The Hampton City Council convened for a work session on April 23, 2025, to discuss various topics, primarily focusing on salary structures for attorneys within the city’s legal departments and the importance of diversity in hiring practices.

The session began with a presentation from Mr. Johnson, who outlined the current salary framework for attorneys, noting that the entry-level salary for positions such as commonwealth's attorneys is set at $75,000, as determined by the compensation board. Council members expressed concerns regarding the rigidity of this salary structure, particularly the inability to negotiate higher salaries for desirable candidates. This led to a discussion about the potential impact of salary supplements, which can be offered to attract more experienced attorneys.

Council member Farabee emphasized the need for a detailed salary comparison across the region to better understand how Hampton's salaries stack up against similar positions in neighboring cities. This comparison is crucial for assessing the competitiveness of Hampton's legal salaries, especially as the city seeks to recruit and retain qualified legal professionals.

The conversation also touched on the flexibility within the city's personnel system, which allows department heads to offer up to a 10% increase above the starting salary for candidates with relevant experience. However, this flexibility is limited to those who exceed the minimum qualifications, which sparked further discussion about the disparities that arise as attorneys gain experience.

Council members noted that while starting salaries for new attorneys are comparable, significant gaps may emerge as attorneys progress in their careers, particularly around the five-year mark. The council acknowledged the importance of addressing these disparities to maintain a diverse and skilled legal workforce.

In conclusion, the meeting underscored the need for improved salary data and a commitment to enhancing diversity within the city’s legal departments. The council plans to follow up on these discussions with additional data and strategies to ensure competitive compensation and inclusive hiring practices moving forward.