Wausau human resources committee approves reclassification of assessment jobs, 4-1

The City of Wausau Human Resources Committee voted 4-1 on June 9 to approve reclassification of selected jobs in the city’s Assessment Department, aiming to correct pay inequities identified after the city’s 2023 compensation work. The vote followed a presentation by the human resources director recommending specific grade and step changes for the assessor and several subordinate positions.

The action matters because the HR director said the 2023 compensation effort reviewed only 53 of 124 unique city job titles and lacked sufficient job-description detail and market data for several Assessment Department roles. Lisa, Human Resources Director, told the committee she “does recommend moving that position up to a level 5” for the city assessor and proposed lattice changes for subordinate roles to create clearer career steps.

Lisa said the prior study relied in part on slotting — placing a job into a pay structure when market data are insufficient — and that slotting appeared to have left the assessor’s position below peer department heads. “The job descriptions are really, the impetus of all compensation studies,” she said, adding the city has “a really big opportunity for improvement” in capturing essential duties and compensable elements.

Supporters said the recommended reclassifications respond to an immediate mismatch in internal equity. Committee Member Killian praised the HR director’s assessment and asked whether using mid-range pay rather than maximums would achieve parity; Lisa advised against hiring at maximum pay to avoid “redlining” pay ranges. Committee Member Gisselman said he could “understand how Gallagher would choose to slot these positions” when municipal market data are weak and said he would support the proposal.

One committee member opposed the motion, saying the committee should authorize a comprehensive market compensation study covering all city positions before approving piecemeal reclassifications. That member said the city’s wage study guidance calls for a comprehensive review every three to five years and urged budgeting for an RFP and consultant in 2026 rather than approving isolated adjustments now. “I will vote against this,” the member said, adding a full study should be prepared for the 2027 budget cycle.

Committee members also discussed procedural safeguards: some asked that additional reviewers examine the HR director’s documentation to avoid any appearance of preferential treatment; Lisa said she welcomed a “set of eyes” on the work and that there is supporting documentation from city staff. The committee’s vote to accept the recommended reclassifications passed 4-1; the meeting then moved to a closed session to consider a personnel matter under Wisconsin Statutes 19.85(1)(f).