DOES THE CITY'S PAYROLL REPORT MATCH ITS OWN HR RECORDS? WE DECIDED TO CHECK.
When the City of Cape Coral released its employee payroll records as part of its so-called "DOGE" transparency initiative, we did what every taxpayer should be able to do: we compared those records to other official City documents. What we found raises some important questions.
And after reviewing Florida DOGE's actual request to the City, those questions became even more important. DOGE specifically requested a ‘current snapshot of personnel data’ for each filled or vacant position. For filled positions, the requested information included the employee’s name and compensation information, including ‘base salary,’ ‘additional pay to date this fiscal year,’ and the position’s ‘pay range.’
Through public records requests, we obtained Human Resources salary adjustment letters and Status Change Notices for numerous department directors and executive employees. Those records show that on November 5, 2025, the City implemented a new compensation structure for non-bargaining employees after City Council approved recommendations from Baker Tilly and the City Manager. The HR records state those salary changes became effective October 11, 2025. Among those receiving approved salary adjustments were:
Assistant City Manager Mark Mason – $255,361.60
Assistant City Manager Connie Barron – $255,361.60
Police Chief Anthony Sizemore – $247,748.80
Fire Chief Michael Russell – $247,748.80
Utilities Director Jeffrey Pearson – $217,672.00
Public Works Director Matthew Williams – $219,731.20
Financial Services Director Crystal Feast – $203,320.00
Human Resources Director Nancy Deutsch – $184,683.20
Development Services Director Brett Limbaugh – $189,321.60
City Clerk Kimberly Bruns – $185,411.20
Parks & Recreation Director Joseph Petrella – $185,411.20
Note that these figures represent base salary and do not represent the total cost of compensation, which may also include benefits and other forms of compensation. The records also include Status Change Notices documenting the approved salary adjustments and effective dates.
So naturally, we compared those records with the City's published payroll report dated May 28, 2026, roughly seven months after those raises took effect. The payroll report lists each employee's Base Pay, Additional Pay, Minimum Pay, Maximum Pay, job title and other employment information. That's where the questions begin.
For many of these same employees, the Base Pay shown in the City's published payroll report is significantly lower than the salary reflected in the official HR records. While the report also includes an Additional Pay column, those figures do not consistently reconcile with the approved annual salaries documented in the HR records.
We also found instances where the published minimum and maximum salary ranges appear different from the pay grades reflected in the HR documents. That distinction is particularly important because Florida DOGE did not simply request generic payroll information. DOGE specifically requested "base salary" and separately requested "additional pay to date this fiscal year." In other words, base salary and fiscal-year additional pay were specifically identified as separate pieces of information in the State's request.
To be clear, we are not accusing anyone of wrongdoing or claiming the payroll report is false. There may be a perfectly reasonable explanation. Perhaps the payroll report uses a different methodology. Perhaps the City's payroll system calculates "Base Pay" differently from an employee's approved annual salary. Perhaps the report represents compensation in a way that is not immediately obvious. There may be a perfectly legitimate explanation.
But if that's the case, it raises another question:
Why does the figure appearing under ‘Base Pay’ for filled positions differ from the base salary reflected in the City’s own HR records when Florida DOGE specifically requested ‘base salary’ as a separate compensation data point?
If there's a simple explanation, the City should explain it.
Transparency only works when the public can understand the information being published. Right now, taxpayers reviewing the City's payroll report alongside the City's own Human Resources records are left with numbers that do not appear to match.
The questions are straightforward:
Why don't the salaries in the City's payroll report appear to match the approved HR salary adjustments? How are "Base Pay" and "Additional Pay" calculated?
Why do some of the published salary ranges appear different from the City's HR records? Which records should the public rely on when evaluating employee compensation? And if Florida DOGE specifically requested ‘base salary’ as a separate compensation data point for filled positions, why do the figures listed as ‘Base Pay’ differ from the base salaries reflected in the City’s own HR records?
These are fair questions. They aren't political. They're exactly the type of questions a transparency initiative should invite.
If the City provides an explanation for these differences, we will gladly publish it in full.
Because transparency isn't just about releasing data. It's about releasing data the public can understand, verify and trust.
All information has been thoroughly investigated and reported by the Take Out the Trash Committee of Cape Coral and/or its authorized volunteers!
