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2. For Non-Represented Employees. Avv[itteD D[SG8Dt@|iDD of current iOteDl8| and |008| <br />external public agency salary and benefit trends, including a salary and benefits survey of <br />comparable jurisdictions, as defined herein, will be provided to the City Council every year that a <br />non-represented salary increase is due. Relevant Association of Washington Cities (AWC) data <br />from the previous year's Washington City and County Employee Salary and Benefit Survey, for <br />the comparable jurisdictions, will b8 used in the salary market survey. <br />B. Compensation Policy. <br />1. All Puget Sound jurisdictions with R+/ 5O96ofTuhxv|a'o annual assess valuation, based <br />upon the Department Vf Revenue data, will b9 used tO create the list Of comparable jurisdictions <br />for evaluation of salary iOf00O@ii0O. It is desirable to use the SGOOe CODlp@r8b|e jurisdictions for <br />both represented and non-represented employee groups. <br />2. For non-represented employees, the City desires to pay the average salary for the particular <br />pay scale, 8G derived from the comparable jurisdiction data described in Section D.1.|fthe <br />City's pay scale for any classification does not represent the average of comparable salary <br />ranges (f/5%)' written justification must be provided tO the City Council. For represented <br />employees, the City desires iD pay salaries that are competitive to the City's comparable <br />3. The cost-of-living adjustment (COLA) in odd-numbered years for non-represented employees <br />shall b8 based upon S0q60f the S88[Ue'T8COnl8, Bremerton Consumer Price Index (CP|-VV) <br />Average (June 0DJuOe).UiS desirable k} calculate represented COst-of-|iVing adjustments the <br />same way, unless 8 different method is authorized by the Council. <br />4. The goal O[ the City i8to establish parity between represented and non-represented <br />employees' benefits. The City desires to provide employee benefits that are competitive to the <br />C0nlD8n8b|e cities described herein. The City will endeavor iO keep increases to annual health <br />care costs under market averages. |fcosts exceed market averages, adjustments will bemade <br />tO reduce benefit costs. <br />5. The goal of the City is to mitigate or avoid salary compression issues where possible. An <br />example of salary compression would be when a non-represented supervisor earns less, or is <br />projected to earn less than those that he/she supervises due to contracted wage increases. <br />G. |f the Administration determines that Gdeviation from the above p[OCeSG /in its entirety O(for <br />individual positions) is necessary, it will provide justification to the City Council for review and <br />approval prior 1O the adoption {f any process change. <br />WHEREAS, the City has made G determination to, when economic conditions allow, provide <br />benefits tO represented and non-represented employees that are slightly above the average Of <br />cO0pG[8h|e jurisdictions; and <br />Ell <br />