FIN 2019-10-14 Item 2A - Discussion - Non-Represented Employees Compensation

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INFORMATIONAL MEMO Page 4 4 5. B3 — Staff is currently analyzing the data per the item above. At the October 14, 2019 Finance Committee staff will provide all documentation defined in this section of the resolution. B3. As staff analyzed the data, we found several issues in using our current DBM system. One of the most important is that it is difficult when there is only one benchmark for several different positions: For example, at the C42 Band, there are four Analyst positions (Council Analyst, Human Resources Analyst, Parks & Recreation Analyst, Public Works Analyst) but only one, Human Resources Analyst, is a market benchmark with the AWC Survey. This causes the other three positions to be shown as overmarket more than 10%, as the City lacks true benchmarks with the other positions to determine whether this is an accurate reflection of the market. In other words, four employees in the band are being impacted by only having on benchmark out of 4 different jobs in the C42 band; this issue would be resolved with the market -based system. Staff recognizes that the lower banded positions in the current DBM system are over market whereas the higher banded positions are under market. This can be related to the obscurity of the AWC survey, in that the higher end bands are more common job descriptions across agencies within the market. Another reason behind the disparity between the lower and upper bands, is a result of over time the bands not moving together throughout the years, not maintaining the chart over time to show a true regression. As noted in the meeting on September 23, 2019, without a significant refresh of our system, the City is not able to provide a true market analysis for non -represented positions. When the City moves to the market -based system in 2020, and a new analysis is complete, positions that are found to be under market will be retroactively adjusted to January 1, 2020. Option 1:Due to the high value that the City places on the employees, as well as consideration of equity and parity with our represented staff, all non -represented employees receive 90% CPI-W (June to June 2019) 1.53% in 2020, in order to maintain the current market and allow time for the City to convert to the new market -based non -represented compensation system. Option 2: Freeze the positions that are over 10% and apply the 2020, 90% CPI-W 1.53% for the positions between -5% to +10%. Recommendation: Option 1 and conduct an RFP in the 1st quarter of 2020, to develop the new market -based non -represented compensation system. 6. B4 — This section, non -represented COLA for odd years, was implemented in November of 2018 for the 2019 Fiscal Year as a part of the biennial budget process. B4. No Change 7. B5 — Staff is not suggesting any changes to employee benefits at this time. The Administration expects there will be a discussion on health care costs during the 2021/2022 budget process. B5. No Change 8. B6 — Analysis to date shows that there is salary compression within the organization. Specifically, recent contract changes have resulted in compression between the Police https://tukwilawa-my.sharepoint.com/personal/juan_padilla_tukwilawa_gov/Documents/Bargaining/Non-Rep/2019 Non Rep memo Final.docx