Laserfiche WebLink
City of Tukwila My WebLink |HelpSearch Tips |About |Sign Out
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, <br />WASHINGTON, HEREBY RESOLVES AS FOLLOWS: <br />Section 1. The following statements and processes are adopted for the purpose of <br />guiding compensation programs for employees of the City of Tukwila. <br />A. Information to be provided to the City Council. <br />1. For Represented Employees. A written presentation of current internal <br />and local external public agency salary and benefit trends, including a salary and <br />benefits market survey of comparable jurisdictions, as defined herein, will be provided <br />to the City Council. This presentation must be made to the Council prior to the <br />commencement of negotiations with the bargaining units regarding salary and benefits. <br />The City Council and Administration will discuss represented employee group <br />negotiation expectations, negotiating points, salary and benefit change floors and/or <br />ceilings prior to the beginning and at appropriate points during negotiation sessions. <br />2. For Non-Represented Employees. A written presentation of current <br />internal and local external public agency salary and benefit trends, including a salary <br />and benefits market survey of comparable jurisdictions, as defined herein, will be <br />provided to the City Council every year that a non-represented salary increase is due. <br />Relevant Association of Washington Cities (AWC) data from the previous year's <br />Washington City and County Employee Salary and Benefit Survey, for the comparable <br />jurisdictions, will be used in the salary market survey. <br />B. Compensation Policy. <br />1. All Puget Sound jurisdictions with +/-50% of Tukwila's annual assessed <br />valuation, based upon the Department of Revenue data, will be used to create the list of <br />comparable jurisdictions for evaluation of salary information. It is desirable to use the <br />same comparable jurisdictions for both represented and non-represented employee <br />groups. <br />2. For non-represented employees, the City desires to pay the average salary <br />for the particular pay scale, as derived from the comparable jurisdiction data described <br />in Section B.1. If the City's pay scale for any classification does not represent the <br />average of comparable salary ranges (+/-5%), written justification must be provided to <br />the City Council. For represented employees, the City desires to pay salaries that are <br />competitive to the City's comparable jurisdictions. <br />3. The cost-of-living adjustment (COLA) in odd-numbered years for non- <br />represented employees shall be based upon 90% of the Seattle- Tacoma- Bremerton <br />Consumer Price Index (CPI-W) Average (June to June). It is desirable to calculate <br />represented cost-of-living adjustments the same way, unless a different method is <br />authorized by the Council. <br />W:\Word Processing\Resolutions\Compensation policy for City employees 5-29-13 strike-thru <br />SB:bjs Page 2 of 3 <br />22 <br />