Page 34 - Benbrook FY2021

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 2020-21 Budget does not include funds to finance a salary adjustment to the City’s Classification and Compensation Matrix. Due to the
COVID-19 pandemic and new S.B. 2 3.5% property tax cap it was decided that this budget year the City should better position itself for these
potential unknowns and loss of revenue.

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 2020-21 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.

Employee benefits are maintained in the 2020-21 Budget. Funds are included in the Budget to continue health, dental, and life insurance
coverage at current levels. The Budget includes funds to pay the entire premium cost for employee health, dental, and life insurance; the
subsidizing of dependent coverage; and to reimburse employees and covered dependents for a portion of hospital and surgery co-payments.
An employee or covered dependent is eligible for reimbursement of up-to $1,000 for an out-patient procedure and up-to $2,000 for
hospitalization, and $200 for an emergency room visit. The Budget also includes funds to reimburse employees up-to $500 for co-payments,
deductibles, and prescriptions; these reimbursements are available only to employees who do not have dependent health insurance coverage
through the City’s group plan.

Full-time City employees are mandated to contribute seven percent of salary costs to a retirement fund with the Texas Municipal Retirement
System (TMRS). Funds are included in the Budget to finance the proposed contribution rate for the City’s two-to-one match of retirement funds
for full-time employees. The City’s contribution increases from the current rate of 16.59 percent to 16.74 percent effective January 1, 2021.

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