Norwalk City Council reviews compensation study with CPS HR Consulting for equitable pay structure

The Norwalk City Council meeting on May 27, 2025, focused on a significant classification and compensation study aimed at improving the city's pay structure. The study, conducted by CPS HR Consulting in partnership with TrueComp, represents the first formal review of Norwalk's compensation practices in years.

During the meeting, representatives from CPS HR Consulting, Vicky Quintero Brashear and Igor Shagolev, presented their findings after a nine-month evaluation of job classifications and compensation models across comparable cities, including Carson, Downey, and Torrance. The study identified key issues such as internal equity discrepancies, market competitiveness of salaries, and challenges in employee retention.

The consultants reported that 64% of the benchmark classifications were at or above market rates, while 36% lagged behind. This disparity highlighted the need for adjustments to ensure Norwalk remains competitive in attracting and retaining talent. The current pay structure, which consists of five steps, was found to create stagnation for many employees, with 57% already at the maximum pay level.

To address these issues, the consultants proposed a new nine-step salary structure that would provide more opportunities for wage growth and align better with market standards. This new system aims to create a more equitable and sustainable compensation framework, allowing for consistent pay grade separations and clearer career progression paths for employees.

The council members expressed interest in the recommendations and acknowledged the importance of finalizing the pay structure to enhance employee satisfaction and retention. The consultants indicated that they would return in a few weeks to present the finalized pay grades and further recommendations.

Overall, the meeting underscored the city's commitment to improving its compensation practices, ensuring that they are competitive and equitable for all employees.