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chambers for the human resources
committee meeting. We are calling the

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meeting to order. Item two is to review
the monthly activities of the human

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resources department and we have an
attached monthly summary.

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» Mr. Hartman.
>> Yeah, I guess uh with the summary

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provided um if anybody had questions on
the summary, I'll entertain those

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questions at this time. Otherwise,
if it was self-explanatory, I'm I'm fine

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moving along as well.
question.

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All right. I just have one comment. Um,
we have an open position for the

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director of community development uh
through September 18th. So, if there's

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anybody who qualifies, the city has that
posted on our website. Also, just wanted

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to say thanks to Kyle for being with the
city for seven years. and I am sad that

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he has the opportunity to move forward
and continue his career with a different

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organization. So, thank you, Kyle, and I
hope you do well in your next position.

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Item three is to discuss and consider
approval for the cost of wage living

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adjustment for non-represented employees
of the city effective January 1st, 2027.

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That's referral two.

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This is kind of my referral. Um, this is
two of two. I have another referral just

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after this. Um, Ryan kind of put this in
order as the number one, which I don't

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oppose. Um, this is just to bring up and
discuss cost of living adjustment for

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2027.
Um, we all know the history um, and kind

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of where we're at with this year. Um
this is just to um or the referral

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reflects the three and a half uh% cost
of living adjustment that all the

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represented um units are getting this
year. So mirroring our internal

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comparables and then it looks at
remaining competitive for uh recruitment

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and retention needs for not just the
fire department or police department but

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um our city as a whole. Um I think I
sometimes reflect on um what the cost of

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recruiting and retaining our current
employees and when you look at some of

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the competitive nature um of different
external comparables including Wood

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County um Stevens Point, Marshfield,
Portage County, a lot of them over the

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last few years have received four and 6%
um in different capacities. Uh in 2026

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um it was a 0% for cost of living
adjustment and um over the span of three

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years um if this is not acted upon it
would be 2 and a half% in total for

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those three years and our internal
comparable of our bargaining groups

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received 11%.

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I think it just kind of remains
competitive within our market and our

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comparables and gets to a lot of the
retention issues. um talking to a lot of

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different employees around um the city
uh through this past year. I think that

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was one of the resounding um messages
that I heard without using any names was

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um we considered our cost of living um
increases for our non-represented groups

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at the end of budget discussions. And
it's my hope that we can bring and shed

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light to this at the beginning of those
discussions. Uh, so we put our people um

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forward because they're the ones that
are out there serving our community um

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asking us or asking them to do that job
every day.

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» Thank you.
>> Go ahead, Ryan.

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» Uh and just um
for surrounding nearby communities, um

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last year they a couple of them were at
a two and a 365. This year they're

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looking at a two and a 313
in two nearby municipalities. So that's

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their projections at this point just for
information along with what

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Ben said.
Thanks

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» questions. Go ahead.
>> Okay. Thank you, madam chairperson. Uh

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Ryan, uh how did you come up with the
three and a half%

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Uh, great question, Dennis. I did not.
This is uh, Chief Goodose.

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» That's your recommendation.
>> So, I took the three and a half% because

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it was uh, it closely mirrored um, our
external comparables, but also internal

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comparables for represented units. Um,
bargained a 3 and a.5% wage increase for

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next year for the cost of living.
>> You must been looking a lot with your

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union contract then.
>> Stay in line with the Yep. And and it's

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as we know the represented
[clears throat] group um represents what

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would it be Ryan? It's not half of our
employee.

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» Okay.
>> Two.

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» Okay.
>> So almost almost half of the employees

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represent they are represented employees
and then non-represent.

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» Well, if if if it would drop down to 3%,
what would that do? Would it throw you

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way off guilt or? So that kind of gets
to the next um referral that I have is

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the compression. So if we continue to be
outpaced by our internal comparables,

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we'll continue to need to come back with
other referrals trying to catch back up

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and stay ahead of our internal
comparables.

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» Okay.

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So, if I'm reading this right, um
the

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hourly employees, I guess, uh they had
an 11% over three years.

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» So, yeah, they bargained over the last
three years, which includes next year as

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well. Okay. Um their bargained total
percentage of cost of living adjustment

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is 11%.
>> Okay. And the nonrepresentative

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employees,
what did they get the last say in 2025?

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This year they did get a a bonus, right?
>> A bonus. But then, you know, January 1,

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then that that cost of living bonus uh
is essentially gone. It's evaporated.

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So, it's just a one-time payment for
that calendar year. Uh last year, 2025,

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was 2 and a half% for that group. And
then that's why the referral is kind of

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coming forward to discuss for what we
anticipate seeing for colo for 2027.

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» Okay. So again um the representative
employees got three or three and a half

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and three and a half
>> I think it's four three and a half three

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and a half I believe unless somebody
Okay.

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» Okay. So end of 26 it would be a total
of seven and a half% from 2020

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» at the end of this year so far. But
they've already negotiated their 2027

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contracts. We already know that they
anticipate well not anticipate that's

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probably the wrong word. They will
receive three and a half%.

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» Okay. Okay. And
the two and a half% bonus that they got

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this year
that goes away. I mean, so they're back

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to what they ended with in 2025.
>> Yeah. So, we're essential that that

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group would be essentially working on
the same wage that they received January

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1 of 2025 still,
>> right? Other than any class or any

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time period.
>> Yep. Step or grades steps.

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» Yep. And and again, I think that's an
important uh concept to understand or

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remember too is COLA is not about the
individual. It's about keeping pace with

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the market. And that's what we're kind
of doing here. Step recognizes the

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individual moving through their career
um kind of gaining experience and

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growing in that job.
>> Right. Okay. Okay. Thank you.

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» I'm happy that Tim Dorsy came today
because this is very budget

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contingent on if we can even consider
putting in a cola. And I know the budget

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process has started. So, have the
departments worked in already a COLA of

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some sort?
>> No. Typically what we do is if if like

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if there's not a like a settled contract
or a COLA has not been determined for

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the non-representative, we uh compile
our budgets based on, you know, the

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current rate. And then what I do is I go
through and I'll put in contingency and

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amount for for those for those COLA
adjustments.

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Okay. And do we have

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if we [clears throat]
we have to take from somewhere to

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provide a cost of living adjustment for
our employees.

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And normally when we take from the
places that we we can legally take from

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for budgeting purposes, that means we
need to then bond more when it comes to

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our street construction projects because
we can't take out money for operations.

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» Correct. Yeah. Typically, I wouldn't
recommend you that you borrow money for

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ongoing operations because once you do
it, you're going to continue to do that

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and then what happens with the next
year's COLA and stuff like that. So

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usually, you know, your operating
expenses, you try to live within what

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your estimated revenues are going to be
or you look for additional revenue

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sources to cover those those incremental
increases in expenditures. You know, and

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that's really what the issue with our
budget is year-over-year is that the

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incremental expenditures far exceed what
our incremental revenues because, you

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know, when you look at, you know, just
with the property tax, we're limited in

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what we can raise on that. We're limited
by what types of fees we can establish,

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you know, because there's certain fees
that fall under the levy limit. So, if

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you establish like I know we
[clears throat] discussed it last year

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was a garbage collection fee. If you
were to establish that, you have to look

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at what you budgeted levied for for
garbage collection in 2014 and you have

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to subtract that off your levy. So,
you're limited going forward. Any

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increases you're allowed to do, but you
know, you have to make adjustments for

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that. I mean, we were fortunate with our
storm water utility fee that we

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established that before they um changed
the levy limits and included that fee

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under the levy limits.
>> Okay. Um I I should also say that you

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know a cola is not factored in but any
step increases that the non-reps are

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entitled to are factored into the wages
and benefits. So um I think about what

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75% of the non-reps usually have a step
a one and a half% step increase whether

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it's January one or July one depending
on when they're you know anniversaries

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or what you know what step they're in.

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» Okay. And we have we have another
referral that we haven't

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made all the way through yet, which is
the polar opposite of this referral to

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either hold step increases or hold cola
or both to make sure that we have a nice

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level budget. And when we had talked
about that, we determined that we would

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talk about it with property and finance.
But now we have this one. So,

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I'm not opposed to
a cost of living adjustment. I think

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it's important for our employees. It's
just very difficult to do when our

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revenue
isn't increasing at the same pace that

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our
cost of living is.

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So, what what would the budget look like
if we did a 3.5 cost of living

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adjustment for non-representative
positions?

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» Um, a three and a half% for non-reps. It
would be about $378,000.

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Now, that all doesn't come out, you
know, because that's spread amongst

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like, you know, the wastewater utility,
you know, our construction projects. Um

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the I would say the tax levy impact of
that would be right around

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change
right around 300,000.

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Let me go to my different one here.
the um supplemental aid

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portion that the city receives that
varies and

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projected to go up annually. Is that
correct or

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» Right. Yeah. Um the the shared revenue
which includes our shared revenue and

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our supplemental aid is tied to the
sales tax. So they carve out a basically

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a penny of the sales tax and whatever
that increases year-over-year they

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increase that shared revenue which was a
really good thing because for many of

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years that shared revenue was frozen. So
I have not gotten any estimates as to

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what that's going to be this year. I
think last year was like about two and a

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half% approximately. So, you know, right
now I'm pretty much done with my revenue

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projections and I just got to kind of
plug them into my my spreadsheets, kind

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of determine where we're at right now. I
got the expenditure side done and you

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know, and I'll probably factor in some
type of shared revenue, but those

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estimates will be coming out probably
midmon here. And then we have our

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general transportation aids which come
out uh towards the end of September. And

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that's based on a on an expenditure
formula six-year average of expenditures

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in qualifying uh uh public works types
um activities.

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Thank you. Uh Tim, if uh three and a
half uh%

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would equal 278,000,
what would 3%

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But what did you have those figures?
>> I'll be here somewhere.

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It' be about 323,000.

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Have we ever asked for our departments
to account for their cost of living

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increases in their department budgets?
Like if we implement a 3.5%,

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let's just make it a goal here. If we go
4%, we implement a 4% cost of living

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adjustment.
Have we ever asked departments to then

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account for that in their other
expenses?

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» Oh, so you're saying like, okay,
assuming a a 4% but keep your budget

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flat. Is that what you're kind of
>> Yeah.

