Resolution No. FD 26-xxx
ATTACHMENT 1
RESOLUTION NO. FD 2026-XXX
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE RANCHO
CUCAMONGA FIRE PROTECTION DISTRICT, COUNTY OF SAN
BERNARDINO, STATE OF CALIFORNIA, ADOPTING A FINAL
BUDGET FOR THE FISCAL YEAR JULY 1, 2026, THROUGH JUNE 30, 2027.
WHEREAS, the Board of Directors of the Rancho Cucamonga Fire Protection District adopted its General Fund Preliminary Budget on June 23, 2026, and made said preliminary budget available for inspection by interested taxpayers; and
WHEREAS, the Board of Directors has noticed a time and place for a public hearing regarding the preliminary budget; and
WHEREAS, the Board of Directors of the Rancho Cucamonga Fire Protection District conducted said hearing in accordance with requirements set forth in the Health and Safety Code of the State of California.
NOW, THEREFORE, the BOARD OF DIRECTORS OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES to adopt the Final Budget for the District for Fiscal Year 2026/27 in the amount of $68,469,503, which is a combination of $53,999,293 General Fund operational expenditures and $14,470,210 Fire Protection Capital Fund expenditures. The General Fund's Final Budget is on file in the office of the Finance Director.
PASSED, APPROVED, AND ADOPTED this 15th day of July 2026.
DATE:July 15, 2026
TO:Mayor and Members of the City Council
President and Members of the Boards of Directors
FROM:Elisa C. Cox, City Manager
INITIATED BY: Julie A. Sowles, Deputy City Manager
Robert Neiuber, Human Resources Director
Emily Nielsen, Senior Human Resources Business Partner
SUBJECT: Consideration to Adopt a Resolution Approving Side Letter Agreements Between the City of Rancho Cucamonga and Executive Management Employee Group and Between the Rancho Cucamonga Fire Protection District and Fire Management Employees Group and Updating Fiscal Year 2026-27 Executive Management Employee Group and Fire Management Employees’ Group Salary Schedules. (RESOLUTION NO. 2026-062) (RESOLUTION NO. FD 2026-016) (CITY/FIRE)
RECOMMENDATION:
Staff recommends the City Council/Fire Board adopt the attached resolutions approving Side Letter Agreements between the City of Rancho Cucamonga and Executive Management Employee Group and between the Rancho Cucamonga Fire Protection District and Fire Management Employees’ Group and updating Fiscal Year 2026-27 Executive Management Employee Group and Fire Management Employees’ Group salary schedules.
BACKGROUND:
The City Council previously approved a Memorandum of Understanding (MOU) between the City of Rancho Cucamonga (City) and the Executive Management Employee Group (Executive Management) effective January 1, 2026 through June 30, 2027.
In June of 2026, the City met and conferred in good faith with Executive Management and agreed to updated MOU language on vacation buyback dates.
The Fire Board previously approved a MOU between the Rancho Cucamonga Fire Protection District (District) and Fire Management Employees’ Group (Fire MEG) effective July 1, 2026 through June 30, 2029.
In June of 2026, the District and Fire MEG met and conferred in good faith and agreed to updating the MOU on holiday and vacation buyback dates, conversion factors for vacation, sick, and holiday leave, language on vision insurance to align with current District practice, removing outdated MOU language on sick leave upon retirement, and updating administrative leave to be referenced as management leave.
The City Council/Fire Board traditionally adopts salary resolutions biannually for classifications
3 6
0 2
employed by the City of Rancho Cucamonga and the Rancho Cucamonga Fire Protection District.
These resolutions are updated to reflect changes in salaries, additions and deletions of classifications, changes in job titles, and other terms of employment.
The City Council/Fire Board previously approved Fiscal Year 2026-27 City and District salary schedules including Executive Management and Fire MEG. Administrative corrections to these salary schedules have been identified and are addressed below.
ANALYSIS:
The agreed amendments to the Executive Management MOU are as follows:
•Section 13: Vacation Buyback – An adjustment to future vacation buyback dates to occur twice annually with a regularly scheduled paycheck on the first paycheck in July and the second paycheck in December.
