[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":44,"_46":47,"_48":49,"_50":51,"_52":53,"_54":55,"_56":57,"_58":59,"_60":61,"_62":63,"_64":65,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},"mediaId",6107548,"mediaKeyId","2773106-c03573d0bd21cd4ebe8a9ddfedaa6037","parentId",2773106,"title","Perrysburg announces Pat Jones as assistant city administrator; transition plan for police leadership outlined","audioSeconds",0,"startMs",2016000,"endMs","viewUrl","/Search/View?dp=1&key=2773106-c03573d0bd21cd4ebe8a9ddfedaa6037&start=2016&end=2016","thumbnailUrl","https://assets.pipeline.soar.com/2773106-c03573d0bd21cd4ebe8a9ddfedaa6037/thumbnail_2016000.jpg","articleUrl","/articles/6107548/Ohio/Perrysburg-announces-Pat-Jones-as-assistant-city-administrator-transition-plan-for-police-leadership-outlined","mediaUrl","https://secure.pipeline.soar.com/6107548-98582984d0a0c800f5dfa0060005e515/orig.mp4?Expires=1775386197&Signature=g6dIgo8RNLMrQ0AEA~oe6TuIwDvB89-ZEufSc6TFBmuUHCoIVK2moAQq7t979byESCvsvdLKblwv75pSVl8nL6hJX0YRMOGuERvVzjvNjORQRI~hAAc7a43JIzLtYkShTKzScCkGMyg1UCSGichGRpB9h9GFFgqq529v9vtRkWgG2TmcXRoy5l-CeBJO7c7qbsoQqEO2XP6YR7jecsOENtxvYFQYi1jzr3g27gBKxFBVKfV~2xKINsUIr50q-~ySnH534IX4M8s-ls3YO3-Q6e6YkXuogCyCBMxrlEvoEGWr9PbiWavko5hfvh8V-1FHvN2pATd4TtIYIFrqkGXB3w__&Key-Pair-Id=KUT5TJCACFTXG","author","City Council of Perrysburg OH ","date","2025-03-25T00:00:00Z","article","Committee members announced the selection of Pat Jones as the successful candidate for assistant city administrator and discussed transition timing for the organization.

The City Administrator said Pat Jones, an internal candidate, will assume many responsibilities in mid‑April; staff will work between mid‑April and June to implement a transition plan. The administrator noted June is a critical month because Deputy Chief Chris Sargent will be attending a police executive course at Michigan State that requires him to be away two weeks each month, which factors into planning for police division coverage and possible interim appointments.

The nut graf: the announcement signals an internal promotion that will require staged handoffs and temporary coverage in public‑safety leadership during training periods. The committee first moved into executive session earlier in the meeting “to consider the appointment, employment, dismissal, discipline, promotion, or compensation of a public employee,” and later returned and publicly announced the result. The meeting record does not show a formal public vote on the appointment; staff described the hire as concluded and outlined next steps.

Committee members congratulated Jones. The administrator said staff will create runway for the change and develop interim arrangements for police leadership as needed; specific interim appointments and effective dates will be determined during the transition period.

The meeting adjourned after the announcement.","mediaType","Video","parentTitle","Perrysburg OH, Personnel Committee- Mar 25, 2025","oneSentenceSummary","After an executive session, the committee announced Pat Jones as the successful internal candidate for assistant city administrator; he will assume many responsibilities in mid‑April with a transition through June and possible interim police leadership changes noted.","taxTitle","Perrysburg Board & Committees, Perrysburg, Wood County, Ohio","taxId",76620,"location","Ohio","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_46":81,"_48":82,"_50":83,"_52":84,"_54":55,"_56":57,"_58":85,"_60":61,"_62":63,"_64":86,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},6107554,"Perrysburg committee proposes city logo apparel policy, clarifies uniform rules for nonbargaining safety staff",332,1741000,2073000,"/Search/View?dp=1&key=2773106-c03573d0bd21cd4ebe8a9ddfedaa6037&start=1741&end=2073","https://assets.pipeline.soar.com/2773106-c03573d0bd21cd4ebe8a9ddfedaa6037/thumbnail_1741000.jpg","/articles/6107554/Ohio/Perrysburg-committee-proposes-city-logo-apparel-policy-clarifies-uniform-rules-for-nonbargaining-safety-staff","https://secure.pipeline.soar.com/6107554-54ca1f44acab6113b3a633562ef1b039/orig.mp4?Expires=1775386197&Signature=MAU8f1ZXOz6KqWKSme2tBnjKrPN3wCwFgilNKbE18I6qzpgbCKLPlKD6-st0s5TIlVsyiOcYbLacRykRxt3REbo6SQrpUPp8wzgbd45QM9iAs9njen503UDLCu0JHU-oQYr13QFimwmO~lhvfEUVqqMYaMyF0-QxLWc~0yZf0ier2nk1RaQLRG~m2sMoLgwRpTL3SHubY17z1iyB9otScuJl74zD7TaefaamqAdxvzOkSQykE3U6LiRRrJbqQDBJIuR0qfZ0nFVUTdULC-lm8N6470Sroy73GLoYZJ~zVfn26lx3xZ-tnywSffgyu5dqbm-IVk0fS-qcBp1wr6X7pQ__&Key-Pair-Id=KUT5TJCACFTXG","City staff brought proposed code language updates to clarify logo apparel and uniform policy for nonbargaining employees, including nonbargaining police and fire staff, and to mirror existing contract language for uniform allowances.

The proposal would add language to the city code describing allowable uniform and logo‑clothing purchases for nonbargaining employees and align amounts with existing police and fire contract provisions. Staff said the new section would permit voluntary purchase of city‑logo apparel (for example quarter‑zips) through a vendor and that such purchases would be treated as a taxable fringe benefit when paid by the city.