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» alluding to? Uh, [snorts] not that I can
recall.

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» Do you think it's possible?
Um,

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I mean, anything's possible. The problem
is is that, you know, all departmental

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budgets are different. You know, you
know, you could take a lot of the some

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of the departmental budgets and they're
locked into certain things, you know,

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like, you know, like like software
maintenance fees. I mean, you don't

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really have any control. I mean a lot of
times the discretionary you know between

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you take out wages and benefits and you
take out let's say utilities and

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[clears throat] you know software
maintenance fees any professional type

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fees that you're kind of obligated to
you know a lot of times and especially

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in the smaller departments uh you're
kind of left with

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pretty small stuff like office supplies
and like I I I'll just use my uh budget

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for an example is you know he wages
benefits. If you take off that, you take

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off, you know, our our financial
software maintenance fees, take off the

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financial audit and things like that,
I'm I'm really left with training,

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education, you know, we're still going
to have telephones, you know, office

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supplies. So, you know, all budgets are
different, right?

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» And so, it's it's, you know, when you
say across the board, sometimes it's not

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always equitable,
>> okay,

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» based on the nature of the budget. Yeah,
I feel like we we also run into the

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problem where we have some departments
that carry the weight of our budget cuts

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and I appreciate that, but I feel like
if

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this is the point where that we're in is
that we either don't do a cola or we

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really need everybody to be as diligent
as they can be trying to make their

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budget flat when it's possible or being
creative on ways to increase the

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revenue. Um, I don't know why this one
just plunked into my head, but I'm pick

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on Chief Host here for a second. If if
we were to look at ways to ensure that

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we are capturing all we can for fines,
if somebody calls in a loose animal and

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we find the location of that animal, do
we check to see if they're registered

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with the city? And if they're not, they
need to be registered with the city.

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guarantee there are people out there
that don't have their dogs or cats

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registered, which then we can collect on
if that comes up, which is additional

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revenue that we didn't have in our
budget previously that we could try to

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00:19:03,840 --> 00:19:09,919
capture, right?
>> Yes, we're already doing that. Um,

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[laughter]
but you know, the the hard part is is

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getting people to pay their fines. So,
>> um,

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and
you know, overall, as as when when you,

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uh, are talking about the police
department, um, you know, obviously we

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don't have quotas. So, we're not going
to go out and write tickets just to just

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00:19:33,440 --> 00:19:42,799
for t just for revenue. uh you know we
uh

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00:19:39,039 --> 00:19:48,080
you know we use discretion in
uh all aspects whether it's traffic or

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00:19:45,760 --> 00:19:52,240
uh code enforcement or things like that
where you know if it's the first time

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00:19:49,919 --> 00:19:58,080
we've uh you know we've dealt with an
individual and you know their dog isn't

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registered uh we want to provide them
with that education and this is how you

224
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register the dog and then you know the
next time that we deal with them then

225
00:20:04,240 --> 00:20:10,400
you know, maybe they're going to get a a
citation for that. Um, we don't go out

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00:20:08,400 --> 00:20:14,000
there with the intent that we're, you
know, every case that we deal with,

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we're going to cite somebody.
>> Yeah. Nor do I want you patrolling the

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neighborhoods checking addresses and
dogs and cats that are registered and

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not registered. So, I I appreciate that.

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Any other comments?

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00:20:30,320 --> 00:20:39,760
Would it be a
giant hassle to consider a 3.5 cost of

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00:20:37,440 --> 00:20:44,720
living wage adjustment in the overall
budget and then without it to see them

233
00:20:42,720 --> 00:20:51,039
both so that we know what we're looking
at. I don't want to blindly make a

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00:20:47,760 --> 00:20:58,799
motion that locks us into 3.5% and then
increases our debt. But I also I think

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it will make our departments a little
more diligent maybe on accounting for

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that if they if we know that it may or
may not be there.

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00:21:08,159 --> 00:21:15,039
» Does that Yeah, sure. I mean like I said
the the departments the way they're

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compiled right now is are based on would
be you know current rate would be the

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00:21:17,280 --> 00:21:26,480
2025 rates and then like I said I I
calculate so I'll know what that

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00:21:23,039 --> 00:21:32,159
additional cost is and what revenue
source it's it's proposed to be funded

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00:21:28,720 --> 00:21:35,600
by. So that'll be fairly easy to isolate
because like I said, I always try to

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00:21:34,159 --> 00:21:39,600
estimate amount and I'll estimate in a
three and a half and put that into

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00:21:36,960 --> 00:21:45,039
contingency and that'll be part of the
the initial budget document. I think

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00:21:41,440 --> 00:21:49,520
once uh um once I have a better picture
of the overall budget, which will be in

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00:21:47,360 --> 00:21:52,640
the next couple days, like I said, I got
pretty much everything calculated out.

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00:21:50,799 --> 00:21:59,120
It's just a matter of putting it into
the spreadsheet. Um I'll I'll know

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00:21:55,919 --> 00:22:05,360
exactly where we stand. Um, also that I
have to factor in is a uh increase in

248
00:22:02,960 --> 00:22:10,080
the health insurance premiums that will
be coming.

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00:22:06,720 --> 00:22:13,600
» Okay. And then the budget comes back to
property and finance.

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00:22:12,000 --> 00:22:17,760
» Yes. I was just going to say that I feel
like that should be where this belongs,

251
00:22:15,039 --> 00:22:21,679
but I think at some point,
you know, when we do the budget

252
00:22:18,880 --> 00:22:24,640
discussions as a council, that needs to
be added in there. And I think what

253
00:22:23,200 --> 00:22:27,440
Tim's going to do here by bringing that
three and a half% in there so we can

254
00:22:25,919 --> 00:22:30,640
look at it will be helpful for everybody
to see. But I think it's it's a broader

255
00:22:29,360 --> 00:22:38,080
discussion. I don't think we can make a
decision tonight on that myself.

256
00:22:33,919 --> 00:22:42,799
Yeah, our normal is three or two and a
half% what we typically

257
00:22:40,960 --> 00:22:46,720
» uh and maybe Tim can speak to more of
the history, but in the 20 years that

258
00:22:44,320 --> 00:22:53,679
I've been here, usually the bargaining
group uh and the non-bargaining group

259
00:22:49,600 --> 00:22:56,720
have an a similar if not equal cost of
living adjustment.

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00:22:54,880 --> 00:23:02,720
» Okay. So 3
>> mirrors the other kind of

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00:22:58,000 --> 00:23:07,919
» 3.5% would mirror I think a couple of
not last year when we didn't do a cola

262
00:23:05,280 --> 00:23:13,679
but the year before we did two and a
half% due to budget restrictions. Okay.

263
00:23:11,440 --> 00:23:18,000
Okay. And that's where we started our
problems. So

264
00:23:16,960 --> 00:23:22,480
I
>> I am supportive. Go ahead.

265
00:23:20,400 --> 00:23:30,159
» I just want to make one statement and
I'm fine with what what Mr. Tim said

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00:23:26,640 --> 00:23:35,039
um by not
how do I say this in looking at the next

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00:23:32,159 --> 00:23:41,520
two agenda items both chiefs wrote in
there

268
00:23:37,039 --> 00:23:47,280
this is a recommendation based on a I
think they worded it as a meaningful

269
00:23:43,679 --> 00:23:53,679
cola for 2027 or something along those
lines right so I do think that somewhat

270
00:23:50,720 --> 00:23:58,080
plays into it because playing devil's
advocate it

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00:23:55,760 --> 00:24:02,320
if there is a cola across the board for
non-refs

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00:23:59,919 --> 00:24:09,440
it does somewhat
help to alleviate

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00:24:05,600 --> 00:24:16,880
the severe compression that we are about
to embark upon January 1st. So while

274
00:24:15,120 --> 00:24:20,320
I guess I'm not saying one way or the
other what we have what I suggest you

275
00:24:18,960 --> 00:24:26,960
do. I'm just saying I think we should
keep it in mind that I think while the

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00:24:23,440 --> 00:24:31,039
cola is its own thing, it does affect
the next couple agenda items or the

277
00:24:28,880 --> 00:24:37,279
remaining agenda items how that plays
going forward. So if we don't touch any

278
00:24:35,279 --> 00:24:42,640
thing with cola tonight, but then we
make a decision not based on the cola

279
00:24:40,080 --> 00:24:48,480
but on say option I don't there's four
different ones out there, right? Or six.

280
00:24:45,679 --> 00:24:53,600
take that definitive decision tonight
for that. But then all of a sudden the

281
00:24:50,000 --> 00:24:59,200
cola comes back into play. Then we're we
could be looking more out of whack one

282
00:24:56,320 --> 00:25:05,440
way or the other. So for the I mean for
the good for some but not what was. So

283
00:25:02,240 --> 00:25:07,520
it just that's my two cents if that
makes any sense. What?

284
00:25:06,799 --> 00:25:11,039
» Yes, it does.
>> Okay. Thank you.

285
00:25:08,559 --> 00:25:15,440
» I I think this will all come out when we
get to the next referrals and you'll

286
00:25:13,600 --> 00:25:22,960
have a better understanding later. Thank
you. So, I do think that human resources

287
00:25:19,360 --> 00:25:27,279
plays a part in determining if we do a
cola, but it plays well into property

288
00:25:25,200 --> 00:25:33,840
and finance because it is it is a budget
decision. From a human resources

289
00:25:29,600 --> 00:25:38,240
perspective, I am supportive of
recommending that we attempt to budget

290
00:25:36,320 --> 00:25:45,039
for a 3.5%
cost of living increase, but know that

291
00:25:42,400 --> 00:25:50,559
it is not a demand that that will be
included with the budget. Just our

292
00:25:47,600 --> 00:25:54,159
option should be included to have a 3.5%
cost of living adjustment and our

293
00:25:52,000 --> 00:25:58,799
department should do their best to try
to be as flat as they can when when

294
00:25:56,720 --> 00:26:04,240
able.
Yeah, I'm okay with that.

295
00:26:02,080 --> 00:26:07,960
» Do we need an official motion for Tim to
move forward with 3.5%.

