City of Simi Valley
Staff Report
A
pril 20, 2026
To: Cit
y Council
Fr
om: Office of the City Manager
Samantha C. Argabrite, City Manager
Jennifer Gutierres, Deputy Human Resources Director
Subj
ect: Direction Regarding Citywide Compensation Study
S
taff Recommendation
I
t is recommended that the City Council direct staff to implement compensation adjustments to align salary ranges with the market median, by using the 50% Difference method, effective the pay period beginning as soon as administratively possible for Unrepresented Management, and Confidential Management and as soon as administratively possible following the meet and confer process with Police Managers’ Association (PMA) and Police Officers’ Association (POA).
The initial 12-month cost of implementation is forecast to be $1,577,203. Ongoing costs will be included in the City’s annual budget process going forward.
Background
On
June 10, 2025, the City Council held an off-site Goal Setting Retreat and Staff presented the City Council with information regarding employee turnover, associated costs, and anticipated retirements. staff also presented compensation data on sample positions as an indicator of overall salary competitiveness. staff reported that the City’s compensation falls below market rate, making it challenging to recruit and retain candidates across departments, including those in Public Safety. At the conclusion of the Retreat, the City Council set nine Focus Area Goals, including to “Ensure competitive compensation and succession planning for Police Department and City staff.”
F
unding was included in the FY 2025- 26 Annual Budget to conduct a Citywide Compensation Study to determine the disparity in the City’s compensation. staff engaged PublicPay LLC, formerly Ralph Andersen and Associates, which conducted the 2017 Classification and Compensation Study.
P
rior to the 2025 study, the City’s most recent comprehensive Classification and Compensation study was conducted in 2017. The report was presented to the City Council on August 21, 2017, and a t that time, due to financial considerations, the City Council did not adjust any compensation ranges.
Agenda Item No.
9A
4919-8119-4914 v1
Following completion of the 2025 study, the City Council was briefed on the results and provided with implementation options and the associated costs. Those options are presented later in this report.
Study Methodology
The compensation study encompassed 110 classifications across the organization, identified as benchmarks (Attachments A and B ). Benchmarks are job classifications recognized in the compensation industry as the basis for tying compensation for other job classifications.
Appropriate benchmarks are necessary to ensure fair and equitable treatment among all job classifications. Over time, changes in pay for targeted job classifications, without regard to the benchmark compensation plan, distort the benchmark relationships. For instance, the Office Assistant II classification is a benchmark, and Office Assistant I is set approximately 25% below Office Assistant II. If the salary range for Office Assistant II is adjusted, the Office Assistant I salary would also need to be adjusted to maintain the integrity of the internal benchmark arrangements.
The compensation study included:
• A total compensation labor market survey,
• A benefits analysis tied to the industry median,
• A n analysis of the cost of setting benchmarks at the median, 3.5% below the median, or 5% below the median.
The City maintains six employee groups, four of which are represented by unions: Police Managers’ Association (PMA), Police Officers’ Association (POA), Service Employees ’ International Union (SEIU), Simi Valley Engineers Association (SVEA), Unrepresented Management, and Confidential Management.
The agencies used for comparison purposes vary by employee group and are shown in the following table.
2 4919-8119-4914 v1
Survey Agency
Population
Served
Driving
Distance County SEIU SVEA
Mgt &
Conf PMA POA
Simi Valley 124,815 0 Ventura
San Fernando 23,692 21 Los Angeles X X X X X
Santa Clarita 232,377 28 Los Angeles X X X
Camarillo 68,927 21 Ventura X X X
Thousand Oaks 122,468 14 Ventura X X X
Burbank 106,146 29 Los Angeles X X X X X
Oxnard 198,733 36 Ventura X X X X X
Ventura 108,985 38 Ventura X X X X X
Pasadena 140,631 42 Los Angeles X X X X
Pomona 153,042 68 Los Angeles X X X X
Inglewood 106,305 42 Los Angeles X X X X
Monterey Park 59,269 47 Los Angeles X X X X
Orange 139,724 73 Orange X X X X
Santa Monica 93,212 38 Los Angeles X X X X
Torrance 143,261 52 Los Angeles X X X X
Ventura County 127,451 38 Ventura X X X X X
Los Angeles County 105,334 39 Los Angeles X X
Salary Increases
Data collection for the compensation study was concluded in December 2025, and the following negotiated salary increases are included in this report.
Employee Group Effective % Increase
Police Mgt (PMA) 11/03/2025 5.5%
Police (POA) 11/03/2025 5%
Management 12/15/2025 3%
General (SEIU) 12/29/2025 3%
Confidential 01/12/2026 3%
Future Negotiated Salary Increases
The negotiated future salary increases by employee group are shown below with their effective dates. Each increase will raise the employee’s salary by the specified percentage and will also adjust the salary range by the same percentage. Please note that the compensation study data does not account for these future increases.
Employee Group Effective % Increase
3 4919-8119-4914 v1
*Engineers (SVEA) 05/04/2026 3%
Police Mgt (PMA) 06/29/2026 4.5%
Police (POA) 06/29/2026 5%
Management 06/29/2026 3%
Confidential 06/29/2026 3%
*Engineers (SVEA) 06/28/2027 3%
General (SEIU) 07/13/2026 3%
General (SEIU) 07/12/2027 3%
*Engineers (SVEA) 06/26/2028 3%
*Pending Council approval on 04/20/2026
Results by Employee Group
The table below shows the average “Base Salary” and “Base + Cash + Insurance” for each Employee group relative to the Labor Market Median. The City has historically used “Base + Cash + Insurance” when evaluating employee compensation. Cash and Insurance increase the City’s competitiveness in the market ; however, even with this additional compensation, all groups are still behind the Market Median.
Employee Group Base
Base + Cash +
Insurance
General (SEIU) -17.3% -5.0%
Engineers (SVEA) -18.3% -13.0%
Management/Confidential -16.8% -10.8%
Police (POA) -8.9% -8.7%
Police Mgt (PMA) -16.0% -9.0%
Implementation Options
Three potential implementation options provided by PublicPay (Attachment B) are explained below.