The agreed amendments to the Fire MEG MOU are as follows:
•Article II, Section 5: Employee Group Insurance – Updating language for vision insurance to align with current District practice.
•Article III, Section 1: Holidays – An adjustment to future holiday buyback dates to occur annually with a regularly scheduled paycheck on the first paycheck in December. •Article III, Section 3: Vacation Leave – An adjustment to future vacation buyback dates to occur twice annually with a regularly scheduled paycheck on the first paycheck in July and the second paycheck in December.
•Article III, Section 4: Sick Leave – The removal of outdated MOU language regarding sick leave options at the time of retirement.
•Article III, Section 5: Conversion Factor – Correcting the conversion factor for vacation, sick, and holiday leave accruals for employees transitioning from a forty (40) hour per week personnel to a fifty-six (56) hour per week personnel and from a fifty-six (56) hour per week personnel to a forty (40) hour per week personnel. •Article III, Section 9: Administrative Leave – Updating administrative leave to be referenced as management leave.
Administrative corrections to the Fiscal Year 2026-27 salary schedules have been identified and are addressed below.
Fire MEG
•Expanding on the hourly rate for Fire Chief, Senior Fire Deputy Chief, and Fire Deputy Chief to include both a 40-hour and 56-hour rate to address those 40-hour employees that may work on a 56-hour suppression assignment as needed. •Correcting a calculation error from the previously approved salary schedule for the position of Fire Chief to reflect the 3% Cost of Living Adjustment in the MOU.
Executive Management
•Adjusting the salary range for Assistant City Manager to align with its established benchmark to the Fire Chief, reflecting the salary range correction to Fire Chief as outlined above.
•Adjusting the salary range for Deputy City Manager to align with its established benchmark to the Assistant City Manager, reflecting the salary range correction to Fire Chief as outlined above.
These Side Letter Agreements shall be incorporated into the MOUs. The MOUs will remain in full
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force and effect except to the extent modified by these Side Letter Agreements.
The attached resolution adopts the salary schedule changes as outlined above. All other salary schedules, classifications, job titles, and other terms of employment remain the same.
Staff recommends the City Council/Fire Board adopt the attached resolution approving the Side Letter Agreements between the City of Rancho Cucamonga and Executive Management and between the Rancho Cucamonga Fire Protection District and Fire MEG and updating Fiscal Year 2026-27 Executive Management and Fire MEG salary schedules.
FISCAL IMPACT:
The full budgetary impacts of the MOU and salary schedules will be included in the City and District FY 2026-27 budget during amended appropriations in the later part of FY 2026-27.
COUNCIL MISSION / VISION / GOAL(S) ADDRESSED:
This item addresses the City Council’s core value of the relentless pursuit of improvement.
ATTACHMENTS:
Attachment 1 – Resolution No. 2026-062 – Side Letter Agreement and Executive Management Salary Schedule
Attachment 2 – Resolution No. FD 2026-016 – Side Letter Agreement and Fire MEG Salary Schedule
RESOLUTION NO. 2026-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO CUCAMONGA, APPROVING SIDE LETTER
AGREEMENT BETWEEN CITY OF RANCHO CUCAMONGA
AND EXECUTIVE MANAGEMENT EMPLOYEE GROUP AND
UPDATING FISCAL YEAR 2026 -2027 EXECUTIVE
MANAGEMENT EMPLOYEE GROUP SALARY SCHEDULE.
WHEREAS, representatives of the City of Rancho Cucamonga (City) and Executive Management Employee Group representatives have met and conferred pursuant to the provisions of Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and
WHEREAS, representatives of the City and Executive Management Employee Group have agreed upon and presented to this City Council a Side Letter Agreement (see attached Side Letter Agreement), effective July 15, 2026; and
WHEREAS, the City Council of the City of Rancho Cucamonga has determined that it is necessary for the efficient operation and management of the City that policies be established prescribing salary ranges, benefits and holidays and other policies for employees of t he City of Rancho Cucamonga; and
WHEREAS, the City Council of the City of Rancho Cucamonga has previously adopted salary resolutions establishing salary ranges, benefits and other terms of employment for employees of the City of Rancho Cucamonga; and
WHEREAS, the City Council of the City of Rancho Cucamonga recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits and other terms of employment; and
WHEREAS, the City of Rancho Cucamonga has determined the use of an existing salary range on a City full-time bargaining unit salary schedule for a part-time position when a full-time equivalent is not listed in the City’s part-time salary schedule; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA HEREBY RESOLVES that said Executive Management Employee Group salary schedule (Exhibit A) and Side Letter Agreement with Executive Management Employee Group are hereby approved and the City Manager is hereby authorized to sign said Side Letter Agreement on behalf of the City of Rancho Cucamonga, and the City Clerk to attest thereto.
