Placentia City Council
October 7, 2025

136

Wage Data Table 1.45: Police Sergeant
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Seal Beach
Police Sergeant
$137,276
$152,068
$166,860
5 09/06/24
2 City of Tustin
Police Sergeant
$122,512
$143,738
$164,965
7 07/01/24
3 City of Cypress
Police Sergeant
$124,583
$141,808
$159,033
2 07/05/24
4 City of Buena Park
Police Sergeant
$121,332
$140,394
$159,456
7 06/22/24
5 City of Brea
Police Sergeant
$122,404
$139,555
$156,707
11 01/06/24
6 City of La Habra
Police Sergeant
$117,472
$137,227
$156,982
8 07/13/24
7 City of Fullerton
Police Sergeant I
$110,916
$133,488
$156,060
8 07/06/24
8 City of Fountain Valley
Police Sergeant
$119,062
$131,891
$144,720
5 06/22/24
9 Placentia

POLICE SERGEANT
$114,319
$127,703
$141,086
5 N/A
Average
Calculation DOES Not include Placentia
$121,945
$140,021
$158,098
Median
Calculation DOES Not include Placentia
$121,868
$139,975
$158,008
Placentia Variance to the Average
-6.25%
-8.8%
-10.76%
Placentia: POLICE SERGEANT
F agent a •Aver e ■ Median

YEARLY SALARY
5150,000
$130,000
$110,000
$190,000
5170,000
5150,000
$130,000
$110,000
$90,000
$70,000
$50,000
114,319
121,945 121,868
Step 1
127,703
140,021 139,975 141,086
158,098 158,008
Mid -Range Max Step
Findings:
• Placentia ranks 9th of 9 when compared to this market.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -8.8% (*Value = the percentage difference between the Average market salary and Placentia.)
MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

137

1 Wage Data Table 1.46: Police Services Officer
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Tustin
Police Services Officer I
$62,504
$73,341
$84,178
7 07/01/24
2 City of Cypress
Police Services Officer
$64,920
$71,934
$78,948
2 07/05/24
3 City of Brea
Police Services Officer
$62,455
$71,207
$79,958
11 01/06/24
4 City of Seal Beach
Community Services Officer (no JD)
$58,735
$65,064
$71,393
5 09/06/24
5 City of Fullerton
Police Services Representative I
$55,560
$63,234
$70,908
6 09/17/24
6 City of La Habra
Community Service Officer
$53,154
$62,071
$70,988
9 07/13/24
7 City of Buena Park
Police Services Officer
$53,232
$60,606
$67,980
6 06/22/24
8 City of Fountain Valley
Police Services Officer
$52,000
$57,603
$63,206
5 01/01/24
9 Placentia

POLICE SERVICES OFFICER
$50,344
$56,238
$62,132
5 N/A
ll
Average
Calculation DOES Not include Placentia
$57,820
$65,633
$73,445
Median
Calculation DOES Not include Placentia
$57,148
$64,149
$71,191
Placentia Variance to the Average
-12.93%
-14.31%
-15.4%
Placentia: POLICE SERVICES OFFICER
@Placenta ■ Aver age ■Median

YEARLY SALARY
$100,000
590,000
580,000
$70,000
560,000
$50,000
$40,000
$30,000
$20,000
$10,000
50,344
57,820
Step 1
57,148
6,238
65,633
64,149
62,132
73,445
Mid -Range r,1 ax Step
71,191
Findings:
• Placentia ranks 9th of 9 when compared to this market.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -14.31% (*Value = the percentage difference between the Average market salary and Placentia.)
MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

138

1 Wage Data Table 1.47: Police Services Supervisor
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title i
, Min
Mid -Range
Max
Steps
Eff. Date
1 City of Tustin
Police Support Services Supervisor
$94,515
$110,594
$126,672
7 07/01/24
2 City of Brea
Police Records Supervisor (no JD)
$95,142
$108,465
$121,789
11 01/20/24
3 City of Fountain Valley
Support Services Supervisor
$90,966
$100,768
$110,570
5 01/01/24
4 City of Cypress
Police Support Services Supervisor
$81,036
$93,204
$105,372
2 07/05/24
5 City of Seal Beach
Police Services Manager (no JD)
$78,992
$87,504
$96,016
5 09/06/24
6 Placentia

POLICE SERVICES SUPERVISOR
$73,271
$81,848
$90,426
5 N/A
-
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Fullerton
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$88,130
$100,107
$112,084
Median
Calculation DOES Not include Placentia
$90,966
$100,768
$110,570
Placentia Variance to the Average
-16.86%
-18.24%
-19.32%
Placentia: POLICE SERVICES SUPERVISOR
■Placentia • Aver we ■Median

YEARLY SALARY
$140,444
5120,000
$100,000
$80,000
$60,000
540,000
$20,000
73,271
88,130
Step 1
90,466
81,848
100,107 100,76
90,426
112,084
Mid -Range Max Step
110,57D
Findings:
• Placentia ranks 6th of 6 when compared to this market. • N/A - Data Unavailable for: City of Buena Park, City of Fullerton, City of La Habra.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -18.24% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

139

1 Wage Data Table 1.48: Pool Manager
(Ranked descending on Mid -Range Rate/Hourly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Buena Park
Pool Manager
$27.21
$30.15
$33.08
5 06/22/24
2 Placentia

POOL MANAGER
$20.82
$21.41
$22.00
4 N/A
3 City of La Habra
Pool Manager
$19.25
$20.38
$21.50
2 N/A
4 City of Seal Beach
Pool Manager (no JD)
$15.75
$17.45
$19.14
5 10/10/22
-
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Fountain Valley
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Fullerton
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
t
Average
Calculation DOES Not include Placentia
$20.74
$22.66
$24.57
Median
Calculation DOES Not include Placentia
$19.25
$20.38
$21.50
Placentia Variance to the Average

0.4%
-5.52%
-10.47%
Placentia: POOL MANAGER
■Placentia ■ Ava.ge ■ Med en
$44
S35

HOURLY SALARY
534
s25
520
S15
514
55 20.82 24.74

14.25 21.41
2"2_66

26.3&

22.00 24.57
Step 1 Mid -Range MaxStep

21.50 Findings:
• Placentia ranks 2nd of 4 when compared to this market. • N/A - Data Unavailable for: City of Brea, City of Cypress, City of Fountain Valley, City of Fullerton, City of Tustin.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: 5.55% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

140

Wage Data Table 1.49: Public Safety Communications Manager (Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Placentia

PUBLIC SAFETY COMMUNICATIONS MANAGER
$125,415
$138,929
$152,443
N/A
2 City of Fountain Valley
Support Services Manager
$111,353
$123,351
$135,350
5 01/01/24
3 City of Buena Park
Police Dispatcher Supervisor
$91,296
$105,666
$120,036
7 06/22/24
4 City of Brea
Communications Supervisor
$92,537
$105,504
$118,470
11 01/06/24
5 City of Fullerton
Police Communications Supervisor
$80,520
$91,644
$102,768
6 09/17/24
6 City of La Habra
Communications Operator Supervisor
$78,262
$91,391
$104,520
9 07/13/24
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$90,794
$103,511
$116,229
Median
Calculation DOES Not include Placentia
$91,296
$105,504
$118,470
Placentia Variance to the Average

38.13%

34.22%

31.16%
Placentia: PUBLIC SAFETY COMMUNICATIONS MANAGER
■Placentia ■Average ■Medbn

YEARLY SALARY
$250,400
$230,400
$210,400
$190,400
$170,400
$150,000
$130,000
$110,400
$90,404
$70,404
$50,400
125,415
90,794 91,295
AA_
138,929
Step 1
103,511
105,504
152,443
116,229
Mid -Range Max Step
118,470
Findings:
• Placentia ranks 1st of 6 when compared to this market. • N/A - Data Unavailable for: City of Cypress, City of Seal Beach, City of Tustin.

Recommendation:
• Placentia is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested. Value: 34.22% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

141

1 Wage Data Table 1.50: Public Safety Dispatcher
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title i
i Min
Mid -Range
Max
Steps
Eff. Date
1 City of Tustin
Police Communications Officer II
$74,048
$86,642
$99,237
7 07/01/24
2 City of Fountain Valley
Dispatcher
$74,235
$82,234
$90,233
5 01/01/24
3 City of Buena Park
Police Dispatcher
$67,560
$78,180
$88,800
7 06/22/24
4 City of Cypress
Police Dispatcher
$67,428
$76,746
$86,064
2 07/05/24
5 Placentia

PUBLIC SAFETY DISPATCHER
$68,481
$76,498
$84,515
5 N/A
6 City of La Habra
Communications Operator
$65,466
$76,447
$87,429
9 07/13/24
7 City of Brea
Public Safety Dispatcher I
$63,596
$72,507
$81,418
11 01/06/24
8 City of Fullerton
Police Dispatcher
$59,124
$68,238
$77,352
7 07/06/24
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$67,351
$77,285
$87,219
Median
Calculation DOES Not include Placentia
$67,428
$76,746
$87,429
Placentia Variance to the Average

1.68%
-1.02%
-3.1
Placentia: PUBLIC SAFETY DISPATCHER
■Placentia • Aver we SMedian

YEARLY SALARY
$140,444
5120,000
$100,000
$80,000
$60,000
$40,000
$20,000
68,481 57,551 61,428
Ste p 1
76,498 T7,285 75,745
84,515
87,214 87,429
Mid -Range Max Step
Findings:
• Placentia ranks 5th of 8 when compared to this market. • N/A - Data Unavailable for: City of Seal Beach.

Recommendation:
• Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Average Band. Value: -1.02% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

142

Wage Data Table 1.51: Public Works Manager
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of La Habra
Public Works Director
$153,400
$172,488
$191,575
10 07/13/24
2 City of Fountain Valley
Field Services Manager
$146,737
$162,548
$178,359
5 01/01/24
3 City of Tustin
Field Services Manager
$122,803
$144,040
$165,277
7 09/23/24
4 Placentia

PUBLIC WORKS MANAGER
$124,896
$138,354
$151,812
5 N/A
5 City of Buena Park
Public Works Manager
$123,360
$136,416
$149,472
5 06/22/24
6 City of Fullerton
Facilities Manager
$94,308
$107,316
$120,324
6 09/17/24
-
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$128,122
$144,562
$161,001
Median
Calculation DOES Not include Placentia
$123,360
$144,040
$165,277
Placentia Variance to the Average
-2.52%
-4.29%
-5.71%
Placentia: PUBLIC WORKS MANAGER
■ Placentia ■ Avae • Median

YEARLY SALARY
$250,000
$230,000
$210,000
5190,000
5170,000
5150,000
5130,000
5110,000
$90,000
$70,000
$50,000
124,896
128,122
123,366
138,354
144,562 144,040
151,812
161,001
Step 1 Mid -Range Max Step
1E5,Z"
Findings:
• Placentia ranks 4th of 6 when compared to this market. • N/A - Data Unavailable for: City of Brea, City of Cypress, City of Seal Beach.

Recommendation:
• Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band. Value: -4.29% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

143

Wage Data Table 1.52: Public Works Supervisor
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Fountain Valley
Public Services Supervisor
$95,436
$105,720
$116,003
5 01/01/24
2 City of Seal Beach
Maintenance Services Supervisor
$89,373
$99,003
$108,633
5 09/06/24
3 City of Tustin
Maintenance Supervisor
$82,763
$97,094
$111,426
7 09/23/24
4 City of Cypress
Maintenance Supervisor
$81,036
$93,204
$105,372
2 07/05/24
5 City of Fullerton
Building and Facilities Supervisor
$74,676
$84,996
$95,316
6 09/17/24
6 Placentia

PUBLIC WORKS SUPERVISOR
$75,272
$83,382
$91,493
5 N/A
-
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
I
Average
Calculation DOES Not include Placentia
$84,657
$96,003
$107,350
Median
Calculation DOES Not include Placentia
$82,763
$97,094
$108,633
Placentia Variance to the Average
-11.09%
-13.15%
-14.77%
Placentia: PUBLIC WORKS SUPERVISOR
■Placentia ■Aver we ■Medan

YEARLY SALARY
$140,000
$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
75272
84,657
Step
82,763 83,382
96, 003
97,1394
91,493
107,350
Mid -Range Max Step
108, 633
Findings:
• Placentia ranks 6th of 6 when compared to this market. • N/A - Data Unavailable for: City of Brea, City of Buena Park, City of La Habra.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -13.15% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

144

Wage Data Table 1.53: Risk Manager
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Fountain Valley
Risk Manager
$130,745
$144,834
$158,922
5 06/22/24
2 Placentia

RISK MANAGER
$125,415
$138,929
$152,443
5 N/A
3 City of Fullerton
Risk Manager
$111,732
$127,170
$142,608
6 07/06/24
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$121,239
$136,002
$150,765
Median
Calculation DOES Not include Placentia
$121,239
$136,002
$150,765
Placentia Variance to the Average

3.44%

2.15%

1.11%
Placentia: RISK MANAGER
• F azent a K•, er ag a F.1 ed an

YEARLY SALARY
$256,060
$230,000
$210,000
$190,000
$170,000
$150,000
$130,000
$110,000
$90,000
$70,000
$50,000
125,415
121,259 121,239
Step 1
138,929
136,002 13 6,002
1 52,443 150,765 15 0, 765
Mid Range Max Step
Findings:
• Placentia ranks 2nd of 3 when compared to this market. • N/A - Data Unavailable for: City of Brea, City of Buena Park, City of Cypress, City of La Habra, City of Seal Beach, City of Tustin.

Recommendation:
• Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

145

1 Wage Data Table 1.54: Senior Accounting Technician
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
, Min
Mid -Range
Max
Steps
Eff. Date
1 City of Seal Beach
Senior Accounting Technician
$66,454
$73,614
$80,775
5 09/06/24
2 City of Tustin
Senior Accounting Specialist
$61,963
$72,686
$83,408
7 07/01/24
3 City of Cypress
Senior Account Clerk
$65,088
$72,096
$79,104
2 07/05/24
4 City of Buena Park
Senior Accounting Technician
$63,084
$71,448
$79,812
6 06/22/24
5 City of Fountain Valley
Senior Accounting Technician (no JD)
$62,791
$69,557
$76,322
5 01/01/24
Placentia

SENIOR ACCOUNTING TECHNICIAN
$59,364
$66,313
$73,263
5 N/A
7 City of Brea
Accounting Technician II
$55,008
$62,711
$70,414
11 07/08/23
-
City of Fullerton
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$62,398
$70,352
$78,306
Median
Calculation DOES Not include Placentia
$62,938
$71,772
$79,458
Placentia Variance to the Average
-4.86%
-5.74%
-6.44%
Placentia: SENIOR ACCOUNTING TECHNICIAN
■ Plat erttia ■ Aver ge ■Median

YEARLY SALARY
$100,000
590,000
580,000
570,000
560,000
$50,000
$40,000
$30,000
$20,000
$10,000
59,364
62,398 62,938
Ste p 1
66,313
70,352
71,772
73263
78,3D6
Mid -Range Max Step
7},458
Findings:
• Placentia ranks 6th of 7 when compared to this market. • N/A - Data Unavailable for: City of Fullerton, City of La Habra.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -5.74% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

146

1 Wage Data Table 1.55: Senior Administrative Assistant (Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency ff
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Brea
Executive Assistant
$64,455
$73,481
$82,507
11 07/08/23
2 Placentia

SENIOR ADMINISTRATIVE ASSISTANT
$61,644
$68,861
$76,077
5 N/A
3 City of Buena Park
Senior Administrative Assistant - BPPA
$59,652
$67,890
$76,128
6 06/22/24
4 City of Fullerton
Administrative Assistant II
$59,232
$67,416
$75,600
6 09/17/24
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Fountain Valley
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$61,113
$69,596
$78,078
Median
Calculation DOES Not include Placentia
$59,652
$67,890
$76,128
Placentia Variance to the Average

0.87%
-1.06%
-2.56%
Placentia: SENIOR ADMINISTRATIVE ASSISTANT
■Placentia ■Averse ■ Med'en

YEARLY SALARY
$14Q444
594,444
$84,444
$70,400
$60,000
$50,000
$40,000
$30,000
$20,044
$10,044
61,644 61,113
Ste p1
59,652
68,861
69,596
67,&90
76,077
78,47&
Mid -Ranee Max Step
76,12&
Findings:
• Placentia ranks 2nd of 4 when compared to this market. • N/A - Data Unavailable for: City of Cypress, City of Fountain Valley, City of La Habra, City of Seal Beach, City of Tustin.

Recommendation:
• Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Average Band. Value: -1.06% (*Value = the percentage difference between the Average market salary and Placentia.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

147

1 Wage Data Table 1.56: Senior Community Services Specialist (Ranked descending on Mid -Range Rate/Hourly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Brea
Community Services Specialist II
$32.05
$36.54
$41.02
11 07/08/23
2 City of Fullerton
Tiny Tots Teacher
$20.82
$23.70
$26.57
6 09/17/24

SENIOR COMMUNITY SERVICES SPECIALIST
$19.03
$19.62
$20.20
4 N/A
-
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Fountain Valley
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
$26.44
$30.12
$33.80
Median
Calculation DOES Not include Placentia
$26.44
$30.12
$33.80
Placentia Variance to the Average
-28.01%
-34.86%
-40.23%
Placentia: SENIOR COMMUNITY SERVICES SPECIALIST
■ Placentia ■ Ava.ge ■ Medlin
540

HOURLY SALARY
S35
S30
$25
S20
515
510
55 19.03

26.44 26.44
Ste p 1

19.62 30.12 30.12

20.20 33.BD 33.BD
M i d -Range Max Step
Findings:
• Placentia ranks 3rd of 3 when compared to this market. • N/A - Data Unavailable for: City of Buena Park, City of Cypress, City of Fountain Valley, City of La Habra, City of Seal Beach, City of Tustin.

Recommendation:
• Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

148

Wage Data Table 1.57: Senior Human Resources Technician (Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Fullerton
Human Resources Technician II
$64,716
$73,650
$82,584
6 07/06/24
2 Placentia

SENIOR HUMAN RESOURCES TECHNICIAN
$62,299
$69,592
$76,886
5 N/A
-
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Fountain Valley
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
*
I.

Average
Calculation DOES Not include Placentia
$64,716
$73,650
$82,584
Median
Calculation DOES Not include Placentia
$64,716
$73,650
$82,584
Placentia Variance to the Average
-3.73%
-5.51%
-6.9
Placentia: SENIOR HUMAN RESOURCES TECHNICIAN
@Placentia ■ Aver age ■ Median

YEARLY SALARY
$140,000
$120,004
$144,400
580,400
$60,400
$40,004
$24,400
62,299
64,716 54,716
Step].
69,592
73,650 73,650
16,886
32,584 B2,534
Mid -Range Max Step
Findings:
• Placentia ranks 2nd of 2 when compared to this market. • N/A - Data Unavailable for: City of Brea, City of Buena Park, City of Cypress, City of Fountain Valley, City of La Habra, City of Seal Beach, City of Tustin.

Recommendation:
• Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

149

Wage Data Table 1.58: Senior Management Analyst
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 City of Tustin
Senior Management Analyst MGMT
$113,277
$132,995
$152,714
7 09/23/24
2 City of Buena Park
Senior Management Analyst
$112,008
$123,846
$135,684
5 06/22/24
3 City of Fountain Valley
Senior Management Analyst
$101,964
$112,950
$123,937
5 06/22/24
4 City of Brea
Senior Management Analyst
$91,007
$103,751
$116,496
11 07/08/23
Placentia

SENIOR MANAGEMENT ANALYST
$93,349
$103,408
$113,466
5 N/A
6 City of Cypress
Senior Management Analyst
$87,984
$102,810
$117,636
2 07/05/24
7 City of La Habra
Management Analyst II
$83,102
$93,443
$103,783
10 07/13/24
8 City of Fullerton
Senior Administrative Analyst
$81,636
$92,916
$104,196
6 09/17/24
-
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
I
Average
Calculation DOES Not include Placentia
$95,854
$108,959
$122,064
Median
Calculation DOES Not include Placentia
$91,007
$103,751
$117,636
Placentia Variance to the Average
-2.61%
-5.09%
-7.04%
Placentia: SENIOR MANAGEMENT ANALYST
■Placentia ■Aver a ■Medbn

YEARLY SALARY
$144,000
$120,000
$100,000
$80,000
564,000
$46,060
$20,000
93,349
95,8.54
Step 1
91,007
103,408
108,959.
103,751
113,466
122,064
Mid -Range Max Step
117,636
Findings:
• Placentia ranks 5th of 8 when compared to this market. • N/A - Data Unavailable for: City of Seal Beach.

Recommendation:
• Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -5.09% (*Value = the percentage difference between the Average market salary and Placentia.)
MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

150

Wage Data Table 1.59: Transportation Manager
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Placentia

TRANSPORTATION MANAGER
$114,431
$126,761
$139,092
5 N/A
-
City of Brea
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
City of Buena Park
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Cypress
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Fountain Valley
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Fullerton
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of La Habra
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Seal Beach
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
City of Tustin
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia
N/A
N/A
N/A
Median
Calculation DOES Not include Placentia
N/A
N/A
N/A
Placentia Variance to the Median
N/A
N/A
N/A
Placentia: TRANSPORTATION MANAGER
iP acent a A;erage ■ Median

YEARLY SALARY
$250,444
$230,000
$210,000
$190,000
$170,000
$150,004
$130,004
$110,000
$90,004
$70,004
$50,000
114,431
Slap 1
0 125,761
Mid -Range
0 139,092
Max Step
0 Findings:
• N/A - Data Unavailable for: City of Brea, City of Buena Park, City of Cypress, City of Fountain Valley, City of Fullerton, City of La Habra, City of Seal Beach, City of Tustin.

Recommendation:
• N/A
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

151

1 Benchmark Summary

CLASS COUNTS

COLOR LEGEND
3 Job Classes are above Average
This color cell indicates that Placentia Is already paying more than 5% above the Mid -Range of the Average of its peers' market.
19 Job Classes at Average
This color cell indicates that Placentia Is within 5% above or below the Mid -Range of the Average of its peers' market and is considered to be within the Median Band.
33 Job Classes are below Average
This color cell indicates that Placentia Is mor-
adjusting compensation.
4 Job Classes had insufficient matches
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.
-6% of 57 viable Job Classes
Of the charts with sufficient data, this Is the average of the Average value. # Jobs
Matched
Job
Rank
Placentia Rate
Relative to
MEDIAN of
Market at Mid-
Ran_e
Placentia
Relative to
AVERAGE of
Market at Mid-
Range
Market Comparison Recommendations

ACCOUNTING MANAGER
8 6th
-10.81%
53 Placentia is more than 5% below the Mid -Range of the Average of its .eers' market Consider adlustin; com.ensation.

