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Board discusses staffing shortages, operator certifications and pay
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Summary
Board members and staff discussed recent hires, continuing shortfalls, certification pathways for Class 1/2 operators, and competitive pay estimates (roughly $27–$32/hr cited); staff asked for a roster of classifications and projected needs for budget planning.
The Utility Board spent substantial time on staffing and operator pay, noting recent hires but continued shortages in certified positions.
Staff member S2 reported two recent hires but said the utility remains down two employees. S2 identified one Class 2 operator lead, Dave Thorn, and said retirements are creating retention pressure. "We have 1 class 2 operator lead, Dave Thorn," S2 said.
Board members questioned the hierarchy and certification pathway and asked staff to provide a list of job classifications, current employees in each classification, and projections of future staffing needs to inform the budget. The chair said he wanted a clearer understanding of what it takes to operate the department and asked staff to place the staffing classification list on a future agenda.
Members discussed pay competitiveness for certified operators. S2 said entry-level hires are not Class 1/Class 2 certified and suggested internal promotion paths, while one board member referenced a competitive pay range for Class 2 operators of roughly $27–$32 per hour. Staff said the current budget proposal included a 3% general pay increase and that additional adjustments for certified positions could be discussed during budget deliberations.
Why it matters: the utility relies on certified operators to maintain water and sewer systems; retirements and pay disparities risk service continuity if not addressed.