PASSED, APROVED AND ADOPTED this ______ day of ___________, 2026.
ATTACHMENT 1
1 SIDE LETTER AGREEMENT
BETWEEN CITY OF RANCHO CUCAMONGA
AND EXECUTIVE MANAGEMENT EMPLOYEE GROUP
T
he City of Rancho Cucamonga (''City'') and the Rancho Cucamonga Management Association (collectively, the "Parties'' ) entered into a Memorandum of Understanding ("MOU'') that commenced on January 1, 2026 and expires on June 30, 2027.
T
he Parties met and conferred in good faith in June of 2026. The Parties agreed to amending MOU language on vacation buyback dates.
S
ECTION 13: VACATION BUYBACK
Annually, any employee that wants to have the City buy back vacation hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City’s Human Resources Department on or before December 15 and shall indicate the number of hours of vacation that the employee expects to earn in the following calendar year that the employee wants the City to buy back, with a minimum buy back of 20 hours up to a maximum of 200 hours.
This buyback shall occur twice annually, in June/July (between the last payday in June and the first pay day in July) and December (between the first and second payday of the month). Beginning in August 2026 future buybacks shall occur twice annually, in July (with the first paycheck in July) and December (with the second paycheck in December). The employee must indicate the total amount of hours they want paid out in June/July and in December. Regardless of the number of hours requested to be cashed out at either time, the most the City can cash out is the number of hours accrued and available in that calendar year to date. Employees must maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback time.
T
his Side Letter of Agreement shall be incorporated into the MOU. The MOU shall remain in full force and effect except to the extent modified by this Side Letter of Agreement. This Side Letter of Agreement shall not be effective until ratified by the City Council and approved by the Executive Management Employee Group.
F
or the City of Rancho Cucamonga For Executive Management Employee Group ___________________________________
___________________________________
Elisa C. Cox Jennifer Gracia
City Manager Deputy City Manager
___________________________________
Zack Neighbors
Building & Safety Director
Executive Management Group
Assignments of Classification to Pay Ranges
Monthly Pay Ranges effective July 13, 2026
Classification MIN Amount CP Amount MAX Amount
Animal Services Director $12,818.40 $15,565.20 $17,294.55 Assistant City Manager $20,426.76 $21,977.30 $25,855.65 Building and Safety Services Director $11,366.00 $13,699.45 $16,117.00 City Clerk Services Director $10,970.00 $13,220.05 $15,553.00 City Manager $22,530.00 $27,286.70 $32,102.00
Community Services Director $12,907.00 $15,555.00 $18,300.00 Deputy City Manager $17,362.75 $18,680.71 $21,977.30
Economic Development Director $12,311.00 $14,837.60 $17,456.00 Engagement and Special Programs Director $12,115.95 $14,455.82 $17,006.85 Engineering Services Director $12,749.00 $15,364.60 $18,076.00 Finance Director $14,055.00 $16,937.95 $19,927.00
Human Resources Director $13,153.00 $15,853.35 $18,651.00 Innovation and Technology Director $13,707.00 $16,353.15 $19,239.00 Library Director $11,324.00 $13,645.90 $16,054.00
Organizational Development Director $13,153.00 $15,853.35 $18,651.00 Planning Director $12,068.00 $14,542.65 $17,109.00
Public Works Services Director $12,907.00 $15,555.00 $18,300.00 Fire Chief* $18,716.56 $21,664.99 $23,886.93
* Included for informational purposes only - This is a Fire District Management Employee Group position not a City position
1 Exhibit A
RESOLUTION NO. FD 2026-XXX
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
RANCHO CUCAMONGA FIRE PROTECTION DISTRICT,
RANCHO CUCAMONGA, CALIFORNIA, APPROVING SIDE
LETTER AGREEMENT BETWEEN RANCHO CUCAMONGA
FIRE PROTECTION DISTRICT AND FIRE MANGEMENT
EMPLOYEES’ GROUP AND APPROVING UPDATED FIRE
MANAGEMENT EMPLOYEES’ GROUP SALARY SCHEDULE.