296
00:26:09,520 --> 00:26:16,559
» I don't I don't know if you can if you
want. I mean, obviously I will factor in

297
00:26:13,360 --> 00:26:19,760
a three and a half% and
present that as part of the budget

298
00:26:18,799 --> 00:26:25,919
document.
>> Perfect. Thank you.

299
00:26:23,440 --> 00:26:30,799
» All right. No official action on that
one, but more conversation to come via

300
00:26:28,640 --> 00:26:35,840
property and finance.
Item four, discuss referral from fire

301
00:26:33,679 --> 00:26:40,799
chief GDRO to address the salary
compression with the fire department and

302
00:26:37,840 --> 00:26:47,200
that is referral one.
>> Thanks. Yeah. Uh referral one of two. Um

303
00:26:45,600 --> 00:26:52,880
let me start by saying that this is the
first time we've used section 9 uh

304
00:26:49,840 --> 00:26:56,559
subsection C. Um that was that pathway
that we created uh in this committee

305
00:26:54,799 --> 00:27:02,559
earlier and then got approved last month
at council. Um I appreciate the work a

306
00:26:59,520 --> 00:27:08,000
lot of you did including Ryan um and
committee chair Palmquist um building it

307
00:27:05,279 --> 00:27:12,400
because obviously it gets to exactly um
what we've been asking and in relief

308
00:27:10,159 --> 00:27:16,640
mechanisms for that. So here's the issue
kind of in plain terms in front of you.

309
00:27:14,480 --> 00:27:20,960
Um there's wage separation in our
command structure. It's kind of eroded

310
00:27:19,039 --> 00:27:26,960
the point where a battalian chief in one
instance is sitting within about 1% of

311
00:27:23,679 --> 00:27:30,480
the lieutenant he supervises. Um in a
couple of spots there's supervisors that

312
00:27:28,640 --> 00:27:36,080
are actually projected to fall below the
person that is reporting to them. Um so

313
00:27:33,840 --> 00:27:40,799
that's an inversion obviously a real
problem that we're looking to address.

314
00:27:38,480 --> 00:27:45,679
um anyone deciding to step into those
positions or looking to retain that

315
00:27:43,279 --> 00:27:50,320
position um is jeopardized because of
that um compression that's occurring

316
00:27:48,000 --> 00:27:55,760
over at the fire department. So this
referral corrects that by moving three

317
00:27:53,440 --> 00:28:01,840
identified classifications um of
individuals um within that compression

318
00:27:58,000 --> 00:28:06,640
or inversion projection um up two steps
uh kind of restoring that meaningful

319
00:28:03,360 --> 00:28:13,279
separation um which is around 5% between
these ranks that is um with the

320
00:28:10,480 --> 00:28:18,159
consideration of a cola um within that.
So, uh, police chief host has a very

321
00:28:16,240 --> 00:28:22,720
similar approach and we're re
recommending one step now and then the

322
00:28:20,720 --> 00:28:29,120
second step to naturally occur in
January, January 1, um, which it would

323
00:28:25,520 --> 00:28:34,240
be by the, um, policy as it is. So, if
we get some relief in this immediately,

324
00:28:32,559 --> 00:28:38,480
there's capacity within that current
salary account to cover this first step.

325
00:28:36,480 --> 00:28:43,200
Um we have been short at the fire
department um this year just trying to

326
00:28:40,640 --> 00:28:48,960
fill positions and recruitment has been
a challenge. Um so there's a lot of cost

327
00:28:45,679 --> 00:28:52,480
savings in not having a full staff.
Taken together with the cola that we

328
00:28:50,880 --> 00:28:55,840
just discussed, these two referrals kind
of solve that problem for both ends. One

329
00:28:54,320 --> 00:29:00,640
keeping our people competitive with the
market, the other one repairs that

330
00:28:57,520 --> 00:29:07,200
internal structure that the 2027 gap
kind of eroded. So, I'm asking the

331
00:29:03,600 --> 00:29:10,360
committee to act on the recommendation.
>> Thank you.

332
00:29:10,640 --> 00:29:19,919
» Did you have a chance to review and
assess the positions in question? Let's

333
00:29:16,960 --> 00:29:24,640
just stick with the or with the fire
department for now, Ryan. To make sure

334
00:29:22,159 --> 00:29:29,200
that the employees we would adjust
aren't on pips or is

335
00:29:26,640 --> 00:29:36,200
» Yeah, they're they're good.
>> Okay. Um,

336
00:29:31,840 --> 00:29:36,200
one thing I want to add,

337
00:29:36,240 --> 00:29:47,600
uh, in l with the inversion,
um, as I'm starting to do the spot

338
00:29:43,840 --> 00:29:52,000
checks for other departments, if we go
that route, um, again, I think we've

339
00:29:50,480 --> 00:29:57,520
talked about this before, it's more of a
philosophical decision of the committee

340
00:29:54,320 --> 00:30:01,840
and the council how to address these. Um
there there's at least one other

341
00:29:59,520 --> 00:30:08,399
individual that's a lead position uh
that recently became into the lead

342
00:30:03,840 --> 00:30:14,799
position and they're making $5,100
less than somebody that works underneath

343
00:30:11,440 --> 00:30:22,480
them that has been a long time in that
current position. So, [clears throat]

344
00:30:17,440 --> 00:30:28,080
um I guess my my um thought to consider
is are we looking at it just within

345
00:30:25,120 --> 00:30:32,960
these two or do we encourage all other
departments that encounter these to come

346
00:30:30,880 --> 00:30:38,080
forward because it it like I've said
before, this isn't going to be just a

347
00:30:34,960 --> 00:30:42,159
one-time occurrence. This will happen in
other departments based on how the

348
00:30:39,679 --> 00:30:50,320
policy was originally written three
years ago. um they go from their current

349
00:30:45,360 --> 00:30:55,760
rate up to their new grade closest to
their current rate without going

350
00:30:51,840 --> 00:30:59,520
backwards plus one step. Okay, so that's
anywhere from three and a half to four

351
00:30:57,200 --> 00:31:07,360
and a half% depending on where in the
scale they fall below or above control

352
00:31:03,279 --> 00:31:12,559
point. Um obviously with those in the
represented groups, they're continuing

353
00:31:09,520 --> 00:31:18,960
to get those increases. Um while the
others non-reps aren't, they're moving

354
00:31:15,200 --> 00:31:23,840
faster. So then
our individual in the other department,

355
00:31:21,360 --> 00:31:30,399
which is non-represented, well, let's be
clear on that, took the position for I

356
00:31:27,360 --> 00:31:34,880
want to be the lead person. Did it
according to the policy, said, "Yep,

357
00:31:32,080 --> 00:31:38,960
that's what I signed up for." and they
are $2.33

358
00:31:36,960 --> 00:31:46,640
less per hour than the person that's
working for them in practicality. So,

359
00:31:43,600 --> 00:31:51,600
um, again, that goes to the building.
That individual's been here at the city

360
00:31:49,120 --> 00:31:58,159
20 plus years and they've moved through
the scale in that position.

361
00:31:55,679 --> 00:32:03,919
The new lead person has been at the city
just a couple of years, has really shown

362
00:32:01,440 --> 00:32:09,200
some growth and initiative and knowledge
and has elevated themselves to that

363
00:32:06,559 --> 00:32:14,240
position of lead, but understands he's
never been in that position before of

364
00:32:11,360 --> 00:32:18,960
leading a group of employees and
understood the reasoning and phil

365
00:32:15,840 --> 00:32:24,720
philosophical choice of what the current
policy read as to why they landed where

366
00:32:22,000 --> 00:32:30,000
they did. and now they will continue to
move forward through the program. If we

367
00:32:27,039 --> 00:32:37,120
were looking to move them ahead or keep
it to scale according to these items, we

368
00:32:34,720 --> 00:32:42,880
would take somebody at I'm going to say
step five or six close to control point

369
00:32:39,279 --> 00:32:50,559
for the lead position and slide them all
the way down to two steps

370
00:32:47,360 --> 00:32:56,000
before the maximum for that position for
the rest of their career.

371
00:32:53,360 --> 00:33:00,320
the way things are if we were to say
that's what we're going to do going

372
00:32:57,279 --> 00:33:05,039
forward for non-represented situations.
So, I think we just want to be cognizant

373
00:33:02,320 --> 00:33:07,840
of that of as these continue to come
forward, how are we going to to treat

374
00:33:07,120 --> 00:33:14,159
these?
>> Yeah, I think it depends on the category

375
00:33:11,360 --> 00:33:18,960
that they're in. So, you really can't
compare somebody who's been in their

376
00:33:16,640 --> 00:33:23,120
position for 20 plus years and then
somebody who's a new leader because

377
00:33:20,399 --> 00:33:27,440
they're two different job roles unless
they're in the same pay scale like pay

378
00:33:25,919 --> 00:33:30,080
grouping.
You have two different groupings, right?

379
00:33:28,799 --> 00:33:32,159
You've got your laborer and then you've
got your laborer lead

380
00:33:31,519 --> 00:33:35,360
» and [clears throat] they're two
different tracks.

381
00:33:33,679 --> 00:33:39,279
» So, obviously the person who's been on
this bottom track for 20 years is going

382
00:33:37,120 --> 00:33:43,039
to be over here and the person who leads
them is going to come in here. Yeah,

383
00:33:41,120 --> 00:33:44,960
» that's not the intent of what we put in
place.

384
00:33:43,919 --> 00:33:50,320
» Correct.
>> Because this is a different track. If if

385
00:33:47,679 --> 00:33:55,760
somebody brand new came in
>> in the labor track and was here

386
00:33:53,679 --> 00:33:59,440
in front of the person who had 20 years
experience, that's when we would want

387
00:33:57,600 --> 00:34:03,760
them to come forward and then bump them
up one or two.

