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Council approves pay-grade increases for three nonrepresented city positions
Summary
Council adopted a salary-range update moving the community development director, capital improvement project program manager and city engineer to higher pay grades after staff presented market comparisons.
The City Council on Aug. 26 adopted a salary-range update that repositions three nonrepresented positions to higher pay grades, staff said.
Human Resources lead Shannon Springer presented comparative data and recommended reclassifying the Community Development Director to pay grade 25, the Capital Improvement Project (CIP) Program Manager to pay grade 24, and City Engineer to pay grade 23. Springer said the changes reflect the roles—xpanded duties and market comparisons with peer cities.
Council discussion covered internal equity and hiring practice. Council member Lombardi asked how the salary range would apply to future hires and whether an incoming candidate at a higher base pay would affect long-term salary progression; staff said starting placement in the new range would follow standard practice and annual increases remain tied to performance and established progression policies.
The council adopted the update on a motion (recorded in the minutes) and staff said adjustments would be made consistent with internal equity considerations.
