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CONSENT CALENDAR
City of San Bernardino
Request for Council Action
Date: June 18, 2025
To: Honorable Mayor and City Council Members
From: Bill Gallardo, Interim City Manager;
Andrea Russell, Director of Human Resources
Department: Human Resources
Subject: Approving Job Classifications and Amending the City- wide Salary Schedule (All Wards)
Recommendation
It is recommended that the Mayor and City Council of the City of San Bernardino, California adopt Resolution No. 2025-309:
1. Establishing a full-time Programming/Traffic Assistant classification; and
2. Authorizing the City Manager or designee to add one (1) full-time Programming/Traffic Assistant position to the IT Department for FY 25/26; and
3. Amending the compensation for the Police Dispatcher I (Flex), Police Dispatcher II, and Police Dispatch Supervisor classifications; and
4. Amending the bargaining group and salary range for the Police Dispatch Manager and Police Records Manager classifications; and
5. Amending the City-wide Salary Schedule for full-time, part-time, temporary, and seasonal positions.
Executive Summary
Staff recommends the establishment of a full-time Programming/Traffic Assistant classification, its inclusion to the City’s salary schedule, and the addition of one (1) full- time position to the Information Technology Department for Fiscal Year 25/26. This role will support cablecast programming and enhance the Department’s capacity to deliver high-quality public broadcasts, promoting government transparency and community engagement.
Staff further recommends the following updates to ensure internal equity and competitiveness with market standards; adjusting the salary ranges for Dispatcher I (Flex), Dispatcher II, and Dispatch Supervisor to better align with comparable positions 2 7
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in the labor market. These adjustments will support the City’s efforts to retain qualified personnel in this essential service area. Additionally, it is recommended that the bargaining group of the Police Dispatch Manager and Police Records Manager classifications be amended from the Middle Management Unit to the Management/Confidential Group to reflect the scope and responsibilities of their roles more accurately. In doing so the salary range for these classifications will be amended to the closest range on the amended salary schedule.
These changes are intended to improve operational efficiency, ensure accurate job classification, and maintain alignment within the City’s organizational framework. Staff also recommends updating the City-wide salary schedule to incorporate these modifications. These recommended changes will be effective for the 25/26 fiscal year.
Background
Programming/Traffic Assistant
The Information Technology (IT) Department supports the City’s internal and external communications infrastructure, including the broadcasting of City Council meetings, commission hearings, and other public events.. Currently, there is only one (1) full- time classification that supports this function, and the department utilizes the part-time classification of Programming/Traffic Assistants to assist.
Over the past several years, the demand for consistent, high-quality broadcast coverage has increased, reflecting the City’s ongoing commitment to transparency and public access. Because of this increasing demand, there is a need to convert the Programming/Traffic Assistant to a full-time classification, and to the Salary Schedule, as it currently exists as part-time classification. In addition, there is a need to add one (1) full-time position to the IT Department to better support broadcast coverage needs.
Police Dispatcher I (Flex), Police Dispatcher II & Police Dispatch Supervisor The Police Dispatcher I (Flex), Police Dispatcher II, and Police Dispatch Supervisor classifications are critical to the City’s public safety operations. These roles are responsible for answering and dispatching emergency calls, ensuring that police services are deployed swiftly and accurately. Maintaining adequate staffing in these positions is essential—any delays or disruptions in answering emergency calls can pose significant risks to community safety.
Currently, the City is facing challenges in retaining employees in these classifications due to below-market compensation. Competing agencies offer higher salaries—often for a lower volume of calls or less complex workloads, making it difficult for the City to remain competitive. As a result, trained and experienced personnel are leaving for better-paying opportunities elsewhere, placing additional strain on remaining staff and potentially compromising service delivery.
To begin addressing this issue, staff recommends adjusting the salary ranges for Police Dispatcher I (Flex), Police Dispatcher II, and Police Dispatch Supervisor to move towards aligning them with regional market rates. Although this recommendation will 2 7
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not fully align these classifications to market, is a necessary step toward bridging the pay gap and retaining qualified employees in these critical roles.
Police Dispatch Manager & Police Records Manager
On August 21, 2024, the City Council approved Resolution No. 2024-270, amending the compensation of the Police Dispatch Manager and Police Records Manager classification. Both classifications were inadvertently assigned to Middle Management bargaining group at Range 568 ($8,406.85 - $10,459.50/month) on the City-wide Salary Schedule.
Staff recommends amending the bargaining unit for the Police Dispatch Manager and Police Records Manager positions from the Mid-Management bargaining unit to the Management/Confidential group. This adjustment is necessary to correct an administrative oversight and align these classifications with the group that fits the characteristics of their classifications.
Discussion
Programming/Traffic Assistant
Currently, the City relies on a team of three (3) part-time Programming/Traffic Assistants to manage live and recorded broadcasts. Limited staffing has created challenges in providing uninterrupted coverage, responding to technical issues in real time, and ensuring proper setup for high-visibility events.
To address these operational needs, staff recommends establishing the Programming/Traffic Assistant classification on the Salary Schedule as a full-time classification. In addition, staff recommends adding one (1) full-time Programming/Traffic Assistant position to the IT Department. The additional support will ensure reliable, professional coverage of City Council meetings, special sessions, and signature events such as the State of the City address.
