CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
5/27/2025
1 SUBJECT:
Adoption of the updated Classification Plan and related recommended Implementation actions based on findings from the Comprehensive Classification Study conducted by Sloan Sakai Yeung & Wong LLP
RECOMMENDED ACTION:
Adopt the Resolution approving the updated Citywide Classification Plan, based on changes identified through the comprehensive review of essential duties, minimum qualifications and Fair Labor Standards Act (FLSA) exemption status including revisions to job classifications, and FLSA status modifications as recommended by the Consultant, and authorizing the City Manager to implement related personnel actions.
STAFF CONTACT:
Zach Harris, HR Manager
650-501-0443
[email protected]
Yulia Carter, Assistant City Manager
(650) 738-7301
[email protected]
BACKGROUND/DISCUSSION:
The City engaged with Sloan Sakai Yeung & Wong, LLP to conduct the initial compensation survey using twelve comparable San Mateo Agencies that was completed in May 2023 and used for the last labor negotiations with all employee labor groups that were completed in June 2023 with all contracts expiring in June 2025.
Following the completion of the last labor negotiations, the City advanced to the second phase of the project to review and update the City’s Classification Plan. While this study was a significant undertaking for the Administrative Services Department, particularly the Human Resources team, it also presented a critical opportunity to modernize the City’s classification structure to make necessary changes to the job classifications to ensure that all positions are classified appropriately, reflecting current duties and operational service demands. The review also identified some necessary updates to ensure compliance with current labor requirements, regulations, and industry standards. The updated plan is a key step in supporting the City’s goal to enhance organizational stability to attract and retain qualified employees and remain competitive with other agencies across the region.
The consulting team began work on the comprehensive classification study in 2024 and Pacifica City Council 2
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completed it in May 2025, presenting a range of recommendations to update and improve the City’s classification structure across departments. Key recommendations include consolidation of administrative classifications, creation of new classifications, reclassifications based on operational needs, and adjustments to FLSA status for certain positions.
In addition to these substantive changes, the Consultant has undertaken a series of minor but important refinements to classification specifications throughout the City. These refinements are designed to standardize formatting, terminology, and language, promoting clarity and consistency across all job classifications. While these updates do not materially change the duties or compensation of the affected positions, they enhance the usability and professional presentation of the classification plan.
Prior to finalizing this report for inclusion on the City Council agenda, the Human Resources Manager conducted the required meet-and-confer process with all City bargaining groups and reached an agreement on all key recommendations resulting from the classification study, as outlined below.
1. Citywide Administrative Series:
To modernize and streamline the City’s administrative support structure, a new threelevel Administrative Assistant Series is being established. This series consolidates the existing Administrative Clerk I-II, Recreation Specialist, and Project Coordinator classifications into a unified framework consisting of Administrative Assistant I, II, and III.
The new series creates a clear progression from entry-level administrative support (Administrative Assistant I) to journey-level (Administrative Assistant II), aligning the overall salary range spread with the existing administrative class (Project Coordinator in PW), and creating an advanced-level Administrative Assistant III class to perform complex administrative work. This structured series enhances internal consistency, supports succession planning, and offers defined promotional pathways to improve recruitment, retention, and employee development. It will also increase flexibility across departments, enabling more efficient staffing and internal transfers when vacancies arise.
As part of this reclassification, positions previously designated as 37.5-hour workweeks will be converted to standard 40-hour workweeks. This recommendation will affect five currently filled and two vacant positions citywide. Although not part of the Administrative Assistant series, the salary range for the Executive Assistant to the City Manager classification is recommended to increase by 5% to maintain internal alignment with comparable classifications and to reflect the scope and complexity of this position relevant to other classes in the admin series. The City Manager recommends that the Council approves the new classification series as well as new salary ranges, which have been developed based on a comprehensive market analysis of benchmark agencies and internal equity reviews to ensure both vertical and horizontal alignment with existing City classifications.