ACCOUNTING TECHNICIAN
8 7th
-8.92%
-6.83'-
Placentia is more than 5% below the Mid -Range of the Average of its peers'market. Consider adjustingcompens adore

ASSOCIATE CIVIL ENGINEER
9 9th
-10.60%
-11.63'1
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

ASSOCIATE PLANNER
9 7th
-3.59%
-4.07%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

BUILDING INSPECTOR
8 7th
-11.06%
-8.55
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

BUILDING PERMIT TECHNICIAN
7 5th
-5.93%
-6.55
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

CODE ENFORCEMENT OFFICER
9 9th
-14.71%
-14.24
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

CODE ENFORCEMENT SUPERVISOR
4 4th
-18.15%
-14.83'
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

COMMUNICATIONS AND MARKETING MANAGER
5 4th
-2.21%

2.95%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

COMMUNITY SERVICES COORDINATOR
8 5th
-6.00%

0.00%
No Client Data Available

COMMUNITY SERVICES SUPERVISOR
7 6th
-6.68%
-3.64%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

CRIME ANALYST
6 4th
-5.63%
-1.77%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

CUSTODIAN
6 1st

27.31%

28.96%
Placentia is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

DEPUTY ASSISTANT CITY ADMINISTRATOR
8 7th
-11.82%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

DEPUTY CITY CLERK
7 5th
-4.94°/0
; Oo.

Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

DIGITAL MEDIA ANALYST
5 1st

15.71%

7.60' t
Placentia is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

DIRECTOR OF ADMINISTRATIVE SERVICES
5 4th
-13.55%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

DIRECTOR OF COMMUNITY SERVICES
7 5th
-4.38%
-3.04°,
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

DIRECTOR OF DEVELOPMENT SERVICES
9 9th
-8.79%
-8.33°o
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

DIRECTOR OF FINANCE
6 6th
-8.75%
-8.73%
Placentia is more than 5% below the Mid -Range of the Average of its pee market. Consider adjusting compensation.

DIRECTOR OF HUMAN RESOURCES
5 4th
-9.46%
-5.27
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

DIRECTOR OF PUBLIC WORKS
9 9th
-11.78%
-12.29
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

EQUIPMENT MECHANIC
9 9th
-8.81%
-7.90
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

EXECUTIVE ASSISTANT TO THE CITY

ADMINISTRATOR
7 7th
-9.46%
-13.00
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FACILITIES MAINTENANCE TECHNICIAN
9 6th
-5.22%
_4.100
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

GIS TECHNICIAN
5 4th
-25.14%
-21.73
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

HUMAN RESOURCES ANALYST
7 6th
-8.41%
-9.40°
Placentia is more than 5% below the Mid -Range of the Averageof its pee market. Consider adjusting compensation.
ation.

HUMAN RESOURCES OFFICE CLERK
7 4th
-2.85%
-3.93%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

INFORMATION TECHNOLOGY MANAGER
8 6th
-6.08%
_4.82p
Placentia is within 5% above or below the Mid -Range of the Average of its pee market and is within the Median Band.

INFORMATION TECHNOLOGY TECHNICIAN
6 6th
-16.13%
-14361 Placentia
is more than 5% below the Mid -Range of the Average of
its peers' market. Consider adjusting compensation.

LIFEGUARD
5 4th
-2.64%
-2.64%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

MAINTENANCE WORKER
9 7th
-4.89%

0.13%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

MANAGEMENT ANALYST
9 8th
-7.00%
Placentia is more than 5% below the Mid -Range of the Averageof is market. Consider adjusting
i peers' l g

MANAGEMENT ASSISTANT
7 7th
-19.32%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

OFFICE ASSISTANT
6 4th
-6.96%
-3.78%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

OFFICE SPECIALIST
7 4th

1.11%
-0.62%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

152

1 # Jobs
Matched
Job
Rank
Placentia Rate
Relative to
MEDIAN of
Market at Mid-
Range
Placentia
Relative to
AVERAGE of
Market at Mid -
Rangc
Market Comparison Recommendations

PARKING CONTROL OFFICER
5 4th
-10.32%
-10.90
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

PLANNING MANAGER
6 4th
-6.55%
-3.29%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

PLANNING TECHNICIAN
5 4th
-7.78%
-9.06
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE CAPTAIN
9 9th
-8.14%
-7.71
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE CHIEF
9 9th
-15.68%
-16.17
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE OFFICER
9 9th
-6.42%
-6.46
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE PROPERTY TECHNICIAN
6 3rd

0.92%

4.58%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

POLICE RECORDS SPECIALIST
7 7th
-9.18%
-10.08°
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE SERGEANT
9 9th
-8.77%
-8.80%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE SERVICES OFFICER
9 9th
-12.33%
-14.31%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

POLICE SERVICES SUPERVISOR
6 6th
-18.78%
-18.24%
Placentia is more than 5% below the Mid -Range of the Average of its pee market. Consider adjusting compensation.

POOL MANAGER
4 2nd

5.05%
-5.52°
Placentia is more than 5% below the Mid -Range of the Averageof ation.
its pee market- Consider adjusting compenss g

PUBLIC SAFETY COMMUNICATIONS MANAGER
6 1st

31.68%

34.22%
Placentia is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

PUBLIC SAFETY DISPATCHER
8 5th
-0.32%
-1.02%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

PUBLIC WORKS MANAGER
6 4th
-3.95%
-4.29%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

PUBLIC WORKS SUPERVISOR
6 6th
-14.12%
Placentia is more than 5%below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

RISK MANAGER
3 2nd

2.15%

2.15%
Fewer than three comparable peer markets were available, resultin in insufficient data for a reliable market analysis.

SENIOR ACCOUNTING TECHNICIAN
7 6th
-7.61%
Placentia is more than 5% below the Mid -Range of the Average of its peers' market- Consider adjusting compensation.

SENIOR ADMINISTRATIVE ASSISTANT
4 2nd

1.43%
-1.06%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

SENIOR COMMUNITY SERVICES SPECIALIST
3 3rd
-34.86%
-34.86%
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

SENIOR HUMAN RESOURCES TECHNICIAN
2 2nd
-5.51%
-5.51%
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

SENIOR MANAGEMENT ANALYST
8 5th
-0.33%
itsPlacentia is market than 5%below the Mid -Range of Average of its peers' market Consider adjusting compensation.

TRANSPORTATION MANAGER
1 1st
100.00%
100.00%
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

153

Benchmark Summary Sort Descending

CLASS COUNTS

COLOR LEGEND
3 Job Classes are above Average
This color cell indicates that Placentia Is already paying more than 5% above the Mid -Range of the Average of its peers' market.
19 Job Classes at Average
This color cell indicates that Placentia Is within 5% above or below the Mid -Range of the Average of its peers' market and is considered to be within the Median Band.
33 Job Classes are below Average
This color cell indicates that Placentia Is more than 5° - Consider adjusting compensation.
4 Job Classes had insufficient matches
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis.
-6% of 57 viable Job Classes
Of the charts with sufficient data, this Is the average of the Average value. # Jobs
Matched
Job Rank
Placentia
Rate Relative
to MEDIAN
of Market at
Mid -Range
Placentia
Relative to
AVERAGE of
Market at
Mid -Range
Market Comparison Recommendations

PUBLIC SAFETY COMMUNICATIONS MANAGER
6 1st

31.68%

34.22°/
Placentia is more than 5% above the Mid -Range of the
Average of its peers' market, therefore no change in salary range allocation is suggested.

CUSTODIAN
6 1st

27.31%

28.96°/
Placentia is more than 5% above the Mid -Range of the
Average of its peers' market, therefore no change in salary range allocation is suggested.

DIGITAL MEDIA ANALYST
5 1st

15.71%

17.60%
Placentia is more than 5% above the Mid -Range of the
Average of its peers' market, therefore no change in salary ran a allocation is su ested.

POLICE PROPERTY TECHNICIAN
6 3rd

0.92%

4.58%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

COMMUNICATIONS AND MARKETING MANAGER
5 4th
-2.21%

2.95%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

MAINTENANCE WORKER
9 7th
-4.89%

0.13%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

COMMUNITY SERVICES COORDINATOR
8 5th
-6.00%

0.00%
No Client Data Available

OFFICE SPECIALIST
7 4th

1.11%
-0.62%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

PUBLIC SAFETY DISPATCHER
8 5th
-0.32%
-1.02%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

SENIOR ADMINISTRATIVE ASSISTANT
4 2nd

1.43%
-1.06%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

CRIME ANALYST
6 4th
-5.63%
-1.77%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

LIFEGUARD
5 4th
-2.64%
-2.64%
b. Average
Placentia is within 5% above or below the Mid -Range of the of its peers' market and is within the Median Band.

DIRECTOR OF COMMUNITY SERVICES
7 5th
-4.38%
-3.04%
Placent of the
Averageofits within
eers'%above orbelothinw the Mid -Range Band.

Average of its peers' market and is within the Median Band.

PLANNING MANAGER
6 4th
-6.55%
-3.29%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

COMMUNITY SERVICES SUPERVISOR
7 6th
-6.68%
-3.64%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

OFFICE ASSISTANT
6 4th
-6.96%
-3.78%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

HUMAN RESOURCES OFFICE CLERK
7 4th
-2.8S%
-3.93%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

ASSOCIATE PLANNER
9 7th
-3.59%
-4.07%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

FACILITIES MAINTENANCE TECHNICIAN
9 6th
-5.22%
-4.1O%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

PUBLIC WORKS MANAGER
6 4th
-3.9S%
-4.29%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

DEPUTY CITY CLERK
7 5th
-4.94%
-4.80%
Placentia is within 5% above or below the Mid -Range of the Average of its peers' market and is within the Median Band.

INFORMATION TECHNOLOGY MANAGER
8 6th
-6.08%
-4.82%
is within 5% above or below the Mid -Range of the
Average of its peers' market and is within the Median Band.

Average

SENIOR MANAGEMENT ANALYST
8 5th
-0.33%
-5.09
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DIRECTOR OF HUMAN RESOURCES
5 4th
-9.46%
-5.27
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POOL MANAGER
4 2nd

5.05%
-5.52
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

SENIOR ACCOUNTING TECHNICIAN
7 6th
-7.61%
-5.74'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE OFFICER
9 9th
-6.42%
-6.46
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

MANAGEMENT ANALYST
9 8th
-7.00%
-6.51
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

ACCOUNTING MANAGER
8 6th
-10.81%
-6.53
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

BUILDING PERMIT TECHNICIAN
7 5th
-5.93%
-6.55
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

ACCOUNTING TECHNICIAN
8 7th
-8.92%
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

154

1 # Jobs
Matched
Job Rank
Placentia
Rate Relative
to MEDIAN
of Market at
Mid -Range
Placentia
Relative to
AVERAGE of
Market at
Mid -Range
Market Comparison Recommendations

POLICE CAPTAIN
9 9th
-8.14%
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
corn .ensation.

EQUIPMENT MECHANIC
9 9th
-8.81%
-7.90
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DIRECTOR OF DEVELOPMENT SERVICES
9 9th
-8.79%
-8.33
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

BUILDING INSPECTOR
8 7th
-11.06%
-8.55'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DIRECTOR OF FINANCE
6 6th
-8.75%
-8.73
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE SERGEANT
9 9th
-8.77%
-8.80'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

PLANNING TECHNICIAN
5 4th
-7.78%
-9.06'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DEPUTY ASSISTANT CITY ADMINISTRATOR
8 7th
-11.82%
-9.20
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

HUMAN RESOURCES ANALYST
7 6th
-8.41%
-9.40'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE RECORDS SPECIALIST
7 7th
-9.18%
-10.08'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

PARKING CONTROL OFFICER
5 4th
-10.32%
-10.90
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DIRECTOR OF ADMINISTRATIVE SERVICES
5 4th
-13.55%
-11.21'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

ASSOCIATE CIVIL ENGINEER
9 9th
-10.60%
-11.63'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

DIRECTOR OF PUBLIC WORKS
9 9th
-11.78%
-12.29
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

EXECUTIVE ASSISTANT TO THE CITY ADMINISTRATOR
7 7th
-9.46%
-13.00'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

PUBLIC WORKS SUPERVISOR
6 6th
-14.12%
-13.15
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

CODE ENFORCEMENT OFFICER
9 9th
-14.71%
-14.24
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE SERVICES OFFICER
9 9th
-12.33%
-14.31'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

INFORMATION TECHNOLOGY TECHNICIAN
6 6th
-16.13%
-14.36
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

CODE ENFORCEMENT SUPERVISOR
4 4th
-18.15%
-14.83'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE CHIEF
9 9th
-15.68%
-16.17'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

MANAGEMENT ASSISTANT
7 7th
-19.32%
-17.02
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

POLICE SERVICES SUPERVISOR
6 6th
-18.78%
-18.24'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

GIS TECHNICIAN
5 4th
-25.14%
-21.73'
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

SENIOR COMMUNITY SERVICES SPECIALIST
3 3rd
-34.86%
-34.81
Placentia is more than 5% below the Mid -Range of the
Average of its peers' market. Consider adjusting
compensation.

TRANSPORTATION MANAGER
1 1st
100.00%
100.00%
Fewer than three comparable peer markets were available, resulting in insufficient data fora reliable market analysis

RISK MANAGER
3 2nd

2.15%

2.10%
Fewer than three comparable peer markets were available, resulting in insufficient data fora reliable market analysis

SENIOR HUMAN RESOURCES TECHNICIAN
2 2nd
-5.51%
-5.51%
Fewer than three comparable peer markets were available, resulting in insufficient data for a reliable market analysis M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

155

Wage Data Table 2.1: Fire Battalion Chief
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title .

Min
Mid -Range
Max
Steps
Eff. Date
1 Fountain Valley
Battalion Chief
$158,775
$175,884
$192,993
5 08/13/24
2 Brea
Fire Battalion Chief
$152,132
$173,449
$194,766
11 06/01/24
3 La Verne
Fire Battalion Chief
$154,385
$171,021
$187,656
5 09/16/24
4 Fullerton
Battalion Chief
$140,628
$169,248
$197,868
8 07/06/24
5 Montclair
Fire Battalion Chief
$138,180
$153,072
$167,964
5 N/A
6 Santee
Fire Battalion Chief
$127,186
$149,802
$172,419
2 10/24/24
7 Placentia Fire Dept

FIRE BATTALION CHIEF
$130,425
$144,891
$160,962
5 N/A
8 Loma Linda
Fire Battalion Chief
$118,203
$136,463
$154,724
2 07/01/23
9 National City
Fire Battalion Chief
$119,084
$135,074
$151,064
5 01/09/24
10 Poway
Fire Battalion Chief
$102,732
$113,802
$124,872
5 06/24/24
Coronado
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
Monrovia
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
San Gabriel
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia Fire Dept
$134,589
$153,091
$171,592
Median
Calculation DOES Not include Placentia Fire Dept
$138,180
$153,072
$172,419
Placentia Fire Dept Variance to the Average
-3.09%
-5.36%
-6.19%
Placentia Fire Dept: FIRE BATTALION CHIEF
■ Placentia F ire Dept Ave -■ se ■Med"er
5240,000
5220,000
5200,000
5180,000
5160,000
5140,000
5120,000
5100,000
5®0,000
560,000
540,000
520,000
$134,589 $138,]80
$130.425
I
Step l
$144,891
5153,091 5153,072
8160,962
5171592 $172,419
M ibRange 103% =tep
Findings:
• Placentia Fire Dept ranks 7th of 10 when compared to this market. • No data is available for San Gabriel, Monrovia, Coronado.

Recommendation:
• Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -5.36% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.) M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

156

Wage Data Table 2.2: Fire Captain
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 La Verne
Fire Captain
$126,033
$139,613
$153,193
5 09/16/24
2 Monrovia
Fire Captain
$114,637
$133,970
$153,303
2 03/19/24
3 San Gabriel
Fire Captain
$119,736
$132,636
$145,536
5 06/29/24
4 Fountain Valley
Fire Captain
$113,576
$125,814
$138,052
5 08/13/24
5 Poway
Fire Captain/Paramedic
$112,836
$124,998
$137,160
5 06/24/24
6 Santee
Fire Captain
$109,743
$121,568
$133,393
5 07/04/24
7 Brea
Fire Captain
$103,573
$118,086
$132,599
11 06/01/24
8 Fullerton
Fire Captain
$99,516
$116,442
$133,368
6 07/06/24
9 Montclair
Fire Captain
$103,356
$114,492
$125,628
5 N/A
10 Loma Linda
Fire Captain
$97,246
$112,269
$127,292
2 07/01/23
11 National City
Fire Captain
$100,326
$111,137
$121,947
5 01/09/24
12 Coronado
Fire Captain
$90,967
$106,436
$121,905
7 07/13/24
13 Placentia Fire Dept

FIRE CAPTAIN
$92,804
$103,097
$114,531
5 N/A
Average
Calculation DOES Not include Placentia Fire Dept
$107,629
$121,455
$135,281
Median
Calculation DOES Not include Placentia Fire Dept
$106,658
$119,827
$133,381
Placentia Fire Dept Variance to the Average
-13.77%
-15.12%
-15.34%
Placentia Fire Dept: FIRE CAPTAIN
■ Placentia F ire Dept Aver age ■Med en
$240,000
$220,000
S 2W,000
$ 180,000
$160,000
$140,000
$120,000
$ loo,000
$Sgouo
$60,000
$40,000
$20,000
$92,804
1 $107,529 $106,658
1 Step1
1 S103,097
1 $121,455 $119,827
1 1
S114,531
$135,281 $133,381
Mid -Range MasS[,
I
Findings:
• Placentia Fire Dept ranks 1 3th of 13 when compared to this market.

Recommendation:
• Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -1 5.1 2% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.) MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

157

1 Wage Data Table 2.3: Fire Chief
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Brea
Fire Chief
$226,586
$245,056
$263,526
2 N/A
2 Fountain Valley
Fire Chief
$212,664
$235,579
$258,495
5 08/13/24
3 La Verne
Fire Chief
$202,335
$224,137
$245,940
5 09/16/24
4 Coronado
Director of Fire Services
$198,771
$217,595
$236,418
2 07/13/24
5 Santee
Fire Chief
$183,745
$211,793
$239,841
2 10/24/24
6 Monrovia
Fire Chief
$180,800
$211,544
$242,289
2 03/19/24
7 Montclair
Fire Chief
$187,788
$208,026
$228,264
5 N/A
8 Poway
Fire Chief
$169,764
$203,712
$237,660
2 06/24/24
9 Fullerton
Fire Chief
$162,673
$203,342
$244,010
2 04/27/24
10 San Gabriel
Fire Chief
$182,988
$202,704
$222,420
5 06/29/24
11 Loma Linda
Fire Chief
$170,754
$199,858
$228,962
2 07/01/23
12 National City
Fire Chief
$164,204
$190,892
$217,580
5 01/09/24
13 Placentia Fire Dept

FIRE CHIEF
$167,831
$185,033
$203,999
5 N/A
Average
Calculation DOES Not include Placentia Fire Dept
$186,923
$212,853
$238,784
Median
Calculation DOES Not include Placentia Fire Dept
$183,367
$209,785
$238,751
Placentia Fire Dept Variance to the Average
-10.21%
-13.07%
-14.57%
Placentia Fire Dept: FIRE CHIEF
■ Placentia Fire Dept ■Average ■Med6n
S366,O06
5250,006
5266,066
5156,600
s1o0 006
550,000
$167,331
I
S186,923 5183,367
=tap l
$185033
5212,853 5209,785
S203.999
5238,764 5238,751
Mid -Range Max Rep
Findings:
• Placentia Fire Dept ranks 13th of 13 when compared to this market.

Recommendation:
• Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market.

Consider adjusting compensation. Value: -13.07% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.)
MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

158

Wage Data Table 2.4: Fire Marshal
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Santee
Fire Marshal
$129,748
$149,520
$169,291
2 10/24/24
2 Fountain Valley
Fire Marshal
$133,822
$148,241
$162,661
5 08/13/24
3 Placentia Fire Dept

FIRE MARSHAL
$143,525
$159,4
N/A
4 Loma Linda
Fire Marshal I
$118,203
$136,463
$154,724
2 07/01/23
5 La Verne
Fire Marshal
$112,112
$124,193
$136,273
5 09/16/24
6 Brea
Fire Marshal - Non Sworn
$105,005
$119,710
$134,415
11 07/08/23
7 National City
Deputy Fire Marshal
$100,326
$111,137
$121,947
5 01/09/24
8 Poway
Deputy Fire Marshal
$100,224
$111,024
$121,824
5 06/24/24
9 San Gabriel
Deputy Fire Marshal
$92,748
$102,738
$112,728
5 06/29/24
10 Montclair
Deputy Fire Marshal
$83,412
$92,400
$101,388
5 N/A
-
Coronado
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
Fullerton
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
Monrovia
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia Fire Dept
$108,400
$121,714
$135,028
Median
Calculation DOES Not include Placentia Fire Dept
$105,005
$119,710
$134,415
Placentia Fire Dept Variance to the Average

19.18%

17.92%

18.08%
Placentia Fire Dept: FIRE MARSHAL
■ Placentia FireDepr ■Ara age ■Medan
$ 240,000
$220,000
$200,000
$ 180,000
$160,000
5140,000
$ 120,000
$ 10o,00o
$ so,000
$&0,000
540,000
$ 2o,000
8129,195
I
5108,400 5105,005
1 _
Step
1 $143,525
$121,714 $119,710
I
rSi6Ranze Max Step
1 8159,444
$135,028 $154,415
II
Findings:
• Placentia Fire Dept ranks 3rd of 10 when compared to this market. • No data is available for Monrovia, Fullerton, Coronado.

Recommendation:
• Placentia Fire Dept is more than 5% above the Mid -Range of the Average of its peers' market; therefore, no change in salary range allocation is suggested. Value: 17.92% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.) MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

159

Wage Data Table 2.5: Fire Prevention Specialist
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Fountain Valley
Fire Prevention Specialist
$94,359
$104,527
$114,694
5 08/13/24
2 Placentia Fire Dept

FIRE PREVENTION SPECIALIST
$80,072
$88,279
$97,328
5 N/A
3 Poway
Fire Safety Inspector
$78,288
$86,724
$95,160
5 06/24/24
4 Brea
Fire Prevention Spec I
$69,796
$79,570
$89,345
11 07/08/23
5 Loma Linda
Fire Prevention Inspector
$67,809
$79,366
$90,924
2 07/01/23
6 Fullerton
Fire Prevention Specialist I
$64,812
$73,764
$82,716
6 07/06/24
7 La Verne
Fire Safety Specialist
$61,138
$67,726
$74,314
5 09/16/24
Coronado
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Monrovia
N/A- Data Unavailable
N/A
N/A
N/A
2 03/19/24
-
Montclair
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
National City
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
San Gabriel
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
-
Santee
N/A - Data Unavailable
N/A
N/A
N/A
N/A
N/A
Average
Calculation DOES Not include Placentia Fire Dept
$72,700
$81,946
$91,192
Median
Calculation DOES Not include Placentia Fire Dept
$68,803
$79,468
$90,135
Placentia Fire Dept Variance to the Average

10.14%

7.73%

6.73%
Placentia Fire Dept: FIRE PREVENTION SPECIALIST
■ Placentia F ire Dept ■Averse ■Medan
$160,000
$140,000
512D,DD8

S DD, DM)
580,000
560,000
54D,DDD
S2D, DM)
$80,072
I
572,700
1 Ste 1
568,802
88,279
581,946
I
M id -Range Mae Step
579,468
I
$97.328
$91,192
590,134
Findings:
• Placentia Fire Dept ranks 2nd of 7 when compared to this market. • No data is available for Santee, San Gabriel, National City, Montclair, Monrovia, Coronado.

