City leaders push for competitive pay to attract firefighters

During a recent government meeting, officials discussed critical adjustments to employee compensation and benefits aimed at enhancing recruitment and retention within local departments, particularly the fire and public works sectors.

A proposed 5% salary increase was on the table, with 3% attributed to cost of living adjustments (COLA) and 2% for merit-based raises. However, it was noted that some departments, such as finance and public works, would only receive COLA increases, while the fire department is advocating for a more comprehensive pay structure.

Currently, the fire department operates on a six-step pay table, which officials argue is insufficient compared to neighboring areas that utilize a ten-step system. This change is seen as essential to attract and retain qualified personnel, as the department faces challenges in finding applicants willing to work for competitive salaries. Chief Morgan and Chief Pritchard emphasized the need for a ten-step program to align with industry standards and improve salary progression based on years of service.

Additionally, the meeting highlighted the importance of retirement benefits, with a proposal to increase the town's matching contribution to employee retirement funds from 6% to 7%. This adjustment aims to align with regional practices and further incentivize potential hires.

Overall, the discussions underscored a commitment to improving compensation structures to ensure that local departments remain competitive in attracting skilled workers while addressing the financial implications of these changes.