FY26/27
City Council
Elizabeth Pabon-Alvarado, Mayor
Rita Xavier, Vice Mayor
Abel Pineda, Council Member
Patricia Ponce, Council Member
Arturo Cruz, Council Member
CLASSIFICATION & COMPENSATION PLAN
1 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
I. ESTABLISHMENT OF PLAN
As per the City of San Pablo’s Personnel Rules adopted by Resolution 2014-031.
Section 2.03 establishes the authority of the City Manager to prepare a Classification Plan (hereafter referred to as “the Plan”) as follows:
“The Personnel Officer [City Manager], or such person as has been delegated the responsibilities thereof, shall be responsible for the following:
Classification Plan. Prepare a classification plan, including class specifications and revisions of the plan.”
The Plan should be reevaluated on a yearly basis and maintained in such a manner so as not to cause inefficiencies in the operation of City business.
The Plan provides a complete inventory of all po sitions budgeted for City service and contains commensurate Salary Range Schedules and Job Descriptions for each budgeted position.
II. COMPOSITION OF PLAN
The Plan contains the following general sections:
1) Employee Allocation List – The list contains the following Information:
1. FTE Count budgeted for the fiscal year.
2. Department to which each position is allocated
3. Job Classification/Position Title
4. Labor Unit/Employee Group
Positions listed as “N/A” in the FTE column in Section XI have not been budgeted for the fiscal year.
2) Salary Range Schedules - Contains the range in salary steps for each budgeted position in City service. Salary Range Schedules are organized by Employee Group (e.g. Association of Intermediate Employees ( AIE), Operating Engineers, Local 3 ( OE3), San Pablo Police Employees Association ( SPPEA), San Pablo Police Employees Association Management Unit ( SPPEA M gmt.), Confidential Employees, Division Managers, Executive Management, Contract Employees, Part Time Employees)
3) Class Specifications (job descriptions) – For each budgeted position, the Plan contains a description of the nature of the work and of the relative responsibility of each budgeted position. These also include examples of work which are illustrative of the duties of the positions assigned to the class, requirements of work in terms of knowledge, abilities and skills necessary for the performance of the work, and a statement of experience and training desirable for recruitment into the class.
2 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
4) Organizational Chart – The Plan contains a chart that depicts where class specifications are located b y department and budgeted FTE. The Organizational Chart does not depict Part-time position as departments hire part-time positions in established classifications as needed not too exceed budgeted allocation for part- time help.
III. USE OF PLAN
The Plan shall be used:
1) In preparing public announcements of examinations for vacancies using the Classification Specifications;
2) As a guide in preparing examinations which may be used to appraise the qualifications of applicants for work in specific classes by keeping updated Classification Specifications;
3) In determining salaries to be paid for various types of work and establishing and maintaining an equitable compensation plan;
4) In determining salaries & benefit items in the budgets for the various departments of the City;
5) In providing uniform job terminology which is clearly understandable to City officers, employees and the general public; and
IV. DEVELOPMENT AND MAINTENANCE OF SALARY RANGE SCHEDULES Development and maintenance of salary ranges shall be conducted as follows:
1) Salary ranges shall be linked directly to the Plan and shall be determined with due regard to ranges of pay of other classes, relative particular occupational categories, prevailing rates for similar employment in the surrounding labor market, rates of pay in other similar size and/or proximate jurisdictions, the financial policies of the City and other economic considerations. The minimum and maximum and intermediate steps of each salary range shall be those rates in the basic salary schedule which most nearly reflect these factors.
2) As appropriate, the City Manager may make or direct to be made, such comparative studies as he/she may deem necessary, of the factors affecting the level of salary ranges.
3) On the basis of information derived from such studies, the City Manager shall recommend to the City Council adoption of such changes in the salary ranges as are pertinent to maintaining the fairness and adequacy of the Plan.
4) General salary increases affecting all City employees shall not become effective until approved by Resolution of the City Council.
3 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
5) Prior to commencement of each Fiscal Year the City Manager shall provide the City Council with a review and report on the City's Classification & Compensation Plan. Amendments to the Plan shall be considered at that time.
V. SALARY ADVANCEMENT SCHEDULE
The salary ranges are intended to furnish administrative flexibility in recognizing individual differences between positions and in providing employee incentives and rewarding employees for meritorious service.
Employees are eligible to receive salary increases and are eligible for promotion from one job level to another based on qualifications and job performance.
The City’s Personnel Rules, Section 6.02, Normal Advancement, establishes the process and schedule for advancement through the salary ranges.
