Agenda Memo

City of Boulder City Council Agenda Item Meeting Date: September 3, 2026 Agenda Title Consideration of a motion to approve the 2025-2026 performance evaluations and salary adjustments for the City Manager, City Attorney, and Municipal Court Judge

Staff Contact  

Nicole Speer and Ryan Schuchard, City Council Employee Evaluation Committee (CEEC) David Bell, Chief Human Resources Officer, Human Resources Department

Draft Motion Language The City Council Evaluation Committee requests council consideration of this matter and action in the form of the following motion: Consideration of a motion to approve the 2025-26 performance evaluations and salary adjustments recommended by the Evaluation committee for the City Manager, City Attorney, and Municipal Court Judge, retroactive to July 1, 2026.

Executive Summary Each year the City Council considers granting a performance pay increase to its three direct employees: City Manager, City Attorney, and Municipal Court Judge, based on a performance evaluation process.

Based on performance feedback by City Council, internal and external stakeholders and direct report employees, the evaluation committee is bringing to the Council a motion regarding the 2025-26 performance evaluations and salary adjustments for the City Manager, City Attorney, and Municipal Court Judge for the evaluation period of July 1, 2025 to June 30, 2026. The Evaluation Committee has given the City Manager an Exceeds Our High Expectations rating and the Evaluation Committee recommends a 4.50% performance increase that would increase the annual salary from $342,991.17 to $358,425.77. The Evaluation Committee has given the City Attorney an Exceeds Our High Expectations rating and the Evaluation Committee recommends a 4.50% performance increase that would increase the annual salary from $283,006.36 to $295,741.65. The Evaluation Committee has given the Municipal Court Judge an Exceeds Our High Expectations rating and the Evaluation Committee recommends a 4.50% performance increase that would increase the annual salary from $211,090.00 to $220,589.05. The salary increase percentage is consistent with the city management/non-union employee merit increase percentages. Council employees receive performance review from July to June each year, to accommodate any council member transitions and allow for opportunity to provide quality feedback; all other management/non-union employees receive merit increases in a calendar year, and effective March of each year.

Council Action Options Option

Outcome

Approve motion language as drafted

If the motion is approved, merit increases will be applied to the employees, effective 7/1/2026.

Define and adopt a modified motion

Council would need to define any modifications or amendments to the draft motion language. This will require the merit increases to be paused and the CEEC will be tasked with further related work.

Deny the motion or take no action

If this motion is denied, the merit increases will be paused and the CEEC will be tasked with further related work.

Refer back to staff

If council refers this item back to staff, the merit increases will be paused and the CEEC will be tasked with further related work.

Alignment with City Plans and City Council History Sustainability, Equity and Resilience (SER) Framework and Citywide Strategic Plan Alignment SER Framework Goal Area Not applicable Citywide Strategic Plan Not applicable Staff Notes Not applicable

Alignment with Additional City Plans Not applicable

City Council History Each year the City Council considers granting a performance pay increase to its three direct employees: City Manager, City Attorney, and Municipal Court Judge, based on a performance evaluation process.

Analysis The City Council employee evaluation process is supervised by the Council Employee Evaluation Committee. The procedure for the employee evaluation is guided in part by the City Charter. Section 9 provides that the Council may appoint a committee of not more than two Council members to consider making a recommendation on the performance of its employees. The committee’s business may be conducted in private.

The committee seeks input from a variety of sources regarding its three employees, synthesizes the information, and makes a recommendation to the entire Council with regard to a proposed performance rating and compensation. The council adopts a performance rating as part of the evaluation process. Personnel files are generally not disclosed under the state public records law. See section 24-72204(3)(a)(II)(A), C.R.S. Performance ratings or compensation are not considered to be part of the personnel file. See section 24-72-202(4.5), C.R.S. The evaluation committee recommends that council employee salary increases be based upon the performance ratings given by council to each employee. Each Council member rated the performance of each employee on performance factors through an anonymous feedback tool. Internal and external contacts and direct report staff also rated each Council employee in an anonymous feedback tool. The recommendation for pay increases in the motion represents an average across all factors of all respondents. Rating Exceeds Our High Expectations Fully Meets Our High Expectations Meets Core Responsibilities Does Not Meet Expectations

Increase Band 4.50% 3.75% 2.25% 0%

The City Manager received good to high ratings in all categories and an average rating resulting in an Exceeds Our High Expectations rating. As such, the committee recommends a 4.50% increase in salary based on merit. The City Attorney received good to high ratings in all categories and an average rating resulting in an Exceeds Our High Expectations rating. As such, the committee recommends a 4.50% increase in salary based on merit. The Municipal Court Judge received good to high ratings in all categories and an average rating resulting in an Exceeds Our High Expectations rating. As such, the committee recommends a 4.50% increase in salary based on merit.

Equity Analysis Not applicable

Fiscal Note Estimated Fiscal Impact Narrative The city budgets for personnel increases on an annual basis, which includes a forecasted average merit increase assumption for the performance-based merit system that is applied across all personnel in the organization. Therefore, this item will not have a fiscal impact on the 2026 or 2027 fiscal years, nor will it require additional appropriation above budgeted amounts, as an average merit increase assumption has been incorporated into the 2026 Approved Budget and the 2027 Recommended Budget for these positions. No changes are estimated beyond 2027 or for the second half of 2026 as this change is for the time period from 7/1/26 through 6/30/27. Current Year Estimated Fiscal Impact Fund(s): General Fund Department(s): City Manager’s Office, City Attorney’s Office, Municipal Court Program(s): Multiple

FY 2026 Budget

FY 2026 Estimated Impact

FY 2026 Net Change

Beginning Fund Balance

$43.5M

N/A

$43.5M

Total Forecasted Revenue

$198.8M

$0.00

$198.8M

Total Estimated Expenses

$194.5M

$0.00

$194.5M

Ending Fund Balance(s) After Reserves

$1.9M

N/A

$1.9M

FTE

801.00

N/A

801.00

Item

Climate, Resilience, and Sustainability Considerations Not applicable

Community Engagement Not applicable

Workplan Considerations Not applicable

Next Steps for City Council Not applicable

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Attachments Not applicable