Title
Approval of the Revised FY26 Salary Plan Job Class Order
Recommended Action
I move that Council approve the revised FY26 Salary Plan Job Class Order schedule as shown in Attachment A.
County Manager's Recommendation
The County Manager recommends that Council approve the revised FY26 Salary Plan Job Class Order as requested.
Body
The FY26 Salary Plan Job Class Order document represents the County's job titles and salary grades arranged by Job Classes/Families, to include the minimum, midpoint and maximum of the grade, and the Fair Labor Standard Act (FLSA) designation of Exempt (EX) or Non-Exempt (NE) for each position (Attachment A).
The County Charter, County Code, and the Personnel Rules and Regulations provide the basic framework through which the job classification and compensation system is maintained and administered. The establishment of new job classes and the archive of existing classes are subject to approval by Council.
One of the Strategic Goals of Council is Recruitment & Retention. To that end, staff is requesting Council approval of the revised FY26 Salary Plan Job Class Order to assist with recruitment and retention of County employees. Changes include the following:
New Job Descriptions: (These additions do not create new FTEs)
1. Deputy Detention Administrator - As a 24/7/365 operation, the Detention Center requires more than one executive level administrator to ensure timely decision making on matters that impact safety, operations, and legal exposure. Adding a Deputy Detention Administrator increases administrative capacity, reduces liability risk, and strengthens overall operational efficiency. This role also supports long term organizational stability by enabling structured succession planning. A designated Deputy allows for mentorship, knowledge transfer, and training in advance of anticipated retirements, ensuring continuity of leadership in one of the County’s most complex and potentially litigious departments. Having trained, experienced professionals in these roles is essential to limiting organizational exposure and maintaining safe, compliant operations.
To be in alignment with other manager level positions, the new classification will be Graded at 210.
2. Instructor - The proposed Instructor position is designed to focus exclusively on teaching and supervising assigned recreation classes, maintaining required certifications, ensuring adherence to safety standards, and delivering high-quality instruction tailored to community needs. By establishing a classification dedicated solely to instructional duties, the department can more effectively recruit, train, and retain qualified instructors, while also improving clarity of expectations and operational efficiency.
To be in alignment with other positions, the new classification will be Graded at 115.
Additions: (These additions do not create new FTEs but clarify duties and allow flexibility to meet the business needs within the County and there would be no change in FTE count.)
1. Tourism and Marketing Program Manager (to replace Marketing Specialist - Grade 205 ) This position aligns with County Council’s strategic priority of advancing tourism development. Multiple past tourism plans have identified the need for a dedicated tourism professional, and this role fulfills that long standing recommendation. The Tourism and Marketing Program Manager will serve as the County’s primary tourism and marketing resource, ensuring consistent oversight, strategic planning, and coordination of tourism-related initiatives.
To reflect the expanded responsibilities, higher level of strategic oversight, and alignment with other manager level positions, the new classification will be Graded at 208.
2. AMI - MDMS Utilities Supervisor (to replace Meter Reader Supervisor) - The Department of Public Utilities transitioned to Advanced Metering Infrastructure (AMI) the scope of work and technical demands associated with metering operations changed significantly. The Meter Reader Supervisor position assumed substantial new responsibilities essential to the effective oversight, maintenance, and troubleshooting of AMI technology.
For these reasons, an update to the job description is necessary to ensure it accurately reflects current responsibilities, aligns with organizational needs, and supports appropriate classification and staffing. This revision will also help ensure the department can recruit, retain, and develop personnel with the technical expertise required to manage modern utility metering operations effectively.
To reflect the increased responsibilities, higher level of technical oversight, and alignment with other supervisor-level positions, the new classification will be graded at 126.
Levels added to current positions: (Adding additional levels do not create a new FTE)
1. Risk Management Analyst 1, 2, 3 (to replace Risk Specialist and Sr. Risk Specialist) Will create a more structured progression within the department. Adding a third level provides a clear career ladder, which supports employee development, encourages long-term retention, and strengthens succession planning. This tiered structure allows staff to grow their technical, analytical, and leadership capabilities over time.
There will be no grade change for Levels 1 and 2; Level 3 is a new addition and graded as follows:
a. Risk Analyst 1 - Grade 122
b. Risk Analyst 2 - Grade 125
c. Risk Analyst 3 - Grade 128
Alternatives
Council could choose not to approve the changes to the FY26 Salary Plan Job Class Order
Fiscal and Staff Impact
The overall fiscal impact for the Police Department is $27,356; there will be no fiscal impact for CSD; for CDD the overall fiscal impact is $19,670. for DPU the overall fiscal impact is $11,141; for CMO / Risk the overall fiscal impact is $9,905. The total of these changes is $68,072, which includes salary and benefits. The current year budget is adequate to accommodate these changes.
Attachments
A - FY26 REVISED Salary Plan Job Class Order
B - Deputy Detention Administrator Job Description
C - Instructor Job Description
D - Tourism and Marketing Program Manager Job Description
E - AMI - MDMS Utilities Supervisor Job Description
F - Risk Analyst 1, 2, 3 Job Description