O-26-26 Amending Ordinance 725 Establishing a Pay Plan and Schedule of Authorized PositionsTVP
4Y, 418 Main Street Lemont, IL 60439
TO: Village Board Meeting
FROM: Stacy Patrianakos, Administration
THROUGH: Consistent with Village Policy
SUBJECT: An Ordinance Amending Ordinance 725 Establishing a Pay Plan and
Schedule of Authorized Positions
DATE: March 23, 2026
SUMMARY/BACKGROUND
The Village annually undertakes the process of developing a new fiscal year budget and
approving the non -union pay plan. The Village Administrator and Finance Director have
submitted a proposed budget that includes funding for pay increases for employees covered
under the non -union pay plan. The non -union pay plan applies to both regular full-time and
regular part-time employees. "Regular" employment refers to employees who are scheduled to
work a consistent number of hours on a year-round basis. In addition to regular employees,
the Village also employs individuals on a paid -on -call, temporary, and seasonal basis.
To clearly define compensation structures for these groups, two separate pay range schedules
have been developed and submitted for approval:
• One for regular full-time and part-time employees
• One for paid -on -call, temporary, and seasonal employees
The pay plan document further outlines how each group is compensated and identifies the
distinctions between these categories.
In 2026, the Village also completed a full-scale, comprehensive salary study. The results of
this study are reflected in the proposed pay plan and position ranges and will help ensure the
Village remains competitive within the labor market and comparable communities.
ANALYSIS
The non -union pay plan includes a detailed description outlining how the plan functions, along
with two pay range schedules corresponding to the employee groups identified above.
It is proposed that:
• Regular full-time and regular part-time employees receive a 3.0% across-the-board pay
increase effective May 1, 2026
• Paid -on -call, temporary, and seasonal employees also receive a 3.0% across-the-board
pay increase effective May 1, 2026
In addition:
• Non -union regular employees will be eligible for a merit increase of 0% to 2% on their
anniversary date, based on performance evaluations
Paid -on -call, temporary, and seasonal employees are not evaluated annually and are not
eligible for merit increases
• MAP union employees receive a step or longevity increase on their anniversary date, in
addition to the May 1 across-the-board increase
Consistency with Village Policy
STAFF RECOMMENDATION
Staff recommends approval of the non -union pay plan and the list of authorized positions. The
proposed pay increases for non -union employees are comparable to those provided under
MAP union contracts and are consistent with compensation trends in comparable
municipalities and the broader labor market. The proposed increases have been incorporated
into the Fiscal Year 2026 budget. Adjustments to pay ranges, including midpoint increases
informed by the 2026 salary study, will support the Village's ability to attract and retain
qualified employees in a competitive labor environment marked by low unemployment and
ongoing inflationary pressures.
BOARD ACTION REQUESTED
Approval by the Village Board of Trustees of the non -union pay plan and the list of authorized
positions.
ATTACHMENTS
FINAL 03232026 Pay Plan _Ordinance.pdf
FINAL BOARD PACKET PAY PLAN 2026 EXHIBIT A.pdf
VILLAGE OF LEMONT
ORDINANCE NO. 0 - 76 -2 /
AN ORDINANCE AMENDING ORDINANCE 0-12-24
ESTABLISHING A PAY PLAN and ESTABLISHING A SCHEDULE OF
AUTHORIZED POSITIONS
ADOPTED BY THE PRESIDENT AND BOARD
OF TRUSTEES OF THE VILLAGE OF LEMONT
THIS 23rd DAY OF MARCH 2O26
Published in pamphlet form by authority of the President and Board of Trustees of the Village of
Lemont, Cook, Will and DuPage Counties, Illinois on this 23"d day of March 2026.
ORDINANCE
AN ORDINANCE AMENDING ORDINANCE 0-12-24 ESTABLISHING PAY
PLAN AND ESTABLISHING A SCHEDULE OF AUTHORIZED POSITIONS
0- 7,v-7,�
WHEREAS the Village of Lemont adopted Ordinance as amended, which provided a pay plan
and schedule of authorized employment positions; and
WHEREAS it is necessary to amend the Ordinance to reflect the proposed organizational changes;
and
WHEREAS this amendment shall be made part of the employee Personnel Manual adopted by
Resolution 210.
NOW, THEREFORE, BE IT ORDAINED by the President and Board of Trustees of the Village
of Lemont, Cook, Will, and DuPage Counties, Illinois, that the Pay Plan and Schedule of Authorized
Positions are hereby amended as shown in Exhibit A.
PASSED AND APPROVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE
VILLAGE OF LEMONT, COUNTIES OF COOK, WILL AND DUPAGE, ILLINOIS ON
THIS 23rd day of March 2026.
