9 - Classification and Compensation Study and Organizational Review

Classification Study – shall consist of the following:

1. Update the classification plan for approximately 75 classifications representing approximately 83 full-time and 150 part-time employees as of August 2023.
2. Develop a classification structure that reflects the City’s overall classification and compensation strategy and includes the clear definition of terms and the development of career ladders for full-time and part-time employees.
3. Review the background materials including existing classifications, organizational charts, budgets, salary resolutions and schedules, personnel rules, and related information.
4. Conduct orientation and briefing session(s) with employees.
5. Conduct orientation and briefing session(s) with all department heads, managers, and supervisors.
6. Develop a comprehensive questionnaire to be completed by all employees.
7. Conduct interviews with all employees in single position classifications, a representative sample of employees in multiple position classifications, and appropriate management personnel to validate the information.
8. Allocate all employees included within the scope of the study to an appropriate job title, job classification, and exempt and non-exempt designation pursuant to the Fair Labor Standards Act (FLSA).
9. Develop new classification specifications to reflect current duties, requirements of the position, including physical requirements and essential job functions.
10. Develop classification specifications to include the following items:
    1. A definition of the job classification;
    2. A complete description of the essential job functions;
    3. Requirements of education, experience, knowledge, skills, and abilities;
    4. Supervision exercised and received with definition of lead or supervisory roles;
    5. Working environment and/or conditions;
    6. Licenses, certifications, driving requirements, and physical requirements in compliance with the Americans with Disabilities Act (ADA).
11. Coordinate the varying presentation styles of the project team to ensure a unified philosophy and standardization across all the classifications.
12. Present the final classification and listing showing the recommended allocation of each position.
13. Include an introductory section that describes class concepts and provides information about distinctions of various levels within a class series and other pertinent information.
14. Provide appropriate implementation and maintenance manuals.
15. Conduct training sessions for designated staff.

1. Identify a suggested list of comparable cities to consider in the compensation study.
2. Review the City’s current list of comparison cities and, if needed, suggest changes to the survey labor market and classifications that represent most closely to the City of Yucaipa. This will include an explanation of the specific methodology (i.e., articulable factors) used to identify the survey agencies.
3. Conduct a comprehensive total compensation survey based on comparable survey agencies, using not only job titles, but duties and responsibilities based upon the classification specifications from the City of Yucaipa.
4. Complete an internal base salary relationship analysis, including the development of appropriate internal relationship guidelines.
5. Develop external competitive and internal equitable salary recommendations for each classification included within the study.
6. Assign a salary range to each classification which reflects the results of the market survey and the analysis of the internal relationships.
7. Present draft results of the survey to management and bargaining unit in a group meeting.
8. Assist in the development of a strategy for implementing the compensation recommendations and plan.
9. Present the final Classification and Compensation Report to the City Council.

1. Review the City’s current organizational structure, reporting relationships, span of control, and staffing levels.
2. Review operational requirements, infrastructure, services, and ratios of staffing to population served and other productivity measures.
3. Determine and recommend best management practices and standards.