Recommendation:
• Placentia Fire Dept is more than 5% above the Mid -Range of the Median of its peers' market; therefore, no change in salary range allocation is suggested. Value: 7.73% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.) MGT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

160

1 Wage Data Table 2.6: Firefighter
(Ranked descending on Mid -Range Rate/Yearly)
Rank
Agency ��
Identified Title
Min
Mid -Range
Max
Steps
Eff. Date
1 Poway
Firefighter/Paramedic
$90,948
$100,746
$110,544
5 06/24/24
2 La Verne
Firefighter
$90,010
$99,708
$109,407
5 09/16/24
3 Monrovia
Firefighter
$84,874
$99,306
$113,739
2 03/19/24
4 San Gabriel
Firefighter -EMT
$85,728
$94,962
$104,196
5 06/29/24
5 Fountain Valley
Firefighter
$84,784
$93,920
$103,056
5 08/13/24
6 Montclair
Firefighter/Paramedic
$81,552
$90,336
$99,120
5 N/A
7 Brea
Firefighter
$78,513
$89,515
$100,517
11 01/06/24
8 Coronado
Firefighter/Paramedic
$75,309
$88,116
$100,922
7 07/13/24
9 Santee
Firefighter
$71,539
$86,101
$100,663
8 07/04/24
10 Fullerton
Firefighter
$75,060
$85,428
$95,796
6 07/06/24
11 National City
Firefighter
$75,456
$83,587
$91,718
5 01/09/24
12 Loma Linda
Firefighter -EMT
$69,111
$79,787
$90,464
2 07/01/23
13 Placentia Fire Dept

FIREFIGHTER
$69,991
$77,754
$86,378
5 N/A
1 IM
-
Average
Calculation DOES Not include Placentia Fire Dept
$80,240
$90,959
$101,679
Median
Calculation DOES Not include Placentia Fire Dept
$80,033
$89,926
$100,793
Placentia Fire Dept Variance to the Average
-12.77%
-14.52%
-15.05%
Placentia Fire Dept: FIREFIGHTER
■ Placentia Fire Dept ■Average ■Median
$160,000
5140,000
5120,000

YEARLY SALARY
$100,000
$®0.000
$60,000
540,000
520,000
S69,991
$80, 240
S77,754
590,959
$89,926
Ss6378
$101,678 $100,792
Mid -Range MaxStep
Findings:
• Placentia Fire Dept ranks 13th of 13 when compared to this market.

Recommendation:
• Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation. Value: -14.52% (*Value = the percentage difference between the average market salary and Placentia Fire Dept.) M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

161

BENCHMARK SUMMARY- FIRE DEPT

CLASS COUNTS

COLOR LEGEND
2 Job Classes are above Average
This color cell indicates that Placentia Fire Dept Is already paying more than 5% above the Mid -Range of the Average of its peers' market.
0 Job Classes at Average
This color cell indicates that Placentia Fire Dept Is within 5% above or below the Mid -Range of the Average of its peers' market and is considered to be within the Median Band. 4 Job Classes are below Average
This color cell indicates that id -Range of the Average of its peers' -4% of 6 viable Job Classes
Of the charts with sufficient data, this Is the average of the Average value. # Jobs
Matched
Job Rank
Placentia
Rate Relative
to MEDIAN
of Market at
Mid -Range
Placentia
Relative to
AVERAGE of
Market at
Mid -Range
Market Comparison Recommendations

FIRE BATTALION CHIEF
10 7th
-5.34%
-5.3.

Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market Consider adjusting
compensation.

FIRE CAPTAIN
13 13th
-13.96%
-15.12
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FIRE CHIEF
13 13th
-11.80%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FIRE MARSHAL
10 3rd

19.89%

17.92%
Placentia Fire Dept is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

FIRE PREVENTION SPECIALIST
7 2nd

11.09%

7.73%
Placentia Fire Dept is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

FIREFIGHTER
13 13th
-13.54%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

BENCHMARK SUMMARY SORT DESCENDING - FIRE DEPT

CLASS COUNTS

COLOR LEGEND
2 Job Classes are above Average
This color cell indicates that Placentia Fire Dept Is already paying more than 5% above the Mid -Range of the Average of its peers' market.
0 Job Classes at Average
This color cell indicates that Placentia Fire Dept Is within 5% above or below the Mid -Range of the Average of its peers' market and is considered to be within the Median Band. 4 Job Classes are below Average
This color cell indicates that Placentia Fire Dept Is more than 5% below the Mid -Range of the Average of it -4% of 6 viable Job Classes
Of the charts with sufficient data, this Is the average of the Average value. # Jobs
Matched
Job Rank
Placentia
Rate Relative
to MEDIAN
of Market at
Mid -Range
Placentia
Relative to
AVERAGE of
Market at
Mid -Range
Market Comparison Recommendations

FIRE MARSHAL
10 3rd

19.89%

17.92°1
Placentia Fire Dept is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

FIRE PREVENTION SPECIALIST
7 2nd

11.09%

7.73%
Placentia Fire Dept is more than 5% above the Mid -Range of the Average of its peers' market, therefore no change in salary range allocation is suggested.

FIRE BATTALION CHIEF
10 7th
-5.34%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FIRE CHIEF
13 13th
-11.80%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FIREFIGHTER
13 13th
-13.54%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting compensation.

FIRE CAPTAIN
13 13th
-13.96%
Placentia Fire Dept is more than 5% below the Mid -Range of the Average of its peers' market. Consider adjusting com, ensation.

M GT City of Placentia • April 3, 2025
Classification and Compensation Study • Draft Report

162

PROPOSED PLAN AND IMPLEMENTATION
This report section includes recommendations for updating the City of Placentia's Pay Plan and position assignments to ensure accuracy, equity, and market competitiveness. Placentia's pre - study Pay Plan is provided in Appendix C for reference.

The City of Placentia's Salary Schedule outlines a structured, classification -based pay system effective July 7, 2024. The schedule provides detailed annual, monthly and hourly pay rates for all authorized city positions, following a five -step progression system that allows employees to advance incrementally in salary.

The salary schedule maintains a consistent 5% progression between steps, ensuring a predictable and structured advancement system. Public safety employees follow a structured pay scale based on rank and classification, while part-time and seasonal positions, such as recreation staff, administrative support, and public works employees, have wages varying based on experience and classification. The schedule ensures pay transparency and stability across all job classifications. While the classification -based pay structure remains effective, any potential transition to generalized pay grades should be carefully evaluated to assess its impact on salary progression, workforce retention, and overall organizational equity.

Recommendations:
• The current Salary Schedule is easily accessible, clearly structured, and straightforward to interpret. It is recommended that this practice remains unchanged. • One of the primary challenges in these assessments involves evaluating the spacing between steps within the classification structure. The City of Placentia has effectively implemented a 5% progression between steps, and we recommend maintaining this approach without modification.
• While the existing classification -based pay grade system remains effective, the possibility of transitioning to a more generalized pay grade structure can be considered in the future as part of ongoing assessments and strategic workforce planning.

MGT conducted a comprehensive review of the City of Placentia's job classifications, resulting in the update and/or development of 131 classifications. As part of the compensation study, 56 full-time and 3 part-time classifications were identified as benchmark positions and analyzed against comparable roles in peer agencies.

Compensation Plan Options for Consideration
The City of Placentia established a compensation objective of maintaining salaries within ±5% of the average midpoint salary among comparator agencies. Based on this analysis, MGT developed two options for the City's consideration:

M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

163

1 • Option 1 retains the existing classification -based pay structure, recommending salary adjustments only for positions currently more than 5% below the midpoint market average.
• Option 2 introduces a streamlined pay grade -based system, consolidating the current structure from over 60 distinct pay ranges into 35 pay grades.

The recommended pay grade adjustments, presented in Exhibit 1-1, reflects the findings of the market analysis conducted during this study.

As shown in Exhibit 1-1, the study analysis indicated that 34 full-time positions and 1 part-time position fell below 5% or more of the midpoint average of comparable market agencies. As a result, MGT recommends adjusting the pay grades for these 35 classifications identified in the study as indicated in the below Exhibit 1-1.

M C�F
City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

164

EXHIBIT 1- 1: OPTION 1 - PROPOSED PAY GRADE ADJUSTMENTS

CLASS TITLE
Grade Percent
Update Option 1

GIS TECHNICIAN

21.4%

SENIOR COMMUNITY SERVICES SPECIALIST

18.3%

POLICE SERVICES SUPERVISOR

16.2%

MANAGEMENT ASSISTANT

14.5%

POLICE CHIEF

13.3%

FIRE CAPTAIN

11.9%

CODE ENFORCEMENT SUPERVISOR

11.5%

FIRE FIGHTER

11.1%

INFORMATION TECHNOLOGY TECHNICIAN

10.9%

POLICE SERVICES OFFICER

10.9%

CODE ENFORCEMENT OFFICER

10.8%

HUMAN RESOURCES OFFICE CLERK

9.6%

PUBLIC WORKS SUPERVISOR

9.4%

FIRE CHIEF

9.3%

EXECUTIVE ADMINISTRATIVE ASSISTANT TO THE CA

9.2%

DIRECTOR OF PUBLIC WORKS

8.3%

PARKING CONTROL OFFICER

6.6%

POLICE RECORDS SPECIALIST

5.7%

HUMAN RESOURCES ANALYST

4.9%

DEPUTY CITY ADMINISTRATOR

4.6%

PLANNING TECHNICIAN

4.5%

SERGEANT

4.2%

DIRECTOR OF FINANCE

4.1%

DIRECTOR OF DEVELOPMENT SERVICES

3.6%

EQUIPMENT MECHANIC

3.2%

CAPTAIN - POLICE

2.9%

ACCOUNTING TECHNICIAN
❑ 2.0%

BUILDING PERMIT TECHNICIAN
❑ 1.7%

ACCOUNTING MANAGER
❑ 1.6%

MANAGEMENT ANALYST
❑ 1.6%

POLICE OFFICER
0 1.6%

SENIOR ACCOUNTING TECHNICIAN

0.8%

SENIOR HUMAN RESOURCES TECHNICIAN

0.5%

FIRE BATTALION CHIEF

0.4%

DIRECTOR OF HUMAN RESOURCES

0.3%
Source: MGT Consulting Group, 2025.

Summary of Proposed Pay Plan — Option 1
MGT proposed Option 1 Pay Plan is shown in Exhibit 1-2. The Proposed Pay Plan is developed according to an organization's market goals and policies and by using the market value for the highest and lowest benchmarks to determine the appropriate size of the plan needed to accommodate positions' variable markets. The number of positions at an organization and the space needed to accommodate hierarchies and supervisory lines are also considered. MGT updated the City of Placentia's Pay Plan.

The City of Placentia may want to consider using the Proposed Pay Plan to stay competitive and attract and retain employees.

MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

165

o
EXHIBIT 1- 2: OPTION 1 - PROPOSED PAY PLAN - MIN/MAX

CLASS TITLE
Proposed Min
Option 1
Proposed
Mid Option 1
Proposed Max
Option 1

COMMUNITY SERVICES LEADER
$ 16.50
$ 16.50
$ 16.50

PRODUCTION ASSISTANT
$ 16.50
$ 16.50
$ 16.50

MAINTENANCE AIDE
$ 16.71
$ 16.71
$ 16.71

POLICE CADET
$ 16.71
$ 16.71
$ 16.71

ADMINISTRATIVE INTERN
$ 16.71
$ 16.71
$ 16.71

SENIOR COMMUNITY SERVICES LEADER
$ 16.89
$ 17.06
$ 17.23

LIFEGUARD
$ 16.89
$ 17.06
$ 17.23

COMMUNITY SERVICES SPECIALIST
$ 17.57
$ 18.11
$ 18.64

INSTRUCTOR GUARD
$ 17.57
$ 18.11
$ 18.64

CLERICAL AIDE
$ 18.54
$ 19.11
$ 19.67

PRODUCTION COORDINATOR
$ 19.50
$ 20.10
$ 20.69

SENIOR INSTRUCTOR GUARD
$ 19.69
$ 20.30
$ 20.90

POOL MANAGER
$ 20.82
$ 21.45
$ 22.09

PROGRAM COORDINATOR
$ 21.00
$ 21.65
$ 22.29
POLICE OFFICER RESERVE - LEVEL 1
$ 21.43
$ 23.57
$ 25.71

SENIOR COMMUNITY SERVICES SPECIALIST
$ 22.52
$ 23.22
$ 23.90

CUSTODIAN
$ 43,573.32
$ 48,674.34
$ 53,775.36

HUMAN RESOURCES OFFICE CLERK
$ 44,612.24
$ 49,834.83
$ 55,057.41

PARKING CONTROL OFFICER
$ 46,458.61
$ 51,897.40
$ 57,336.20

OFFICE SPECIALIST
$ 48,048.00
$ 53,393.60
$ 59,300.80

POLICE RECORDS SPECIALIST
$ 49,299.07
$ 56,379.61
$ 63,460.16

COMMUNITY SERVICES OFFICER
$ 50,377.60
$ 55,952.00
$ 62,150.40

MAINTENANCE WORKER
$ 51,664.92
$ 57,713.16
$ 63,761.40

ADMINISTRATIVE ASSISTANT
$ 52,693.56
$ 58,538.11
$ 65,030.93

SENIOR CUSTODIAN
$ 53,214.82
$ 59,117.18
$ 65,674.21

BUILDING PERMIT TECHNICIAN
$ 53,857.69
$ 60,162.64
$ 66,467.59

ACCOUNTING TECHNICIAN
$ 54,022.96
$ 60,347.25
$ 66,671.55

PLANNING TECHNICIAN
$ 55,348.60
$ 61,828.09
$ 68,307.58

POLICE SERVICES OFFICER
$ 55,816.58
$ 62,350.90
$ 68,885.22

COMMUNITY SERVICES COORDINATOR
$ 56,394.60
$ 62,996.58
$ 69,598.56

ADMINISTRATIVE SPECIALIST
$ 56,394.64
$ 62,649.69
$ 69,598.55

FACILITY MAINTENANCE TECHNICIAN
$ 56,640.84
$ 63,271.62
$ 69,902.40

EQUIPMENT MECHANIC
$ 58,765.82
$ 65,645.37
$ 72,524.93

SENIOR ACCOUNTING TECHNICIAN
$ 59,830.13
$ 66,834.29
$ 73,838.45

SENIOR ADMINISTRATIVE ASSISTANT
$ 61,644.00
$ 68,860.50
$ 76,077.00

PROPERTY TECHNICIAN
$ 62,299.20
$ 69,592.38
$ 76,885.56

SENIOR HUMAN RESOURCES TECHNICIAN
$ 62,635.01
$ 69,967.50
$ 77,299.99

ENVIRONMENTAL COMPLIANCE OFFICER
$ 63,232.00
$ 70,241.60
$ 78,041.60

PUBLIC WORKS INSPECTOR
$ 66,384.23
$ 73,747.29
$ 81,927.05

MANAGEMENT ASSISTANT
$ 67,960.54
$ 75,916.50
$ 83,872.47
M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

166

CLASS TITLE
Proposed Min
Option 1
Proposed Mid
Option 1
Proposed
Max Option 1

CODE ENFORCEMENT OFFICER
$ 68,288.35
$ 76,282.69
$ 84,277.03

PUBLIC SAFETY DISPATCHER
$ 68,481.36
$ 76,498.32
$ 84,515.28

POLICE CIVILIAN INVESTIGATOR
$ 69,777.73
$ 77,517.22
$ 86,115.12

EXECUTIVE ADMINISTRATIVE ASSISTANT TO THECA
$ 70,425.65
$ 78,670.16
$ 86,914.67

GIS TECHNICIAN
$ 72,052.85
$ 80,487.89
$ 88,922.93

INFORMATION TECHNOLOGY TECHNICIAN
$ 74,614.08
$ 83,348.90
$ 92,083.73

FIRE FIGHTER
$ 76,228.00
$ 86,411.40
$ 96,595.05

FIRE ENGINEER
$ 79,638.39
$ 88,471.90
$ 98,284.31

CRIME ANALYST
$ 80,071.56
$ 88,699.56
$ 97,327.56

DIGITAL MEDIA ANALYST
$ 80,071.56
$ 88,699.56
$ 97,327.56

FIRE PREVENTION SPECIALIST
$ 80,071.56
$ 88,278.96
$ 97,327.56

MANAGEMENT ANALYST
$ 81,363.06
$ 90,130.22
$ 98,897.39

PUBLIC WORKS SUPERVISOR
$ 82,331.69
$ 91,203.18
$ 100,074.67

ASSOCIATE PLANNER
$ 82,607.76
$ 91,509.06
$ 100,410.36

HUMAN RESOURCES ANALYST
$ 83,960.30
$ 93,007.32
$ 102,054.35

POLICE SERVICES SUPERVISOR
$ 85,135.14
$ 95,101.67
$ 105,068.19

POLICE ACADEMY TRAINEE
$ 86,029.59
$ -
$ -

CODE ENFORCEMENT SUPERVISOR
$ 89,314.00
$ 98,937.91
$ 108,561.81

POLICE OFFICER
$ 91,971.54
$102,738.43
$ 113,505.32

SENIOR ACCOUNTANT
$ 92,553.72
$102,040.48
$ 112,499.62

SENIOR FINANCIAL ANALYST
$ 93,349.03
$102,917.31
$ 113,466.32

SENIOR MANAGEMENT ANALYST
$ 93,349.08
$103,407.72
$ 113,466.36

COMMUNICATIONS & MARKETING MANAGER
$ 93,963.84
$104,088.78
$ 114,213.72

PUBLIC WORKS SUPERINTENDENT
$ 93,963.88
$103,595.18
$ 114,213.69

PUBLIC SAFETY COMMUNICATION SUPERVISOR - DISF
$ 95,136.93
$105,689.14
$ 117,411.75

FIRE CAPTAIN
$ 102,247.55
$115,382.29
$ 128,516.95

ACCOUNTING MANAGER
$ 111,636.47
$123,665.67
$ 135,694.87

TRANSPORTATION MANAGER
$ 114,430.92
$126,761.22
$ 139,091.52

SERGEANT
$ 119,079.77
$133,020.11
$ 146,960.45

PLANNING MANAGER
$ 124,896.48
$138,354.42
$ 151,812.36

PUBLIC WORKS MANAGER
$ 124,896.53
$138,354.44
$ 151,812.36

INFORMATION TECHNOLOGY MANAGER
$ 125,415.12
$138,928.98
$ 152,442.84

PUBLIC SAFETY COMMUNICATIONS MANAGER
$ 125,415.12
$138,928.98
$ 152,442.84

FIRE BATTALION CHIEF
$ 127,860.01
$145,436.05
$ 160,761.94

FIRE MARSHAL
$ 129,195.12
$143,524.56
$ 159,443.64
CITY ENGINEER/DEPUTY DIRECTOR OF PUBLIC WORK:
$ 137,386.19
$151,468.28
$ 166,993.79

LIEUTENANT
$ 137,735.91
$153,013.02
$ 169,984.63

DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES
$ 150,035.47
$165,414.11
$ 182,369.06

DEPUTY FIRE CHIEF
$ 150,035.47
$165,414.11
$ 182,369.06

DIRECTOR OF HUMAN RESOURCES
$ 154,344.33
$177,121.33
$ 199,898.33

CAPTAIN - POLICE
$ 166,135.33
$185,584.30
$ 205,033.26

DIRECTOR OF COMMUNITY SERVICES
$ 167,830.56
$185,914.80
$ 203,999.04

DIRECTOR OF DEVELOPMENT SERVICES
$ 173,932.23
$192,673.94
$ 211,415.65

DIRECTOR OF FINANCE
$ 174,683.03
$193,505.65
$ 212,328.26

FIRE CHIEF
$ 177,576.58
$202,210.57
$ 226,844.55

DIRECTOR OF PUBLIC WORKS
$ 181,779.18
$201,366.43
$ 220,953.67

DEPUTY CITY ADMINISTRATOR
$ 184,310.72
$204,170.74
$ 224,030.75

POLICE CHIEF
$ 212,298.41
$235,174.27
$ 258,050.13

CITY ADMINISTRATOR
$ 234,151.00
$234,151.00
$ 234,151.00
M CII City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

167

o
Positions were assigned to pay grades per their market benchmarks and were reviewed and adjusted relative to recruiting needs, job family hierarchies, and supervisory lines, as necessary.

Recommendations proposed are to uphold the robustness of the pay plan and to circumvent wage compression.

The ideal strategy for transitioning current employees to the proposed pay plans is to position them at a level that closely aligns with their current compensation, ensuring no reduction in their existing pay. As an alternative, employees could be positioned at a level that guarantees a minimum pay increase of 5% of their current compensation. The execution of these strategies should be meticulously managed to uphold Placentia's budgetary constraints.

MGT provided Placentia with an option for approaching the implementation of this study's recommendations.

EXHIBIT 1- 3: OPTION 1 - TOTAL ADJUSTMENT COST ESTIMATES BY DEPT Department
Sum of Annual
Salary
Sum of
Updated Salary
Sum of
Adjustment
Cost

PD/PUBLIC SAFETY - POLICE/OPERATING DIVISION/OPERATING
$ 1,706,370
$ 1,720,956
$ 14,587

FIRE & LIFE SAFETY/FIRE SUPPRESSION
$ 1,347,732
$ 1,359,508
$ 11,776

DEVELOPMENT SERVICES/PLANNING
$ 65,957
$ 72,053
$ 6,096

PUBLIC WORKS/ADMINISTRATION
$ 176,238
$ 181,779
$ 5,541

PUBLIC WORKS/ENGINEERING SERVICES
$ 62,566
$ 67,961
$ 5,394

ADMINISTRATIVE SERVICES/INFORMATION TECHNOLOGY
$ 145,683
$ 149,369
$ 3,686

DEVELOPMENT SERVICES/CODE ENFORCEMENT
$ 141,086
$ 144,396
$ 3,309

PUBLIC WORKS/MAINTENANCE
$ 170,539
$ 173,831
$ 3,292
Grand Total: $ 53,681
Source: MGT Consulting Group, 2025.

The total estimated cost to implement Option 1, which adjusts salaries to the minimum of the proposed pay ranges, is $53,681. This represents a 0.25% increase to the City of Placentia's current payroll of $21,607,425, resulting in a projected payroll of $21,661,106. Detailed figures are provided in Exhibit 1-4: Option 1 - Cost Estimates with Payroll Impact.

EXHIBIT 1- 4: OPTION 1 - COST ESTIMATES WITH PAYROLL IMPACT Current Payroll
Estimated
Adjustment
Costs
Percent
Change in
Payroll
Proposed
Payroll
$ 21,607,425
$ 53,681

0.25%
$ 21,661,106
Source: MGT Consulting Group, 2025.

