Frisco Chronicles filed numerous PIRs related to the Utility Billing Department today.  A full copy of the requests can be found at the bottom of this blog.  The reason for filing these PIRs, is because over the last year we have had several anonymous tips of alleged allegations or infractions.  Due to the accusations, Frisco Chronicles is requesting more details.

The department is run April Spann – Revenue Collections Manager, and according to OpenGovPay her annual salary in 2024 was $139,363.  We also heard that Angela Dowd or Dowell from HR recently moved over to the department even though she has no experience and is paid exceptionally well also.

Allegation #1:  Millions of Gallons of Water are “NOT ACCOUNTED FOR”

If this is true, how would the city bill for that water?  Who would they bill?  Is this the real reason in 2025 the City of Frisco recommended raising our water / sewer rates?   Was this an attempt to bill or make up for the lost revenue in millions of gallons of water?  Is this why there was a panic and opposition to any upgrades to the Utility Billing system?

In September of 2025, city staff recommended a 9% increase to water rates and a 15% increase to sewer rates to cover increased operational costs. Fees for environmental services such as recycling will increase by $1 for residents and 5% for businesses. Storm water rates are also set to increase by 20% which became effective January 1, 2026. 

Why the Increase?  Brett Petersen (budget strategic planning manager) explained that the North Texas Municipal Water District’s capital needs and regional debt service are driving a portion of the increases. Staff cited proposed FY26 utility adjustments are necessary to support planned expansions at the Panther Creek and Stewart Creek wastewater treatment plants and new transmission costs. He also noted the proposed addition of 7.5 full-time equivalents (FTE) to the utility fund and about $590,000 in new and replacement capital.

Allegation #2: Recently an “INVESTIGATION” was done into the staff leadership of that department.

Allegedly the entire staff within the department was interviewed for the investigation.  Accusations include management not knowing how to run the department, being a bully, and possibly being racist towards staff and customers.  Allegedly the department has very high turnover because the manager drives employees away.  There is also a preference for only hiring black employees over hiring the most qualified candidate.  Other allegations include when customers asked for a payment plan or were at risk of being cut off, she would overturn judgements for black customers only.  Finally, there is a lack of experience, items not being recorded or accounted for, and no training for employees.

The Result: Allegedly after the investigation was closed the Billing Supervisor and Assistant Revenue Manager were fired.  At that time, Angela Dowd or Dowell from Human Resources, who has no experience, was transferred over to the Utility Department to be the Assistant Manager in Revenue Collections even though she had zero experience or qualifications.  Why? Allegedly it was to protect her from being fired in HR.

Same Story, Different Department

The highest salary for a city employee in 2025 was $469,030.  The average salary for city employees in 2025 was $72,002, which is 4% lower than the USA average but 28% higher than the Texas state average.  The median salary for city employees in 2025 was $66,551, which is 28.2% higher than the Texas state median.

That means the salary range for city employees typically falls between $20,481 and $113,856.  The top 10% of highest-earning employees have salaries ranging from $143,765 to $469,030. Those are some good salaries, and most employees don’t leave a high paying job without reason.  In this economy, it is not easy to find jobs with some of those salary ranges. 

We have reported issues in several departments across the city in the last few years including the Fire Department, Human Resources, Public Works and now Utilities.  Why do similar accusations keep coming up repeatedly just in different departments?  If you have a problem with one person, chances are it’s them (not you).  If you have a problem with several people, all the time then you need to stop and look in the mirror because the problem is most likely you! 

The City of Frisco has the same problems (just a little different in nature) in each department.  Problems from bad leadership, preferential treatment, retaliation, intimidation, racism, and sexual affairs.  How many investigations has this city done in the last 5 years into city departments.  It seems to me quite a few and that can only mean there is a lack of leadership and management across the city.   All of this, and it does not even include the alleged issue into the Meter Change Out Program.  Where will it end? We will report back whatever we learn from the recently filed PIRs. However, we expect the city will try to delay and send the request to the Attorney General just like they did with the Employee Health Clinic. Transparency at its best!

Get Out & Vote

We are about to elect a New Mayor, and two new city council members.  This is important because we need really people in this city who will hire a city manager who can take care of these issues and create a work environment our employees deserve.  Pay attention to these candidates running for office and do your research!  It is vital to our city employees and residents that change happens. 

Disclaimer: This blog includes satire, parody, and comic relief.  It contains summarized accounts created solely for humor and commentary.  Any resemblance to real events is either coincidental or intentionally satirical.  Reader discretion — and a sense of humor — are advised.

Copy of Frisco PIR’s Filed April 4, 2026

Pursuant to the Texas Public Information Act, I am requesting access to and/or copies of the following records related to the Utility Billing Department and Revenue Collections Division:
Internal Investigations
Any and all records, reports, findings, summaries, or communications related to investigations conducted within the Utility Billing / Revenue Collections Division within the past 3 years.
This includes complaints, interview notes, conclusions, and any disciplinary recommendations or actions taken.
Personnel Actions
Records reflecting terminations, resignations, retirements, or reassignments of employees within the Utility Billing / Revenue Collections Division during the past 3 years, including but not limited to supervisors and management-level staff.
Documents explaining the reasons for such personnel actions, where available.
Organizational Structure & Hiring
Current and past organizational charts for the Utility Billing / Revenue Collections Division.
Job descriptions, qualifications, and hiring criteria for management positions within the division.
Records related to recent hiring decisions for supervisory or management roles (last 5 years).
Customer Account Policies & Enforcement
Policies and procedures governing utility disconnections, payment plans, and account adjustments.
Any internal audits, reviews, or reports evaluating how these policies are applied.
Aggregate data (no personal identifiers needed) showing approval/denial rates for payment plans or disconnection decisions over the past 3 years.
Employee Complaints / Workplace Environment
Records of formal employee complaints, grievances, or HR reports related to workplace conduct, management practices, or department leadership within the Utility Billing / Revenue Collections Division.
Any employee climate surveys or internal assessments conducted in the past 3 years.
Communications
Emails or internal communications among department leadership, HR, and executive staff referencing:
Department performance
Employee concerns
Investigations or complaints
(Limit to the past 3 years to reduce scope if needed.)