,648
$ 7,954
$ 11,600
$ 7,988
$ 7,176
$ 8,030
$ 7,708
$ 6,375
$ 6,337
$ 6,904
$ 5,949
$ 6,831
$ 41,372
$ 39,100
$ 32,772
$ 31,846
$ 31,356
$ 29,165
$ 29,113
$ 28,507
$ 27,334
$ 27,104
$ 26,479
7/1/2023
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2023
7/1/2024
7/1/2024
7/1/2024
unknown
6/23/2024
unknown

3.00%

2.00%
3 City of Chino 4.00%
4 City of Murrieta
City of Upland
unknown

4.00%5
6 City of Menifee
City of Palm Springs
City of Escondido
City of Corona
unknown
unknown
unknown
unknown
unknown
unknown
7 45102 unknown
8 9/1/2023
6/21/2023
7/1/2023
7/1/2023
unknown
unknown
unknown
unknown
9 10
11 12
13 City of Beaumont
City of Indio
City of Temecula
City of Moreno Valley N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 23,984
-11.8%
$ 31,498
-8.0%% City of Menifee Above/Below
Median of Comparators $ 23,032
-7.3%
$ 30,234
-3.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 12 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 75

Menifee Mayor and City Council
June 5, 2024
Page
835 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
City Clerk
Rank
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseComparator Agency
City of Riverside
Classification Title
City Clerk
Top Step
1 2
$ 20,979
$ 19,962
$ 16,889
$ 16,423
$ 16,918
$ 15,354
$ 12,594
$ 12,962
$ 11,976
$ 10,388
$ 6,158
$ 6,515
$ 6,579
$ 6,562
$ 5,665
$ 5,068
$ 5,076
$ 4,570
$ 4,164
$ 3,962
$ 27,137
$ 26,477
$ 23,468
$ 22,985
$ 22,583
$ 20,422
$ 17,670
$ 17,532
$ 16,140
$ 14,350
7/1/2023
7/2/2023
7/1/2023
7/8/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
6/25/2023
7/1/2023
7/1/2024
unknown
unknown
unknown
unknown
unknown
1/1/2024
unknown
6/23/2024
7/1/2024

3.00%
unknown
unknown
unknown
unknown
unknown

2.50%
City of Murrieta
City of Menifee
City of Moreno Valley
City of Indio
City Clerk
City Clerk
City Clerk
City Clerk Administrator
City Clerk
City Clerk
City Clerk
City Clerk
City Clerk
N/C
3 4
5 6 City of Palm Springs
City of Corona7
8 City of Escondido
City of Upland
unknown

2.00%9
10 11
12 13
City of Chino 4.00%
City of Temecula
City of Redlands
City of Beaumont
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 15,284

9.5%
$ 20,588

12.3%% City of Menifee Above/Below
Median of Comparators $ 15,354

9.1%
$ 20,422

13.0%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 13 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 76

Menifee Mayor and City Council
June 5, 2024
Page
836 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
City Manager
Rank
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Classification
Title
Benefits
Package
Next Salary
IncreaseComparator Agency Top Step
1 2
City of Moreno Valley
City of Redlands
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
City Manager
$ 33,571
$ 29,166
$ 28,679
$ 27,853
$ 29,183
$ 28,494
$ 26,391
$ 27,083
$ 25,417
$ 24,600
$ 24,259
$ 23,333
$ 23,353
$ 10,572
$ 12,772
$ 12,164
$ 10,065
$ 7,798
$ 8,395
$ 10,056
$ 9,127
$ 9,918
$ 8,486
$ 7,933
$ 8,720
$ 5,977
$ 44,143
$ 41,938
$ 40,843
$ 37,918
$ 36,981
$ 36,889
$ 36,447
$ 36,210
$ 35,334
$ 33,086
$ 32,192
$ 32,053
$ 29,330
7/8/2023
7/24/2023
6/21/2023
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
4/18/2023
unknown
unknown
unknown
unknown
7/1/2024
unknown
6/23/2024
unknown
unknown
unknown
7/1/2024
unknown
unknown
unknown
unknown
unknown
unknown

3.00%
3 City of Corona
City of Temecula
City of Riverside
City of Murrieta
City of Upland
4 5
6 unknown

4.00%7
8 City of Palm Springs
City of Indio
unknown
unknown
unknown

4.00%
9 10
11 12
13 City of Menifee
City of Chino
City of Escondido
City of Beaumont
unknown
unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 27,232
-10.7%
$ 36,690
-10.9%% City of Menifee Above/Below
Median of Comparators $ 27,468
-11.7%
$ 36,668
-10.8%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 14 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 77

Menifee Mayor and City Council
June 5, 2024
Page
837 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Civil Engineer
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Associate Engineer II
Top Step Increase Increase
1 2
City of Moreno Valley
City of Menifee
$ 11,776
$ 11,619
$ 11,302
$ 11,158
$ 11,292
$ 9,861
$ 9,801
$ 9,829
$ 8,934
$ 9,138
$ 3,881
$ 4,034
$ 4,134
$ 4,108
$ 3,847
$ 3,853
$ 3,759
$ 3,527
$ 4,361
$ 2,694
$ 15,657
$ 15,653
$ 15,436
$ 15,266
$ 15,139
$ 13,714
$ 13,560
$ 13,356
$ 13,295
$ 11,832
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2023
7/1/2023
7/1/2024
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
6/23/2024
7/1/2024
7/1/2025

6.00%
unknown

5.00%
Civil Engineer
3 City of Palm Springs Civil Engineer, Associate
Associate Civil Engineer
[Associate Engineer II/ Associate Civil Engineer]
Associate Engineer
Associate Civil Engineer
Associate Engineer
Civil Engineer
4 City of Chino 4.00%
5 City of Temecula 1 Based on CPI-W
unknown
unknown

2.00%
6 City of Indio
7 City of Murrieta
City of Upland
City of Redlands
City of Beaumont
City of Riverside
City of Corona
City of Escondido
8 9 2.00%
10 11
12 13
Associate Engineer
N/C

2.00% - 5.00%
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 10,343

11.0%
$ 14,139

9.7%% City of Menifee Above/Below
Median of Comparators $ 9,861

15.0%
$ 13,714

12.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9
1 - City of Temecula: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 15 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 78

Menifee Mayor and City Council
June 5, 2024
Page
838 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Code Enforcement Officer II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs
City of Moreno Valley
City of Murrieta
City of Riverside
City of Temecula
City of Menifee
City of Indio
Code Compliance Officer $ 7,172
$ 7,594
$ 7,464
$ 7,783
$ 7,419
$ 7,234
$ 7,025
$ 6,797
$ 6,045
$ 6,795
$ 6,020
$ 6,302
$ 5,755
$ 3,443
$ 3,006
$ 2,960
$ 2,624
$ 2,945
$ 3,058
$ 3,019
$ 2,690
$ 3,250
$ 2,433
$ 3,044
$ 2,278
$ 2,062
$ 10,615
$ 10,600
$ 10,424
$ 10,407
$ 10,364
$ 10,292
$ 10,044
$ 9,487
$ 9,295
$ 9,228
$ 9,064
$ 8,580
$ 7,817
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
6/25/2023
9/1/2023
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
unknown
7/1/2024
7/1/2024
7/1/2025
1/13/2024
6/23/2024
unknown

5.00%

6.00%Community Enhancement Officer II
Code Enforcement Officer
Code Enforcement Officer II
Code Enforcement Officer II
Code Enforcement Officer II
Code Enforcement Officer
Code Compliance Inspector
Code Enforcement Officer II
Community Enhancement Officer
Code Compliance Inspector II
Code Enforcement Officer
Code Compliance Officer II
3 unknown

3.00%4
5 Based on CPI-W
unknown
unknown

4.00%
6 7
8 City of Chino
9 City of Redlands
City of Beaumont
City of Corona

2.00%
10 11
12 13

2.00% - 5.00%

2.50%
City of Upland 2.00%
City of Escondido unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,848

5.3%
$ 9,661

6.1%% City of Menifee Above/Below
Median of Comparators $ 6,911

4.5%
$ 9,765

5.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 16 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 79

Menifee Mayor and City Council
June 5, 2024
Page
839 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Code Enforcement Supervisor
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs
City of Chino
Code Compliance Supervisor
Supervising Code Compliance Inspector
Code Enforcement Supervisor
Code Enforcement Supervisor
Code Enforcement Supervisor
Field Supervisor (Code)
Community Enhancement Supervisor
Code Compliance Supervisor
Code Compliance Supervisor
N/C
$ 9,748
$ 9,722
$ 8,946
$ 8,831
$ 8,749
$ 9,038
$ 8,793
$ 8,120
$ 7,367
$ 3,889
$ 3,835
$ 3,609
$ 3,546
$ 3,621
$ 3,195
$ 3,273
$ 3,938
$ 2,450
$ 13,637
$ 13,557
$ 12,555
$ 12,378
$ 12,370
$ 12,233
$ 12,066
$ 12,058
$ 9,817
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
9/1/2023
7/1/2024
7/1/2024
unknown
unknown
unknown
7/1/2024
7/1/2024
1/13/2024
unknown

5.00%

4.00%
3 City of Murrieta
City of Menifee
City of Indio
unknown
unknown
unknown
Based on CPI-W

6.00%
4 5
6 City of Temecula
City of Moreno Valley
City of Corona
7 8 2.50%
9 City of Escondido
City of Riverside
City of Redlands
City of Upland
unknown
10 11
12 13
N/C
N/C
City of Beaumont N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,810

0.2%
$ 12,287

0.7%% City of Menifee Above/Below
Median of Comparators $ 8,870
-0.4%
$ 12,301

0.6%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
8 8

Page 17 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 80

Menifee Mayor and City Council
June 5, 2024
Page
840 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Code Enforcement Technician
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Chino Code Compliance Technician $ 6,237
$ 5,867
$ 5,208
$ 4,931
$ 3,741
$ 2,600
$ 2,858
$ 2,704
$ 2,864
$ 1,849
$ 8,837
$ 8,725
$ 7,912
$ 7,795
$ 5,590
7/1/2023
7/1/2023
7/1/2023
6/21/2023
9/1/2023
7/1/2024
unknown
unknown
1/13/2024
unknown