1. Nearest Dollar — This option places the employee at their current salary within the new adjusted salary range, if it is above the range minimum. For employees on a salary step, it assigns them to the nearest step that is equal to or higher than the new range. It does not consider employee tenure, so if the range adjustment is significant, an employee near the minimum may stay there, even with many years of experience with the City. This option accounts for the cost of range adjustments through future step increases during annual performance reviews, delaying the financial impact to the City. When hiring new employees, this allows staff to advertise a salary range more aligned with the market conditions.
2. Full Implementation – This option places employees within the new salary range at the same relative positions as in their current range. If they are currently at 95% of the range maximum, they will move into the new range at 95% of the maximum (or if on a step, they 4 4919-8119-4914 v1
move to the same step in the new range). Individual salary increases for employees may occur based on merit during the annual performance evaluation until their salary reaches the top of the salary range. This approach is more aggressive and poses a significant impact on the City’s finances.
3. 50% Difference – This option adjusts employees' salaries to 50% of the difference between the Nearest Dollar and Full Implementation. In the example below, both Employee A and B are in the same job classification, and full implementation to Median would lead to a 7.3% salary increase for both. Using the Nearest Dollar method results in no increase for Employee A and B, as both already earn within the new salary range (current and proposed ranges listed below). The 50% Difference option gives a 3.6% increase to both employees. The calculation is: “Full” percentage increase (7.3%) plus the “Nearest dollar ” percentage increase (0%) , divided by two, equals the “ 50% Difference” (3.6%). So, in this example, Employee A would receive a new salary of $56.04 per hour, and Employee B would receive $59.27 per hour. With this approach, employees are eligible for future salary increases up to the top of the salary range during annual performance reviews.
Current Salary Range: $44.57 to $57.19 per hour
Proposed Salary Range: $ 47.81 to $61.35 per hour
Current Salary Nearest $ 50% Difference Full
Employee A $54.08 $54.08 (0%) $56.04 (3.6%) $58.00 (7.3%) Employee B $57.19 $57.19 (0%) $59.27 (3.6%) $61.35 (7.3%)
Financial Impact
The tables below are compiled by Employee Group, with three implementation options and three placement options relative to the market median. In addition, this table includes a column that adds average Medicare and CalPERS pension costs, both of which are salary-driven fees paid by the City. The City has an agreement with SEIU and SVEA (pending Council approval on 4/20/2026) to move their positions to the median. As a result, the tables are broken out with subtotals to clearly show the groups for discussion tonight, specifically: Management, Confidential, POA, and PMA. staff recommends Implementation to Median , 50% + PERS + Medicare option below, with an annualized first-12 month cost of approximately $1,577,203.
Ongoing costs will be included in the City’s annual budget process for City Council consideration.
Annual Cost by Group for Base+Cash+Insurance Implementation to Median Employee Group Nearest $ Nearest +
PERS + Med 50% Diff 50% + PERS
+ Med Full Full + PERS
+ Med
General (SEIU) $226,154 $253,564 $507,935 $569,497 $789,715 $885,428 Engineers (SVEA) $16,323 $18,301 $158,416 $177,616 $300,508 $336,930 Sub Total $242,477 $271,865 $666,351 $747,113 $1,090,223 $1,222,358
5 4919-8119-4914 v1
Management/Conf $170,967 $191,688 $812,121 $910,550 $1,453,276 $1,629,413 Police (POA) $433,066 $525,482 $433,066 $525,482 $1,043,321 $1,265,966 Police Mgt (PMA) $34,278 $41,593 $116,343 $141,171 $198,407 $240,747 Sub Total $638,311 $758,763 $1,361,530 $1,577,203 $2,695,004 $3,136,126
Grand Total: $880,788 $1,030,629 $2,027,881 $2,324,316 $3,785,227 $4,358,484
Annual Cost by Group for Base+Cash+Insurance Implementation to 2.5% Below Median Employee Group Nearest $ Nearest +
PERS + Med 50% Diff 50% + PERS
+ Med Full Full + PERS
+ Med
General (SEIU) $151,872 $170,279 $349,893 $392,300 $547,915 $614,322 Engineers (SVEA) $8,779 $9,843 $121,138 $135,820 $233,497 $261,797 Sub Total $160,651 $180,122 $471,031 $528,120 $781,412 $876,119
Management/Conf $100,108 $112,241 $613,106 $687,414 $1,126,103 $1,262,587 Police (POA) $551,701 $669,434 $551,701 $669,434 $693,701 $841,737 Police Mgt (PMA) $19,831 $24,063 $83,468 $101,280 $147,105 $178,497 Sub Total $671,640 $805,738 $1,248,275 $1,458,129 $1,966,909 $2,282,821
Grand Total: $832,291 $985,860 $1,719,306 $1,986,248 $2,748,321 $3,158,940
Annual Cost by Group for Base+Cash+Insurance Implementation to 5% Below Median Employee Group Nearest $ Nearest +
PERS + Med 50% Diff 50% + PERS
+ Med Full Full + PERS
+ Med
General (SEIU) $94,528 $105,985 $222,032 $248,942 $349,537 $391,901 Engineers (SVEA) $3,750 $4,205 $86,714 $97,224 $169,677 $190,242 Sub Total $98,278 $110,189 $308,746 $346,166 $519,214 $582,143
Management/Conf $59,804 $67,052 $467,380 $524,026 $874,957 $981,002 Police (POA) $360,717 $437,694 $360,717 $437,694 $360,717 $437,694 Police Mgt (PMA) $10,146 $12,311 $54,197 $65,763 $98,248 $119,214 Sub Total $430,667 $517,057 $882,294 $1,027,483 $1,333,922 $1,537,910
6 4919-8119-4914 v1
Grand Total: $528,945 $627,247 $1,191,040 $1,373,649 $1,853,136 $2,120,053
City Council Priority
This item supports one of the City Council’s goals or pillars of excellence as outlined in the City Council priorities, specifically “Ensuring competitive compensation and succession planning for Police Department and City staff.”
