Apache Junction hears compensation study proposing market-aligned pay adjustments and a 2% COLA for FY2027 planning

Apache Junction officials on Feb. 3 reviewed a city-funded classification and compensation study that recommends realigning most job classifications to current market rates and budgeting a modest cost-of-living increase.

Anna McCray, the city’s human resources director, opened the presentation and said the city retained Public Sector Personnel Consultants through a competitive process; the study contract totals $67,000 and includes a follow-up compensation review in two years. "That comma instead of a period made it $1,200,000," McCray said, clarifying a prior staff-memo typo on cost figures.

Matt Weatherly of Public Sector Personnel Consultants walked council members through the firm’s methodology: staff and employee review of roughly 200 job descriptions, benchmarking about 150 positions against comparable agencies, and a salary-and-benefits survey that included health contributions, paid-time-off accruals and certification pay. Weatherly said the analysis shows "about 75% of the civilian positions and the broader majority of sworn positions trend more than 5% behind market," and proposed a policy goal of placing positions within 5% of market.

The study proposes a 2% cost-of-living adjustment for FY2027 planning and targeted grade adjustments where market gaps are larger. For police command ranks, Weatherly said adjustments in the 12%–15% range for some lieutenant/commander positions may be required to restore competitive alignment while removing pay overlaps between ranks.

Weatherly provided preliminary implementation estimates for budgeting: roughly $1.2 million plus benefits to realign civilian positions and about $600,000 plus benefits for sworn positions. He emphasized the figures were planning estimates and that the study itself is not an action item; council members were advised to consider the results during next year’s budget process.

Council members pressed staff on comparators, participation rates, and practical effects on recruitment and promotion steps. McCray said the city’s approach typically includes a one-year initial probation for new hires and a six-month transitional probation for promoted employees; step increases and annual COLAs remain part of standard budget deliberations. Several council members flagged police recruitment and retention as a priority during follow-up budget planning.

No formal motion was required at the meeting. Officials said the study’s recommendations will feed into the FY2027 budget process where final decisions and potential implementation timing will be made.