The commission directed the city manager to prepare a cost analysis for a minimum 2% salary increase for all non-union employees, excluding appointed officials, for FY 2026-2027. Finance estimated the added cost at about $68,000. The item is not an approved pay change yet, but it is a clear compensation planning signal heading into budget adoption.

Phoenixville Borough adopted an ordinance on August 11, 2026 to clarify how amendments to municipal, police, and firefighter pension plans are approved and documented. The changes confirm Council’s authority to amend plans by ordinance, appoint trustees, and keep plan amendments on file. This is mainly a governance cleanup but shows active oversight of pension administration and potential need for actuarial, legal, or pension administration support as policies evolve.

Ordinance amends Code Chapter 1, Part 7 on pensions, including Sections 1-703 to 1-710, 1-713.2, and...

IEUA said its classification study phase was underway and that the next step was to present draft class specifications for review and feedback from leadership, departments, employees, and labor associations. The roadmap shows the compensation study beginning in March 2027 and a target completion in March 2028. This is a long-horizon staffing and pay structure effort that affects budgeting and organizational design. It remains in planning, with no final recommendation yet.

The County Administrator proposed amending the 2026 General Compensation Plan for Non-Union Employees. The change would allow starting salaries up to 15% above grade minimum in limited cases, with County Administrator approval when staffing or operational problems are documented. The source says this was recommended to help with recruiting, turnover, and extended vacancies. This is a policy trigger for hiring and pay decisions, especially where departments struggle to recruit.