To: Honorable Mayor and Members of City Council
From: MJ Tueros, Interim Human Resources Director
Prepared By: Caitlin Saldanha, Management Analyst II
TITLE:
Title
City Manager’s Office Staffing Plan Updates
LABEL
RECOMMENDED ACTION:
Recommendation
1. Adopt a resolution amending the City Classification Plan by adopting the new classification specification, salary range, and benefits for Climate Action Manager; and amending the Budget Staffing Plan by adding one (1) Climate Action Manager position, and deleting one (1) Management Analyst I/II position in the City Manager’s Office.
2. Approve the first reading and introduction of an ordinance amending Napa Municipal Code Section 2.08.090(A) regarding the designation of appointive officers in the City Manager’s Office.
Body
DISCUSSION:
Overview:
The Budget Staffing Plan for the City Manager’s Office currently includes the City Manager, two Assistant City Managers, Community Relations and Media Manager, Community Relations and Media Analyst, two Management Analysts I/II, and Office Assistant I/II. These position allocations listed in the Budget Staffing Plan were approved by City Council on June 17, 2025 during the adoption of the Fiscal Year 2025/26 and Fiscal Year 2026/27 Budget via Resolution R2025-073, as well as Council’s more recent action to amend the Budget Staffing Plan on February 17, 2026 via Resolution R2026-019.
New Classification Specification for Climate Action Manager:
The Human Resources Department received a request from the City Manager’s Office to review the job classification, workload, and scope of responsibilities of the Management Analyst I/II supporting the City’s Climate Action programs. The study included a review of the existing classification specification, the incumbent’s position description questionnaire (PDQ), and interviews with the department to better understand if the classification specification accurately reflects the assigned duties and responsibilities.
In April of 2022, the City Council declared a Climate Emergency and adopted a resolution declaring the climate crisis as an emergency, and committed the City to a goal of net zero climate pollution by the year 2030. The resolution underscored the importance of the General Plan adoption and implementation as an opportunity to clearly state the City’s goals related to climate actions and forward the related implementation efforts. Then the City Council included Climate Change in a list of Council Priorities for FY2022/2023, and approved staffing to support that initiative including a new Management Analyst I/II position in the City Manager’s Office on June 21, 2022 (via resolution R2022-066). While the Management Analyst I/II position is still included in the current Budget Staffing Plan, the scope of work and responsibilities have grown since then and the Department determined that it was necessary to update the class specification to be more reflective of their operating assignment.
The Human Resources Department collaborated with the City Manager’s Office to determine the classification changes needed to align with their operational needs. The study indicated that the classification develops and implements climate action program goals, objectives, and policies; oversees internal and external climate action activities in coordination with the Executive Team, all city departments, outside agencies; and provides regular reports to City Council and committees. This position also prepares and implements grant strategies, grant proposals and reports to support sustainability and climate action work. This position will lead City’s multifaceted Climate Action Plan, build key stakeholder partnerships, provide information to the public, and administer the needs of the Climate Action Committee (CAC) and the Regional Climate Action and Adaptation Plan (RCAAP).
The Human Resources Department conducted a survey of several municipalities of similar size which have comparable classifications. Some comparator agencies maintain related classifications, with some duties, experience and qualifications similar to staff’s recommendation. However, these positions are placed at various levels from technical to high-level manager. Internal salary alignment was also considered in this analysis. Based on the data obtained from comparator agencies, as well as internal equity within the organization, staff determined that the Community Relations and Media Manager, a management counterpart and Appointive Officer within the City Manager’s Office, was the appropriate comparison for internal equity. This recommendation reflects the scope and exposure of the position, the level of duties performed, programmatic management skills necessary to understand trends and enhance our sustainability initiatives, as well as the tact and discretion required for such a specialized role.
Therefore, it is recommended that the City create a new classification titled “Climate Action Manager”, with a salary be set at $132,918.14 - $160,574.36. This salary range would be in alignment with the salary range for Community Relations and Media Manager.
Appointive Officers in City Manager’s Office:
Additionally, staff recommends that Council approve an update to the list of appointive officers in the City Manager’s Office within the Napa Municipal Code to add Climate Action Manager and delete one (1) Management Analyst I/II. Thus, if Council approves the recommended action, the organizational structure of the City Manager’s Office in the Budget Staffing Plan will now coincide with the Appointive Officers listed in the Napa Municipal Code to include the following: two Assistant City Managers, Risk Manager, Community Relations and Media Manager, Community Relations and Media Analyst, Management Analyst I/II, Office Assistant I/II, and Climate Action Manager.
The attached ordinance adds the position of Climate Action Manager and deletes one Management I/II position to the list of Appointive Officers in the City Manager’s Office. The Climate Action Manager will oversee climate action programs in the City Manager’s Office. This will be an at-will position serving at the pleasure of the City Manager.
FINANCIAL IMPACTS:
The City Manager’s Office has worked with the Finance Department to identify already appropriated funding to accommodate the additional costs of these salary range changes for the remainder of Fiscal Year 2025/26 and to program funding in the upcoming Fiscal Year 2026/27 Mid-Cycle budget.
CEQA:
The Human Resources Director has determined that the recommended action described in this staff report is not subject to CEQA, pursuant to CEQA Guidelines Section 15060(c).
DOCUMENTS ATTACHED:
ATCH 1 - Resolution
EX A - Classification Specification for Climate Action Manager
ATCH 2 - Ordinance
NOTIFICATION:
Legal notices of the report were published in the Napa Valley Register at least 10 days prior to the hearing date.