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Fairview commissioners discuss FY2025–26 pay plan; proposal would give 1% COLA to grades 1–15
Summary
At a budget workshop, city staff outlined a proposed pay plan that keeps higher‑level grades flat and applies a 1% cost‑of‑living adjustment to lower grades while retaining a 28‑grade, 15‑step pay structure. Commissioners pressed staff on grade assignment, evaluation metrics and longevity pay.
At a budget workshop, the Fairview Board of Commissioners heard a staff presentation on the proposed fiscal year 2025–26 pay plan, which recommends a 1% cost‑of‑living adjustment, or COLA, for pay grades 1 through 15 and no COLA for grades 16 through 28. Mister Daugherty, a city staff member, presented the plan and said the certified tax rate has been verified by the state board of equalization and “it’s supposed to be revenue neutral.”
The proposal preserves a pay structure with 28 grades and 15 steps; each grade step is set at a 5% increase from the prior grade, and step 15 is the top step under the current plan. Daugherty told commissioners the city manager’s pay is set by contract and that contract provisions call for a 2% annual adjustment for that position.
Why it matters: Commissioners said the distribution of increases affects retention and recruitment for entry‑level and public‑safety positions. Daugherty told the board staff recommended applying modest increases to lower and non‑supervisory grades to remain competitive at entry levels while keeping upper‑level and professional pay flat this cycle.
Commissioners asked for more specificity on how pay grades and starting steps are set. Daugherty said grade and step assignments are determined “case by case” through department head and managerial discussions and are ultimately subject to board approval with the budget. Commissioners pressed for clearer documentation showing how education, experience and performance translate to grade placement and step progression; Daugherty said staff will work this summer to improve evaluation documentation and said he is available for one‑on‑one follow ups over the next three weeks.
The proposed pay plan treats longevity pay separately; longevity is a one‑time payment typically distributed in November, not rolled into monthly pay, Daugherty said. Commissioners asked for a single combined summary showing each employee’s final total pay (base salary plus step, COLA and longevity). Daugherty said such a combined page does not yet exist but could be prepared.
No formal action was taken at the workshop. Daugherty invited commissioners to submit follow‑up questions and to schedule individual meetings if they wanted additional detail before the final budget vote.
