Monica presents labor-market analysis, explains ERI benchmarking and pay‑grade approach for non‑uniform staff

Monica, a city staff presenter, told the committee the city uses Economic Research Institute (ERI) data (2024) to create geographic adjustments so salaries in higher-cost metros can be compared "on a more equal basis" with El Paso, which is treated as the local index of 1.0. "Adjusting the salaries is a more balanced and defensible compensation strategy that aligns with both the fiscal stewardship and labor market competitiveness," she said.

Monica said ERI benchmarking is currently applied for police and other unionized, uniformed positions where step plans reflect actual salaries. For most non‑uniform roles, she said, the city evaluates grade placement and uses the minimum of the grade rather than survey salaries to limit pay compression and avoid newer hires earning more than seasoned employees. "We don't match market, we lag it," she said, explaining the approach reflects El Paso's lower cost of living.

During questions, a committee member asked whether ERI was required by police collective bargaining agreements; Monica confirmed ERI is used for police/union analysis. She also noted market studies for non‑uniformed positions are done rarely and only for very hard‑to‑fill jobs. The Chair added that some specialties, such as veterinarians, have been difficult to recruit nationally and that private employers sometimes offer sign‑on bonuses, creating pressure to adjust pay for those specific roles.

Committee members and staff agreed to continue targeted market analyses only when recruitment data show a genuine shortage of qualified applicants, and to bring further clarification and policy-language cleanups to the next meeting.