PASSED AND APPROVED BY THE PRESIDENT AND BOARD OF TRUSTEES
OF THE VILLAGE OF LEMONT, COUNTIES OF COOK, WILL AND DUPAGE,
ILLINOIS on this 23rd day of March 2026.
PRESIDENT AND VILLAGE BOARD MEMBERS:
AYES: NAYS: ABSENT: ABSTAIN
Janelle Kittridge V
Sam Forzley
Ken McClafferty ✓
Kevin Shaughnessy
Rick Sniegowski �—
Ron Stapleton_
JOHN EGOFSKE �G E �
President
ATTEST: , ^(� I Z
CHARLENE Village Clerk M. SMOLLEN ���flll®'s
FY26-27 Village of Lemont Job Listing
Apr-25
Mar-26
Department
Position
Approved
Proposed
ADMINISTRATION
FT/PT/PTOC
FY2025-2026
FY2026-2027
Village Administrator
FT
1
1
Human Resource Manager
FT
1
1
Communications Manager
FT
1
1
Deputy Clerk/Executive Assistant
FT
1
1
Multimedia Digital Coordinator
FT
1
1
Customer Service/Payroll Clerk
FT
0
1
Administrative Assistant/Customer Service
PT
1
0
Special Events Specialist
PT
1
1
Administrative Intern
PTOC
1
1
Full-time
5
6
Part-time
2
1
PTOC/Seasonal
1
1
ADMINISTRATION TOTALS
8
8
COMMUNITY DEVELOPMENT
Community Development Director
FT
1
1
Building Commissioner
FT
1
1
Building Code Compliance Inspector
FT
1
1
Plan Reviewer/Building Inspector
FT
1
1
Permit Tech I
FT
1
1
Permit Tech II
FT
1
1
Community Development Specialist
FT
0
0
Planner **
FT
1
1
Building Code Compliance Officer
PT
1
1
Records Clerk/Administrative Assistant
PT
1
1
Plumbing Inspectors
PTOC
2
2
Electrical Inspectors**
PTOC
1
1
Full-time
7
7
Part-time
2
2
PTOC/Seasonal
3
3
COMMUNITY DEVELOPMENT TOTALS
12
12
FINANCE
Finance Director/Treasurer
FT
1
1
Accounting Manager
FT
1
0
Assistant Finance Director * (1)
FT
0
1
Accountant II
FT
1
0
Utility Billing & Customer Service Supervisor
FT
1
1
Customer Service/Front Desk Clerks
PT
2
2
Payroll/Accounts Payable Clerk
PT
1
1
Accounting Assistant
PT
1
1
Meter Reader
PT
1
1
Meter Reader Installation Tech * (1)
PTOC
0
1
Full-time
4
3
Part-time
5
5
PTOC/Seasonal
0
1
FINANCE TOTALS
9
9
FY26-27 Village of Lemont Job Listing
POLICE
Chief of Police
FT
1
1
Commander
FT
2
2
Sergeants
FT
5
5
Police Officers* (2)
FT
21
21
Community Service Officers
FT
1
2
Office Manager -Police Department
FT
1
1
Records Manager -Police Department
FT
1
1
Records Specialist -Police Department
FT
1
1
Public Safety Specialist (Enforcement)
FT
1
0
Records Clerk * (1)
PT
1
2
Records Assistant
PT
1
1
PT Police Officer: Non -Union
PT
5
3
Police Evidence Custodian
PT
0
0
LEMA: Director
PTOC
1
1
LEMA: Deputy Director
PTOC
1
1
LEMA: LEMA Workers
PTOC
11
11
Full-time
34
34
Part-time
7
6
PTOC/Seasonal
13
13
POLICE TOTALS
54
53
PUBLIC WORKS
Public Works Director
FT
1
1
Water/Sewer Superintendent
FT
1
1
Water Operator/Inspector
FT
1
2
Public Works Operations Superintendent
FT
1
1
Management/Financial Analyst
FT
1
1
Fleet Manager
FT
1
1
Mechanic
FT
1
1
Crew Leaders
FT
3
4
Maintenance Workers I & 11* (1)
FT
12
11
Water Billing Supervisor
FT
0
0
Administrative Assistant
FT
1
1
PW Seasonal * (8)
PTOC
10
8
Full-time
23
24
Part-time
0
0
PTOC/Seasonal
10
8
PUBLIC WORKS TOTALS
33
32
VILLAGE OF LEMONT TOTALS
Full Time
73
74
Part -Time
16
14
PTOC/Seasonal
27
26
*Open positions
**Consultants in position
Village of Lemont FY26 - 27 Pay Plan
Finance Director V
15
113,515
170,000
128,790
193,185
Police Chief
15
113,515
170,000
128,790
193,185
14
