From: Date: Subject:
Background:
Webster Town Board Kelsey Feeney, PHR, Director of Human Resources April 23, 2026 Pay Compression Issue – Chief of Police and Police Captain
In June of 2023, the Human Resources Director created a salary schedule for Non-Union Employees (excluding Library employees, the Police Captain and Chief of Police) and presented it to the Town Board for approval. Prior to the adoption of salary schedules for Non-Union employees, compensation was based upon employee tenure and focused on the individual in the position rather than the position. Implementing salary schedules provided budget control and predictability by establishing minimum and maximum pay ranges for each role, also helping to prevent pay compression. The Chief of Police position was not placed on a salary schedule because it was believed that the role’s compensation aligned more closely with the 1000 Club positions (Police Union), which does not follow a salary schedule. Current Situation:
The Chief of Police receives the same COLA as Non-Union employees, while the Police Captain receives the same COLA in the 1000 Club contract. Historically, Police contract COLAs are higher than Non-Union COLAs. As a result, pay compression developed between the Chief of Police and Police Captain. In 2023, the pay gap between the two positions was just under 10% (9.61%). By 2026, the gap is just under 6% (5.96%). If this issue is not addressed, the pay difference could shrink to approximately 2% by 2030. The charts below show the base pay for both positions and illustrate the presence of pay compression.
I respectfully recommend that the Town Board adopt a resolution adjusting Chief Kohlmeier’s 2026 base salary, effective January 1, 2026, to an amount set at ten percent (10%) above the Police Captain’s base salary. I also recommend that the Town Board approve a motion establishing that in future years, the Chief of Police will receive the same COLA increase provided in Article 3 of the 1000 Club CBA. With this adjustment, the Chief’s base salary would increase by $5,942, expand the compression gap from 5.96% to 9.65%, and resolve the pay compression issue moving forward.