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Report
Public Workforce
Reform at the Bargaining Table
Labor’s Participation Needed to Improve the MTA’s Financial Outlook
April 30, 2019
The MTA's fiscal outlook is dire, and improving it requires a multipronged approach. Paramount in the effort is slowing the growth of labor costs.
Report
Economic Development
Competitiveness Scorecard
Assessing NYC's Competitiveness as a Home for Human Capital
February 06, 2013
This scorecard assesses the New York City metropolitan area’s competitiveness in attracting, cultivating and retaining talent. The scorecard is based on the relative performance of the New York City metro area against 14 of the largest domestic metro areas on a comprehensive set of quantitative indicators.
Report
Education
Cut Costs, Not Ribbons
Alternatives That Reduce School Crowding
July 09, 2019
Administrative solutions can reduce school crowding and limit the need to build expensive new school buildings.
Report
Pensions & Benefits
Everybody’s Doing It
Health Insurance Premium-Sharing by Employees and Retirees in the Public and Private Sectors
January 27, 2013
This report analyzes New York City’s health premium policies for employees and retirees and suggests options to generate savings by implementing premium-sharing in the City's largest plans.
Report
Pensions & Benefits
Six-Figure Civil Servants
Average Compensation Cost Of New York City Public Employees
January 08, 2009
In fiscal year 2008, the average compensation cost per New York City full-time employee was $106,743; this figure represents a system out of sync with the private sector and an opportunity to limit the growth of the City’s liability in the future while continuing to provide fair and adequate compensation to the City’s employees. Three factors that have driven the growth in compensation among City employees are: 1) Pay increases are directly attributable to contract settlements with unions; 2) More generous terms of the health insurance benefits offered by the City, as compared to the private sector and other state and local governments; and 3) The benefit retirement plans offered by the City that lock in the City’s future payouts to retirees based on the employee’s pay, years of employment and age at retirement among other factors. CBC offers three recommendations in response to these factors.