Page 157 - City of Westlake FY20 Budget

Section 3
General Fund Overview

Budgeted to be $5M and comprises 45% of General Fund total expenditures and other uses. This reflects
an 12% increase of $561K when compared to prior year estimates.

1. This is due to the addition of three new positions:
• Full Time Fire Dept Business Manager (+1) FY 18/19 FY 19/20 Change Change
• Full Time Public Works Technician (+1) Department Name Estimated Adopted Amount Percent
• Part Time Academy Accounting Technician General Service 1.00 1.00 - 0%
(+.5) Town Manager 3.00 4.00 1.00 33%
Planning & Development 4.00 4.00 - 0%
2. The Town is realizing a full year’s salary for Town Secretary 1.50 1.50 - 0%
16%
2.50
changes made during the last fiscal year. (- Emergency Services 15.50 18.00 (0.50) -13%
3.75
3.25
Court Dept
.50) Marshal Dept 0.50 1.00 0.50 100%
• additional employees and promotions Juvenile Cases - .050 0.50 100%
• changes to departmental allocation Public Works 4.00 4.33 0.33 8%
Facilities Maintenance 1.00 0.83 (0.17) -17%
3. The following changes are proposed for Finance Dept 4.00 4.50 0.50 13%
FY19/20 Park & Recreation 1.00 0.83 (0.17) -17%
2.00
2.00
-
0%
Information Technology
• Market band adjustments of $212K Human Resources 2.00 2.00 - 0%
• Performance Pay of $54K Communications 2.00 2.00 - 0%
• Adding car and phone allowances Total Employees 45.25 49.75 4.50 10%
• The Marshal’s department will transition
four part-time marshals into one full time employee. (+1)
• The Fire Department will transition three part-time fire fighters to one full time employee each. +(1.5) The
increase in costs are partially offset by the reduction of the current part-time wages for the fire fighter
positions.
• Employee Insurance reflects a 23% increase of $147K. Due to anticipated plan changes; anticipated changes
to existing employee coverage; additional insurance if FY19/20 adopted positions are approved.

Compensation Plan and Salary Survey: The Town of Westlake believes that market-based salary, in
combination with employee competence and their overall contribution to the Town’s success, should largely
determine their compensation and career advancement opportunities. The ultimate goal of the compensation
plan is to attract and retain top talent and utilize best practices in all systems and processes supporting the plan.

Pay Increases: Salary adjustments will be made in order to remain competitive, retain talent, and reward
outstanding performance. Pay increases may occur due to market adjustments, or through performance
pay. All forms of compensation are subject to Town Manager approval and available funding appropriated on
an annual basis by the Town Council.

Market Adjustments: Budgeted to be $212K ($175K base). The Town will conduct an annual market salary
study in preparation for the upcoming fiscal year budget. Depending on the results of the market study, and if
funds are available, all or some of the salary bands will be proposed to the Town Council for adjustment based

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