3. McGrath Human Resources Group Presentation
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The goal of the classification and compensation study is to ensure the City of La
Crosse’s salary structures are market competitive with peer communities and the
regional labor market to support retention and recruitment of high-quality employees.
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A summary of the study methodology to date was shared which included interviews,
review of current data and policies, solicited compensation data from comparable
organizations, and reviewed position questionnaires.
•
Market summary findings are based on a comparison of the City’s salary range
and/or salaries to the “market.”
Summary findings are that the current Library salary structure is sufficiently
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designed and can continue with 11 steps at 2.75% increments; salary ranges will need
to be adjusted to better reflect the external market and internal equity; maintaining a
separate salary schedule will not allow for ranges to be identical with the City;
reiterated that the Library Board has the statutory authority to set the compensation of
library personnel.
•
Current challenges with using the existing Library salary schedule means it is a
stand-alone with differing pay ranges than that of the City; cost of living adjustments
and annual adjustments for employees are not always the same and yet Library
employees are City employees with the same benefits package but compensation
differs.
•
By allowing the Library to join the City’s salary schedule would place Library
employees on a singular salary schedule developed objectively by McGrath with
feedback from the Library Director; cost of living and annual adjustments would be
consistent between the Library and City employees creating equity and fairness; there
would be efficiency in administering compensation policies uniformly across the City
and Library; and supports collaboration between the two.
4. Discussion of Options for Next Steps
•
David Buroker, City of La Crosse Director of Human Resources, explained that the
City of La Crosse has set aside in the 2022 budget $200,000 for adjustments which
includes Library employees. HR is proposing Council adopt a 3% cost of living
increase for 2023 which includes Library employees.
•
Benefits of a singular salary schedule include efficiencies for both City HR and
Library leadership in recruiting, hiring, and onboarding new employees.
Public Comment
Adjournment
None.
Ms. Ivey adjourned the Committee of the Whole at 6:25 p.m.