FROM:
Human Resources
SUBJECT:
Title
Additional Fiscal Year 2024-25 Organizational Changes, Including New Classifications and Salary Ranges.End
End
RECOMMENDATION:
Recommendation
1. Approve the additional recommended organizational changes including the establishment of four (4) new classifications, one (1) reclassification, and the addition of six (6) new positions to the 2024-25 Current Budget.
2. Adopt Resolution No. 2025-019, a resolution of the City Council of the City of Fontana, California, approving the updated salary table for the Teamsters Local 1932 City Hall Unit and the Management/Confidential salary tables, effective March 26, 2025.
End
COUNCIL GOALS:
• Operate in a businesslike manner by ensuring that the public debate is based on accurate information.
• Practice sound fiscal management by living within our means while investing in the future.
• Create and maintain a dynamic team by promoting stability and predictability by providing consistent policy direction.
• Create and maintain a dynamic team by communicating Goals and Objectives to all commissions and employees.
• Create and maintain a dynamic team by emphasizing staff development.
DISCUSSION:
As indicated in the 2024-25 Midyear Budget Report, the Finance Department, the Fontana Police Department, and the Human Resources & Risk Management Department have identified the need for organizational changes including establishing four (4) new classifications, reclassifying an existing classification, and the addition of six (6) new positions. These organizational changes are in response to the growing demands of the City which were not presented with the Midyear Budget Report to ensure adequate time for review and analysis of the requests. The proposed classifications will ensure that the City continues to attract and retain skilled employees capable of delivering high-quality public services.
The City's classification plan serves as a critical framework to ensure that all positions are organized and defined consistently, enabling effective workforce planning, recruitment, and compensation management. As part of the City's ongoing efforts to enhance operational efficiency and address evolving service needs, it is necessary to periodically review and update the classification plan.
The following sections provide an overview of the proposed new classifications, the rationale behind their creation, and their anticipated impact on service delivery and operational efficiency.
Budget Analyst II (Finance Department)
With total number of capital projects having increased from 141 to 220 over the last few years and with the passage of Measure T, this position will support the capital budget development and implementation.
Contracts Analyst (Finance Department)
With the continued growth throughout the city, including the CIP program, in order to timely and efficiently meet the needs of all departments, additional resources are required in the Purchasing division to address turnaround times and increased volume. The position will streamline the purchasing process and increase efficiency to have a single position focus on contract execution.
Payroll Supervisor (Finance Department)
With the total number of full-time city employees having increased by 18% over the past 10 years, coupled with additional increases in the next couple of years, additional resources are required in the Payroll Division. Up until now, resources were not requested as system processes were under review. With the review nearly complete and numerous processes not being able to be automated, there remains a significant manual component to the payroll process as well as regular over-time experienced by existing staff. As such, this position is needed to ensure the accurate and timely processing of payroll as well as to ensure continuity.
Senior Accountant (Finance Department)
As a result of the restructuring and re-establishing of accounting processes, additional areas of need have materialized such as the management of capital assets, new GASB implementations, revenue and treasury audits and analysis, debt analysis, and support to the Accounting Manager and Accounting Supervisor.
Reclassification of Police Administrative Analyst I to Police Administrative Analyst II (Fontana Police Department)
This position has evolved from a training position to a full journey level position in which the incumbent performs the full range of duties as assigned with minimal supervision. Additionally, the expectations and level of responsibility for this position have increased requiring the incumbent to have the capacity to carry out select Sr. Administrative Analyst duties in their absence. Since being added, this position has accumulated additional duties including administering asset forfeiture/seizure programs, administering grant programs and training others on new systems, reporting requirements and procedures. The incumbent has also seen an increase in complexity in budget building, management and maintenance duties, and is responsible for identifying, addressing and rectifying budget related issues with minimal supervision.
Human Resources Analyst (Human Resources & Risk Management Department)
Since the tenure of the Director of Human Resources & Risk Management, the City's workforce has experienced a 9% increase in staffing. In addition, there is an increase in requests for organization change and the implementation of the Classification/Compensation study. This position plays a vital role in handling daily activities. The incumbent will effectively improve productivity, reduce turnover, and enhance overall HR performance. Foster an inclusive and positive work environment and addressing workforce concerns. The incumbent shall develop and maintain the classification and compensation plans to ensure fair and competitive compensation within the City. This will assist with attracting and retaining top talent within the organization.
Human Resources Manager (Human Resources & Risk Management Department)
Since the tenure of the Director of Human Resources & Risk Management, the City's workforce has experienced a 9% increase in staffing. This position plays a vital role as a strategic partner. The incumbent will effectively improve productivity, reduce turnover, and enhance overall HR performance. Foster an inclusive and positive work environment and addressing workforce concerns. Responsibilities include assisting with the director on strategic goals and objectives; hiring, training and managing staff; responsible for the compliance of policies, procedures, and practices; developing and implementing policies and procedures; and overseeing talent management, performance management, labor/employee relations, and compensation and benefits.
The addition of these new classifications and positions within the City’s organizational chart is an essential step in maintaining a comprehensive and up-to-date classification plan that meets the City's operational needs. It is important to note that the formal job descriptions associated with these classifications will be presented to the City Council for formal approval as part of the citywide classification and compensation study job description update. This process ensures that the classifications are aligned with the City's broader workforce management goals and compensation framework.
Staff recommends that the City Council approve the addition of the new classifications to the City's classification plan and positions within the City’s organizational chart, with the understanding that the formal job descriptions will follow in a subsequent approval process.
Formal adoption of all City Salary Tables is in accordance with the guidelines provided by the California Public Employee Retirement System (CalPERS).
FISCAL IMPACT:
There is no fiscal impact associated with the approval of this item for the current fiscal year due to the timing of the approval of these positions. However, the total annual estimated budgetary financial impact for these new positions is $921,305 for fiscal year 2025-26 and will be included in the proposed budget.
MOTION:
Approve staff’s recommendation.