TO: ADAM PIRRIE, CITY MANAGER
FROM: KATIE WAND, ACTING ASSISTANT CITY MANAGER
DATE: NOVEMBER 10, 2026
Reviewed by:
City Manager: AP
SUBJECT:
Title
PROPOSED RECLASSIFICATION OF A SENIOR PLANNER POSITION TO PRINCIPAL PLANNER IN THE COMMUNITY DEVELOPMENT DEPARTMENT (FUNDING SOURCE: GENERAL FUND)
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SUMMARY
To strengthen the City's ability to attract and retain qualified professional planning staff, and to support succession planning in the Planning Division, staff proposes reclassifying one authorized Senior Planner position in the Community Development Department to a Principal Planner position.
The proposed reclassification will not add to the City’s number of full-time employees. The change affects only the classification and salary range of an existing authorized position. The Principal Planner classification is already part of the City's classification plan and salary schedule.
RECOMMENDATION
Recommended Action
Staff recommends the City Council:
A. Authorize the reclassification of one Senior Planner position to a Principal Planner position in the Community Development Department; and
B. Appropriate $14,300 in 2026-27 and $31,500 in 2027-28 from the unassigned General Fund balance to fund this proposed staffing adjustment in the Community Development Department.
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ALTERNATIVES TO RECOMMENDATION
In addition to the recommendation, there are the following alternatives:
A. Do not authorize the reclassification.
B. Request additional information.
FINANCIAL REVIEW
The full-year 2026-27 cost of a new Principal Planner is approximately $193,900, approximately $28,600 more than the annual cost of the currently authorized Senior Planner position ($164,700). Since the new Principal Planner position is likely to be filled on or after January 1, 2027, the prorated additional cost for 2026-27 will amount to approximately $14,300. The full-year 2027-28 cost of a new Principal Planner compared to the budgeted cost of a Senior Planner is approximately $31,500. After 2027-28, the additional annual costs of the proposed reclassification of the existing position will be included in the development of subsequent City budgets.
The staff cost to prepare this report is estimated at $1,360 and is included in the operating budgets of the Administrative Services and Community Development Departments.
ANALYSIS
The Planning Division is currently budgeted for one City Planner, two Senior Planners and two Associate Planners. Both Associate Planner positions are filled. One Senior Planner position became vacant following a resignation, and staff is currently recruiting an Assistant Planner to underfill the open position.
The City has run ongoing recruitments for the second Senior Planner position since it was authorized by the City Council in September 2025. These recruitments have drawn experienced, qualified planners, and multiple job offers have been extended. In each case, the candidate's experience and expectations aligned with the Principal Planner salary range rather than the Senior Planner range and offers were not accepted. Staff views this as a helpful signal about where the market places the level of experience the Planning Division needs to manage the volume and complexity of development applications under rapidly changing State housing laws.
Reclassifying the position to Principal Planner will allow the City to compete for candidates with a higher level of experience. The Principal Planner classification already exists, so no new classification is needed. Since the Principal Planner position was reclassified to City Planner in 2025, the Division has not had a position between its Division Head and its Senior and Associate Planners. A Principal Planner would take on the most complex projects, support the City Planner, and mentor newer planners to support continuity in the Division’s operations.
As noted in the September 2025 report, contract planning staff has not provided the continuity the City needs. A competitive classification that helps the City recruit and retain in-house planners supports stable, consistent processing of development applications for residents, developers and the Claremont Colleges.
This change aligns with City Council Objective 2.2, to develop and implement succession planning efforts throughout the municipal organization, as part of Goal 2 (Strengthen Long-Term Fiscal and Organizational Health). A Principal Planner position strengthens internal growth by creating a step between Senior Planner and City Planner, so staff can progress within Claremont and the Division is better prepared for future leadership transitions.
RELATIONSHIP TO CITY PLANNING DOCUMENTS
Staff has evaluated the agenda item in relationship to the City’s strategic and visioning documents and finds that it applies to the following City Planning Documents: Council Priorities, General Plan, and the 2026-28 Budget.
CEQA REVIEW
This item is not subject to environmental review under the California Environmental Quality Act (CEQA).
PUBLIC NOTICE PROCESS
The agenda and staff report for this item have been posted on the City website and distributed to interested parties. If you desire a copy, please contact the City Clerk’s Office.
Submitted by: Prepared by:
Katie Wand Christi Giannone
Acting Assistant City Manager Human Resources Manager