What does this do to build employees’ confidence in these leaders?

As Managers and Supervisors retire from State service in alarming and unprecedented numbers, how can the state attract qualified people to promote into underpaid leadership positions?

Should rank and file have to take a CUT IN PAY to advance into supervisory or management ranks?

Tough questions. But the answers aren’t that difficult.

The May Revise states that "... the Administration remains committed to recruiting and retaining quality managers and supervisors." This can be accomplished only by curing the egregious salary lag.

Don’t let your leaders in State government fall further behind in compensation, respect or perceived value. Salaries and benefits for Managers and Supervisors in state service should be competitive with other public sector employees. Also, these salaries for your State leaders should not have to compete with collective bargaining contracts, but should have a separate line item in the budget.

After 6 years without a salary raise, the "State’s Management Team" is substantially behind their local government counterparts. Please don’t ignore them any longer.