The addition of one (1) full-time Programming/Traffic Assistant position in the Information Technology Department will be funded through the reallocation of the existing part-time budget.
Establishing this classification on the Salary Schedule as a full-time position will place it in the General Unit at Range 400 ($3,726.18 - $4,528.72/month) Police Dispatcher I (Flex), Dispatcher II & Dispatch Supervisor Human Resources staff completed an external salary survey and internal comparison, and the results indicate that the average maximum salary of classifications comparable to the City’s Police Dispatcher I (Flex) at other agencies is $6,060.50/month; the average maximum salary of the Police Dispatcher II classification is $6,242.67/month; and the average maximum salary of the Police Dispatch Supervisor classification is $9,372.40/month. The Police Dispatcher I (Flex) is 16.75% below the average, with Dispatcher II and Dispatch Supervisor being behind by 20.26% and 27.04%. Based on these results, staff recommends reassigning all classifications as follows:
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Current:
Police Dispatch
Range 425
Proposed:
Police Dispatch
Range 433
Classification Min Max Min Max
Police Dispatcher I (Flex) $4,270.80 $5,191.49 $4,612.46 $5,606.81 Current:
Police Dispatch
Range 456
Proposed:
Police Dispatch
Range 464
Classification Min Max Min Max
Police Dispatcher II (Flex) $4,984.72 $6,059.06 $5,383.49 $6,543.78 Current:
Mid-Management
Range 498
Proposed:
Mid-Management
Range 514
Classification Min Max Min Max
Police Dispatch Supervisor $6,069.24 $7,377.54 $6,573.40 $7,990.05 The recommended salary range adjustments for Police Dispatcher I (Flex), Police Dispatcher II, and Police Dispatch Supervisor are projected to result in an ongoing increase of approximately $223,000 in personnel costs beginning in FY 2025/26. This increase supports market alignment and employee retention in critical public safety roles. Additionally, the associated pension impacts are estimated at $14,000 for Dispatcher I, $16,000 for Dispatcher II, and $20,000 for the Dispatch Supervisor, all of which contribute to long-term UAL growth due to their pensionable nature.
Police Dispatch Manager & Police Records Manager
Lastly, staff recommends amending the bargaining group assignment for the Police Dispatch Manager and Police Records Manager classifications. These newly created classifications were inadvertently allocated to the Mid-Management bargaining unit; however, based on their job functions, including involvement in strategic department planning, and personnel management, these classifications appropriately aligned with the Management/Confidential group. Amending the bargaining group assignment will ensure accurate classification, align these positions with their true scope of responsibilities, and maintain consistency across comparable leadership roles within the organization. Amending the bargaining group will slightly impact the current salary range as follows:
Current:
Mid-Management
Range 568
Proposed:
Management
Range 574
Classification Min Max Min Max
Police Dispatch Manager $8,604.85 $10,459.50 $8,647.10 $10,511.57 Police Records Manager $8,604.85 $10,459.50 $8,647.10 $10,511.57 2 7
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The reclassification of the Police Dispatch Manager and Police Records Manager from the Mid-Management Unit to the Management/Confidential Group will result in a annual increase of approximately $26,000 each, primarily due to placement on the closest corresponding salary ranges within the amended schedule.
All recommended salary adjustments will be effective the first full pay period following adoption.
As changes are made to salaries or classifications, the City is required to adopt a revised salary schedule in a public meeting. The attached salary schedule meets the California Public Employees Retirement Systems (CalPERS) pay rate reporting requirements in accordance with Government Code Section 20636 defining “Compensation Earnable” and the California Code of Regulations (CCR) Section 570.5.
2021-2025 Strategic Targets and Goals
Establishing and amending the classifications aligns with Key Target No. 2: Focused, Aligned Leadership and Unified Community by enabling the City to ensure adequate service delivery and efficiency; and by building a culture that attracts, retains, and motivates the highest quality of talent.
Fiscal Impact
The proposed changes are projected to increase personnel costs by approximately $310,000 annually, inclusive of position adjustments and salary increases. While some of these changes—such as the Programming/Traffic Assistant—are funded through departmental reallocations, all full-time additions and salary adjustments for CalPERS- eligible positions will incrementally increase the City’s long-term pension obligations and contribute to the Unfunded Accrued Liability.
Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California adopt Resolution No. 2025-309:
1. Establishing a full-time Programming/Traffic Assistant classification; and
2. Authorizing the City Manager or designee to add one (1) full-time Programming/Traffic Assistant position to the IT Department for FY 25/26; and
3. Amending the compensation for the Police Dispatcher I (Flex), Dispatcher II, and Police Dispatch Supervisor classifications; and
4. Amending the bargaining group and salary range for the Police Dispatch Manager and Police Records Manager classifications; and
5. Amending the City-wide Salary Schedule for full-time, part-time, temporary, and seasonal positions.
Attachments
Attachment 1 Resolution 2025-309
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Attachment 2 Resolution 2025-XXX Exhibit A- City Wide Salary Schedule Ward:
All Wards
Synopsis of Previous Council Actions:
June 4, 2025 Mayor and City Council adopted Resolution No. 2025-XXX amending the City-wide salary schedule for full-time, part-time, temporary, and seasonal positions.