Suggested Motion
I move to direct staff to implement salary adjustments to align salary ranges with the market median, and adjust employee salaries using the 50% Difference method, effective the pay period beginning as soon as administratively possible for Unrepresented Management and Confidential Management and as soon as administratively possible following the meet and confer process with Police Mangers’ Association (PMA) and Police Officers’ Association (POA).
Summary
On June 10, 2025, the City Council held an off -site Goal Setting Retreat. At the conclusion of the Retreat, the City Council set nine Focus Area Goals, including to “Ensure competitive compensation and succession planning for Police Department and City staff.” Following the Goal Setting Retreat, staff engaged with PublicPay, previously Ralph Andersen and Associates, who conducted the 2017 Classification and Compensation Study . Based on the results of the survey, i t is recommended that the City Council direct staff to implement compe nsation adjustments to align salary ranges with the market median, and adjust employee salaries using the 50% Difference method, effective the pay period beginning as soon as administratively possible for Unrepresented Management, and Confidential Management and as soon as administratively possible following the meet and confer process with Police Managers’ Association (PMA) and Police Officers’ Association (POA).
Prepared by: Samantha C. Argabrite, City Manager, and Jennifer Gutierres, Deputy Human Resources Director
Attachments
Attachment A – Labor Market Summary – Median Total Compensation Attachment B – Salary Range Analysis & Benchmarking
Attachment C – Presentation: City of Simi Valley Compensation Study Results
7 Data Effective: August 2025
Includes Dec 2025 COLAs
Simi Valley
Labor Market Summary - Median Total Compensation
Class Title # of
Obs. Base Base +
Cash
Base + Cash
+ Insurance
Accounting Technician II 8 -27.3% -28.1% -13.8%
Administrative Technician 4 -15.9% -17.6% -4.9%
Building Inspector II 6 -21.3% -20.4% -10.3%
Building Maintenance Technician 6 -24.0% -24.2% -9.4%
Community Services Technician 4 -5.9% -9.2% 0.1%
Counter Services Technician II 7 -8.8% -7.8% -0.7%
Crime Scene Investigator II 4 -0.4% 3.1% 12.3%
Custodian 4 -10.5% -10.7% 0.9%
Customer Service Representative 7 -26.5% -23.3% -8.4%
Engineering Technician 7 -23.1% -20.5% -8.7%
Environmental Compliance Inspector 6 -21.3% -19.3% -8.3% Human Resources Technician 7 -45.4% -48.4% -24.8%
Maintenance Worker II 8 -25.6% -25.5% -12.4%
Mechanic II 8 -14.0% -12.3% -6.0%
Office Assistant II 7 -23.0% -20.6% -1.7%
Office Specialist II 7 -19.6% -18.5% -6.5%
Plans Examiner 4 -19.9% -19.8% -5.9%
Police Dispatcher 5 -17.3% -15.8% -9.1%
Police Records Technician II 5 -12.1% -15.3% -2.6%
Police Services Officer 5 -36.4% -33.8% -12.6%
Property Technician 5 -15.0% -17.5% -0.5%
Public Works Inspector 7 -25.4% -25.1% -13.1%
Tree Trimmer II 8 -22.5% -25.5% -11.6%
Waterworks Operator II 7 -3.8% -3.9% -1.2%
Waterworks Operator III 4 -5.4% -10.4% -4.7%
Waterworks Systems Technician 3 -5.9% -4.5% 7.1%
Instrumentation Technician 6 -16.5% -15.4% -4.7%
Laboratory Technician 6 -14.0% -13.1% -1.1%
Plant Electrician 7 -26.6% -27.2% -10.8%
Plant Maintenance Technician II 7 5.2% 3.0% 8.5%
Plant Operator III 7 -5.2% -5.1% 1.8%
Wastewater Collection System Technican II 9 -20.1% -17.6% -4.3% Transit Coach Operator 7 -11.3% -8.2% 5.3%
Transit Dispatcher 5 -23.7% -19.9% -6.9%
General (SEIU) Average 6 -17.3% -17.0% -5.0%
Associate Engineer 15 -10.0% -9.4% -7.4%
Deputy Public Works Director (Development Services) 12 -21.9% -21.6% -15.1% Principal Engineer 12 -20.7% -20.7% -15.3%
Senior Engineer 12 -20.6% -21.6% -14.3%
Engineers (SVEA) Average 13 -18.3% -18.3% -13.0%
Print Date: 3/23/2026
Attachment A
8 Data Effective: August 2025
Includes Dec 2025 COLAs
Simi Valley
Labor Market Summary - Median Total Compensation
Class Title # of
Obs. Base Base +
Cash
Base + Cash
+ Insurance
Administrative Assistant 15 -14.5% -12.1% -3.5%
Administrative Officer 3 -18.1% -16.9% -18.0%
Administrative Services Director (Confidential) 14 -27.7% -28.8% -21.2% Assistant City Attorney 10 -34.2% -31.5% -26.8%
Assistant City Manager 14 -38.6% -38.7% -33.6%
Assistant to the City Manager 13 -13.7% -15.4% -8.9%
Associate Planner 15 -3.2% -2.4% -0.1%
Budget & Administration Manager 8 -26.6% -29.9% -18.1%
Chief of Police 12 -19.1% -25.2% -20.7%