4.00%
unknown
unknown

2.50%
City of Menifee
City of Indio
Code Enforcement Technician
3 Code Enforcement Technician
4 City of Corona Code Compliance Technician
5 City of Escondido
City of Temecula
City of Murrieta
City of Redlands
City of Riverside
City of Upland
Code Compliance Assistant II unknown
6 N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
7 8
9 10
11 12
13 City of Beaumont
City of Moreno Valley
City of Palm Springs
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,029

14.3%
$ 7,533

13.7%% City of Menifee Above/Below
Median of Comparators $ 5,070

13.6%
$ 7,854

10.0%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
4 4

Page 18 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 81

Menifee Mayor and City Council
June 5, 2024
Page
841 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Development Director
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Development Services Director
Top Step Increase Increase
1 2
City of Murrieta $ 23,496
$ 18,980
$ 20,403
$ 21,585
$ 20,927
$ 19,227
$ 19,170
$ 17,778
$ 18,187
$ 18,239
$ 18,073
$ 17,244
$ 7,237
$ 9,367
$ 7,492
$ 6,120
$ 5,995
$ 7,157
$ 6,917
$ 6,512
$ 5,856
$ 5,582
$ 5,550
$ 6,278
$ 30,733
$ 28,347
$ 27,895
$ 27,705
$ 26,922
$ 26,384
$ 26,087
$ 24,290
$ 24,043
$ 23,821
$ 23,623
$ 23,522
7/2/2023
7/1/2023
7/8/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
9/1/2023
6/25/2023
6/21/2023
unknown
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
7/1/2024
6/23/2024
unknown
unknown
unknown
unknown
unknown

2.00%City of Redlands
City of Moreno Valley
City of Riverside
City of Temecula
City of Menifee
City of Chino
Development Services Director
Community Development Director
Community and Economic Development Director
Director of Community Development
Community Development Director
Director of Development Services
Development Services Director
Director of Community Development
Director of Development Services
Director of Development Services
Planning and Development Director
N/C
3 unknown

3.00%4
5 Based on CPI-W
unknown

4.00%
6 7
8 City of Upland 4.00%
9 City of Indio unknown
unknown
unknown
unknown
10 11
12 13
City of Escondido
City of Palm Springs
City of Corona
City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 19,462
-1.2%
$ 26,090

1.1%% City of Menifee Above/Below
Median of Comparators $ 18,980

1.3%
$ 26,087

1.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 19 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 82

Menifee Mayor and City Council
June 5, 2024
Page
842 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Coordinator
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Temecula Community Services Coordinator II
Senior Recreation Coordinator
Community Services Program Coordinator
Program Coordinator
$ 7,237
$ 6,723
$ 6,423
$ 6,190
$ 6,354
$ 6,220
$ 5,472
$ 5,718
$ 5,858
$ 5,709
$ 5,186
$ 4,663
$ 2,917
$ 2,857
$ 3,111
$ 3,298
$ 2,930
$ 2,456
$ 3,141
$ 2,516
$ 2,328
$ 2,207
$ 2,176
$ 2,417
$ 10,154
$ 9,580
$ 9,534
$ 9,488
$ 9,284
$ 8,676
$ 8,613
$ 8,234
$ 8,186
$ 7,916
$ 7,362
$ 7,080
7/1/2023
7/2/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
9/1/2023
7/1/2023
7/1/2024
unknown
1/13/2024
7/1/2024
unknown
7/1/2024
7/1/2024
7/1/2024
7/1/2025
6/23/2024
unknown
7/1/2024
Based on CPI-W
unknown

2.50%
City of Murrieta
City of Corona3
4 City of Palm Springs
City of Menifee
City of Riverside
City of Redlands
City of Chino

5.00%
5 Community Services Coordinator
Recreation Services Coordinator
Program Specialist
unknown

3.00%6
7 2.00%
8 Community Services Coordinator
Recreation Coordinator

4.00%
9 City of Beaumont
City of Upland

2.00% - 5.00%

2.00%10
11 12
13 Recreation Coordinator
City of Escondido
City of Moreno Valley
City of Indio
Supervisor I Community Services
Community Services Coordinator
N/C
unknown

6.00%
Total
Monthly
$ 8,620

7.1%
Summary Results Top Monthly
Average of Comparators $ 5,945

6.4%% City of Menifee Above/Below
Median of Comparators $ 5,858

7.8%
$ 8,613

7.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 20 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 83

Menifee Mayor and City Council
June 5, 2024
Page
843 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Director
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Director of Community Services
Top Step Increase Increase
1 2
City of Murrieta
City of Moreno Valley
City of Riverside
City of Menifee
City of Temecula
City of Chino
$ 23,496
$ 20,403
$ 20,559
$ 19,227
$ 20,417
$ 19,170
$ 17,244
$ 15,973
$ 14,974
$ 13,611
$ 7,237
$ 7,492
$ 5,931
$ 7,157
$ 5,893
$ 6,917
$ 6,278
$ 5,178
$ 3,633
$ 4,694
$ 30,733
$ 27,895
$ 26,490
$ 26,384
$ 26,310
$ 26,087
$ 23,522
$ 21,151
$ 18,607
$ 18,305
7/2/2023
7/8/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
6/25/2023
7/1/2023
9/1/2023
unknown
unknown
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
unknown
unknown
unknown
unknown
unknown

3.00%
Parks and Community Services Director
Parks, Recreation and Community Services Director
Community Services Director
Director of Community Services
Director of Community Services
Community Services Director
Director of Parks & Recreation
Community Services Director
Director of Communications and Community Services
N/C
3 4 unknown
Based on CPI-W

4.00%
5 6
7 City of Corona unknown
unknown
unknown
unknown
8 City of Palm Springs
City of Beaumont
City of Escondido
City of Redlands
City of Upland
9 10
11 12
13 N/C
City of Indio N/C
Total
Monthly
$ 24,344

7.7%
Summary Results Top Monthly
Average of Comparators $ 18,427

4.2%% City of Menifee Above/Below
Median of Comparators $ 19,170

0.3%
$ 26,087

1.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 21 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 84

Menifee Mayor and City Council
June 5, 2024
Page
844 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Leader II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Senior Recreation Leader
Top Step Increase Increase
1 2
City of Temecula $ 5,249
$ 4,717
$ 4,245
$ 4,222
$ 3,825
$ 3,575
$ 3,451
$ 3,443
$ 3,406
$ 3,396
$ 3,308
$ 2,903
DNA
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
7/1/2023
7/1/2023
7/1/2023
unknown
7/1/2023
7/1/2023
7/2/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
DNA
7/1/2024
7/1/2024
6/23/2024
unknown
7/1/2024
7/1/2025
unknown
unknown
unknown
unknown
unknown
7/1/2024
DNA
Based on CPI-W

5.00%City of Palm Springs 1
City of Upland
[Recreation Program Assistant/ Recreation Program Aide] Recreation Specialist3 2.00%
4 City of Moreno Valley
City of Redlands
City of Beaumont
City of Murrieta
City of Corona
Recreation Aide Unknown

2.00%5 Program Aid II
6 Recreation Specialist 2.00% - 5.00%
unknown
unknown
unknown
unknown
unknown

3.00%
7 Recreation Leader
8 Community Services Leader
Community Services Leader
Community Services Leader II
Community Program Aide
Recreation Leader
9 City of Chino
10 11
12 13
City of Menifee 2
City of Indio
City of Riverside
City of Escondido Data Not Available DNA
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 3,849
-13.4%
N/A
N/A% City of Menifee Above/Below
Median of Comparators $ 3,575
-5.3%
N/A
N/A% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11
1 - City of Palm Springs: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - Benchmark is a part-time unbenefited classification.

Page 22 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 85

Menifee Mayor and City Council
June 5, 2024
Page
845 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Manager
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Community Services Manager
Top Step Increase Increase
1 2
3 City of Temecula
City of Menifee
City of Murrieta
City of Moreno Valley
City of Indio
$ 13,752
$ 12,901
$ 12,475
$ 12,366
$ 11,979
$ 11,285
$ 11,654
$ 11,283
$ 10,849
$ 10,339
DNA
$ 4,425
$ 4,181
$ 4,414
$ 4,459
$ 4,293
$ 4,762
$ 4,202
$ 3,477
$ 3,745
$ 3,377
DNA
$ 18,177
$ 17,083
$ 16,889
$ 16,825
$ 16,272
$ 16,047
$ 15,856
$ 14,760
$ 14,594
$ 13,716
DNA
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
DNA
7/1/2024
unknown
unknown
7/1/2024
unknown
1/1/2024
7/1/2024
7/1/2024
6/23/2024
7/1/2025
DNA
Based on CPI-W
unknown
unknown

6.00%
Community Services Manager
Parks and Community Services Manager
Special Events and Facilities Division Manager
Community Services Manager
Recreation Services Manager
Community Services Manager
Recreation Superintendent
Recreation & Community Services Manager
Recreation Manager
4 5 unknown

2.50%6 City of Corona
7 City of Chino 4.00%
8 City of Riverside
City of Upland

3.00%
9 2.00%
10 11
12 13
City of Beaumont
City of Palm Springs
City of Escondido
City of Redlands

2.00% - 5.00%
DNAData Not Available
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 11,776

8.7%
$ 15,904

6.9%% City of Menifee Above/Below
Median of Comparators $ 11,654

9.7%
$ 16,047

6.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 23 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 86

Menifee Mayor and City Council
June 5, 2024
Page
846 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Manager-Maintenance and Projects
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Moreno Valley Parks and Landscape Services Division Manager $ 12,984 $ 12,901
$ 11,285
$ 11,696
$ 10,841
$ 11,283
DNA
$ 4,590
$ 4,181
$ 4,762
$ 3,204
$ 4,057
$ 3,477
DNA
$ 17,574
$ 17,082
$ 16,047
$ 14,900
$ 14,898
$ 14,760
DNA
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
DNA
7/1/2024
unknown
1/1/2024
7/1/2025
unknown
7/1/2024
DNA

