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Cleburne to move city pay ranges toward 60th percentile; implementation effective April 26, retroactive adjustments planned
Summary
After a third‑party Evergreen study, council approved a pay and classification implementation that shifts the city toward the 60th percentile market target, creates new grade/step structures for non‑civil‑service employees and adds a longevity step for civil‑service ranks; staff said every employee will receive an increase and personalized notices will be sent.
Cleburne city officials moved forward with changes recommended by a third‑party compensation and classification study intended to make the city more competitive for recruits and to reduce internal pay compression.
The council heard a presentation from Evergreen consultant Mark Holcomb, who said the firm benchmarked Cleburne against regional peers, assessed internal job‑description and survey data and recommended moving the city’s market target from the 50th to the 60th percentile. "We were able to actually benchmark you and make recommendations at the 60th percentile of the market," Holcomb said during the presentation.
City staff told council they would implement a new step/grade system for non‑civil‑service employees (35 grades, 15 steps with 2.5% progression) and add a longevity step (step 8) for civil‑service plans. Staff said non‑civil‑service employees would be placed on the closest step plus one step; seasonal and part‑time employees would receive new grade assignments and a step progression where applicable.
Ms. Palach, who introduced the study to the council, said the city had funded the implementation in the FY26 budget and that the chosen approach means "everyone is receiving an increase." She told the council that personalized letters outlining new titles and new salaries will be issued and that implementation will be effective April 26; a one‑time implementation payment will be made retroactive to Oct. 12 and prorated for roughly four weeks of pay where applicable.
The Evergreen presentation explained four placement options (bring to closest step, tenure parity, same step placement, next step placement) and the pros and cons of each; staff said the city chose a closest‑step‑plus‑one placement for implementation. Holcomb also recommended periodic small salary surveys each year and a comprehensive study every three to five years to keep pay structures current.
The consultant and staff emphasized that the study looked to maintain internal equity, address compression between ranks, and create clearer career ladders in areas where progression was previously limited. The presentation said some classifications required individual adjustments and that four positions will be reclassified to exempt status pending FLSA review.
Next steps announced by staff include issuing individualized notices to employees, working with departments to update job descriptions, and rolling out the classification changes department‑by‑department. Staff also said adjustments to certification pay and certain education pays would appear on a later agenda item affecting both civil‑service and non‑civil‑service employees.
The council took no separate roll‑call vote on the presentation itself; related pay ordinances for civil‑service pay updates and special assignments appeared on the consent agenda and were approved as part of the consent package.