City Attorney (Confidential) 10 -15.7% -19.4% -17.1%
City Clerk 13 -31.1% -34.2% -24.0%
City Engineer 12 -28.0% -25.7% -21.0%
City Manager (Confidential) 15 -6.4% -12.9% -15.0%
Code Compliance Manager 13 -24.2% -26.8% -17.6%
Code Compliance Officer 15 -8.0% -5.3% -2.4%
Communications Manager 8 -26.8% -24.6% -20.2%
Community Services Director 13 -29.2% -26.6% -21.9%
Community Services Manager 9 -14.9% -12.2% -6.3%
Crime Analyst 9 -1.5% -0.8% 2.0%
Customer Services Supervisor 10 -16.3% -15.6% -8.9%
Deputy Administrative Services Director (Budget & Purchasing) 6 -24.9% -24.6% -18.0% Deputy Administrative Services Director (Fiscal Services) 14 -23.6% -22.7% -18.9% Deputy Administrative Services Director (Information Services) 14 -29.7% -32.4% -26.0% Deputy City Attorney 7 -52.6% -53.7% -41.2%
Deputy City Clerk 13 -21.3% -18.7% -10.1%
Deputy City Manager 9 -33.6% -39.7% -30.5%
Deputy Environmental Services Director (Building Official) 12 -18.6% -19.7% -15.8% Deputy Environmental Services Director (City Planner) 15 -11.1% -13.9% -9.8% Deputy Human Resources Director (Confidential) 15 -40.1% -43.5% -33.7% Deputy Public Works Director (Environmental Compliance) 9 3.2% 3.6% -0.1% Deputy Public Works Director (Maintenance Services) 11 -12.2% -10.4% -7.1% Deputy Public Works Director (Sanitation Services) 6 -24.8% -26.8% -20.2% Deputy Public Works Director (Waterworks Services) 10 -24.8% -26.1% -16.8% Emergency Services Manager 9 -22.6% -22.3% -13.7%
Enterprise Systems Analyst 11 -3.5% -0.4% 1.1%
Environmental Compliance Program Coordinator 10 -10.9% -9.8% -7.3% Environmental Services Director 15 -29.3% -29.7% -21.3% Executive Assistant 14 2.1% 0.5% 3.0%
Geographic Information System (GIS) Coordinator 10 6.3% 6.3% 11.1% Human Resources Analyst 14 -8.6% -7.0% -1.9%
Information Services Analyst II 13 -5.2% -4.8% 4.2%
Legal Administrative Assistant 10 -7.2% -6.3% 0.8%
Maintenance Superintendent 10 -15.6% -15.6% -13.1%
Print Date: 3/23/2026
9 Data Effective: August 2025
Includes Dec 2025 COLAs
Simi Valley
Labor Market Summary - Median Total Compensation
Class Title # of
Obs. Base Base +
Cash
Base + Cash
+ Insurance
Maintenance Supervisor 15 -15.1% -11.1% -2.6%
Management Analyst 15 -5.3% -4.3% 1.0%
Permit Services Coordinator 7 -21.6% -20.0% -9.6%
Police Records Manager 10 -26.7% -26.3% -19.1%
Police Services Supervisor 6 -10.1% -7.4% -4.0%
Principal Information Services Analyst 7 -8.0% -7.5% 1.1% Public Works Director 15 -26.3% -26.6% -20.3%
Risk Manager 11 -28.2% -27.3% -18.1%
Senior Human Resources Analyst 10 -5.4% -3.6% -1.6%
Senior Information Services Analyst 8 -7.9% -7.2% -1.3% Senior Management Analyst 11 -4.9% -4.0% -3.9%
Senior Planner 13 -11.3% -7.8% -5.6%
Staff Accountant 15 -4.8% -4.4% -1.9%
Water Distribution Supervisor 13 -20.9% -19.2% -8.5%
Water Field Services Supervisor 10 -18.2% -15.0% -8.2%
Water Operations Supervisor 11 -21.9% -19.4% -8.5%
Workers' Compensation Adjuster II 4 -8.1% -7.7% -1.2%
Laboratory Chemist 6 -5.9% -4.8% -1.0%
Laboratory Supervisor 5 -8.5% -7.5% 0.4%
Plant Maintenance Supervisor 5 3.9% 5.0% 9.2%
Plant Operations Manager 7 -21.4% -24.1% -17.0%
Plant Operations Supervisor 7 -13.9% -12.8% -4.2%
Wastewater Collection System Supervisor 13 -19.8% -19.8% -10.4% Transit Operations Manager 10 -27.7% -28.9% -19.2%
Transit Supervisor 9 -1.5% 3.4% 6.3%
Mgmt/Conf (Mgt) Average 11 -16.8% -16.6% -10.8%
Assistant Police Chief 11 -19.5% -17.2% -10.1%
Police Commander 13 -12.5% -15.1% -7.9%
Police Mgt (PMA) Average 12 -16.0% -16.2% -9.0%
Police Officer 13 -9.5% -16.5% -7.3%
Police Sergeant 13 -8.3% -16.8% -10.1%
Police (POA) Average 13 -8.9% -16.6% -8.7%
Print Date: 3/23/2026
10 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
1 City Manager 27,640 $ -15.0% 31,792$ 15.0%
2 Assistant City Manager 18,239 $ -33.6% 24,370$ 33.6% 3 Deputy City Manager 15,578 $ -30.5% 20,326$ 30.5%
4 5 Assistant to the City Manager 13,150 $ -8.9% 14,320$ 8.9% 6 Senior Administrative Officer 11,835 $ 14,184$ 19.8% 7 Administrative Officer 11,446 $ -18.0% 13,508$ 18.0% 8 Senior Management Analyst 10,541 $ -3.9% 10,954$ 3.9% 9 Management Analyst 9,137 $ +1.0% 9,137 $ 0.0%
10 11 Management Assistant 7,118 $ 7,404 $ 4.0%
12 Administrative Technician 6,136 $ -4.9% 6,439 $ 4.9% 13 14 Executive Assistant 8,711 $ +3.0% 8,711 $ 0.0% 15 Administrative Assistant 6,702 $ -3.5% 6,936 $ 3.5% 16 17 Office Specialist II 5,058 $ -6.5% 5,385 $ 6.5% 18 Office Specialist I 4,588 $ 4,896 $ 6.7%
19 Office Assistant II 4,369 $ -1.7% 4,444 $ 1.7%
