HomeMy WebLinkAboutIR 0719INFORMAL RESPONSE TO CITY COUNCIL MEMBERS
No. 23-0719
To the Mayor and Members of the City Council
June 6, 2023
Page 1 of 2
SUBJECT: MARKET PAY ADJUSTMENTS FOR HARD TO FILL POSITIONS
Due to various city departments experiencing ongoing challenges with recruitment and retention, the
Human Resources (HR) Department recently completed an internal study to identify specific positions that
are considered hard -to -fill in the City of Fort Worth. Hard -to -fill positions were classified into four (4)
categories identified below:
1. High Turnover — positions with more than ten (10) recruitments in the past twelve (12) months.
2. Pay and/or License Requirements — positions that require specific licenses or specialized skills
as part of the minimum qualifications resulting in lower applicant pools or where job offers have
been declined due to pay.
3. Internal Movement — entry level positions or positions with high transferrable skills where turnover
occurs due to internal promotional opportunities for employees advancing their career in the City,
thus causing a constant need to recruit for these roles.
4. Limited Applicant Pool — preferred experience levels of ideal candidates are not always readily
available in the applicant pool.
Listed below are the jobs identified in the four (4) categories above.
High Turnover
Community Center Aide
Customer Service Rep I
Environmental Specialist
Field Service Rep
Food & Beverage Attendant
Library Assistant
Maintenance Worker
Property Control Specialist
Recreation Assistant
Sr Customer Service Rep
Limited Applicant Pool
Assistant Field Operations Supervisor
Field Operations Supervisor
Sr Equipment Operator
Sr Maintenance Worker
Training Specialist
Pay and/or License
Code Compliance Technician
Engineering Technician II
Equipment Operator
Librarian
Lifeguard
Professional Engineer
Skilled Trades Tech I
Skilled Trades Tech II
Sr Combination Inspector
Sr Planner
Sr Professional Engineer
Internal Movement
Account Technician
Administrative Assistant
Administrative Technician
Contract Compliance Spec.
Customer Service Rep II
Management Analyst II
Office Assistant
Recreation Programmer
Sr Account Technician
Sr Accountant
Sr Administrative Assistant
ISSUED BY THE CITY MANAGER
FORT WORTH, TEXAS
INFORMAL RESPONSE TO CITY COUNCIL MEMBERS
No. 23-0719
To the Mayor and Members of the City Council
June 6, 2023
Page 2 of 2
SUBJECT: MARKET PAY ADJUSTMENTS FOR HARD TO FILL POSITIONS
The results from this study were presented to the City Manager's Office (CMO) with a recommendation to
adjust employee salaries with the goal of increasing employee retention, decreasing turnover and creating
a talent acquisition environment to attract candidates with competitive pay. A 2.5% base pay salary
adjustment will be applied for all existing employees in the job classifications above.
Listed below is the annual financial impact of the 2.5% salary adjustment for the 37 jobs identified in the
study that will impact 1,504 general employees.
Chart 1: Proposed Pay adjustment Option to Address Hard -to -Fill jobs
Hard -to -Fill Job Category
2.50%
Jobs Identified
Employees Impacted
GF
Other Funds
H i gh Tu move r
10
476
$ 364,990
$ 177, 239
Pay and/or License Requirement
11
341
$ 508,504
$ 138,705
Internal Movement
11
507
$ 728,061
$ 144,407
Limited Applicant Pool
5
180
$ 211,218
$ 101,993
Grand Total
37
1504
$ 1,812,773
$ 562,345
Note: Calculations based on personnel data as of May 8, 2023.
The proposed salary adjustments were implemented on June 3, 2023.
This compensation initiative increased base pay for over 1,500 employees in their respective classifications,
promoting employee retention and market competitive pay. By increasing base pay for current employees,
this positions the City to extend competitive job offers for the above referenced hard -to -fill positions.
Dianna Giordano, Human Resources Director, is available for any questions
(dianna.giordano@fortworthtexas.gov).
David Cooke
City Manager
ISSUED BY THE CITY MANAGER
FORT WORTH, TEXAS