Community Development Director
14
108110
158828
121,500
182,250
Public Works Director
14
108,110
158,828
121,500
182,250
MANAGEMENT (Grades 10-13)
13
Police Commander
13
102,704
150,886
112,470
168,704
12
Operations Division Manager
12
97,299
142,945
102,245
153,368
Water & Sewer Division Manager
12
97,299
142,945
102,245
153,368
11
Building Commissioner
1 1
86,488
129,500
92.950
139,425
10
Human Resources Manager
10
81,083
119,121
84,500
126,750
TECH NICAL/SUPERVISORY/MGMT (Grades 6-9)
9
Accounting Manager
9
75,677
111,180
78,012
117,017
Communications Manager
9
75,677
111,180
78.012
117,017
8
Fleet Manager
8
70,271
103,238
73,596
110,394
Police Records Manager
8
70,271
103,238
73,596
110,394
7
Building Inspector/Plan Reviewer
7
64,865
95,296
69.430
104,145
Financial Analyst
7
54,865
95,296
69,430
104,145
Public Works Crew Leader
7
64,865 1
95,296
69,430
104,145
6
Building Code Compliance Inspector
6
59,460
87,355
65,500
98,250
Executive Assistant/Deputy Clerk
6
59,460
87,355
65,500
98,250
Mechanic
6
59,460
87,355
65,500
98,250
Office Manager
6
59,460
87,355
65,500
98,250
Water Operator
6
59,460
87,355
65,500
98,250
Water Operator/Inspector
6
59,460
1 87,355
65,500
98,250
ADMIN SUPPORT/FRONT LINE STAFF (Grades 3-5
S
Multimedia Design Coordinator
5
54,055
79,414
56,742
85,113
Public Safety Enforcement Specialist
5
54,055
79,414
56,742
85,113
Public Works Maintenance Worker II
5
54,055
79,414
56,742
85,113
Special Events Specialist
5
54,055
79,414
56,742
85,113
Utility Billing & CS Specialist
5
54,055
79,414
56,742
185,113
4
Building Permit Tech II
4
48,649
71,473
53,530
80,295
Maintenance Worker 1
4
48,649
71,473
53,530
80,295
Police Records Specialist
4
48,649
71,473
53,530
80,295
Public Works Admin Assistant
4
48,649
71,473
53.530
80,295
Accounting Assistant
4
48,506
69,264
53,530
80,295
Accounts Payable Clerk
4
48,506
69,264
1 53,530
80,295
3
Building Permit Tech 1
3
43,244
63,532
50,500
75,750
Community Service Officer
3
43,244
63,532
50,500
75,750
Customer Service Representative
3
44,033
62,504
50,500
75,750
Police Records Clerk
3
44,033
62,504
50,500
75,750
Records Clerk
3
44,033
62,504
50,500
75,750
Administrative Assistant
3
44,033
62,504
50,500
75,750
DMIN SUPPORT/FRONT LINE STAFF Grades 1.2)
2
Police Records Assistant
2
33,280
46,883
36,850
55,275
Meter Reader
2
33,280
46,883
36,850
55,275
1
• •
Plumbing Inspectors
Electrical Inspectors
PTOC 10
42.38
61.62
43.65
65.48
Patrol Officers
PTOC 9
31.86
37.00
32.82
49.23
No one in position
PTOC 8
26.06
36.90
26.84
40.26
LEMA Director
PTOC 7
23.34
33.94
24.04
36.06
No one in position
PTOC 6
21,12
30.71
21.75
32.63
No on in position
PTOC 5
19.01
27.64
19.58
29.37
Intern II
Deputy LEMA Director
PTOC 4
15.84
23.03
16.32
24.48
Intern I
LEMA Worker
Summer Laborer/Seasonal Worker
PTOC 3
15.00
17.48
15.45
23.18
No one in position
PTOC 2
15.00
16.81
15.45
23.18
No one is position
PTOC 1
15.00
1 16.56
15.45
23.18
VILLAGE OF LEMONT
2026 PAY PLAN DESCRIPTION AND RULES
INTRODUCTION
The Village's pay plan is designed to ensure consistent, equitable, and standardized salary
administration across all applicable positions. The day-to-day management and
interpretation of the pay plan shall be the responsibility of the Village Administrator.