6.00%
unknown

2.50%
City of Menifee
City of Corona
City of Beaumont
City of Indio
Community Services Manager-Maintenance and Projects
3 Facilities, Parks, and Trails Manager
4 Grounds/Parks/Facilities Manager 2.00% - 5.00%
unknown

3.00%
5 Parks and Facilities Manager
6 City of Riverside
City of Palm Springs
City of Upland
Park Superintendent
7 Data Nota Available DNA
8 N/C
N/C
N/C
N/C
N/C
N/C
9 City of Escondido
City of Chino10
11 12
13 City of Redlands
City of Temecula
City of Murrieta
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 11,618

9.9%
$ 15,636

8.5%% City of Menifee Above/Below
Median of Comparators $ 11,285

12.5%
$ 14,900

12.8%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
5 5

Page 24 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 87

Menifee Mayor and City Council
June 5, 2024
Page
847 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Officer II
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Menifee
City of Palm Springs
City of Indio
Community Services Officer II
Community Service Officer
Community Services Officer II
Community Service Officer II
Community Service Officer
Community Services Officer II
Community Services Officer
Police Service Officer
$ 7,164
$ 6,339
$ 6,100
$ 5,638
$ 6,155
$ 5,772
$ 5,814
$ 5,384
$ 4,907
$ 5,302
$ 5,231
$ 3,048
$ 3,320
$ 2,976
$ 3,244
$ 2,362
$ 2,725
$ 2,412
$ 2,462
$ 2,860
$ 2,158
$ 2,085
$ 10,212
$ 9,659
$ 9,076
$ 8,882
$ 8,517
$ 8,497
$ 8,226
$ 7,846
$ 7,767
$ 7,460
$ 7,316
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/21/2023
6/25/2023
9/1/2023
unknown
7/1/2024
unknown
7/1/2024
7/1/2025
unknown
7/1/2024
7/1/2024
1/13/2024
6/23/2024
unknown
unknown

5.00%
3 unknown

2.00%4 City of Redlands
City of Beaumont
City of Murrieta
City of Riverside
City of Chino
5 2.00% - 5.00%
unknown

3.00%
6 7
8 4.00%
9 City of Corona Community Services Officer II
Police Service Technician
Community Services Officer
N/C

2.50%
10 11
12 13
City of Upland 2.00%
City of Escondido
City of Temecula
City of Moreno Valley
unknown
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,664

20.9%
$ 8,325

18.5%% City of Menifee Above/Below
Median of Comparators $ 5,705

20.4%
$ 8,362

18.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 25 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 88

Menifee Mayor and City Council
June 5, 2024
Page
848 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Community Services Supervisor
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency
City of Menifee
Classification Title Top Step Increase Increase
1 2
Community Services Supervisor
Community Program Administrator
Community Services Supervisor II
Recreation Supervisor
$ 8,831
$ 8,749
$ 8,395
$ 7,648
$ 7,809
$ 7,036
$ 7,247
$ 7,491
$ 7,231
$ 7,388
$ 7,481
$ 6,289
$ 3,546
$ 3,621
$ 3,096
$ 3,829
$ 3,410
$ 3,904
$ 3,495
$ 3,026
$ 2,954
$ 2,785
$ 2,619
$ 2,315
$ 12,378
$ 12,370
$ 11,491
$ 11,477
$ 11,219
$ 10,940
$ 10,742
$ 10,517
$ 10,185
$ 10,173
$ 10,100
$ 8,604
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/2/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
unknown
unknown
7/1/2024
1/13/2024
unknown
7/1/2024
7/1/2024
6/23/2024
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
unknown
Based on CPI-W

2.50%
City of Indio
3 City of Temecula
City of Corona4
5 City of Murrieta
City of Redlands
City of Palm Springs
City of Upland
Recreation Supervisor unknown

2.00%6 Recreation Supervisor
7 Recreation Supervisor 5.00%
8 Recreation & Community Services Supervisor
Community Services Supervisor
Community Services Supervisor
Recreation Supervisor

2.00%
9 City of Moreno Valley
City of Chino

6.00%
10 11
12 13

4.00%
City of Riverside
City of Escondido
City of Beaumont

3.00%
Supervisor III-Community Services
N/C
unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 7,524

14.8%
$ 10,711

13.5%% City of Menifee Above/Below
Median of Comparators $ 7,481

15.3%
$ 10,742

13.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 26 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 89

Menifee Mayor and City Council
June 5, 2024
Page
849 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Construction Manager
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title
Capital Projects Manager
Top Step
1 2
City of Chino $ 12,885
$ 12,335
$ 11,062
$ 11,396
$ 11,026
$ 11,499
$ 10,862
$ 9,673
$ 4,436
$ 4,086
$ 4,708
$ 4,172
$ 4,091
$ 3,510
$ 3,095
$ 3,321
$ 17,321
$ 16,421
$ 15,770
$ 15,568
$ 15,117
$ 15,009
$ 13,957
$ 12,994
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2024
unknown
1/1/2024
unknown
7/1/2024
7/1/2024
7/1/2025
unknown

4.00%
unknown

2.50%
City of Menifee
City of Corona
City of Indio
Construction Manager
3 Senior Project Manager
4 Project Construction Manager unknown

5.00%5 City of Palm Springs
City of Riverside
City of Beaumont
Project Manager
6 Construction Project Manager 3.00%
7 Project Manager (CIP) 2.00% - 5.00%
unknown8 City of Escondido 1
City of Temecula
[Design and Construction Project Manager/ Project Manager] 9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Murrieta
City of Redlands
City of Upland
City of Moreno Valley
Top
Monthly
Total
MonthlySummary Results
Average of Comparators $ 11,200

9.2%
$ 15,105

8.0%% City of Menifee Above/Below
Median of Comparators $ 11,062

10.3%
$ 15,117

7.9%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7
1 - City of Escondido: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Page 27 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 90

Menifee Mayor and City Council
June 5, 2024
Page
850 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Crime Analyst
Rank
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseComparator Agency Classification Title
Crime Analyst
Top Step
1 2
City of Menifee
City of Redlands
$ 9,423
$ 7,734
$ 8,165
$ 7,678
$ 7,858
$ 7,172
$ 7,897
$ 6,785
$ 6,741
$ 6,236
$ 3,650
$ 3,703
$ 3,057
$ 3,066
$ 2,861
$ 3,443
$ 2,636
$ 3,171
$ 3,099
$ 2,721
$ 13,073
$ 11,437
$ 11,222
$ 10,744
$ 10,719
$ 10,615
$ 10,533
$ 9,956
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
9/1/2023
unknown
7/1/2024
unknown
6/23/2024
7/1/2024
7/1/2024
7/1/2024
1/13/2024
unknown
unknown
unknown

2.00%Crime Analyst
Senior Crime Analyst
Crime & Intelligence Analyst
Crime Analyst
Crime Analyst
Crime Analyst
Crime and Intelligence Analyst
Crime Analyst II
Crime Analyst
N/C
3 City of Murrieta
City of Upland
unknown

2.00%4
5 City of Chino 4.00%
6 City of Palm Springs
City of Riverside
City of Corona

5.00%
7 3.00%
8 2.50%
9 City of Indio $ 9,840 unknown
unknown10
11 12
13 City of Escondido
City of Temecula
City of Beaumont
City of Moreno Valley
$ 8,957
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 7,363

21.9%
$ 10,447

20.1%% City of Menifee Above/Below
Median of Comparators $ 7,678

18.5%
$ 10,615

18.8%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 28 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 91

Menifee Mayor and City Council
June 5, 2024
Page
851 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Deputy City Clerk II
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Palm Springs
City of Beaumont
City of Murrieta
City of Corona
Chief Deputy City Clerk
Deputy City Clerk
Deputy City Clerk
Deputy City Clerk
Deputy City Clerk II
City Clerk Specialist
Deputy City Clerk
Deputy City Clerk
Deputy City Clerk
Deputy City Clerk
Deputy City Clerk
N/C
$ 9,997
$ 9,600
$ 7,644
$ 7,648
$ 7,234
$ 6,818
$ 7,398
$ 6,559
$ 6,680
$ 6,046
$ 6,148
$ 3,928
$ 2,930
$ 3,521
$ 3,490
$ 3,058
$ 3,219
$ 2,610
$ 3,031
$ 2,671
$ 2,583
$ 2,260
$ 13,925
$ 12,530
$ 11,165
$ 11,138
$ 10,292
$ 10,037
$ 10,008
$ 9,590
7/1/2023
7/1/2023
7/2/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
6/25/2023
7/1/2024
7/1/2025
unknown
1/1/2024
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
6/23/2024

5.00%

2.00% - 5.00%
unknown

2.50%
3 4
5 City of Menifee
City of Indio
unknown
unknown

3.00%
6 7 City of Riverside
City of Moreno Valley
City of Chino
8 6.00%
9 $ 9,351 4.00%
10 11
12 13
City of Escondido
City of Upland
$ 8,629 unknown

2.00%$ 8,408
City of Temecula
City of Redlands N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 7,454
-3.0%
$ 10,478
-1.8%% City of Menifee Above/Below
Median of Comparators $ 7,108

1.7%
$ 10,023

2.6%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 29 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 92

Menifee Mayor and City Council
June 5, 2024
Page
852 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Deputy City Manager
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Moreno Valley
City of Murrieta
City of Menifee
City of Palm Springs
City of Indio
Assistant City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
Deputy City Manager
N/C
$ 23,579
$ 24,670
$ 20,211
$ 20,116
$ 19,117
$ 18,239
$ 19,167
$ 17,226
$ 14,349
$ 8,235
$ 6,668
$ 7,400
$ 5,911
$ 6,510
$ 5,607
$ 4,531
$ 5,315
$ 4,874
$ 31,814
$ 31,338
$ 27,611
$ 26,027
$ 25,627
$ 23,846
$ 23,698
$ 22,541
$ 19,223
7/8/2023
7/2/2023
7/1/2023
6/25/2023
7/1/2023
9/1/2023
7/1/2023
7/1/2023
7/1/2023
unknown
unknown
unknown
unknown
unknown
unknown
unknown
7/1/2024
7/1/2024
unknown
unknown
unknown
unknown
unknown
unknown
unknown

