Item 23 - Public Hearing - Ordinance to Adopt the FY 2026-27 Budget, Resolution Changes to the City’s Classification & Compensation Plan, Uniform Schedule of Misc Fees, 7-Year Capital Improvement Program, and the City’s Annual Update

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Proposed Fiscal Year 2026-27 City Budget, Changes to the City's Classification and Compensation Plan, Uniform Schedule of Miscellaneous Fees, and the Seven-Year Capital Improvement Program June 2, 2026 Page 7 formally removes it from the authorized staffing list. The vacant Buyer position had been funded through the American Rescue Plan Act (ARPA) to support elevated purchasing activity associated with this revenue source. As ARPA-funded projects near completion and purchasing activity returns to more typical levels, the position is no longer needed. The vacant Payroll Systems Analyst position is also proposed for elimination as part of ongoing budget-balancing and operational realignment efforts. • Planning and Building: The Planning and Building Agency is eliminating four vacant positions, including one Planning Technician, two Senior Building Inspectors, and one Code Enforcement Associate. These changes reflect staffing adjustments based on operational needs and budget constraints. An additional workforce adjustment within the department is administrative and intended to align a position title with the incumbent employee's current responsibilities and classification. • Police: The Police Department is formally deleting multiple positions that had previously remained unfunded in prior fiscal years, as well as additional vacant positions identified as part of the City's efforts to address the budget deficit. This action is largely procedural and updates the department's authorized staffing structure to better reflect current operational and fiscal realities. None of the positions proposed for elimination are sworn officer positions; rather, they consist primarily of administrative and support classifications. • Public Works: Public Works is implementing several workforce changes, the most significant of which is the addition of six positions to support the transition of certain services from contracted operations to in-house delivery. The Gas Tax Fund is adding four Maintenance Worker positions to support pothole repair and street maintenance, while the Sanitation Fund is adding two Equipment Operator positions to support expanded in-house street-sweeping operations. These changes are intended to improve service responsiveness, operational control, and long-term cost efficiency. Remaining workforce adjustments within Public Works are primarily housekeeping changes to align classifications with employee duties or budget-balancing modifications. The remaining departments are primarily eliminating vacant full-time positions as part of the City's broader efforts to address the structural budget gap and maintain a balanced FY26-27 budget. These reductions are not expected to materially impact service levels or the City's ability to meet core operational and community service demands. Classification and Compensation Resolution The Human Resources Department, in coordination with other departments, seeks approval to update the City's Classification and Compensation Plan (Exhibit 3) to meet operational needs. This includes creating one new classification, removing three outdated and vacant classifications, and adjusting titles and pay for several classifications.