The nut graf: staff and committee said the changes are meant to improve branding and public recognition of city personnel while preserving voluntary participation. The meeting record shows the apparel program would be administered through the city’s public‑information office and would not create a mandatory uniform requirement for office staff; uniforms for bargaining unit positions remain subject to their contracts.

Committee members asked operational questions about who would wear the items and whether they would be required. Staff clarified the policy is voluntary for nonbargaining staff and that safety‑division employees who perform inspections or public‑facing duties should be identifiable when working in the community.

No formal vote was taken on the code language during the meeting; staff said the proposal will be attached to the code amendment packet for committee review and possible referral.","Committee discussed proposed code language to allow purchase of city‑logo apparel for nonbargaining staff, align nonbargaining safety staff uniform rules with contracts, and make logo clothing voluntary and taxable as a fringe benefit.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_46":93,"_48":94,"_50":95,"_52":96,"_54":55,"_56":57,"_58":97,"_60":61,"_62":63,"_64":98,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},6107558,"Perrysburg staff endorse Archer pay plan; estimated $95,000 first‑year cost, implementation set for July",1563,248000,1811000,"/Search/View?dp=1&key=2773106-c03573d0bd21cd4ebe8a9ddfedaa6037&start=248&end=1811","https://assets.pipeline.soar.com/2773106-c03573d0bd21cd4ebe8a9ddfedaa6037/thumbnail_248000.jpg","/articles/6107558/Ohio/Perrysburg-staff-endorse-Archer-pay-plan-estimated-95000-firstyear-cost-implementation-set-for-July","https://secure.pipeline.soar.com/6107558-33bbe0fb3a50b69064fec7d34dc66be5/orig.mp4?Expires=1775386197&Signature=fskmcmgj0iCIsFB98u79AqGA4gy0LmmKOXzecoeAvVBjF0eseDYj9rTvM8GO63JGRN80uG3jSBuu5YdmJUVa9ehGFNs6CTfod5zMNo~f8XERgcxSIdOXnTMtjJvlKAXwvx7xcO4lqxaoYCOiCErlcQ60yftETFWKlhaFkSRjD6fokQg6TEzFPCPTRyVX6Cr~SOE1TxHS6H3PZ-g~OUY2L~6M1gvRVnrp8Pv5jv59TFCbipnsqpRTwtXdQK-G5C0A2hTCeHQ2EvaZlGlGS6zfRGWBntawcIfzEniomz~QvE8QzGHDCScv0o2Ee2ggAQ~YM55KbFPSIvBsyF3yFA57pg__&Key-Pair-Id=KUT5TJCACFTXG","City Administrator presented the final Archer Company wage study and recommended compensation plan Wednesday, outlining new pay grades, a multi‑step progressions system and an estimated $95,000 first‑year implementation cost.

The working group that reviewed Archer's analysis adopted three guiding principles — “fair, objective, and consistent,” the City Administrator said — and recommends moving pay classifications into pay grades 4 through 22 with 11 steps (A through K) per grade and a hiring maximum at step F. The plan combines an internal job‑evaluation score and external market benchmarks from 18 Ohio communities, the administrator said.

The nut graf: the package is intended to align internal job equity with outside market rates, give employees a predictable road map for progression and create an objectively maintained process for future classification changes. City staff said the Archer process uses a comprehensive position questionnaire (CPQ) for each job; Archer will score any challenge to a classification for a fee of $200 to determine appropriate placement.

Key provisions described in the meeting: pay grades 4–15 would have a 40% spread between minimum and maximum; pay grades 16–22 a 30% spread. Each pay grade is divided into 11 steps (A–K); F is the “hiring maximum.” Step progressions are time‑based: employees in steps A–E would move annually (subject to available funds) beginning with step increases in 2026; employees in steps F–K would advance every three years, with those increases beginning in 2028. The administrator recommended placing employees into the step that most closely aligns with current pay, rounded up, to avoid pay reductions; staff estimated that approach would cost roughly $95,000 in year one.

The plan also addresses deferred compensation (Voya). City staff recommended that positions in pay grades 4–6 receive up to a 3% city contribution with a required employee match; pay grades 7–8 would receive a 3% city contribution without a required employee match; and pay grades 9 and above would receive a 6% city contribution. The administrator said those arrangements preserve or increase existing benefits and avoid reducing current employees’ deferred‑compensation contributions.

Staff recommended that hires above the hiring maximum (step F) require City Council authorization, giving the mayor flexibility while preserving council oversight of above‑scale appointments. The proposed implementation timeline would bring legislation back to this committee in April, to City Council in May, with an expected effective date timed to the first full pay period in July so changes coincide with annual across‑the‑board increases already budgeted for 2025.

The City Administrator said the Archer results largely supported work completed in 2023 and provide a maintenance process to objectively manage future classification requests and promotions. Staff noted several follow‑on ordinance changes will be required, including rescinding an older “classification rates of pay” section and updating disciplinary and probationary references.

No legislation was voted on at the meeting; staff said they will return with draft legislation in April for committee consideration and possible referral to City Council in May.","City staff presented a final Archer Company wage study and compensation plan for nonbargaining employees, recommending pay grades, step structure, deferred‑compensation rules and a phased implementation that city administrators will return to the committee in April and to City Council in May.","actionData","errors"]

Article not found

Perrysburg announces Pat Jones as assistant city administrator; transition plan for police leadership outlined

Perrysburg committee proposes city logo apparel policy, clarifies uniform rules for nonbargaining safety staff

Perrysburg staff endorse Archer pay plan; estimated $95,000 first‑year cost, implementation set for July