04.28.26 Town Council Meeting Presentation Work SessionWelcome to the April 28, 2026,
Prosper Town Council
Work Session
Call to Order/Roll Call.
Agenda Item 1.
Discussion regarding the Town's salary and compensation plan. (TL)
FY 2027 SALARIES
Human Resources
Vision ● Strategy ● Performance
•Strategic Visioning
Priorities
Council
•Actionable Strategies
•Short-term
•Long-term
Executive & Director
Level Leadership •Recruit & Retain
•Deliverables
•Municipal Excellence
Middle Management,
Supervisors, and Staff-
Level Employees
In our pursuit of municipal excellence, we recognize that our employees are the driving force behind our
success. Their dedication, expertise, and commitment to providing essential services shape the quality of life
for our residents, businesses, and visitors. To foster an environment of unparalleled dedication – one that drives
individual development and renewal, we must consider the importance of competitive compensation as a part
of the journey. Here are three (3) key areas to take into consideration:
1.Attracting the Best Employees (Client-Focused Talent):
o Our commitment to providing excellent services to residents, businesses, and visitors hinges on
having a client-focused workforce.
o Competitive compensation acts as a magnet, drawing in professionals who prioritize customer
satisfaction, empathy, and responsiveness.
o These employees understand the unique needs of our community and strive to exceed expectations.
2.Aligning Experienced Leaders and Employees with the Right Positions within the Organization
(Promoting a Cooperative Mindset):
o Collaboration and teamwork are essential for achieving municipal excellence.
o Competitive compensation reinforces commitment; meaningful commitment promotes greater
employee engagement, performance, and innovative solutions.
o When employees feel valued and fairly compensated, they actively contribute to a harmonious work
environment.
3.Leading at All Levels of the Organization (Fostering Servant Leadership):
o Servant leaders prioritize the well-being of their teams and the community above all else.
o Competitive compensation empowers all employees to focus on their roles with less financial
stress, thus promoting behavior that exemplifies our core values – T.H.R.I.V.E.S.
o By investing in our employees, we create a positive ripple effect throughout the organization.
In summary, competitive compensation is not just about numbers; it’s an investment in our people – the heart of
our “municipal excellence” journey.
Excellent
Municipal
Services
Phase 2 Recommendations Evergreen Solutions
•Adjusted Salary Compression in required departments
•Applied Market Adjustments for 21 Positions (Total 73 Employees)
•Market Adjustments for nonsupervisory public Safety positions (107 Employees)
•Began the Job Description revision process
•Pay Plan Adjustments
•Move Pay grades below market up to market minimums.
•4 position Reclassifications.
•17 Title Changes
Phase 1 Implementation - Evergreen Solutions
History: Pay Plan Adjustments
FY-24 10/1/2023
•Police 7%
•Dispatch 1-3%
•Fire 5%
FY-23 – 5/1/2023
•Police N/A
•Dispatch 11.34%
•Fire N/A
•55 Positions to Market Ave. 5.89% percent per position (Total 127 Employees)
•Fire all Positions to Market Avg. 4.85%
•PD all Positions to Market Avg.
3.08%
•Dispatch all Positions to Market Avg. 4.1%
*Police, Fire, and Dispatch adjustments are in addition to step plan increases or top out lump sums.
FY-25
10/1/24
•21 Positions to Market Ave. 2.5% per position (Total 73 Employees)
•Fire FF & Driver Positions to Market Avg. 4.92% (56 Employees)
•PD Officer, Corporal, Detective to
Market Avg. 3.5% (46 Employees)
•Dispatch Entry level Positions to Market Avg. 1.93% (5 Employees)
FY-26
10/1/25
Phase 2 Recommendations Evergreen Solutions
•Language Pay
•Certification Pay
•Holiday
•Cell Phone
Allowance
•Vehicle Allowance
•Longevity Pay
•Education Pay
•Tuition
Reimbursement
•Civilian Salary Market Adjustment
1.5%
•Uniform Allocation
•Take Home Vehicle
•Travel Reimbursement
•On Call-Pay
•Merit Pay
•Acting Pay
•Vacation Accruals
•Modify Benchmark Cities
Phase 2 Recommendations Evergreen Solutions
Phase 2 Recommendations Evergreen Solutions
FY 2027
Market Adjustments
Re-Ranking of low matched positions
Ranking of positions vacant at time of study
Certification pay for Public Works
Career Ladders for Building inspectors
2 Title Change
3 Reclassifications
Study recommendation changes
Job description revisions (in progress)
Update policies regarding hiring practices (Completed)
Pay Plan Changes
Non-Public Safety Positions
Market Average Data Methodology
Place remaining positions from Phase 2 of the study to the market
average and provide compensation adjustments as needed.
Pay band adjustments based on the midpoint of the range from
the comparable cities.
No across the board adjustments other than Annual merit
increases.
Move FT positions from the lowest pay band ($17.73/Hr.) PG 19 to
PG 21.
Public Safety Positions – FY 2027
Market Average Data Methodology
The average minimum and maximum annual rates of pay at benchmark cities. The data is anchored at the minimum and maximum annual rates for each respective rank and file.
