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BET hears plan to eliminate eight positions, projects $700K‑$1.1M in savings
Summary
City finance staff told the Board of Estimate and Taxation that a workforce restructuring will eliminate eight positions and yield just over $700,000 in FY27 savings (rising to about $1.1M in FY28); first‑year severance costs are estimated at about $383,000.
The Board of Estimate and Taxation on July 6 received a presentation on a workforce restructuring that will eliminate eight positions and produce an estimated personnel lapse of just over $700,000 in fiscal 2027, city finance staff said.
Jared, the finance staff member leading the update, told the board the package removes five full‑time positions (two of them vacant) and two part‑time positions and includes role reductions such as the deputy comptroller and superintendent of operations and highways. "The total savings for the FY27 budget that we included was just over $700,000," Jared said, adding that net annual savings are expected to rise to about $1,100,000 in FY28 once severance costs are accounted for.
The presentation listed the positions subject to elimination and said some of the savings will be offset in year one by severance obligations. When asked, Jared said the total first‑year severance cost is "about $383,000" and described the collective bargaining coverage that governs payouts: accrued sick and vacation time and "a day for every year that somebody has worked." He also said some additional severance details remain under discussion and could not be discussed in the meeting.
Board members sought clarity on how many currently employed people would be affected; Troy Gelrett noted that because two full‑time positions are vacant, "that means three full time people that were currently working were affected by this," which Jared confirmed. Mayor Smith and other members emphasized the need to handle reductions professionally and to explore performance review and recognition practices to support workforce management.
The board did not take a formal vote on policy changes during the presentation; Jared said the package followed review with HR, legal and department chiefs. The board requested follow‑up details on implementation and an ongoing dialogue with department leadership.
What happens next: BET members said they want continued updates as implementation proceeds and asked finance staff to return with any additional clarifying numbers or policy implications at a future meeting.