388
00:34:00,480 --> 00:34:09,520
» Okay, I agreed. I I understand that. So,
in this case, our PD and firefighter

389
00:34:07,760 --> 00:34:16,320
individuals are well tenured. They've
been here 20 plus years, but they're new

390
00:34:13,040 --> 00:34:20,879
in their leadership positions.
Same point of what we're encountering

391
00:34:18,480 --> 00:34:25,119
here. So, they're they're essentially
going,

392
00:34:23,359 --> 00:34:29,359
for lack of a better term, back they're
going up in the grade, but back in the

393
00:34:27,040 --> 00:34:34,480
scale based on the way the policies
written. They're still getting an

394
00:34:30,560 --> 00:34:38,480
increase, but it's not at the rate of
what the PD and fire representatives are

395
00:34:37,200 --> 00:34:43,919
getting, which is creating that
compression. So, I guess they're Yeah,

396
00:34:42,000 --> 00:34:47,520
they're just like the PD and fire,
they're in different scales or different

397
00:34:45,520 --> 00:34:52,320
grades,
but they're long tenured employees. If

398
00:34:50,000 --> 00:34:56,720
they had stayed in, and I think that's
the chief's point, is had they stayed at

399
00:34:54,399 --> 00:35:04,320
lieutenant and sergeant, they'd be
making just as much money as they were,

400
00:35:00,960 --> 00:35:08,800
well, minus $1,800 by taking the
division chief or the lieutenants

401
00:35:06,480 --> 00:35:15,320
positions.
>> So, I'm going to play devil's advocate

402
00:35:10,480 --> 00:35:15,320
on this one a little bit. We have a

403
00:35:17,280 --> 00:35:23,680
getting my you guys use the same terms
for different ranks. So we've got a

404
00:35:22,000 --> 00:35:25,359
lieutenant and then a battalion chief in
the fire department.

405
00:35:24,800 --> 00:35:33,839
» Yep.
>> Okay. So we currently have a battalion

406
00:35:29,839 --> 00:35:36,800
chief who is N6
above a lieutenant.

407
00:35:36,240 --> 00:35:42,000
» Yep.
>> Okay. app a peer uh in relative terms um

408
00:35:41,680 --> 00:35:46,720
okay
>> equal time on the department one

409
00:35:44,079 --> 00:35:50,000
obviously promoted to the position one
staying at lieutenant y

410
00:35:47,920 --> 00:35:54,800
» and we have an open position for a fire
fighter in the fire department so you

411
00:35:52,960 --> 00:35:58,720
could have a battalion chief who says
fine I'm going back to be a firefighter

412
00:35:56,960 --> 00:36:02,960
they can apply now we have an open
battalion chief position so they can

413
00:36:00,560 --> 00:36:06,240
apply to that then too so they become a
firefighter they get put back in their

414
00:36:04,560 --> 00:36:10,320
rank scale and then they apply to be a
battalion chief chief again and now they

415
00:36:07,920 --> 00:36:14,320
get bumped up two steps. So we can
either do this the easy way or we can do

416
00:36:12,640 --> 00:36:18,800
it by interviewing them for three
positions, two different positions at

417
00:36:16,320 --> 00:36:24,240
different times. Right?
That's the way to manipulate this

418
00:36:20,320 --> 00:36:27,680
situation to to bring them back up is
for that you could have your battalion

419
00:36:25,920 --> 00:36:31,920
chief apply to be a firefighter. They go
back into the wage scale. Then by our

420
00:36:29,680 --> 00:36:35,760
policy they come in one step above where
they were and now they're two steps

421
00:36:33,599 --> 00:36:40,320
ahead with their correction.
I I think the easier route is just to

422
00:36:38,240 --> 00:36:43,119
pragmatically follow the policy.
>> Correct.

423
00:36:41,280 --> 00:36:46,400
» Go through the referral process. I I
don't know that I would want to hire him

424
00:36:44,400 --> 00:36:50,079
as a firefighter anymore.
>> I think he's he's better served as where

425
00:36:48,640 --> 00:36:55,520
he is right now. [clears throat]
>> But we c we could go that route or we

426
00:36:52,640 --> 00:37:00,320
could just do what we put in place and
consider

427
00:36:58,000 --> 00:37:03,839
that this is a reason why we put that
policy in place

428
00:37:02,160 --> 00:37:06,720
» and talk about all the other ones. Bring
them up. We have a meeting every month.

429
00:37:05,359 --> 00:37:10,800
» That that was my point and that's what I
said is going forward we need to going

430
00:37:08,720 --> 00:37:15,760
to be have to be watching these because
these won't be the only ones. I think

431
00:37:12,880 --> 00:37:19,119
that was early in my statement is we
just need to be cognizant because these

432
00:37:17,680 --> 00:37:24,800
won't be the only ones. There's going to
be more coming forward and I've and

433
00:37:22,720 --> 00:37:30,640
again the decision will be you know the
committee and the council. Um, I'm all

434
00:37:27,040 --> 00:37:35,200
for doing it the easy way, but
>> yeah, and I think that it it's all

435
00:37:33,440 --> 00:37:39,520
dependent on our situation. The same
with the budgets and leaving a

436
00:37:36,720 --> 00:37:42,960
department budget flat. We can't ask all
departments to do that because each

437
00:37:40,800 --> 00:37:47,359
department is a little bit different.
Ideally, I would like these to go to you

438
00:37:45,520 --> 00:37:50,320
first in human resources to do an
assessment to be able to come forward

439
00:37:48,720 --> 00:37:53,760
and give us a nice layout of what
happened, why it happened, give us a

440
00:37:52,079 --> 00:37:56,800
good background, and then bring it
forward. you obviously knew these two

441
00:37:55,119 --> 00:38:00,800
were coming because we created a policy
for them. So I I see the difference

442
00:37:59,359 --> 00:38:05,040
there.
>> Now to what you were saying about the

443
00:38:02,800 --> 00:38:10,079
current situation with the B the BC
that's currently in there, the potential

444
00:38:07,520 --> 00:38:15,359
BC coming in a year or two due to
potential retirements.

445
00:38:12,400 --> 00:38:20,560
I do agree on that realm that the
current BC

446
00:38:17,440 --> 00:38:25,040
should not the new BC should not slide
in ahead of the current BC. that

447
00:38:22,880 --> 00:38:30,720
philosophically is incorrect in my
brain. Um,

448
00:38:28,640 --> 00:38:34,960
so to that point, I think when you were
saying, well, just go be a firefighter

449
00:38:32,560 --> 00:38:38,640
and then come back, you know, ahead. No,
I'm that would be a wrong and I've said

450
00:38:36,720 --> 00:38:44,240
that before philosophically. Yeah, you
can't because this guy's getting his

451
00:38:41,119 --> 00:38:50,800
food now, he gets to jump in ahead. No,
we need to figure something out there.

452
00:38:46,560 --> 00:38:54,200
Um, so I'm in I'm in agreement with that
off instance.

453
00:38:57,839 --> 00:39:02,200
Anyone else have comments on this item?

454
00:39:03,920 --> 00:39:12,960
Okay. So, when I'm looking at page eight
of 14, we've got two tables here. The

455
00:39:10,800 --> 00:39:19,119
compression and how the correction
resolves it. Does this include the 3.5%?

456
00:39:17,520 --> 00:39:22,240
I'm sure it says it in the document. I
just

457
00:39:20,320 --> 00:39:27,520
» No. So, this would just this would just
effectively solve things through the

458
00:39:24,000 --> 00:39:30,240
normal pathway. Um I believe the we
talked about that before. The

459
00:39:28,880 --> 00:39:34,560
represented for reference the
represented group is getting three and a

460
00:39:31,599 --> 00:39:41,680
half% um the referral before was three
and a half% as well for non-represented.

461
00:39:38,560 --> 00:39:47,280
So hopefully that kind of answers
>> and we have a a separation of four and

462
00:39:45,280 --> 00:39:49,440
5%.
>> Yeah,

463
00:39:47,760 --> 00:39:53,680
» we don't have a standard anywhere for
>> we don't and I kind of I tried to look

464
00:39:51,839 --> 00:40:01,839
on the national level and then other
agencies public safety agencies um you

465
00:39:58,320 --> 00:40:06,000
know is between four and 7% of that
meaningful separation. I guess you know

466
00:40:04,160 --> 00:40:10,079
you could probably do a little research
as well. I mean Google and everything

467
00:40:07,839 --> 00:40:14,079
else, but um what is the meaningful
inhuman resource? Maybe Ryan could shed

468
00:40:12,320 --> 00:40:19,599
more light on it being this is kind of
his arena anyways, but

469
00:40:17,280 --> 00:40:25,200
it it varies between public sector,
private sector, and public. I it's

470
00:40:21,599 --> 00:40:31,599
common to see four to seven. Um, prior
to this PACE provisions policy, there

471
00:40:29,599 --> 00:40:37,440
was a clause in the policy for
promotions that you would take the

472
00:40:33,520 --> 00:40:43,599
nearest position or a 5% increase,
whichever of the two was greater. So,

473
00:40:40,720 --> 00:40:49,760
you would not take a
promotion or grade step grade in step

474
00:40:47,599 --> 00:40:54,359
less than 5%. You would take whichever
of the two was greater. Okay?

475
00:41:00,480 --> 00:41:09,520
And we've assessed the rest of the
positions in this structure [snorts]

476
00:41:07,040 --> 00:41:14,400
to make sure that
if this gets approved, we then don't

477
00:41:12,160 --> 00:41:18,160
have three more coming next month.
>> Yeah. Not from the fair department. We

478
00:41:15,599 --> 00:41:22,160
only have six nonrepresented um
employees in the fair department. So,

479
00:41:20,240 --> 00:41:27,119
um, I kind of did an analysis and then
got a little Ryan's, uh, help as well

480
00:41:24,640 --> 00:41:30,720
as, um, from finance. Every everybody's
salary that's in there. I purposely kind

481
00:41:28,720 --> 00:41:35,280
of left out names. So, you know, if you
do know that individual, it's not like

482
00:41:32,800 --> 00:41:39,119
you're, um, treating them differently in
this case. But, yeah, there was

483
00:41:37,839 --> 00:41:42,400
meaningful separation, I guess, to
answer your question, with other

484
00:41:40,400 --> 00:41:46,079
positions within the fire department
except for the three that I'm

485
00:41:43,760 --> 00:41:50,000
recommending um, we take action on.
>> Okay.

486
00:41:47,280 --> 00:41:55,760
» And I'm in the same boat. We we we
crunched all the numbers and it's just

487
00:41:52,160 --> 00:42:00,240
the two that that we're looking
to adjust, I guess.