3.00%
3 4
5 6 City of Escondido
City of Beaumont
City of Riverside
City of Chino
7 8
9 4.00%
10 11
12 13
City of Temecula
City of Redlands
City of Corona
N/C
N/C
City of Upland N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 19,558

3.2%
$ 25,514

7.8%% City of Menifee Above/Below
Median of Comparators $ 19,142

5.3%
$ 24,737

10.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
8 8

Page 30 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 93

Menifee Mayor and City Council
June 5, 2024
Page
853 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Deputy Director - Community Development
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Murrieta1
City of Menifee
[Development Services Director/ Building Official]
Deputy Director - Community Development
[Planning Manager/ Assistant Director of Community Development] Planning Official/Division Manager
Deputy Director Development Services
Assistant Director of Planning
City Planner
$ 18,510
$ 15,672
$ 15,994
$ 16,132
$ 14,600
$ 13,772
$ 12,549
$ 13,843
$ 13,611
$ 12,910
$ 12,834
$ 12,101
$ 6,219
$ 5,610
$ 5,006
$ 4,770
$ 4,922
$ 4,789
$ 5,602
$ 3,861
$ 4,009
$ 4,487
$ 4,170
$ 4,865
$ 24,729
$ 21,282
$ 21,000
$ 20,902
$ 19,522
$ 18,561
$ 18,151
$ 17,704
$ 17,620
$ 17,397
$ 17,004
$ 16,966
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2023
6/25/2023
6/21/2023
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
unknown
6/23/2024
1/13/2024
unknown
unknown
Based on CPI-W

6.00%
3 City of Temecula2
City of Moreno Valley
City of Chino
4 5 4.00%
6 City of Palm Springs
City of Redlands
City of Riverside
City of Escondido
City of Indio
unknown

2.00%7
8 City Planner 3.00%
9 City Planner unknown
unknown

2.00%
10 11
12 13
Development Services Manager
Planning ManagerCity of Upland
City of Corona Planning Manager 2.50%
City of Beaumont N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 14,260

9.0%
$ 19,051

10.5%% City of Menifee Above/Below
Median of Comparators $ 13,772

12.1%
$ 18,151

14.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11
1 - City of Murrieta: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - City of Temecula: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 31 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 94

Menifee Mayor and City Council
June 5, 2024
Page
854 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Deputy Public Works Director/City Engineer
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Riverside Deputy Public Works Director/City Engineer $ 18,471 $ 17,202
$ 16,148
$ 15,312
$ 16,544
$ 16,132
$ 14,199
$ 15,040
$ 14,600
$ 14,974
$ 4,556
$ 5,395
$ 5,714
$ 5,778
$ 4,521
$ 4,770
$ 5,996
$ 4,888
$ 4,922
$ 3,633
$ 23,027
$ 22,597
$ 21,862
$ 21,090
$ 21,065
$ 20,902
$ 20,195
$ 19,928
$ 19,522
$ 18,607
7/1/2023
6/25/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2024
unknown
unknown
unknown
unknown
7/1/2024
7/1/2024
unknown
7/1/2024

3.00%
unknown
unknown
unknown
unknown

6.00%
City of Palm Springs
City of Menifee
City of Indio
City Engineer
3 Deputy Public Works Director/City Engineer
4 City Engineer
5 City of Escondido
City of Moreno Valley
City of Redlands
City of Murrieta
City of Chino
City Engineer
6 Engineering Division Manager/Assistant City Engineer
7 City Engineer 2.00%
8 City Engineer unknown

4.00%9 Deputy Director of Public Works
10 11
12 13
City of Beaumont
City of Temecula
City of Corona
Assistant Public Works Director 7/1/2025 2.00% - 5.00%
N/C
N/C
N/CCity of Upland
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 15,830

2.0%
$ 20,770

5.0%% City of Menifee Above/Below
Median of Comparators $ 15,312

5.2%
$ 20,902

4.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 32 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 95

Menifee Mayor and City Council
June 5, 2024
Page
855 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Director of Public Works and Engineering
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Murrieta Director of Public Works/City Engineer Public Works Director/City Engineer
Director, Facilities and Community Services
Public Works Director
$ 23,496
$ 21,934
$ 18,980
$ 21,585
$ 20,927
$ 19,227
$ 19,170
$ 18,186
$ 17,344
$ 17,244
$ 18,243
$ 7,237
$ 7,850
$ 9,367
$ 6,120
$ 5,995
$ 7,074
$ 6,917
$ 5,856
$ 6,400
$ 6,278
$ 4,411
$ 30,733
$ 29,784
$ 28,347
$ 27,705
$ 26,922
$ 26,301
$ 26,087
$ 24,042
$ 23,744
$ 23,522
$ 22,654
7/2/2023
7/8/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
7/1/2023
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
6/23/2024
unknown
unknown
unknown
unknown

2.00%
City of Moreno Valley
City of Redlands
City of Riverside
City of Temecula
City of Menifee
City of Chino
3 4 3.00%
5 Director of Public Works/City Engineer
Director of Public Works and Engineering
Director of Public Works
Based on CPI-W
unknown

4.00%
6 7
8 City of Indio Director of Public Works unknown

4.00%9 City of Upland Director of Public Works/City Engineer Public Works Director10
11 12
13 City of Corona unknown
unknownCity of Beaumont
City of Escondido
City of Palm Springs
Public Works Director
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 19,711
-2.5%
$ 26,354
-0.2%% City of Menifee Above/Below
Median of Comparators $ 19,075

0.8%
$ 26,505
-0.8%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 33 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 96

Menifee Mayor and City Council
June 5, 2024
Page
856 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Economic Development Director
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title
Economic Development Director
Top Step
1 2
City of Murrieta $ 23,496
$ 20,403
$ 18,292
$ 18,186
$ 15,464
$ 16,405
$ 13,772
$ 11,197
$ 7,237
$ 7,492
$ 6,926
$ 5,856
$ 8,310
$ 6,105
$ 4,789
$ 3,587
$ 30,733
$ 27,895
$ 25,218
$ 24,042
$ 23,774
$ 22,510
$ 18,561
$ 14,784
7/2/2023
7/8/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
6/25/2023
9/1/2023
unknown
unknown
unknown
unknown
7/1/2024
unknown
unknown
unknown
unknown
unknown
unknown
unknown

2.00%
City of Moreno Valley Economic Development and Housing Director 3 City of Menifee Economic Development Director
4 City of Indio Director of Economic Development
5 City of Redlands 1
City of Corona
[Economic Development Manager/ Development Services Director] 6 Economic Development Director unknown
unknown
unknown
7 City of Palm Springs
City of Escondido
City of Temecula
City of Riverside
City of Upland
Chief Economic Development Officer
8 Deputy Director of Economic Development
9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Chino
City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 16,989

7.1%
$ 23,185

8.1%% City of Menifee Above/Below
Median of Comparators $ 16,405

10.3%
$ 23,774

5.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7
1 - City of Redlands: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 34 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 97

Menifee Mayor and City Council
June 5, 2024
Page
857 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Economic Development Management Analyst II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency
City of Menifee
Classification Title Top Step Increase Increase
1 2
Economic Development Management Analyst II $ 10,359
$ 9,960
$ 9,244
$ 10,171
$ 9,076
$ 9,232
$ 8,395
$ 8,280
$ 3,814
$ 3,873
$ 4,271
$ 3,311
$ 3,786
$ 3,362
$ 3,160
$ 2,758
$ 14,173
$ 13,833
$ 13,515
$ 13,481
$ 12,862
$ 12,594
$ 11,555
$ 11,038
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
unknown
unknown
1/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
7/1/2025
unknown
unknownCity of Indio Senior Economic Development Analyst 3 City of Corona Economic Development Administrator 2.50% 4 City of Riverside1
City of Murrieta
[Project Manager/ Project Coordinator] 3.00%
5 Management Analyst unknown
6 City of Moreno Valley
City of Temecula
City of Beaumont
City of Chino
Management Analyst 6.00%
7 Management Analyst Based on CPI-W

2.00% - 5.00%8 Management Analyst II
9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Escondido
City of Palm Springs
City of Upland
City of Redlands
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 9,194

11.2%
$ 12,697

10.4%% City of Menifee Above/Below
Median of Comparators $ 9,232

10.9%
$ 12,862

9.3%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7
1 - City of Riverside: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 35 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 98

Menifee Mayor and City Council
June 5, 2024
Page
858 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Engineering Manager
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Engineering Manager
Top Step Increase Increase
1 2
City of Temecula
City of Riverside
City of Escondido
City of Menifee
City of Corona
$ 17,605
$ 16,791
$ 16,544
$ 15,672
$ 14,700
$ 15,005
$ 14,599
$ 13,549
$ 5,160
$ 4,304
$ 4,521
$ 4,649
$ 5,583
$ 4,670
$ 4,761
$ 4,323
$ 22,765
$ 21,095
$ 21,065
$ 20,321
$ 20,283
$ 19,675
$ 19,360
$ 17,872
7/1/2023
7/1/2023
9/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2024
7/1/2024
unknown
unknown
1/1/2024
7/1/2024
7/1/2024
6/23/2024
Based on CPI-W

3.00%Engineering Manager
3 City Engineer unknown
unknown

2.50%
4 Engineering Manager
5 CIP Manager/Assistant Engineer
6 City of Moreno Valley
City of Chino
Principal Engineer 6.00%
7 City Engineer 4.00%
8 City of Upland Engineering Manager 2.00%
9 City of Murrieta
City of Indio
N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Beaumont
City of Redlands
City of Palm Springs
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 15,542

