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Milwaukee commissioners approve multiple classification changes, temporary appointment extensions and re-exemptions
Summary
The Board of City Service Commissioners unanimously approved minutes, two classification recommendations, several temporary appointment extensions, two position re‑exemptions and two sets of findings of fact at its Sept. 9 meeting.
The Board of City Service Commissioners approved a package of personnel and classification actions at its Sept. 9 meeting, including two new job classifications, extensions of temporary appointments for several employees, re‑exemptions of two policy‑level positions and the adoption of two findings of fact from recent personnel appeals.
Sarah Sinski of Compensation Services presented two classification reports recommending (1) a new position classified as Community Program Coordinator in pay range 2GX, and (2) a new Marketing and Communications Officer in pay range 2LX with a recruitment rate of $90,291. "Based off the duties and responsibilities ... this report recommends classifying this new position as a community program coordinator," Sinski said during the meeting. Commissioners moved and seconded approval; the motion carried unanimously.
The commission approved first or additional temporary appointment extensions requested by department heads: a retroactive extension for Karen Tyler as temporary Office of Community Wellness and Safety director (May 11–Aug. 30, 2025); a four‑month extension for Sandra Gagios as Assistant City Attorney 5 (Oct. 12, 2025–Jan. 17, 2026); a six‑month extension for Jose Fuentes as Fleet Repairs Manager (Sept. 14, 2025–Mar. 7, 2026); and a sixth request for Germaine Lawson as Sanitation Inspector 1 extended six months (Sept. 14, 2025–Mar. 7, 2026). Department staff provided job descriptions, temporary appointment paperwork and resumes in support of each request. Commissioners moved, seconded and voted yes on each extension.
The commission also approved a six‑month probationary extension for an Assistant City Attorney 1, based on a department‑provided performance improvement plan and acknowledgement of receipt by the employee.
Two departmental positions were re‑exempted after staff memos describing the roles' policy advisory and public‑facing duties: the Long Range Planning Manager (re‑exempted to pay range 1KX) and the Chief Equity Officer (re‑exempted to pay range 1JX). Commissioners cited the positions' frequent representation of the department before the city planning commission, redevelopment authority and other bodies in supporting memos.
Finally, the board approved findings of fact drafted by the City Attorney's Office in two personnel appeals: the separation appeal of Antoine Young and the discharge appeal of Lakeisha Bowie. Commissioners described the findings as thorough and complete before voting to adopt them as presented.
Votes at a glance
- Approval of July 22, 2025 meeting minutes — approved (unanimous). - Classification report: Community Program Coordinator (pay range 2GX) — approved (unanimous). - Classification report: Marketing and Communications Officer (pay range 2LX, recruitment rate $90,291) — approved (unanimous). - Temporary appointment extension: Karen Tyler, Office of Community Wellness and Safety (05/11/2025–08/30/2025, retroactive) — approved (unanimous). - Temporary appointment extension: Sandra Gagios, Assistant City Attorney 5 (10/12/2025–01/17/2026) — approved (unanimous). - Temporary appointment extension: Jose Fuentes, Fleet Repairs Manager (09/14/2025–03/07/2026) — approved (unanimous). - Temporary appointment extension (4th): Germaine Lawson, Sanitation Inspector 1 (09/14/2025–03/07/2026) — approved (unanimous). - Probationary extension: Assistant City Attorney 1 (10/08/2025–04/07/2026) — approved (unanimous). - Re‑exempt: Long Range Planning Manager (pay range 1KX) — approved (unanimous). - Re‑exempt: Chief Equity Officer (pay range 1JX) — approved (unanimous). - Findings of fact: Antoine Young separation appeal — approved (unanimous). - Findings of fact: Lakeisha Bowie discharge appeal — approved (unanimous).
Why it matters: The actions implement immediate staffing decisions and classification changes that affect recruitment, pay ranges and departmental capacity across city departments. Re‑exemptions reflect the commission's view that certain positions perform policy advisory functions meriting exempt classification.
The board did not identify additional fiscal impacts during the meeting; departments provided job descriptions and recruitment paperwork as support materials. Staff may proceed with the recruitments and sign the approved findings as authorized by the commission.
