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 8 Unrepresented seasonal part-time classifications with comparable full-time counterparts have been aligned in compensation and minor changes to other classifications have been made to ensure internal equity and reflect new supervisory roles. Because most part-time updates concern the unrepresented bargaining unit, there was no requirement to meet and confer. The proposed changes to the Service Employees International Union (SEIU) were shared with SEIU on March 20, 2026. After some discussion, SEIU accepted them without further comments or objections. Additionally, two classifications are being designated as terminal and will be eliminated once they are vacant. Assembly Bill 2561: Public Reporting of Vacant City Positions Assembly Bill 2561 (AB 2561) requires local public agencies in California to publicly report on job vacancies and discuss ongoing efforts to strengthen recruitment and retention practices. The legislation is intended to promote transparency about staffing challenges and to evaluate barriers in hiring processes that may affect personnel stability and service delivery. To comply with the legislation, the City's public hearing on AB 2561 will include a review of the following: • Current status of vacancies across bargaining units • Efforts and strategies currently underway • Identification of any policies, procedures, operational practices, or other factors that may create obstacles or delays within the hiring process, along with any proposed or implemented changes intended to address those challenges. If a recognized City bargaining unit reaches or exceeds a 20% vacancy rate in its authorized full-time positions, that unit may request additional information, including vacancy details, compensation structures, and hiring process data. As of March 31, 2026, none of the City's bargaining units met or exceeded the 20% vacancy threshold established under AB 2561. Accordingly, no additional reporting requirements have been triggered at this time. Vacancy rates for each bargaining unit as of that date are provided below.