City Manager Joseph Molis presented findings from a 2024 staff survey and described a series of personnel and benefit actions Lakeway has taken to retain employees and improve organizational culture.

Molis said the city has 137 budgeted full‑time positions and about 129 are currently filled; several positions are frozen and recruiting activity is concentrated in the police department. He said the city conducted a salary survey, adjusted pay to remain competitive, and that the city council approved a budget that kept salaries competitive and allowed additional raises.

On benefits, Molis said the city issued a competitive request for information for health plans and obtained better rates at renewal, using savings to offset dependent coverage costs and offering very low‑cost vision coverage. He described merit increases and targeted manager allocations to reward high performers, and said the city will continue to use merit as part of compensation.

On culture and engagement, Molis said the city is promoting a mantra of "accept only excellence," has launched an internal branding effort called Team Lakeway and is funding a communications coordinator. He highlighted the Lakeway Employee Appreciation Program (LEAP), quarterly staff updates and increased employee presence at city events as evidence of improving culture.

Molis said more than half of Lakeway employees live more than 10 miles outside city limits, which shapes recruitment and retention challenges; the city is exploring strategies such as hiring backups (overhiring), flexibility (including a four‑day workweek pilot under study for some departments), stipends and other targeted benefits for long commutes.

Ending note: Molis said the staff survey results are being acted on and that residents and council support helped fund salary competitiveness; he encouraged ongoing feedback and said the city will report periodically on implementation.