Page 114 - CityofWataugaAdoptedBudgetFY24

BUDGET SUMMARY

In the FY2023-2024 budget, funding was concentrated on retention and recruitment of
employees. In this budget, the following is included:
o Continued funding for civil service step increases.
o 1-3% merit increase for general government employees based on annual
evaluations.
o 5% cost of living increase for all employees.

Personnel changes (not including reclassifications) are listed below:

➢ Parks and Recreation Department –
o (3.75) Full-time equivalents were funded:
o 15 seasonal part-time positions were added for the preschool
program (2 positions, .5 FTE) and the summer camp program (13
positions, 3.25 FTE).
o (3.5) Full time equivalents were moved from ARPA funding to the General
Fund as listed below:
o 2 Part-time and 1 Full-time Recreation Attendants (1.50 FTE)
o 1 Maintenance Worker (1.00 FTE)
o 1 Irrigation Technician (1.00 FTE)

➢ Library –
o .25 to 1.0 FTE Library Asst. (.75) FTE

➢ The City’s Employee Retirement (TMRS) rate is forecast to be 16.84%, up 1.78%
from last year’s rate of 15.06%.

➢ Health insurance cost increases over the last few fiscal years have been a major
concern in the City. This fiscal year, health insurance was originally forecast to come
in at an 15% increase in the budget, but staff and the City’s broker was able to
negotiate the increase to 8%. The City will absorb the cost increases this year to aid
in recruitment and retention efforts. The City contributes some funding to dependent
insurance costs and matching contributions for employees’ health savings accounts.
The City rolled out a cost sharing model for insurance premiums in the current fiscal
year to aid in the funding of medical increases in future years.

➢ Employee Programs funded this year include:

Employee engagement and events continue to be a priority this fiscal year and funding
has been provided for programs that bring city employees together. The WataugaFit
program continues to be funded this year. This is an employee wellness program to
identify risk and provide avenues for behavior modification which reduces chronic
disease, medical costs, and absenteeism. It is a priority of the City to continue
Health and Wellness programs for City Employees. The employee tuition
reimbursement continued to be funded this fiscal year.

106