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Clovis commission approves full implementation of compensation study, citing $1.6M payroll impact
Summary
The City of Clovis approved a 100% implementation of a position classification and compensation study, which the city manager said will raise minimums for underpaid positions and has an estimated payroll impact of about $1.6 million across funds; the measure passed unanimously.
The City of Clovis voted unanimously to accept and begin implementing a position-classification, health-insurance premium and compensation study, the city manager told the commission.
City Manager Derek Hohalt said he recommends implementing 100% of the study's compensation recommendations to bring employees below the proposed minimums up to range, while guaranteeing at least a 1% increase for every employee. "I'm recommending the 100 percent implementation," Hohalt said during his presentation to the commission.
Hohalt described the implementation strategy as a position-by-position approach that raises the lowest-paid employees in a grade to the new minimums and adjusts other salaries to preserve internal structure. He said the city would not roll back any positions already paid above the proposed minimums and would phase efforts later to decompress compressed salary ranges.
On the health-insurance portion of the study, Hohalt said the city covers roughly 90% of employee-only premiums, above the survey average, and that staff will bring pricing options to the insurance committee for potential additional plan tiers (for example, employee+spouse coverage) currently not offered.
Hohalt gave a fund-level estimate for the plan's fiscal impact: about $1,369,000 to the general fund, $107,000 to the sanitation fund, $54,000 to wastewater, roughly $33,000 to the airport fund and about $4,300 to workers' compensation — a total payroll impact the manager described as "almost $1,600,000." Mayor Morris later restated the total as $1,568,000 during discussion.
Commissioner Casaus moved approval; Commissioner Bryant seconded. The commission approved the implementation without recorded opposition. Hohalt said, if approved, changes would begin with the May 10 pay period and be reflected in the May 29 pay cycle. He also noted proposed changes to reclassify police captains as exempt positions would be part of the implementation package.
The action is procedural budget authority; wage changes for bargaining-unit employees will follow negotiations with the affected groups, the manager said.
The commission did not request further study and voted to implement the recommendations as presented.