0.8%
$ 20,302

0.1%% City of Menifee Above/Below
Median of Comparators $ 15,005

4.3%
$ 20,283

0.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7

Page 36 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 99

Menifee Mayor and City Council
June 5, 2024
Page
859 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Engineering Technician II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Engineering Technician II
Top Step Increase Increase
1 2
City of Temecula
City of Menifee
City of Murrieta
City of Riverside
City of Indio
$ 7,795
$ 7,446
$ 7,519
$ 7,557
$ 6,584
$ 6,680
$ 6,141
$ 6,787
$ 6,155
$ 5,899
$ 3,003
$ 3,089
$ 2,968
$ 2,600
$ 2,943
$ 2,671
$ 3,064
$ 2,337
$ 2,362
$ 2,078
$ 10,798
$ 10,535
$ 10,487
$ 10,156
$ 9,527
$ 9,351
$ 9,205
$ 9,124
$ 8,517
$ 7,977
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
6/25/2023
7/1/2023
9/1/2023
7/1/2024
unknown
unknown
7/1/2024
unknown
7/1/2024
1/13/2024
6/23/2024
7/1/2025
unknown
Based on CPI-W
unknown
unknown

3.00%
Engineering Technician II
Civil Engineering Assistant
Engineering Technician
Engineering Technician II
Engineering Technician
Engineering Technician
Engineering Technician
Engineering Development Technician II
Engineering Technician II
N/C
3 4
5 unknown

4.00%6 City of Chino
7 City of Corona 2.50%
8 City of Upland 2.00%
9 City of Beaumont
City of Escondido
City of Redlands
City of Moreno Valley
City of Palm Springs

2.00% - 5.00%
unknown10
11 12
13 N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,791

8.8%
$ 9,460

10.2%% City of Menifee Above/Below
Median of Comparators $ 6,680

10.3%
$ 9,351

11.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9

Page 37 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 100

Menifee Mayor and City Council
June 5, 2024
Page
860 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Executive Assistant
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Executive Administrative Assistant
Top Step Increase Increase
1 2
City of Palm Springs
City of Upland
$ 7,687
$ 8,067
$ 8,188
$ 7,800
$ 7,231
$ 7,203
$ 7,012
$ 6,050
$ 6,482
$ 6,680
$ 6,749
$ 6,628
$ 5,472
$ 3,712
$ 3,268
$ 3,127
$ 3,424
$ 3,191
$ 2,924
$ 2,735
$ 3,503
$ 2,948
$ 2,671
$ 2,538
$ 2,414
$ 3,141
$ 11,399
$ 11,335
$ 11,315
$ 11,224
$ 10,422
$ 10,127
$ 9,747
$ 9,553
$ 9,430
$ 9,351
$ 9,287
$ 9,043
$ 8,613
6/25/2023
6/25/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
9/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
unknown
6/23/2024
7/1/2024
unknown
7/1/2024
unknown
unknown
1/1/2024
unknown
7/1/2024
7/1/2024
7/1/2025
7/1/2024
unknown

2.00%Executive Assistant to the City Manager
Executive Assistant3 City of Temecula
City of Indio
Based on CPI-W
unknown

6.00%
4 Executive Assistant to the Chief of Police
Executive Assistant I5 City of Moreno Valley
City of Murrieta6 Executive Assistant unknown
unknown

2.50%
7 City of Escondido 1
City of Corona
[Executive Assistant Chief of Police/ Executive Assistant City Attorney] Executive Assistant8
9 City of Menifee Executive Assistant unknown

4.00%10
11 12
13 City of Chino2
City of Riverside
[Executive Assistant/ Executive Secretary]
Executive Assistant 3.00%
City of Beaumont
City of Redlands
Executive Assistant 2.00% - 5.00%

2.00%Senior Administrative Assistant
Top
Monthly
Total
MonthlySummary Results
Average of Comparators $ 7,064
-9.0%
$ 10,118
-7.3%% City of Menifee Above/Below
Median of Comparators $ 7,108
-9.6%
$ 9,937
-5.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12
1 - City of Escondido: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Chino: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.

Page 38 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 101

Menifee Mayor and City Council
June 5, 2024
Page
861 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Finance Manager
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Financial Operations Manager
Top Step Increase Increase
1 2
City of Moreno Valley
City of Temecula
$ 15,005
$ 14,097
$ 14,037
$ 13,494
$ 12,767
$ 11,369
$ 11,980
$ 11,774
$ 11,229
$ 11,302
$ 10,157
$ 4,670
$ 4,491
$ 3,891
$ 4,281
$ 4,468
$ 5,282
$ 4,294
$ 4,225
$ 4,748
$ 4,134
$ 3,405
$ 19,675
$ 18,588
$ 17,928
$ 17,775
$ 17,235
$ 16,651
$ 16,274
$ 15,999
$ 15,977
$ 15,436
$ 13,562
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
9/1/2023
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
7/1/2024
unknown
7/1/2024
1/1/2024
7/1/2024
unknown

6.00%
Based on CPI-W

3.00%
Fiscal Services Manager
3 City of Riverside 1 [Debt and Treasury Manager/ Principal Management Analyst] 4 City of Menifee
City of Murrieta
City of Redlands
Finance Manager unknown
unknown

2.00%
5 Finance Manager
6 Finance Manager
7 City of Indio Finance Manager unknown

4.00%8 City of Chino2 [Fiscal Services Manager/ Deputy Finance Director] 9 City of Corona3 [Accounting Manager/Budget Manager] 2.50% 10 11
12 13
City of Palm Springs 4
City of Escondido
City of Upland
[Accounting Manager/ Budget Manager] 5.00%
Finance Manager unknown
N/C
N/CCity of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 12,372

8.3%
$ 16,732

5.9%% City of Menifee Above/Below
Median of Comparators $ 11,877

12.0%
$ 16,462

7.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10
1 - City of Riverside: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Chino: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 3 - City of Corona: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 4 - City of Palm Springs: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.

Page 39 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 102

Menifee Mayor and City Council
June 5, 2024
Page
862 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Financial Analyst
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Top Step Increase Increase 1 2
City of Moreno Valley
City of Menifee
Senior Management Analyst
Financial Analyst
Financial Analyst
Financial Analyst
Management Analyst
Financial Analyst II
Financial Analyst
Management Analyst II
N/C
$ 10,683
$ 10,359
$ 9,076
$ 8,749
$ 8,395
$ 7,535
$ 8,012
$ 7,579
$ 3,658
$ 3,814
$ 3,786
$ 3,621
$ 3,160
$ 3,860
$ 2,987
$ 2,955
$ 14,341
$ 14,173
$ 12,862
$ 12,370
$ 11,555
$ 11,395
$ 10,999
$ 10,534
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
9/1/2023
7/1/2024
unknown
unknown
unknown
7/1/2024
1/1/2024
7/1/2024
unknown

6.00%
unknown
unknown
unknown
Based on CPI-W

2.50%
3 City of Murrieta
City of Indio4
5 City of Temecula
City of Corona
City of Riverside
City of Escondido
City of Redlands
City of Upland
6 7 3.00%
8 unknown
9 10
11 12
13 N/C
City of Chino N/C
City of Beaumont
City of Palm Springs
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,576

17.2%
$ 12,008

15.3%% City of Menifee Above/Below
Median of Comparators $ 8,395

19.0%
$ 11,555

18.5%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7

Page 40 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 103

Menifee Mayor and City Council
June 5, 2024
Page
863 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Fleet and Equipment Supervisor
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title
Fleet Maintenance Supervisor
Top Step
1 2
City of Moreno Valley $ 10,683
$ 9,473
$ 9,196
$ 9,213
$ 8,831
$ 9,367
$ 8,284
$ 9,048
$ 7,695
$ 8,039
$ 3,658
$ 3,846
$ 3,714
$ 3,241
$ 3,546
$ 2,900
$ 3,977
$ 2,794
$ 4,062
$ 3,516
$ 14,341
$ 13,319
$ 12,910
$ 12,454
$ 12,378
$ 12,267
$ 12,261
$ 11,842
$ 11,757
$ 11,555
7/1/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2024
7/1/2024
unknown
unknown
unknown

6.00%

5.00%City of Palm Springs1
City of Indio
[Fleet Maintenance Manager/ Fleet Maintenance Technician, Lead] Fleet Mechanic Supervisor
Fleet Maintenance Superintendent
Fleet and Equipment Supervisor
Vehicle Maintenance Supervisor
Fleet Superintendent
3 unknown
unknown
unknown
4 City of Escondido
City of Menifee
City of Beaumont
City of Corona
City of Riverside
City of Redlands
City of Chino
5 6 7/1/2025 2.00% - 5.00%
7 1/13/2024
7/1/2024
7/1/2024
7/1/2024

2.50%

3.00%

2.00%

4.00%
8 Fleet Management Supervisor
Fleet Services Coordinator
Equipment Mechanic Supervisor
N/C
9 10
11 12
13 City of Murrieta
City of Temecula
City of Upland
N/C
N/C
Top
Monthly
Total
MonthlySummary Results
Average of Comparators $ 9,000
-1.9%
$ 12,523
-1.2%% City of Menifee Above/Below
Median of Comparators $ 9,196
-4.1%
$ 12,267

0.9%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
9 9
1 - City of Palm Springs: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 41 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 104

Menifee Mayor and City Council
June 5, 2024
Page
864 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Fleet Technician II
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title
Fleet Technician II
Top Step
1 2
City of Palm Springs
City of Menifee
City of Escondido
City of Indio
$ 6,830
$ 6,746
$ 7,201
$ 6,486
$ 6,559
$ 6,150
$ 5,527
$ 6,127
$ 5,859
$ 5,852
$ 4,738
$ 3,392
$ 2,987
$ 2,215
$ 2,926
$ 2,798
$ 2,586
$ 3,151
$ 2,446
$ 2,329
$ 2,224
$ 2,832
$ 10,222
$ 9,733
$ 9,416
$ 9,412
$ 9,357
$ 8,736
$ 8,678
$ 8,573
$ 8,188
$ 8,076
$ 7,570
7/1/2023
7/1/2023
9/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
7/1/2024
unknown
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
7/1/2024
7/1/2025
6/23/2024
1/13/2024

