Page 33 - Benbrook FY20 Approved Budget

CITY OF BENBROOK 2019-20 ANNUAL BUDGET

compliance violations; maintenance of dignity and enhancement of homes and property to citizens and residents who are unable to correct
code violations due to physical and financial constraints; reduction in the number of repeat violators; creation of enhanced community
collaboration; and improvement in overall community appearance.

Storefront Improvement Program

The Benbrook Economic Development Corporation (BEDC) promotes a diverse and vital economy by attracting new businesses, retaining and
supporting existing businesses, facilitating desired development, and promoting Benbrook to new residents and visitors. In support of existing
businesses, with preference to those located along the Benbrook Boulevard/US Highway 377 highway corridor, and to enhance the overall
physical appearance and commercial appeal of Benbrook, the BEDC offers a matching fund reimbursement grant, the Storefront Improvement
Program, to eligible businesses that wish to improve building facades or other exterior features of existing commercial buildings. The Storefront
Improvement Program offers a fifty percent matching grant, not to exceed $20,000, for costs associated with approved eligible improvements.

TO IMPROVE THE EFFICIENCY AND EFFECTIVENESS OF GOVERNMENT SERVICES

Benbrook's government operates more efficiently and effectively through the implementation of enhanced employee benefits, updated
technology and equipment, consolidation of services, and identification of special revenue sources.

EMPLOYEE BENEFITS ENHANCEMENTS

The City strives to keep employee turnover at a minimum and succeeds by being competitive with salary and benefits for new hires and for
current employees. The City operates with the philosophy of recruiting highly-qualified and top-quality employees by offering above-average
salaries and competitive benefits and of retaining employees through the provision of merit increases, promotional opportunities,
stability/longevity pay, and an excellent retirement system with five-year vesting and retirement eligibility after twenty years of service.

The 2019-20 Budget includes funds to finance a two and one-half percent across-the-board salary adjustment to the City’s Classification and
Compensation Matrix.

In the summer of 2009, an outside consultant completed an analysis and study of the City’s classification and compensation system for full-
time positions. The consultant recommended re-structuring the City’s Classification and Compensation Matrix to a fifty grade and seven-step
matrix with a five-percent increase for each grade and between each step. The grades range from twenty-two to forty-nine; the City
Manager’s salary is at grade forty-nine and Field Service Worker is assigned to grade twenty-two. Employees at steps one through six of
the City's seven-step classification and compensation system are eligible to receive a one-step or five percent increase for merit on the
employee’s anniversary date. Funds are also included in the 2019-20 Budget to finance scheduled merit increases. Merit increases are not
automatic and require the approval of the employee’s supervisor and of the City Manager.

33 | P a g e