M CT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

168

o
Summary of Proposed Pay Plan — Option 2
Option 2 recommends implementing a new pay grade -based system that consolidates the City of Placentia's existing structure from over 60 individual pay ranges into a streamlined system of 35 pay grades. This approach introduces standardized salary ranges tied to market data, providing greater consistency, transparency, and ease of administration. The new system aligns more closely with market practices and allows for improved internal equity and career progression across job classifications. Detailed pay grade assignments are provided in Exhibit 1-5: Option 2 — Proposed Pay Plan.

EXHIBIT 1- 5: OPTION 2 - PROPOSED PAY PLAN
LA TTL

COMMUNITY SERVICES LEADER
1 $ 16.50
$ 18.69
$ 20.87

LIFEGUARD
1 $ 16.50
$ 18.69
$ 20.87

MAINTENANCE AIDE
1 $ 16.50
$ 18.69
$ 20.87

POLICE CADET
1 $ 16.50
$ 18.69
$ 20.87

ADMINISTRATIVE INTERN
1 $ 16.50
$ 18.69
$ 20.87

PRODUCTION ASSISTANT
1 $ 16.50
$ 18.69
$ 20.87

SENIOR COMMUNITY SERVICES LEADER
2 $ 17.23
$ 19.63
$ 22.02

COMMUNITY SERVICES SPECIALIST
3 $ 18.18
$ 20.71
$ 23.23

INSTRUCTOR GUARD
3 $ 18.18
$ 20.71
$ 23.23

CLERICAL AIDE
4 $ 19.18
$ 21.84
$ 24.51

PRODUCTION COORDINATOR
5 $ 20.20
$ 23.02
$ 25.86

SENIOR INSTRUCTOR GUARD
5 $ 20.20
$ 23.02
$ 25.86

SENIOR COMMUNITY SERVICES SPECIALIST
5 $ 20.20
$ 23.02
$ 25.86

POOL MANAGER
6 $ 21.35
$ 24.31
$ 27.28
POLICE RESERVE OFFICER - LEVEL 1
7 $ 22.52
$ 25.65
$ 28.78

PROGRAM COORDINATOR
7 $ 22.52
$ 25.65
$ 28.78

CUSTODIAN
7 $ 46,848.60
$ 52,054.00
$ 59,862.10

HUMAN RESOURCES OFFICE CLERK
7 $ 46,848.60
$ 52,054.00
$ 59,862.10

PARKING CONTROL OFFICER
8 $ 49,425.30
$ 54,917.00
$ 63,154.55

OFFICE SPECIALIST
9 $ 52,143.30
$ 57,937.00
$ 66,627.55

COMMUNITY SERVICES OFFICER
9 $ 52,143.30
$ 57,937.00
$ 66,627.55

ADMINISTRATIVE ASSISTANT
10 $ 55,011.60
$ 61,124.00
$ 70,292.60

MAINTENANCE WORKER
10 $ 55,011.60
$ 61,124.00
$ 70,292.60

ACCOUNTING TECHNICIAN
11 $ 58,037.40
$ 64,486.00
$ 74,158.90

BUILDING PERMIT TECHNICIAN
11 $ 58,037.40
$ 64,486.00
$ 74,158.90

PLANNING TECHNICIAN
11 $ 58,037.40
$ 64,486.00
$ 74,158.90

POLICE SERVICES OFFICER
11 $ 58,037.40
$ 64,486.00
$ 74,158.90

SENIOR CUSTODIAN
11 $ 58,037.40
$ 64,486.00
$ 74,158.90

ADMINISTRATIVE SPECIALIST
12 $ 61,229.70
$ 68,033.00
$ 78,237.95
M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

169

i

CLASS TITLE
0 Proposed Grade
Option 2
Proposed Min
Option 2
Proposed Mid
Option 2
Proposed Max
Option 2
-T
-
-

COMMUNITY SERVICES COORDINATOR
12 $ 61,229.70
$ 68,033.00
$ 78,237.95

EQUIPMENT MECHANIC
12 $ 61,229.70
$ 68,033.00
$ 78,237.95

FACILITY MAINTENANCE TECHNICIAN
12 $ 61,229.70
$ 68,033.00
$ 78,237.95

PROPERTY TECHNICIAN
13 $ 64,597.50
$ 71,775.00
$ 82,541.25

SENIOR ACCOUNTING TECHNICIAN
13 $ 64,597.50
$ 71,775.00
$ 82,541.25

SENIOR ADMINISTRATIVE ASSISTANT
13 $ 64,597.50
$ 71,775.00
$ 82,541.25

SENIOR HUMAN RESOURCES TECHNICIAN
13 $ 64,597.50
$ 71,775.00
$ 82,541.25

ENVIRONMENTAL COMPLIANCE OFFICER
13 $ 64,597.50
$ 71,775.00
$ 82,541.25

CODE ENFORCEMENT OFFICER
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

MANAGEMENT ASSISTANT
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

EXECUTIVE ADMINISTRATIVE ASSISTANT TO THE CA
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

GISTECHNICIAN
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

PUBLIC SAFETY DISPATCHER
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

PUBLIC WORKS INSPECTOR
15 $ 71,899.20
$ 79,888.00
$ 91,871.20

INFORMATION TECHNOLOGY TECHNICIAN
16 $ 75,853.80
$ 84,282.00
$ 96,924.30

POLICE CIVILIAN INVESTIGATOR
16 $ 75,853.80
$ 84,282.00
$ 96,924.30

FIRE FIGHTER
17 $ 80,026.20
$ 88,918.00
$ 102,255.70

MANAGEMENT ANALYST
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

CRIME ANALYST
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

DIGITAL MEDIA ANALYST
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

FIRE ENGINEER
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

FIRE PREVENTION SPECIALIST
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

HUMAN RESOURCES ANALYST
18 $ 84,427.20
$ 93,808.00
$ 107,879.20

ASSOCIATE PLANNER
19 $ 89,070.30
$ 98,967.00
$ 113,812.05

CODE ENFORCEMENT SUPERVISOR
19 $ 89,070.30
$ 98,967.00
$ 113,812.05

POLICE ACADEMY TRAINEE
19 $ 89,070.30
$ 98,967.00
$ 113,812.05

POLICE SERVICES SUPERVISOR
19 $ 89,070.30
$ 98,967.00
$ 113,812.05

PUBLIC WORKS SUPERVISOR
19 $ 89,070.30
$ 98,967.00
$ 113,812.05

POLICE OFFICER
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

COMMUNICATIONS & MARKETING MANAGER
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

PUBLIC SAFETY COMMUNICATION SUPERVISOR -DISF
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

PUBLIC WORKS SUPERINTENDENT
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

SENIOR ACCOUNTANT
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

SENIOR FINANCIAL ANALYST
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

SENIOR MANAGEMENT ANALYST
21 $ 99,137.70
$ 110,153.00
$ 126,675.95

FIRE CAPTAIN
23 $ 110,342.70
$ 122,603.00
$ 140,993.45

ACCOUNTING MANAGER
24 $ 116,411.40
$ 129,346.00
$ 148,747.90

POLICE SERGEANT
25 $ 122,814.00
$ 136,460.00
$ 156,929.00

TRANSPORTATION MANAGER
25 $ 122,814.00
$ 136,460.00
$ 156,929.00

INFORMATION TECHNOLOGY MANAGER
26 $ 129,568.50
$ 143,965.00
$ 165,559.75

PLANNING MANAGER
26 $ 129,568.50
$ 143,965.00
$ 165,559.75

PUBLIC SAFETY COMMUNICATIONS MANAGER
26 $ 129,568.50
$ 143,965.00
$ 165,559.75

PUBLIC WORKS MANAGER
26 $ 129,568.50
$ 143,965.00
$ 165,559.75

FIRE MARSHAL
27 $ 136,694.70
$ 151,883.00
$ 174,665.45

FIRE BATTALION CHIEF
27 $ 136,694.70
$ 151,883.00
$ 174,665.45

POLICE LIEUTENANT
28 $ 144,213.30
$ 160,237.00
$ 184,272.55
CITY ENGINEER/DEPUTY DIRECTOR OF PUBLIC WORK:
28 $ 144,213.30
$ 160,237.00
$ 184,272.55

DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES
30 $ 160,513.20
$ 178,348.00
$ 205,100.20
M CII City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

170

Awo

CLASS TITLE
a
Proposed Grade
Option 2
Proposed Min
Option 2
Proposed Mid
Option 2
Proposed Max
Option 2
a
-r
-

DEPUTY FIRE CHIEF
30 $ 160,513.20
$ 178,348.00
$ 205,100.20

DIRECTOR OF HUMAN RESOURCES
31 $ 169,341.30
$ 188,157.00
$ 216,380.55

POLICE CAPTAIN
32 $ 178,655.40
$ 198,506.00
$ 228,281.90

DIRECTOR OF COMMUNITY SERVICES
32 $ 178,655.40
$ 198,506.00
$ 228,281.90

DIRECTOR OF DEVELOPMENT SERVICES
32 $ 178,655.40
$ 198,506.00
$ 228,281.90

DIRECTOR OF FINANCE
32 $ 178,655.40
$ 198,506.00
$ 228,281.90

DIRECTOR OF PUBLIC WORKS
32 $ 178,655.40
$ 198,506.00
$ 228,281.90

FIRE CHIEF
33 $ 188,481.60
$ 209,424.00
$ 240,837.60

DEPUTY CITY ADMINISTRATOR
34 $ 198,847.80
$ 220,942.00
$ 254,083.30

POLICE CHIEF
35 $ 209,784.60
$ 233,094.00
$ 268,058.10

CITY ADMINISTRATOR
Negotiated
Source: MGT Consulting Group, 2025.

Summary of Fiscal Impact - Option 2
Under Option 2, the proposed transition to a pay grade -based system would result in an estimated total adjustment cost of $160,464.92. The current annual salary total across the affected departments is $3,655,425.28, which would increase to $3,731,463.00 following implementation, representing a 4.39% overall increase in payroll for the positions impacted by this proposal. These figures reflect the cost of aligning salaries with the new pay grade structure and are detailed by department in Exhibit 1-6: Option 2 — Total Adjustments Cost Estimates by Department.

EXHIBIT 1- 6: OPTION 2 - TOTAL ADJUSTMENT

COST ESTIMATES

BY DEPT
Department
Sum of Annual
Salary
Sala
Sum of Updated
Rate
Sum of
Adjustment
Cost _i
_

PD/PUBLIC SAFETY- POLICE/OPERATING DIVISION/OPERATING
$ 894,316.80
$ 948,534.30
$ 54,217.50

FIRE STATION/FIRE & LIFE SAFETY/FIRE SUPPRESSION
$ 1,064,889.28
$ 1,111,896.90
$ 47,007.62

CITY YARD/PUBLIC WORKS/MAINTENANCE
$ 233,916.80
$ 245,942.10
$ 12,025.30

PUBLIC WORKS/ENGINEERING SERVICES/MANAGEMENTASSISTANT
$ 62,566.40
$ 71,899.20
$ 9,332.80

DEVELOPMENT SERVICES/CODE ENFORCEMENT
$ 64,979.20
$ 71,899.20
$ 6,920.00

ADMINISTRATIVE SERVICES/INFORMATION TECHNOLOGY
$ 145,683.20
$ 151,707.60
$ 6,024.40

DEVELOPMENT SERVICES/PLANNING
$ 65,956.80
$ 71,899.20
$ 5,942.40

PD/PUBLIC SAFETY- POLICE/ADMINISTRATIVE DIVISION/ADMIN
$ 136,448.00
$ 141,213.60
$ 4,765.60

FIRE & LIFE SAFETY/FIRE ADMINISTRATION
$ 185,036.80
$ 188,481.60
$ 3,444.80

ADMINISTRATIVE SERVICES/PUBLICSAFETYCOMMUNICATIONS
$ 68,494.40
$ 71,899.20
$ 3,404.80

PUBLIC WORKS/ADMINISTRATION
$ 176,238.40
$ 178,655.40
$ 2,417.00

DEVELOPMENT SERVICES/BUILDING
$ 55,848.00
$ 58,037.40
$ 2,189.40

CITY ADMINISTRATOR/ECONOMIC DEVELOPMENT
$ 98,051.20
$ 99,137.70
$ 1,086.50

CITY ADMINISTRATOR/COMMUNICATIONS & MARKETING
$ 182,748.80
$ 183,564.90
$ 816.10

FIRE & LIFE SAFETY/COMMUNITY RISK REDUCTION
$ 136,177.60
$ 136,694.70
$ 517.10

ADMINISTRATIVE SERVICES/HUMAN RESOURCES
$ 84,073.60 $ 84,427.20
$ 353.60
Grand Total: $ 3,655,425.28 IP$ 3,731,463.00 $ 160,464.92 Source: MGT Consulting Group, 2025.

M Cii City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report
149
171

The total estimated cost to implement Option 2, which adjusts salaries to the minimum of the proposed pay ranges, is $160,465. This represents a 0.74% increase to the City of Placentia's current payroll of $21,607,425, resulting in a projected payroll of $21,767,890. Detailed figures are provided in Exhibit 1-8: Option 2 - Cost Estimates with Payroll Impact.

EXHIBIT 1- 8: OPTION 2 - COST ESTIMATES WITH PAYROLL IMPACT Current Payroll
Estimated
Adjustment
Costs
Percent
Change in
Payroll 1
Proposed
Payroll
$ 21,607,425
$ 160,465

0.74%
$ 21,767,890
Source: MGT Consulting Group, 2025.

MGT encourages the City of Placentia to move forward with the timely implementation of either Option 1 or Option 2, as both pay plan recommendations are grounded in the most current and competitive market data available. To support a smooth and strategic rollout, MGT recommends establishing the following phase -in priorities:

All employees below the minimum salary of their recommended assigned pay grade should be adjusted to the minimum salary as soon as possible (within one year as best practice).

A proportion of the remaining adjustment costs should be applied during the first year of implementation to avoid compression (15-25% of estimated cost or by targeting priority or hard - to -recruit positions)
All remaining adjustments should be completed based upon a set implementation schedule (and as the budget allows) to avoid compression, maintain internal equity, and ensure classifications stay competitive with the market.

It is recommended that employee salaries be either maintained at their current level or adjusted upward according to the proposed pay plans and policy recommendations provided in this report, and that no employee salaries be reduced. The estimates provided are based on the latest employee information provided to MGT by Placentia. Any employee data changes occurring after this date should be accounted for in the implementation plan prior to taking effect.

Administration and Maintenance of the Plan
Salary systems should be adjusted annually, or at least biennially if annually is not feasible, based on the Consumer Price Index (CPI) and appropriate market data sources to maintain market competitiveness and adjust for inflation and changing recruitment markets. The guidelines outlined here may be utilized for salary maintenance and administration of the proposed salary schedule. These guidelines should be applied according to base pay salary, not including additional pay received as bonuses, supplements, or pay for additional assignments.

In all cases in which a computed salary is greater than the top pay within the new pay grade, the salary may be frozen at the maximum salary until subsequent adjustments are made to the M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report
150
172

salary schedule that would allow increases, or as dictated by internal policy regarding employees who reach the maximum of their assigned pay grades.

Compression
Areas of compression within pay structures can occur over time or in response to pay range updates, in which there is little difference, or distance, between a lower pay grade and a higher pay grade (i.e., there is little difference in pay and earning potential of an employee and director supervisor, or between new hires and long-term employees). Modeling the structural and financial impacts of various approaches for wage shifts to an existing salary structure, as well as for those organizations without a formal pay structure, is critical to the success of any wage increase and to understand the ripple effects of making the adjustment, which will vary by organization.

Following any pay plan adjustments, pay ranges should also be assessed for potential compression. Compression can lead to employees acquiring salaries that are comparable or surpass those salaries of positions with higher qualifications or supervisory authority.

Actions that can reduce instances of compression:
• Promoting from within instead of hiring externally.
• Set a standard hiring range and do not hire further into the pay range. • Implementing the compensation system and policies governing movement in the system consistently.
• Conducting regular updates to the pay plan for market adjustments and inflation. • Individual positions may be adjusted to higher pay grades that house other comparable positions according to hierarchy and supervisory lines. • Another method is to develop additional pay grade ranges at the top of the pay structure to shift positions upward as needed to relieve compression points. • Compression relief should also be a consideration for the pay range widths, which may require the maximum salaries to be increased to allow for adequate movement and earning potential along each pay grade's salary range.

Organizations should be proactive in addressing compression concerns to avoid higher costs for correction in the future. Pay compression can be relieved in a few limited ways. Assessing an employee's placement within a pay range by time in position, which can indicate if newer employees are approaching, matching, or surpassing employees with longer tenure, can indicate areas of or at -risk for compression. Supervisor pay may also be compared to direct reports' pay (any employee pay that is within 15-20% of a supervisor's pay should be monitored, and any between 5-1 0% should be addressed by updating grade assignment(s). The best and most comprehensive approach is to conduct a compensation study to update or create a new pay structure, particularly for older pay structures. Comprehensive compensation studies are recommended at least every 5 years.

M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

173

COMPARATIVE BENEFITS AND POLICIES REVIEW
This report section focuses on a comparative assessment of the City of Placentia's overall benefits program in comparison to its selected peers. Benefits data were gathered from peer organizations through outreach (see Chapter 2.0). For the purpose of comparing benefits, the General Unit's Memorandum of Understanding was selected for each agency.

Police and Fire employees were treated separately for this analysis, and tables with benefits data for those employees are presented following each general employee exhibit.

The following cities were used in the comparison of benefits offered to general employees and police officers of the City of Placentia:
• City of Brea
• City of Buena Park
• City of Cypress
• City of Fountain Valley
• City of Fullerton
• City of La Habra
• City of Seal Beach
• City of Tustin
The cities below were used in the comparison of benefits offered to fire personnel with the City of Placentia:
• City of Brea
• City of Coronado
• City of Fountain Valley
• City of Fullerton
• City of La Verne
• City of Loma Linda
• City of Montclair
• City of National City
• City of Poway
• City of San Gabriel
• City of Santee
Overview of City of Placentia's Benefits
MGT reviewed the benefits information provided by the City of Placentia to understand the current state of its benefits program. The City of Placentia offers the following benefits:
• Health insurance premium contributions up to $722 per month for employee -only coverage and up to $1,877 per month for employee + family coverage for general employees and fire employees. The city contributes $735 per month for employee -only coverage and $1,972 per month for employee + family coverage for police officers. The city contributes $744 per month for employee -only coverage and $2,076 per month for employee + family coverage for police and fire management employees. • New general and police employees accrue up to 176 hours of Paid Time Off annually o Up to 96 hours of Alternative Health and Wellness (AHW/sick leave equivalent). o Up to 80 hours of Paid Time Off (PTO/vacation equivalent) M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report
152
174

o
Fire employees accrue up to 216 hours of Paid Time Off annually o Up to 96 hours of Alternative Health and Wellness (AHW/sick leave equivalent). o Up to 120 hours of Paid Time Off (PTO/vacation equivalent) • The most senior general and police sworn employees accrue up to 264 hours of Paid Time Off annually
o Up to 96 hours of Alternative Health and Wellness (AHW/sick leave equivalent). o Up to 168 hours of Paid Time Off (PTO/vacation equivalent) Fire Sworn employees accrue up to 276 hours of Paid Time Off annually o Up to 96 hours of Alternative Health and Wellness (AHW/sick leave equivalent). o Up to 180 hours of Paid Time Off (PTO/vacation equivalent) • Basic Short-term Disability
• Basic Long-term Disability
• Basic Life Insurance
• Accidental death & dismemberment coverage
• Dental coverage
• Vision coverage
• Employee Assistance Program coverage
• Supplemental insurance that an employee can purchase:
o Life insurance
o Short-term disability
o Pre -paid legal and identity theft services
o Pet insurance
Benefits Comparative Analysis
Data were collected on health insurance premium contributions made by the employer for full- time staff covered under the General Unit's MOU and unrepresented mid -management compensation plan.

M CiUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

175

o
Exhibit 1 reflects the comparable agencies' contribution towards the employee's health insurance premiums for employees who select employee -only coverage.

As shown in Exhibit 1, the City of Placentia contributes up to $722 per month to employee -only health insurance premiums for full-time City Employees. This is $482 (or 40%) below average compared to the other cities in the study. The average monthly contribution from comparable agencies is $1,203, and the median monthly contribution is $1,082.

Exhibit 1. Employee -Only Health Insurance Comparison (City Employee) Maximum Monthly Employer Health Insurance Contribution
Employee -Only Coverage
City
City of Cypress
$2,243.70
City of La Habra
$1,725.00
City of Fountain Valley
$1,200.00
City of Fullerton
$1,164.45
City of Tustin
$1,000.00
City of Buena Park
$989.00
City of Brea
$800.00
City of Placentia
$722.00
City of Seal Beach
$500.00
Exhibit 2, the City of Placentia contributes up to $735 per month to employee -only Police Officer health insurance premiums for full-time police department employees. This is $268 (or 27%) below average compared to the other cities in the study. The average monthly contribution from comparable agencies is $1,003, and the median monthly contribution is $1,164.

Exhibit 2. Employee -Only Health Insurance Comparison (Police Officer) Maximum Monthly Employer Health Insurance Contribution
Employee -Only Coverage
City
City of Cypress
$1,200.00
City of Tustin
$1,200.00
City of Buena Park
$1,198.00
City of Fountain Valley
$1,164.45
City of Fullerton
$1,164.45
City of Brea
$800.00
City of Placentia
$735.00
City of La Habra
$700.00
City of Seal Beach
$600.00
M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

176

As shown in Exhibit 3, the City of Placentia provides a maximum monthly employer health insurance contribution of $735 for employee -only coverage for full-time Police Management employees. This amount is $268 (or 27%) lower than the average contribution of $1,003 among comparable agencies and significantly below the median contribution of $1,164. Among the cities analyzed, Placentia's contribution ranks near the bottom, with only the City of Fullerton offering a lower amount at $716.09. In contrast, cities such as Cypress and La Habra provide significantly higher contributions of $1,800 and $1,450, respectively.

Exhibit 3. Employee -Only Health Insurance Comparison (Police Management) Maximum Monthly Employer Health Insurance Contribution
Employee -Only Coverage
City
City of Cypress
$1,800.00
City of La Habra
$1,450.00
City of Tustin
$1,200.00
City of Buena Park
$1,198.00
City of Seal Beach
$1,166.99
City of Fountain Valley
$1,075.00
City of Brea
$800.00
City of Placentia
$744.00
City of Fullerton
$716.09*
*City of Fullerton contributes different amounts based on plan chosen, the amount above is an average of employer contributions over four different plan options.

M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

177

o
As shown in Exhibit 4, the City of Placentia contributes up to $722 per month to employee -only health insurance premiums for full-time Firefighter Association employees. This is $494 (or 41 %) below average compared to the other cities in the study. The average monthly contribution from comparable agencies is $1,216, and the median monthly contribution is $1,182.

