City manager outlines phased reorganization; staff say changes will be position‑neutral and layoffs are not planned

City management presented an implementation plan for a multi‑phase organizational realignment based on a consultant recommendation, describing recruitment and sequencing for new director positions, anticipated reclassifications and steps to make the first phase position‑ and cost‑neutral.

The city manager said the administration will pursue national searches for new director roles (transportation, CIO) and is actively recruiting for a community programs director. Staff noted they have held 12 vacant positions to support realignment and that the goal is not to add new net headcount.

On employee impacts, staff said most changes are lateral reassignments or reclassifications; in rare circumstances a reclassification could alter an individual’s pay range, and the city code allows a limited (up to 7%) pay protection buffer in those cases. "At this point, we have not identified any layoffs," the presenter said, and staff committed to sharing counts of affected employees and to continue employee communications including all‑staff calls and an intranet site with FAQs.

Council members asked for numbers on employees who might be affected by demotions or status changes and sought assurances the changes would not shift frontline positions away from service roles. Staff said they will provide more detailed FTE and classification information as phase‑level analyses conclude.

What happens next: staff will continue phase 3 and 4 evaluations, begin recruitments through an external firm for some director searches, and bring updated org charts and employee‑impact details to council as phases proceed.