CITY OF BANNING
STAFF REPORT

Adopt Resolution 2026-142

Classification & Compensation Plan

The City must amend its Classification & Compensation Plan periodically to keep it current and reflect budget amendments, organizational structure, and departmental needs.

Past City Council resolutions have identified the necessity to maintain a current Classification & Compensation Plan that reflects the nature of work and organizational structure, and that the plan is updated to reflect both market changes and appropriate compensation for work performed. 

Proposed changes to the Classification and Compensation Plan include:

On September 22, 2026, the City Council adopted the City's budget, which approved changes to the City's organizational structure and staffing. The Classification and Compensation Plan must now be amended to match those approved changes. In preparing this amendment, staff reviewed the City's executive and management classifications to confirm that position titles, duties, and salary ranges match the organizational structure approved in the budget. The reclassifications below implement the Council's budget direction by adding executive-level support to the City Manager's Office, consolidating engineering, development review, and permitting under one department, and better describing the broader range of community programs the City provides. Each reclassified position will be placed on the salary schedule at a range consistent with its level of responsibility, and all ranges will be shown on the City's publicly available pay schedule in compliance with CalPERS requirements. The proposed changes are as follows:

• Reclassify the Public Works Director position (Range D12) to an Assistant City Manager (Range D12.) The City Manager’s Office needs an administrative-level position to assist the City Manager.
• Reclassify the Deputy Public Works Director/ City Engineer position (Range T104) to a Development Services Director (Range D08.)
• Reclassify the Parks and Recreation Director position (Range D01) to a Community Services Director (Range D01.)

The City is updating its salary schedule presentation so that all reported compensation complies with the plain reading of the applicable statutes and regulations under the Public Employees’ Retirement Law (PERL).  CalPERS has a duty to correct any mistakes, errors or omissions whether it was completed by the employer, the member or even CalPERS.  Once identified, CalPERS is prohibited from allowing a mistake, error or omission to continue.  Our objective in presenting the salary schedule is to ensure consistency and legal compliance, increase transparency, and minimize the risk of audit findings, subsequent corrections, and overpayment of benefits.

The fiscal impact will be spread across all funding sources the employee is assigned to, so the impact is minimal and can be absorbed by each respective fund.