VI. CLASS SPECIFICATIONS/ JOB DESCRIPTIONS
The job descriptions in the Plan and their various parts shall be used as a guide in the classification of positions and have the following force and effect:
The job descriptions are descriptive and not restrictive. They are intended to indicate the kinds of duties that are allocated to the position and shall not be construed as declaring to any extent, or in any way, what the minimum or maximum duties or responsibilities of any position shall be, or as limiting or in any way modifying the power of any appointing authority or administrative officer to assign, direct and control the work of employees under his supervision. The use of particular expression or illustration shall not be held to exclude others not mentioned that are of similar kind and quality.
VII. PART-TIME EMPLOYEES
All employees of the City who are hired on a part -time basis shall be paid hourly for the work performed for the Cit y in accordance with the position the employee is assigned to as listed in the Part Time Salary Range Schedule.
Employees in the Part -time Salary Range Schedule may be granted salary increases in accordance with the full-time advancement schedule establi shed in Section 6.02, Normal Advancement of the City’s Personnel Rules , subject to recommendation by the Department Head or Division Manager and with approval of the City Manager.
VIII. MAINTENANCE OF PLAN
The City Manager shall be responsible for the proper maintenance of the Plan so that it shall reflect continuously on a current basis, the duties being performed by each employee in the City.
The City Manager shall make necessary amendments to the Plan, including the addition of required new classes, revision of existing classes and deletion of
4 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
obsolete classes and shall make recommendation to the City Council on such changes.
Changes and reallocations within the Plan shall be made as follows:
1) The City Manager shall analyze or cause to be analyzed the duties and responsibilities to be assumed by incumbents of proposed new positions and using such appraisal as a basis, make a recommendation to the City Council for consideration of such changes as are necessary.
2) Changes in the duties and responsibilities of a position involving either the addition, reduction, or modification of assignments shall be reported to the City Manager by the Department Head/ Division Manager concerned. If the changes are determined to be permanent , the City Ma nager shall make a recommendation to the City Council to amend such job description as needed.
3) Prior to the beginning of each Fiscal Year, the City Manager shall review or cause to be reviewed, the classification of positions and audit duties and responsibilities and on the basis of his appraisal, recommend to the City Council such changes as are necessary to keep the Plan up to date and in step with current conditions.
IX. EFFECT OF PLAN
Position titles shall be used in all personnel, accounting, budgeting payroll, appropriation, and financial records. No person shall be appointed to, or employed in a position in the City under a position title not included in the Plan.
In the event of a conflict between any sections of the Plan and provisions contained in a collective bargaining agreement entered into by the City and its employees, the provision contained in such collective bargaining provision shall prevail.
X. CONFORMITY TO STATE & FEDERAL LAW
Notwithstanding any provision of the Codified Ordinance s of the City, the provisions of the State of California, and the United States Fair Labor Standards Act of 1938 as amended shall apply and control on matters, of minimum wages and overtime where such provisions are made applicable to the City by such Acts.
5 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
This page intentionally left blank
6 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
XI. EMPLOYEE ALLOCATION LIST
7 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
FTE
Department
Job Classification
Labor Unit
ELECTED OFFICIALS (City Council, City Clerk & City Treasurer)
