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Council briefed on proposed FY26 compensation-plan amendments for nonrepresented employees including 911-supervisor leave and vacation accrual changes
Summary
The administration proposed technical and policy amendments to the FY26 compensation plan to add holiday-banking for 911 supervision, recognize prior public/private service for vacation accrual on hire, realign some appointed positions and fix retirement rate clerical errors; council received the briefing ahead of a Sept. 2 ordinance vote.
Salt Lake City human-resources and budget staff briefed the council on Aug. 19 on proposed amendments to the FY 2025–26 compensation plan affecting nonrepresented city employees. The package contains four principal elements: holiday scheduling and leave-payout rules for 911 communications supervisors to permit “holiday banking” when a supervisor is scheduled to work; a change to vacation-leave accrual rules allowing recognition of public- and private-sector service credit on hire to strengthen recruitment; departmental-assignment updates for certain appointed positions reflecting recent budget transfers; and technical corrections to retirement-contribution rates to align with Utah Retirement Systems rules.
Michael Sanders from council policy staff and HR representatives described the changes as largely administrative or recruitment-focused and said the ordinance will be considered at the Sept. 2 council meeting. Staff said the holiday-banking approach mirrors existing arrangements for police sergeants and lieutenants, and that the vacation-accrual change is intended to make the city more competitive in hiring by crediting relevant prior experience.
Council members asked clarifying questions about retirement-contribution mechanics and the city’s ability to grant policy-exceptions; staff said the retirement-rate corrections resolve scrivener errors and do not change URS policy and that some details are constrained by URS rules. No vote was taken at the briefing; staff requested questions and prepared the item for formal ordinance introduction on Sept. 2.
Ending: staff will present the compensation-plan ordinance for council consideration on Sept. 2; the amendments are framed by HR as recruitment and technical corrections rather than new ongoing salary increases.
