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Plano staff recommend market pay adjustments; HR seeks direction to implement June 2
Summary
City HR presented a market study recommending a midpoint set at median +5% with 40%/50% pay bandwidths, requested council concurrence to implement changes June 2; partial‑year cost ~$287,000 and full‑year impact ~$862,000 to be drawn from previously set‑aside funds.
City human resources staff on May 20 presented results of a market study and compensation assessment and asked the Plano City Council for direction to implement revised pay ranges starting June 2.
Victoria Wynne, director of human resources and risk management, told council the HR team benchmarked roughly 308 jobs against 14 peer cities and recommended keeping the city’s midpoint at the market median plus 5%. The consultant also recommended compressing pay ranges for entry‑level grades (grades 1–26) to a 40% spread so new hires receive more pay early in a career track, while maintaining a 50% bandwidth for higher grades to stretch pay increases over a longer career span. “Our goal in HR is always to attract high level quality recruits, candidates, and to motivate and retain our employees,” Wynne said.
Wynne told the council the estimated one‑time cost to realign jobs below the new minimum is about $287,000 for the partial year; the projected full‑year cost is roughly $862,000. She said those amounts would be paid from funds the council had previously set aside for market adjustments. In the presentation Wynne told council staff believe the council previously earmarked $4,800,000 for market increases last fall; during discussion a council member questioned a different figure cited in staff back‑and‑forth, and staff clarified the June implementation and full‑year costs would come from council’s prior set‑aside.
Councilmember Bob Kerr asked for a concrete example to understand the 40%/50% bandwidths; Wynne explained the bandwidth is the range between a job’s minimum and maximum and that the city’s midpoint is the market median plus 5%.
City Manager Mark Israelson told council staff would return to the next meeting (May 27) with the item for final concurrence and asked council to send any follow‑up questions to staff in the interim. No formal ordinance or budget amendment was adopted at the May 20 meeting; staff requested direction to proceed with implementation on June 2 pending answers to council questions and a follow‑up agenda item.
If the council affirms implementation, HR plans to finish and deploy a wage‑determination tool to make pay decisions more objective and to conduct ongoing equity reviews. Wynne said the city’s recommended approach is to continue conducting market studies every two years.
Council discussion also acknowledged long‑term budget implications: one council member said sustaining a market‑plus strategy can put pressure on future budgets and may require review during the city’s budget cycle.
Staff committed to return for additional council review and to provide answers to outstanding questions before final implementation.