488
00:41:58,160 --> 00:42:03,720
» Okay.
So, we have

489
00:42:03,839 --> 00:42:15,960
approximately $5,949
in 2026 from the fire department if we

490
00:42:10,720 --> 00:42:15,960
do this. And then our 2027

491
00:42:18,079 --> 00:42:25,680
We don't have a cost on that, but that's
>> and that would naturally occur anyways

492
00:42:23,440 --> 00:42:30,839
per policy unless you chose a different
route as a council, but

493
00:42:35,359 --> 00:42:43,040
» and you had mentioned that the with the
current

494
00:42:39,200 --> 00:42:49,359
fire department budget
the if we moved to

495
00:42:46,560 --> 00:42:54,079
approve the onestep increase immediately
and then the next step increase would

496
00:42:51,119 --> 00:42:59,680
fall in line with January.
We're not taking from contingency or any

497
00:42:56,960 --> 00:43:03,200
other portion of the budget to pay the
$6,000.

498
00:43:00,800 --> 00:43:06,560
» Yeah, I would I would say correct only
because we haven't had full staff at the

499
00:43:05,119 --> 00:43:10,079
fair department and we've had cost
savings for overtime based on the

500
00:43:08,400 --> 00:43:14,880
staffing model that we do currently
have. Um, but I don't want to step on

501
00:43:11,839 --> 00:43:18,400
Tim's toes when it comes to I kind of
always revert to him whenever it has to

502
00:43:16,560 --> 00:43:22,720
do with money anyways, but I feel
confident in that only because we

503
00:43:20,400 --> 00:43:25,720
haven't been full staff since January 1.
>> Okay.

504
00:43:29,280 --> 00:43:33,760
» Any
>> and then Tim, you would put that into

505
00:43:31,839 --> 00:43:36,079
the budget for next year if it's
approved tonight. So, we have that going

506
00:43:35,520 --> 00:43:39,280
forward.
>> Yeah. If it's approved at council,

507
00:43:37,440 --> 00:43:44,040
obviously I would adjust the
>> fire department EMS budget.

508
00:43:41,040 --> 00:43:44,040
» Okay.

509
00:43:55,280 --> 00:44:00,040
» Any comments? Other comments?

510
00:44:03,839 --> 00:44:12,160
I would say obviously it helps to have
this but then if we get back to no cola

511
00:44:09,680 --> 00:44:17,160
starting in next year then we're going
we're back into compression. Okay.

512
00:44:17,365 --> 00:44:19,385
» [laughter]

513
00:44:29,520 --> 00:44:36,920
» And obviously if we do put in a cola,
we're going to have even more of a

514
00:44:33,920 --> 00:44:36,920
separation

515
00:44:37,760 --> 00:44:44,640
than
I mean that's not really a bad thing.

516
00:44:41,520 --> 00:44:49,440
» Yeah. I think the one projection I ran
it would be

517
00:44:46,160 --> 00:44:54,960
» like a over $5,000
>> projection would be the separation. I

518
00:44:51,520 --> 00:45:03,040
came up with 5.233%
if the immediate move were to happen

519
00:44:58,880 --> 00:45:07,359
plus a 3 and a half% cola
considering

520
00:45:04,720 --> 00:45:12,800
the union 3 and a half increase. It
would leave a

521
00:45:09,680 --> 00:45:16,000
5.233 233 gap between or five and a half
five and a quarter. It matched one of

522
00:45:14,400 --> 00:45:22,000
the chief's numbers they have on their
document. So there would be about a five

523
00:45:18,480 --> 00:45:26,560
and a half% separation
>> and that would be with

524
00:45:24,319 --> 00:45:32,720
making the decision to move the three
now and let's say all goes splendidly

525
00:45:30,240 --> 00:45:37,760
and we find a bunch of revenue. We
implement a 3.5% cola and then they get

526
00:45:35,280 --> 00:45:43,200
another step increase in January. So
they get Okay. Then it's $5,000 a year

527
00:45:41,440 --> 00:45:47,560
separationish.
A little bit more. Okay.

528
00:45:54,720 --> 00:46:03,040
So would we be acting on all four or
four of the five uh recommendations

529
00:46:01,359 --> 00:46:09,960
here? Then
>> if that's what we wish to do. So, we can

530
00:46:06,480 --> 00:46:09,960
we can

531
00:46:10,240 --> 00:46:18,160
choose to
move them one step now, which would be a

532
00:46:16,319 --> 00:46:23,920
little over $6,000 out of our current
budget.

533
00:46:20,319 --> 00:46:32,520
We and then they would naturally bump up
for 2027. Or we could bump them two

534
00:46:28,880 --> 00:46:32,520
steps in 2027.

535
00:46:33,119 --> 00:46:36,560
Or we could do nothing.

536
00:46:54,240 --> 00:47:04,240
I'm comfortable making the motion to
recognize the internal inequity

537
00:47:00,960 --> 00:47:09,040
assessment and recommend that the
battalion chief,

538
00:47:06,640 --> 00:47:16,000
the division chief of EMS, and the
deputy chief advance

539
00:47:12,400 --> 00:47:23,960
to the next step for the remainder of
2026

540
00:47:18,880 --> 00:47:23,960
and then we'll move forward from there.

541
00:47:25,760 --> 00:47:32,880
» I'll second that.
>> Thank you.

542
00:47:29,359 --> 00:47:38,079
We have a motion by Palmquist, second by
Perky. All those in favor? I

543
00:47:37,440 --> 00:47:42,880
» I
>> I

544
00:47:39,599 --> 00:47:46,800
» have that one. 300.
Okay. The next item is to discuss a

545
00:47:44,800 --> 00:47:50,400
referral from police chief hastens to
address the salary compression in the

546
00:47:48,319 --> 00:47:57,040
police department. And we have a similar
referral.

547
00:47:52,160 --> 00:48:02,720
» Yeah, it's uh it's quite similar. Um
uh I can I'll skip over some of this

548
00:48:00,240 --> 00:48:08,359
because it's very similar to what uh
Chief Goodro was talking about.

549
00:48:05,359 --> 00:48:08,359
Um

550
00:48:08,560 --> 00:48:22,880
right now we have two uh of our
lieutenants that are on the lower end um

551
00:48:17,920 --> 00:48:27,280
of the of grade 16. Um they are
currently

552
00:48:24,800 --> 00:48:31,920
at step
seven I believe. Yeah they're currently

553
00:48:29,920 --> 00:48:38,319
at step seven.
um which

554
00:48:34,079 --> 00:48:43,200
uh only puts puts him at about a 4% uh
gap which is a compression over all of

555
00:48:41,839 --> 00:48:48,640
the sergeants. All the sergeants make
the same wage. Uh there's no uh

556
00:48:46,559 --> 00:48:52,319
difference in
longevity or anything like that. The

557
00:48:50,400 --> 00:48:57,440
only difference is uh shift
differential, but the lieutenants get

558
00:48:53,839 --> 00:49:03,520
that as well. Um [snorts]
so if

559
00:48:59,359 --> 00:49:10,960
we only bump those two uh lieutenants up
to the next step which would be step

560
00:49:05,359 --> 00:49:15,119
eight in uh grade uh 16. Uh that would
move that percentage gap to 5 and a

561
00:49:13,440 --> 00:49:23,280
half%
uh for the remainder of 2026.

562
00:49:18,800 --> 00:49:30,640
Um but again similar to uh Chief Goodro
um if there is no uh cost of living

563
00:49:27,920 --> 00:49:37,480
increase next year then we're we are
going to be back here uh discussing this

564
00:49:33,200 --> 00:49:37,480
again. Um,

565
00:49:39,760 --> 00:49:48,640
I mean, I guess my my recommendation to
make long story short here would be to

566
00:49:46,079 --> 00:49:52,640
uh move at a minimum to move these two
lieutenants to step eight for the

567
00:49:50,319 --> 00:50:00,800
remainder of 2026.
And um the costs of that is very minimal

568
00:49:57,839 --> 00:50:08,400
and uh can will come right out of our
budget uh similar to the the fire

569
00:50:03,680 --> 00:50:12,800
department. So um
there's not a lot of difference there.

570
00:50:10,160 --> 00:50:17,280
So and especially for the rest of the
year here. So

571
00:50:15,200 --> 00:50:23,440
I have a similar question just to make
sure that I'm still sane and able to do

572
00:50:20,400 --> 00:50:28,319
a little bit of math. If we move them to
a step eight now

573
00:50:25,760 --> 00:50:32,319
» and all go splendidly, they get a three
and a half percent cola

574
00:50:30,079 --> 00:50:34,319
» and then in 2027 they would move to step
nine.

575
00:50:33,599 --> 00:50:39,359
» Correct.
>> They are still at a 5% difference. We're

576
00:50:38,559 --> 00:50:43,040
not
>> shooting them up into 10% difference by

577
00:50:42,000 --> 00:50:46,599
making this change.
>> Correct. Okay.

578
00:50:52,319 --> 00:51:01,880
I'll make a motion to uh move the two
lieutenants to step eight currently or

579
00:50:58,880 --> 00:51:01,880
immediately.

580
00:51:03,680 --> 00:51:09,599
» Great. Motion by FKY, second by Pollock.
All those in favor?

581
00:51:09,119 --> 00:51:14,319
» I
>> I

582
00:51:10,880 --> 00:51:20,079
» I just have that one. 30.
Okay. Item six. Thank you for your

583
00:51:17,280 --> 00:51:25,119
patience, Paul. To discuss and cons to
discuss and consider for approval a

584
00:51:22,559 --> 00:51:29,920
request to increase the shift pay rate
differential for non-representative

585
00:51:27,040 --> 00:51:35,680
non-public safety employees
attached referral,

586
00:51:33,040 --> 00:51:39,200
please.
Well, this was actually turned in a year

587
00:51:37,280 --> 00:51:45,359
and a half ago, but then we rescended it
when we went um

588
00:51:42,319 --> 00:51:50,400
through the budget and we got cut um
through the budget process or whatever.

