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A Resolution Approving Amendments to Appendix VII (“Appointee Pay Plan Schedule”) of the Village of Oak Park Personnel Manual
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Introduction
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The Village of Oak Park Personnel Manual includes personnel policies that set expectations for employee and management responsibilities, ensure employees are treated in a fair and consistent manner, inform employees of their rights and benefits, and comply with State and Federal regulations. Staff regularly review the Personnel Manual and make periodic updates to ensure the Village complies with applicable laws and the policy manual is consistent with the Village’s authorized budget. Appendix VII has been updated to reflect changes to the classifications for seven senior positions in Fiscal Year 2025.
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Recommended Action
Adopt the Resolution
Prior Board Action
The Board has previously adopted multiple amendments to Appendix VII. The most recent Board actions include the following:
• On February 18, 2025, the Board adopted amendments to Appendix VII to reflect changes in non-union positions authorized in the fiscal year 2025 budget.
• On June 11, 2024, the Board adopted amendments to Appendix VII to reflect the 2023-2024 Non-Union Compensation and Classification Study.
• On June 5, 2023, the Board adopted amendments to Appendix VII to reflect changes to authorized positions and classifications.
• On April 24, 2023, the Board approved a Professional Services Agreement with GovHR USA to conduct a Classification and Compensation Study for Non-Union positions.
Background
In 2023, following the issuance of a Request for Proposals, the Board approved a Professional Services Agreement with GovHR USA (“GovHR”) to conduct a Classification and Compensation Study. The purpose of that study was to evaluate the Village’s non-union job descriptions, compensation system, and benefits, and determine the correct market pay for each position. This is a regular activity of the Village designed to ensure employees receive fair and equitable wages that support the Village’s recruitment and retention efforts, all for the ultimate purpose of providing world-class baseline services and achieving the Board and community’s ambitious goals. GovHR staff presented the findings of the study on February 13, 2024, and the Board subsequently adopted GovHR’s recommendation with a 50th percentile compensation strategy for non-union employees on June 11, 2024.
Since the adoption of the new Non-Union Pay Plan, staff have continued to receive real-time market feedback on compensation for position classifications through the recruitment process. As a result of that feedback, and in the interest of forthcoming recruitments for senior positions, staff have conducted a re-assessment of the following classifications: Deputy Village Manager, Finance Director, Fire Chief, Police Chief, Public Works Director, and Village Attorney. In most communities, these are the most senior and highest paid positions outside of the City/Village Manager. Staff utilized publicly available data from the same communities identified as comparable to Oak Park by GovHR and found that average salaries for the listed positions were in the top quartile or, in some cases, exceeded the Village’s maximum salary for the Grade 12. In order to enhance the Village’s ability to recruit and retain these positions, in addition to addressing compression amongst the sworn public safety leadership positions, staff recommend the addition of a new Grade 13 to include the Deputy Village Manager, Finance Director, Fire Chief, Police Chief, Public Works Director, and Village Attorney. This new range would have a minimum of $162,500 and a maximum of $235,600.
Timing Considerations
Staff are seeking amendments to Appendix VII in advance of opening up fall recruitment for senior positions.
Budget Impact
Adjustments to the pay ranges do not necessitate pay increases for all positions within the range. Only in the event that an employee falls below the minimum would a pay increase automatically occur. In this case, a pay adjustment would be required for one impacted employee to be brought to the new range minimum. The salary impact is $2,858.31 plus associated payroll taxes (which may include Social Security, Medicare, State and Federal unemployment taxes, and pension contributions. No budget amendment would be required.
Staffing Impact
There is no staffing impact associated with this item. The item aligns with the Human Resources department’s core service delivery.
DEI Impact
Changes to employee compensation can have both benefits and risks with regard to organizational diversity, equity, and inclusion. When senior roles are undercompensated, municipalities may struggle to recruit best-in-class candidates, especially from diverse and underrepresented backgrounds. Competitive pay can help recruit and retain diverse senior leadership. While staff recommend the adoption of a new pay grade, in order to ensure internal equity and avoid vertical pay dispersion in which there are large pay gaps between executives and lower levels, the Village must continue to assess pay for all other employees.
Community Input
There has been no community input given in relation to this item.
Staff Recommendation
Staff recommend that the Village Board adopt the resolution and direct staff to continue the evaluation of the compensation for all other non-union positions, with recommendations for other market changes to be brought forward to the Village Board in alignment with the fiscal year 2026 adopted budget.
Advantages:
• This action allows for targeted recruitment of specific senior leadership positions in the Fall of 2025
• This action ensures consideration of compensation for all non-union positions.
Disadvantages:
• This action delays consideration for all other non-union positions
Alternatives
Alternative 1:
Alternately, the Board could delay adoption of the resolution until additional analysis can be conducted for all non-union positions.
Advantages:
• This action addresses all non-union positions simultaneously
Disadvantages:
• This action may delay or weaken the Village’s recruitment efforts for key senior leadership positions.
Alternative 2:
The Village Board could also maintain the status quo.
Advantages:
• This action allows the Board more time to consider its compensation strategy.
Disadvantages:
• This action may delay or weaken the Village’s recruitment efforts for select senior leadership positions.
Anticipated Future Actions
Should the Board adopt the proposed resolution, staff will return to the Board with additional recommendations regarding Appendix VII that address all non-union classifications and pay grades.
Prepared By: Kira Tchang, Assistant Village Manager/HR Director
Reviewed By: Jack Malec, Assistant to the Village Manager
Approved By: Kevin J. Jackson, Village Manager
Attachment(s):
1. Resolution
2. Proposed Appendix VII
3. Current Appendix VII
4. Comparable Community Salary Assessment 2025