Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Payroll topic
No spam. Unsubscribe anytime.
Brentwood staff propose pay-plan changes: five reclassifications, new positions and $1.6M general-fund impact
Summary
City staff outlined a classification and pay-plan update incorporated into the 2025 budget: a 3% market adjustment, a 2% merit pool, five reclassifications and several position changes that staff estimate will cost about $1.6 million to the general fund over time.
City staff presented the annual classification and pay plan as part of the budget briefing on May 20, 2025. Staff said the plan includes a 3% across-the-board market adjustment and a 2% merit pool department heads may apply at their discretion. The market review used a 2022 consultant study by Burris Thompson and Associates that aimed to position the city near the 90th percentile of market pay.
Staff described personnel changes included in the 2025 personnel schedule: two library reclassifications (technical services administrator and circulation systems administrator), elimination of the assistant library director position (to offset costs), three fire engineer-driver reclassifications to fire lieutenant (no head-count increase), a new human-resources specialist, and a new staff engineer to assist traffic engineering. The staff engineer was described as a technical liaison to the traffic engineer to address known traffic challenges.
Staff estimated the combined changes create a general-fund impact of about $1,600,000 (including the across-the-board and merit adjustments). Additional impacts were listed as roughly $52,000 to the emergency communications district fund and about $130,000 to the water and sewer fund; staff said some costs roll fully into later budget years (for example, the fire reclassifications were estimated to add about $20,000 in 2026 for a six-month cost, with full-year costs realized later).
Staff told the commission the library reclassifications are budget-neutral in head count and cost because an eliminated assistant director position offsets new titles. Commissioners asked clarifying questions about staffing counts, the goal of pay competitiveness and the timeline for costs moving to future years.
Why it matters: Classification and pay-plan adjustments affect recruiting, retention and the city's compensation competitiveness. The estimated $1.6 million general-fund impact is a significant recurring cost that will affect future budgets if approved. Staff said the changes are incorporated into the proposed 2025 budget and will appear in formal adoption materials.
What comes next: Staff said formal adoption of the pay plan is included in the budget process and will be presented with the appropriation ordinance for commission action.
