HomeMy WebLinkAboutMINUTES Town Board Budget Study Session 1997-11-18BRADFORD PUBLISHING CO.RECORD OF PROCEEDINGS
Town Board Budget Study Session
November 18, 1997
Board;
Attending:
Also Attending:
Absent:
Mayor Dekker, Trustees Barker, Baudek,
Doylen, Hix, Marshall and Pauley
Mayor Dekker, Trustees Barker, Doylen and
Marshall
Ass't. Town Administrator Widmer, Clerk
O' Connor
Trustees Baudek, Hix, and Pauley
Mayor Dekker called the meeting to order at 9:01 a.m.
REVIEW 1998 PAY PLAN.
Ass't. Administrator Widmer reviewed the process of the Pay for
Performance Development Plan (12 points plus personal goals).
Staff is recommending all salary increases for 1998 be merit-
based, with all employees eligible for up to a 5% increase based
on performance. The framework for merit awards is identical to
that of 1997:
Performance Review Rating
Above Standard
Standard
Below Standard
Merit Increase
2-5%
2%
0%
The 1998 Pay Plan includes the following:
Police. To bring police officers more in line with the
market, a sub-committee consisting of Mayor Dekker and
Trustees Baudek and Marshall are recommending all sworn
officers, except the Police Chief, receive a 5% increase
effective with the first pay period in 1998 in addition to
the merit program.
Miscellaneous. Two other positions be adjusted to reflect
changing job descriptions; these adjustments would be
approximately 0.2% of payroll. One position is a re
grading, and one position is a pay increase pay to maintain
a competitive pay plan.
Seasonal Pay. In 1997, it was extremely difficult to hire
and retain seasonal employees. The following suggestions
are being proposed:
1. Raise the minimum pay from $6.50 to $7.50/hr.
2. Pay a $400 signing bonus with the first check on
the conditions the employee stays at least 10
weeks. If the employee quits prior to ten weeks,
the $400 would be taken out of their last check.
3. Raise the minimum pay to $8.25/hr. after an
employee has worked 10 weeks.
4. Retain the $.50/hr. increase for returning
workers.
BRADFORD PUBLISHING CO.RECORD OF PROCEEDINGS
5. Change the summer pay for seasonal Police to match
other departments.
6. Pool hiring efforts by advertising together and
using one pool of applicants to select employees.
Estimated cost of these changes is approximately 0.6% of payroll.
The total amount budgeted for all pay-related increases above is
6.7%±; however, pay history of using the merit system indicates
the final percentage will be closer to 5.7%.
Discussion followed on seasonal pay, the common goal of customer
relations, summer labor force, and housing.
Consensus was reached for approval of the 1998 Pay Plan as
presented.
There being no further business. Mayor Dekker adjourned the
meeting at 9:24 a.m.
Vickie O'Connor, CMC/AAE, Town Clerk
Note: Minutes of the study sessions are not distributed, nor
approved by the Board of Trustees.