During the Town of Pinetop-Lakeside Town Council meeting held on September 18, 2025, significant discussions centered around employee salaries and organizational structure, reflecting the town's evolving workforce needs and budgetary considerations.

Interim Manager Miller presented findings regarding salaries that exceed the council-approved ranges, particularly for positions not included in the 2022 salary study. This presentation highlighted the necessity for a comprehensive review of employee compensation, especially as the town has seen a notable increase in both full-time and part-time staff since the last study. Currently, the town employs 60 full-time and 6 part-time employees, a rise from 51 full-time and 4 part-time employees in 2022. The total salary and benefits cost has surged from approximately $3.86 million to nearly $5.9 million, marking a 53% increase over three years.

Miller emphasized the importance of aligning salaries with comparable towns in the region, referencing a previous study that had not been formally presented to the council. The study indicated that five employees were below the minimum salary range, while 38 were below the mid-range. The interim manager proposed a new list of job titles and classifications to streamline the organizational structure, suggesting the elimination of certain positions, such as the assistant town manager title, to reduce costs.

The discussion also included recommendations for new job titles, such as a building official/inspector and a part-time code enforcement officer, which would enhance the town's operational capabilities. The proposed changes aim to clarify roles within the organization and ensure that compensation reflects the responsibilities and market standards for these positions.

In addition to salary adjustments, the council deliberated on the need for a more defined organizational structure, particularly within the public works and police departments. Miller suggested that the public works director could oversee operations without the need for an operations manager, thereby simplifying management while maintaining efficiency.

The meeting underscored the town's commitment to addressing salary disparities and optimizing its workforce structure in response to changing community needs. As the council continues to evaluate these proposals, the implications for employee retention, recruitment, and overall town governance will be closely monitored. The next steps will involve further discussions on the proposed salary adjustments and organizational changes, aiming to finalize a plan that supports both the town's fiscal health and its workforce.