589
00:51:47,040 --> 00:51:58,079
So, um but so some of these numbers may
not be correct. Um but we have uh four

590
00:51:54,800 --> 00:52:03,760
works or three staff members that work
12 months out of the year. The second

591
00:51:59,520 --> 00:52:08,800
shift, they work 2 to 10. Um and I've
been here for 18 years. This was part of

592
00:52:05,680 --> 00:52:13,680
the union contract and then in 2010 it
got pulled out of the union contract

593
00:52:10,319 --> 00:52:20,160
when our union was dissolved and then
was adopted by um

594
00:52:17,040 --> 00:52:26,240
as a city policy. Um so this 30 cents
and 40 cents has been in place for at

595
00:52:22,400 --> 00:52:32,000
least 18 years. Um could be longer cuz
I'm not aware of that prior to that. Um,

596
00:52:29,359 --> 00:52:37,200
so what it entails is is again we have
three people that work 2 to 10 Monday

597
00:52:35,040 --> 00:52:45,200
through Thursday and then 9 to5 on
Friday. And then we also have um

598
00:52:43,040 --> 00:52:48,880
one staff member or three additional
staff member that will work those uh the

599
00:52:47,359 --> 00:52:53,920
third shift hours through the summer
months, whether it be sweeping in the

600
00:52:50,559 --> 00:53:00,079
downtown area and coming in and painting
um the highways and things like that.

601
00:52:56,240 --> 00:53:06,079
Um, as you can see in the comparables,
uh, Wasau, Stevens Point, Marshfield,

602
00:53:03,119 --> 00:53:12,880
and Wood County Highway are all
substantially higher for the second and

603
00:53:08,240 --> 00:53:16,800
third shift. Um, with, uh, Wasau being
or sorry, Marshfield being the close at

604
00:53:14,720 --> 00:53:21,359
a dollar and a$1.50
and Wood County Highway being the

605
00:53:19,200 --> 00:53:26,160
highest at $256
an hour.

606
00:53:23,119 --> 00:53:31,200
Um again, [snorts]
um I understand we're under budget

607
00:53:28,400 --> 00:53:36,000
constraints and things like that, but I
feel that there's a need. Uh we

608
00:53:32,960 --> 00:53:41,200
currently, uh have the second shift
mechanic that has been vacant since May,

609
00:53:38,960 --> 00:53:49,280
and we've had one qualified candidate
apply since May, and the person chose

610
00:53:45,119 --> 00:53:53,599
not to accept the position. Um, so, uh,
goes to the recruiting piece of it. You

611
00:53:51,680 --> 00:54:00,480
know, again,
uh, I believe when the wage study

612
00:53:56,720 --> 00:54:07,040
originally came out, um, our starting
wage used to be $27 an hour and now it's

613
00:54:03,280 --> 00:54:13,040
I think 2530 an hour. Um, so our our
work group was cut back then and um,

614
00:54:10,240 --> 00:54:16,599
that's kind of reflected in these pay
rates as well.

615
00:54:17,119 --> 00:54:20,119
questions.

616
00:54:23,839 --> 00:54:29,720
» The starting rate in the street
department now is 2306.

617
00:54:29,920 --> 00:54:41,319
Um, and I did verify those numbers uh
listed from Stevens Point and Marshfield

618
00:54:36,800 --> 00:54:41,319
are accurate as of this year.

619
00:54:42,880 --> 00:54:55,280
So Ryan, how would uh our starting wage
rate for mechanics um working all three

620
00:54:52,720 --> 00:55:00,040
shifts? Well, actually just first shift
compared with the other municipalities.

621
00:55:02,319 --> 00:55:08,119
» I'm trying to find it, Mr. Flie. Hold on
one second.

622
00:55:10,079 --> 00:55:16,960
If I recall with the city of Marshfield,
that's the one that pops in my head and

623
00:55:14,400 --> 00:55:22,559
I work with most frequently. And then
Stephen's point, we're it we're within

624
00:55:19,599 --> 00:55:29,440
range. Um,
for the most part, that being said, we

625
00:55:26,160 --> 00:55:33,680
typically start lower with the the new
scale that was implemented three years

626
00:55:32,240 --> 00:55:39,760
ago.
um to what Paul alluded to, if we were

627
00:55:36,720 --> 00:55:46,880
at 25 or $27 an hour, you know, back
then and we did this to elongate the

628
00:55:43,280 --> 00:55:52,799
scale, you came in at 2306 and then in 6
months as it is today, you got an

629
00:55:49,440 --> 00:55:57,359
increase of 3%. And then after another 6
months, so your one year is now up, you

630
00:55:54,720 --> 00:56:02,160
got another 3%. So, you're going to go
from

631
00:56:00,000 --> 00:56:09,280
for a mechanic, you're going from at the
very beginning if you have no experience

632
00:56:04,000 --> 00:56:14,160
and I just got my uh diesel degree from
Midstate, but I've never been a mechanic

633
00:56:12,000 --> 00:56:19,440
before. So, you're starting at step one.
Coming in at 2746,

634
00:56:16,880 --> 00:56:26,319
6 months, 28.42.
At one year, I'm going to 2939.

635
00:56:22,720 --> 00:56:33,760
So, you've gone up approximately
uh three 2 thou $4,000 in a year. That's

636
00:56:31,680 --> 00:56:38,079
growing faster to get you to the control
point. From there, you go a year and a

637
00:56:35,440 --> 00:56:44,799
half. Where we're within range is
typically from two steps before control

638
00:56:40,960 --> 00:56:49,040
point through
uh on here it would be listed as like

639
00:56:46,720 --> 00:56:54,240
step 11.
um the 9 and a half years in the

640
00:56:51,839 --> 00:56:59,359
position mark that's where we're
basically within range. So when I talk

641
00:56:56,319 --> 00:57:04,319
about we're within range we have so many
step or a lot more steps to be able to

642
00:57:01,680 --> 00:57:11,760
do this whereas Marshfield has less
steps um but they have a higher far end

643
00:57:08,400 --> 00:57:18,000
and a higher back end but the control
point is typically right in in range.

644
00:57:14,559 --> 00:57:22,960
Steven's point is the same. So,
okay. But I would I mean for recruiting

645
00:57:20,640 --> 00:57:28,480
purposes, yeah, if they're looking at
Now, the policy also says Paul can um

646
00:57:26,480 --> 00:57:33,440
find somebody. He finds a mechanic and
says, "Yeah, I can get them for he can

647
00:57:30,480 --> 00:57:39,200
go to step three under his authority. He
can go to step three. This guy is coming

648
00:57:36,559 --> 00:57:43,920
from a dealership. He knows his stuff."
And Paul thinks I can get him, but he he

649
00:57:41,760 --> 00:57:48,160
he's taking a pay cut to come here. Can
I get him to here?

650
00:57:46,079 --> 00:57:52,079
Paul and I then have the ability to get
him to control point to be like, "Yeah,

651
00:57:49,920 --> 00:57:56,799
he's been a mechanic wherever at 10
years. His references check out great.

652
00:57:54,559 --> 00:58:03,040
We want him. He can come in at control
point." We typically don't do that. Um

653
00:57:59,680 --> 00:58:06,640
because we want to make sure we have who
we think we're getting. We do our best

654
00:58:04,960 --> 00:58:11,200
to do that. There have been instances
where we bring them in at control point.

655
00:58:08,880 --> 00:58:16,160
Um otherwise they might come in at at
step four or five and then they migrate

656
00:58:13,200 --> 00:58:23,359
through the process to get the control.
>> Okay. And so when we post for a position

657
00:58:20,319 --> 00:58:29,760
for a mechanic,
you're posting specifically for a second

658
00:58:26,960 --> 00:58:35,440
shift or is it just the bottom of the
totem pole gets second shift?

659
00:58:33,280 --> 00:58:37,920
» It's posted for second shift
>> because that's where our vacancy is

660
00:58:36,720 --> 00:58:46,000
right now.
Okay. Um, so working

661
00:58:42,960 --> 00:58:53,359
in a prior occupation, uh, there were
individuals that wanted to work second

662
00:58:50,079 --> 00:58:58,640
shift or wanted to work a third shift.
And, um,

663
00:58:56,480 --> 00:59:05,119
I guess I'm
wondering, is this something that, uh,

664
00:59:01,040 --> 00:59:08,960
your mechanics, do they do they trade?
Say you're on vacation this week. You

665
00:59:07,280 --> 00:59:15,119
want to come in late the following
Monday. Would they trade for a second

666
00:59:11,359 --> 00:59:18,319
shift position for the one day or is it
Do you do stuff like that?

667
00:59:16,799 --> 00:59:22,720
» We'd allow them to do that, but there's
never an ask for it because nobody wants

668
00:59:20,160 --> 00:59:26,000
to be on second shift.
>> Well, I'm thinking

669
00:59:24,079 --> 00:59:30,000
» because they've been mechanics for 25,
30 years and they put in their time on

670
00:59:28,400 --> 00:59:35,520
second shift and they work they want to
work days.

671
00:59:31,839 --> 00:59:41,599
I'm thinking of individuals that maybe
want to hunt or fish or whatever. And

672
00:59:39,520 --> 00:59:48,079
when you get into the fall, if you get
out of work at 3:30, you only got an

673
00:59:43,440 --> 00:59:55,440
hour of daylight. So, I guess that was
maybe not pertinent pertinent to this,

674
00:59:50,720 --> 01:00:03,040
but um I'm wondering if it's uh a choice
rather than a a forced position to to

675
01:00:00,240 --> 01:00:07,760
work the second shift. And when you talk
about going to a third shift, is that a

676
01:00:05,920 --> 01:00:12,319
forced
movement from a day day person to the

677
01:00:10,960 --> 01:00:18,880
third shift?
>> No. th those going to

678
01:00:16,319 --> 01:00:23,680
going to th the people that are working
the third shift, that's a part of the

679
01:00:20,559 --> 01:00:29,440
position that they apply for. So, like I
say, our sign shop, they work third

680
01:00:25,359 --> 01:00:35,291
shift for a month period. in their job
description, in their interview process,

681
01:00:31,280 --> 01:00:40,000
they're told for a duration that we're
[snorts] going to agree a agree upon,

682
01:00:37,920 --> 01:00:45,839
you're going to have to work the third
shift in order to get your work

683
01:00:41,920 --> 01:00:51,520
completed. For the mechanics, we have
four mechanics. We have two that work 7

684
01:00:48,960 --> 01:00:56,960
to 3. We have the the mechanic group
lead that work 6:30 to 3. And then we

685
01:00:55,119 --> 01:01:02,319
have two mechanics that work from 2
o'clock to 10 o'clock.

