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Waukesha Water Utility names two co‑acting general managers, approves interim pay and updates manager job classifications
Summary
After a closed session May 15 the commission appointed Kelly Zylstra and Courtney Nagel as co‑acting general managers, approved $5/hour step‑up pay for each during the interim period, and adjusted job titles and pay ranges for several managerial positions.
Following a closed session conducted under Wis. Stat. § 19.85(1)(c), the Waukesha Water Utility Commission on May 15 appointed Kelly Zylstra and Courtney Nagel as co‑acting general managers effective upon the departure of General Manager Dan Dukniak. The commission also approved interim “step up” pay of $5 per hour for each co‑acting general manager and directed staff to begin recruitment for the next permanent general manager role.
The appointment and pay motion were made in open session after the closed discussion; commissioners voted aye on both items. Staff said the interim pay is for the duration of the acting assignment and that the memorandum outlining responsibilities was provided to the commission on May 15.
In related business the commission approved recommended changes to classifications and pay ranges for three managerial positions: the technical service manager title will change to construction manager, and pay ranges for the operations manager, construction manager, and administrative services manager were adjusted in the utility’s compensation matrix. Staff described the compensation system used (a WMS market survey methodology), said pay midpoints for managers are set competitively at 5% over market to aid recruitment, and stated that the recommended range changes do not produce immediate salary increases for incumbents; rather they establish updated ranges and midpoints.
Presenters told the commission that recruitment and retention issues are driving the pay posture: utility staff highlighted ongoing difficulty hiring technicians and engineers and noted unfilled positions and reorganizations since the utility’s earlier workforce reviews. Commissioners asked about the mechanics (midpoint, time to reach midpoint) and about budget impacts; staff said ranges were modeled to be budget‑neutral for current incumbents and that annual commission review controls cost‑of‑living adjustments and wage decisions.
The commission instructed the outgoing general manager and HR staff to start the recruitment process for a permanent general manager and to prepare a job description for the position.
