Barre manager sees bump in salary, perks
|
|
John C. Craig |
Toolbox
By David Delcore TIMES ARGUS STAFF - Published: July 28, 2009
BARRE – City Manager John Craig is getting a healthy bump in his annual salary, evidence that city councilors are pleased with the performance of their chief administrator.
Although councilors are expected to conclude Craig's annual evaluation during an executive session tonight, they have already ratified a contract that reflects a first-year pay raise of 10 percent. Based on that contract, Craig's annual salary will immediately climb from the roughly $77,500 he was paid during the recently concluded fiscal year to $85,218.
Mayor Thomas Lauzon said that is in keeping with a performance-related discussion the council had with Craig before he was hired two years ago. At the time, Lauzon said, Craig asked to be paid more than the $75,000 the city was offering, but was told he'd have to earn it on the job.
Lauzon said Craig has – living up to the potential the council saw in him when they offered him a two-year contract in July 2007 and earning the right to be paid salary comparable to those who manage similarly sized Vermont communities.
"I think we're getting a bargain, I really do," he said, stressing the council was well aware the salary they offered Craig was at the low end of the pay range for municipal managers according to data compiled by the Vermont League of Cities and Towns.
Although Craig came to the job with an impressive resume, Lauzon said the fact he had no hands-on experience in municipal management at the time prompted the council to offer a somewhat less competitive compensation package with the understanding the issue would be revisited when his contract expired.
"We're living up to a commitment that we made to John (Craig) two years ago," he said.
Under the terms of the new agreement, Craig's salary will be adjusted in the contract's second and third years at least by the average of the annual across-the-board pay raises afforded other city employees. The contract gives the council the opportunity to further compensate Craig based on the results of his annual performance evaluations by giving him an additional pay raise, a bonus, or both.
There are a host of other minor adjustments to an employment agreement that runs through June 30, 2012.
The contract grants Craig a fourth week of vacation in addition to one week of bankable sick leave, increases his allowance for professional development from $2,000 to $2,200, and adjusts the compensation he will receive for the use of his car and his cell phone.
During his first year on the job Craig received an $1,800 allowance for the use of his car. That figure increased by 4 percent last year. Under his new contract he will be paid $2,200 this year, and the allowance will increase by 5 percent in the second and third year of the contract.
The council agreed to the same annual 5 percent escalator for calculating Craig's professional development allowance.
Under his old contract the city agreed to furnish Craig with a cell phone. The new agreement requires the city to pay him $100 a month for the use of his personal cell phone.
The city will continue to pay for 80 percent of the cost of Craig's health and dental insurance premiums over the life of the contract and will cover the cost of a $225,000 life insurance policy for the manager.
In the event the council chooses not to renew the contract or terminates Craig without just cause, he will be entitled to a lump sum payment equal to 18 weeks pay in addition to pay for accrued vacation, and other benefits.
42