The Greensboro City Council held a work session on May 1, 2026, to review the proposed compensation plan for fiscal year 2627 and to prioritize capital projects for a potential November bond referendum. The meeting featured detailed presentations from staff on salary structures, benefits, and a decision-making framework for bond-funded projects. Council members engaged in extensive discussion on compensation equity, deferred maintenance, and balancing immediate needs with long-term community vision.
And we will move forward. So today we'll be a little bit longer. So with that, we have a few refreshments for you. And just feel free to either get up or walk me. I'll let you know we'll get those to you. But the reason we want to take a little bit more time, we've got two presentations. First, we're going to turn it over to ACM Larry Davis, Director Jamaican Warner will navigate through our compensation. We'll have to probably think that around that. We know that that has been a big part of what you all communicated to me. And also a big part of what our staff is looking for. The second half of our presentation today will highlight some of the discussion. This is our kind of our second shot at talking about bonds. This is more materialized. If you have more information, you've got a email from that highlight a list. I know the fire department has a number of things. And we'll take some time to go through those. You see the boards that are up. This is again going to be a style where we will navigate through. You also have what we really dug in and worked on at the retreat. This will be the first chance to really put Vision 36 into action with our decision making matrix to help out with that. Tiffany Shelton is going to help us facilitate that portion to navigate through. And we will have to enjoy and have a good time. So ACM letters. Thank you, Mr. Manager. First presentation today, Jamaica Waterman, John Decker only. Items or issues that will be part of your considerations of 2627. This one deals with compensation. It speaks somewhat to 2627 itself. And what we are currently considering for the manager's recommended budget that's being worked on confirmed. And if some of them is more contextual in nature, just to give you a better sense of what part of the budget compensation makes up, and what are those some of the primary components within and how that term is much broader than it's sometimes considered. And it does go well beyond your actual salary, but includes a lot of other factors as well. So if that's your mind, John, let you think. So when you think about police exempt and fire exempt, we're talking about the managers of police and fire who are not eligible for overtime pay. The non-exempt are your rank and file police and fire swarm personnel. They are on step plans. Speaking of step plans, those employees will receive one-step movement, which equates to a 4% increase, provided that they have at least met performance expectations over the prior year. In addition, employees in rostered positions are the positions that work fewer than 1,000 hours per calendar year. They work for wages and no benefit. These employees will also receive uh increase to their minimum wage by 4.6% up to $18 per hour. Any questions about this slide? And if you have questions or comments at any time course stop, we'll go and break it. Yes. Question one. And number two, we have talked about general employees that were previously on a step plan off step plan. Can you tell us how the structure adjustment or whatever works for that? Thank you. Great question. So the journey for both those employees on the step plan and those who are not roughly will end up in roughly the same place. When it comes to step increases, those increases are predetermined and they're built in with a four percent increase.