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CCP 09262022
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CCP 09262022
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Roseville City Council
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Council Agenda/Packets
Meeting Date
9/26/2022
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Attachment E <br />33 every priority could not be totally accommodated as part of the 2023 budget, they were used to <br />34 help frame important components of the budget proposal. <br />35 <br />36 The impact of inflation is being felt across department budgets. The City is experiencing higher <br />37 operational costs due to price spikes in supplies such as fuel and facing higher costs (and longer <br />38 waiting periods) for the acquisition of replacement capital items, these inflationary costs have been <br />39 factored into the proposed City Budget and I have employed strategies when possible to mitigate <br />40 its effecton the property tax levy. Howeverit should be noted that factoring out new or expanded <br />41 programs, services, or personnel, this budget is experiencing a much higher cost to deliver the <br />42 existing programs and services than a typical budget year. <br />43 <br />44 Ona related note is the upward pressure on employee wages. With Minnesota’s low <br />45 unemployment rate, recruiting and retaining employees continue to be extremely challenging for <br />46 both public and private employers. As a result, employers have had to raise wages in order to <br />47 attract applicants for open positions. This budget begins to address this fact with both seasonal <br />48 and regular employees. A cost of living adjustment (COLA) it typically given to employees each <br />49 year, typically ranging for 0 to 3%, to keep pace with inflation and remain competitive with other <br />50 employers. Our typical benchmarks for determining the amount of COLA for non-union <br />51 employees, are the Consumer Price Index (CPI) for Minneapolis/St. Paul and the Employment <br />52 Cost Index (ECI) for State and Local Government Workers. With inflation at a 40-year high, the <br />53 Minneapolis/St. Paul CPI in July 2022 was 8.2% higher than July 2021. The ECI for state and <br />54 local government workers wages only went up 3.2% compared to June 2021. The lower ECI rate <br />55 is probably reflective of the government’sannual budget process that does not allow the ability to <br />56 quickly adjust wage rates as private industry are able to do. With all that in mind, this budget is <br />57 proposing a COLA of 3% for non-union employees which will match what union employees will <br />58 be receiving as part of their collective bargaining agreements. <br />59 <br />60 Finally a note about the City’s ongoing equity work. As this document primarily outlines large <br />61 cost drivers and new costs that are part of the proposed budget, there will not be much description <br />62 of the City’s equity work. However, our equity work continues to be a priority for the City. The <br />63 2022 budget included a new investment of $126,000 levy dollars to go toward our equity work. <br />64 The 2023 budget continues funding equity work at the amount of $135,000. For 2023, the <br />65 funding will go towards the following work: <br />66 <br />67 Diversity, Equity, Inclusion (DEI) Training <br />68 for Staff and Leadership $50,000 <br />69 Juneteenth Event Support$ 5,000 <br />70 Translation Services$10,000 <br />71 Software for Engagement Activities (e.g.Envisio) $30,000 <br />72 Youth Equity and Engagement $10,000 <br />73 Recruitment initiatives/other expenses $30,000 <br />74 $135,000 <br />75 <br />76 It should be noted these are expenses for the City’s general equity work. In the future, it is planned <br />77 that additional costs for department specific equity work will be included within the department <br />78 budgets. <br />79 <br /> <br />
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