Special Meeting Of City Council To Vote On New Salary Ranges Of Management Positions

Update: A special meeting of the City Council will take place Wednesday at 7 p.m. to vote on the “proposed revised collective bargaining agreement with the Bridgeport City Supervisor’s Association entered into on November 20, 2015” that impacts the salary structure for city management positions. OIB had originally reported based on language in a city document that the City Council and Mayor Joe Ganim had approved the new salary ranges Dec. 7. That was not the case, according to city officials. An amendment to an existing ordinance requires that the full City Council vote on this matter. According to the communication from Ganim to the City Council “due to the significance of the matter and time being of the essence, the City Council has to accept or reject the Collective Bargaining Agreement prior to the  expiration date that is due to expire on Sunday, January 3, 2016.”

CT Post reporter Brian Lockhart reports Ganim has called the meeting to reject a newly enacted contract for the 150-member supervisors’ union. Ganim may be looking to kill the agreement to help close a projected $20 million deficit. Ganim says Mayor Bill Finch’s administration did not budget money for the agreement.

Ed Gavin, the union’s lawyer, portrayed the council vote as meaningless, at this point.

“We believe we have an enforceable contract,” Gavin said Tuesday. “It’s our position that the city does not have the right to go ahead and revoke (it). … We worked for two years without a contract in good faith, and negotiated a new collective bargaining agreement. We’ll take any and all legal action to enforce that contract.”

The Labor Relations Office updated salary structures for management positions and unaffiliated employee salaries in the works before Ganim became mayor. The updated salary levels follow the five-year agreement between the city and City Supervisor’s Association with retroactive increases effective July 1, 2013. The salaries will increase 2.5 percent July 1, 2016 and another two percent July 1, 2017. Bill Finch benefited from the retroactive pay on his last day in office.

City ordinance allows the mayor to authorize salary increases within the ranges. Under the new salary structure the mayor’s annual pay for the budget year ending June 30, 2016 is $144,039 up from roughly $132,500. Ganim announced last week he will forego four week’s pay to set an example in his effort to close the budget gap he inherited. He’s directing his discretionary appointees to do the same. Ganim is generally starting his hires at the lower level of the salary range, according to his spokesman Av Harris. The mayor’s direct appointees are also included in the list below.

The grade job title/class and salary ranges follow:

   CHIEF ELECTED OFFICIAL
9  Mayor                                 $144,039

   CHIEF APPOINTED OFFICIALS
9a Police Chief                 $129,778 $142,576
9a Fire Chief                   $129,778 $142,576
9a Director of Mayoral
    Initiatives/Chief of Staff  $129,778 $142,576
9a Chief Administrative Officer $129,778 $142,576
9b Assistant CAO                $127,555 $139,755

   EXECUTIVE APPOINTED OFFICIALS
8  Finance Director             $124,110 $136,519
8  OPM Director                 $124,110 $136,519
8  OPED Director                $124,110 $136,519
8  Public Facilities Director   $124,110 $136,519
8  Health Director              $124,110 $136,519
8  Labor Relations Director     $124,110 $136,519
8  Director of Health &
    Social Service              $124,110 $136,519
8  I.T.S. Director              $124,110 $136,519
8  Parks and Recreation
    Director                    $124,110 $136,519
8  City Attorney                $124,110 $136,519
8a City Attorney (pt)            $82,223  $89,978
8b Assistant Chief of Police    $123,118 $134,210
8b Deputy Director of
    Public Facilities           $123,118 $134,210

   MANAGEMENT APPOINTED OFFICIALS
7a City Librarian               $109,950 $124,885
7a Director of Public Safety    $109,950 $124,885
7a Director of Construction
    Services                    $109,950 $124,885
7a Tax Assessor                 $109,950 $124,885
7a Deputy Director
    Finance/Comptroller         $109,950 $124,885
7a Director of Public Safety
    Communications              $109,950 $124,885
7a Deputy Director OPED         $109,950 $124,885
7a Tax Collector                $109,950 $124,885
7a Deputy Director
    of Labor Relations          $109,950 $124,885

   MAJOR DEPUTY CLASS
6  Director of Human Services    $98,518 $108,364
6  Deputy CAO                    $98,518 $108,364
6  Deputy Director
    Finance/Management           $98,518 $108,364
6  Director of Social Services   $98,518 $108,364
6  Deputy City Attorney (PT)     $98,518 $108,364
6  Deputy Tax Assessor           $98,518 $108,364
6  Deputy Director
    Public Safety Communications $98,518 $108,364
6  Communications Director       $98,518 $108,364
6  Director, Office of
    Education and Youth          $98,518 $108,364
6  Deputy Chief of Staff         $98,518 $108,364

