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Brookings council approves updated management compensation plan to address pay compression and retention
Summary
The Brookings City Council on Aug. 11 approved an updated management compensation plan aimed at closing a gap between management and union pay, adding standard longevity steps and a bank of non‑accruing administrative time.
The Brookings City Council on Aug. 11 approved a revised management compensation plan intended to reduce pay compression between unrepresented management staff and represented employees and to improve retention.
City Manager Tim presented the plan, telling the council the management group had fallen behind negotiated increases for the Brookings Police Association and Teamsters over the previous three years. He said management pay remained about 33.2% lower than police pay since the earlier interim adjustments and that the proposal would bring greater standardization, add longevity steps, and create an administrative “bank” of management time that does not accrue and is use‑or‑lose at fiscal year end.
Councilors discussed the intent to make pay equitable to support retention as senior staff approach retirement over the coming years. Council members noted the plan had been discussed at a recent workshop and that language on relocation assistance had been revised to be less restrictive so eligibility would not require moving inside city limits; the revised wording ties relocation assistance to residence within 30 miles of city hall.
One councilor disclosed a conflict of interest because a spouse is covered by the plan and recused themself from deliberation and voting on the item; that councilor left the dais for the agenda item.
A motion to approve the management compensation plan dated Aug. 11, 2025, passed. The motion was seconded and the council recorded affirmative votes during roll call; the motion carried.
The plan also includes a longevity component that aligns management longevity with the percentages and timing used by the other represented groups, and a bank of administrative time typically implemented July 1 of a fiscal year. City staff stated the package was presented as largely budget neutral for the current year, and staff will return to administer the changes following the council’s approval.
Councilors expressed support for the changes as a way to standardize pay practices and reward long‑term employees. The council did not adopt any additional amendments at the meeting; implementation steps and any budget adjustments will be handled by staff under the council’s direction.
The council moved on to subsequent agenda items following the vote.