686
01:01:00,160 --> 01:01:05,760
And then we also have a night
maintenance position for that person is

687
01:01:04,400 --> 01:01:09,200
responsible for doing building
maintenance, minor maintenance on

688
01:01:07,200 --> 01:01:13,760
vehicles and everything like that. That
also works 2 to 10.

689
01:01:11,839 --> 01:01:18,559
We have we have to have that second
shift. We we had this long discussion

690
01:01:16,160 --> 01:01:24,000
because I just had my mechanic group
leader who was a mechanic with the city

691
01:01:20,160 --> 01:01:29,359
for over 30 years. And before he left,
we took the whole six guys because in

692
01:01:27,040 --> 01:01:34,000
the whole time that I've been here, this
hiring a mechanic for the second shift

693
01:01:31,359 --> 01:01:39,440
has been an issue. Um the county doesn't
even operate a second shift anymore um

694
01:01:36,880 --> 01:01:45,920
because they can't find people for it.
There's um Ascendance, I believe, only

695
01:01:43,680 --> 01:01:52,079
uh runs two of their garages a second
shift um which is the old Midstate truck

696
01:01:48,799 --> 01:01:56,720
Ascendances. Um, I state still, which is
the old V&H truck in Marshfield, they

697
01:01:54,079 --> 01:02:02,799
still run a second shift. In my opinion,
we have to end the six guys that work

698
01:01:59,520 --> 01:02:08,400
for me. We need to run a second shift in
order to

699
01:02:04,720 --> 01:02:16,880
uh maintain the fleet that we have. If
we don't want to maintain our fleet, we

700
01:02:12,480 --> 01:02:22,319
will have to buy more vehicles because
sorry, our fleet size, not maintaining

701
01:02:19,599 --> 01:02:28,799
it, maintain our fleet size. We have to
run if we don't run a second shift, a

702
01:02:26,480 --> 01:02:34,160
garbage truck breaks down at 2:00 in the
afternoon. We only have one spare

703
01:02:30,720 --> 01:02:38,559
garbage truck, but we can most of the
time, nine out of ten times, we can get

704
01:02:35,920 --> 01:02:44,799
that truck up and running, whether it be
fixed and or um

705
01:02:42,880 --> 01:02:49,200
cobbled isn't the right word, but pieced
back together operational for the day.

706
01:02:47,599 --> 01:02:53,440
If we didn't, we'd probably have to have
two spares because we have three trucks

707
01:02:51,440 --> 01:02:59,040
that go out all the time. And
unfortunately, our garbage collection is

708
01:02:56,400 --> 01:03:05,200
um stuff that breaks down because it's
picking up 900 stops a day, you know.

709
01:03:01,440 --> 01:03:09,599
So, it does wear out relatively quickly,
you know. But that's the that's the best

710
01:03:06,880 --> 01:03:13,359
part about the second shift is is nine
times out of 10, we can get that thing

711
01:03:11,359 --> 01:03:16,359
back on the road by six o'clock the next
day.

712
01:03:16,640 --> 01:03:23,680
So, this long-term employee that you
just lost

713
01:03:20,799 --> 01:03:28,640
is $40 a week, that would have made a
difference to him

714
01:03:26,000 --> 01:03:31,520
for the shift differential. Was he a
second shift individual?

715
01:03:29,760 --> 01:03:37,039
» No, he wasn't. He was our group lead.
>> Okay. He he he was hired on the second

716
01:03:33,839 --> 01:03:42,319
shift and then as soon as he got a
chance to go to days which was about 15

717
01:03:39,680 --> 01:03:47,280
years into his career he went to days
because he was miss he missed half of

718
01:03:44,720 --> 01:03:52,799
his kids' life you know because he was
working 2 to 10 um

719
01:03:50,799 --> 01:03:56,640
and and and so it was very important for
him to get back on to days as quick as

720
01:03:54,880 --> 01:04:01,359
possible. You know, we've interviewed
very, very good mechanics that have been

721
01:03:58,400 --> 01:04:04,799
mechanics for 15 years, and they've
said, you know, we've made offers to

722
01:04:02,880 --> 01:04:10,880
them, not this year, but this was
previous years, and they said, "I put in

723
01:04:08,000 --> 01:04:16,319
my time on second shift. I want to go. I
I if I came to you, I'd have to stay

724
01:04:12,720 --> 01:04:20,160
days." We have a guy right now that we
um

725
01:04:17,839 --> 01:04:25,440
because of how long it was taking. So
what happened is is we had a vacancy

726
01:04:21,920 --> 01:04:35,359
because um the person that was on uh
second shift is now our group leader. Um

727
01:04:30,319 --> 01:04:41,119
and so we found a person to replace him
after uh three or four months of looking

728
01:04:38,079 --> 01:04:47,839
for it. But we had to concede the second
shift to get and have this person

729
01:04:44,079 --> 01:04:52,400
currently is working until 7 o'clock. So
what is that? that he's working 11 to 7.

730
01:04:49,920 --> 01:04:56,160
We had to concede on that shift just in
in order to get somebody in the building

731
01:04:54,240 --> 01:04:59,680
because I knew this other person was
retiring.

732
01:04:57,760 --> 01:05:04,640
The person that retired was another
mechanic that was 30 year 35 year

733
01:05:02,480 --> 01:05:09,680
mechanic. He came from the private
sector to us about 15 years ago, I think

734
01:05:07,039 --> 01:05:15,280
12 years ago. and he had his time, you
know, he he just didn't want to work the

735
01:05:12,880 --> 01:05:19,760
60 hours or 70 hours a week that some of
these truck shops have to work because

736
01:05:16,960 --> 01:05:23,440
they're all on um you'd be able to tell
me, Todd, because I know you were a

737
01:05:20,960 --> 01:05:27,920
mechanic for years, uh flat rate. He was
on flat rate, so he didn't want to work

738
01:05:25,359 --> 01:05:36,680
that hard anymore because he was 52
years old or whatever, you know. So, um,

739
01:05:32,000 --> 01:05:36,680
like I said, um,

740
01:05:38,799 --> 01:05:45,119
to to attract somebody, we're we're not
we we're not attracting anybody right

741
01:05:42,880 --> 01:05:49,039
now.
>> I would just like to add, Todd, the guy,

742
01:05:46,960 --> 01:05:55,520
the gentleman that left after 30 years
was due to retirement. So, he didn't, it

743
01:05:52,559 --> 01:06:03,440
is not a monetary thing. He had his time
and he had worked with WRS and he

744
01:05:59,599 --> 01:06:10,000
retired and welld deserved. So
yeah, and neither was this last person.

745
01:06:05,680 --> 01:06:13,920
Both of them had been retirements. It
the people that have left were

746
01:06:12,319 --> 01:06:17,920
comfortable, happy with what they were
making because they simply just wanted

747
01:06:15,520 --> 01:06:22,880
to end their careers. The the hardest
part is is trying to attract these young

748
01:06:20,079 --> 01:06:26,880
people that are coming out of college. I
mean, we we've for this has been an

749
01:06:25,200 --> 01:06:32,640
issue for like three years because we've
had uh what three three vacancies in the

750
01:06:30,480 --> 01:06:36,960
four vacancies in the shop. No, three,
sorry. Three vacancies in the shop in

751
01:06:34,799 --> 01:06:43,039
the last three years. We're trying we
tried to get um students at Midstate to

752
01:06:40,640 --> 01:06:46,400
come and work in the afternoons or or
work the second shift for us just to

753
01:06:45,039 --> 01:06:50,559
help out, you know, because some of it
it's simple stuff. Some of it's oil

754
01:06:47,920 --> 01:06:54,079
changes, brake jobs, things like that.
But there is some stuff that's that's

755
01:06:52,319 --> 01:07:00,960
difficult that you need to have the
education for it. Um um but we can't

756
01:06:58,559 --> 01:07:07,200
even attract those kids to come over
here, you know. And there's uh I know a

757
01:07:04,880 --> 01:07:11,920
young man uh that has been out of
Midstate or out of uh the tech school in

758
01:07:10,000 --> 01:07:17,640
Green Bay for four years that's making
45 bucks an hour working second shift

759
01:07:13,920 --> 01:07:17,640
over in Green Bay.

760
01:07:24,319 --> 01:07:29,359
So Paul,
I mean, I get the more money in

761
01:07:28,319 --> 01:07:33,520
different cities because obviously
there's it's bigger and there's probably

762
01:07:30,480 --> 01:07:36,559
more to do, but do you think this 30
cents an hour or whatever the shift

763
01:07:35,119 --> 01:07:39,359
differentials for second shift is going
to make 20 people apply to that

764
01:07:38,400 --> 01:07:42,559
position?
>> No.

765
01:07:39,839 --> 01:07:46,079
» It's just I mean, what are we what are
we going to do to try and help that? Do

766
01:07:44,400 --> 01:07:50,720
you think
a first shift would bump down to second

767
01:07:48,640 --> 01:07:53,760
if the pay was better and they get back
more money and they don't have a family

768
01:07:51,920 --> 01:07:56,640
maybe and then we could hire for for
first shift or I guess I'm just trying

769
01:07:55,039 --> 01:08:01,400
to understand what your thought is on
how we can get somebody to apply to

770
01:07:58,400 --> 01:08:01,400
that.

771
01:08:02,240 --> 01:08:10,160
So this I put this referral in because I
was requested to by my staff, you know,

772
01:08:07,599 --> 01:08:13,599
because this this hasn't been looked at
for

773
01:08:11,680 --> 01:08:16,480
at least 18 years. I can't tell you what
it was prior to that, but I'm pretty

774
01:08:15,039 --> 01:08:24,799
sure that's probably what it was when
the contract was started back in the

775
01:08:18,159 --> 01:08:29,600
early 2000s. Um, but uh I mean it is it
it I feel strongly enough that that we

776
01:08:27,600 --> 01:08:34,640
need the second shift because of what
they accomplish at night. There's lots

777
01:08:31,679 --> 01:08:39,440
of times that they accomplish things
more with those three guys at night than

778
01:08:37,199 --> 01:08:44,960
the three guys do during the day. you
know, uh, both those guys over there can

779
01:08:42,640 --> 01:08:48,080
say they've had stuff that the their
guys have brought in and it goes out a

780
01:08:46,640 --> 01:08:54,799
half hour after they bring it over
there, you know, and they need to have

781
01:08:49,759 --> 01:08:59,679
it the next day, you know. Uh, again, it
it's it's important. They feel like

782
01:08:57,440 --> 01:09:05,359
they're, you know, like you said, 30
cents times 8, that's $2.40 an hour.

