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Personnel Committee forwards major staff restructuring and pay plan to City Council
Summary
The Personnel Committee on May 20 reviewed a comprehensive staff restructuring that refocuses the City Administrator role, elevates the accounting specialist, adds administrative assistants and public-works positions, and backed a compensation plan including a 3% COLA and merit pay; the committee agreed to forward the package to the City Council for a work session.
On May 20, 2026, the Personnel Committee reviewed a comprehensive proposal to reorganize city staff roles and the personnel budget and agreed to forward the package to the City Council for a work session review.
The restructuring would redefine the City Administrator position to concentrate on planning, capital infrastructure, policy guidance, grants and budget oversight, while shifting routine administrative and financial responsibilities to an expanded accounting specialist role. The proposal also adds two administrative assistant positions to handle tasks such as utility billing, records management, customer service, communications and document preparation, a change the committee generally supported as a way to clarify responsibilities and create redundancy in key functions.
Committee members discussed elevating the accounting specialist to a supervisory, decision-making role with broader authority over financial operations and personnel coordination. The committee also supported allowing periodic remote work for focused tasks, such as audit and budget preparation, to improve productivity.
Public works staffing would also change under the plan: the lead worker position would transition toward a director-level role with increased administrative, compliance and planning responsibilities while the city would add a nearly full-time utility worker and a part-time support position to distribute field duties and free leadership to focus on higher-level responsibilities.
On compensation, the committee supported budgeting a 3% cost-of-living adjustment (COLA), performance-based merit increases of up to 5% and additional certificate-linked pay increases. Committee members agreed to budget conservatively—approximately 10% overall personnel cost growth—to accommodate these changes. A specific policy decision notes that certification pay increases would take effect only after formal state recognition of the certification rather than on the date an employee initially passes an exam.
The budget committee reached consensus to forward the full staffing-restructure and compensation recommendation to the City Council for a work session and potential adoption; the Personnel Committee did not take final adoption votes at this meeting.
