DATE: SEPTEMBER 29, 2026
DEPARTMENT: HUMAN RESOURCES
FROM: MARINA HORTA-GALLEGOS, DIRECTOR
TITLE: RECLASSIFICATION AND MODIFICATION TO CLASSIFICATION- SALARY SCHEDULE RECOMMENDED MOTION:
A motion to approve a Resolution approving the reclassification of four positions listed below and modify the Classification – Salary Schedule to include the classifications of Temporary - Fire Inspector I/II, Public Service Maintenance Worker – Trainee and retitling of the Business Navigator classification to Business Liaison.
EXECUTIVE SUMMARY:
Staff recommend reclassification of the Police Department and Public Works positions listed below, having undergone a classification study. Additionally, staff recommend modification of the Classification – Salary Schedule to include the addition of the classifications of Temporary Fire Inspector I/II and the new classification of Public Service Maintenance Worker – Trainee, in addition to the retitling of the Business Navigator to Business Liaison. These additions and changes to the Classification – Salary Schedule would become effective September 28, 2026 and are necessary to remain in compliance with the specifications of publicly available pay schedules mandated by California Public Employers Retirement System (CalPERS) and Government Code §570.5.
BACKGROUND:
The Personnel Manual at Section 3.9 provides, in part, that Department Directors may request a classification study when they believe that positions under their jurisdiction may be improperly classified, or that the duties and responsibilities have changed; recommended actions are typically reviewed during the budget process.
Section 3.9(D) provides that, “Reclassification is generally necessitated through organization modification. Generally, reclassification will result from:
Significantly changed duties and responsibilities, necessitating a modification of the pay range and title of the position.
Reorganization of the department, or division of a department, whereby the requirement for the particular classification no longer exists.” Staff request that the City Council authorize the reclassification, effective September 28, 2026, of four positions that were recommended for study during the development of the FY 2025-2026 mid-year budget. These positions are part of a larger group; however, the remainder of the positions are still under review.
The City retained the services of CPS HR Consulting, a public agency that provides human resource management services to assist in the classification study. The process involved several steps, including 1) requiring the incumbents to complete a detailed Position Description Questionnaire; 2) conducting job analysis interviews with incumbents and their supervisors; 3) review of job descriptions/class specifications, in addition to a review of the City’s Classification and Salary Schedule; and 4) examination of the qualifications, namely the education and experience for each class specification.
The positions recommended for study are in two departments as noted below:
Police Department - The Property/Evidence Technician was recommended for reclassification to Senior Property/Evidence Technician. One Community Service Officer was recommended for reclassification to Investigative Specialist.
Public Works – The Facilities Maintenance Mechanic incumbent under study was recommended for reclassification to Senior Facilities Maintenance Mechanic and the incumbent Senior Facilities Maintenance Mechanic was recommended for reclassification to Facilities Maintenance Mechanic Crew Supervisor.
In addition to the reclassifications, staff request the addition of the following classifications to the Classification – Salary Schedule:
Fire Department:
Fire Inspector I/II – Temporary
The Fire Department will begin recruiting for support staff to assist in Fire Prevention with commercial inspections.
Public Works:
Public Service Maintenance Worker – Trainee
The Public Service Maintenance Worker – Trainee is a new, entry-level classification in the Public Service Maintenance Worker series. Incumbents will participate in on-the-job training and will perform the same duties as a Level I worker; however, they are not expected to function at the same skill level. These will be at-will positions that can assist with short-term projects in the field of Public Works, Parks, and Urban Forestry.
Administration:
Business Navigator classification retitle to Business Liaison The Business Navigator classification was created in 2025 and functions within the Economic Development Division. Staff request the City Council approve the retitling of this classification to Business Liaison. This title more closely reflects the title used by other public agencies for market and salary comparisons.
CEQA CONSIDERATION:
Not a Project. The City of Salinas has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).
CALIFORNIA GOVERNMENT CODE §84308 APPLIES:
No.
STRATEGIC PLAN INITIATIVE:
The proposed recommendation reflects the City Services strategic plan initiative ensuring fiscal responsibility and financial management and providing high-quality customer service.
DEPARTMENTAL COORDINATION:
Human Resources coordinated with the Police Department, Public Works Department, Fire Department, Administration, and Finance Department in this effort.
FISCAL AND SUSTAINABILITY IMPACT:
There is no fiscal impact with the reclassifications during FY 26-27. Anticipated reclassifications were factored into the FY26-27 budget. Departments will work with Human Resources to determine appropriate salary placement. The requested modification to the Classification – Salary schedule also does not create any new or additional fiscal impact.
Fund
General Ledger Number (Operating/CIP)
General Ledger Account Name
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ATTACHMENTS:
Resolution
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CITY OF SALINAS
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