| ITEM #: 2. DATE: 01/05/2026 AI #:2995 |
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CITY COUNCIL ACTION REPORT
| SUBJECT: | STAFFING AND SUCCESSION PLAN UPDATE |
| STAFF PRESENTER(S): | Lyman Locket, Human Resources Director |
Summary
Council to receive an update on workforce planning efforts identified in the city’s Fiscal Year (FY)2026 and FY2027 Strategic Plan, including the 3–5 Year Staffing and Succession Plan. (Lyman Locket, Human Resources Director)
FISCAL IMPACT
There is no FY2026 fiscal impact. However, feedback and direction provided by Council will be used to inform future budget requests.
BACKGROUND AND PREVIOUS ACTIONS
As part of the FY2026 and FY2027 Strategic Plan, Council identified workforce planning as a key priority to ensure the city is positioned to meet future service demands and maintain organizational stability. In response, staff initiated a coordinated approach to staffing planning, succession planning, and a compensation and classification study to address both short-term operational needs and long-term workforce sustainability. Leadership from each department have been engaged in the process to help inform strategic planning based on the city's growing population and infrastructure needs. These strategic initiatives were structured to complement one another and to provide a comprehensive framework for managing the city’s workforce over a 3–5 year planning horizon.
STAFF ANALYSIS
The city’s workforce planning strategy is built around three interconnected initiatives designed to support workforce stability, leadership continuity, and talent retention.
Departmental Staffing Plans (FY2026)
Staff are conducting a comprehensive assessment of 3–5 year staffing needs across all departments. This evaluation considers current workloads, projected service demands, anticipated retirements, and emerging programmatic needs to ensure staffing levels align with operational requirements and long-term strategic goals.
Succession Planning (FY2027)
Staff will develop and implement a succession planning framework based on industry best practices. This initiative will identify critical positions, assess leadership pipelines, and establish strategies for knowledge transfer and professional development to support continuity of operations and minimize service disruptions.
Compensation and Classification Study
As part of these strategic plan action items, staff will undertake a comprehensive review of the city’s compensation and classification structure to ensure pay practices remain equitable, competitive, and aligned with the labor market. This effort supports recruitment and retention while reinforcing the broader workforce and succession planning objectives.
These initiatives provide an integrated and forward-looking approach to workforce management that supports the city’s mission and long-term organizational success.
Departmental Staffing Plans (FY2026)
Staff are conducting a comprehensive assessment of 3–5 year staffing needs across all departments. This evaluation considers current workloads, projected service demands, anticipated retirements, and emerging programmatic needs to ensure staffing levels align with operational requirements and long-term strategic goals.
Succession Planning (FY2027)
Staff will develop and implement a succession planning framework based on industry best practices. This initiative will identify critical positions, assess leadership pipelines, and establish strategies for knowledge transfer and professional development to support continuity of operations and minimize service disruptions.
Compensation and Classification Study
As part of these strategic plan action items, staff will undertake a comprehensive review of the city’s compensation and classification structure to ensure pay practices remain equitable, competitive, and aligned with the labor market. This effort supports recruitment and retention while reinforcing the broader workforce and succession planning objectives.
These initiatives provide an integrated and forward-looking approach to workforce management that supports the city’s mission and long-term organizational success.