This pay plan and classification system does not apply to positions covered under a
collective bargaining agreement. It applies to regular full-time and part-time employees who
are regularly scheduled and work year-round. Paid on -call, temporary, and seasonal
positions are covered only to the extent specified within the plan. Employment positions
governed by individual employment contracts are excluded, except as otherwise provided
within those agreements.
PAY PLAN CLASSIFICATION SYSTEM
All positions shall be classified by specific job titles and assigned to a salary range within
the pay schedule. Following the comprehensive 2026 salary study, the Village has
streamlined its compensation structure. Effective with this update, positions are
consolidated into two primary groups:
• Regular full-time and part-time positions
• Part-time, on -call, and seasonal positions
The established salary range spread remains consistent at approximately 50%, maintaining
internal equity and external competitiveness.
PROGRESSION THROUGH THE PAY PLAN
Employees will typically begin employment at the minimum of the assigned salary range.
However, the Village Administrator may authorize a starting salaryabove the minimum when
it is in the best interest of the Village. The Village will determine starting salaries based on a
candidate's qualifications, level of experience, and current market compensation data for
the position. Given the increasingly competitive labor market, the Village will maintain
flexibility in establishing starting pay and will not be limited to entry-level rates when
recruiting qualified candidates.
Reasons for starting an employee above the minimum may include:
• The candidate possesses experience exceeding entry-level qualifications.
• The candidate is a rehire with prior relevant service.
• Labor market conditions necessitate a higher starting salary.
Progression within the pay range is based on performance evaluations conducted by the
Department Head and/or immediate supervisor. Merit increases for regular employees
should range from 0% to 2% annually, based on performance. A 3% across-the-board
increase will be applied on May 1, 2026, for all eligible employees. Paid on -call, temporary,
and seasonal employees will receive the 3% across-the-board increase but are not eligible
for merit increases. The maximum cumulative merit increase within any twelve (12) month
period shall not exceed eight percent (8%).
FREQUENCY OF PAY ADJUSTMENTS
For regular full-time and part-time employees, merit increases will be considered annually
on the employee's anniversary date. Effective May 1, 2026, newly hired employees will be
eligible for a performance review at six (6) months; however, any resulting pay adjustment
will not take effect until their one-year anniversary date.
MARKET ADJUSTMENTS AND SALARY ALIGNMENT
As a result of the comprehensive external salary study completed in 2025, the Village has
evaluated all positions against updated market benchmarks.
Any current employee whose compensation falls below the minimum of the newly
established pay range will receive a one-time salary adjustment to bring their pay to at least
the minimum of the new pay band. This adjustment will be provided in addition to the
standard three percent (3%) across-the-board increase.
In implementing adjustments resulting from the 2025 salary study, the Village will consider
not only alignment to the minimum of the new pay ranges, but also internal equity among
employees in similar positions. Factors such as length of service in the position, relevant
experience, and overall tenure with the Village will be considered when determining final
compensation adjustments.
Accordingly, employees with greater tenure and demonstrated experience in their current
role may be placed at a rate above the minimum of the pay range to ensure appropriate
differentiation from newly hired or less experienced employees. This approach is intended
to maintain equitable pay relationships, recognize employee retention and experience, and
avoid salary compression within classifications.
The Village will continue to review compensation levels to ensure alignment with market
conditions and maintain its ability to recruit and retain qualified employees.
AMENDMENTS TO CLASSIFICATION SYSTEM & PAY SCHEDULE
a) All amendments to the pay plan, includingjob classifications, assigned pay ranges,
authorized staffing levels, and the pay schedule, shall require adoption by
Ordinance of the Village Board of Trustees.
b) The Village Administrator shall periodically review pay ranges and job clarifications
to determine whether revisions are necessary. Recommendations will be submitted
to the Village Board for consideration.
c) Employees exempt from overtime are classified as salaried employees.
d) Employees eligible for overtime are classified as hourly employees. Hourly rates
shall be calculated based on the assigned salary divided by the standard hours for
the position.
e) To remain competitive, the Village will periodically review market conditions and
may implement market -based adjustments to pay ranges. Any such adjustments
shall take effect on May 1 and apply to all non -represented employees.
f) The Village Board reserves the right to delay scheduled pay adjustments due to
economic conditions or other fiscal considerations.
SUMMARY OF 2026 UPDATES
• Completion of a comprehensive external salary study
• Consolidation into two employee groups for compensation purposes
• Maintenance of salary range spread of approximately 50%
• Continuation of 3% across-the-board increases and 0-2% merit increases
• Implementation of a one-year waiting period for new hire pay increases (post six-
month review)
• Commitment to market -based hiring practices with flexibility for experience
• Adjustment of employees below minimum pay range to new band minimums