WHEREAS, representatives of the Rancho Cucamonga Fire Protection District (District) and Fire Management Employees’ Group representatives have met and conferred pursuant to the provisions of Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and
WHEREAS, representatives of the District and Fire Management Employees’ Group have agreed upon and presented to this Fire Board a Side Letter Agreement (see attached Side Letter Agreement), effective July 15, 2026; and
WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District has determined that it is necessary for the efficient operation and management of District policies be established prescribing salary ranges, benefits and holidays and other policies for employees of the Rancho Cucamonga Fire Protection District; and
WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District has previously adopted salary resolutions establishing salary ranges, benefits and other terms of employment for employees of the Rancho Cucamonga Fire Protection District; and
WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits and other terms of employment; and
WHEREAS, the Rancho Cucamonga Fire Protection District has determined the use of an existing salary range on a District full-time bargaining unit salary schedule for a part -time position when a full-time equivalent is not listed in the District’s part-time salary schedule; and
NOW, THEREFORE, THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Fire Management Employees’ Group salary schedule (Exhibit A) and Side Letter Agreement with Fire Management Employees’ Group are hereby approved and the City Manager is hereby authorized to sign said Side Letter Agreements on behalf of the Rancho Cucamonga Fire Protection District, and the City Clerk to attest thereto.
PASSED, APROVED AND ADOPTED this ______ day of ___________, 2026.
ATTACHMENT 2
SIDE LETTER AGREEMENT
BETWEEN RANCHO CUCAMMONGA FIRE PROTECTION DISTRICT
AND FIRE MANAGEMENT EMPLOYEES’ GROUP
T
he Rancho Cucamonga Fire Protection District (''District''} and Fire Management Employees’ Group (collectively, the "Parties''} entered into a Memorandum of Understanding ("MOU'') that commenced on July 1, 2026 and expires on June 30, 2029.
T
he Parties met and conferred in good faith in June of 2026. The Parties agreed to amending MOU language on holiday and vacation buyback dates, conversion factors for vacation, sick, and holiday leave, vision insurance to align with current District practice, removing outdated MOU language on sick leave upon retirement, and updating administrative leave to be referenced as management leave.
ART
ICLE II – COMPENSATION
§ 5.
Employee Group Insurance
C. V
ision Insurance
The District shall continue to provide vision care coverage for all full -time employees.
ART
ICLE III – LEAVES
§ 1.
Holidays
D. H
oliday time shall be accrued annually beginning with the first pay period of the fiscal year within the pay period which it occurs. Beginning in calendar year 2022. the two December holidays will accrue on November 30 of each year.
B
eginning December 1, 2021, and annually thereafter, any employee that wants to have the District buy back holiday hours shall make an irrevocable election to do so.
The irrevocable election shall be submitted in writing to the City’s Human resources Department on or before December 15 and shall indicate the number of hours of holiday that the employee expects to earn in the following calendar year that the employee wants the District to buy back in December (on the first pay period in December). Beginning in August 2026 future buybacks shall occur in December (with the first paycheck in December). Regardless of the number of hours requested to be cashed out, the most the District can cash out is the number of hours accrued and available in that calendar year to date.
§ 3.
Vacation Leave
D. A
nnually, any employee that wants to have the District buy back vacation hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City’s Human Resources Department on or before
.
.
December 15 and shall indicate the number of hours of vacation that the employee expects to earn in the following calendar year that the employee wants the District to buy back. This buy back shall occur twice annually, in July (on the first pay period in July) and November (on the first pay period in November). Beginning in August 2026 future buybacks shall occur twice annually, in July (with the first paycheck in July) and December (with the second paycheck in December). The employee must indicate the total amount of hours they want paid out in July and in December .
