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BACKGROUND The City employs up to 450 temporary employees throughout the year. Examples of these positions include Library Pages, Interns, Recreation Leaders, Maintenance Aides, Lifeguards and Preschool Teachers. These positions are generally part-time, non -benefitted with an average schedule of eight to 30 hours per week. Periodically, staff studies compensation to check the City's marketability to employ these temporary workers. On December 21, 2021, Council approved an amendment to the Temporary, Part-time/Seasonal Classification Salary Structure. However, since that increase, several surveyed agencies have increased their salary structures as well, thereby affecting Pleasanton's ability to recruit and retain aquatics and other temporary employees. Staff has reanalyzed the City's compensation for several temporary, part-time/seasonal classifications, resulting in the recommendation to Council. DISCUSSION Recruiting and retaining seasonal aquatics and maintenance employees has been challenging because the City competes with other public agencies in the area which are hiring for similar positions. The City also must contend with applicants who would normally apply to our recruitments but are now choosing retail or restaurant jobs, or even private aquatic facility jobs, that offer higher pay. The most recent salary survey revealed that several of our temporary classifications are still below the market average. Many of these positions even require special skill sets and training. The Water Safety Instructor, for example, is 16 percent below market while the Maintenance Aide classification is 24 percent below market. The increase proposed will bring Pleasanton within the market mean for each position (Attachment B). In addition, aquatics has a need for Lifeguards with year-round availability who can also provide expanded coverage for very early morning and late evening pool hours. This would effectively expand the applicant pool beyond high school and college students to include adults who are able to perform the job responsibilities and have availability beyond the summer months. Staff recommends extending the Lifeguard series to include a newly created Lifeguard II classification to attract year-round employees. Several other agencies, including the Cities of Concord, Dublin, Tracy, and Walnut Creek and the Recreation and Park Districts in Hayward and Livermore, have a similar structure in their Lifeguard classification. The revisions to the Temporary, Part-time/Seasonal Classification Salary Structure will provide more competitive salaries for the City's temporary classifications, improve the City's ability to recruit and retain seasonal and year-round temporary employees, and help the aquatics program remain functional during the winter months. Additionally, adjusting the compensation for hourly employees is critical for building an effective and efficient workforce to serve the Pleasanton community. A comprehensive compensation assessment will be completed on an annual basis. Page 2 of 3