Groton ― The town has a new tool to help recruit and retain employees amid a post-COVID-19 labor market.

The Town Council on Tuesday approved a classification and compensation plan that updates salary ranges for non-union town employee positions.

The council approved salary adjustments for about 11 non-union employees ― amounting to about $19,000 in total ― who have salaries below the minimum for their position, or who have worked for the town for a few years but have nearly entry-level salaries. The town overall has 47 full- and part-time non-union employees.

The council also gave the town manager the flexibility to grant, if needed due to market conditions, an up to $5,000 salary adjustment, totaling no more than $25,000 overall per year, according to the resolution passed by the council.

The town last updated the classification and compensation plan for non-union employees in 2017, and in many cases, the salary ranges no longer reflected what a competitive salary is today, Arnetia Green, the town’s human resources director, said Friday.

The plan update is all part of the town’s effort to better address the employment market changes that have taken place the last few years, Green explained. The town is seeking to enhance its recruiting position and employee retention and satisfaction.

“Salary is one of many aspects of the total rewards the Town offers, and we want to make sure it is appropriate to the position,” she said. “We also wanted to maintain a competitive stance among our peer municipalities, as we seek the best applicants possible for our roles.”

“Recruiting for municipal roles has become more difficult over the years and it is our hope that these adjustments further enhance our employee and candidate experience,” Green added.

At the council’s Jan. 23 Committee of the Whole, Joellen J. Cademartori, chief executive officer and co-owner of GovHR USA, said the human resources consulting firm prepared a 2024 Classification and Compensation Study for the town and recommended the town have salary ranges for employees at the 80th percentile of communities surveyed, which means that 20% of communities surveyed pay more for the same position and 80% pay less.

Green said the updated salary ranges gives room for employee growth and matches some of the town’s comparable municipalities.

Town Manager John Burt said the town is having trouble recruiting people and has had a lot of turnover of employees so the higher minimum salary is needed to attract employees.

While some councilors had raised concerns about making changes in the current fiscal year before the 2024-25 budget season, all nine councilors voted in favor of the plan.

k.drelich@theday.com