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INFORMATIONAL MEMO <br />Page 5 <br />Commanders and Deputy Chief. Compression at this level has a cascading effect <br />impacting other leadership positions. The full compression analysis will be presented to <br />the Committee on October 14, 2019. <br />B6. Recent successful negotiated contracts with the Police Commanders, which brought <br />them to market, has created significant compression with the Deputy Police Chief and <br />Police Chief. Currently, a Commander with 25 years of service makes more than the <br />Deputy Police Chief. Even though our Deputy is close to market, the policy allows for the <br />compression to be mitigated, which is standard best practice in the industry. <br />Recommendation: Courses of action for Police Compression <br />1. The Police Chief and the Deputy Police Chief should receive the same longevity as the <br />Commanders in order to mitigate current compression in the department. <br />Internal compression not only affects the Police Department; it also impacts the Deputy <br />City Administrator and the City Administrator; which we recommend to be reviewed <br />during the Option 1 of B3 new market based non -represented compensation system <br />implementation. <br />9. B7 — Staff strongly agrees that the compensation policy should be reviewed on a regular <br />basis. In fact, implementing this policy has brought to light deficiencies in the City's <br />Decision Band Method (DBM) compensation system. Like any major system, without a <br />significant refresh on a regular basis, a static DBM system can become obsolete. In <br />addition, after a review of comparable and neighboring cities, it is has become clear that <br />most have moved away from a DBM system to market -based ones. While any employer <br />needs to have a system — and the DBM one did work for the City for a number of years — <br />it is clear that either the DBM needs to be updated or the City should move to a different <br />system. Staff believes the City should explore moving to a market -based system and <br />will be bringing a proposal to the Finance Committee in the fourth quarter of this year for <br />a process exploring this option. Moving to a new compensation system — and even <br />simply updating the existing DBM one so that can function as requested by Resolution <br />1951 — will require a budget amendment. <br />B7: Staff strongly suggests that the City moves forward with researching and <br />implementing a new classification and compensation system. Staff's recommendation is <br />to move to a market -based system in 2020, that better allows for this policy to be <br />implemented with transparency with the non -represented employees as well as our labor <br />partners. <br />RECOMMENDATION <br />Staff is seeking answers to the questions raised above and will return to the next Finance <br />Committee meeting with the full analysis discussed above. <br />Recommendation: Implement the new market -based non -represented compensation system <br />that will identify more accurate lob classifications and compensation levels. <br />ATTACHMENTS <br />Resolution 1951 <br />Resolution 1796 (repealed by Resolution 1951) <br />https://tukwilawa-my.sharepoint.com/personalljuan_padilla_tukwilawa_gov/Documents/Bargaining/Non-Rep/2019 Non Rep memo Final.docx <br />5 <br />