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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 of, 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 by Administration every year by the end of the third quarter <br />that a non -represented salary increase is due. Relevant Association of Washington <br />Cities (AWC) data from the previous year's Washington City and County Employee <br />Salary and Benefit Survey, for the comparable jurisdictions, will be used in the salary <br />market survey. <br />B. Compensation Policy. <br />1. All Puget Sound jurisdictions with +75/-50% of Tukwila's annual assessed <br />valuation, using the most current data from County Assessors, will be used to create <br />the list of comparable jurisdictions for evaluation of salary information. A second <br />criteria to be used to refine comparable jurisdictions is to only include cities with their <br />own police department. It is desirable to use the same comparable jurisdictions for <br />both represented and non -represented employee 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. Positions that are 5 % below the market and up to 10°/0 above the market <br />are considered competitive with the market and will receive a market adjustment the <br />year the survey is to occur. Those positions more than 10% above the market will not <br />receive an adjustment during the year the market adjustment is to occur and will <br />warrant further evaluation. Documented justification of potential reclassification will be <br />provided to the City Council for review and approval. If the documented justification <br />results in reclassification, any adjustments will be made in alignment with City policy. <br />W:\Word Processing \Resolutions\Compensation policy for City employees 11-14-18 Page 2 of 3 <br />6 6 <br />