Exhibit 4. Employee -Only Health Insurance Comparison (Firefighter Association) Maximum Monthly Employer Health Insurance Contribution
Employee -Only Coverage
City
City of Poway
100%
City of Coronado
$2,030.00
City of Loma Linda
$1,842.35
City of Monrovia
$1,600.00
City of Fountain Valley
$1,200.00
City of National City
$1,200.00
City of Fullerton
$1,164.45
City of Montclair
$1,025.00
City of Brea
$800.00
City of Placentia
$722.00
City of Santee
$700.00
City of La Verne
$600.00
City of San Gabriel
$536.00
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

178

o
As shown in Exhibit 5, the City of Placentia provides a maximum monthly employer health insurance contribution of $735 for employee -only coverage for full-time Fire Management employees. This amount is $494 (or 41 %) lower than the average contribution of $1,216 among comparable agencies and falls below the median contribution of $1,182. Placentia's contribution is among the lowest in the study, with only the cities of Santee ($700) and La Verne ($650) offering less. In contrast, cities such as Coronado and Loma Linda provide significantly higher contributions of $2,168 and $1,700, respectively.

Exhibit 5. Employee -Only Health Insurance Comparison (Fire Management) Maximum Monthly Employer Health Insurance Contribution
Employee -Only Coverage
City
City of Poway
100%
City of Coronado
$2,168.00
City of Loma Linda
$1,700.00
City of Monrovia
$1,675.00
City of San Gabriel
$1,568.00
City of Montclair
$1,550.00
City of National City
$1,200.00
City of Fullerton
$1,164.45
City of Brea
$800.00
City of Fountain Valley
$774.00
City of Placentia r
$735.00
City of Santee
$700.00
City of La Verne
$650.00
M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

179

o
As shown in Exhibit 6, the City of Placentia contributes up to $1,877 per month to family health insurance premiums for full-time City Employees. This is $119 (or 1 %) above the average contribution of all comparable agencies. The average monthly contribution from comparable agencies is $1,858, and the median monthly contribution is $1,638.

Exhibit 6. Family Health Insurance Comparison (City Employee) Maximum Monthly Employer Health Insurance Contribution
Family Coverage
City
City of Fullerton
$3,506.29
City of Cypress
$2,243.70
City of Buena Park
$1,940.00
City of Placentia
$1,877.00
City of La Habra
$1,725.00
City of Brea
$1,550.00
City of Tustin
$1,500.00
City of Fountain Valley
$1,200.00
City of Seal Beach
$1,200.00
As shown in Exhibit 7, the City of Placentia contributes up to $1,972 per month to family health insurance premiums for full-time Police Officer employees. This is $88 (or 4%) above the average contribution of all comparable agencies. The average monthly contribution from comparable agencies is $2,060, and the median monthly contribution is $1,550.

Exhibit 7. Family Health Insurance Comparison (Police Officer) Maximum Monthly Employer Health Insurance Contribution
Family Coverage
City
City of Fountain Valley
$3,506.29
City of Fullerton
$3,506.29
City of Buena Park
$2,119.00
City of Placentia
$1,972.00
City of Tustin
$1,800.00
City of Brea
$1,550.00
City of La Habra
$1,400.00
City of Seal Beach
$1,400.00
City of Cypress
$1,200.00
M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

180

o
As shown in Exhibit 8, the City of Placentia provides a maximum monthly employer health insurance contribution of $2,076 for family coverage for full-time Police Management employees. This amount is slightly above the contributions offered by La Habra ($1,950), Tustin ($1,800), and Cypress ($1,800) but falls below the average of $1,977 among comparable agencies. Placentia's contribution is also lower than those provided by cities such as Seal Beach ($2,332.12), Buena Park ($2,119), and Fountain Valley ($2,100), which offer significantly higher employer contributions for family coverage.

Exhibit 8. Family Health Insurance Comparison (Police Management) Maximum Monthly Employer Health Insurance Contribution
Family Coverage
City
City of Seal Beach
$2,332.12
City of Buena Park
$2,119.00
City of Fountain Valley
$2,100.00
City of Fullerton
$2,071.53*
City of Placentia
$2,076.00
City of La Habra
$1,950.00
City of Tustin
$1,800.00
City of Cypress
$1,800.00
City of Brea
$1,550.00
*City of Fullerton contributes different amounts based on plan chosen, the amount above is an average of employer contributions over four different plan options.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

181

o
As shown in Exhibit 9, the City of Placentia contributes up to $1,877 per month to family health insurance premiums for full-time Firefighter Association employees. This is $192 (or 11%) above the average contribution of all comparable agencies. The average monthly contribution from comparable agencies is $1,685, and the median monthly contribution is $1,575.

Exhibit 9. Family Health Insurance Comparison (Firefighter Association) Maximum Monthly Employer Health Insurance Contribution
Family Coverage
City
City of Poway
1 00%
City of Fullerton
$3,506.29
City of Coronado
$2,030.00
City of Placentia
$1,877.00
City of Loma Linda
$1,842.35
City of Monrovia
$1,600.00
City of Santee
$1,600.00
City of San Gabriel
$1,568.00
City of Brea
$1,550.00
City of La Verne
$1,300.00
City of Fountain Valley
$1,200.00
City of National City
$1,200.00
City of Montclair
$1,025.00
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

182

As shown in Exhibit 10, the City of Placentia provides a maximum monthly employer health insurance contribution of $2,076 for family coverage for full-time Fire Management employees.

While this amount is higher than contributions from cities such as Loma Linda ($1,700), Monrovia ($1,675), and Santee ($1,600), it falls well below the highest contribution in the study.

For example, the City of Fullerton provides a significantly higher contribution of $3,506.29, while Poway covers 100% of the employee's premium plus 6O% of family coverage. Placentia's contribution remains competitive within the mid -range of comparable agencies but is still lower than those offered by cities such as Coronado ($2,168)
Exhibit 10. Family Health Insurance Comparison (Fire Management) Maximum Monthly Employer Health Insurance Contribution
Family Coverage
City
City of Poway
100% EE + 6O% Family
City of Fullerton
$3,506.29
City of Coronado
$2,1 68.00
City of Placentia
$2,076.00
City of Loma Linda
$1,700.00
City of Monrovia
$1,675.00
City of Santee
$1,600.00
City of Fountain Valley
$1,579.00
City of San Gabriel
$1,568.00
City of Brea
$1,550.00
City of Montclair
$1,550.00
City of La Verne
$1,500.00
City of National City
$1,200.00
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

183

o
Exhibit 11 shows the number of annual hours of leave accrued for full-time City Employees who were recently hired. The City of Placentia offers a total of 176 paid hours of leave each year, which is divided into 96 sick hours and 80 vacation hours. This is identical to 6 of the 8 cities in this study. The average paid time off for this group of employees is 180 hours annually and the median is 173.

Exhibit 11. Leave Comparison: New Full -Time Employees (City) Leave for New
Full-time Employees
City
Sick Hours
Vacation
Total Paid
Time Off
City of Seal Beach
96 120
216
City of Fullerton
96 80
176
City of Cypress
96 80
176
City of Buena Park
96 80
176
City of Placentia
96 80
176
City of La Habra
96 80
176
City of Brea
96 80
176
City of Fountain Valley
96 80
176
City of Tustin
96 80
168
Exhibit 12 shows the number of annual hours of leave accrued for full-time Police Officer employees who were recently hired. The City of Placentia offers a total of 176 paid hours of leave each year, which is divided into 96 sick hours and 80 vacation hours. This is identical to 4 of the 8 comparison cities. The average paid time off for this group of employees is 200 hours annually and the median is 176.

Exhibit 12. Leave Comparison: New Full -Time Employees (Police Officer) Leave
for New Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of La Habra
120
144
264
City of Seal Beach
120
144
264
City of Buena Park
96 100
196
City of Placentia
96 80
176
City of Fullerton
96 80
176
City of Fountain Valley
96 80
176
City of Brea
96 80
176
City of Cypress
96 80
176
City of Tustin
96 80
168
M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

184

As shown in Exhibit 13, the City of Placentia provides new full-time Police Management employees with a total of 176 hours of paid leave annually, consisting of 96 hours of sick leave and 80 hours of vacation. This amount is identical to that offered by the City of Brea and falls below the average of 200 hours among comparable agencies. While Placentia's leave policy aligns with some cities, others, such as Seal Beach (268 hours) and Buena Park (236 hours), provide significantly higher total paid time off. Meanwhile, cities like Cypress (216 hours), La Habra (200 hours), and Fullerton (200 hours) also offer more generous leave benefits for new employees.

Exhibit 13. Leave Comparison: New Full -Time Employees (Police Management) Leave
for New Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Seal Beach
148
120
268
City of Buena Park
96 140**
236
City of Cypress
96 120
216
City of La Habra
120
80 200
City of Fullerton
96 104
200
City of Fountain Valley
120
80 200
City of Tustin
160
40*
200
City of Placentia
96 80
176
City of Brea
96 80
176
*City of Tustin allocates 40 hours of administrative leave to compensate for overtime. City of Tustin combines vacation and sick leave as PTO. **City of Buena Park allocates 40 hours of administrative leave in lieu of overtime. ***City of Fountain Valley offers administrative leave upon Polic Chief approval per the following: Police Lieutenants 120 hours, Police Captains 108 hours. Not reflected in numbers on table due to position specifics.

M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

185

o
Exhibit 14 shows the number of annual hours of leave accrued for full-time Firefighter Association employees who were recently hired. The City of Placentia offers a total of 216 paid hours of leave each year, which is divided into 96 sick hours and 120 vacation hours. This is lower than approximately half of all comparable agencies. The average paid time off for this group of employees is 233 hours annually and the median is 259.

Exhibit 14. Leave Comparison: New Full -Time Employees (Firefighter Association) Leave for New Full-time Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Santee
144
168
312
City of Montclair
144
144
288
City of Coronado
134
138
272
City of Brea
144
120
264
City of Monrovia
144
120
264
City of La Verne
96 166
262
City of Fountain Valley
144
112
256
City of Placentia
96 120
216
City of Poway
66 144
210
City of Fullerton
96 80
176
City of San Gabriel
36 144
168
City of Loma Linda
60 80
160
City of National City
66 37
103
M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

186

As shown in Exhibit 15, the City of Placentia provides new full-time Fire Management employees with a total of 216 hours of paid leave annually, consisting of 96 hours of sick leave and 120 hours of vacation. This is the same amount offered by National City and Santee and is above the median leave accrual of 208 hours among comparable agencies. However, it remains lower than cities such as Monrovia (376 hours) and San Gabriel (281 hours), which offer significantly more total paid time off. While Placentia's leave benefits are competitive with several cities, others, including Montclair (276 hours) and Loma Linda (212 hours), provide slightly higher vacation accruals.

Exhibit 15. Leave Comparison: New Full -Time Employees (Fire Management) Leave
for New Full-time Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Monrovia
96 280***
376
City of San Gabriel
144
137
281
City of Montclair
96 180*
276
City of National City
96 120
216
City of Placentia
96 120
216
City of Santee
96 120
216
City of Loma Linda
84 128
212
City of La Verne
96 112
208
City of Coronado
144
60**
204
City of Fullerton
96 104
200
City of Poway
144
50 194
City of Brea
96 80
176
City of Fountain Valley
96 80
176
*City of Montclair allocates 100 hours in lieu of overtime. **City of Coronado allocates 60 hours in lieu of overtime. Sick and Vacation leaves are combined. ***City of Monrovia allocates 80 hours in lieu of overtime.

M CT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

187

o
Exhibit 16 shows the number of annual hours of leave accrued for an agency's most senior full- time City Employees. The City of Placentia offers 264 paid hours of leave each year for this group of employees. This is more than six of the comparable agencies. The average paid time off for this group is 262 hours annually and the median is 256.

Exhibit 16. Leave Comparison: Senior Full -Time Employees (City) Leave
for Senior Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Seal Beach
144
168
312
City of Brea
96 200
296
City of Placentia
96 264 1
City of Fullerton
96 160
256
City of Cypress
96 160
256
City of Buena Park
96 160
256
City of Fountain Valley
96 160
256
City of La Habra
196
176
248
City of Tustin
96 120
216
IG"F City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

188

o
Exhibit 17 shows the number of annual hours of leave accrued for an agency's most senior full- time Police Officer employees. The City of Placentia offers 264 paid hours of leave each year for this group of employees. Four comparable agencies offer less paid time off and four comparable agencies offer more paid time off. The average paid time off for this group is 287 hours annually and the median is 256.

Exhibit 17. Leave Comparison: Senior Full -Time Employees (Police Officer) Leave for
Senior Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of La Habra
168
192
360
City of Seal Beach
168
192
360
City of Buena Park
96 200
296
City of Brea
96 200
296
City of Placentia
96 168
264
City of Fountain Valley
96 160
256
City of Fullerton
96 160
256
City of Cypress
96 160
256
City of Tustin
96 120
216
M CII City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

189

As shown in Exhibit 18 the City of Placentia provides senior full-time Police Management employees with a total of 264 hours of paid leave annually, consisting of 96 hours of sick leave and 168 hours of vacation. This is higher than the City of Cypress (256 hours) but falls below the average of 297 hours among comparable agencies. Cities such as Seal Beach (348 hours) and Buena Park (336 hours) offer significantly more total paid time off, while others, including Fountain Valley (320 hours) and Brea (296 hours), provide more generous vacation accruals.

Placentia's leave benefits for senior employees are competitive but remain below the median of 288 hours.

Exhibit 18. Leave Comparison: Senior Full -Time Employees (Police Management) Leave for
Senior Full-time Employees
City
Sick Hours
Vacation Total Paid Time Off
City of Seal Beach
148
200
348
City of Buena Park
96 240***
336
City of Fountain Valley
120
200
320
City of Brea
96 200
296
City of La Habra
120
173*
293
City of Tustin
248
40**
288
City of Fullerton
96 176
272
City of Placentia
96 168
264
City of Cypress
96 160
256
* City of La Habra allocates 5 additional hours of administrative leave. **City of Tustin allocates 40 hours of administrative leave to compensate for overtime. City of Tustin combines vacation and sick leave as PTO. ***City of Buena Park allocates 40 hours of administrative leave in lieu of overtime. ****City of Fountain Valley offers administrative leave upon Polic Chief approval per the following: Police Lieutenants 120 hours, Police Captains 108 hours. Not reflected in numbers on table due to position specifics.

M CiUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

190

o
Exhibit 19. Leave Comparison: Senior Full -Time Employees (Firefighter Association)shows the number of annual hours of leave accrued for an agency's most senior full-time Firefighter Association employees. The City of Placentia offers 276 paid hours of leave each year for this group of employees. This is fewer than all but two of the comparable agencies. The average paid time off for this group is 343 hours annually and the median is 334.

Exhibit 19. Leave Comparison: Senior Full -Time Employees (Firefighter Association) Leave for Senior Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Brea
144
300
444
City of Monrovia
144
180
410
City of National City
144
240
384
City of San Gabriel
133
240
373
City of Fountain Valley
144
224
368
City of La Verne
96 267
363
City of Montclair
144
290
334
City of Coronado
134
192
326
City of Santee
144
168
312
City of Poway
66 240
306
City of Placentia
96 180
276
City of Fullerton
96 160
256
City of Loma Linda
96 160
240
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

191

As shown in Exhibit 20, the City of Placentia provides senior full-time Fire Management employees with a total of 216 hours of paid leave annually, consisting of 96 hours of sick leave and 120 hours of vacation. This is the second -lowest total paid time off among the cities analyzed, surpassing only Poway (194 hours). Placentia's leave benefits fall well below the average of 303 hours and the median of 296 hours. Cities such as Monrovia (456 hours), Montclair (396 hours), and San Gabriel (366 hours) offer significantly more leave time, while even mid -range cities like Brea, La Verne, and Santee provide 296 hours of total paid time off.

Exhibit 20. Leave Comparison: Senior Full -Time Employees (Fire Management) Leave for New Full-time
Employees
City
Sick Hours
Vacation
Total Paid Time Off
City of Monrovia
96 360***
456
City of Montclair
96 300*
396
City of San Gabriel
144
222
366
City of Santee
96 200
296
City of Brea
96 200
296
City of La Verne
96 200
296
City of Fountain Valley
96 200
296
City of Loma Linda
84 208
292
City of Coronado
232
60**
292
City of Fullerton
96 176
272
City of National City
96 160
256
City of Placentia
96 180
216
City of Poway
144
50 194
*City of Montclair allocates 100 hours in lieu of overtime. **City of Coronado allocates 60 hours in lieu of overtime. Sick and Vacation leaves are combined. ***City of Monrovia allocates 80 hours in lieu of overtime.

M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

192

The City of Placentia offers vision and dental benefits fully paid by the city, with no premiums paid by the employee. Most comparison cities offer vision plans at a low monthly cost (typically $12.50 per month) for employees. Only Fullerton offers vision benefits at no cost to employees.

Dental coverage is also offered by Fullerton at no cost to employees, while employees at other comparison cities do bear some of the cost of dental coverage, as shown in Exhibit 21.

Exhibit 21. Vision and Dental Benefits Comparison
City
Vision
Dental
City of Placentia
FuII coverage paid for by the City,
no premiums paid by employees
FuII coverage paid for by the City, no
premiums paid by employees
City of Brea
VSP plans start at $12.50 per
month.

Delta Dental PPO plans cost between
$30 and $70 per month.

City of Buena
Park
VSP plan is 100% employee funded.

Delta Dental available and employees
pay a portion of cost. HMO is provided
at no cost to employees.

City of Coronado
VSP, with plans starting at
approximately $12.50 per month
Delta Dental, including PPO and HMO
options. Costs typically range from
$30 to $70 per month.

City of Cypress
VSP plans start at $12.50 per
month.

Delta Dental plans with an annual
maximum of $1,500 per person
City of Fountain
Valley
VSP plans starting at around $12.50
per month
Delta Dental plans similar to Placentia
City of Fullerton
VSP plans fully covered for eligible
employees.

Delta Dental PPO and DHMO plans,
fully covered for eligible employee
City of La Habra
VSP plans starting at $12.50 per
month.

Delta Dental PPO plans ranging from
$30 to $70 per month.

City of La Verne
VSP plans starting at $12.50 per
month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of Loma
Linda
VSP, with costs starting at $12.50
per month.

Delta Dental, with both PPO and HMO
plans available.

City of Monrovia
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of Montclair
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of National
City
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of Poway
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of San
Gabriel
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month.

City of Santee
VSP, with costs starting at $12.50
per month.

Delta Dental, with PPO plans costing
between $30 and $70 per month
City of Seal
Beach
VSP plans for employees plus their
qualified dependents, through a
cafeteria plan.

Delta Dental PPO and DeltaCare HMO
plans

City of Tustin
EyeMed vision plans costing $8.36
per month for individual coverage
Delta Dental PPO plans costing $41.78
per month for individual coverage.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report
171
193

o
In addition to health, dental, vision, and paid time off, the responding organizations provided information about the other benefits offered to their city, police department, and fire department employees, as shown in Exhibit 22. Due to the wide range of possible additional benefits, data was only collected on the most common benefits offered by organizations.

The City of Placentia offers Life Insurance, Short Term Disability, Long Term Disability, and Accident Insurance (AD&D). This is consistent with comparable agencies.

The City of Placentia does offer an Employee Assistance Program (EAP). At least 14 comparable agencies offer an Employee Assistance Program.

Exhibit 22. Additional Benefits Offered (City, Police, and Fire) Additional Benefits
City
EAP
Life
Insurance
Short Term
Disability
Long Term
Disability
AD&D
City of Placentia
Y
Y
Y
Y
Y
City of Brea
Y
Y
Y
Y
Y
City of Buena Park
Y
Y
N
Y
Y
City of Coronado
Y
Y
Y
Y
Y
City of Cypress
N
Y
Y
Y
N
City of Fountain Valley
Y
Y
Y
Y
Y
City of Fullerton
Y
Y
N
Y
Y
City of La Habra
N
Y
Y
N
N
City of La Verne
N
Y
N
Y
Y
City of Loma Linda
Y
Y
Y
Y
Y
City of Monrovia
Y
Y
Y
Y
Y
City of Montclair
Y
Y
N
Y
Y
City of National City
Y
Y
Y
Y
Y
City of Poway
Y
Y
Y
N
N
City of San Gabriel
Y
Y
N
Y
Y
City of Santee
Y
Y
Y
Y
Y
City of Seal Beach
Y
Y
Y
Y
Y
City of Tustin
Y
Y
Y
Y
Y
M CT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

194

o
Exhibit 23 shows the additional compensation for City Employees. Placentia provides a comprehensive additional compensation package that includes Education Pay at 2.50% of base salary, Longevity Pay at 5% of base salary, and Bilingual Pay of $2,100.00, which is the highest among the listed cities (tied with La Habra). This makes Placentia one of the few cities offering all three forms of additional compensation, ensuring incentives for continued education, long- term service, and bilingual proficiency. These benefits reflect Placentia's commitment to attracting and retaining skilled employees while recognizing experience and specialized skills.

Exhibit 23. Additional Compensation - PCEA
Agency
Education
Longevity
Bilingual Pay
Placentia

2.50%
5%
$ 2,100.00
City of Brea
$ -
$ -
$ 1,800.00
City of Buena Park
$ 1,080.00
3%
$ 420.00
City of Cypress
$ -
$ -
$ 1,200.00
City of Fountain Valley
$ -
$ -
$ 420.00
City of Fullerton
$ -
$ -
$ 720.00
City of La Habra
$ -
$ -
$ 2,100.00
City of Seal Beach
$ -
10%
$ 1,365.00
City of Tustin
$ -
$ -
$ 1,200.00
Exhibit 24 shows the additional compensation for Mid Managers. The table outlines additional benefits across Education Pay, Longevity Pay, and Bilingual Pay. Placentia provides one of the most comprehensive compensation packages, offering Education Pay at 6% of base salary, Longevity Pay at 5%, and the highest Bilingual Pay at $2,100.00.

Exhibit 24. Additional Compensation Mid Managers
Agency
Education
Longevity
Bilingual Pay
Placentia
6%
$ 2,100.00
City of Brea
$ -
$ -
$ 1,200.00
City of Buena Park
$ 2,400.00
3%
$ 1,800.00
City of Cypress
$ -
$ -
$ -
City of Fountain Valley
$ -
$ -
$ 900.00
City of Fullerton
$ -
$ 4,000.00
$ 720.00
City of La Habra
$ -
$ -
$ -
City of Seal Beach
$ -

7.5%
$ 1,365.00
City of Tustin
$ -
$ -
$ 1,200.00
MGTCity of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

195

Exhibit 25 shows the additional compensations for Police Officers and Police Management in the form of payment for certifications, education incentives, and special assignments. The City of Placentia offers a 2.5% to 7% increase in base salary for POST certification and a 2% to 7% increase in base salary for an Associate's or Bachelor's Degree. Special Assignments include Field Training Officer, Canine Unit, and School Resource Officer.

