Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel topic
No spam. Unsubscribe anytime.
Budget adds new positions including deputy police chief and parking superintendent
Summary
The FY26 proposal includes new general-fund and enterprise positions — a deputy police chief, code-enforcement officer, assistant building inspector, public services laborer, and a superintendent of parking authority that would consolidate three part-time roles. Chief Ryan Duffy said the parking superintendent merges management and enforcement functions.
Finance staff outlined personnel proposals built into the FY26 budget, noting salaries and benefits account for roughly half of the $122 million proposed general fund. The package includes four new general-fund positions and several enterprise-funded roles.
"We're looking to add about $481,000 and that's gonna be distributed amongst 4 new positions," Finance Director Jim Nolan (speaker 5) said, listing the deputy police chief, a code enforcement officer, an assistant building inspector and a public services laborer among the general-fund additions.
The budget also proposes enterprise-funded roles in utilities and parking. Chief Ryan Duffy (speaker 10) described the proposed superintendent of parking authority as a consolidation of three current part-time supervisory posts and enforcement oversight into a single full-time, salaried position. "What the superintendent parking authority does is merges those 3 positions into 1 person," Duffy said, adding the role would shift parking management and enforcement responsibilities out of the police department and into parking authority operations.
Councilors asked how the change would affect net headcount and whether the consolidated role would be a net-neutral cost or add to the budget. Nolan said some part-time positions would be eliminated and he would provide a precise cost netting to the council.
The presentation also reviewed the city's nonunion pay scales and a proposed 3% COLA adjustment in the FY26 projected scale to help junior employees catch up with inflation, while keeping higher pay bands relatively flat to improve internal progression.
Why it matters: Personnel choices drive recurring costs. Councilors asked for clarity on whether the new superintendent and other reclassifications are budget-neutral and requested line-item net-cost comparisons prior to final votes.
