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Council asks staff to develop police and fire pay benchmarking plan to improve recruitment and retention
Summary
Burlington council members directed staff to prepare a benchmarking proposal aimed at stabilizing police and fire recruitment and retention, after a council member warned staffing churn and training costs threaten public safety.
Burlington council members on the city’s May meeting night directed staff to prepare a pay-benchmarking proposal for police and fire to address recruitment and retention challenges.
Council member Jeff urged the council to establish ‘‘scientifically applied benchmarks’’ within a 50-mile radius to measure pay and identify annual corrections so the city can avoid costly, disruptive pay adjustments. ‘‘It costs us, estimates there between 50,000 and a $100,000 to grow a brand new cop and a brand new firefighter,’’ Jeff said, arguing that reducing turnover would be a more economical use of city resources.
The request grew out of a recent work session presentation showing Burlington’s police pay ‘‘in the fortieth percentile,’’ a point noted aloud by Council member Duana Bigelow. Several colleagues voiced support for a phased, budget-aware approach rather than a single, large increase. Mayor Beth Kennett said the council is expressing consensus and supported asking staff to return with a concrete proposal.
Council members suggested the review could begin with police and fire but ultimately consider compensation ‘‘across the board’’ where feasible during the upcoming budget process. The council did not adopt a specific pay ordinance or appropriation at the meeting; instead members asked staff to prepare comparative data and options for council consideration ahead of the FY 2026–27 budget hearings already scheduled.
Next steps: staff were directed to develop the benchmarking analysis and present options to the council for potential inclusion in the budget process. The council’s next regular meeting was announced for May 19, when related budget hearings are scheduled to resume.
