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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 Board adopted substantial revisions to the Village’s Appointee Pay Plan on June 11, 2024, following a contracted non-union compensation and classification study. At the time of adoption, the Village Board requested regular comprehensive reviews of the Appointee Pay Plan.
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Recommended Action
Adopt the Resolution.
Prior Board Action
The Board has previously adopted multiple amendments to Appendices I and VII. The most recent Board actions include the following:
• On January 27, 2026, the Board adopted amendments to Appendices I and VII to reflect changes in non-union positions authorized in the fiscal year 2026 budget.
• On August 5, 2025, the Board adopted amendments to Appendix VII to reflect a new pay classification for seven (7) senior appointee positions.
• On February 18, 2025, the Board adopted amendments to Appendices I and VII to reflect changes in non-union positions authorized in the fiscal year 2025 budget.
• On June 11, 2024, the Board adopted amendments to Appendices I and VII to reflect the 2023-2024 Non-Union Compensation and Classification Study.
• On June 5, 2023, the Board adopted amendments to Appendices I and 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. At the time of adoption, staff committed to bi-annual comprehensive reviews of the Appointee Pay Plan to ensure employees receive competitive compensation.
The Village used a 10-factor analysis to evaluate all non-union positions in comparison to one another to identify appropriate pay grades. As a part of the review, human resources analyzed the most recent job descriptions for all budgeted non-union positions. As a result of that analysis, staff recommends the regrading of the following positions to the grades listed:
• Grade 11: Assistant Village Attorney (+1)
• Grade 11: Chief Communications Officer (+1)
• Grade 11: Chief Diversity Equity & Inclusion Officer (+1)
• Grade 11: Chief Sustainability Officer (+1)
• Grade 10: Administrative Police Commander (+1)
• Grade 10: Forestry Superintendent (+1)
• Grade 10: Streets Superintendent (+1)
• Grade 10: Water & Sewer Superintendent (+1)
• Grade 9: Building Maintenance Superintendent (+1)
• Grade 9: Business License Manager/Administrative Officer (+1)
• Grade 9: Economic Vitality Administrator (-1)
• Grade 9: Fleet Services Superintendent (+1)
• Grade 9: Information Technology Operations Manager (+1)
• Grade 9: Neighborhood Code Compliance Manager (+1)
• Grade 8: Neighborhood Programs Manager (+1)
• Grade 8: Environmental Health Manager (+1)
• Grade 7: Collective Impact Manager (+1)
• Grade 7: Communications/Social Media Manager (+1)
• Grade 7: DEI Manager (+1)
• Grade 7: Media Production Manager (+1)
• Grade 7: Sustainability Coordinator (+1)
• Grade 6: Strategic Intelligence Manager (-1)
• Grade 5: Police Records Supervisor (+1)
• Grade 5: Executive Coordinator for the Office of the Village Manager (+1)
• Grade 4: Parking Enforcement Supervisor (+1)
• Grade 4: Communications and Social Media Coordinator (+1)
• Grade 3: Public Health Analyst (+1)
• Grade 2: Epidemiologist (-1)
• Grade 2: Municipal Court Bailiff (-1)
Additionally, staff proposes assessing a 3% increase to current salary grade minimums and maximums. The cumulative Consumer Price Index (CPI) for the Chicago-Naperville-Elgin region rose approximately 6.1% between June of 2024 (adoption of new pay plan) and June of 2026. The State & Local Employment Cost Index (ECI) is estimated at 8-9% for the same period of time. A 3% increase to salary grade ranges allows the Village to maintain pace with non-sworn internal salary comparables and not fall too far behind in market competitiveness.
Timing Considerations
There are no timing considerations related to this item.
Budget Impact
Adjustments to the pay ranges do not necessitate pay increases for all positions within the range; however, staff anticipates making some salary adjustments based on the Board’s direction to ensure employees fall at or above the new salary grade minimums and continue efforts to ensure equitable distribution of pay. As proposed, total costs associated with moving employees to newly proposed minimums are approximately $37,000 in annualized base salary adjustments. These funds are budgeted in FY26 as part of the ongoing non-union salary study adjustment funding.
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 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 candidates. While staff recommends the adoption of these changes 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 employees on a regular basis.
Community Input
There has been no community input given in relation to this item.
Staff Recommendation
Staff recommends that the Village Board adopt the resolution and direct staff to continue the evaluation of the compensation for all non-union positions as a part of a bi-annual non-union salary review. The next regularly scheduled review would be in 2028.
Advantages:
• This action ensures consideration of compensation for all non-union positions.
Disadvantages:
• There are increased salary costs associated with the adoption of a new pay plan.
Alternatives
Alternative 1:
The Village Board could 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 and retention efforts.
Anticipated Future Actions
Staff plans to conduct the next bi-annual review of the Appointee Pay Plan in 2028.
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 (redline)
3. Proposed Appendix VII (clean)