2019-2020 Biennial Operating & Capital Budget

Home Browse Search

• $1,000,000 to implement the Transportation Master Plan and move forward on prioritized list of improvements to create a well -maintained, safe, effective and efficient multi -modal transportation system. • $2,500,000 for the Windy Gap Firming Project, which is a critical component of the City's overall water supply portfolio and will ensure a reliable water supply. • $523,000 to complete building upgrades at the Sid Copeland Water Treatment Plant by including additional restrooms, locker rooms and shower facilities and allowing for separation of chemical storage. • $300,000 for sewer line replacement to address deficiently sized, deteriorating or poorly constructed sanitary sewer mains. • $586,390 for replacement of motor vehicles/road equipment that have depreciated in value or were damaged in the June 2018 hail storm. Operational Expenses • The City established four new positions starting in 2019 to further develop several sub -program areas. These include a Communications Coordinator, Organizational Development and Training Specialist, Business Data Analyst (2-year termed) and Senior Natural Resource Specialist. • The City is in the process of hiring 98 new employees to staff the newly expanded Recreation/Senior Center and Memory Square Pool and offer additional programming. • Additional resources to expand content in the quarterly Community Update Newsletter, explore new technology and engagement tools (i.e. mobile application, engagement platform, etc.) and redesign the City's website to improve accessibility. • Additional funding to increase efforts to improve the City's medians and landscaping infrastructure, including forestry resources. • Increased programming and hours at the Louisville Historical Museum, as well as marketing and outreach efforts to grow attendance and participation in City cultural events. Competitive Compensation Reflecting the Strategic Plan's Critical Success Factor for a Healthy Workforce, the City provides competitive compensation and benefits, including merit increases to recognize employee performance and to maintain our commitment to enable high performing employees to move through their pay range over time. The City must also keep the City's compensation and benefits package competitive to retain good employees and be able to effectively recruit new employees. To do this we annually compare our pay and benefits with other similar employers in our market area and make adjustments based on that data. The 2019-2020 proposed budget includes funding to implement these actions with merit increases for performance that is documented as "Outstanding" (5.0%), "Exceeds Expectations" (3.0%) or "Meets Expectations" (1.0%). We anticipate the distribution of these merit increase will result in 4.0% average annual increase in wages. This also includes increases for the City's part-time staff. To maintain the City's commitment to its Police Officers and the established pay range and steps, Officers whose performance demonstrates merit receive a 5% increase. Employees who have reached the top of their pay range and who would not otherwise receive any pay increase are eligible to receive a one-time bonus of $250 to $1,000, depending on their performance evaluation. Maintaining Adequate Reserves The proposed budget attempts to balance the demands for increasing service levels while at the same time maintaining or building fund reserves to levels that provide more flexibility to address unanticipated 14