The Grants Pass City Council directed City Staff to bring a salary schedule 10% less than the Taskforce Recommendation to consider at a later date.
The council was presented with updated approaches to adjusting the Non-bargaining Employee's compensation and classification based on market analysis and Oregon Pay Equity law.
The funding for these adjustments is in the budget. These aren't merit increases, it's a question of if these positions are paid competitively and whether employee placement is consistent with their experience.
The goal was to find the most cost-effective salary schedule adjustment and implementation that allows for recruitment and retention of qualified employees and ensures compliance with legal requirements.
Four options were presented to the council. The first was recommended by the Taskforce starting with a 2.71% Cost Of Living Adjustment (COLA) with phased implementation over the five fiscal years. The second would be Full Implementation starting with the same COLA, then 3% over subsequent fiscal years.
A third option would be to restructure the current schedule, and the fourth would focus on Public Safety only, Police and Fire schedules, with a 3.02% COLA pre-replacement.
In a synopsis from the mayor, the council was leaning towards bringing the numbers from the recommended schedule down to a median range within other Southern Oregon cities. Councilman Rob Pell motioned asking for a schedule 10% less than Taskforce's Recommendation, which passed unanimously.
Before adjourning, Councilwoman Indra Nicholas recommended discussing taking the city manager's position out of the pay structure and doing something different. Further discussion will take place at a future workshop