5.00%
unknown
unknown
unknown

6.00%
Fleet Technician II
Equipment Mechanic II
Fleet Mechanic II
Vehicle/Equipment Technician
Equipment Mechanic
Equipment Mechanic II
Mechanic
3 4
5 City of Moreno Valley
City of Chino6 4.00%
7 City of Redlands
City of Riverside
City of Beaumont
City of Upland

2.00%
8 3.00%
9 Mechanic 2.00% - 5.00%

2.00%10
11 12
13 Equipment Mechanic
Fleet Technician II
N/C
City of Corona 2.50%
City of Murrieta
City of Temecula N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,133

9.1%
$ 8,823

9.4%% City of Menifee Above/Below
Median of Comparators $ 6,139

9.0%
$ 8,707

10.5%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
10 10

Page 42 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 105

Menifee Mayor and City Council
June 5, 2024
Page
865 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
GIS Program Manager
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title
GIS Administrator
Top Step
1 2
City of Moreno Valley $ 11,776
$ 11,846
$ 10,643
$ 10,359
$ 10,665
$ 8,707
$ 3,881
$ 3,562
$ 4,075
$ 3,814
$ 3,494
$ 4,142
$ 3,185
$ 15,657
$ 15,408
$ 14,718
$ 14,173
$ 14,159
$ 12,849
$ 11,344
7/1/2023
7/1/2023
7/2/2023
7/1/2023
9/1/2023
6/21/2023
7/1/2023
7/1/2024
7/1/2024
unknown
unknown
unknown
1/1/2024
unknown

6.00%

3.00%City of Riverside Innovation and Technology Officer I 3 City of Murrieta1 [GIS Analyst/ IT Manager] unknown
unknown
unknown

2.50%
4 City of Menifee
City of Escondido
City of Corona
City of Indio
GIS Program Manager
5 GIS Manager
6 GIS Administrator
7 GIS Coordinator $ 8,159 unknown
8 City of Temecula
City of Redlands
City of Upland
N/C
N/C
N/C
N/C
N/C
N/C
9 10
11 12
13 City of Chino
City of Beaumont
City of Palm Springs
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 10,299

0.6%
$ 14,023

1.1%% City of Menifee Above/Below
Median of Comparators $ 10,654
-2.8%
$ 14,439
-1.9%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
6 6
1 - City of Murrieta: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 43 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 106

Menifee Mayor and City Council
June 5, 2024
Page
866 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
GIS Technician
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title GIS Technician
Top Step Increase Increase
1 2
City of Palm Springs
City of Moreno Valley
$ 8,118
$ 7,973
$ 6,780
$ 6,290
$ 6,720
$ 6,584
$ 6,626
$ 6,149
$ 3,583
$ 3,083
$ 2,992
$ 3,297
$ 2,837
$ 2,943
$ 2,844
$ 2,260
$ 11,701
$ 11,056
$ 9,772
$ 9,587
$ 9,557
$ 9,527
$ 9,470
$ 8,408
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
6/25/2023
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
unknown
6/23/2024

5.00%

6.00%GIS Specialist
3 City of Menifee
City of Redlands
City of Temecula
City of Indio
GIS Technician unknown

2.00%4 GIS Technician
5 Information Technology Technician II Based on CPI-W
unknown
unknown

2.00%
6 GIS Technician
7 City of Murrieta
City of Upland
City of Riverside
City of Corona
City of Chino
GIS Technician
8 GIS Technician
9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Beaumont
City of Escondido
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,923
-2.1%
$ 9,901
-1.3%% City of Menifee Above/Below
Median of Comparators $ 6,626

2.3%
$ 9,557

2.2%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7

Page 44 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 107

Menifee Mayor and City Council
June 5, 2024
Page
867 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Human Resources Analyst II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Menifee
City of Moreno Valley
City of Palm Springs
City of Indio
Human Resources Analyst II
Human Resources Analyst
Human Resources Specialist, Senior
Human Resources Analyst
HR and Risk Analyst
$ 9,423
$ 9,232
$ 9,052
$ 9,060
$ 8,941
$ 8,250
$ 9,076
$ 8,395
$ 7,648
$ 8,402
$ 8,067
$ 8,280
$ 7,217
$ 3,650
$ 3,664
$ 3,779
$ 3,686
$ 3,687
$ 4,196
$ 3,353
$ 3,160
$ 3,887
$ 3,045
$ 3,268
$ 2,758
$ 2,892
$ 13,073
$ 12,896
$ 12,831
$ 12,746
$ 12,628
$ 12,446
$ 12,429
$ 11,555
$ 11,535
$ 11,447
$ 11,335
$ 11,038
$ 10,109
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
6/21/2023
7/1/2023
6/25/2023
7/1/2023
9/1/2023
unknown
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
7/1/2024
1/1/2024
7/1/2024
6/23/2024
7/1/2025
unknown
unknown

6.00%
3 5.00%
4 unknown

4.00%5 City of Chino
6 City of Redlands
City of Murrieta
City of Temecula
City of Corona
Human Resources Analyst
Human Resources Analyst
Management Analyst

2.00%
7 unknown
Based on CPI-W

2.50%
8 9 Human Resources Analyst
Human Resources Analyst
Human Resources Analyst II
HR/Risk Analyst
10 11
12 13
City of Riverside
City of Upland

3.00%

2.00%
City of Beaumont
City of Escondido

2.00% - 5.00%
unknownHuman Resources Analyst II
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,468

10.1%
$ 11,916

8.9%% City of Menifee Above/Below
Median of Comparators $ 8,399

10.9%
$ 11,992

8.3%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 45 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 108

Menifee Mayor and City Council
June 5, 2024
Page
868 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Human Resources Assistant
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Administrative Assistant
Top Step Increase Increase
1 2
City of Palm Springs
City of Indio
$ 5,889
$ 6,170
$ 5,940
$ 5,809
$ 5,755
$ 5,766
$ 5,128
$ 4,713
$ 3,253
$ 2,847
$ 2,717
$ 2,531
$ 2,538
$ 2,428
$ 2,750
$ 2,996
$ 9,142
$ 9,017
$ 8,657
$ 8,340
$ 8,293
$ 8,194
$ 7,878
$ 7,709
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2024
unknown
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
7/1/2024

5.00%
unknown
Based on CPI-W

4.00%
Human Resources Assistant
3 City of Temecula
City of Chino
Human Resources Assistant
4 Administrative Secretary - Human Resources
5 City of Escondido
City of Riverside
City of Menifee
City of Redlands
City of Murrieta
City of Corona
Human Resources Technician II unknown

3.00%6 Senior Administrative Assistant
7 8
Human Resources Assistant
Administrative Assistant II
unknown

2.00%
9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Upland
City of Beaumont
City of Moreno Valley
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,720
-11.5%
$ 8,479
-7.6%% City of Menifee Above/Below
Median of Comparators $ 5,809
-13.3%
$ 8,340
-5.9%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7

Page 46 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 109

Menifee Mayor and City Council
June 5, 2024
Page
869 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Human Resources Manager
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Moreno Valley
City of Murrieta
Human Resources Division Manager
Human Resources Manager
$ 16,132
$ 13,524
$ 13,494
$ 12,607
$ 13,060
$ 11,369
$ 11,993
$ 11,513
$ 11,758
$ 5,260
$ 4,608
$ 4,427
$ 4,206
$ 3,744
$ 5,282
$ 4,474
$ 4,816
$ 3,685
$ 21,392
$ 18,132
$ 17,921
$ 16,813
$ 16,804
$ 16,651
$ 16,467
$ 16,329
$ 15,443
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/25/2023
6/21/2023
9/1/2023
7/1/2024
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
1/1/2024
unknown

6.00%
unknown
unknown
Based on CPI-W

3.00%
3 City of Menifee Human Resources Manager
4 City of Temecula 1
City of Riverside2
City of Redlands
[Assistant Director of Human Resources-Risk Management/ Human Resources Supervisor] 5 [Deputy Human Resources Director/ Principal Human Resources Analyst 6 Human Resources Manager 2.00%
7 City of Palm Springs
City of Corona
City of Escondido
City of Indio
Human Resources Manager unknown

2.50%8 Human Resources Manager
9 Human Resources Manager unknown
10 11
12 13
N/C
N/C
N/C
N/C
City of Upland
City of Chino
City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 12,744

5.6%
$ 17,254

3.7%% City of Menifee Above/Below
Median of Comparators $ 12,300

8.8%
$ 16,728

6.7%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
8 8
1 - City of Temecula: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches. 2 - City of Riverside: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 47 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 110

Menifee Mayor and City Council
June 5, 2024
Page
870 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Human Resources Technician II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Management Assistant
Top Step Increase Increase
1 2
City of Moreno Valley $ 8,374
$ 6,897
$ 6,500
$ 6,888
$ 6,624
$ 6,511
$ 6,167
$ 5,670
$ 5,829
$ 5,899
$ 5,998
$ 5,859
$ 3,461
$ 3,870
$ 3,344
$ 2,863
$ 2,843
$ 2,657
$ 2,902
$ 2,987
$ 2,534
$ 2,443
$ 2,242
$ 2,328
$ 11,835
$ 10,767
$ 9,844
$ 9,751
$ 9,467
$ 9,168
$ 9,069
$ 8,657
$ 8,363
$ 8,342
$ 8,240
$ 8,187
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
9/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
7/1/2024
7/1/2024
7/1/2024
7/1/2024
unknown
unknown
unknown
1/13/2024
7/1/2024
7/1/2024
6/23/2024
7/1/2025

6.00%

2.00%City of Redlands
City of Palm Springs
City of Temecula
City of Murrieta
City of Escondido
City of Menifee
City of Corona
City of Chino
Human Resources Specialist
Human Resources Technician
Human Resources Technician II
Human Resources Technician
Human Resources Coordinator
Human Resources Technician II
Human Resources Specialist
HR Technician
3 5.00%
4 Based on CPI-W
unknown
unknown
unknown

2.50%
5 6
7 8
9 4.00%
10 11
12 13
City of Riverside
City of Upland
Human Resources Specialist
Human Resources Technician
Human Resources Payroll Technician
N/C