Regardless of the number of hours requested to the cashed out at either time, the most the District can cash out is the number of hours accrued and available in that calendar year to date. Employees must maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback time.
§ 4.
Sick Leave
J. U
pon the retirement of an employee, the employee may elect from one or more of the following options:
F
or every employee in the Defined Class, the District shall, upon the employee’s retirement from the District, irrevocably contribute to the employee’s Trust account on a pre -tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Annual Leave to a District sponsored 401(a) plan, 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit.
N
o employee in the Defined Class shall have the option to receive cash for the value of the accrued Sick Leave in lieu of making contributions to the Trust and/or 401(a), 457(b) plans or CalPERS Service Credit.
§ 5.
Conversion Factor
T
he factor used to convert the accruals for forty (40) hour per week personnel to fifty-six (56) hour per week personnel will be vacation, holiday, and sick leave:
Wo
rk Week Basis
Vacation 40 Hour 56 Hour Conversion
Factor
30 days-3 years 85.72 120 1.399906673
4-7 years 128.57 180 1.400015556
8-10 years 171.43 240 1.399988333
.
.
11-19 years 188.58 264 1.399936367
20-24 years 196.58 288 1.465052396
25+ years 204.58 312 1.525075765
Holiday 140 168 1.2
Sick 120 144 1.2
T
he following reciprocal factor will be used to convert the vacation, sick leave, and holiday accruals for fifty-six (56) hours per week personnel to forty (40) hours per week personnel as of January 2026:
Wo
rk Week Basis
Vacation 56 Hour 40 Hour Reciprocal
Factor
30 days-3 years 120 85.72 0.714333333
4-7 years 180 128.57 0.714277778
8-10 years 240 171.43 0.714291667
11-19 years 264 188.58 0.714318182
20-24 years 288 196.58 0.682569444
25+ years 312 204.58 0.655705128
Holiday 168 85.72 0.833333333
Sick 144 128.57 0.833333333
§
9. Management Leave
Management Leave: The following classifications shall earn Management Leave each fiscal year as follows:
Fire Marshal and Fire
Business Manager
50 hours
Senior Fire Deputy Chief and
Fire Deputy Chief
75 hours
Fire Chief 100 hours
A
ny unused management leave, up to a maximum of forty (40) hours in June of each fiscal year must be sold back to District at the employee’s then current hourly rate.
Management leave shall not be carried beyond the fiscal year in which it was earned.
.
.
This Side Letter of Agreement and Appendix A attached hereto shall be incorporated into the MOU. The MOU shall remain in full force and effect except to the extent modified by this Side Letter of Agreement and Appendix A. This Side Letter of Agreement and Appendix A shall not be effective until ratified by the District Board and approved by Fire Management Employees’ Group.
F
or the Fire Protection District For the Fire MEG
________________
___________ _________________________________
Elisa C. Cox Chad Comeau
City Manager Fire MEG
Fire Management Employees Group
Salary Schedule
As of July 4, 2026
Classification/Stipend Step A Step B Step C Step D Step E Step F Pay Frequency Fire Chief
(40 Hour Workweek) 107.98 113.39 119.05 124.99 131.24 137.81 Hourly (56 Hour Workweek) 77.13 80.99 85.03 89.28 93.75 98.44 Hourly 8,638.41 9,070.91 9,523.92 9,999.22 10,499.50 11,024.74 Bi-Weekly 18,716.56 19,653.63 20,635.15 21,664.99 22,748.91 23,886.93 Monthly 224,598.69 235,843.54 247,621.82 259,979.84 272,986.87 286,643.18 Annually Senior Fire Deputy Chief
