Employment

City of Sioux Falls Big Salary increases even with slow tax revenue

l3wis January 8, 2018 18Comments

We are still waiting for the last month to come in on the financial reports, but it looks like we are hovering around only 1% growth in tax revenue from last year.

But it didn’t stop our CEO (Mayor Huether) from giving huge raises to some directors, ironically the same directors that were involved with controversial projects like the Downtown Parking Ramp. It seems the good soldiers who followed marching orders were well rewarded.

(Raises are Approximates rounded to nearest thousand)

Turbak, Finance Director; $6K (he got a $10K raise last year)

Leonard, City Attorney; $5K

Ketchum, Director of Community Development; $5K

ONeil, Community Development; $5K

Bofenkamp, Community Development; $5K

There were some others that got some questionable raises also. Even though crime continues to increase and the minions in the police department only got 1.5% the chief received a good raise;

Burns, Chief of Police; $4K

The Director of the Public Health, Dr. Tinguely, the highest paid city employee ($204K per year) got a $11K raise and one of her assistants, Collura got $5K.

Read all about here; 2017-Wages, 2018-Wages

Sorry, It’s still about wages

l3wis October 9, 2017 8Comments

Here we go again, another ‘woe is me’ story from a retailer/hospitality employer who cannot find good help;

“I’ve honestly never seen it this bad anywhere else,” another told me.

They were talking about their struggle to hire staff – a theme I’ve heard repeatedly the past few years but one that has become extreme in recent weeks.

My recent conversations about hiring struggles have involved retail jobs. The industry is experiencing a bit of a perfect storm, with several new stores and restaurants opening while others ramp up seasonal hiring.

I’m deliberately not sharing the names of the businesses I’m referencing because I don’t want to create the impression that their hiring struggles mean they are undesirable places to work. I actually don’t think that’s the case, based on what I know of their businesses and what they shared about their wages. I just think they’re caught at a time when pretty much anyone who wants to or is capable of holding a job has one.

One manager I talked with last week has hired for stores in seven states and said he never encountered challenges like he is here.

First of all as a person who has worked on and off in retail/hospitality for over 20 years I will agree with many of things they are saying. There is a limited workforce pool, there is also a lot of people who can’t hack it (multi-tasking). There are also other issues, like drug and alcohol problems, and low-income parents who can’t afford child care. It’s hard to weed some of that out, I understand. But one thing I have learned from working in this industry, THERE ARE GOOD PEOPLE. Often times they work twice as hard as their co-workers, never are late, never miss shifts and never call in sick. The problem is a lot of these businesses are not willing to compensate the GOOD ones more than the crappy ones. You can create polices to weed out the bad ones, once you do that, PROP up the good ones, that means giving them the best shifts, better pay, bonuses, etc. Good employees in this type of the industry know when they have hit a plateau, and if you are not willing to pay them more, they’ll be gone in a flash. The GOOD ONES are not afraid of hard work, they just want to be rewarded with a living wage for their efforts.

My advice; if you employee one of the good ones, and they ask for a raise, GIVE IT TO them! The cost for replacement and lost business isn’t really worth it. Also, service industry people talk, in fact, if they are NOT working they are talking about their job with their peers. If you are a good employer that pays well, they WILL tell their friends, that mostly likely are THE GOOD ONES to. I would never recommend a person that didn’t work as hard as me, I don’t want to work with lazy bums either.

It’s not just about getting GOOD employees, it’s about retaining them once you have them. Pay them what they are worth. As we used to say in the industry, compliments don’t buy groceries.