Exhibit 25. Additional Compensation for Police and Police Management City
Additional Compensation for Police and Police Management Certifications & Education Special Pay / Assignments
City of
Placentia
Basic POST (+2.5% base salary) (POA only)
Associate's or Int. POST (+4.5% base
salary) (POA and Police Sgts)
Bachelor's or Adv. POST (+7% base salary)
(POA and Police Sgts)
Supervisory POST (+6.5% base salary)
(Police Mgmt)
Associates Lieutenants/Captains: (+2%
base salary)
Bachelor's Lieutenants/Captains: (+4%
base salary)
Master's (Lieutenants/Captains/Chiefs:
+6% base salary)
Marksmanship Distinguished Expert ($150)
and Expert ($100) (POA only)
Bilingual ($165-250/month)
Longevity 2.5% at 7 yrs; 5% at 15 yrs (Police
Mgmt)
Investigations, Canine, Personnel and Training,
Field Training Officer, Traffic Division, School
Resources, Homeless Liaison, Administration,
Information Technology (+5% base salary)
New Employee Finder's Fee ($1,000)
City of Brea
Int. POST (+7.5% base salary)
Adv. POST (+12.5% base salary)
Master's (+5% base salary)
Mgmt. POST (+3-7% base salary)
Master's and Mgmt. POST (+8-12% base
salary)
Bilingual ($200/month)
Corporal, Investigations, K-9 Handler, Traffic,
School Resource, Downtown Liaison, Crime
Suppression, Homeless Liaison, Detective,
Professional Standards (+5% base salary)
Field Training Officer (Officer: +5% base salary;
Corporals/Sergeants: +10% base salary)
Drug Recognition Expert ($200/month)
Composite Artist Pay ($100/month)
City of Buena
Park
Int. POST (Officer: 4% base salary;
Dispatcher: $300/month)
Adv. POST (Officer: +9% base salary;
Dispatcher: $625/month)
Supervisory Leadership Institute (Officer:
+10% base salary; Dispatcher: $700/month)
Associate's (Officer: 4% base salary;
Dispatcher: $300/month)
Bachelor's (Officer: +9% base salary;
Dispatcher: $625/month)
Master's (Officer: +12% base salary;
Dispatcher: $120/month)
Bilingual ($300/month)
Detectives, Professional Standards, Commercial
Enforcement ($150/month)
Motor Officer ($250/month)
Mounted Patrol ($500/month)
City of
Cypress
Int. POST ($225/month)
Adv. POST ($425/month)
Supervisory POST ($600/month)
Associate's ($100/month)
Bachelor's ($300//month)
Bilingual ($100/month)
Longevity (3% base salary - POA)
Detectives, SIU, Task Force, Personnel & Training,
School Resource Officer, Traffic Safety, Motors,
Canine Handler (+5% base salary)
SWAT ($100/month)
M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

196

Additional Compensation for Police
and Police Management
City
Certifications & Education
Special Pay / Assignments
City of
Fountain
Valley
Int. POST (Officer: +5% base salary)
Adv. POST (Officer: +12% base salary,
Mgmt. w/ Bachelor's: +12°i° base salary)
Bilingual (Officer: $100-200/month; Mgmt: $150-
200/month)
MLongevity (9% base salary POA); (10°i° Police
Detective, School Resource, Community
Resource, Field Training Officer, Traffic Detail,
Personnel and Training ($400/month)
SWAT, Drug Recognition Expert ($200/month)
Canine Officer (+5% base salary)
City of
Fullerton
Int. POST (+3% base salary)
Adv. POST (+7.5% base salary)
Associate's (+3% base salary)
Bachelor's (+7.5% base salary)
Bilingual (+3% base salary)
Longevity (10°%° base salary)
Field Training Officer, Accident Investigator,
Motorcycle (+5% base salary)
City of La
Habra
Int. POST ($500/month)
Adv. POST ($800/month)
Supervisory POST ($1,100/month)
Associate's ($60/month) Bachelor's
($100/month)
Master's ($125/month)
Bilingual ($175-250/month)
Investigation, Personnel and Training, Traffic,
Administration, K-9, Motor, School Resource
($400/month)
Field Training Officer (+2.5-5% base salary)
City of Seal
Beach
Int. POST (Officer: $275/month; Mgmt:
$400)
Adv. POST (Officer: $375/month; Mgmt:
$500/month)
Bachelor's (Officer: $375/month; Mgmt:
$500/month)
Bilingual ($52.50/pay period)
Longevity (up to 15°i° base salary)
Motor, SWAT, Crisis Negotiator, Detective,
Administrative, Detention Services, Rangemaster
(+5% base salary)
City of Tustin
Int. POST (+5% base salary)
Adv. POST (+10°%° base salary)
Supervisory POST (+11% base salary)
Mgmt. POST (+12% bas salary)
Associate's ($175/month)
Bachelor's (Officer: $412/50/month; Mgmt:
575/month)
Master's (Officers: $462.50/month;
Captains: $600/month)
Bilingual ($275/month)
Longevity (5% base salary)
Community Impact, Homeless Liaison, Gang Unit,
Directed Enforcement Unit, Investigator, K-9
officer, Motorcycle Patrol, Professional
Standards Personnel (Officer: +5% base salary;
Sergeants: +3% base salary)
Field Training Officer (+7% base salary)
M C�F
City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

197

Exhibit 26 shows the additional compensation for Firefighters and Fire Management in the form of payment for certifications, education incentives, and special assignments. The City of Placentia offers a $195 monthly bonus for a Firefight Certification while fire management can receive $245-260/month for Captain, Company Officer, or Chief Officer Certification. Special Pay includes a bilingual bonus of $175/month.

Exhibit 26. Additional Compensation for Firefighters and Fire Management Additional Compensation for Firefighters and
Fire Management
City
Certifications & Education
Special Pay / Assignments
City of Placentia
Firefighter Cert. ($195/month)
Fire/Patrol Engineer Cert. ($223/month)
Fire Captain Cert. ($260/month)
Batt Chiefs Company Officer/Chief Officer Cert.

Max 2 certificates: ($245/month)
Associate's (+2% base salary)
Bachelor's (+4% base salary)
Master's (+6% base salary)
Bilingual ($165/month)
Longevity: (9% base salary
Firefighters); (5% Fire Mgmt)
City of Brea
Paramedic Recertification ($500)
Rescue Specialist, Truck Academy, Investigator,
Confined Space Operational Technician, Public
Education, Fire Prevention, Company/Chief Officer
($500/year per certificate)
Bilingual ($100/month)
Fire Administration (+10°i° base salary)
Fire Division Chief (+10°i° base salary)
Fire Deputy Chief (+20% base salary)
City of Coronado
Paramedic Recert. ($412.50/year)
Associate's ($80/month)
Bachelor's ($160/month)
Paramedic (Engineer: +4% base salary;
Captain: +2% base salary)
City of Fountain
Valley
Paramedic Recert. ($350-650 one-time bonus)
Firefighter II Cert. (+5% base salary)
Fire Officer Cert. (+9% base salary)
Chief Officer Cert. (+9% base salary)
Strike Leader Cert. (+0.65% base salary)
Longevity (9% base salary)
Paramedic (+14.5% base salary)
Fire Engineer (+1% base salary)
Administrative Fire Captain (+15.2%
base salary)
City of La Verne
Chief Officer ($1,750/year)
Company Officer Cert. ($1,500/year)
Driver Operator Cert. ($600/year)
CICCS Qualification ($1,000/year)
Associate's (+2.5% base salary)
Bachelor's (+5% base salary)
Bilingual ($75/month)
Paramedic (+15% base salary)
SCBA, Telestaff, Arson Investigator,
Haz Mat, Urban Search and Rescue,
PPE Specialist ($175/month)
City of Loma Linda
Firefighter II Cert. (+3.5% base salary)
Company Officer Cert. (+4% base salary)
Chief Officer Cert. (+5% base salary)
Exec. Officer Cert. (+5% base salary)
Int. Fire Cert. ($300-350/month)
Adv. Fire Cert. ($325-400/month)
Associate's (+3% base salary)
Bachelor's (+5% base salary)
Master's (+7% base salary)
Paramedic ($400)
Fire Inspector (+4.5% base salary)
Fire Marshal (+5.5% base salary)
City of Monrovia
Chief Officer Cert. ($450/month)
Fire Officer Cert. ($400/month)
Associate's ($275/year)
Bachelor's ($425/year)
Master's ($575/year)
PhD ($725/year)
Tiller Truck ($100/month)
EMT ($450/month)
USAR ($100/month)
M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

198

1 Additional Compensation for Firefighters and
Fire Management
City
Certifications & Education
Special Pay / Assignments
City of Montclair
Education Reimbursement (up to $1,300/year)
Bilingual ($50/month)
Longevity (12.5% base pay)
Haz Mat ($100/month)
City of National City
Fire Investigation ($500/year)
Education Reimbursement (up to $2,500/year)
EMT -P (+15% base salary)
Acting Assignments (+5-10% base
salary)
Longevity ($30/month at 25 years)
City of Poway
Associate's ($250 one-time)
Bachelor's ($500 one-time)
Paramedic Recert. ($1,800/year)
City of San Gabriel
Fire Officer Cert. & Associate's (+6% base salary)
Chief Fire Officer Cert ($300/month)
Master's or Executive Chief Officer Cert.
(Management: $600/month)
Master's & Executive Chief Officer Cert.
(Management: $800/month)
Paramedic Coordinator, Auxiliary
Coordinator, Community Emergency
Response Team, SCBA Team
($250/month)
Urban Search & Rescue ((FF:
$250/month; Management:
$350/month)
Arson Investigator (FF: $250/month;
Management: $350/month)
City of Santee
Fire Science (+1.5-3% base salary)
Associate's (+4.5% base salary)
Bachelor's (+6% base salary)
Acting Battalion Chief (+16% base
salary)
Paramedic Bonus ($1,000 one-time)
Preceptor/Mentor ($2,500/training
series)
M C�F
City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

199

Considerations

1. Health Insurance Contributions:
• The City of Placentia's employee -only health insurance contribution is significantly below average:
o General Employees: $722/month (40% below average)
o Police Officers: $735/month (27% below average)
o Police Management: $744/month (27% below average)
o Firefighters: $722/month (41 % below average)
o Fire Management: $744/month (41 % below average)
• Family coverage contributions are slightly above average but do not compensate for the low employee -only contribution.

2. Paid Time Off (PTO):
• General & Police Employees:
o New hires receive 176 hours, slightly below comparable cities' average of 180 hours.
o Senior employees receive 264 hours, below the median of 287 hours. • Firefighters:
o New hires receive 216 hours, below the median of 259 hours. o Senior employees receive 276 hours, among the lowest in comparable cities. • Fire Management:
o Receives 216 hours, well below the average of 303 hours.

3. Other Benefits:
• Vision and Dental: Placentia covers 100% of employee premiums, making it competitive compared to most cities where employees contribute.
• Disability & Life Insurance: The city offers basic short-term disability, long-term disability, life insurance, and AD&D, aligning with comparable agencies. • Employee Assistance Program (EAP): Available at no cost, similar to most comparable cities.

4. Additional Compensation:
• General & Mid -Managers:
o Offers education pay (2.5-6%), longevity pay (5%), and bilingual pay ($2,100/year), making it one of the best compensation structures.
• Police Officers & Management:

M GUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report
178
200

o
o POST certifications pay ranges from 2.5% to 7%, competitive with other agencies. o Longevity pay (5-9%) and special assignments (5% premium) align with most cities.
• Firefighters & Fire Management:
o Certification and education pay is lower than most comparable agencies. o Bilingual pay ($165-175/month) is competitive.

Summary of Benefits and Total Compensation Analysis
MGT compiled a comprehensive total compensation analysis for key employee groups, including Police, Fire, the Placentia City Employees Association (PCEA), and Placentia Mid Managers. This analysis highlights not only base salary but also additional forms of compensation such as incentive pay, specialty pay, and employer -paid benefits.

While complete total compensation estimates were developed for the Police and Fire classifications, full calculations for PCEA and Mid Managers could not be completed due to the wide variety of classifications and pay ranges within those groups. Nonetheless, the report provides a detailed overview of the additional compensation offered to each group.

The data supporting this analysis, including detailed charts and breakdowns, can be found in Appendix C.

M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

201

o
Recommendations

1. Increase Health Insurance Contributions:
• Bring employee -only contributions closer to the average ($1,203) to improve competitiveness and attract top talent.
• Prioritize police and fire employees as contributions are well below market standards (- 41%).

2. Enhance PTO Accruals:
• Increase PTO for general and police employees to at least 180 hours for new hires and 280+ hours for senior employees to match industry standards. • Increase firefighters' senior PTO accrual from 276 to 300+ hours to improve retention.

3. Enhance Fire Compensation:
• Increase certification pay and education incentives for firefighters and fire management to align with other cities.

4. Evaluate Cost -Effective Benefit Enhancements:
• Consider tiered longevity bonuses to reward retention. • Explore health savings accounts (HSA) contributions to supplement lower employer contributions.

By implementing these recommendations, the City of Placentia can enhance employee retention, boost recruitment competitiveness, and improve workforce satisfaction.

M CiUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

202

CONCLUSION
This report serves as an opportunity for the City of Placentia to discuss and analyze its next best steps regarding its job descriptions and compensation plan. The MGT Consulting Group understands there may be some constraints which impact the implementation of some of the recommendations. Realities such as Placentia's policies, organizational culture, and financial projections are some examples.

MGT Consulting Group thanks the employees and administrators for their time and attention to this portion of the study and looks forward to continuing this project.

M COT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

203

i
Appendix A: MANAGEMENT ISSUES PAPER (MIP)

MANAGEMENT ISSUES PAPER
This tool 15 designed to collect information about specific concerns :that you may have related to your organization's current compensation and classification system. The information that you submit will be used to assist MGT Consulting iroupr in the overall position evaluation and to make recommendations for updating and improving the current system.

Yorr Name:

Your Classification Yrtle:

Department Name:

Management Issue Detail:

I. OFFICIAL CLASSIFICATION TITLE [JOB TFVLE1 RELATED TO ISSUE:

II. EMPLOYEES IN CLASS RELATED TO THE ISSUE:
(PleaselistcanvassofaessrrtraanbErrr3.Thebackofthfspapermaybevsedfaraddrtiarrraisparer neressaryk_ W. DESCRIPTION f RESOLUTION OF ISSUE:

CHECiLr4LL

THAT APPLY
NA1!JRE OF ISSUE

RECOMMEIILIED RESOLUTION
Aecru tmentfRetention of qualified employees
Current Pay Grade/Salary Range should be
revised/updated
Recommended New Pay Grade or Salary Range:

Classifiretion Title should be revised/updated
Recommended New Title:

Career PathlAd'ancementfix this Classi1 Lion
Recommended New Series or Advancement level::

Other 1please briefly describe)
IV. BACKGROUND OF ISSUE:

Please briefly describe the nature of the issue(s) checked in Part III:

Are other related classifications comparable to this classification in terms of required skill.. effort, responsibility or working conditions? Please Iisttitles and pay grades:
ti0* MGT
1IPage
J-1
M CIUF City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

204

1 Appendix B: JOB CONTENT QUESTIONNAIRE (JCQ)
T JOB CONTENT QUE TIOI NAIRE@ (JCQ)

CONSULTING CRCAJP
The following survey is designed to collect information about your role in the organization and the job that you perform. The data collected from this survey will be analyzed to develop a classification and compensation structure for your organization that is equitable and market corn petitive.

Survey results may be used to:
• Create accurate and up -too -date job descriptions.
• Determine if Job titles accurately reflect the position and duties. • This information will form the basis of market competitiveness and Equal Pay for Equal Work analyses.

This survey will NOT:
• Determine haw well you perform your job. This is not a performance evaluation. • Evaluate the need for a position or seek to eliminate roles.

This survey includes four main sections:

I. Basic Job -Related Information
Section 1.0 — Employment Status
I I.

Job Description. Duties, Responsibilities, and Requirements Section 2.0 —Job Description
Section 3.0 —Job Duties
Section 4.0 — Knowledge, Skills, and Abilities
Section 5.0 — Function within the Organization
Section 6.0 — Educational Preparation
Section 7.0 — Experience Required
III. Work Performed, Responsibility and Leadership, Communication, and Decision -Making Job Factors Section 8.0 —Work Performed
Section 9.0 — Responsibility and Leadership
Section 10.0 —Communication
Section 11.0 — Decision -Making
IV. Financial Authority, Tools and Equipment, and Physical Job Factors Section 12.0 — Financial Authority
Section 13.0 — Tools and Equipment Usage
Section 14.0 —Working Conditions and Physical Requirements M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

205

r

BASIC JOB -RELATED INFORMATION
Name
E mail Phone
Supervisor's Name
Supervisor's E-mail
SECTION 1.0 - EMPLOYMENT STATUS
Offi€iaf Job Title:

Working Title:*
*Unofficial title if different from official title.

Status (choose one :
a
❑ Full-time
Part-time

JOB DESCRIPTION, DUTIES, RESPONSIBILITIES, AND REQUIREMENTS SECTION 2.0 - JOB DESCRIPTION

1. Please provide a brief general description of the purpose and responsibilities of your position. Please do not list specific duties here. You will list your specific duties in Section 3,0,

2. Indicate the number of Full-time and Part-time individuals you supervise:
(Supervision 1s the management orsupervrsron of employees who report directly to you.) Full Time Part -Time
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

206

1 SECTION 3.O - JOB DUTIES

1. Please list the major job duties of your position and indicate the percentage of time that you spend annually on each major job duty.
(The % of Tinge column should total i00 percent)

ESSENTIAL DUTIES
Example 1 - Prepare briefing documents on cash availability_ Example 2 - Address citizen concerns on permit applications_ Example 3 - Develop complex software solutions for internal users_ % OF TIME
2O
55 25

ESSENTIAL TASKS
%OF11ME
PERCENT OF TIME SHOULD TOTAL 100%

2. Please describe any additional related job duties:
(if you need mare space, cantirrue on o sheet of paper and staple it to the bock of the questionnaire.) lvi GU City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

207

SECTION 4.0 - KNOWLEDGE, SKILLS, AND ABILITIES

1. Please describe the Knowledge, Skills, and Abilities necessary to perform the functions of your job.

Knowledge, Skiffs, and Abilities are additional qualifications arrd attributes that are necessary to successfully perform the functrans of a specific/ob.

Examples of such statements include:
• Knowledge of maintenance equipment and procedures
• Knowledge of operations, services, and policies.
• Knowledge of general office procedures and protocols. • Knowledge of financial rules, regulations, laws, and procedures. • Skill in cutting board to within 1-16" inch of required measurement. • Skill in typing 40 words -per -minute.
• Ability to communicate effectively orally and in writing.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

208

SECTION 5.0- FUNCTION WITHIN THE ORGANIZATION

1. Please indicate the following organizational level that most closely matches your position within the organization and skip to the section indicated in parentheses at the bottom of this page. Once you have completed the section indicated in the parentheses, skip to Section 6.0 Educational Preparation. ❑ Clerical/Manual (skip to SECTION 5.1) - Work involves clerical tasks;following standardized procedures, techniques, or procedures; and carrying out practices according to standards set by a supervisor or employers_
❑ Technical/Paraprofessional (skip to SECTION 5.1) - Work involves inspecting, measuring, or comparing to a standard; utilizing special training to perform a defined function; following standardized procedures, techniques, or procedures.

Computer Professional (skip to SECTION 5.2) - Work involves maintaining/supporting computer software, hardware, or operating systems through activities like programming, designing, developing, documenting, and analyzing computer systems or software_
Administrator (skip to SECTION 5.3) - Work is directly related to assisting with running or servicing of the business or department
❑ Professional (skip to SECTION 5.3) - Work requires advanced learning acquired by a prolonged course of specialized intellectual instruction; or work involves advising clients or assisting customers or clients with running their business_
❑ Executive/Managerial (skip to SECTION 5.4) - Wort involves managing employees; planning, designing, ar overseeing the implementation of organization projects or policies.

Artistic Profession (skip to SECTION 6.0) - Work requires invention, imagination, originality, or talent in recognized field of artistic or creative endeavor.

Protective Services (skip to SECTION 6.0) - Work involves preventing, controlling, or extinguishing fires of any type; rescuing fire, crime or accident victims; preventing or detecting crimes; conducting investigations orinspectionsfor violations of law; pursuing, restraining, and apprehending suspects; detaining or supervising suspected and convicted criminals, including those on probation or parole; or other, similar activities.
❑ Outside Sales {skip to SECTION 6.0 - Worktakes place away from employer's place of business and involves making sales_
If you chose ClericalfManual or Technical/Paraprofessional, skip to SECTION 5.1_ If you chose, Computer Professional, skip to SECTION 5.2.

If you chose Administrator or Professional, skip to SECTION 5.3_ If you chose Executive/Managerial, skip to SECTION 5.4.

If you chose Artistic Profession. Protective Services. or Outside Sales, skip to SECTION 6.0.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

209

1 SECTION 5.1- ADMINISTRATIVE DUTIES
Only complete this section if you selected Clerical/Manual or Technical/Porapriof ssionai in Section la, Function within the Organization. Next. skip to Section 6.0 Educational Preparation.

1. Do your primary duties involve performing office or non -manual work directly related to management or general business operations of your employer or its clients? For example, do you perForm work directly related to assisting with the running or servicing of the business, such as working on a manufacturing production linear selling a product in a retail or service establishment_ This in dud „. but is not limited to, work in functional areas such as finance; quality control; purchasing/procurement; marketing; research; safetyJheafth; human resources; public or government relations; network/database administration; compliance; and similar activities_ ❑ Yes ❑ No

2. Do your primary duties include the exercise of discretion and independent judgment in matters of significance?
Discretion and independent judgment implies that the authority to make on independent choice, free from immediate direction or supervision_ NOTE: You con exercise discretion and independentjudgment even if your decisions or recommendations are reviewed at o higher level.

Consider the following factors and check the applicable factors to guide you in determining whether to answer yes or no.
• Have authorityto formulate, affect, interpret, or implement management policies or operating practices
• Perform work that affects operations to a substa ntial degree • Have authorityto waive or deviate from established policies and procedures, without prior approval • Have authority to negotiate and bind the organization on significant matters or that have financial impact
• Provide consultation or expert advice to management; involved in planning long- or short-term objectives
• Investigate and resolves matters of significance on behalf of management • Re present the organization in handling complaints, arbitrating disputes, or resolving grievances • Make recommendations about significant matters to supervisors for action after compaling and evaluating possible courses of action
❑ Yes ❑ No
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

210

1 SECTION 5.2 - COMPUTER DUTIES
Only complete this section if you selected Computer Professional in Section 5.6 Function within the Organization.

Next. skip to Section &O, Educational Preparation.

1. Select 'Yes" if your primary duties consist of the following:
■ The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software, or system functional specifications • The design, development, documentation, analysis, creation, testing or modification cif computer systems or programs, including prototypes, based on and related to user or system design specifications
■ The design, documentation, testing, creation or modification of computer programs related to machine operating systems
■ Acombination cif the aforementioned duties, the performance of which requires the same level of skills
❑ Yes ❑ No
lvi GU City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

211

1 SECTION 53 - ADMINISTRATIVE AND PROFESSIONAL DUTIES
Orly complete this section if you selectedAdministrator or Professionol in Section 5,f# function within the Organization. Next. skip to Section b.0, Educational Preparation.

1. Do your primary duties involve performing office or non -manual work directly related to management or general operations of your employer or its clients?
▪ Yes ❑ No

2. Do your primary duties include the exercise .of discretion and independent judgment in matters of significance?
Discretion and independent judgment implies that the authority to make an independent arroice, free from immediate direction or supervision. NOTE You can exercise discretion and independent judgment even if your decisions or recommendations are reviewed at a higher level.

