HomeMy WebLinkAboutEXECUTIVE SESSION - 03/16/2021 - Personnel (2)PON
EXECUTIVE SESSION
March 16, 2021
7:39 p.m.
Chernick Conference Room
TOPIC: ❑ LITIGATION X PERSONNEL ❑ LAND ACQUISITION
VILLAGE BOARD
MEMBERS PRESENT
C. JOHNSON
Mayor
N. CZARNIK
Village Trustee
P. FEICHTER
Village Trustee
J. FRANKE
Village Trustee
S. LISSNER
Village Trustee
C. PROCHNO
Village Trustee
S. SCHMIDT
Village Trustee
VILLAGE BOARD
MEMBERS ABSENT
STAFF PRESENT
R. RUMMEL
Village Manager
M. ROAN
Deputy Village Manager
M. JABLONSKI
Assistant Village Manager
Pursuant to a duly made and approved motion and a majority vote at a regularly scheduled meeting
of the Mayor and Board of Trustees on March 16, 2021, this Executive Session was called to
consider review of Personnel.
Number of pages attached: 1
Date(s) of review for release: February 2022
Date of approval for release:
Date approved by Village Board: August 17, 2021
March 16, 2021
7:39 pm
The Board discussed the 2021-2022 Wage and Salary Plan proposed by the Village Manager,
which includes 2.5% pay raises for non -union employee, as well as a Merit pool of 0 to 2% for
Management/Administrative and Supervisory employees in Open Merit. The Plan also includes a
$25 increase for non -union longevity and MEP, to maintain comparability with the increase
provided for in PW, Police and Fire union contracts.
The proposed Wage and Salary Plan also includes the following personnel items:
An additional 1.74 % increase to the pay range for the Utility Operator Foreman to align
with the average salary for this position at surrounding communities.
Mayor Johnson asked why management employees get MEP, noting he thought it was to keep
Police Sergeants from lagging behind Officers in the Police Union. Village Manager Rummel
noted that the MEP program was approved by the Board about 20 years ago, and he could not
remember their specific reasons offhand, but could do some research. He noted that the
employees included in the MEP program has not changed since it was first established.
The Board discussed the salary survey for the Utility Operator Foreman, and discussed why the
ranges varied in different communities. Village Manager Rummel noted that this is a skilled
position, and that we try to keep our salary ranges at the average to ensure we can recruit
qualified candidates and to prevent employees from leaving to take a higher paid position
elsewhere. Mayor Johnson suggested leaving the minimum of the pay range as is, but increasing
the maximum of the range by 1.74%.
The consensus of the Board was to approve the 2021-2022 wage and Salary Plan as proposed,
with the exception of leaving the minimum pay range of the Utility Operator Foreman at its
current level.
The meeting was adjourned at 7:51 pm.