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Framingham finance subcommittee grills mayoral reclassification study; councilors demand more data and time
Summary
Subcommittee members debated proposed reclassifications and pay adjustments from a consultant study. Councilors raised concerns about process transparency, large retroactive increases, how mayoral/COO raises were handled and asked for spreadsheets, job descriptions and three years of salary history before approving changes.
On Jan. 28, 2025 the Framingham Finance Subcommittee held an extended discussion of an outside consultant’s classification and compensation study and proposed changes to M and D pay schedules. Councilors asked for more documentation and questioned the timing and scope of proposed retroactive increases.
Why it matters: the study – which the administration presented as an attempt to address internal equity and to make municipal pay more competitive – would change pay ranges across many nonunion positions and carries an estimated recurring budget impact that councilors described as substantial.
Key points from the discussion
- Scope and process: staff said the study used job questionnaires, supervisor input and consultant benchmarking. The consultant grouped job questionnaires and conducted interviews; the administration hired an outside firm because staff and employees requested an independent review.
- Retroactivity and timing: staff told the committee that increases shown as positive would be retroactive to Jan. 1, 2025, while negative changes would be “grandfathered” for current incumbents and only affect new hires. Councilor questions repeatedly asked why adjustments were not addressed through the regular July budget cycle.
- Large increases and internal equity: several councilors noted the top proposed increases average about $20,000 and that some high single‑year adjustments appeared for one‑off positions. Councilor Adam described the mayoral office increase as “a pretty sizable increase” that should have been more clearly presented to the public; Mr. Tosino said the mayor did not unilaterally set his own increase and that the consultant made the recommendations.
- Classification anomalies and union comparators: councilors questioned why some supervisory positions were classified below similar union positions and discussed whether moving positions into a union classification or reposting with new ranges might be appropriate where internal parity was inconsistent.
- Requests for follow‑up materials: committee members asked staff to provide an Excel spreadsheet with three years of historical salary data, the updated job descriptions (the committee asked for the 135 job descriptions in the package) and a list of current vacancies. Several councilors said that without those materials they could not responsibly recommend approval and suggested the subcommittee may need to forward narrower, line‑by‑line recommendations to the full council if consensus cannot be reached.
Outcome and next steps
The subcommittee did not approve the package. Members directed staff to return with the requested spreadsheet showing up to three years of historical salary information, job descriptions, the list of vacant positions and additional documentation explaining the consultant’s internal‑equity methodology and Fair Pay Equity Act considerations. Several councilors said they would consider making line‑by‑line amendments if the data warrant that approach before the full council acts.
Ending
The committee scheduled further review and asked staff to circulate the requested documents; no final action was taken at this meeting.