20 Office Assistant I 3,440 $ 3,555 $ 3.3%
21 22 City Attorney 24,010 $ -17.1% 28,111$ 17.1%
23 Senior Assistant City Attorney 16,589 $ 21,038$ 26.8% 24 Assistant City Attorney 15,085 $ -26.8% 19,125$ 26.8% 25 Deputy City Attorney 12,571 $ -41.2% 17,757$ 41.2% 26 27 Legal Administrative Assistant 7,012 $ +0.8% 7,012 $ 0.0% 28 Legal Technician 5,058 $ 5,385 $ 6.5%
29 30
City Clerk 12,810 $ -24.0% 15,881$ 24.0%
31 Assistant City Clerk 9,700 $ 10,954$ 12.9%
32 Deputy City Clerk 6,702 $ -10.1% 7,377 $ 10.1%
33 Recording Secretary 5,315 $ 5,654 $ 6.4%
34 35 Administrative Services Director 17,368 $ -21.2% 21,054$ 21.2% 36 Deputy Administrative Services Director (Fiscal Services) 13,576 $ -18.9% 16,145$ 18.9% 37 Deputy Administrative Services Director (Budget & Purchasing) 12,438 $ -18.0% 14,676$ 18.0% 38 Budget Officer 11,900 $ 14,184$ 19.2%
39 40 Senior Accountant 10,477 $ 10,758$ 2.7%
41 Accounting Projects Analyst 9,334 $ 9,822 $ 5.2% 42 Staff Accountant 9,184 $ -1.9% 9,354 $ 1.9%
43 SCS* - Same as Current Salary 1 Print Date: 3/31/2026 Attachment B
11 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
44 Accounting Supervisor 10,418 $ 10,758$ 3.3%
45 Fiscal Services Supervisor 7,487 $ 7,795 $ 4.1% 46 Accounting Specialist 7,487 $ 7,795 $ 4.1%
47 48 Accounting Technician II 5,562 $ -13.8% 6,329 $ 13.8% 49 Accounting Technician I 5,007 $ 5,754 $ 14.9% 50 Accounting Assistant II 5,062 $ 5,754 $ 13.7% 51 Accounting Assistant I 4,594 $ 5,231 $ 13.9% 52 53 Payroll Coordinator 10,699 $ 11,296$ 5.6%
54 55 Customer Services Manager 10,594 $ 11,157$ 5.3% 56 Customer Services Supervisor 8,535 $ -8.9% 9,297 $ 8.9% 57 Senior Customer Services Representative 5,664 $ 6,144 $ 8.5% 58 Customer Service Representative 4,931 $ -8.4% 5,343 $ 8.4% 59 60 Deputy Administrative Services Director (Information Services) 15,171 $ -26.0% 19,110$ 26.0% 61 Principal Information Services Analyst 12,286 $ +1.1% 12,286$ 0.0% 62 Enterprise Systems Analyst 12,205 $ +1.1% 12,205$ 0.0% 63 Senior Information Services Analyst 11,189 $ -1.3% 11,336$ 1.3% 64 Information Services Analyst II 10,204 $ +4.2% 10,204$ 0.0% 65 Information Services Analyst I 9,383 $ 9,383 $ 0.0% 66 67 Geographic Information System (GIS) Coordinator 11,749 $ +11.1% 11,749$ 0.0% 68 Geographic Information System Technician 8,463 $ 8,530 $ 0.8% 69 Communication Systems Coordinator 11,189 $ 11,336$ 1.3% 70 71 Digital & Print Media Coordinator 9,137 $ 9,137 $ 0.0% 72 Graphics/Support Services Technician 5,554 $ 5,924 $ 6.7% 73 Support Services Worker 4,398 $ 4,444 $
1.0%
74 75 Deputy Human Resources Director 14,766 $ -33.7% 19,742$ 33.7% 76 Senior Human Resources Analyst 10,699 $ -1.6% 10,875$ 1.6% 77 Human Resources Analyst 9,360 $ -1.9% 9,537 $ 1.9% 78 Senior Human Resources Technician 5,562 $ 6,948 $ 24.9% 79 Human Resources Technician 5,062 $ -24.8% 6,317 $ 24.8% 80 81 Risk Manager 11,903 $ -18.1% 14,055$ 18.1%
82 83 Workers' Compensation Manager 10,418 $ 10,936$ 5.0% 84 Workers' Compensation Supervisor 9,360 $ 9,510 $ 1.6% 85 Workers' Compensation Adjuster II 7,830 $ -1.2% 7,925 $ 1.2% 86 Workers' Compensation Adjuster I 7,118 $ 7,204 $ 1.2% SCS* - Same as Current Salary 2 Print Date: 3/31/2026
12 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
87 88 Community Services Director 16,998 $ -21.9% 20,716$ 21.9% 89 Deputy Community Services Director 13,531 $ 13,862$ 2.4% 90 Community Services Manager 10,433 $ -6.3% 11,089$ 6.3% 91 Community Services Coordinator 8,723 $ 9,241 $ 5.9% 92 Assistant Community Services Manager 7,709 $ 8,036 $ 4.2% 93 94 Cultural Arts Center Technical Coordinator 7,349 $ 7,653 $ 4.1% 95 Community Services Aide 4,377 $ 4,444 $ 1.5% 96 Nutrition Services Worker 4,377 $ 4,444 $ 1.5% 97 98 Theater Technician II 4,226 $ 4,444 $ 5.1% 99 Theater Technician I 3,154 $ 3,292 $ 4.4%
100
101 Environmental Services Director 16,994 $ -21.3% 20,615$ 21.3% 102 Deputy Environmental Services Director 13,531 $ 14,701$ 8.6% 103
104 Deputy Environmental Services Director (City Planner) 14,061 $ -9.8% 15,437$ 9.8% 105 Principal Planner/Zoning Administrator 12,228 $ 12,973$ 6.1% 106 Senior Planner 10,687 $ -5.6% 11,281$ 5.6%
107 Associate Planner 9,350 $ -0.1% 9,361 $ 0.1% 108 Assistant Planner 8,188 $ 8,140 $ -0.6%
109 Planning Technician 6,594 $ 6,778 $ 2.8%
110
111 Deputy Environmental Services Director (Building Official) 13,819 $ -15.8% 15,999$ 15.8% 112 Supervising Building Inspector 9,511 $ 10,420$ 9.6% 113 Senior Building Inspector 7,878 $ 8,683 $ 10.2% 114 Electrical Inspector 7,517 $ 8,289 $ 10.3%
