Alamosa approves 2026 pay plan, holds line on broad raise for city workers

Why it matters

For Alamosa households, the decision sets how much of the city budget goes to recurring payroll in 2026: no broad raise limits that growth, while the targeted wage adjustment and water staffing move address required pay and keeping certified operators on hand.

Council adopts pay plan without broad raise

The Alamosa City Council unanimously approved the 2026 pay plan for city officers and employees on second reading, after staff said projected 2026 revenues did not allow a broad cost of living adjustment, a general raise to keep pace with living costs.

The council opened the public hearing on the ordinance, a city law establishing the pay plan, and then closed it with no public comment before taking the vote.

Staff framed the lack of a broad adjustment as a revenue decision for 2026, not as a change to the targeted minimum wage adjustment included for certain positions in the pay plan.

A motion to approve the ordinance on second reading, recorded in the transcript as made by Councilor Jan, was seconded, and the council then voted unanimously to adopt the pay plan ordinance.

Three changes make up the 2026 pay plan

Staff explained the pay plan contains three primary changes, led by a 2.4 percent adjustment for certain positions to comply with an increase in the state minimum wage, the lowest pay employers must legally pay workers.

Staff said the plan incorporates five full-time equivalents, positions counted as the equivalent of full time work, from the Center for Restorative Programs into the city pay plan.

The third change reallocates one full-time equivalent from a water and wastewater technician role to a water and wastewater plant technician role. Staff described that move as succession planning, preparing coverage before current staff leave or retire.

Water shift aims to keep certified operators ready

Staff said the ordinance will place the five transferred full-time equivalents in appropriate pay plan positions and realign classifications to ensure certified operators are available if current operators leave or retire.

The classification change is the heart of the water staffing piece: one position moves toward plant technician work, while the stated purpose is keeping a certified operator available if a current operator leaves or retires.

For residents, the near term result is a pay structure for 2026 that follows the revenue picture staff described, covers the transferred Center for Restorative Programs positions, and addresses operator coverage through the adopted ordinance in Alamosa.