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TOWN OF WICKENBURG PAY PRACTICE & BENEFITS POLICY UPDATES – Res 2371 Tarah Mayerhofer, HR Director April 7, 2025 • Enhance policies to attract, retain, and reward employees • Align with the Total Rewards Philosophy & Supporting Strategies • Ensure internal equity and external competitiveness • Address operational needs and employee concerns Purpose 2 • Guiding Principle: Attract, retain, and engage a high-performing workforce • Commitment to: Competitive wages • Transparent and fair compensation • Professional development opportunities • Recognizing employee contributions 3 Total Rewards Philosophy • Innovative & High-Performing Organization • Maintain a clean, safe, and sustainable workplace • Provide competitive benefits to attract and retain talent • Ensure outstanding service delivery at an exceptional value 4 Strategic Plan Alignment • Probation Policy: Clarifications on duration, extensions, and promotion eligibility • Bereavement Leave: Expanded eligibility and standardized duration • Specialty Pay Enhancements: • Field Training Officer (FTO) Pay • Bilingual Pay • Stand-by & Call-back Compensation: Clearer pay structures 5 Overview of Proposed Changes • Clarifies probation periods for new employees • Defines extensions and eligibility for promotions • Ensures consistency across departments 6 Probation Policy Update • Expanded Definition of Family: Now includes domestic partners, great- grandparents, and extended relatives • Standardized Leave Duration: Creates consistency and fairness across the organization 7 Bereavement Leave Updates • Recognizes additional responsibilities of training new officers • Compensation: 5% increase in hourly pay during training period • Estimated Cost: $3,477.60 annually 8 Specialty Pay – Field Training Officer (FTO) Pay • Compensation for employees using language skills in service to the community • Non-Exempt Employees: $0.75 per hour • Exempt Employees: $80 per pay period • Estimated Cost: $14,560 annually 9 Specialty Pay – Bilingual Pay • Provides clear pay structures for employees required to be on-call • Ensures fair compensation for those responding outside regular hours • Police • Fire • Public Works • Emergencies • Minimal fiscal impact, absorbed within existing budgets 10 Stand-by & Call-Back Compensation • Bereavement Leave & Probation Policies: No additional cost • FTO Pay: $3,477.60 annually • Bilingual Pay: $14,560 annually • Call-Back Pay: Absorbed within budget, subject to departmental demand Fiscal Impact Summary 11 • Supports a high-performing, customer -focused workforce • Aligns with the Council’s approved Compensation Philosophy & Strategies • Reinforces Wickenburg as a desirable place to work • Updates reflect fair, competitive, and transparent compensation practices • Supports employee retention, job satisfaction, and service excellence 12 Why These Changes Matter Questions? 13