1.00 City Council Council Member N/A
1.00 City Council Council Member N/A
1.00 City Council Vice Mayor N/A
1.00 City Council Council Member N/A
1.00 City Council Mayor N/A
1.00 City Clerk Elected City Clerk N/A
1.00 City Treasurer Elected Treasurer N/A
7.00 Department Total FTE Count
CITY ATTORNEY
1.00 City Attorney City Attorney Contract Employee
1.00 City Attorney Paralegal II Confidential
2.00 Department Total FTE Count
CITY MANAGER'S OFICE
1.00 City Manager’s Office City Manager Contract Employee
1.00 City Manager’s Office Assistant City Manager Exec. Mgmt.
1.00 City Manager’s Office Econ Develop & Housing Mgr. Division Managers
1.00 City Manager’s Office Human Resources/Risk Mgr. Division Managers
1.00 City Manager’s Office Deputy City Clerk Division Managers
3.00 City Manager’s Office Management Analyst Confidential
1.00 City Manager’s Office Administrative Clerk I OE3
N/A City Manager’s Office Management Assistant Confidential
9.00 Department Total FTE Count
8 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
FTE
Department
Job Classification
Labor Unit
ADMINITSRATIVE SERVICES
1.00 Administrative Services Administrative Services Director Executive Mgmt.
1.00 Administrative Services Accounting Manager Division Managers
1.00 Administrative Services Management Analyst Confidential
1.00 Administrative Services Accountant Confidential
2.00 Administrative Services Accounting Technician Confidential
1.00 Administrative Services Fiscal Clerk II OE3
2.00 Administrative Services Info. Technician AIE
2.00 Administrative Services Info. Tech. Administrator AIE N/A Administrative Services Info. Tech. Specialist AIE
1.00 Administrative Services Info. Tech. Manager Division Managers
12.00 Department Total FTE Count
PUBLIC WORKS DEPARTMENT
1.00 Public Works PW Director/City Engineer Exec. Mgmt.
2.00 Public Works Sr. Civil Engineer Div. Managers
1.00 Public Works Sr. Management Analyst AIE
1.00 Public Works Main. Ops. Superintendent AIE
2.00 Public Works Assistant Engineer AIE
1.00 Public Works Env. Program Analyst AIE
1.00 Public Works Env. Programs Manager Division Managers
1.00 Public Works Administrative Clerk II OE3
N/A Public Works Sr. Env. Programs Analyst AIE
2.0 Public Works Maintenance Supervisor AIE
6.00 Public Works Maintenance Worker I OE3
5.00 Public Works Maintenance Worker II OE3
1.00 Public Works Sr. Administrative Clerk OE3
1.00 Public Works Engineering Technician OE3
2.00 Public Works Sr. Maintenance Worker OE3
N/A Public Works Env. Program Analyst Part Time
3.00 Public Works Maintenance Aide Part Time
27.00 Department Total FTE Count (30 FTE Including Part-Time)
9 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
FTE Department Job Classification Labor Unit
COMMUNITY DEVELOPMENT
1.00 Community Development Comm. Development Director Exec. Mgmt.
1.00 Community Development Chief Building Official Division Managers
1.00 Community Development Planning Manager Division
Managers
2.00 Community Development Associate Planner AIE
1.00 Community Development Administrative Clerk II OE3
1.00 Community Development Admin. Secretary OE3
1.00 Community Development Senior Building Inspector OE3
1.00 Community Development Senior Permit Technician OE3
2.00 Community Development Permit Technician I/II OE3
1.00 Community Development Planning Aide OE3
N/A Community Development Senior Planner AIE
12.00 Department Total FTE Count
COMMUNITY SERVICES
1.00 Community Services Comm. Servs. Director Exec. Mgmt.
2.00 Community Services Comm. Servs. Manager Division
Mangers
2.00 Community Services Comm. Servs. Supervisor AIE
N/A Community Services Comm. Servs. Coordinator I AIE
5.00 Community Services Comm. Servs. Coordinator II AIE
1.00 Community Services Sr. Administrative Clerk OE3
2.00 Community Services Paratransit Driver (FT) OE3
3.50 Community Services Administrative Intern Part Time
0.25 Community Services Art Gallery Curator Part Time
0.50 Community Services Para Transit Driver (PT) Part Time
1.5 Community Services Program Assistant Part Time
5.25 Community Services Building Attendant Part Time
5.00 Community Services Recreation Leader Part Time
3.00 Community Services Recreation Specialist Part Time
2.00 Community Services Sr. Recreation Specialist Part Time
1.00 Community Services Student Intern Part Time
10 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
13.00 Department Total FTE Count (35.00 FTE Including Part-time)
FTE Department Job Classification Labor Unit
POLICE DEPARTMENT
1.00 Police Department Chief of Police Exec. Mgmt.
2.00 Police Department Police Captain SPPEA Mgmt.
(Sworn)
4.00 Police Department Police Lieutenant SPPEA Mgmt.
(Sworn)
10.00 Police Department Police Sergeant SPPEA (Sworn)
1.00 Police Department Building Inspector OE3
1.00 Police Department Police Executive Assistant SPPEA (Non-sworn)
1.00 Police Department Sr. Maintenance Worker OE3
6.00 Police Department Police Admin. Clerk SPPEA (Non-sworn)
2.00 Police Department Police Cadet Part time
1.00 Police Department Police Support Servs. Manger SPPEA Mgmt. (Non-sworn)
1.00 Police Department Police Support Servs.
Supervisor SPPEA (Non-sworn)
8.00 Police Department Police Services Tech. SPPEA (Non-sworn)
4.00 Police Department Jailer SPPEA (Non-sworn)
43.00 Police Department Police Officer SPPEA (Sworn)
1.00 Police Department Crossing Guard Part Time
0.50 Police Department Background Investigator Part Time
83.00 Department Total FTE Count (86.50 FTE Including Part- time)
CITY TOTALS
158.0 Full Time FTE
28.50 Part-Time FTE
186.50 Total FTE Count
11 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
XII. SALARY RANGE SCHEDULES
12 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
13 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
14 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
15 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
16 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
17 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
18 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
19 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
20 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
XIII. Class Specifications / Job Descriptions
(found at: www.SanPabloCa.Gov/JobDescriptions)
21 Adopted 06/15/26; Reso #2026-###
CLASSIFICATION & COMPENSATION PLAN
XV. Organizational Chart