3.00%

2.00%
City of Beaumont
City of Indio

2.00% - 5.00%
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,459
-4.7%
$ 9,329
-2.9%% City of Menifee Above/Below
Median of Comparators $ 6,500
-5.4%
$ 9,168
-1.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 48 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 111

Menifee Mayor and City Council
June 5, 2024
Page
871 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Investigative Technician II
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Redlands
City of Menifee
City of Upland
Digital Forensic Examiner $ 7,968
$ 7,164
$ 6,787
$ 3,747
$ 3,048
$ 2,337
$ 11,715
$ 10,212
$ 9,124
7/1/2023
7/1/2023
6/25/2023
7/1/2024
unknown
6/23/2024

2.00%
unknown

2.00%
Investigative Technician II
3 Police Civilian Investigator
4 City of Escondido
City of Moreno Valley
City of Chino
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
5 6
7 City of Corona
8 City of Palm Springs
City of Temecula
City of Murrieta
City of Riverside
City of Indio
9 10
11 12
13 City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Median of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
2 2

Page 49 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 112

Menifee Mayor and City Council
June 5, 2024
Page
872 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
IT Analyst II
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Application Analyst
Top Step Increase Increase
1 2
City of Moreno Valley
City of Palm Springs
$ 10,683
$ 9,512
$ 9,423
$ 9,495
$ 8,579
$ 8,980
$ 8,520
$ 8,066
$ 8,543
$ 8,485
$ 7,497
$ 7,275
$ 6,787
$ 3,658
$ 3,852
$ 3,650
$ 3,265
$ 3,618
$ 3,132
$ 3,534
$ 3,636
$ 2,976
$ 2,621
$ 3,289
$ 3,314
$ 2,337
$ 14,341
$ 13,364
$ 13,073
$ 12,760
$ 12,197
$ 12,112
$ 12,054
$ 11,702
$ 11,519
$ 11,106
$ 10,786
$ 10,589
$ 9,124
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
9/1/2023
7/1/2023
6/21/2023
7/1/2023
6/25/2023
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
7/1/2025
1/13/2024
unknown
6/23/2024

6.00%

5.00%Business Systems Analyst
IT Analyst II3 City of Menifee
City of Temecula
City of Chino
unknown
Based on CPI-W

4.00%
4 Senior Information Technology Specialist
IT Analyst5
6 City of Riverside
City of Murrieta
City of Redlands
City of Escondido
City of Beaumont
City of Corona
City of Indio
Innovation and Technology Analyst II
IT Analyst

3.00%
7 unknown

2.00%8 Systems Administrator
Systems Analyst II9 unknown

2.00% - 5.00%

2.50%
10 11
12 13
IT Analyst II
Applications Analyst
IT Analyst unknown

2.00%City of Upland Information Technology Specialist
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,535

9.4%
$ 11,805

9.7%% City of Menifee Above/Below
Median of Comparators $ 8,532

9.5%
$ 11,878

9.1%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 50 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 113

Menifee Mayor and City Council
June 5, 2024
Page
873 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
IT Director
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Chief Innovation Officer
Top Step Increase Increase
1 2
City of Riverside
City of Menifee
$ 20,559
$ 19,277
$ 20,417
$ 17,244
$ 17,214
$ 16,918
$ 16,780
$ 15,756
$ 5,931
$ 7,169
$ 5,893
$ 6,278
$ 5,955
$ 5,665
$ 5,321
$ 5,106
$ 26,490
$ 26,446
$ 26,310
$ 23,522
$ 23,169
$ 22,583
$ 22,101
$ 20,862
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/2/2023
7/1/2023
6/25/2023
9/1/2023
7/1/2024
unknown
7/1/2024
unknown
unknown
unknown
unknown
unknown

3.00%
unknown
Based on CPI-W
unknown
IT Director
3 City of Temecula Director of Information Technology/Support Services 4 City of Corona Chief Information Officer
5 City of Murrieta1 [Administrative Services Director/ IT Manager] unknown 6 City of Indio Director of Information Technology unknown 7 City of Palm Springs
City of Escondido
City of Redlands
City of Beaumont
City of Upland
Director of Information Technology unknown
8 Director of Information Systems unknown
9 N/C
N/C
N/C
N/C
N/C
10 11
12 13
City of Chino
City of Moreno Valley
Top
Monthly
Total
MonthlySummary Results
Average of Comparators $ 17,841

7.4%
$ 23,577

10.8%% City of Menifee Above/Below
Median of Comparators $ 17,214

10.7%
$ 23,169

12.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
7 7
1 - City of Murrieta: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 51 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 114

Menifee Mayor and City Council
June 5, 2024
Page
874 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
IT Manager
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Top Step Increase Increase 1 2
City of Temecula Information Technology Manager $ 15,181 $ 13,692
$ 12,863
$ 14,609
$ 13,560
$ 12,767
$ 12,901
$ 12,786
$ 12,582
$ 4,698
$ 5,340
$ 5,687
$ 3,585
$ 3,819
$ 4,468
$ 4,321
$ 4,417
$ 4,116
$ 19,879
$ 19,032
$ 18,550
$ 18,194
$ 17,379
$ 17,235
$ 17,222
$ 17,203
$ 16,698
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2024
1/1/2024
7/1/2024
7/1/2025
7/1/2024
unknown
unknown
7/1/2024
6/23/2024
Based on CPI-W

2.50%City of Corona1 [Deputy CIO/Senior Network Architect] 3 City of Redlands
City of Beaumont
City of Riverside
City of Murrieta
City of Menifee
City of Chino
IT Manager 2.00%
4 IT Manager 2.00% - 5.00%

3.00%5 Innovation and Technology Officer II
6 IT Manager unknown
unknown

4.00%
7 IT Manager
8 IT Manager
9 City of Upland Information Technology Manager 2.00%
10 11
12 13
City of Escondido
City of Moreno Valley
City of Palm Springs
City of Indio
N/C
N/C
N/C
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 13,505
-4.7%
$ 18,021
-4.6%% City of Menifee Above/Below
Median of Comparators $ 13,212
-2.4%
$ 17,787
-3.3%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
8 8
1 - City of Corona: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower level classification at the comparator agency. The salary displayed is an average of the matches.

Page 52 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 115

Menifee Mayor and City Council
June 5, 2024
Page
875 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
IT Technician II
Rank
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageComparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs
City of Moreno Valley
Information Technology Technician
Information Technology Technician
IT Technician
$ 8,118
$ 7,594
$ 7,350
$ 6,780
$ 6,717
$ 6,720
$ 6,166
$ 6,965
$ 6,604
$ 6,236
$ 6,046
$ 5,314
$ 3,583
$ 3,006
$ 2,944
$ 2,992
$ 2,966
$ 2,837
$ 3,273
$ 2,452
$ 2,522
$ 2,599
$ 2,583
$ 2,928
$ 11,701
$ 10,600
$ 10,294
$ 9,772
$ 9,683
$ 9,557
$ 9,439
$ 9,417
$ 9,126
$ 8,835
$ 8,629
$ 8,242
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
6/21/2023
7/1/2024
7/1/2024
unknown
unknown
unknown
7/1/2024
7/1/2024
7/1/2025
7/1/2024
7/1/2024
unknown
1/13/2024

5.00%

6.00%
3 City of Murrieta
City of Menifee
City of Indio
unknown
unknown
unknown
Based on CPI-W

2.00%
4 IT Technician II
5 IT Support Technician
Information Technology Technician II
Help Desk Technician
IT Analyst I
6 City of Temecula
City of Redlands
City of Beaumont
City of Riverside
City of Chino
7 8 2.00% - 5.00%

3.00%9 Innovation and Technology Technician II
IT Specialist10
11 12
13 4.00%
City of Escondido
City of Corona
City of Upland
Network Systems Technician II
Help Desk III
unknown

2.50%
N/C
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,712

1.0%
$ 9,593

1.8%% City of Menifee Above/Below
Median of Comparators $ 6,717

0.9%
$ 9,439

3.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
11 11

Page 53 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 116

Menifee Mayor and City Council
June 5, 2024
Page
876 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Maintenance Supervisor
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Temecula
City of Corona
Maintenance Supervisor $ 10,743
$ 9,062
$ 9,691
$ 9,275
$ 9,196
$ 8,831
$ 8,088
$ 8,484
$ 9,048
$ 8,039
$ 8,067
$ 8,485
$ 7,551
$ 3,851
$ 4,158
$ 3,456
$ 3,815
$ 3,714
$ 3,546
$ 4,157
$ 3,528
$ 2,794
$ 3,516
$ 3,149
$ 2,621
$ 2,473
$ 14,594
$ 13,220
$ 13,147
$ 13,090
$ 12,910
$ 12,377
$ 12,245
$ 12,012
$ 11,842
$ 11,555
$ 11,216
$ 11,106
$ 10,024
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
6/25/2023
7/1/2023
9/1/2023
7/1/2024
1/13/2024
7/1/2024
7/1/2024
unknown
unknown
7/1/2024
unknown
7/1/2024
7/1/2024
6/23/2024
7/1/2025
unknown
Based on CPI-W

2.50%Maintenance Supervisor
3 City of Moreno Valley
City of Palm Springs
Parks Maintenance Supervisor
Maintenance Supervisor II

6.00%
4 5.00%
5 City of Indio1 [Streets Supervisor/ Parks Services Supervisor] Maintenance Supervisor
Field Services Coordinator
Maintenance Supervisor
unknown
unknown

2.00%
6 City of Menifee
City of Redlands
City of Murrieta
City of Riverside
7 8 unknown

3.00%9 Building Services Supervisor
10 11
12 13
City of Chino2
City of Upland
[Building Maintenance Supervisor/ Grounds Supervisor/ Streets Supervisor/ Public Works Supervisor] Operations Supervisor

4.00%

2.00%
City of Beaumont3
City of Escondido
[Building Grounds Maintenance Supervisor/ Street Maintenance Supervisor] Maintenance Supervisor

2.00% - 5.00%
unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,811

0.2%
$ 12,247

1.1%% City of Menifee Above/Below
Median of Comparators $ 8,766

0.7%
$ 12,129

2.0%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12
1 - City of Indio: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Chino: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Beaumont: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Page 54 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 117

