CLARK COUNTY Water Reclamation District
Board of Trustees
AGENDA ITEM
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Petitioner: |
Thomas A. Minwegen, General Manager |
Recommendation:
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Conduct a public hearing pursuant to NRS 288.153; and approve and authorize the General Manager to implement the Classification and Compensation Study for all employees conducted by Graves and Associates, effective the first pay period in January of 2026. (Sitting as Clark County Water Reclamation District Board of Trustees) (For possible action)
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FISCAL IMPACT:
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Fund #: |
O&M Funds |
Fund Name: |
CCWRD General Funds |
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Fund Center: |
CCWRD Funds |
Funded PGM/Grant: |
N/A |
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Amount: |
$170,000 for Calendar Year 2026 (Estimated) |
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Description: |
Classification and Compensation Study |
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Additional Comments: |
N/A |
BACKGROUND:
The Clark County Water Reclamation District (District) plays a vital role in our community by responsibly sustaining the water care cycle-a mission essential to the long-term stability of Southern Nevada’s water supply. The District's work in capturing, collecting, treating, and reclaiming wastewater is central to ensuring a reliable and sustainable water future for our region. Although largely unseen, wastewater management is one of the most impactful services a community can invest in-delivering a triple dividend by improving public health, preserving natural resources, and supporting sustainable economic growth.
In meeting its mission, the District leverages a skilled and professional workforce to maintain a 24/7 operation of six different wastewater collection and treatment facilities (across unincorporated Clark County) that must remain in compliance with stringent federal and state Clean Water Act standards, including rigorous water quality testing and regulatory requirements. With the unique, industry specific needs of the District, the District has struggled to attract and retain the skilled, experienced, and professional personnel it needs to ensure continued effective, efficient, and reliable operations. Long outdated and disjointed job descriptions, classifications, and compensation schedules have prevented the District from effectively competing in the labor market, increasing risk to District operations and possible negative impacts to service provided to District customers.
On August 20, 2024, the Board approved a new Collective Bargaining Agreement between the District and the Service Employees International Union (SEIU) Local 1107, covering both Supervisory and Non-Supervisory Units, with a term expiring on June 26, 2026. The District’s recruitment and retention of employees was a shared concern of both the District and SEIU, and so the parties’ approval of the CBA was premised on the advancement of a third-party classification and compensation review for District employment positions (the “Class and Comp Project”). The Class and Comp Project, which consists of a market-based job classification and compensation review of local and comparably similar water/wastewater agencies, has been completed. SEIU and the District agree to adopt and incorporate the results of the project into the CBA at appendix A and B, with an updated review using the same methodology and consultant as the Class and Comp Project administratively adopted every 3 years.
The Class and Comp Project only recognizes market-based adjustments to the respective position compensation ranges for the represented and non-represented employees in non-management positions. No immediate salary increases are included with the Class and Comp Project, except for the few employees that may fall outside of the new compensation ranges (with an estimated fiscal impact to the District of $170,000). The Class and Comp Project better positions the District to attract and retain a skilled, professional, and experienced workforce in an increasingly competitive wastewater industry, to continue advancing its mission of helping to sustain this community’s water resources.
This agenda item has been reviewed and approved by the District General Counsel