115 Building Inspector II 7,159 $ -10.3% 7,894 $ 10.3% 116 Building Inspector I 6,508 $ 7,176 $ 10.3%
117
118 Plans Examiner 7,159 $ -5.9% 7,582 $ 5.9%
119
120 Permit Services Coordinator 8,529 $ -9.6% 9,351 $ 9.6% 121 Counter Services Technician II 6,731 $ -0.7% 6,778 $ 0.7% 122 Counter Services Technician I 6,118 $ 6,162 $ 0.7% 123
124 Code Compliance Manager 10,849 $ -17.6% 12,762$ 17.6% 125 Senior Code Compliance Officer 8,680 $ 8,950 $ 3.1% 126 Code Compliance Officer 7,604 $ -2.4% 7,783 $ 2.4% 127
128 Home Rehabilitation Coordinator 8,750 $ 9,241 $ 5.6% 129
SCS* - Same as Current Salary 3 Print Date: 3/31/2026
13 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
130 Principal Engineer 13,324 $ -15.3% 15,360$ 15.3% 131 Senior Engineer 11,607 $ -14.3% 13,270$ 14.3%
132 Associate Engineer 10,144 $ -7.4% 10,894$ 7.4% 133 Assistant Engineer 9,260 $ 9,903 $ 6.9%
134
135 Supervising Public Works Inspector 9,511 $ 10,185$ 7.1% 136 Public Works Inspector 7,204 $ -13.1% 8,148 $ 13.1% 137
138 Senior Engineering Technician 7,699 $ 8,345 $ 8.4% 139 Engineering Technician 6,982 $ -8.7% 7,586 $ 8.7% 140 Engineering Aide 5,589 $ 6,069 $ 8.6%
141
142 Chief of Police 23,514 $ -20.7% 28,375$ 20.7%
143 Assistant Police Chief 18,305 $ -10.1% 20,161$ 10.1% 144 Police Commander 15,573 $ -7.9% 16,805$ 7.9%
145 Police Sergeant 12,683 $ -10.1% 13,961$ 10.1%
146 Senior Police Officer 10,332 $ 11,085$ 7.3%
147 Police Officer 9,710 $ -7.3% 10,417$ 7.3%
148 Police Officer Trainee 6,559 $ 7,037 $ 7.3% 149
150 Crime Analysis and Prevention Manager 10,545 $ 10,552$ 0.1% 151 Senior Crime Analyst 10,545 $ 10,552$ 0.1%
152 Crime Analyst 8,442 $ +2.0% 8,442 $ 0.0%
153
154 Crime Scene Investigator II 7,409 $ +12.3% 7,409 $ 0.0% 155 Crime Scene Investigator I 6,733 $ 6,735 $ 0.0% 156 Crime Scene Investigator Trainee 5,280 $ 5,388 $ 2.0% 157 Investigative Assistant 6,230 $ 6,414 $ 3.0% 158
159
Police Services Supervisor 7,999 $ -4.0% 8,322 $ 4.0% 160 Police Services Officer 5,033 $ -12.6% 5,668 $ 12.6% 161
162 Property Officer 6,246 $ 6,398 $ 2.4%
163 Property Technician 5,538 $ -0.5% 5,563 $ 0.5% 164
165 Budget & Administration Manager 11,068 $ -18.1% 13,073$ 18.1% 166
167 Emergency Services Manager 10,541 $ -13.7% 11,988$ 13.7% 168 Emergency Services Coordinator 9,137 $ 10,425$ 14.1% 169
170 Victim Advocate 5,554 $ 5,853 $ 5.4%
171
172 Deputy Director/Police Administration & Communication 13,835 $ 16,814$ 21.5% SCS* - Same as Current Salary 4 Print Date: 3/31/2026
14 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
173 Police Communications & Records Manager 11,653 $ 14,012$ 20.2% 174 Communications Manager 10,594 $ -20.2% 12,738$ 20.2% 175 Communications Supervisor 7,627 $ 8,320 $ 9.1% 176 Police Dispatcher 6,628 $ -9.1% 7,235 $ 9.1% 177 Police Dispatcher Trainee 4,596 $ 4,990 $ 8.6% 178
179 Police Maintenance Supervisor 7,958 $ 8,322 $ 4.6% 180 Police Maintenance Specialist 5,556 $ 6,258 $ 12.6% 181
182 Police Records Manager 9,700 $ -19.1% 11,554$ 19.1% 183 Police Records Supervisor 8,442 $ 10,047$ 19.0% 184 Senior Police Records Technician 5,909 $ 5,587 $ -5.5% 185 Police Records Technician II 4,951 $ -2.6% 5,079 $ 2.6% 186 Police Records Technician I 4,563 $ 4,617 $ 1.2% 187
188 Public Works Director 18,518 $ -20.3% 22,279$ 20.3% 189 Assistant Public Works Director 16,542 $ 20,053$ 21.2% 190 Deputy Director/Traffic Engineer 15,062 $ 18,230$ 21.0% 191 City Engineer 15,062 $ -21.0% 18,230$ 21.0%
192 Deputy Public Works Director (Administration) 13,835 $ 16,145$ 16.7% 193 Deputy Public Works Director (Development Services) 13,324 $ -15.1% 15,341$ 15.1% 194
195 Landscape Architect 11,666 $ 12,409$ 6.4%
196
197 Deputy Public Works Director (Sanitation Services) 13,648 $ -20.2% 16,411$ 20.2% 198 Deputy Public Works Director (Maintenance Services) 13,648 $ -7.1% 14,615$ 7.1% 199 Deputy Public Works Director (Maintenance Services Engineer) 13,324 $ 15,345$ 15.2% 200
201 Maintenance Superintendent 10,739 $ -13.1% 12,142$ 13.1% 202 Maintenance Supervisor 8,678 $
-2.6% 8,906 $ 2.6%
203 Heavy Equipment Operator 5,554 $ 6,258 $ 12.7% 204 Maintenance Worker III 5,568 $ 6,258 $ 12.4% 205 Maintenance Worker II 5,062 $ -12.4% 5,689 $ 12.4% 206 Maintenance Worker I 4,590 $ 5,172 $ 12.7%
207
208 Mechanic II 6,626 $ -6.0% 7,027 $ 6.0%
209 Mechanic I 5,309 $ 6,388 $ 20.3%
210
211 Senior Tree Trimmer 6,132 $ 6,841 $ 11.6%