Menifee Mayor and City Council
June 5, 2024
Page
877 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Maintenance Worker II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Riverside1
City of Temecula
[Building Maintenance Specialist/ Street Maintenance Worker/ Park Maintenance Worker] Maintenance Worker II
$ 6,674
$ 6,087
$ 5,607
$ 5,951
$ 5,666
$ 5,503
$ 5,859
$ 5,313
$ 5,127
$ 5,195
$ 4,620
$ 5,139
$ 4,803
$ 2,505
$ 2,739
$ 3,211
$ 2,676
$ 2,829
$ 2,959
$ 2,328
$ 2,722
$ 2,636
$ 2,432
$ 2,978
$ 1,997
$ 2,098
$ 9,179
$ 8,826
$ 8,818
$ 8,627
$ 8,495
$ 8,462
$ 8,187
$ 8,035
$ 7,763
$ 7,627
$ 7,598
$ 7,136
$ 6,901
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
9/1/2023
6/25/2023
7/1/2024
7/1/2024
7/1/2024
7/1/2024
unknown
1/13/2024
7/1/2025
unknown
unknown
7/1/2024
7/1/2024
unknown
6/23/2024

3.00%
Based on CPI-W

5.00%3 City of Palm Springs Street/Traffic Maintenance Worker 4 City of Moreno Valley2
City of Menifee
[Facilities Maintenance Mechanic/ Maintenance Worker II] Maintenance Worker II

6.00%
5 unknown

2.50%6 City of Corona 3
City of Beaumont 4
City of Indio5
City of Murrieta
[Facilities Maintenance Technician II/ Street Maintenance Worker] [Building Grounds Maintenance Worker/ Street Maintenance Worker] [Street Maintenance Worker/ Facilities Maintenance Worker] Maintenance Worker II
7 2.00% - 5.00%
unknown
unknown

4.00%
8 9
10 11
12 13
City of Chino6
City of Redlands7
City of Escondido
[Maintenance Worker/ Building Maintenance Worker]
[Grounds Maintenance Worker II/ Maintenance Worker]
Maintenance Technician II

2.00%
unknown

2.00%City of Upland Maintenance Worker II
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,490

3.1%
$ 8,097

4.7%% City of Menifee Above/Below
Median of Comparators $ 5,408

4.5%
$ 8,111

4.5%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12
1 - City of Riverside: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Moreno Valley: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 3 - City of Corona: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - City of Beaumont: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 5 - City of Indio: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 6 - City of Chino: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 7 - City of Redlands: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Page 55 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 118

Menifee Mayor and City Council
June 5, 2024
Page
878 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Management Aide
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Management Aide
Top Step Increase Increase
1 2
City of Menifee
City of Moreno Valley
City of Chino
$ 7,091
$ 6,888
$ 6,215
$ 5,654
$ 5,214
$ 4,918
$ 3,037
$ 2,864
$ 2,596
$ 2,716
$ 2,453
$ 2,334
$ 10,128
$ 9,752
$ 8,811
$ 8,370
$ 7,667
$ 7,252
7/1/2023
7/1/2023
7/1/2023
7/1/2023
9/1/2023
7/1/2023
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
unknown

6.00%Management Aide
3 Management Aide 4.00%
4 City of Temecula
City of Escondido
City of Riverside
City of Murrieta
City of Redlands
City of Corona
Management Aide II Based on CPI-W
unknown

3.00%
5 Administrative Coordinator
6 Police Administrative Specialist
7 N/C
N/C
N/C
N/C
N/C
N/C
N/C
8 9
10 11
12 13
City of Upland
City of Indio
City of Beaumont
City of Palm Springs
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 5,778

18.5%
$ 8,370

17.4%% City of Menifee Above/Below
Median of Comparators $ 5,654

20.3%
$ 8,370

17.4%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
5 5

Page 56 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 119

Menifee Mayor and City Council
June 5, 2024
Page
879 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Management Analyst II
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs
City of Menifee
City of Murrieta
City of Chino
Executive Program Administrator
Management Analyst II
Management Analyst
$ 9,141
$ 9,423
$ 9,076
$ 8,940
$ 9,232
$ 9,023
$ 8,323
$ 7,619
$ 8,395
$ 7,648
$ 8,280
$ 7,870
$ 7,579
$ 3,969
$ 3,650
$ 3,786
$ 3,687
$ 3,362
$ 3,138
$ 3,532
$ 4,044
$ 3,160
$ 3,490
$ 2,758
$ 3,107
$ 2,955
$ 13,110
$ 13,073
$ 12,862
$ 12,627
$ 12,594
$ 12,161
$ 11,855
$ 11,663
$ 11,555
$ 11,138
$ 11,038
$ 10,977
$ 10,534
6/25/2023
7/1/2023
7/2/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/1/2023
6/21/2023
7/1/2023
6/25/2023
9/1/2023
unknown
unknown
unknown
7/1/2024
7/1/2024
7/1/2024
unknown
7/1/2024
7/1/2024
1/1/2024
7/1/2025
6/23/2024
unknown
unknown
unknown
unknown

4.00%
3 4 Management Analyst
5 City of Moreno Valley
City of Riverside
City of Indio
Management Analyst 6.00%
6 Senior Administrative Analyst
Management Analyst

3.00%
7 unknown

2.00%8 City of Redlands
City of Temecula
City of Corona
Management Analyst
9 Management Analyst Based on CPI-W

2.50%10
11 12
13 Management Analyst II
Management Analyst II
Management Analyst II
Management Analyst II
City of Beaumont
City of Upland

2.00% - 5.00%

2.00%
City of Escondido unknown
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 8,427

10.6%
$ 11,843

9.4%% City of Menifee Above/Below
Median of Comparators $ 8,359

11.3%
$ 11,759

10.0%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
12 12

Page 57 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 120

Menifee Mayor and City Council
June 5, 2024
Page
880 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Media and Public Information Specialist
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Palm Springs Community Outreach & Media Specialist $ 7,172 $ 7,604
$ 7,091
$ 7,247
$ 6,626
$ 5,394
$ 7,871
$ 3,443
$ 2,974
$ 3,037
$ 2,566
$ 2,844
$ 2,941
N/A
$ 10,615
$ 10,578
$ 10,128
$ 9,813
$ 9,470
$ 8,335
$ 7,871
7/1/2023
7/1/2023
7/1/2023
7/1/2023
7/2/2023
6/21/2023
7/1/2023
7/1/2024
7/1/2024
unknown
7/1/2024
unknown
1/13/2024
6/23/2024

5.00%
Based on CPI-W
unknown

3.00%
City of Temecula Multimedia Specialist II
3 City of Menifee Media and Public Information Specialist 4 City of Riverside1
City of Murrieta
[Project Assistant/ Media Production Technician]
5 Communications Specialist unknown

2.50%6 City of Corona2
City of Upland3
[Digital Media Specialist/ Social Media Specialist]
7 Communications Information Specialist 2.00%
8 City of Indio N/C
N/C
N/C
N/C
N/C
N/C
9 City of Beaumont
City of Redlands
City of Chino
10 11
12 13
City of Moreno Valley
City of Escondido
Total
MonthlySummary Results Top Monthly
Average of Comparators $ 6,986

1.5%
$ 9,447

6.7%% City of Menifee Above/Below
Median of Comparators $ 7,210
-1.7%
$ 9,642

4.8%% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
6 6
1 - City of Riverside: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of Corona: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Upland: Match is a part-time unbenefited classification.

Page 58 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 121

Menifee Mayor and City Council
June 5, 2024
Page
881 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Media Production Coordinator
Total
Monthly
Comp
Salary
Effective
Date
Benefits
Package
Next Salary Next PercentageRank Comparator Agency Classification Title Top Step Increase Increase 1 2
City of Temecula
City of Menifee
City of Corona
Multimedia Coordinator $ 8,395 $ 3,096 $ 11,491 7/1/2023 7/1/2024 Based on CPI-W Media Production Coordinator $ 8,113 $ 3,187 $ 11,300 7/1/2023 unknown unknown 3 N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
4 City of Escondido
City of Moreno Valley
City of Chino
5 6
7 City of Upland
8 City of Palm Springs
City of Redlands
City of Murrieta
City of Riverside
City of Indio
9 10
11 12
13 City of Beaumont
Total
MonthlySummary Results Top Monthly
Average of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Median of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
1 1

Page 59 of 81 ends

Item Title: 12.1
Preliminary Results for Comprehensive Classification and Compensation Study Item Page Number: 122

Menifee Mayor and City Council
June 5, 2024
Page
882 of 1108

City of Menifee
Market Compensation Data (sorted by Total Compensation) December 2023
Digital Media Production Technician
Total
Monthly
Comp
Salary
Effective
Date
Next
Percentage
Increase
Benefits
Package
Next Salary
IncreaseRank Comparator Agency Classification Title Top Step 1 2
City of Menifee Digital Media Production Technician $ 6,780 $ 6,626
$ 6,888
$ 4,496
$ 2,992
$ 2,844
N/A
$ 9,772
$ 9,470
$ 6,888
$ 6,836
7/1/2023
7/2/2023
unknown
9/1/2023
unknown
unknown
unknown
unknown
unknown
unknown
unknown
unknown
City of Murrieta Audio Video Technician
3 City of Moreno Valley1 Audio Visual Technician
4 City of Escondido
City of Riverside
City of Temecula
City of Indio
Digital Media Technician $ 2,340
5 N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
N/C
6 7
8 City of Redlands
City of Corona9
10 11
12 13
City of Upland
City of Chino
City of Beaumont
City of Palm Springs
Total
MonthlySummary Results Top Monthly
Average of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Median of Comparators Insuff. Data
Insuff. Data
Insuff. Data
Insuff. Data% City of Menifee Above/Below
Number of Matches
N/C - Non Comparator
3 3
1 - Moreno Valley: Match is a part-time unbenefited classification.

Page 60 of 81 ends

Menifee City CouncilJune 5, 2024

Menifee City Council
June 5, 2024