Accordingly, salary ranges have been adjusted to reflect this change as presented in the table below:
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Classification Minimum (40 hrs) Maximum (40 hrs)
Administrative Assistant I $5,093 $6,329
Administrative Assistant II $5,879 $7,306
Administrative Assistant III $6,998 $8,696
Executive Assistant to the City Manager $7,671 $8,941
It is important to note that, even with the proposed adjustments, all affected classes listed in the table above will remain below market when compared to the City’s peer agencies. However, these changes will bring the classifications closer to market, enhancing the City’s ability to recruit and retain qualified staff. Impacted employees will be reallocated into the new classifications based on their qualifications, experience, and the nature and complexity of their assigned duties within the series. All employees will remain on the City’s standard merit-based progression, meaning the fiscal impact associated with the increased salary ranges will be phased in overtime and will not be fully realized for several years.
2. Fire Department:
• EMS Chief Reclassification:
In consultation with the labor group and based on recommendations from the consultant, and also in collaboration with North County Fire Authority, the current Paramedic Coordinator position is recommended to be reclassified to EMS Chief.
This reclassification reflects a title change only, with no substantial modifications to the existing minimum qualifications, and therefore will not impact the existing salary range for the position. The updated title more accurately aligns with the position’s current scope of responsibilities, including management of a complex EMS training program and the provision of both direct and indirect supervision during the training and critical incidents.
• Firefighter Paramedic Engineer: This classification is being redefined as an entrylevel Firefighter Engineer class to better align with operational needs. Paramedic duties will continue to be reflected in recruitment and specialty pay, as outlined in the current Memorandum of Understanding (MOU).
Both of these changes represent important updates to job classifications only and do not have any immediate fiscal impact.
3. Public Works
• Engineering Technician Class:
Based on the consultant’s assessment of workforce development needs and the City’s goal to build a strong internal talent pipeline, it has been recommended that the City establish a new entry-level classification of Engineering Technician.
This classification is intended to support the retention of individuals from internship and trainee programs and to provide a structured path for career Pacifica City Council 4
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growth within the engineering series. Establishing this classification would allow the City to respond more flexibly to evolving staffing needs and support long-term succession planning within the department.
The new classification will remain unfunded in the current fiscal year and any future request to utilize this class would be brought forward through the City’s normal budget process.
• Operator Series (Wastewater Division):
To better reflect functional specialization and operational needs, the Operator Series is recommended to be structured into two distinct tracks: Plant Operations and Collections. This division will provide clearer role differentiation, support more targeted recruitment and training, and improve career development opportunities within each operational focus area.
• Laboratory Analyst (Wastewater Division) classification is recommended to be designated as FLSA Exempt under the professional exemption category, based on the advanced knowledge required to perform the role, typically acquired through specialized education and training and the application of independent judgement in carrying out complex analytical and technical responsibilities.
4. Parks, Beaches, and Recreation:
• Childcare Teacher Class:
To enhance consistency, align with operational needs, and improve recruitment efforts, the existing Childcare Teacher Series I-II classifications are recommended to be consolidated into a single streamlined classification:
Childcare Teacher. This consolidation specifically aims to address current recruitment challenges and pay structure issues.
• Recreation Manager Classification:
Based on the Consultant’s assessment of departmental functions, reporting structure, and assigned duties, it was determined that the scope and level of responsibility of the Recreation Manager position is more appropriately aligned with the Deputy Director classification used in other City departments. As a result, it is recommended that the City establish a new classification for Deputy Director of Parks, Beaches, and Recreation.
This new class will remain unfunded in the current fiscal year, however, a future budget request will likely be brought forward to reallocate funding from the existing Recreation Manager position to the newly established Deputy Director classification in the upcoming year. This change would enhance departmental leadership capacity and ensure consistency across the City's organizational structure. If approved for the upcoming budget, the Recreation Manager position would be unfunded, but retained as an active classification within the Teamsters Management 350 bargaining unit to preserve operational flexibility and support future staffing needs as appropriate. The new Deputy Director class would be Pacifica City Council 5
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established and budgeted within the Unrepresented Management group with a new salary range developed through market analysis of benchmark agencies and internal alignment with other City classifications.
5. Community Development Department:
• Assistant Planner classification, which is currently vacant, is recommended for reclassification to FLSA Exempt status under the professional exemption, based on the nature of the work performed and the required level of specialized knowledge and independent judgment consistent with exemption criteria under the FLSA.
6. Police Department:
• Property and Evidence Technician Series:
The Consultant recommends restructuring the Property and Evidence Technician series from currently three classifications to a streamlined two-level series. This adjustment reflects the current scope of work, eliminates redundancy, and better aligns with the Police Department’s operational needs. The updated structure also supports employee development and retention within the series. There is no immediate fiscal impact associated with this recommendation, as the currently vacant entry-level class will be eliminated, and no changes are proposed to the existing salary ranges for the remaining two classes.
