Some of you only see white and black---never gray!

Don't sub out the grass cutting and don't layoff all of the crew!

If the budget requires (requires, not wants) cutting say 20%, then cut 20% of the crew!

Along with 20% of the administration!

The work will get done if properly supervised!

In my judgement this same approach should apply even to fire and police--starting with captains, majors, etc. 20% gone!

The execs that are left - cut salary 20%.

It is really simple!

This is how we did it in the 50-60-70s at hard times in industry!

Even judges city clerks, lawyers fees, everything---same deal!

30-40 years on the job doesn't mean those who are already hurting by paying taxes need to have their taxes increased just for them!
MANY DON'T EVEN HAVE HEALTH INSURANCE OR A HOME!

On the right track. One of the main problems of the city is being "top heavy" in certain areas. What do companies do in this type of situation? Cut middle management. Start offering packages to these people who have a number of years of service but easily replaceable. Some people will say that these people are not easily replaced. Answer. YES THEY ARE. The city has a number of these employees and it would be beneficial to trim this fat and begin solving the problem. In a couple of years (or possibly right now) these people are eligible for retirement and they will be okay. Then the city replaces these positions, one by one, as times get better. These money problem issues should be dealt with swiftly. It includes difficult decisions but that is what a manager (a city manager) gets paid to do. Any comments.

Someone gave me some info that was readily available on the Internet that clearly shows that BOTH the Fire Department and the Police Department in Peachtree City Georgia are paid, at a minimum, of 15% higher than others NATIONALY. I agree we need them. But at what cost? The mayor is really against cutting their budget. Keeping in mind that he may run for a 2nd term. It would seem to be the politically correct thing to say. There are places where money can be cut that will not be considered by himself or the council. And, please don’t think that we will lose all of out qualified firefighter and police officers. There are many out there that have been completely cut from their cities budgets. Come on people, we can do this. Just try!

I'm not sure through what source you've obtained your salary information from. Being a professional fire officer with several decades of experience at this point, and knowing many people in the profession from around the country, I'd have to dispute your statement regarding Peachtree City Public Safety salaries. In visiting the Bureau of Labor Statistics online, I found that the pay scales actually are lower in Peachtree City than the National averages. Go ahead, and look them up, I also found that I JUST surpassed the median average for "First Line Supervisors of Firefighters", but then I'm not even a "First Line" supervisor, instead being at least a couple steps above that classification. I might point out that this is even having held this position for MANY years (too many to mention). In completing Performance Appraisals of subordinate personnel, I can assure you as well, that many personnel don't meet the national median standards.
I'll also add to this blog, that for MOST of your dedicated Public Safety personnel, it's NOT about the money - which brings them or keeps them here! There are many other factors, some of which include benefits, quality of customers, facilities and equipment, etc... Again, many of us are not here because of the money (amount), including myself, but we (your Public Safety Personnel) have to make a living and provide for our families too. Some other factors that have kept personnel here are COLA's and annual merit appraisals, which have improved the overall scales for those whom stay and until recent financial issues, job security.
I, like most of your public servants DON'T complain about our pay, and never really bring it up, even if a few of our people have left for other departments in the Atlanta area, with higher pay scales.
In my case, I made more where I previously worked, but I moved from another part of the country. I wanted to live in a warmer climate, be in a nice, safe community with good schools for my kids. I found this and more in PTC, and this is where my family chooses to stay! Sure if I stayed where I was at, I could have made much more, but this was my choice. Friends of mine, that started in "the service" when I did, typically make FAR more than I do. In fact, in the area I'm from, friends of mine make anywhere from 20k to as much as 50k more than I do for a similar supervisory position. In the last couple of years, several guys I started with took their retirements, which are even MORE money than my annual salary, and many of them held much lower levels of supervision than I. Oh well, guess that's where having the IAFF (Firefighters Union) really makes a difference.
Enough of my blogging, just wanted to set the misleading blog about salaries straight.

Entry level pay is always quoted, but over 60% of them make a lot more than that due to promotions and length of time.

These jobs were never meant to be high paying jobs--not even upper middle jobs.

Neither were the administrative jobs in the office of the city, but some do now make pilot wages, coal miner wages, and upper 20% wages for little effort and knowledge.

There weren't supposed to be many of them but they weren't to be laid off, paid well and few benefits except a pension.

That appealed to many.

It became a job maker with the loss of manufacturing!!!