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Agenda Item: 12(c) |
Prepared By: Casey Lucius, Ph.D., Assistant City Manager |
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Business: City Council Item |
Department: Executive |
Subject:
Title
Salary Survey Findings and Recommendations, Casey Lucius, Ph.D., Assistant City Manager
Body
BACKGROUND:
On October 16, 2024 City Council approved the City Manager’s goals for 2025 which included conducting a salary survey and developing a proposal for adjusting wages to ensure Marco Island wages are market competitive. The attached memo outlines our salary study approach, findings, and recommendations.
In 2022 the City hired Evergreen Solutions to conduct a salary study. Evergreen selected 62 benchmark positions; most were manager and director level positions. In 2025, we conducted an internal salary study and selected 38 benchmarks positions, primarily from mid-grades (grades 3-7) that were not studied in the previous salary survey. Grades are categorized by level of experience, skills, education, and scope of responsibility required for the job.
HR collected salary ranges and actual salaries for each of these positions from each comparable city/county. For each benchmark we included information on how many responses were received and how close of a match the job description is to our position.
Our goal is to ensure the City of Marco Island is paying competitive wages to recruit and retain skilled and educated employees. To avoid compression between ranges, any change to a salary range would be applied across all grades.
The City of Marco Island has 12 grades. Grade 1 consists of a few part time positions with starting pay at $15.83. We did not benchmark any of our part time positions. Each position is categorized into a grade based on skills required and scope of responsibility. Each grade includes a salary range. The City of Marco Island hires at the minimum salary and with some exceptions, we will offer a highly qualified candidate 10% - 15% above the minimum.
Analysis and Findings:
• Of the 11 full time grades, Marco Island’s ranges are below the average minimum in 7 grades, and below the maximum ranges in 8 out of 11 grades.
• Marco Island minimum salary ranges are 3.25% below the comparables and 5.45% below the maximum salary ranges of the comparable cities/counties. The median difference is 4.35%.
• Average City Manager salaries from the comps: $260,966.69, 14.3% above the City Manager’s salary (no ranges available)
Attachments:
• 2025 Salary Study Data
• Summary of Comparable salary ranges compared to Marco Island salary ranges
• Summary comparison data with a 4% adjustment
• Summary of actual salary comparisons with a 4% adjustment
• Marco Island compensation guidelines
• City Manager goals for 2025
FUNDING SOURCE / FISCAL IMPACT:
• Cost for salary increase for 5 months of FY25 (inclusive of all benefits, taxes, FICA, and retirement contributions)
o General Fund: $125,331
o Water and Sewer Fund: $105,913
o Building Fund: $39,019
For the remainder of FY25, this can be funded through attrition. It will then be added to future years budgets.
RECOMMENDATION:
1. Adjust the salary ranges (minimums, midpoint, and maximums for each grade) by 4%
2. Adjust actual salaries for all general employees (non-union) by 4%
3. Ensure no employee is below the new minimum salary; adjust accordingly.
4. Implement the pay period beginning May 5, 2025
POTENTIAL MOTION: I move to approve the staff recommendation of adjusting salary ranges by 4% and increasing general employee salaries by 4% effective May 5, 2025.