Victoria City Council proposes $3.6M pay program to address employee turnover

Concerns over employee retention and competitive salaries dominated the recent Victoria City Council meeting, as officials discussed a comprehensive pay program aimed at addressing significant turnover in key departments. The meeting highlighted alarming trends from exit interviews, revealing that low salaries and benefits were primary reasons for employee departures, with ratings falling below three stars in these areas.

City officials presented a detailed plan to adjust compensation structures, particularly for police, fire, and public works departments, which have faced the highest turnover rates. The proposed changes include a 14% increase in starting salaries for police officers, raising it to $60,000, and substantial adjustments for senior ranks in both police and fire departments, with increases of up to 20% for lieutenants and captains. This move aims to retain experienced personnel who have been leaving for better-paying positions elsewhere.

The council also discussed the importance of aligning salaries with the cost of living in Victoria, which had not been adequately considered in previous analyses. Adjustments to the pay structure will now reflect these differences, ensuring that the city remains competitive with neighboring communities.

In addition to salary increases, the plan includes a stipend of $1,000 for employees who do not receive a pay adjustment, aimed at providing immediate financial relief. This stipend will be distributed in two installments, one in October and another in March.

The total cost of the proposed pay program is estimated at $3.6 million, marking a historic level of investment in city employees. Officials emphasized that this plan would not compromise existing benefits, a concern raised in previous years.

As the city prepares for the upcoming fiscal year, council members expressed optimism that these changes would help stabilize staffing levels and improve morale among city employees. However, the implementation of these adjustments will not take effect until October, prompting some concerns from employees eager for immediate relief. The council is committed to monitoring the impact of these changes and addressing any further needs in future budget discussions.