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Director of Continuous Improvement (Class Code 9603) / Salary of Non-Represented Classification / Los Angeles Administrative Code / Amendment

Council File 26-0903

Approved — the city has created and funded a new Director of Continuous Improvement role at the Department of Water and Power to streamline operations, with the full cost of roughly $404,000 annually covered by the utility's own budget, not city funds.

Introduced
2026-06-18
Last changed
2026-07-21
Status
open
Expires
2028-06-26
Initiated by
City Administrative Officer

Brief

The City Administrative Officer initiated an ordinance amending the Los Angeles Administrative Code to adjust the salary for the Director of Continuous Improvement (Class Code 9603), a non-represented classification. The Personnel and Hiring Committee approved the measure on June 26, and City Council adopted it unanimously on July 1 (14-0-1). The ordinance became effective on July 21, 2026.

Full summary

The City Administrative Officer proposed amending the Los Angeles Administrative Code to establish a salary for a newly created position at the Los Angeles Department of Water and Power: Director of Continuous Improvement (Class Code 9603). The position is exclusively an LADWP role, housed within the Corporate Performance Division and reporting to the Assistant General Manager of that division. Its core function is to lead process optimization and strategic improvement initiatives across LADWP systems, with the goal of improving operational efficiency, reducing waste, and enhancing service delivery. The Executive Employee Relations Committee had already approved the salary recommendation on March 24, 2026, before the file was formally introduced to Council. The estimated annual cost of the position is approximately $404,292, covering direct salary and pension costs. Critically, none of that cost falls on the city's General Fund — LADWP bears the expense entirely. The ordinance amends Schedule B of Los Angeles Administrative Code Section 4.900.1 to add the new classification and its salary. The Council also authorized LADWP to update the relevant Memorandum of Understanding if the classification is later accreted to a bargaining unit, and gave the Controller and City Administrative Officer authority to correct any clerical or technical errors in the ordinance. The file moved swiftly through the legislative process. After the City Administrative Officer submitted the report on June 18, the Personnel and Hiring Committee considered and approved it at its June 26 meeting, with Councilmembers McOsker and Soto-Martinez voting yes and Rodriguez absent. City Council adopted the ordinance on July 1 by a vote of 14-0-1. The file was transmitted to the Mayor on July 5, and with no mayoral veto, Council action became final on July 14. The ordinance was published and took effect on July 21, 2026.

Activity (9)

  • 2026-07-21 Ordinance posted/published. Ordinance effective date: July 21, 2026.
  • 2026-07-14 Council action final.
  • 2026-07-05 City Clerk transmitted file to Mayor. Last day for Mayor to act is July 15, 2026.
  • 2026-07-01 Council adopted item forthwith.
  • 2026-06-26 Personnel and Hiring Committee approved item(s) .
  • 2026-06-26 City Clerk scheduled item for Council on July 1, 2026.
  • 2026-06-22 Personnel and Hiring Committee scheduled item for committee meeting on June 26, 2026.
  • 2026-06-18 City Administrative Officer document(s) referred to Personnel and Hiring Committee.
  • 2026-06-18 Document submitted by City Administrative Officer, dated June 18, 2026.

Documents (6)

Council votes (1)

  • 2026-07-01 Vote — 14-0-1 · Regular

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