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City of Tukwila <br />Allan Ekberg, Mayor <br />INFORMATIONAL MEMORANDUM <br />TO: Finance Committee <br />FROM: Stephanie Brown, Human Resources Director <br />CC: Mayor Allan Ekberg <br />DATE: May 16, 2018 <br />SUBJECT: Review of Compensation Policy Resolution No. 1796 <br />Note: Because this topic is building on previous Committee meetins, the original memo has <br />been updated in underline font below. This intent is to continue to preserve the information from <br />one meeting to the next given that each wdiscussion will build upon the previous. <br />ISSUE <br />The City Council and Administration have committed to review and discuss Resolution No. 1796, which <br />sets policy for compensation and benefits for City employees. <br />BACKGROUND <br />Beginning in the 1980's, the City Council adopted various resolutions regarding compensation policy. <br />These resolutions focused on several common themes including: <br />1) An overarching goal to maintain a competitive position in the market place; <br />2) The desire to select and to retain a competent and productive work force; <br />3) The compensation system should reflect average compensation among the various employment <br />markets in which the City competes for qualified labor; <br />4) Provides that classifications shall be based upon the Decision Band Method (DBM), for the <br />represented and non -represented employees; <br />5) A comparative analysis for all positions shall be determined based upon internal and external <br />factors; <br />6) A mix of wages and benefits shall be provided based on the average or above average of the <br />defined market. <br />These resolutions have since been updated and replaced over time, with many of these provisions carrying <br />forward over the years. <br />In 2013, Resolution No, 1796, was adopted which sets core value statements, specifically that the City <br />desires to utilize standardized policies, procedures and processes whenever possible for compensating all <br />employee groups, both non -represented and represented. <br />From the Human Resources perspective, since the adoption of this policy in 2013, it has been effectively <br />used as a guide and serves to establish criteria for use when conducting analysis for salary and benefits. In <br />the Collective Bargaining process, it has been objective; manageable, fair, representative of the market to <br />which you chose to compare; used in good faith under our bargaining statue RCW 41.56; reduces the <br />comparisons to those groups that are represented; sets parameters for pay and benefit considerations; it <br />guides the pre -collective bargaining process as to what the City expects to receive for consideration in <br />preparation for labor negotiations. <br />1 <br />