212 Tree Trimmer II 5,574 $ -11.6% 6,219 $ 11.6% 213 Tree Trimmer I 5,066 $ 5,653 $ 11.6%
214
215 Deputy Public Works Director (Waterworks Services) 13,648 $ -16.8% 15,944$ 16.8% SCS* - Same as Current Salary 5 Print Date: 3/31/2026
15 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
216
217 Deputy Public Works Director (Environmental Compliance) 13,648 $ -0.1% 13,659$ 0.1% 218 Environmental Compliance Program Coordinator 9,913 $ -7.3% 10,633$ 7.3% 219 Environmental Compliance Program Analyst 8,781 $ 9,667 $ 10.1% 220 Environmental Compliance Inspector 7,159 $ -8.3% 7,757 $ 8.3% 221
222 Laboratory Supervisor 10,852 $ +0.4% 10,852$ 0.0% 223 Laboratory Chemist 9,860 $ -1.0% 9,956 $ 1.0% 224 Senior Laboratory Technician 7,590 $ 7,698 $ 1.4% 225 Laboratory Technician 6,923 $ -1.1% 6,998 $ 1.1% 226 Field Laboratory Technician 5,674 $ 5,832 $ 2.8% 227
228 Assistant Waterworks Services Manager 10,862 $ 11,860$ 9.2% 229 Water Distribution Supervisor 9,508 $ -8.5% 10,313$ 8.5% 230 Water Field Services Supervisor 9,508 $ -8.2% 10,292$ 8.2% 231 Water Operations Supervisor 9,508 $ -8.5% 10,313$ 8.5% 232 Waterworks Operator III 7,858 $ -4.7% 8,229 $ 4.7% 233 Waterworks Operator II 6,956 $ -1.2% 7,037 $ 1.2% 234 Waterworks Operator I 6,324 $ 6,397 $ 1.2%
235 Waterworks Operator Trainee 5,797 $ 5,816 $ 0.3% 236
237 Waterworks Meter Reader 4,855 $ 5,343 $ 10.0% 238
239 Wastewater Collection System Supervisor 8,678 $ -10.4% 9,583 $ 10.4% 240 Wastewater Collection System Technican II 5,942 $ -4.3% 6,195 $ 4.3% 241 Wastewater Collection System Technican I 5,405 $ 5,632 $ 4.2% 242 Wastewater Collection System Technican Trainee 4,911 $ 5,120 $ 4.3% 243
244 Plant Operations Manager 11,091 $ -17.0% 12,981$
17.0%
245 Plant Operations Supervisor 9,370 $ -4.2% 9,763 $ 4.2% 246 Plant Operator III 8,435 $ +1.8% 8,435 $ 0.0% 247 Plant Operator II 7,668 $ 7,668 $ 0.0%
248 Plant Operator I 7,029 $ 7,029 $ 0.0%
249 Plant Operator Trainee 5,356 $ 5,407 $ 1.0% 250
251 Plant Support Systems Manager 11,091 $ 12,981$ 17.0% 252 Senior Instrumentation Technician 8,975 $ 9,395 $ 4.7% 253 Instrumentation Technician 8,159 $ -4.7% 8,541 $ 4.7% 254 Waterworks Systems Technician 7,758 $ +7.1% 7,758 $ 0.0% 255
256 Industrial Painter 7,627 $ 8,217 $ 7.7%
257 Plant Electrician 7,063 $ -10.8% 7,826 $ 10.8% 258 Plant Maintenance Program Technician 7,415 $ 8,001 $ 7.9% SCS* - Same as Current Salary 6 Print Date: 3/31/2026
16 Simi Valley
Salary Range Analysis & Benchmarking
Benchmark Classes set to Market Median (Base+Cash+Ins)
Line Job Classification Title Current
Range Max
Market
Deviation
Recomm.
Range
Max
Percent
Change
259
260 Plant Maintenance Supervisor 9,370$ +9.2% 9,370$ 0.0% 261 Plant Maintenance Technician III 8,382$ 8,382$ 0.0% 262 Plant Maintenance Technician II 7,620$ +8.5% 7,620$ 0.0% 263 Plant Maintenance Technician I 6,927$ 6,927$ 0.0% 264
265 Deputy Public Works Director (Transit) 13,531$ 16,145$ 19.3% 266 Transit Finance Manager 10,427$ 10,758$ 3.2%
267
268 Transit Operations Manager 10,541$ -19.2% 12,566$ 19.2% 269 Transit Supervisor 8,093$ +6.3% 8,093$ 0.0% 270 Transit Coach Operator 5,344$ +5.3% 5,344$ 0.0% 271 Transit Coach Operator Trainee 4,181$ 4,181$ 0.0% 272
273 Transit Operations Assistant 6,369$ 6,606$ 3.7% 274 Senior Transit Dispatcher 5,142$ 5,653$ 9.9% 275 Transit Dispatcher 4,808$ -6.9% 5,139$ 6.9% 276
277 Building Maintenance Technician 5,295$ -9.4% 5,791$ 9.4% 278 Senior Custodian 5,568$ 5,568$ 0.0%
279 Custodian 4,590$ +0.9% 4,590$ 0.0%
280
281 Inventory Support Specialist 4,688$ 4,888$ 4.3% 282
283 Community Services Technician 5,568$ +0.1% 5,568$ 0.0% SCS* - Same as Current Salary 7 Print Date: 3/31/2026
17 City of Simi Valley
Compensation Study Results
Doug Johnson, President/CEO
PublicPay LLC
Attachment C
18 Why Surveys Are Done
4/6/2026Comp Study Results
2 Compensation surveys are a necessary part of assessing and updating an organization’s compensation plan.
• Anticipate and understand what the labor market is doing • Survey data informs decision makers and provides data-driven framework for allocating resources to wages and benefits
• Provide defensibility and public accountability for employee compensation • Survey data is a primary factor in labor negotiations/disputes • Optimize the City’s ability to recruit and retain employees Public and Private employers both use market data to assess compensation; just a difference in accessibility and transparency of data.