Step for step movement based on market adjustments.
Maintain salaries at approved market level for Police, Fire, and Dispatch.
No additional recommendations outside of the ones from Evergreen.
FIRE RESCUE COMP STUDY
Start Top Start Top Start Top Start Top Start Top
Celina*$68,055.19 $76,596.98 $80,000.00 $95,519.11 $95,519.00 $104,380.00 $107,510.00 $114,055.00 $121,002.00 $128,371.00
Little Elm*$70,846.00 $76,293.83 $78,759.00 $95,066.70 $97,458.22 $108,445.00 $113,868.27 $125,690.60 $135,116.52 $145,957.25
McKinney*No Match No Match $85,105.56 $105,787.40 $109,073.55 $114,347.23 $131,718.23 $138,846.91 $150,111.40 $158,930.65
Frisco*$81,750.00 $89,389.00 $87,250.00 $105,049.00 $102,620.00 $112,329.00 $128,640.00 $132,528.00 $146,610.00 $153,366.00
Prosper current $73,000.00 $87,165.00 $79,000.00 $94,330.13 $96,000.00 $104,901.79 $108,559.36 $118,955.20 $125,012.16 $136,980.48
Anna No Match No Match $76,208.00 $81,149.19 $83,583.66 $88,673.91 $99,803.26 $105,881.28 $109,057.72 $115,699.33
Keller $69,480.00 $75,246.00 $76,061.00 $90,884.00 $92,689.00 $104,395.00 $107,977.00 $121,605.00 $124,037.00 $139,689.00
Flower Mound No Match No Match $81,742.96 $100,511.32 $102,192.48 $111,673.12 $123,000.28 $134,410.12 $142,154.48 $150,808.32
Southlake $66,174.29 $79,409.15 $81,989.95 $98,966.52 $101,935.51 $112,129.06 $115,492.93 $127,042.23 $130,853.49 $143,938.84
Coppell No Match No Match $84,975.00 $103,385.20 $99,910.00 $112,385.36 $121,540.00 $136,716.02 $140,080.00 $151,510.53
Market Average $71,261.10 $79,386.99 $81,343.50 $97,368.72 $98,331.27 $107,639.74 $116,616.66 $126,308.35 $133,224.73 $143,141.21
Adjacent Market Avg *$73,550.40 $80,759.94 $82,778.64 $100,355.55 $101,167.69 $109,875.31 $120,434.13 $127,780.13 $138,209.98 $146,656.23
City BATTALION CHIEFFF/EMT FF/PARAMEDIC DRIVER/ENGINEER CAPTAIN
518153111
POLICE OFFICER COMP STUDY
Start Top Start Top Start Top Start Top
Celina*$79,997.01 $95,519.00 $99,226.00 $108,431.00 $115,300.00 $122,321.00 $132,775.00 $140,862.00
Frisco*$90,750.00 $108,414.00 $103,454.00 $114,654.00 $120,600.00 $127,324.00 $136,000.00 $142,885.00
Little Elm*$78,817.19 $99,821.16 $92,657.89 $104,840.67 $106,102.36 $117,970.75 $120,788.26 $134,443.04
McKinney*$88,412.87 $112,576.89 $105,046.35 $117,921.25 $121,679.82 $131,930.67 $138,652.74 $148,878.42
Prosper Current $80,000.00 $95,524.18 $96,000.00 $104,901.79 $104,436.80 $114,878.40 $118,123.20 $129,937.60
Anna $79,173.49 $94,033.27 $92,296.65 $103,880.69 $101,834.22 $114,615.31 $120,936.02 $124,564.10
Coppell $84,975.00 $107,521.00 $102,907.00 $120,387.00 $118,821.00 $128,516.00 No Match No Match
Flower Mound $82,576.00 $104,582.40 No Match No Match $114,670.40 $125,278.40 $131,331.20 $143,499.20
Keller $76,274.00 $91,146.00 $93,424.00 $103,126.00 $105,210.00 $116,168.00 $118,498.00 $130,832.00
Southlake $81,989.95 $98,966.52 $101,935.51 $112,129.06 $115,492.93 $127,042.23 No Match No Match
Market Average $82,551.72 $101,397.80 $98,868.42 $110,671.21 $113,301.19 $123,462.93 $128,425.89 $137,994.82
Adjacent Market Avg *$84,494.27 $104,082.76 $100,096.06 $111,461.73 $115,920.55 $124,886.60 $132,054.00 $141,767.11
City Officer Corporal Sergeant Lieutenant
35 1117 6
Recommendation Number of Employees Impacted Budget Impact
Bring all positions – a total of 12, to market, adjust positions identified
for reranking, move senior leadership positions to market for Phase 2,
and adjust pay bands.