(40 Hour Workweek) 102.56 107.70 113.09 118.76 124.68 130.90 Hourly (56 Hour Workweek) 73.26 76.93 80.78 84.82 89.05 93.50 Hourly 8,205.30 8,616.23 9,046.79 9,500.05 9,973.97 10,472.67 Bi-Weekly 17,778.14 18,668.50 19,601.37 20,583.45 21,610.27 22,690.78 Monthly 213,337.65 224,021.95 235,216.47 247,001.49 259,323.27 272,289.41 Annually Fire Deputy Chief
(40 Hour Workweek) 97.68 102.57 107.70 113.10 118.74 124.67 Hourly (56 Hour Workweek) 69.77 73.27 76.93 80.78 84.81 89.05 Hourly 7,814.57 8,205.93 8,615.99 9,047.67 9,499.02 9,973.97 Bi-Weekly 16,931.56 17,779.52 18,667.97 19,603.29 20,581.21 21,610.27 Monthly 203,178.71 213,354.24 224,015.69 235,239.51 246,974.54 259,323.25 Annually Fire Batallion Chief
(40 Hour Workweek) 81.91 86.00 90.30 94.82 99.55 Hourly (56 Hour Workweek) 58.51 61.43 64.50 67.73 71.11 Hourly 6,552.93 6,880.39 7,223.90 7,585.86 7,964.38 Bi-Weekly
14,198.02 14,907.51 15,651.78 16,436.04 17,256.15 Monthly 170,376.22 178,890.11 187,821.31 197,232.45 207,073.76 Annually Fire Marshal 87.86 92.25 96.85 101.71 106.78 Hourly
7,028.67 7,379.91 7,748.35 8,136.60 8,542.59 Bi-Weekly
15,228.79 15,989.79 16,788.10 17,629.29 18,508.94 Monthly 182,745.53 191,877.53 201,457.14 211,551.53 222,107.31 Annually Fire Business Manager 59.11 62.07 65.17 68.43 71.85 75.44 Hourly 4,728.67 4,965.35 5,213.62 5,474.13 5,747.75 6,034.91 Bi-Weekly 10,245.44 10,758.26 11,296.18 11,860.60 12,453.45 13,075.64 Monthly 122,945.29 129,099.09 135,554.10 142,327.25 149,441.42 156,907.73 Annually BC TRAINING OFFICER/SPECIAL ASSIGNMENT STIPEND (11% of 40 hr BC Current Step) 40 Hour Workweek 9.01 9.46 9.93 10.43 10.95 Hourly
56 Hour Workweek 6.44 6.76 7.10 7.45 7.82 Hourly
720.82 756.84 794.63 834.44 876.08 Bi-Weekly
1,561.78 1,639.83 1,721.70 1,807.96 1,898.18 Monthly
Exhibit A
DATE: July 15, 2026
TO: Mayor and Members of the City Council
FROM: Elisa C. Cox, City Manager
INITIATED BY: Jennifer Gracia, Deputy City Manager
Wess Garcia, Library Director
SUBJECT: Consideration of the City Council Library Subcommittee's Recommendation to Appoint Members to the Library Board of Trustees. (CITY)
RECOMMENDATION:
Staff recommends the City Council approve the City Council Library Subcommittee’s recommendation to appoint Christine DeVries and Laurel Rice to a three-year term ending on June 30, 2029, on the Library Board of Trustees.
BACKGROUND:
As mandated by the California Education Code Sections 18910-18927, municipal public libraries shall have a Board of Trustees appointed by the municipality’s governing body. As outlined in the By-laws of the Rancho Cucamonga Public Library Board of Trustees, the Board is mandated to provide oversight to the Library. Terms of office for the Trustees shall be for three years and all Members serve in a volunteer capacity.
Two vacancies will be created on the Board on June 30, 2026, when the terms for Board Members Christine DeVries and Laurel Rice conclude. Christine DeVries and Laurel Rice would each be appointed to complete three-year terms concluding June 30, 2029.
ANALYSIS:
The City Council Library Subcommittee, at their meeting on May 13, 2026, interviewed three applicants for the Library Board of Trustees vacancies. The Subcommittee recommends the appointment of Christine DeVries and Laurel Rice. These two candidates have demonstrated their passion for public library services in Rancho Cucamonga.
FISCAL IMPACT:
None.
COUNCIL MISSION / VISION / VALUE(S) ADDRESSED:
Providing superior Library Services to the residents of Rancho Cucamonga supports City Council’s Values of providing opportunities for community engagement.
ATTACHMENTS:
None.