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Human Resources outlines 2025 priorities, including compensation and emotional‑intelligence investments
Summary
Human Resources Director David Godfrey presented the department’s 2025 budget and priorities, highlighting a planned compensation and classification study, continued emotional‑intelligence training and exploration of a defined‑benefit pension option.
Human Resources Director David Godfrey presented the HR department’s 2025 budget and strategic priorities at the Westminster City Council study session on March 24, saying the department will emphasize organizational vitality, recruitment and training.
Godfrey described three key investments for 2025: a comprehensive compensation and classification study (a one‑time engagement budgeted in 2025 but expected to cost about half the budgeted amount), continued rollout of a three‑year emotional‑intelligence training program, and a modest staffing increase to expand training and learning design. He said the city has budgeted roughly $250,000 for the comp‑and‑class effort but expects the contract to cost “about half” that figure once bids are finalized.
On workforce benefits, Godfrey said HR is exploring whether to offer a defined‑benefit pension option for general employees and is working with consultants on investment and record‑keeping services. He noted the city is evaluating its benefits package “to remain competitive,” and that Westminster is unique in Colorado government payroll practices in several ways; he also highlighted a federal compliance certification the city maintains.
“First and foremost, I view human resources as a core service that is necessary to the performance of the city's mission,” Godfrey said during his presentation.
Council members asked about timeline and scope. Godfrey told council any pay adjustments recommended by the compensation study would likely take effect no earlier than January 1, 2026, and that sworn police and fire classifications will not be addressed within the current study because collective bargaining agreements run through January 2027. He also said the consultant’s standard deliverables could include boilerplate demographic information, and he agreed to explore whether Bolton (the selected consultant) or the study scope will include pay equity or demographic pay analysis.
Godfrey described HR’s continuing emphasis on employee wellness, training, recruitment and a performance‑management RFP. He said the department’s ‘‘emotional intelligence’’ training is intended to improve decision‑making, reduce conflict and lower litigation risk by improving workplace interactions.
Councilors generally praised the HR presentation and asked follow‑ups about AI use, mental‑health utilization and parental/medical leave provisions. Godfrey said the city already uses generative AI in HR workflows for drafting and research and that employees are using mental‑health resources including virtual counseling and Employee Assistance Program services.
No formal council vote followed the presentation; councilors requested follow‑up details on study scope, pay equity analysis and the timing of possible budgetary impacts for 2026.
