La Crosse Public Library  
800 Main Street  
City of La Crosse, Wisconsin  
La Crosse WI 54601  
Meeting Minutes  
Library Board  
Tuesday, September 6, 2022  
5:00 PM  
La Crosse Main Library  
Auditorium (Lower Level)  
COMMITTEE OF THE WHOLE  
Call to Order  
PRESENT:  
Kathy Ivey, Sue Anglehart, Katie Bittner, Aaron Engel (left at 5:23 pm), Mac Kiel,  
Bryan Morris, Ross Seymour, Araysa Simpson, Jess Thill  
The Chair, Ms. Ivey, called the meeting to order at 5:02 p.m.  
Agenda  
1. Brief Review of Library Employee Compensation  
Library Board’s role according to Wisconsin Statutes Chapter 43 has the authority to  
set compensation levels.  
The previous pay and class study was done 2013-2014 by Springstead which  
performed a separate study for the La Crosse Public Library from that of the City of La  
Crosse. That study was paid for by the Library and was not part of the City study. This  
resulted in a separate compensation schedule for the Library from other City  
employees.  
The Library’s salary structure contains 24 grades and 11 steps; not all grades are  
used.  
An up-to-date classification and compensation plan helps management be  
consistent in the administration of compensation, and the Library Board has the  
authority to set this.  
2. Introductions  
2.1  
2.2  
Senior Consultant with McGrath Human Resources Group –  
Malayna Halvorson Maes  
City of La Crosse Director of Human Resources – David Buroker  
3. McGrath Human Resources Group Presentation  
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.  
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  
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.