Westminster HR director outlines pay study, emotional intelligence training and benefits review in 2025 budget presentation

Dave Godfrey, Westminster’s Human Resources director, told the City Council on March 24 that HR’s 2025 priorities include a third‑party compensation and classification study, continuing a multi‑year emotional‑intelligence training program and an expanded focus on employee wellness and retention.

Godfrey said the city budgeted $250,000 for the compensation and classification study — a project he said will keep Westminster competitive in the labor market — and that bids came in below budget. He described the emotional intelligence training program (the vendor 6 Seconds) as a three‑year investment intended to reduce workplace conflict and improve decision‑making and customer interactions.

Key takeaways from the presentation: - Compensation and classification study: Godfrey said the study will be completed by a consultant (Bolton Partners was named as the contractor in his remarks) and that any recommended changes would likely be implemented as early as Jan. 1, 2026; sworn police and fire classifications were noted as being outside the scope while collective bargaining agreements remain in effect through 2027. - Benefits and pensions: Godfrey said the city is exploring adding a defined benefit pension option for general (non‑sworn) employees and has retained Seagull as a consultant for early evaluation. - Wellness and mental health: The HR director said the city’s wellness participation rate is above its current target (reported as roughly 80%) and that expansions to mental‑health supports and programs for public‑safety personnel are priorities. - Recruitment and retention: Godfrey reported a vacancy rate near 4.33% and an annual turnover rate just under 10% in recent reporting periods; he said HR has processed about 485 FTE hires since Jan. 1, 2023, reflecting active recruitment efforts. - Use of AI: Godfrey said he and his team already use AI tools such as ChatGPT for tasks like draft review and policy research but emphasized the need for human checks to avoid machine errors.

Council questions and responses: Councilors asked whether the emotional‑intelligence work and the compensation study were one‑time or ongoing costs (Godfrey said the training is ongoing across multiple years while the classification study is a one‑time procurement). Councilors also asked whether the consulting study would analyze demographic pay equity; Godfrey said Bolton’s typical scope focuses on positions and market benchmarks rather than incumbent demographics, but he offered to explore including demographic analysis.

Taper: Godfrey closed by stressing HR’s goal to strengthen recruitment, retention and employee development and invited follow‑up questions and requests for documentation from councilors.