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City incorporates Gallagher pay study; managers propose $3.055 million in compensation adjustments
Summary
City HR and finance staff, citing the Gallagher compensation study, told the council the recommended adjustments total roughly $2.3 million from Gallagher plus additional city changes that bring the total impact to about $3.055 million across funds.
City staff said the budget as presented incorporates recommendations from the Gallagher compensation study and additional locally targeted adjustments to address identified pay gaps.
Charles, identified in the meeting as the city’s HR director, was cited by staff for leading the Gallagher work. Staff said Gallagher’s recommendations create a roughly $2.3 million annual impact that has been factored into the proposed budgets; staff added city management’s supplemental adjustments bring the total Gallagher-related impact to approximately $3,055,000 across funds.
The budget materials presented the effect by fund: the general fund carries the largest Gallagher impact—about $1.4 million—followed by water and sewer at approximately $484,000 and solid waste at roughly $222,000. Staff explained some line items remained above Gallagher recommendations for certain positions and that the city added targeted adjustments to avoid pay compression and to ensure entry-level pay meets local cost-of-living realities.
Examples staff cited: the bottom pay grade was adjusted by about 6.2% to bring the lowest step to roughly $18 per hour (staff said this aligns with a Permian Basin median-income comparison); other pay-grade adjustments included approximately 4.5% for pay grade 101, 3% for pay grade 102, and 1.5% adjustments for pay grades 103 and above as part of waterfall/anti-compression measures. Staff said the adjustments include an across-the-board inflation factor for employees without a Gallagher increase.
Staff emphasized these are built into the proposed budget and that council feedback is welcome. Charles, the HR director, was present during the presentation and staff invited questions about the compensation plan and its impact on recruitment and retention.
