Crested Butte adjusts wages to come in line with its peer communities

Effort to attract and maintain good employees

By Mark Reaman

A recent compensation survey of similar communities in Colorado has resulted in an adjustment for many Crested Butte town staff wages. The town council had asked staff to look into salaries with the intent to ensure the 63 full-time Crested Butte employees are paid competitively to the market so that CB could continue to attract and retain top workforce talent.

A consulting firm, Graves Consulting, was hired to do the survey and make recommendations. It was found that 24 town positions fell below the bottom of their new recommended ranges. Those positions were immediately given a wage adjustment to bring them at least into the bottom of their new wage range. That cost the town just over $99,000. 

The town currently has nine pay levels, and the proposal is to move to 12. The marshal’s department was treated uniquely as it is for most communities given the skill sets needed and the availability (or lack) of qualified potential employees. The marshal’s compensation will be structured under a so-called modified step plan. A deputy marshal will start at $79,560. CB marshal wage adjustments range between 13.6% to 28.1%. 

The draft 2025 Crested Butte budget is taking into account the wage adjustments and implementing a 3% across the board cost of living increase for all employees. All in, the adjustments for 2025 amount to $359,017 in a total wage line item of $5,029,080 for Crested Butte.

Graves determined Crested Butte was “highly competitive across benefit categories” compared to its peer communities.

“This was done to make sure we can attract and maintain good employees,” said town manager Dara MacDonald at an October 21 work session. “I was quite pleased with the analysis outcome. I thought it would bring more sticker shock, but it didn’t, and it was good to see this through a set of thorough and objective eyes.”

She noted that most of the adjustments were made in the lower paying positions. She said department heads and managers were generally in line with the comparative set. She said this year the new wage structures along with the 3% COLA (cost of living adjustments) would make up the wage line item in the budget.

“I think it is fair and I really like having a defined structure in the future,” said councilmember Kent Cowherd. 

“We definitely want to retain good people and be competitive,” added councilmember Gabi Prochaska.

Mayor Ian Billick asked if it was possible to add 1% to the wage pool for merit raise potential. The $50,000 would be awarded to employees who went above and beyond the job description.

“Adding $50,000 is a lot of money but it’s not a lot if it helps with retentions and morale of good employees,” said Cowherd.

“I also have the feeling that awarding a financial reward for a job well done is important,” said councilmember Mallika Magner.

“Such merit conversations can be hard but they are healthy for an organization,” said Billick. 

Council overall expressed a comfort level with the new wage structure and the addition of potential merit pay raises.

The pay increases would be effective for the first full pay period in 2025.