The updated classification plan reflects modernized roles, enhances internal consistency, strengthens career developments, and better aligns with the City’s operational needs and labor market trends. It also supports the City Council’s Goal 1: Enhance Organizational and Fiscal Stability, by establishing a functional and sustainable classification structure that improves the City’s ability to attract and retain talent.
FISCAL IMPACT:
The majority of the proposed changes include adjustments to classifications that have no financial impact. Some recommendations, including updates to FLSA exemption status may result in minor reductions in overtime. Recommendations to create new classifications to support future recruitment and retention also do not have a fiscal impact as they will remain unfunded in this year’s budget. Funding for any new positions will be brought forward before the Council as part of the upcoming or future budget study sessions.
The implementation of the new Administrative Series and conversion of 37.5-hour positions to 40-hour workweeks will have a minor fiscal impact due to the aligned adjustments to salary ranges. The increased salary ranges associated with the standard 40-hour schedule are anticipated to be offset by a reduction in overtime costs, which are currently incurred by 37.5- hour administrative staff supporting 40-hour management schedules and departmental operations.
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It is also important to note that when salary ranges are being increased to reflect market analysis and internal alignment, current incumbents will remain subject to the City's standard merit-based progression. As such, the full fiscal impact of these adjustments is expected to phase in gradually over time and may not be fully realized for several years.
Therefore, the overall fiscal impact from this conversion is anticipated to be minor and can be accommodated through normal salary savings in the upcoming budget and will be included in the future baseline budget.
ORIGINATED BY:
City Manager's Office
ATTACHMENT LIST:
Exhibit A (PDF)
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RESOLUTION NO. _______
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PACIFICA APPROVING
THE UPDATED CLASSIFICATION PLAN AND RELATED IMPLEMENTATION ACTIONS
BASED ON FINDINGS FROM THE COMPREHENSIVE CLASSIFICATION STUDY
CONDUCTED BY SLOAN SAKAI YEUNG & WONG, LLP
WHEREAS, Title 2, Chapter 4, Article 4, Section 2-4.401 of the Pacifica Municipal Code establishes a civil service personnel system and procedures for the administration of personnel matters; and
WHEREAS, the City Manager, as Personnel Officer, is charged with preparing and recommending to the City Council a position classification plan, class specifications, and revisions thereto; and
WHEREAS, the City contracted with Sloan Sakai Yeung & Wong, LLP to conduct a Comprehensive Classification Study to ensure the City’s classification structure is aligned with operational needs, supports recruitment and retention, and reflects current job duties and responsibilities; and
WHEREAS, the Consultant has completed the study and provided a series of recommendations to restructure and update the City’s classification system across various departments; and
WHEREAS, the City desires to implement key recommendations of the classification study as reflected in the attached classification plan and further described in the staff report WHEREAS, the City has completed the meet and confer process with all affected bargaining units, and an agreement has been reached to implement the proposed classification changes.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Pacifica, California, hereby approves the updated Classification Plan as included in Exhibit A attached to this resolution
BE IT FURTHER RESOLVED, that the City Manager is authorized to implement all necessary personnel actions to carry out the implementation of the recommended classification changes, including establishing the new Administrative series converted to a 40-hour workweek, and establishing new salary ranges to reflect increased hours:
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Classification Minimum (40 hrs) Maximum (40 hrs)
Administrative Assistant I $5,093 $6,329
Administrative Assistant II $5,879 $7,306
Administrative Assistant III $6,998 $8,696
Executive Assistant to the City Manager* $7,671 $8,941
*Not part of the Administrative Series, however, includes a 5% salary adjustment to maintain internal alignment with classifications within the series.
• • • • •
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Pacifica, California, held on the 27th day of May 2025, by the following vote:
AYES, Councilmembers:
NOES, Councilmembers:
ABSENT, Councilmembers:
ABSTAIN, Councilmembers:
_________________________
Sue Beckmeyer, Mayor
ATTEST: APPROVED AS TO FORM:
_________________________ _________________________
Sarah Coffey, City Clerk Michelle Kenyon, City Attorney