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Personnel Committee approves FY 2026–27 non‑union wage scale, projects roughly 5% increase
Summary
The Zeeland Personnel Committee approved the FY 2026–27 non‑union wage scale and implementation plan, which staff says will produce roughly a 5% average wage increase for existing employees and carry estimated one‑time and ongoing costs of about $40,500 for the city and $12,500 for the BPW.
The Personnel Committee in Zeeland approved the FY 2026–27 non‑union salary and wage‑scale implementation plan on April 16, 2026, a measure staff said will produce roughly a 5% increase in total wage costs for existing employees. The motion to approve the plan was made by Mayor Pro‑Tem Gruppen and seconded by BPW Chair Boerman; the committee recorded "all in favor."
Staff told the committee the plan updates pay‑scale midpoints based on a 2026 internal survey of local, regional and statewide municipal, utility and private‑sector comparators, building on an external assessment completed in 2022. The staff recommendation removes the prior 3% across‑the‑board increase and instead uses a revised wage‑progression grid tied to updated midpoints.
Assistant City Manager and Finance Director Plockmeyer summarized staff’s recommended implementation approach. For each applicable employee, pay will move by the greater of (a) the percent increase in the job’s wage‑scale midpoint or (b) a calculated wage‑scale penetration point based on 20 years of service, with movement capped at 1% per year of service in the current position. A separate performance adjustment will apply for eligible employees under the updated wage‑progression grid effective July 1, 2026.
Plockmeyer said staff also proposed retention adjustments for employees with at least one year in their current position who would otherwise receive less than a 3% increase after the midpoint and performance adjustments: a 2%–3% retention adjustment (unless performance is unacceptable). Employees already above their pay scale maximum would receive a one‑time payment equal to 2% of base salary after July 1, 2026 (not added to base); employees within their pay scale would receive a 3% increase to base wages. Any retention adjustment higher than 3% would follow the Management Discretionary Policy.
Staff estimated the dollar impact of the retention provisions at approximately $40,500 for the city payroll and $12,500 for the Board of Public Works (BPW) payroll. Plockmeyer said the combined effect of midpoint adjustments and performance increases generates an overall projected wage increase around 5% for FY 2026–27 and that the projected totals fall within the wage budgets presented during the March budget presentations. Committee members emphasized retention as a priority and supported continuing annual review of the wage scales.
The committee’s approval implements the plan subject to the normal budget approval process: the Personnel Committee sets the parameters and the BPW Board and/or the City Council will determine total dollars available and approve appropriations during the budget process. The changes and any one‑time payments are scheduled to take effect beginning July 1, 2026.
