Consultants recommend new pay scales for Margate's city employees

In the heart of Margate's city hall, a pivotal discussion unfolded as city officials gathered for a budget workshop on July 10, 2025. The atmosphere buzzed with anticipation as consultants John Mueller and Kristen Beazer from Gareng Grouper Strategies presented their findings from a comprehensive citywide compensation and classification study. Their mission: to ensure that Margate remains competitive in attracting and retaining quality employees.

The consultants detailed their methodology, which involved a thorough assessment of the city’s current pay structures and job descriptions. They compared Margate’s compensation against 16 neighboring municipalities, including Coral Springs and Fort Lauderdale, to gauge where the city stands in the local job market. The findings revealed that while Margate's starting salaries were competitive, the pay ranges were notably narrow, limiting long-term earning potential for employees.

Mueller highlighted a significant concern: many employees, especially those who had been with the city for years, were reaching their pay caps too quickly. This could lead to a talent drain, as experienced workers might seek better-paying opportunities in nearby cities. To address this, the consultants proposed widening the pay ranges, allowing for more gradual salary increases without necessitating promotions.

The financial implications of these recommendations were substantial. Implementing the new pay structure would require an estimated $495,000, accounting for adjustments to over 400 employees. This figure includes necessary payroll taxes and insurance costs. The consultants emphasized that this adjustment would not only benefit current employees but also enhance Margate's ability to attract new talent.

As the discussion progressed, city officials expressed their support for the proposed changes. Commissioner Cazialo underscored the importance of retaining skilled staff, noting that it is often more cost-effective to invest in current employees than to train new hires. Vice Mayor Casciano echoed this sentiment, advocating for fair compensation as a means to foster employee satisfaction and loyalty.

The consensus among the commissioners was clear: the city must act swiftly to implement these recommendations in the upcoming budget cycle. By doing so, Margate aims to not only maintain its competitive edge but also to ensure that its workforce feels valued and motivated.

As the meeting concluded, the city officials left with a renewed commitment to enhancing the livelihoods of their employees, setting the stage for a more equitable and sustainable future for Margate. The next steps will involve negotiations with collective bargaining unions to finalize the implementation of the new pay structure, ensuring that all city employees, including those in public safety, are included in this vital initiative.