Consider the following factors to guide you in determining whether to answer yes or no. • Have authority to formulate, affect, interpret, or implement management policies or operating practices
• Carry out major assignments in conducting the operations of the organization • Perform work that affects operations to a substantial degree • Have authority to commit the employer in matters that have significant financial impact • Have authority to waive or deviate from established policies and procedures, without prior approval • Have authority to negotiate and bind the organization on significant matters • Provide consultation or expert advice to management; involved in planning long- or short-term objectives
• Investigate and resolves matters of significance on behalf of management • Represent the organization in handling cornplaints, arbitrating disputes, or resolving grievances • Make recommendations about significant matters to supervisors for action after comparing and evaluating possible courses of action
• Yes ❑ No
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

212

1 3. Does your primary duty consist of work requiring advanced knowledge in a field of science or learning acquired by a prolonged course of specialized intellectual instruction as distinguished from a general academic education?
Consider the following factors and definitions before answering yes or no. ▪ "Advanced knowledge" means work that is predominateiyintellectual in character, and which includes work requiring the consistent exercise of discretion and judgment ▪ Advanced knowledge is generally used to analyze, interpret or make deductions from varying fact or Circumstances
▪ Advanced knowledge cannot be attained at the high school level ▪ "Prolonged course of specialized intellectual instruction" means that the learned professional exemption is limited to professions where specialized, academic training is a standard prerequisite for entering the profession
❑ Yes ❑ No

4. Does your work require the use of creativity, invention, or imagination in a recognized field of artistic endeavor?
❑ Yes ❑ No

5. Is your work predominantly intellectual and varied in character rather then routine mental, manual, mechanical or physical work?
❑ Yes ❑ No
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

213

1 SECTION 5.4 - EXECUTIVE DUTIES
Only complete this section if you selected €xecufive in Secik rI 5.0 Function within the Organization, Next, skip to Section 6.0, Educational Preparation.

1. Does your primary duty consist of managing a department or subdivision? Factors to consider in determining importance of duty are:
• Supervising and directing the work of other employees, ordering items, managing the budget and authorizing
• The relative importance of your management duties as compared with other types of duties • The amount of time you spend performing management work. Usually spending more than 50% of onestime performing management work will satisfy the primary duty requirement, but one can spend less time and also meet the primary duty requirement based on otherfactors • Your relative freedom from directsupenhision
• The relationship between your salary and the wages paid to other non -management workers fo r the same kind of non -management work
Consider the following management duties to guide you in determining whether toanswer yesorno. • Supervising employees and/or interviewing, selecting, and training of employees • Setting and adjusting pay r tes and work hours
• Directing the work cif employees
• Conducting performance appraisals
• Handling employee complaints and grievances
• Disciplining employees
• Planning work and .apportioning the work among the employees • Running or servicing a organization, such as determining the items to be bought, stocked and sold • Planning and controlling the budget
• Monitoring or implementing legal compliance measures
❑ Yes ❑ No

2. Do you have the authority to hire and fire employees or do you provide suggestions or recommendations regarding hiring, firing, and advancement decisions, which are given weight in the decision -making process?
To determine weight, consider the following factors:
• The degree to which your duties require making suggestions and recommendations • The frequency with which suggestions and recommendations are made or requested • The frequency with which your suggestions and recommendations are relied upon Note: You need not have authority to make the ultimate decision_ Suggestions and recommendations may be reviewed by a higher level manager
❑ Yes ❑ No
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

214

3. Do you regularly direct the work of two or more full-time employees? ❑ Yes ❑ Na

4. Do you decide when to perform non -management duties, and when performing such duties do you remain responsible for the success or failure of the organization's operation? ❑ Yes ❑ No

5. Are you a shift manager or leader?
Typically a shift manager is not responsible for success or failure of the b&sirness operation, but rather directs employees while also performing similar work to the employees_ ❑ Yes
No
G. Does your primary duty consist of work requiring advanced knowledge in a field of science or learning acquired by aprolon.ged course of specialized intellectual instruction as distinguished from a general academic education?
Consider the following factors and definitions before answering yes or no. • "Advanced knowledge" means work that is predominately intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment • Advanced knowledge is generally used to analyze, interpret or make deductions from varying facts or circumstances
• Advanced knowledge cannot be attained at the high school level • "Prolonged course of specialized intellectual instruction" means that the learned professional exemption is limited to professions where specialized, academic training is a standard prerequisite for entering the profession
❑ Yes
No

7. Does your work require the use of creativity, invention, or imagination in a recognized field of artistic endeavor?
❑ Yes ❑ Na

8. Is your work predominantly intellectual and varied in character rather than routine mental, manual, mechanicaI or physicaI work?
❑ Yes ❑ N
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

215

SECTION 6.0 - EDUCATIONAL
i. What level of education is required for your position? ❑ Up to and including some high school
❑ Completion of high school{GED
❑ Some college
❑ Completion of Associate's degree
❑ Completion of Bachelor's degree
❑ Some graduate work
❑ Completion of master's degree
❑ Completion of doctorate degree

2. If applicable, please indicate the field required for this position's education degree {e.g. Bachelor's in English).

3. What certifications, licenses, or professional designations, if any, are required for your position?

4. What certifications, licenses, or professional designations, if any, are preferred for your position? SECTION 7.0 - EXPERIENCE

1. How much experience is required for your position?
❑ No experience required
❑ & months
❑ 1 year
❑ 2 years
❑ 3 years
❑ 4 years
❑ 5 years
❑ 6 years
❑ 7 years
❑ B years
❑ Over Syears

2. If applicable, please indicate the field required for this position's years of experience {e.g. 1 year of experience in administrative support).

3. Can education be substituted for experience?
❑ Yes ] No

4. Can experience be substituted for education?
❑ Yes ❑ Na
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

216

i
III. WORT[ PERFORMED, RESPONSIBILITY AND LEADERSHIP, COMMUNICATION, AND

DECISION -MAKING JOB FACTORS
SECTION 8.0 - WORK PERFORMED
Please read each statement below and check the one that is the closest match to your major job duties.

FACTOR
FACTOR
Perform clerical or manual tasks
Example=
May copy, compile, maintail basic files systems or enter data, or compute data using addition, subtraction, multiplication, and division; or compare items against a standard; or operate light equipment such as lawn mowers, floor buffers, pickup truck, van; or perform general housekeeping/custodial duties.

Perform clerical or manual tasks involving intensive understanding ofe field, unit or division Example=
May summarize, tabulate, Of format data or information, or gather data and information for later evaluation; or perform arithmetic operations induding basic geometry or algebra, including computing discounts, interest rates, ratios and/or percents; or uses or operates medium use equipment such as chainsaws, mowing equipment; or journeyman level trades work.

Perform specialized technical work involving data collection, evaluation, analysis, and troubleshooting, or reports on operations and activities of a department. or performs general coordination of individual or departmental activities
Example=
May use descriptive statistics, advanced geometry or algebra; requires the use of a wide range of administrative and/or technical methods in the solution of problems; or operate heavy construction equipment; or perform master level trades duties.

Perform entry level professional work including basic data analysis and synthesis, or report on operations and activities of an organization; or perform quality assurance and compliance activities Example=
May use advanced algebra, inferential statistics, and/or financial models_ Perform professional level work requiring a wide range of administrative, technical, scientific, engineering,, accounting, legal, or managerial methods applied to complex problems Example=
May plan or direct the sequence of department or division activities Perform professional or managerial work including advanced data analysis and synthesis Example=
May develop policies, procedures, or methodologies based on new facts or knowledge; or interpret or apply established policies.

Perform advanced professional work methods toformulate important recommendations or make technical decisions that have an organization -wide impact
Example=
May require the use of creative ability and resourcefulness in the analysis and solution of complex problems; may develop new approaches or methodologies to solve problems not previously encountered.

Perform executive or expert professional work to establish polity, long-range plans, and programs, identify funding sources and allocate funds
Example-.

May develop or use theoretical mathematical concepts to form ul ate new techniques, or make decisions that impact both the organization and the discipline.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

217

SECTION 9.0 - RESPONSIBILITY AND LEADERSHIP
Please read each statement below and check the one that is the closest match to your major job duties.

CLOSEST
FACTOR
FACTOR
Follow instructions or work orders; or read routine sentences, instructions, regulations, or procedures.

Follow technical instructions, procedure manuals and charts to solve practical problems, or compose routine or specialized reports or forms and business letters, or ensure compliance with clear guidelines and standards.

Follow complex technical instructions, solve technical problems, or disseminate information regarding policies and procedures; may compose unique reports or analysis, or provide extensive customer service to internal or external customers_
Follow complex rules or systems, using professional literature and tedi nical reports., or enforce laws, rules, regulations, or ordinances.

Supervise, instruct, or train others through explanation, demonstration, and supervised practice or make recommendations based on technical expertise.

May have first -level supervisory duties including administration of performance feedbad€. or coordinate work activity schedules for teams.

Direct, manage, or lead others; may determine work procedures, assign duties, maintain harmonious relations, or promote efficiency; may develop and administer operational programs; or may write or present extremely complex papers and reports.

Formulate and issue policies, procedures, and instructions; responsible for long term planning within an agency, department or division_
Guide organization -wide development; leads the development of organization mission, vision, and principles; directs capital improvement initiatives_
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

218

SECTION 10.0 -COMMUNICATION
Please read each statement below and check the one that is the closest match to your major job duties.

CLOSEST
FACTOR
FACTOR
Communicate using routine sentences, compFete routine job forms and incident reports, or commun irate routine information regarding daily activities_
Communicate to convey or exchange general work -related information or service to internal or externaI customers.

Communicate information to guide or assist people; may give instructions or assignments to helpers or assistants_
Communicate with internal and external groups, write manuals and complex reports, persuade or influence others in favor of a service, point of view, or course of action_ Communicate information a mongco-workers, customers, vendors, and management; or speak before professional and civic groups; may write complex articles and reports or develop presentations for specialized audiences; may read scientific or technical journals or reports_ Communicate with operational and functional leaders; read and interpret professional materials involving advanced bodies of knowledge_
Communicates through negotiation and consensus building to exchange ideas, information, and opinions or develop decisions, conclusions, or solutions_
Communicate with key stakeholders to affect long term planning and to secure organization position and resources_
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

219

SECTION 11.0 - DECISION -MAKING
Please read each statement below and check the one that is the closest match to your major job duties.

CLOSEST
FACTOR
FACTOR
Perform routine or semi -routine work under direct supervision.

Requires very few decisions, affecting only the individual_ Perform sem -routine work involving set procedures, but which may require problem -solving, serve clients or co-workers, or respond to requests.

Requires some decisions that affect a few co-workers_
Perform semi -skilled work involving some set procedures and frequent problem -solving.

Requires frequent decision -making affecting co-workers or the general public, may be responsible for providing information to those who depend on a service_ Perform skilled work involving almost constant problem solving.

May be responsible for actions of others, requiring almost constant decisions affecting co-workers, clients or others in the general public_,
Perform coordinating work involving guidelines and rules with constant problem -so Iving_ May be responsible for actions of others requiring development of procedures and constant decisions affecting subordinate workers, clients, or others in the general public.

Perform management and supervisory work involving policy and guideline interpretation, solving both people and work -related problems.

Decision -making is a significant part of jab, affecting a large segment of the organization and the general pu bl is
Perform advanced professional work invohring the application of principles of logical thinking to diagnose or define problems, collect data and solve abstract problems with widespread unit or organization impact.

Work in a highly dynamic environment, responsible to establish goals, objectives and policies.

Perform executive work involving the application of broad principles of professional management and leadership to new problems for which conventional solutions may or may or exist.

Responsible for long-range goals, planning, and methodologies; works in an evolving environment with emerging knowledge and technologies, competing priorities, and changing politics.

M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

220

1 IV. FINANCIAL AUTHORITY, TOOLS AND EQUIPMENT, AND PHYSICAL JOB

FACTORS
SECTION 12.0 - FINANCIAL AUTHORITY
Please read each sentence below and select all factors that represent the financial authority your job entails. (Check all that apply. )
• None/Not Applicable
] Handle cash transactions; prepare and process purchase orders_ ] Bill or reconcile records, including departmental budget records and other related information such as subcontracts.

J Manage inventory, property, or loss control.

J Administer benefits by determining individual eligibility and coverage levels or determining compensation Ievels_
] Purchasing authority: the ability to purchase goods or services worth more than $100 without securing approval from another authority or Financial Recommendations: the ability to make recommendations that impact resource allocation_
J Manage or administer budget within assigned department. ❑ Budget or allocate funds within or across departments or divisions.

SECTION 13.0 - TOOLS AND EQUIPMENT
Please read each statement below and select all factors that represent the tools or equipment you use to perform your job. (Check all that apply_)
• None/Not Applicable
] Use office machines such as copiers or calculators_
] Use computers for data entry; or handle, use, or repair hand-held power equipment or light machinery_
• Use computers for word processing, spreadsheets, PowerPoint presentations or custom applications or operate or repair large shop equipment and machines or operate or repair vehicles or use firearms_
] Use, develop, or repair electronics or complex software, hardware, or network systems; operate, install, test or inspect heavy or complex machinery_
J Supervise the activities of those operating or repairing co rnplex machinery or technology systems_ J Interpret policyand establish methods and procedures for acquiring, installing, testing, operating or repairing machinery or technology systems_
] Establish policy for the acquisition, installation, testing, operation, and maintenance of machinery or technology systems_
j Establish Tong -range plans and programs for capital improvements, majorcanstruction projects, or new technology systems_
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

221

SECTION 14.0 - PHYSICAL JOB FACTORS
Pieose provide details for the working conditions and physical demands thot ore reothred to succesgui y perform your job_

1. Which of the following physical conditions and haaardsare encountered in your position? (check all that apply)
❑ Indoor environment
❑ Outdoor environment
❑ NOi5e
❑ Extreme temperatures
❑ Vibration
❑ Moisture andfor humidity
❑ Dust
❑ Fumes
❑ Gases
Poor ventilation
Electrical hazards
Me Chan ica l hazards
Chemical hazards
Explosive hazards
Burn hazards
Potential for violence/physical altercations
Other
Other

2. How much time is spent doing the following activities in your position? Example: Positron requires sitting over 2/3 of the time.

ACTIVITY

AMOUNT OF TIME SPENT
None
Under 113
1{3 to 1/3
Omer 7/3
Standing
❑
❑
❑
❑
Walking
❑
❑
❑
❑
Sitting
❑
❑
U
❑
Grippingffeelingwith hands;
typing/repetitnre movement
❑
❑
❑
❑
Reaching with hands and arms
U
❑
❑
❑
Climbing or balancing
U
❑
U
❑
Stooping, kneeling, crouching or crawling
U
❑
U
❑
Talking or hearing
U
❑
U
❑
Tasting or smelling
❑
❑
❑
❑
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

222

1 3. Does this job require that weight be lifted? If so, how much and how often? Example: Position requires lifting up. to 25 pounds oti+er 2/3 of the time.

PHYSICAL REQUIREMENT: WEIGHT LIFTED

AMOUNT OF TIME SPENT
None
U1/3 r
1/3 to 2(3
Over 2/3
❑
❑
Up to 10 pounds
❑
❑
❑
Up to 25 pounds
❑
❑
❑
Up to 54 pounds
❑
❑
❑
❑
Unto 100 pounds
❑
❑
❑
❑
More than 104 pounds
❑
❑
❑
❑

4. Does this job have any special vision requirements? (Check all that apply_) • No special vision requirements_
] Close vision {clear vision at 20 inches orles}
❑ Distance vision (clear vision at 20 feet or morel
❑ Color vision (ability to identify and distinguish colors) ❑ Peripheral vision (ability to observe an area that can be seen up or down ortothe left and right when vision is fixed on a given point)
] Depth perception (three-dimensional vision, ability to judge distances and spatial relationships) ❑ Ability to adjust focus (ability to adjust the eye to bring an object into sharp focus) lvi GU City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

223

SUPERVISOR'SCOMMENTS
Supervisor Instructions:

Please review your employee's questionnaire carefully and check if you agree or disagree with the employee's choices or statements_ Note any additional information that you feel is important to the understanding of this employee's work_ If you disagree with any of the levels checked or statements made in this questionnaire, we ask that you do. not change any response nor ask the employee to char e a response. Rather, please indicate your comments on this page_ If you need additional room, please add a page and staple it to this questionnaire_ Each section must be reviewed. Failure to review each section thoroughly and to complete this section of the questionnaire will result in a delay in the evaluation process_ Thank you for your time and attention to this process_

SECTION
AGREE

DISAGREE

COMMENTS
i_0
❑
U

2.0 ❑
❑

3.0 ❑
U

4.0 ❑
❑

5.4 ❑
❑

6.0 ❑
❑

7.0 U
❑
&0
❑
❑

9.4 U
❑
10_o
U
❑

11.0 ❑
U
12D
❑
U

13.0 ❑
U
14J0
❑
❑
Additional Comments:
certify that ; have read and reviewed this questionnaire and that J' drove noted any additional information or areas of dtsagreernent to the best of my abiI ty.
.Supervisor's Signature Date
M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

224

1 M GT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

225

1 Appendix C: PRE -STUDY PAY PLAN
Mager Salary Othedule
lab CIa33 and Annual Salary 5thtdul4
ER4Nrte July 7, 2024
A
101 DUGS
Pay
Index
STEP A
STEP 5
STEP0
STEP D
STEP S
HI.

MOMMly
Annual
Hr.

MOMhl5
Annual
Hr.

MOMhIy
Annual
Hr.

Monthly
Annual
Hr.

MOMMY
Annual

ACCOUNT CLERK
ACCLK

21.68 3,758.17
45,038.06

22.85 3,961.11
47,533.35

24.09 4,17501
50,100.15

25.39 4,460.47
52,50558

26.76 4,636.09
55,617.07

ACCOUNTANT
ACCNT

36.19 6,272.63
75,171.53
3609
5,585.25
79,33511

39.90 4,915.57
61,986.86
4189
7,26135
67,134.19

43.99 7,424.42
91,493.01

ACCOUNTNG MANAGER
ACMGR

52.61 9,151.99
109,833.93

55.45 9,610.64
115,327.74
5122
10,091.18
121,094.13

61.13 10,595.74
127,148.12

64.19 11,125.52
133,59E/7

ACCOUNTING TECHNICIAN
ACFCH

35.47 4,415.17
52,541.95

26.85 4,653.56
55,81301

24.30 4,901.88
58,85853

29.83 5,169.74
62,334.88

31.44 5,44891
65,346.86

ADMINISTRATIVE ASSISTANT
ADAST

25.33 4,391.13
52693.56

29.70 4,628.25
55,539.01

24.14 4,878.18
58,53811

29.44 5,141.60
61,959.16

31.26 5,415.24
65,030.93

ADMINISTRATIVE SPECIALIST
ADSPC

27.11 4,495.55
55,394.64

26.58 4,553.33
59,439.53

33.12 5,213.81
62,649.69
3135
5,502.73
66,332.79

33.46 5,799.88
59,59855

ASSISTANT CRY ADMINISTRATOR
A5TCA

84.65 14,675.42
175,153.03
58,92
15,413.39
164,960.45

93.37 16,14406
194,208.69

98.64 16,99316
233,919.12
102.94
17,842.92
111,11508

ASSISTANT MANNER
ASPEN

30.78 5,33833
44,031.35
3245
5,621.16
67,493.11

34.20 5,527.68
71,13457

36.05 6,24759
74,97583

37.99 6,583.38
79,024.54

ASSISTANT TO CAI ECONOMIC DEVELOPMENT MANAGER
EDM

58.54 13,146.85
111,762.26

61.47 14654.23
127,850.37

64.54 11,186.91
134,242.87

67.77 11,74615
140,95504

71.15 12,333.56
148,002.78

ASSOCIATE CA/IL ENGINEER
ACFNG

45.75 7,936.76
96,241.07
4607
8,332.52
99,991.27

53.46 9,74973
104,996.75

33.00 9,18634
110,237.28

55.65 5,646.54
115,758.50

ASSOCIATE PLANNER
APLNR

39.72 6,853.98
82,507.83

41.10 7,228.16
86,738.10

43.79 7,589.59
91,07513

45.98 7,96907
95,62816

48.27 8,367.53
100,41031

BUILDING INSPECTOR

11.0119

32.34 5,635.35
47,264.10

34.08 5,90304
70,356.44

35.93 4,22707
74,72415

37.87 6,563.33
75,759.98

39.91 6,917.75
83,01301

BUILDING PERMIT TECHNICIAN
11017

25.47 4,415.17
52,981.99

26.85 4,653,58
55,843.01

28.33 4,901.48
58,83853

29.83 5,119.74
61,03618

31.44 5,446.91
65,316.86

CHIEF BUILDING OFFICIAL
COLOD

55.31 9,533.51
224,430.02
5777
10,01211
120,152.47

60.65 10,513.34
126,16009

63.65 11,33901
132,469.10

66.87 11,590.50
139,091.50

CHIEF DEPUTY CITY CLERK
COCCL

44.88 7,779.19
93,349.04
4712
8,168.04

98.016.49

49.48 8,576.44
102,917.31
5195
9,00516
168,963.17

54.55 9,455.53
113,456.33

CITY ADMINISTRATOR
ADMIN
113.57
19,512.58
234,151.03
11610
20,48821
245,858.54
122.34
21,20530
254,463.61
143.79
24,52302
299,37414
152.41
26,41840
317,020.82

CRY CLERK SPECIALIST
USN.

