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Council approves multi-year compensation changes for management, professional and technical employees
Summary
Sparks adopted a four-year compensation plan for management, professional and technical employees that includes market-based salary adjustments, modest general wage increases and higher deferred-compensation matching and longevity pay.
The Sparks City Council on July 6 adopted Resolution 3467 governing compensation for the city’s management, professional and technical (MPT) employee group for the period July 1, 2025 through June 30, 2029.
Assistant City Manager Allison McCormick presented the proposal. The resolution moves the city from a salary-only comparison system to analysis of total compensation (salary plus benefits and deferred compensation) with an emphasis on local comparator agencies. The approach includes a labor-market adjustment in FY26 (adjustments capped at 7.5% per position), a 1.25% general wage increase in FY27, a second labor-market analysis with possible adjustments in FY28 (also capped at 7.5%), and a 3% general increase in FY29.
The resolution also provides increases in deferred-compensation matching ($25 additional per pay period in FY26 and another $25 in FY28) and raises the maximum longevity pay by $500 in FY26 and another $500 in a later year. The policy would also allow eligible employees to use four weeks of paid parental leave non-continuously rather than only as a single continuous block.
McCormick said the estimated cost impact is $125,970 in the general fund and $59,123 in all other funds for FY26 and $113,405 (general fund) and $76,312 (other funds) in FY27; costs for FY28–29 are not yet estimable because of planned labor-market analyses. Member Rodriguez moved and Member Bybee seconded the resolution; the council voted unanimously to adopt it.
