Typically, at the conclusion of a study such as this one, there are various employee communications that are drafted and distributed to summarize the findings and/or the plans going forward. Implementing the study recommendations can be a complex and time-consuming process. Obviously, the city leaders must carefully consider the relative costs and benefits, affordability, and sustainability of any study recommendations in a fiscally responsible manner.
As part of the budget development and approval process, which requires involvement and collaboration by City senior leadership, the mayor, and the City Council, changes and enhancements are carefully planned, sometime for the next fiscal year which begins July 1 and runs through June 30 of each year, and sometimes this is needed across multiple fiscal years. Union negotiations occur throughout these timeframes for consideration and incorporation into Bargaining Agreements.
Employees can expect that communications related to this study will continue, just as they have with the Town Hall meetings. Additionally, much of the work will be apparent to employees, such as the resulting updates to the job descriptions, changes to salary guidelines, and modifications to pay schedules. Please keep in mind that there are specific procedural requirements characteristic of a merit system environment, and therefore, certain approvals are needed by the Civil Service Board and the City Council, prior to implementation.