19 Survey Agencies
3 4/6/2026Comp Study Results
• Historical
• Local Emphasis
• Similar Size
Supplemental
Sanitation/Transit
Bakersfield
Riverside
Commerce
Culver City
Fresno
Gardena
Montebello
Norwalk
Survey Agency Population
Served
Driving
Distance County SEIU SVEA Mgt PMA POA
Simi Valley 124,815 0 Ventura
San Fernando 23,692 21 Los Angeles X X X X X
Santa Clarita 232,377 28 Los Angeles X X X
Camarillo 68,927 25 Ventura X X X
Thousand Oaks 122,468 14 Ventura X X X
Burbank 106,146 29 Los Angeles X X X X X
Oxnard 198,733 35 Ventura X X X X X
San Buenaventura 108,985 38 Ventura X X X X X
Pasadena 140,631 42 Los Angeles X X X X
Pomona 153,042 68 Los Angeles X X X X
Inglewood 106,305 42 Los Angeles X X X X
Monterey Park 59,269 47 Los Angeles X X X X
Orange 139,724 73 Orange X X X X
Santa Monica 93,212 38 Los Angeles X X X X
Torrance 143,261 52 Los Angeles X X X X
Ventura County 127,451 38 Ventura X X X X X
Los Angeles County 105,334 39 Los Angeles X X
20 Compensation Plan Development
• Establish market benchmarks
• Identify equity adjustments
based on market data and
desired market position
• Preserve appropriate internal
relationship ties and
differentials
• Identify and correct salary
compaction
4 4/6/2026Comp Study Results
Org Structure/
Job Analysis
Classifications
w/ Descriptions
Reconciliation
Internal Equity
AnalysisMarket Analysis
21 Labor Market Position
5 4/6/2026Comp Study Results
Policy Considerations
Desired competitive position
Historical practices
Recruitment and retention needs
Cost impacts and ability to sustain
Median is most common target (or
within x% of median)
50th
Percentile
75th
Percentile
22 Survey Data Collection & Analysis
Process
• Collect/obtain resource
documents
• Salary schedules
• Collective bargaining agreements
• Org charts/position allocations
• Job descriptions
• Benefit summaries
• Compile & analyze data
• Salary range adjustments
Cumulative Data Comparison
• Salary range maximum
• Cash benefits
• Longevity pay
• Education incentives
• Deferred compensation
• Excess retirement contributions
• Insurance benefits
• Health, dental, vision
• Life & disability insurance 6 4/6/2026Comp Study Results 23 0
5 10
15 20
25 30
More than -
20%
-20% to -15% -15% to -10% -10% to -5% -5% to 0% 0% to 5% 5% to 10% 10% to 15% 15% to 20% 20% or more Number of Survey Jobs
Relationship to Market Median
Salary & Benefits
SEIU
SVEA
Mgt
PMA
POA
Market Summary – All Employee Groups
7 4/6/2026Comp Study Results
Below Market Above Market
Other Options
• 5% below median
• 2.5% below median
24 87
105
184
75 22 20
0 20
40 60
80 100
120
140
160
180
200
No Change 0% to 5% 5% to 10% 10% to 15% 15% to 20% 20% or more Number of Employees
Salary Range Adjustment Percentages
Salary Range Adjustments - Median
8 4/6/2026Comp Study Results
Other Options
• 5% below median
• 2.5% below median
25 Implementation
• Balance the goal of
implementing salary range
adjustments against the City’s
budget resources
• Implement range adjustments
over time
• If nearest dollar costs are
beyond budget resources, the
only option is to alter market
position (i.e., 5%<median) 9 4/6/2026Comp Study Results New Range
Old Range
10% Range Change Example
10%Nearest Dollar Placement
• Full implementation maintains current
relative employee range placement;
employee salaries adjust the same as the
salary range
• Nearest dollar implementation reduces
initial costs; costs are spread over future
range progression increases
Note: POA jobs must round into a step
26 Implementation Costs - Median
10 4/6/2026Comp Study Results
Nearest $ Cost 50% Diff Cost Full Cost
POA $433,066 $433,066 $1,043,321
PMA $34,278 $116,343 $198,407
Mgt $170,967 $812,121 $1,453,276
SVEA $16,323 $158,416 $300,508
SEIU $226,154 $507,935 $789,715
Total $880,788 $2,027,881 $3,785,228
$880,788
$2,027,881
$3,785,228
$0
$500,000
$1,000,000
$1,500,000
$2,000,000
$2,500,000
$3,000,000
$3,500,000
$4,000,000Annualized Year 1 Cost
27 Implementation Costs – 2.5%<Median
11 4/6/2026Comp Study Results
Nearest $ Cost 50% Diff Cost Full Cost
POA $551,701 $551,701 $693,701
PMA $19,831 $83,468 $147,105
Mgt $100,108 $613,106 $1,126,103
SVEA $8,779 $121,138 $233,497
SEIU $151,872 $349,893 $547,915
Total $832,291 $1,719,307 $2,748,322
$832,291
$1,719,307
$2,748,322
$0
$500,000
$1,000,000
$1,500,000
$2,000,000
$2,500,000
$3,000,000Annualized Year 1 Cost
28 Implementation Costs – 5%<Median
12 4/6/2026Comp Study Results
Nearest $ Cost 50% Diff Cost Full Cost
POA $360,717 $360,717 $360,717
PMA $10,146 $54,197 $98,248
Mgt $59,804 $467,380 $874,957
SVEA $3,750 $86,714 $169,677
SEIU $94,528 $222,032 $349,537
Total $528,945 $1,191,040 $1,853,135
$528,945
$1,191,040
$1,853,135
$0
$200,000
$400,000
$600,000
$800,000
$1,000,000
$1,200,000
$1,400,000
$1,600,000
$1,800,000
$2,000,000Annualized Year 1 Cost
29 Summary
• City salary ranges are below market
• 9.0% below median on average across all employee groups • Unrepresented jobs are further below market than other groups
• City has competitive insurance benefits
• This is factored into the market deviation calculations • Recommended salary adjustments resolve market inequities • Cost of implementation is a function of timing and market median sensitivity
4/6/2026Comp Study Results
13 30