The Arkansas City Commission voted to adopt a new citywide compensation structure and administrative compliance tool developed by the Arnold Group, a human-resources consulting firm, and approved an ordinance implementing the pay changes under KSA 14-1501. The commission’s resolution makes the compensation package effective Dec. 27, 2025.

Phil Hayes, co-owner of the Arnold Group, told the commission the firm used job analysis, a point-factor HEY evaluation and a set of regional benchmarks (national, state, local, Wichita metro and county-area comparators) to create grades and steps for city positions. "Where we ended up is roughly a 6.4% overall base wage increase, 487,000 total cost," Hayes said during the presentation.

City staff said the static study total is a planning figure and that the near-term budgetary impact is lower once typical budget adjustments are applied. "That 487,000 is a scary number," one city finance staff member said, adding that city modeling reduced the projected immediate budget impact to roughly $260,000 in the next cycle after normal adjustments.

Commissioners pressed staff on how the city will avoid ad hoc pay changes whenever a new hire or market shift occurs. The Arnold Group and staff described an administrative tool and a companion policy (RTV/RTB worksheets and required signoffs) intended to create guardrails for new-hire and market-adjustment decisions. Staff said HR will bring updated policy language to the commission in the next meeting to formalize those procedures.

The resolution adopting the compensation structure passed on a voice vote. Immediately afterward the commission considered and adopted an ordinance fixing employee compensation pursuant to KSA 14-1501 and repealing the prior pay ordinance; that item was taken by roll call and recorded as carrying with the commissioners present voting in favor.

Implementation details the commission discussed include: finalizing job descriptions, applying internal equity and external benchmarking, special pay identifiers for sworn/fire positions, a recommended 1% annual scale maintenance minimum and mechanisms for step movement tied to tenure and performance. Phil Hayes emphasized the deliverable includes electronic tools for ongoing salary administration so the city can self-manage future adjustments without another wholesale study.

Votes at a glance:
• Resolution adopting the compensation structure and administrative compliance tool — adopted (voice vote).
• Ordinance fixing employee compensation pursuant to KSA 14-1501 (implements the study; repeals prior ordinance) — adopted (roll-call recorded as carried).

What’s next: Staff said the implementing policy language and the administrative worksheets will be presented at an upcoming commission meeting; pay changes tied to the ordinance and the administrative tool are effective Dec. 27, 2025.