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A Resolution Approving Amendments to Appendix I (“Job Classification & Fair Labor Standards Act (FLSA) Status”) and 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. Appendices I and VII have been updated to reflect changes to the classifications in Fiscal Year 2026.
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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 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.
Since the adoption of the new Non-Union Pay Plan, staff have continued to assess the compensation plan for non-union employees. The proposed revisions to Appendix I and Appendix VII primarily reflect positions that were newly eliminated or budgeted for in the Board’s adopted Fiscal Year 2026 budget. However, there are recommendations to adjust pay grades for three additional positions based on current market conditions:
• The Civil Engineer I role is proposed to move from Grade 4 ($67,143 - $97,357) to Grade 6 ($80,100 to $116,145)
• The Civil Engineer II role is proposed to move from Grade 7 ($85,707 - $124,275) to Grade 8 ($91,706 - $132,974)
• The Deputy Chief Financial Officer is proposed to move from Grade 10 ($111,000 - $160,950) to Grade 11 ($121,000 - $177,045)
The regrading of these particular positions is part of the Village’s targeted recruitment and retention strategy.
As shared at the time of implementation of the new pay plan in 2024, later this year, staff will begin conducting a comprehensive bi-annual review of the non-union compensation program and will bring forward additional recommendations regarding grade minimums and maximums, and appropriate grading.
Timing Considerations
Staff hope to implement new pay grades in advance of key spring recruitments.
Budget Impact
Adjustments to the pay ranges do not necessitate pay increases for all positions within the range, however staff anticipate making some salary adjustments based on the Board’s direction to ensure equitable distribution of pay. 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 recommend 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 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 as a part of a bi-annual non-union salary review.
Advantages:
• This action allows for targeted recruitment and retention of specific positions in FY26.
• 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:
Alternatively, 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 and retention efforts for key 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 and retention efforts for select positions.
Anticipated Future Actions
Should the Board adopt the proposed resolution, staff will return to the Board with additional recommendations regarding Appendix VI and 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