City staff presented personnel‑related supplemental requests that included options to raise the Texas Municipal Retirement System (TMRS) employee contribution and the city match, one‑time and recurring pay increase scenarios, and a citywide classification and compensation study.

Staff said many peer cities have increased employer matching and that raising the city match from the current 5 percent toward 6 or 7 percent would improve recruitment and retention. Staff provided budgetary estimates: moving the employer match from 5% to 6% would cost the general fund roughly $297,000; moving to 7% was estimated near $600,000. Staff also presented per‑increment cost estimates for pay adjustments (for example, a 25‑cent‑per‑hour increase across the general fund was presented as roughly $96,000 and a 1% across‑the‑board increase as roughly $103,000).

Human-resources staff also asked for a $30,000 citywide classification and compensation study to update job descriptions, evaluate exempt/nonexempt status, and provide a phased implementation plan, and a $9,000 employee performance‑evaluation tool to support a move from step‑based pay to pay‑for‑performance. Staff said some requested HR functionality could be covered by additional ENCODE modules if those are funded.

Council asked clarifying questions about whether the comp study would be citywide (staff said yes) and about the employee optional ICMA plan and whether increases would be retroactive; staff said TMRS changes apply going forward and that staff would provide additional payroll details as the budget is finalized. No formal action was taken at the workshop.