Board approves district manager pay increase; staff outlined 2026 compensation and benefit changes
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Summary
After an executive session on performance, the board approved a 3% cost‑of‑living adjustment and a $10,000 salary increase for the district manager for 2026. Separately, staff outlined a merit‑bonus program, lifeguard retention bonus and a proposed shift in employer share of health premiums.
Following an executive session under Colorado law to discuss a personnel matter, the Ken‑Caryl Ranch Metropolitan District Board approved a compensation package for the district manager for 2026: a 3% cost‑of‑living adjustment and a $10,000 salary increase. The board recorded the motion and a roll‑call vote with all voting directors in favor.
Separately during the budget discussion, Katrina and Amy described staff proposals for broader workforce initiatives in 2026. Principal elements presented to the board included:
- A proposed district‑wide 3% cost‑of‑living adjustment for 2026. - Introduction of a merit‑based bonus program aimed at top performers: employees could earn up to $1,500 in total, paid in three installments (March, June, September) tied to performance metrics. - A lifeguard retention incentive designed to encourage seasonal staff to remain through the end of the swim season. - Adjustments to the district health‑benefit structure: moving employee‑only plans to about 90% employer contribution while other plans would be set around 75% of premiums; staff are also evaluating a high‑deductible plan with an employer HSA deposit to provide options and reduce premium cost pressure.
Staff said these changes aim to improve retention and target compensation to critical roles while controlling ongoing fixed costs. Directors asked for more data on turnover and retention to assess the likely effectiveness of the incentives.