Page 29 - FY 24 Budget Forecast at Adoption.xlsx

Goal 5: Put People First

Strategy 5.1: Establish, Measure, and Monitor High Standards of Customer Service

The FY 2021‐22 Adopted Budget allocated funding to begin the search process for new software
for the Community Development Department. The current software has been in place for over
20 years and no longer adequately serves the needs of the department, Keller residents or our
business community. The first step in searching for an appropriate replacement included hiring
a consultant to develop a request for proposals. The FY 2022‐23 budget continued this process
and allocated $500,000, split equally between the General Fund and the IT Fund, to purchase
new software. With new software purchased in FY 2023‐24, community development and public
works staff will work toward implementation.

Strategy 5.2: Establish Clear Performance Expectations, allowing for Flexibility, and Hold
Ourselves Accountable

In an effort to establish clear performance expectations, staff completed a long overdue overhaul
of department performance measures for the FY 2023‐24 Budget document. In doing so,
department goals and objectives have been consolidated for all divisions into a single
departmental page. The goal of this change is two‐fold: offer citizens an easier way to track
department success and provide staff a streamlined way to hold themselves accountable.

Strategy 5.3: Recruit, Recognize and Reward Quality City Staff

The City of Keller knows our employees are critical to our services and success. Our community
receives an average of two awards or honors monthly for municipal excellence, which is the direct
result of the hard work and dedication of staff.

Accordingly, the FY 2023‐24 Adopted Budget rewards employees throughout the organization.
The budget proposes a 2% market adjustment and a 2% merit‐based raise for civilian employees,
for a total raise of up to 4%. To ensure an impactful investment in our lower‐paid employees, I
am also proposing a $1,250 minimum merit‐based raise for those who qualify.

Our public safety personnel will also see raises this year through market adjustments, merit
increases, and changes to two of the public safety step plans focused on strengthening our
recruitment and retention efforts. All combined, the adjustments to public safety wages result in
supervisors within the police and fire departments being eligible for raises of up to 5.5%,
detention officers and dispatchers for up to 6%, and sworn police officers and firefighters for up
to 7.5% this fiscal year.

The compensation proposals included in the FY 2023‐24 Adopted Budget would be awarded to
eligible employees at the start of the next fiscal year, Oct. 1, 2023.

The FY 2023‐24 Adopted Budget sees the total number of full‐time equivalents (FTE) going from
348.12 in FY 2022‐23 to 349.12, or a change of 1.0 FTE. In addition to the personnel changes
mentioned in Goal 1, the Public Works Department recently completed a reorganization effort

27