   DEPARTMENT CLASS
5  Sr. Labor Relations Officer   $85,326  $99,286
5  Mayor Executive
    Office Manager               $85,326  $99,286
5  Director
    Organizational Development   $85,326  $99,286
5  City Treasurer                $85,326  $99,286
5  Director L.U.C.R              $85,326  $99,286
5  Utility Manager               $85,326  $99,286
5  Benefits Manager              $85,326  $99,286
5  Project Manager               $85,326  $99,286
5  Human Resource Manager        $85,326  $99,286
5  Director of Grants            $85,326  $99,286
5  Clinical Physician            $85,326  $99,286
Sa Chief Accountant              $79,175  $87,548

   PROGRAM CLASS
4  Asst. Internal Audit          $72,913  $80,757
4  Affirmative Action Director   $72,913  $80,757
4  Harbormaster                  $72,913  $80,757
4  Registrar of Voters           $72,913  $80,757
4a OPM Analyst                   $65,610  $79,091
4a Mayor's Community Liaison     $65,610  $79,091
4a Mayor's Aide                  $65,610  $79,091
4a Labor Management Coordinator  $65,610  $79,091
4a Special Project Coordinator   $65,610  $79,091
4a Labor Relations Officer       $65,610  $79,091
4a Data Base Administrator       $65,610  $79,091
4a Medical Health Director       $65,610  $79,091

   TECHNICAL CLASS
3  Sealer Weights and Measurers  $65,610  $74,464
3  Executive Secretary           $65,610  $74,464
3a Assistant City Attorneys (pt) $52,748  $63,888
3a Press Secretary               $52,748  $63,888
3a Assistant Special
    Project Manager              $52,748  $63,888
3a Assistant to Police Chief     $52,748  $63,888

   SUPPORT SERVICES CLASS
2  Administrative Assistant      $46,540  $57,401
2  Financial Coordinator         $46,540  $57,401
2  Deputy Registrar of Voters    $46,540  $57,401
2  Legislative liaison           $46,540  $57,401
2  Secretary (Mayor)             $46,540  $57,401
2  Urban Affairs Officer         $46,540  $57,401
2a Trainer                       $34,130  $43,870
2a Clerical Assistant            $34,130  $43,870
2a Secretary                     $34,130  $43,870
2a Constituent Service Rep.      $34,130  $43,870
2a Legislative Aide              $34,130  $43,870
2b Data Coordinator              $40,866  $45,408

   SPECIAL CLASS
1  City Clerk                    $36,558 	
1  Town Clerk                    $36,558 	
1  Public Facilities Inspector   $43,925 	
1  Annex Courier (PIT)           $21,935 	
1  Receptionst (PIT)             $13,657
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27 comments

  1. Res ipsa loquitur (or as is often said) ‘the thing speaks for itself.’ But what if it does not speak, but rather just raises questions? For instance why are there three positions that have ‘Communications’ functions? If City government is to become OPEN, ACCOUNTABLE and TRANSPARENT, does that not suggest to you “paid municipal mouthpieces” or “public information officers” will not be required in the depth the Finch Family did?
    Once upon a time the City had an Internal Auditor on staff. That position disappeared during Finch’s first year. What does an Assistant Internal Audit do when there is no such person? And to whom do they report when they find things that need further study? Do they have an open track to the Mayor as an Internal Auditor would in many organizations? (More importantly, do they read OIB regularly?) Time will tell.

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  2. Get ready folks, we are going to get a good screwing from these raises. Who in hell gets a $15K raise in one year? Look at these salaries, it is criminal. Way to tighten belts, Joe.

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      1. Lennie,
        Such changes in compensation could have come about because of a high level study that showed City employees at a distinct disadvantage to private firm employees at similar levels as well as other municipalities, therefore providing Bridgeport with great difficulty in finding employees for necessary positions. This was not the case according to any report.

        When the chart was provided to the last City Council there was not an up or down vote according to my understanding but a decision to table. Someone, though not certainly the entire sitting City Council that evening must have known on a matter like this, the move to table would provide an opportunity for it to pass anyway by the passing of a certain time period.

        To kill this measure would have required a negative vote that evening evidently. How many of us knew that at the time? How many communicated with our City Council member? Did the City Council President understand this process? Has our new Council yet read the City Charter and Ordinances passed by former Council members? How vulnerable are all of us when ignorance rules or at least is the order of the day? Time will tell.

