Item 25 - Public Hearing Fiscal Year 2025-26 City Budget

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Proposed Fiscal Year 2025-26 City Budget, Changes to the City’s Basic Classification and Compensation Plan, Changes to the Executive Management Team’s Classification and Compensation Plan, Uniform Schedule of Miscellaneous Fees, and the Seven-Year Capital Improvement Program June 3, 2025 Page 8 Planning and Building: The Acting Executive Director of Planning and Building is requesting to add five positions in Code Enforcement and one Planning Technician position to reduce the average number of days spent reviewing housing units and commercial/industrial development projects. An additional Senior Building Inspector is requested to reduce delays and provide further capacity for reviewing permitted projects. The reallocations for Associate Plan Check Engineers are intended to promote recruitment and retention efforts for market parity. The other allocations are merely housekeeping adjustments to align position titles. Public Works: The Executive Director of Public Works requests to delete four ARPA funded positions and reallocate several others. The three current incumbents are transitioning to other currently vacant positions, while the fourth will be deleted because it is not occupied. All other Workforce Changes are reallocations meant to address market disparity and/or or align position titles with the work currently being performed. The Principal Civil Engineer position, vacant since July 2022, is also proposed for deletion. Classification and Compensation Resolution The Human Resources Department, in collaboration with other departments, is requesting approval to update the City’s Classification and Compensation Plan. The requested changes include the creation of three new classifications, deletion of one classification, compensation adjustments for nine classifications, and title change for one classification. Each change is detailed in Exhibit 4. Executive Management Team Classification and Compensation Resolution The Human Resources Department recently completed a labor market survey of Executive Management Team (EMT) compensation rates. This survey revealed that many of EMT’s salary ranges are below the average of comparable agencies. The salary ranges need to be at market to effectively attract and retain EMT Members. With the exception of the Library Services Executive Director and Deputy City Manager positions, EMT salary ranges have not been updated since 2020. The resolution will adjust the ranges to within market and establish a consistent range for the Deputy City Manager and all Director positions: Chief Technology Innovations Officer, Executive Director of Community Development, Executive Director of Finance and Management Services, Executive Director of Human Resources, Executive Director of Parks, Recreation, and Community Services, Executive Director of Planning and Building Safety, Executive Director of Public Works, and Library Services Director. The requested change would also set the top of the salary range for the Police Chief between the cities of Irvine and Anaheim.