Waukesha County employee salaries

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Waukesha County employee salaries are available online as salary schedules. As of January 1, 2011, the population of Waukesha County reached 390,267. Waukesha County is the 10th largest employer in the county, employing 1,376 full time employees.[1]

Salary

Of the 304 salaried positions listed, 38 positions have maximum salaries listed in excess of $100,000.[2]

Title Minimum salary Maximum salary
Attorney $65,270 $80,246
Budget Manager $86,070 $105,830
Chief Deputy Clerk $58,427 $71,656
Chief of Staff $71,698 $96,866
Clerk of Courts $73,963 N/A
Community Development Coordinator $65,270 $80,246
County Board Chairman 58,586 N/A
County Board Chief of Staff $78,770 N/A
County Clerk $67,787 N/A
Director Health & Human Services $100,402 $123,469
Deputy Sheriff $42,205 $60,695
Director of Administration $121,888 $149,843
Director Parks & Land $114,650 $140,920
Director Public Works $114,650 $140,920
Financial Analyst $40,753 $51,999
Human Resources Manager $86,070 $105,830
Medical Examiner $166,317 $224,557
Planning and Zoning Manager $86,070 $105,830
Public Health Manager $86,070 105,830
Sheriff $97,829 N/A
Senior Financial Budget Analyst $65,270 $80,246
Treasurer 67,787 N/A
Workforce Development Coordinator $72,758 $89,419

Note that the salary schedule differs for union represented and non-union employees. The numbers in this table all correspond to represented positions.

Top 10 highest-paid workers

This list is based on the maximum salary amount attainable.[3]

Title Annual salary (maximum)
Director of Administration $149,843
Pathologist $178,256
Medical Examiner* $224,557
Deputy Director of Health & Human Services $123,469
Corporation Counsel $140,920
Information Technology Manager $136,198
Director of Public Works $140,920
Director of Parks & Land Use $140,920
Director of Health & Human Services $149,843
Director of Emergency Preparedness** $123,469

(*) Highest salary (**) Also Inspector salary

Projected pension cost

Very little pension cost information is available or searchable. "Enrolled Ordinance 161-4o Modify Pension Contributions for Non-Represented, New Employees" modifies pension contributions:

"The County Board Of Supervisors Of The County Of Waukesha Does Ordain that all regular full-time and regular part-time non-represented employees hired as new employees or rehired as employees on or after January 1, 2007 will contribute one percent (1%) of wages toward the employee share of the Wisconsin Retirement System ring their entire term of employment with Waukesha County; the provisions of this ordinance shall not apply to any regular hired employee prior to January 1, 2007 who is continuously employed by the County and who is promoted, demoted or transfers to another County position on or after January 1, 2007."

Car use/purchasing

Only limited information regarding vehicle purchasing and leasing is available or searchable.

Department Type Cost
Public Works Vehicle/Equipment replacement $2,573,369

Salary records project

In 2011, Sunshine Review chose 152 local governments as the focus of research on public employee salaries. The editors of Sunshine Review selected eight states with relevant political contexts (listed alphabetically):

1. California
2. Florida
3. Illinois
4. Michigan
5. New Jersey
6. Pennsylvania
7. Texas
8. Wisconsin

Within these states, the editors of Sunshine Review focused on the most populous cities, counties and school districts, as well as the emergency services entities within these governments. The purpose of this selection method was to develop articles on governments affecting the most citizens.

The salary information garnered from these states were a combination of existing online resources and state Freedom of Information Act requests sent out to the governments.

Importance of public employee pay disclosure

In July 2010, The Los Angeles Times uncovered that officials in Bell, California were making remarkably high salaries.[4] Chief Administrative Officer Robert Rizzo was earning a yearly $787,637. It was later uncovered that Rizzo's total compensation after taking benefits into account topped $1.5 million a year.[5]

For comparison:[4]

  • Manhattan Beach, with about 7,000 fewer people than Bell, paid its most recent city manager $257,484 a year.
  • Long Beach, with a population close to 500,000, paid its city manager $235,000 annually.
  • Los Angeles County paid its chief executive, William T. Fujioka, $338,458.

Corruption solution

After this report was released, governments began to proactively disclose salary information of their employees. Before the end of the summer of 2010, more than a dozen cities in Orange County, for example, posted salary information on the front pages of their websites.[6]

The cost of transparency websites maintaining such information ranges from the tens of thousands to the hundreds of thousands. These websites also save money, and this often is not taken into account when measuring costs.

Citizens upset about the breach of trust and armed with information formed a group called the Bell Association to Stop the Abuse, which pushed for an independent audit of city salaries and contracts.[7]

Citizens, empowered with information, are key to keeping government free from corruption and efficient. A study published by the Pew Charitable Trusts and the Economy League of Greater Philadelphia revealed that the city of Philadelphia has a problem with the efficiency and costs of public employee pensions.[8] The amount that Philadelphia pays to pension recipients limits the city’s ability to use its budget effectively.

The report revealed that there were more individuals receiving pension benefits—33,907 claimants in 2006—than workers in the city—28,701.[8] The authors of the study recommend three steps towards addressing the problem of high costs in pensions.[8] First, improve data collection so that decision-making in terms of pension policies is more informed. Second, promote transparency for better accountability to citizens. Third, reduce costs and use the savings for developing Philadelphia.

Resistance to public employee salary data as public records

The idea of making public employee salaries is relatively new. In 2008, several local government employee associations and unions protested the posting of state employee salaries by newspaper The Sacramento Bee.[9][10] At the time, it was seen as a safety risk and invasion of privacy.

Sunshine Review aims in posting salary information

Publicly posted salaries often leave out important information. Salary schedules can be published as ranges, not as specific take-home compensation, and high-level, highly-paid positions are often not disclosed proactively.[6][5] Additionally, salaries leave out compensation received through health and retirement benefits, as well as benefits such as commuter allowances and cell phone reimbursements. This project aimed to close the gap and provide a more accurate picture of public employee salaries for the sake of public education and transparency.

See also

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References