Aurora council hears informational briefing on proposed voluntary reduction-in-force plan

City Council members on Sept. 25 heard an informational presentation about a proposed voluntary reduction-in-force incentive plan intended to reduce personnel costs in the city’s general fund.

The plan, presented by the chief of staff, would offer departing employees a package that the administration described as roughly two months (eight weeks) of pay and two months of insurance continuation; it is being budgeted in the 2025 budget and would be finalized only after negotiations with collective bargaining units. “We recognize that the general fund is, you know, tens of millions of dollars in deficient so far and we're taking many different actions in order to reduce costs,” the chief of staff said.

The measure was introduced for information only; no council vote was taken. The administration asked for consensus to open discussions with unions and said it hopes to return to the council with a final plan for a possible vote at the Oct. 14 meeting.

Why it matters: City staff make up a large share of the general fund, and the administration said the plan is one tool to avoid deeper cuts. The discussion focused on how buyouts would be implemented, whether positions would be refilled, and the limits of the administration’s ability to promise future hiring.

Key details and council concerns: The chief of staff said staff make up 69% of the general fund and acknowledged the difficulty of losing experienced employees, while noting the plan could accelerate retirements for some staff. “This kind of allows us to right the budget,” the chief of staff said. The plan would allow departments to present “decrement lists” — suggested reductions or alternatives — and each department already was asked to produce a 20% decrement list as an exercise.

Alderman Franco asked whether the administration intends to keep positions open after buyouts or rehire, saying, “Wouldn't we want the experienced people to stay as opposed to bringing in new people to fill in those positions?” The chief of staff replied that eligible employees still must apply and could be accepted or denied, and that the city can approve or deny applicants to protect critical roles. Alderman Pereira urged caution and asked that layoffs not continue while the vRIF process is implemented; the chief of staff replied that the plan is intended to be offered to employees and that department-level conversations would continue.

Other points raised: Council members pressed for more detail about projected savings. The chief of staff said staff could produce goals but could not estimate precise savings until employees choose to participate, because the fiscal effect depends on which roles are vacated. The chief of staff said the city had been looking at a roughly $30,000,000 shortfall before bargaining contracts, decision packages and capital improvement plans are finalized.

Process and next steps: The administration said it will meet with each bargaining unit to negotiate terms; unions may accept or reject the plan individually. The administration also said it will provide town-hall briefings for employees in October and continue departmental meetings about decrement lists. The council asked staff to provide historical context (for example, earlier workforce reductions around 2010–2011 were discussed in general terms) and to supply estimates of past savings where possible.

Distinction of discussion vs. decision: This was an informational briefing and council members did not take formal action. The council agreed to allow staff to continue negotiations with unions and to return with a final proposed ordinance or plan at a future meeting (target Oct. 14).