12 $ 62,828
General Fund Non-Public
Safety Employees
Recommendation Number of Employees Impacted Budget Impact
Adjust the Step Pay Plan to the market average
utilizing the approved 9 benchmark cities 84 $ 325,815
Fire
State Licensed Personnel
Recommendation Number of Employees Impacted Budget Impact
Adjust the Step Pay Plan to the market average
utilizing the approved 9 benchmark cities 60 $ 299,008
Police
State Licensed Personnel
Recommendation Number of Employees Impacted Budget Impact
Adjust the Step Pay Plan to the market average 14 $ 35,584
911 Communications
State Licensed Personnel
Totals:179 $ 765,312
FISCAL YEAR 2027 RECOMMENDATIONS
*Total excludes TMRS, SS,& Medicare
Recommendation Number of Employees Impacted Budget Impact
Bring all positions – a total of 5, to market, move senior leadership
positions to market for Phase 2. 9 $ 42,077
Water Fund Non-Public
Safety Employees
LOOKING FORWARD
Total Compensation
Conduct annual benchmarking to ensure positions
maintain market competitiveness
Review compensation policies and provide updates as
needed.
Continue to review market competitiveness for ancillary
benefits.
AI tools for salary forecasting and benchmarking
Market Salary Data Methodology
Continue to tailor the Town of Prosper’s compensation
philosophies and methodologies with a focus on fiscal
responsibility and sustainability.
Phase 2 Recommendations Evergreen Solutions
Market Adjustments
Move Public Safety Positions to market average
Move Identified Non-Public Safety Positions to Market average
Re-Ranking of low matched positions
Ranking of positions vacant at time of study
Add Certification pay for Public Works
Create Career Ladders for Building inspectors
2 Title Change
3 Reclassifications
Study recommendation changes
Job description revisions (in progress)
Update policies regarding hiring practices (Completed)
Pay Plan Changes (In progress)
Agenda Item 2.
Receive an update regarding the Coit Road Construction project.
(HW/AG/LH)
Project:
1710-ST Coit Road (First
Street to Prosper Trail
Phase One)
Contractor:
DDM Construction
Corporation
Original Contract Total:
$10,377,271.00
Original Contract time:
360 Calendar Days
Project Start:
September 15, 2025
Project Overview
The contractor has upgraded Coit Road drainage system from an open ditch to a closed underground system.
Utilities: Stormwater (Stage 2)
The contractor has upgraded Coit Road drainage system from an open ditch to a closed underground system.
Utilities: Stormwater, continued (Stage 2)
The contractor has upgraded Coit Road drainage system from an open ditch to a closed underground system.
Utilities: Stormwater, continued ( Stage 2)
The contractor has adjusted/installed water line, fire hydrants, water valves, and air release valves.
Utilities: Water (Stage 2)
Contractor supplied anticipated schedule (weather permitting)
Project Look Ahead
Typical Pavement
Section for Coit Road
Stage 3
Pavement Section (Stage 3) – Future landscape (Stage 4)
Typical Landscape Plan
For Coit Road Stage 4
Drone Flyover Coit Road - Prosper Trail to First Street
Coit Road – Phase 2 (Prosper Trail – Frontier)
Typical Pavement Section for Coit Road Phase Two
Example spot location
of proposed roadway
to existing pavement
Sidewalks are mainly
being constructed for
the ultimate 6-lane
configuration
Current Timeline:
TxDOT review
Franchise utilities complete relocation efforts
Advertise for bid late summer (contingent upon TxDOT & franchise timing)
Under Construction the end of this year
Executive Session
•Section 551.087 – To discuss and consider economic development incentives and all matters
incident and related thereto.
•Section 551.072 – To discuss and consider the purchase, exchange, lease, or value of real
property for municipal purposes and all matters incident and related thereto.
•Section 551.074 – To discuss and consider personnel matters and all matters incident and
related thereto.
•Section 551.074 - To deliberate the appointments to the Town Council Subcommittees.
•Section 551.074 - To discuss appointments to the Board of Adjustment/Construction Board of
Appeals, Parks & Recreation Board, Library Board, Prosper Economic Development
Corporation Board, Planning & Zoning Commission, Community Engagement Committee,
Downtown Advisory Committee, Charter Review Committee, and all matters incident and
related thereto.
Executive Session
•Section 551.071 - Consultation with the Town Attorney regarding pending or anticipated litigation.
•Section 551.071 - Consultation with the Town Attorney regarding legal issues associated with
Subchapter K of Chapter 552 of the Texas Government Code and provide direction to the Town
Attorney, and all matters incident and related thereto.
•Section 551.071 - Consultation with the Town Attorney regarding legal issues associated with
Supreme Court case of Lindke v. Freed and applicable Texas state law, and all matters incident and
related thereto.
•Section 551.071 - Consultation with the Town Attorney regarding legal issues associated with code
enforcement activities and substandard structures, law enforcement activities, and all matters
incident and related thereto.
•Section 551.071 – Consultation with the Town Attorney regarding legal issues relative to Article 4.11
of the Town’s Code of Ordinances, and all matters incident and related thereto.
•Section 551.071 – Consultation with the Town Attorney to discuss legal issues associated with any
agenda item.
The Town Council will reconvene after Executive
Session.
Reconvene into Work Session
Adjourn