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        1. JML, according to the document I received from the city the new salary ranges were “Approved by the Bridgeport City Council on December 7.” Here’s what was listed on the agenda for that evening when the main course of business was selecting a City Council president.

          “Communication from Labor Relations and Benefits Administration re:
          Updated ranges for Officers and Unaffiliated Employees Salaries pursuant
          to and as required by Municipal Code Section 2.36.010, ACCEPTED AND
          MADE PART OF THE RECORD.:
          Full agenda www .bridgeportct.gov/filestorage/87203/97366/293046/293049/2015-12-07.pdf

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          1. JML, and what about the “golden parachute” in the private sector that many executives get when they leave, who in the public sector receives that type of benefit?

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          2. I asked if there were a study. What do you think of that? And why do you raise “golden parachutes” in the private sector? They are not available to all employees, certainly. They may be a form of grease to move out people who are not wanted or needed any longer, but who will leave with $$$ incentives. And when management extends such, they have a corporate board to answer to. In municipal or governmental management, who represents the taxpayer who is the owner of the enterprise? And if you tell me who represents us perhaps we can both approach that person or group of persons and see if they agree with you. A New Year activity? Time will tell.

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          3. JML, if you don’t like the process then maybe the City should go to a volunteer system for fire protection and the National Guard for police protection. Now you have real cost control.

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  3. F U, Jim Fox. You don’t have a clue as to what you are talking about.
    How can you tell a job is comparable to what other cities pay without job descriptions? That is total BS. How many direct reports are there? How many indirect are in the organization? What are the educational REQUIREMENTS not desirables? Don’t tell me the Deputy Director of Labor Relations needs to be a lawyer when the director does not.
    And what are the benefits associated with these positions? You cannot say wages are comparable without looking at the total compensation package. And we have no clue as to what the benefits are, not to mention who is monitoring them.
    Your defense of Ganim is beginning to sound as pathetic as Stevie A’s defense of Finch.

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    1. It will be a bit more palatable if the administration keeps these salaries with current Bridgeport Residents. Supporting our own economy would be awesome! 🙂

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  4. *** Well, Metro North and Amtrack will be raising ticket prices, etc. at the beginning of the next three new years to help pay for all the upgrades and new safety equipment. And I guess the new talked-about train stop on the East Side will be getting close to possible startup? Why they need a train stop on the east side of town is beyond me; is there a large group of train riders or demand on that side of town between the Stratford stop and the downtown stop followed by a stop at Black Rock/Fairfield line and then the center of Fairfield a stop again! Seems like a lot of waste of money that can be used instead, for extra parking for the downtown station, especially once the Port Jefferson ferry stops move to the East End, no? ***

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  5. *** Seems like there’s always lots of money found to waste on BS that’s not needed in this City and State, yet “no” money available for the things that are really needed! *** TAXES ***

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  6. Ganim gave his raise back by giving four weeks with no pay. Finch signed off on all the raises before he left, but if they took this to arbitration, the State Labor Board would most likely follow all the other contacts that were settled in the City. You’re all making it more than it really is.

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    1. Ganim gave his raise back (maybe) this year but next year he gets another raise on TOP OF what is on the list, not the net of what his gross might be this year.
      It’s a scam!!!

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  7. This blog is fixated on money. What’s good for salaries is bad for taxes. Is there anything worse than a retroactive pay increase? I’m a citizen working for a better Bridgeport and my voice will outlast any recent voter.
    Bonus: www .CW4BB.com

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  8. This structure represents the lay of the appointee land as it was under Finch. Some of these positions will likely be eliminated and consolidated into other departments.

    The former City Council empowered Finch to institute these new ranges by virtue of tabling the vote on them. This has nothing to do with the new Administration whatsoever.

    Trying to squeeze union contracts to retract pre-negotiated step increases is going to be a whiny bitch from Hell as well.

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  9. This dog and pony show will come to an end tonight. The council will pass this contract, pure and simple. Why is amazing is management people belong to a union. That situation should be changed right away. Wasn’t it Fabrizi who got everyone in the union or covered by union raises? Here we have a reported large deficit and we are handing out large raises. Great.

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  10. *** This slow doing, non-understanding, past Finch Admin. rubber stamping city council; which has very little understanding concerning labor contract do’s and don’ts will vote whatever way the present Mayor tells them to. Remember, just because there are a few new members on the council, a new admin. and Mayor; it’s still tainted in the old ways of see, hear and speak no deeds that would make any political sense of any kind! *** WHOOP ***

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