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Public Works committee backs pay changes to shore up Middleton water utility staff
Summary
The committee recommended Option D in a proposed pay plan that raises on-call pay and introduces tiered certification pay for water utility workers, citing heavy turnover and the need to retain institutional knowledge; the recommendation moves to Finance & Personnel and Common Council for final approval.
The Public Works Committee on Monday recommended a package of pay changes for Middleton’s water utility intended to improve retention and reward field staff for certifications and on-call work.
Staff presented a memo laying out a tiered pay structure, step increases tied to Department of Natural Resources (DNR) certifications, and higher on-call pay. Ben (staff) told the committee the packet included options a through d and employee-level breakouts showing how each option would affect annual take-home pay. The committee was asked to pick an option to send to Finance & Personnel and, later, Common Council for final approval.
Utility manager Mike Meyer described rapid turnover in the field and the operational strain it creates, saying the utility recently “lost 5 employees in a field crew of 7.” He urged action to remain competitive and to preserve institutional knowledge, noting the utility’s on-call rate had not been adjusted since 2012. “Doing nothing is you’re playing with fire,” Meyer said.
Ben said staff had reviewed marketplace comparisons and that the proposed $500 on-call rate was chosen because it balanced competitiveness and fiscal realism: “So that’s why the 500 number was settled on.” Finance director Bill Burns told the committee staff and administration supported bringing the proposal forward, though final approval lies with the Finance & Personnel Committee and Common Council.
Alderman Myers moved that the Public Works Committee recommend Option D to Finance & Personnel — with a request that a tiered classification structure be considered in a later budget year — and Member Reinhardt seconded the motion. The committee approved the recommendation and the matter will advance for review; staff said a budget amendment is likely if the pay changes are adopted.
The committee and staff said the packet included a breakdown of impacts by employee and additional market data (including a statewide salary survey from the Wisconsin Rural Water Association) will be provided to committee members. The committee also noted that the changes are intended as a first step and that staff will revisit retention metrics in about a year.
What’s next: The committee’s recommendation goes to Finance & Personnel and then to the Common Council for final approval; any adopted changes would likely require a budget amendment.
