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Franklin staff propose 90th‑percentile pay plan update; implementation cost roughly $1 million
Summary
City staff and compensation consultants presented a classification and compensation update that moves pay ranges toward the 90th percentile of the market, adjusts pay grades for a subset of positions and builds a general market and merit increase into the FY‑26 budget. Staff said implementation across funds will cost approximately $1 million.
City Human Resources and compensation consultants presented the board with a proposed update to the city’s classification and compensation plan designed to align pay ranges more closely with the local market.
The plan and process: HR Director Kevin Townsville explained the update is a market‑based approach using public‑sector and private‑sector salary data. Consultant Steve Thompson said the consultants matched city job descriptions to benchmark titles, consulted department directors on job nuances, and recommended range adjustments to meet a new target generally at the ninetieth percentile of the market.
Scope and costs: Staff said the classification review covered roughly 300 positions. The recommended change to pay ranges averaged about a 15% adjustment to range midpoints and bands; as a result, roughly 19% of job…
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