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Committee rejects proposed utility retention plan, directs HR to raise minimum qualifications
Summary
The Middleton Finance & Personnel Committee rejected a proposed utility staff retention plan and instead directed the HR director to update the utility crew minimum qualifications to require an associate or technical degree (or equivalent experience); administration offered an alternative to move crew members to pay grade 7.
The Middleton Finance & Personnel Committee voted to reject a proposed utility staff retention package and instructed the HR director to update minimum qualifications for utility crew members to require an associate or technical degree or equivalent experience.
HR director Casey told the committee that peer-city comparisons showed Middleton verage pay was "pretty much within the average of those cities," but that the utility group's "current average pay was about 10% lower compared to the average" and that turnover since 2022 had produced staffing gaps. Casey said the proposed retention package (certification pay, an 8% increase and a retention bonus) would have an estimated fiscal impact of about $179,194 and raised equity and compliance concerns.
Administration proposed an alternative: move utility crew members to pay grade 7 with a minimum requirement of an associate or technical degree (or equivalent experience). Casey said that change would produce average increases around 7% for affected employees and would place Middleton slightly above peer-city averages.
Utility director Mike addressed the committee, stressing the skill and safety responsibilities of utility work and the training investment required to replace experienced staff. "It takes years to become a good utility department crewman," he said, and cited training and certification costs and the potential risks from losing institutional knowledge.
Committee members debated whether the finance & personnel committee should make a final decision or forward the matter to the full Common Council for broader consideration. Several members said they preferred staff to refine a recommendation and to implement changes within the citywide compensation-plan framework rather than approving the retention package as proposed. The committee then voted to reject the proposed retention plan and voted to direct the HR director to update minimum qualifications for the utility crew member classification to require an associate or technical degree or equivalent experience; both actions passed by voice vote.
Staff agreed to prepare a summary for the council packet reflecting the committee irection; the recommended 2026 budget as forwarded to council does not include the rejected retention package, and any change could be added later by council action or incorporated into compensation plan implementation.