783
01:09:02,480 --> 01:09:10,799
That's nothing. It's 10 bucks at the end
of the week. They're making $10 more to

784
01:09:07,520 --> 01:09:13,799
work two o'clock to 10 o'clock at night.
Um,

785
01:09:15,199 --> 01:09:24,159
and I guess I went to, you know, I
understand that we are um in a financial

786
01:09:21,440 --> 01:09:29,520
situation right now. I get it. You know,
I our budget got cut a quarter million

787
01:09:26,080 --> 01:09:33,600
dollars last year. And and to Mattiey's
statement or whatever, if you want me to

788
01:09:31,839 --> 01:09:40,719
absorb three and a half%, tell me what
we're not going to do because asphalt

789
01:09:36,719 --> 01:09:48,920
has gone from $45 a ton 5 years ago to
103 a ton 5 years ago to $103 a ton. Not

790
01:09:45,679 --> 01:09:48,920
my control.

791
01:09:49,199 --> 01:10:00,080
Uh castings have gone from $150 to $325.
We've gone to the point where we're

792
01:09:58,159 --> 01:10:03,960
using old stuff. The only thing that we
replace is when it's broken,

793
01:10:05,679 --> 01:10:13,199
but I I also understand that, you know,
I live in town and pay taxes and know

794
01:10:10,719 --> 01:10:17,840
what it's like. Yeah. I don't I mean I'm
not saying 30 cents is by any means a

795
01:10:16,159 --> 01:10:21,120
lot, but you know I mean I'm just
curious if that would be enough to bring

796
01:10:19,360 --> 01:10:25,840
people into that position or if we're
just

797
01:10:21,840 --> 01:10:31,360
» struggling because of the the 2 to 10.
>> I think sorry I think in one of these

798
01:10:29,840 --> 01:10:38,239
recommendations
you know the second shift thing a buck

799
01:10:33,520 --> 01:10:43,920
50 that runs out to $3,150.
So, say you put just for just for

800
01:10:41,840 --> 01:10:49,199
example purposes, you put somebody in at
step three, which would be the one-year

801
01:10:45,600 --> 01:10:53,199
rate. They're going to go from,
you know, currently they would walk in

802
01:10:51,280 --> 01:10:58,320
at $61,100
and if they went to a $150 for second

803
01:10:55,600 --> 01:11:04,000
shift, they would then be looking at a
$64,000

804
01:11:00,880 --> 01:11:09,920
salary at at step well step three
one-year rate. So then with the rollups

805
01:11:07,199 --> 01:11:14,159
and everything else that the city has,
um, you know, your daytime guys are

806
01:11:11,679 --> 01:11:20,000
making the 61, your second shift are
making the 64.

807
01:11:17,440 --> 01:11:24,880
I I I think it might be enough to get
some arguments for somebody because

808
01:11:21,760 --> 01:11:28,960
we've been close a couple times
and it used to be we could really swing

809
01:11:27,360 --> 01:11:34,640
them with the WRS and the health
insurance and this and that and

810
01:11:30,480 --> 01:11:39,679
everything else. And now this
generation, I forget what letter of the

811
01:11:36,480 --> 01:11:44,960
alphabet gen we're in. They want cold
cash. It's all about cold hard cash on

812
01:11:42,400 --> 01:11:49,520
my check right now. And if it means I
can get it for 75 cents more 30 miles

813
01:11:47,520 --> 01:11:55,360
away, even though they don't do the gas
costing, they're going to go get that.

814
01:11:52,880 --> 01:11:59,760
And we've had that happen. And it hasn't
been just that position. It's in pretty

815
01:11:58,239 --> 01:12:04,800
much every position has been my
experience. Right now it's a I want the

816
01:12:02,239 --> 01:12:09,120
cold hard cash and I'll go wherever the
next best place is offering. And we're

817
01:12:06,560 --> 01:12:17,280
trying to find those that say I
understand the big picture concept. I'm

818
01:12:13,600 --> 01:12:22,080
25 26 years old and I'm maybe out of
that phase and I want to look at

819
01:12:18,640 --> 01:12:25,040
retirement. Holy cow WRS. I want to the
great health insurance because I'm

820
01:12:23,840 --> 01:12:28,880
looking at getting married and having
kids and buying a house and those

821
01:12:26,560 --> 01:12:34,080
things. That's who we're try or what
anybody that we're apply this is, you

822
01:12:31,040 --> 01:12:38,880
know, the total package value of the
city of Wisconsin Rapids besides just

823
01:12:36,800 --> 01:12:44,239
that dollar value. But I think this
might be enough to create a little bit

824
01:12:41,199 --> 01:12:51,080
more interest that they then look at the
full package and be like now I got a

825
01:12:46,000 --> 01:12:51,080
good deal. My two cents.

826
01:12:53,840 --> 01:12:59,679
older person Tim, you uh you
[clears throat] asked me a question of

827
01:12:56,640 --> 01:13:03,440
what I think it needs to be or whatever.
Um

828
01:13:01,360 --> 01:13:08,960
when the when the wage study was put in
place, you know, as Ryan had said, our

829
01:13:06,640 --> 01:13:15,840
wages were our starting wages were cut
down to whatever he just said. If I

830
01:13:12,640 --> 01:13:22,080
remember right, it was like $35 an hour.
um Chief Host's I believe when he first

831
01:13:19,280 --> 01:13:28,800
started to ask for the the last referral
that that you had originally shared or

832
01:13:25,360 --> 01:13:35,840
that you just passed um Chief Host had
um a graph in one of his original things

833
01:13:32,719 --> 01:13:41,520
that had showed that our officers were
making I think it was like $3,500 more

834
01:13:39,040 --> 01:13:46,880
than Steven's Point. And you had the pay
scales of of uh point and sorry this

835
01:13:44,560 --> 01:13:51,040
microphone stinks. Had the pay scales of
point and and Wisconsin or the wood

836
01:13:49,280 --> 01:13:56,239
county highway and things like that.
Years ago we used to get 75 to 80 people

837
01:13:53,920 --> 01:14:00,400
apply for a common labor position. We're
getting like 25 now. I used to be able

838
01:13:58,640 --> 01:14:04,480
to pull people from Wood County Highway
and people from Point and people from

839
01:14:02,239 --> 01:14:11,840
Marshfield. I don't pull anybody
anymore, you know. Um so we're equals to

840
01:14:09,360 --> 01:14:15,679
those people. where before we were in
the same boat that the police department

841
01:14:13,360 --> 01:14:21,600
was where we were pulling those people
because they were getting a pay increase

842
01:14:17,679 --> 01:14:26,400
and they're not now. So, um I would say
to attract people we have to be more

843
01:14:24,560 --> 01:14:29,400
competitive than than what our neighbors
are.

844
01:14:30,400 --> 01:14:33,800
» Thank you, Paul.

845
01:14:33,840 --> 01:14:40,080
When is the next time we're going to
look at the uh streets department and do

846
01:14:37,920 --> 01:14:44,560
a comparison
with our neighboring municipalities?

847
01:14:42,239 --> 01:14:48,239
When is the next Well,
>> next time I'm doing the market Yes.

848
01:14:46,320 --> 01:14:50,480
» survey. Actually, we've started that
already. So, it'll be Yeah.

849
01:14:49,840 --> 01:14:55,040
» Great.
>> Yep. And again, I could tell you right

850
01:14:52,560 --> 01:14:59,440
now it's within range. There's going to
be most of them that are within range.

851
01:14:57,440 --> 01:15:03,760
The problem is they identify some of
their positions different than ours, but

852
01:15:01,679 --> 01:15:09,360
I we sifted through that the first time
we did the study. Um, and now it'll just

853
01:15:06,719 --> 01:15:16,320
be checking things out. Um, but yeah,
we've started that already. Uh, and the

854
01:15:13,440 --> 01:15:24,560
the caveat to it is going to be that
introductory wage um versus somebody

855
01:15:20,480 --> 01:15:28,320
else's starting rate. Um, but that's
that's where that's at. ranges I feel

856
01:15:26,880 --> 01:15:33,040
fairly comfortable. There will be a
couple that will probably need

857
01:15:29,840 --> 01:15:37,440
adjustments um similarly to to what we
talked about this evening, but

858
01:15:35,679 --> 01:15:42,159
not 20 of them.
>> And do we have the 30 and 40 cent shift

859
01:15:39,679 --> 01:15:46,960
differential
listed in our current policy?

860
01:15:45,040 --> 01:15:51,120
No. What's our current policy on ship
journ? It's really 30 and 40 cents.

861
01:15:49,280 --> 01:15:54,080
» It's currently 30 and 40 cents. Yeah,
Paul. Yeah.

862
01:15:52,159 --> 01:15:59,120
» And we have policy that states that.
>> Mhm. So this referral would just be

863
01:15:55,760 --> 01:16:02,120
changing those items in that policy.
>> Correct.

864
01:16:09,987 --> 01:16:12,007
[clears throat]

865
01:16:12,800 --> 01:16:22,000
» May I speak?
>> Please. I'd like to make a motion to

866
01:16:18,159 --> 01:16:30,560
consider a second shift differential of
$1 per hour and a third shift

867
01:16:25,040 --> 01:16:35,520
differential of $1.50 per hour.
>> Motion by Ferky, second by Holly. All

868
01:16:33,760 --> 01:16:40,640
those in favor?
>> I as have it 30.

869
01:16:38,320 --> 01:16:46,040
» What were the amounts again?
>> Okay, thank you.

870
01:16:43,040 --> 01:16:46,040
Right.

871
01:16:47,199 --> 01:16:54,159
Item eight, adjournment. Meeting
adjourns at 4:48 p.m. Thank you.