COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: August 4, 2026
SUBJECT: Adoption of a Resolution Approving the Establishment of a New Job Classification, Corresponding Job Specification, and Adopting Amendments to the Comprehensive Schematic Pay Schedule
Description:
The City Council will consider approving the establishment of a new job classification for the Police Department, and the corresponding job specification; and adopting a single, amended Comprehensive Schematic Pay Schedule for all full -time and part -time employees in compliance with the requirements of the California Public Employees’ Retirement System.
RECOMMENDATION:
Adopt a Resolution approving the establishment of a new job classification for the Police Department and the corresponding job specification; and adopting amendments to the Comprehensive Schematic Pay Schedule for all full-time and part-time employees.
BACKGROUND:
In administering the City’s classi fication and compensation system and workforce planning, Human Resources will periodically present to the City Council recommended changes and salary adjustments for formal approval.
To implement any salary adjustment for employees, the City is required to submit the proposed adjustments to the City Council for approval in open session. This is mandated by California Code of Regulation Subchapter 1, specifically Employee’s Retirement System Regulations Sections 570.5 and 571.1 (2 CCR§§ 570.5 and 571.1). These regulations dictate that whenever salary changes occur, the City Council must officially adopt a stand-alone, unified pay schedule that adheres to all open meeting laws.
DISCUSSION:
On June 16, 2026, the City Council approved the Fiscal Year 2026 -2028 budget that included a list of all authorized positions by department. Upon further evaluation of the needs of the Police Department, the Department has identified increased need of management level supervision in the Communications Division.
As such, the Human Resources Division recommends the following actions:
2 1. Remove 1.0 FTE Dispatcher II, add 1.0 FTE Public Safety Communications Manager
2. Establish the full-time Public Safety Communications Manager classification The addition of a management -level position is needed to strengthen department operations in the Communications Division by providing leadership, accountability, strategic oversight, and development of staff within the Division. This position will report to Police Department leadership, and would bridge gaps in supervision, enhance succession planning , and ensure data-driven processes. The proposed salary is $4,945.57 to $6,011.37 bi-weekly.
3. Approve amendments to the Comprehensive Schematic Pay Schedule A Comprehensive Salary Schematic (“Schedule”) for the City of Santa Maria is created and presented in accordance with CalPERS regulations intended to ensure consistency when reporting compensation for City employees. The Public Employees’ Retirement Law (PERL), Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Schedule includes pay rate information for all full -time and part -time employees. The Schedule enhances the disclosure and transparency of public employee compensation by requiring that the pay rates be listed on a single-pay schedule as per CalPERS’ requirements.
Fiscal Impact
This Council action is to approve administrative changes and additions to class specifications, as per Section 2-20.04.1(b) Job Descriptions (Specifications) of the Santa Maria Municipal Code. The FTE change is net zero (delete 1.0 Dispatcher II and add 1.0 Public Safety Communications Manager); the estimated net fiscal impact will be $49,300.
The increase will be absorbed by the Department utilizing salary savings this Fiscal Year.
Alternative
If the recommended Resolution is not approved, the City will continue to operate with the existing classifications and pay schedule, which may negatively impact recruitment and retention efforts for the specified positions and could result in non -compliance with CalPERS regulations regarding the comprehensive pay schedule.
Impact on the Community
Overall, City services will continue to be provided by City employees with no decrease in the level of service to the public. Instead, it is expected that there will be a positive impact and an increase to current service levels to the public achieved by attraction and retention of qualified employees. The requested cha nges will enhance service to the community and maintain compliance with the California Public Employees’ Retirement System.
ATTACHMENT(S)
A. Resolution
B. Job Description – Public Safety Communications Manager C. Comprehensive Schematic Pay Schedule