27.11 4,699.55
56,394.64

28.58 4,353.33
59,439.95

33.12 5,211.31
62,649.71
3175
5,502.73
66,332.79

33.46 5,799.88
69,59854
CITYENOINEER/DEPUIY DIRECTOR OF PRME 190076
CENG3

66.05 11,44885
137,306.15

69.35 12,02129
144,255.30

72.82 12,622.36
151,46818

75.44 13,25337
159,041.69

50.29 13,515.15
166,993.75

CODE ENFORCEMENT MANAGER
CDMGR

45.17 7,830.32
93,343.05

47.43 8,221.04
98,652.03

49.81 8,632.93
163,59519
5230
9,116450
168,774.95

54.91 9,517.61
114,213.70

CODE ENFORCEMENT OFFICER
LODEN

39.54 5,13700
61,643.55

31.24 5,41443
84,972.77

32.92 5,746.78
18,48131

34.70 0,01494
72,17912

36.58 6,339.75
76,076.99

CODE ENFORCEMENT SUPERVISOR
CDE36
3850
6,672.63
80,071.55

44.42 7105.26
84,9975.17

42.44 7,356.38
66,278.53

44.54 7,72431
92,692.92

46.79 8,110.63
97,327.51
COMM2NIC6TI3N5& MARKETING MANAGER
CMMGR

45.17 7,830.32
93,543.05
4743
3,221.84
98,662.09

49.81 8,632.53
163,59519

52.30 5,06450
168,774.95

54.91 9,517.81
114,213.70

COMMUNITY SERVICES COORDINATOR
CSCOR

27.11 4,699.55
55,394.64

20.58 4,953.33
59,439.93

33.12 5,220.51
61,649.59

31.75 5,502.73
66,032.79

33.46 5,799.18
69,59855

COMMUNITYSERNCES OFFICER
(5014

24.20 4,193.35
50,344.20

25.51 4,421.39
53,362.78

26.89 4,660.68
55,928.18

28.34 4,91235
58,94830

29.87 5,177.6.3
52,131.51

COMMUNITYSERNCES SUPERVISOR
MOP
3850
5,472.63
80,071.59
4042
7,005.26
84,375.17

42.44 7,356.58
86,278.93

44.56 7,72431
92,69292

46.79 8,110.63
97,327.51

CRIME ANALYST
CRMAL
3850
5,472.63
80,071.59

46.42 7106.26
84375.17

42.44 7,356.58
58,273.53

44.54 7,72431
52,69297

46.79 8,110.63
97,327.51

CRIME PREVENTION OFFICER
CRMPR

34.84 4,395.41
51,664.84

26.18 4537.90
54,454.79

27.59 4,782.55
57,395.35

29.00 5,04112
50,494.69

30.65 5,312.45
63,761.41

CUSTODIAN
CASE

20.95 3,431.11
43,57316

22.08 3,827.19
45,926.31
2127
4,933.86
48,406.31

24.53 4,251.69
51,020.26

25.15 4,481.28
53,775.36
DEPUTY CHIEF Of POLICE
DPDCF

01.15 14,933.07
179,15183

91.46 15,679.72
188,156.63

94.98 14,463.71
157,564.47

99.73 17,28699
207,44219
104.72
18,151.23
217,814.82

DEPUTY CRY ADMINISTRATOR
DCA
130.47
17,414.72
208,576.62
105.49
16285.45
219,425.45
113.77
19,199.73
230,396.72
116.31
20,159.71
241,91656
121.12
21,167.76
254,012.38

MIRY CRYCIPRK
DP09

35.38 6,080.10
72,541.23

36.83 5,384.11
76,609.28

38.67 6,703.31
80,439.73

40.61 7,33838
84,461/1

42.64 7,390.40
88,401.83

DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES
0005

70.13 12,502.96
159,035.47

75.74 13128.10
157,537.25

79.53 13,781.51
165,414.11

83.50 14,473.73
173,68412

57.66 15,197.42
182,355.36
DEPU14 DIRECTOR OF COMMUNITY SERVICES
DDCSE

50.55 8,16137
105,13885
5307
9,199.65
110,39178
5573
9,659.63
115,91558
5852
10,142.61
121,71135

61.44 18,645.74
127,74531

DEVELOPMENT SERVICES COORDINATOR
DVSRC

39.54 5,137.00
61643.90

31.24 5314.40
64,972.76

32.92 5,706.77
58,48119

34.70 6,614.94
72,179.27

36.58 6,335.73
76,076.97

DIGITAL MERMAN/UST
DRAM.
3850
6,672.63
89,07159
4042
7,006.26
84,075.17

42.44 7,356.58
88,278.53

44.54 7,714,41
92,69217

46.79 8,110.53
97,327.51
DIRECTOR OFAIMIHI51RA11VE SERVICES
045

00.65 13,955.88
147,830.53
0472
14,685.17
176,222.03

80.96 15,419.43
185,03315

53.11 16,190.40
194,28491

98.38 16,999.92
203,999.05

DIRECTOR OF COMMUNITY SERVICE
DC5

10.69 13,905.88
167,830.53

84.12 14,685.17
176,222.03

88.91 15,419.43
113,333.15

93.41 16,190.40
194,28491

98.34 16,999.91
203,999.03
DIRECTOR OF 0EVEL1PMEHT SVCS
D05

80.69 13,985.88
167,830.53

84.72 14,685.17
176,222.03

84.96 15,41943
115,03315
5341
16,190.40
194,28491

98.38 16,999.92
203,999.05

DIRECTOR OF FINANCE
DFIN

60.55 13,955.88
167,830.53

84.72 14,685.17
175,222.03

86.95 15,419.13
155,93315

33.41 16,150.40
194,28411

98.08 16,999.92
203,395.23

DIRECTOR OF HUMAN RESOURCES
DHR

76.65 13,201.65
155,435.74

80.49 13,953.38
167,411.76

84.51 14,643.53
173,78236

88.74 15,380.96
184,571.47

93.17 16,150.90
193,800.23

DIRECTOR OF PUBLIC WORKS
DPW

38.55 13,985.88
157,83033

84.72 14,685.17
176,222.03

80.96 15,41943
115,03315

53.41 16,150.40
194,28411

98.38 16,999.92
203,599.05

ECONOMIC DEVELOPMENT MANAGER
ECMGR

45.17 7,830.32
93,553.09
4743
8,22194
98,662.09

49.81 8,63253
163,59519
5210
5,66453
108,774.95

54.91 9,517.11
114,213.70

ENGINEERING AIDE
ENGA0
2399
3,481.40
41,776.90

21.17 3,669.43
44,032.76
2211
3,867.55
46,41054
2332
4,07639
48,916.71

24.79 4,29552
51,555.23

ENVIRONMENTAL COMPLIANCE OFFICER
EMVOF

30.35 5,267.80
63,213.60
3203
5552.25
66,627.14
3171
5,852.643
70,22501
3539
6,158.10
74,01716

37.51 6,591.17
78,014.08

EQUIPMENT MECHANIC
EQ6AEC

27.35 4,747.44
55,949.36

26.87 5,903.83
60,94164

33.43 5,27401
63,28811

32.07 5,55891
66,70517

33.00 5,85198
70,337.77
ESEC11RVE ASSISTANT TO CITY ADMINISTRATOR
[MCA
3161
5,374.79
44,197.48

32.65 5,66503
67,90034

34.45 5,971.54
71,65119
3611
6,25337
75,52035

38.27 6,433.21
79,59856

FACILITIES MAINTENANCE TECH
FMICH

37.23 4,720.07
55,640.81

28.70 4,574.95
59,599.39

33.25 5,243.60
62,923.18
3189
3,526.75
56,32102

33.61 5,825.20
59,332.33
FACILITIES MAINTENANCE TECH I!
FMTII

28.77 4981.42
59,831.20

36.32 5,255.26
63,963.12

31.96 5,539.04
66,45852

33.68 5,838.15
70,35711

35.50 6,153.41
73,840.94

FINANCE SERVICE MANAGER
FNMGR

50.41 9,152.99
109,835.94
5545
5,513.44
115,327.74

55.22 10,051.18
121,094.12
6113
10,555.74
127,14813

64.19 11,125.52
133,515.27

FIPEBATTALICN CHIEF
FIRBC

14.79 13,86179
133,425.51

47.21 11,455.73
137,468.45

49.76 12,074.29
144,89150

52.44 12,71631
152,715.49

55.28 13,413.51
163,962.10

RAE CAPTAIN
FRCAP

31.67 7,733.66
92,803.87

33.59 8,15124
97,81512
3140
8,591.41
163,096.96

37.32 5,05513
168,663.94

39.33 9,544.25
114,531.53

FINE CHIEF
FRCHF

80.69 13,985.88
167,830.53

84.72 14,685.17
176,222.04

86.95 15,41943
115,93313

93.41 16,15030
194,26412

98.38 16,999.92
203,999.04

FIREDEPNY CHIEF
FRDPC

72.13 12,502.96
159,035.47

75.74 13,128.13
157,537.25

79.53 13,781.51
165,41411

83.50 14,473.73
173,68492

87.66 15,197.42
182,355.06

FIRE ENGINEER
FRENG

37.35 5,636.53
79,63139

28.83 6,99493
63,938.78

33.38 7,372.65
88,471.50

32.02 7,770.75
93,24936

33.75 8,190.36
98,204.31
REVISED: 1130/2013
M CIT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

226

1 Master Salary Schedule
lob Class and Annual Salary Schedule
Effective July 7, 1024
A
106 CLASH
Pay
Index
STEP A
STEP B
STEP C
STEP 0
STEP E
Hr.

Mom0dy
Arbaual
Hr.

Monthly
Annual
Hr.

Monthly
Annual
Hi.

Monthly
Annual
Hr.

M4n38y
Mug

FIRE ROOTER
FFGHT

24.37 5,132.57
59,590.89

25.33 6,147.57
73,770.83

26.73 6,479.52
77,75417

28.14 6,629.41
81,952.91

29.66 7,198.20
86,37&43

ARE MARSHAL
FMARS

52.11 10,766.26
129,195.01
65,47
11,347.63
136,17158

69.03 11,96038
143,524.50
72,73
12,60615
151,274.98

76.56 13,286.97
159,443.59

FIRE PATROL ENGINEER
PIPE

31.91 6,63653
79,63&39

33.63 6,994.93
83,938.78

35.45 7,372.65
88,47190

37.36 7,770.79
93,249.46

39.38 1,190.36
98284.31

FIRE PREVENTION SPECIALIST
FPREV
3&50
6,672.53
83,071.59

43.42 7,06.26
84,075.17
4244
7,356.58
86,278.93

44.56 7,724.41
92,692.87

46.79 6,110.63
91,327.51

GIS SPEOAUST
GI511

25.33 4,391.13
52,693.56

26.73 4,628.25
55,53901

26.14 4,878.18
58,53812

29.66 5,141.60
61,699.17

31.26 5,419.24
65,030.93

GIS TECHNICIAN
GI5TH

28.54 4,94698
59,363.79

30.08 5,714.12
62,569.44

31.71 5,495.68
65,91810

33.42 5,752.45
55,50942

35.22 6,105.24
73,252.93

HUMAN RESOURCE ANALYST
HRANA
3&50
6,672.53
83,071.59

40.42 7,006.25
84,375 17

42.44 7,356.58
88,27893

44.56 7,724.41
61,692.87

46.79 6,110.63
97,327.51

HUMAN RESOURCE TECHNIOAN
HRTEC

28.54 4,946.98
59,363.79

30.08 5,214.12
62,569.44

31.71 5,495.68
65,91810

33.42 5,79245
69,509.42

35.22 5,105.21
73,252.93

HUMAN RESOURCES MANAGER
HRMGR

45.17 7,633.32
93,963.89

47.43 8,221.84
98,66209

19.81 8,632.93
133,59519

52.30 9,36458
138,774.95

54.91 9,517.81
114,213.70

INFORMATION TECHNOLOGY MANAGER
ITMAN

60.30 10,451.26
125,415.12

63.31 10,973.82
131,685.87

66.48 11,522.51
138,27015

69.80 12,398.64
145,183.69

73.29 12,703.57
152,442.86

INFORMATION TECHNOLOGY SPECIALIST
ITSP1
3&50
6,672.53
83,071.59

40.42 7,06.26
84,375.17

42.44 7,356.58
88,278.93

44.56 7,724.41
92,692.87

46.79 8,110.63
97,327.51

INFORMATION TECHNOLOGY TECH
ITIEC

32.34 5,505.35
57,264.16

34.08 5,906.04
70,896.44

35.93 6,22707
74,724.65

37.87 6,56333
78,759.98

39.91 5,917.75
83,013.01

IT POLICE SERGEANT
ITSGT

57.93 10,041.35
123,492.57

61.06 10.583.27
125,99929
6435
11,154.77
133,657.16

67.83 11,757.13
141,085.55

71.49 12,39101
148,704.16

MAINTENANCE CREW LEADER
CRLDR

27.95 4,844.25
58,131.09

29.45 5,105.85
51,270.16

31.05 5,381.56
64,578.73

32.72 5,672.17
58,056.0

34.49 5,978.46
71,741.55

MAINTENANCE WORKER
MNTWK

24.84 4,305.41
51,664.87
26 IS
4,537.90
54,454.76

17.59 4,782.94
57,395.32

29.08 5,34112
63,494.36

30.65 5,313.45
63,761.37

MANAGEMENT ANALYST
MGANL
3650
6,672.53
80,071.59

40.42 7005.26
84,075.17

42.44 7,356.58
86,27833

44.56 7,724.41
92,692.87

46.79 0,110.53
97,327.51

MANAGEMENT ASSISTANT
MGAST
2&54
4,946.98
59,363.79
30 OS
5,01412
62,569.44

31.71 5,495.68
65,948.20

33.42 5,792.45
59,509.42

35.22 6,135.24
73,262.93

MEOW SERVICES SPECIALIST
ME5PC

25.64 5,137.30
51,643.99

31.24 5,414.40
64,972 77

32.92 5,706 78
68,46111

34.70 6,314.54
72,17932

36.58 5,335.75
75,07699

NEIGHBORHOOD SERVICES MANAGER
NSMGR

45.17 7,133.32
93,563.89

47.43 8,021.84
98,66209

49.81 8,632.93
133,59519

52.30 9,36458
138,774.95

54.91 9,517.81
114,213.70

OFFICE ASSISTANT
OFFAS

15.56 3,390.66
43,688.23

20.62 3,573.78
42,885.39

21.73 3,766.77
45,20110

22.90 3,970.17
47,64205

24.14 4,184.56
50,214.71

OFFICE CLERK
OCCLK

21.68 3,758.17
45,092.05

22.85 3,951.11
47,533.35

24.09 4,175.01
53,1015

25.39 4,400.47
52,80558

26.76 4,63&39
55,657.07

OFFICE SPECWUST
OFFSP

23.10 4,003.22
46,038.51

24.34 4219.43
50,632 79

25.66 4,447.25
53,36656

27.04 4,687.40
55,246.77

29.50 4,940.52
59,286.21

PARKING CONTROL OFFICER
PDPCO

20.95 3,631.11
43,573.36
22 OS
3,827.19
45,916.31

23.27 4,333.86
48,406.31

24.53 4,251.59
51,02015

25.85 4,481.28
53,775.35

PUNNING AIDE
P3NAD

20.09 3,481.40
41,776.80

21.17 3,659.40
44032.76

22.31 3,867 55
46,41054

23.52 4,375.39
48,916.71

24.79 4,296.52
51,55823

PLAN NING MANAGER
P1MGR

60.03 10,40634
124,895.45

63.05 10,921.44
131,141.17

65.23 11,474.86
137,69814

69.51 12,348.60
044,583.05

72.99 12,65103
151,812.42

PLANNING TECH
PLSTC

25.47 4,415.17
52,981.99

26.85 4,653.58
55,84301
2130
4,904.88
58,15853

29.83 5,139.74
62,03698

31.44 5,44891
65,386.86

PLANSEXAMINER
PLNEX

44.50 7,712.81
92,553.72

46.72 8,031.45
97,181.43

49.05 8,503.37
102,040.48

51.51 8,92854
507,142.50

54.39 9374.97
112,499.62

POLICE ACADEMYTRAIHEE
P2ACO

41.36 7,169.]3
85,029.59

POLICE CAPTAIN
P2CFI

77.59 13,449.69
151,396.29

81.71 14,175.97
170,111.59

85.20 14,94148
179,297.73

90.86 15,748.32
188,97991

95.76 16,598.70
199,184.70

POLICE CHIEF
POCHF
9007
15,612.28
187,347.41

94.57 16,392.92
196,714.77
9932
17312.54
236,55050
104.27
18,373.17
216,87803
139.48
18,976.83
227,721.94

POLICE CIVILIAN INVESTIGATOR
P2CW

33.55 5,614.01
59,777.73

35.36 6,128.81
73,545.74

37.27 6,459.77
77,51712

39.28 6,806.60
81,703.14

41.40 7,176.26
86,115.11

POLICE LIEUTENANT
P03T

66.22 11,477.99
137,735.91

69.80 12,097.80
145,173.65

73.56 12,751.09
153,31302

77.54 13,439.64
111,275.73

81.72 14,11539
169,984.63

POLICE OFFICER
POLOF

43.54 7,54645
93,517.46

45.89 7,953.96
95,447.55
4637
8,383.48
100,601.70

53.98 8,636.18
135,334.00

53.73 9,313.34
111,760.05

POLICE PROPERTY TECHNICIAN
PITCH

29.93 5,191.60
62,199.21

31.57 5,471.95
65,663.37

33.27 5,767.43
69,20919

35.07 6,378.88
72,946.50

36.96 6,407.13
76,885.62

POLICE SERGEANT
P➢SGT

54.96 9,126.62
114,319.42

57.93 00,041.06
120,492.67

61.06 10,58327
126,999.27

64.35 11,154.77
133,85713

67.83 11,757.13
141,085.52

POLICE SERVICE OFFICER
POP50

24.20 4,195.35
53,314.23

25.51 4,421.93
53,362.78

26.89 4,660.68
55,92818

18.34 4,912.36
58,94830

29.67 5,177.63
62,131.51

POLICE SERVICES SUPERVISOR
PROSY

35.23 6,105.90
73,270.82

37.13 6435.62
72,227.43

39.13 6,783.14
81,397.71

41.15 7,149.43
85,793.19

43.47 7,535.50
93,426.31

PUBLIC SAFETY COMMUNICATION MANAGER
PSCOM

80.30 13,151.26
125,415.12

63.31 10,973.82
131,685.87

66.48 11,522.51
138,27015

69.80 12,398.64
145,183.69

73.29 12,703.57
152,442.86
PUBLIC SAFETY COMMUNICATION SUPERVISOR • DISPATCH
PSSOP

45.74 7,92808
95,136.93

48.21 8,35519
130,27432

13.81 8,807.43
105,68914

53.56 9,28303
111,39635

56.45 9,784.31
117,411.75

PUBLIC SAFETY DISPATCHER
PDISC

32.92 5,70678
51,481.36

34.73 6,014.95
72,179.35

36.58 6,339.75
76,37705

38.55 6,662.10
80,185.03

40.63 7,042.94
84,515.22

PUBLIC WORKS INSPECTOR
PWIN5

31.92 5,532.32
56,384.23

33.64 5,833.75
69,968.97

35.46 6,145.61
73,747.29

37.37 6,477.47
17,729.65

39.39 6,827.25
81,927.05

PUBLIC WORKS MANAGER
POWKM

60.05 13,40834
124,896.45

63.05 10,928.44
131,141.27

66.20 11,474.86
137,698.34

69.51 12,348.60
144,58315

72.99 12,651.03
151,811.41

PUBLIC WORKS SUPERINTENDENT
PWSPT

45.17 7,833.37
93,963.86

47.43 8,021.84
98,66207

19.81 8,632.93
103,59518

52.10 9,36458
138,771.94

54.91 9,517.81
114,213.69

PUBLIC WORKS SUPERVISOR
PSWKS
3619
6,272.63
75,271.51

30.0 6586.25
79,335.69

39.93 6,915.57

82.986.65

41.89 7,26131
87,136.18

43.99 7,624.42
91,49299

RISK MANAGER
RISKM

60.30 10,151.26
125,415.12

63.31 10,973.82
131,685.87

66.48 11,522.51
138,27015

69.80 12,098.64
145,183.69

73.29 12,703.57
152,440.16

SENIOR ACCOUNTANT
SRACC

44.50 7,712.81
92,553.72

46.72 8098.45
97,181.43

19.06 8,503.37
102,340.48

51.51 8,92854
107,14250

54.39 9,374.97
112,499.62

SENIOR ACCOUNTANT II
5RAC2

50.55 8,761.57
105,138.86

53.07 9,199.65
110,395.81

55.73 9,659.63
115,91559

58.52 10,142.61
121,71137

61.44 13,645.74
127,796.93

SENIOR ACCOUNTI NG TECHNICIAN
SHALT

28.54 4,94698
59,363.79
30 OS
1,214.12
62,569.44

31.71 5,495.68
65,94810

33.42 5,79245
69,503.42

35.22 6,135.24
73,260.93

SENIOR ADMINISTRATIVE ASSISTANT
SRADA

25.64 5,137.33
51,643.99

31.24 5,414.43
64,972.77

32.92 5,706.78
68,48131

34.70 6,31494
72,17932

36.58 6,339.75
76,076.99

SENIOR BUILDING INSPECTOR
SAINT

32.71 5,669.26
51,031.14

34.47 5,975.40
71,704.82

36.34 6,29807
75,576.88

38.30 6,638.17
79,65604

40.37 6,996.63
83,959.56

SENIOR CIVIL ENGIN EER
SCVEG

58.54 10,146.65
121,762.25

61.47 10,654.23
127,653.37

64.54 11,186.91
134,242.87

67.77 11,74615
140,95504

71.16 12,333.56
148,00.78

SENIOR CODE ENFOBCEM ENT OFFICER
SRCDE

30.34 5,635.35
57,264.16
34 OS
5,900.04
70,89544

35.93 6,207.07
74,724.85

37.87 6,563.33
78,759.98

39.91 5,917.75
83,013.31

SENIOR CUSTODIAN
SRCIS

25.58 4,434.57
53,214.82

26.97 4,674.03
56088.40

21.42 4,926.43
59,11718

09.95 5,19246
62,30950

31.57 5,472.85
65,674.21

SENIOR ENGINEERING AIDE
SRENG

28.77 4,98602
59,831.23

30.32 5,255.26
63,353.12

31.95 5,53904
66,46552

33.68 5,838.15
70,057.81

35.53 6,153.41
73,840.94
REVISED. 1/33/2023
M CIT City of Placentia • September 23, 2025
Classification and Compensation Study • Final Report

227

Master Salary Schedule
lob Class and Annual Salary Schedule
EHertive July 7, 2024
A
0 106 CLASS
Pay
Index
STEP A
STEP R
STEP C
STEP D
STEP E
Hr.

Monthly
Annual
It.

Monthly
Annual
Hr.

Monthly
Annual
Hr.

Monthly
Annual
Hr.

Monthly
Anmual

SENIOR FINANCIAL ANALYST
SFINA

24.08 7,779.69
93,349.03

47.12 0,168.04
98,116.49

49.48 0,576.44
111,91731

51.95 9,60526
169,263.17

54.55 9,455.53
113,466.32

SENIOR HUMAN RESOURCE ANALYST
SH RAN

44.88 7,779.09
93,349.03

47.12 8,168.04
98,016.49

49.48 8,576.44
102,91731

51.95 5,00526
108,263.17

54.55 9,455.53
113,466.32

SENIOR HUMAN RESOURCE TECHNICIAN
SRHRT

29.95 5,191.60
02,199.21
3157
5A71.95
65,663.37

33.27 5,767.43
69,209.19
3567
6,078.88
71,94650

36.96 6,407.13
76,885.62

SENIOR MANAGEMENT ANALYST
OMAN

74.08 7,776.29
93,345.03

47.12 8,168.04
98,016.49

49.40 8,576.44
111,91731
5195
9,20526
168,153.17

54.55 9,455.53
113,466.32

SENIOR PLANNER
SRPLN

50.55 8,761.57
105,136.85

53.07 9,199.65
117,395.78

55.73 9,659.63
115,91554

58.52 10,142.61
121,71135

51.44 10,649.74
127,796.92

TRAFFIC ENGINEER
TFMGR

55.01 9,535.91
114,430.91
5777
10,012.76
120,152.45

62.65 14513.34
128,160.09

03.69 11,03961
132,468.11

56.87 11,590.96
139,091.51

TRANSPORTATION MANAGER
TRMGR

55.31 9,535.91
114,430.91
5777
10,012.70
120,152.45
ODES
10,513.34
126,160.09