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BEMIDJI — Following a vague motion passed at a recent Bemidji City Council meeting regarding the city manager's pay and benefits, the Pioneer has gathered more information on what took place during the meeting.

During a closed meeting on May 12, the city council held a non-annual review of City Manager Rich Spiczka, and over the next week, the council reviewed the performance evaluation before taking action during a May 19 meeting.

Here, the council approved three separate salary increases for Spiczka in a 5-1 vote — Ward 4 Councilor Emelie Rivera voted against the motion and Ward 1 Councilor Gwenia Fiskevold Gould was absent.

The council also approved a motion to alter Spiczka's severance package, providing six months of benefits rather than four, in a 4-2 vote — Rivera and At-Large Councilor Audrey Thayer voted against the motion.

Rivera and Thayer did not elaborate on the reasoning for their votes.

Details of each motion were not provided during the meeting, leading the Pioneer to file a data request to review the details of each motion.

The information provided clarifies that Spiczka will receive an initial pay increase of more than $16,000, followed by two subsequent pay increases that will total over $10,000.

Spiczka's contract shows that he was hired on Dec. 5, 2023, with a starting wage of $154,241 and three months of severance benefits. Minutes from a detail Spiczka's first performance evaluation. Here, Spiczka received a $4,627 wage increase and an additional month of severance benefits.

Following the May 19 council decision, Spiczka's first pay increase since July 2024 was set for June 2, 2025. Spiczka's salary increased from $158,868 to $175,285, which moved Spiczka from the city's 2024 pay scale to its 2025 pay scale.

Spiczka's second increase is set for July 1, 2025. Following this date, his salary will be $180,544. He will receive a third increase on July 1, 2026, which will raise his salary to $185,960.

Spiczka will be subject to an annual review, which is set during the summer of each year. Subsequent pay increases could follow the annual reviews.

Additionally, his severance package was set to be increased from four to six months following the May 19 meeting. This requires altering Spiczka's contract. The city will work with Flaherty and Hood P.A. to make this change.

Severance benefits are provided if an employee is terminated but is willing and able to continue working.

Spiczka's severance benefits include a last paycheck, a lump sum cash payment valuing six months of his salary and continued insurance coverage until the six months conclude.

The city could refuse to pay the benefits based on a myriad of reasons listed in Spiczka's contract.

Spiczka's contract was not altered in any other way.