FIN 2022-11-14 Item 1D - Discussion - Non-Represented Employees Market and Compression Study

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City of Tukwila Allan Ekberg, Mayor INFORMATIONAL MEMORANDUM TO: Finance Committee CC: Mayor Ekberg FROM: Juan Padilla, Human Resources Director DATE: Updated October 23, 2019 — New content appears on pages 7-10 SUBJECT: Non -Represented Employee Compensation ISSUE City Council adopted Resolution 1951 in November of 2018, which provides policy direction to the Administration regarding employee compensation. This is the first year this revised policy is being implemented and is also a "market" year for non -represented employees. The purpose of this item is to share the implementation steps to date with the Committee, seek additional guidance from the Committee on some areas of implementation and meet the timelines detailed in the policy. DISCUSSION Before going into the specifics of implementing Resolution 1951, below is a quick discussion of the changes made from the previous resolution, 1796. The biggest changes are found in the following categories: 1. Specific timelines and information due to the council for non -represented employees with data specifically to come from the AWG Washington City and County Employee Salary and Benefit Survey. 2. Expanded the number of comparable cities by increasing the comparable cities' annual assessed valuation from +50/-50% to +75/-50% and that comparable cities must have their own police departments. 3. Strict guidelines on how to deal with positions that are either more than 5% below the market and 10% above the market. 4. Simplified the language describing compression. 5. Review of the policy on an annual basis. Resolution 1951 is broken down in two main areas: "Information to be provided to the City Council" and "Compensation Policy." A copy of the policy is attached for reference. Below is a discussion of the implementation of the different areas to date. UPDATE: October 9, 2019 Staff has completed the analysis of the non -represented employee compensation, except for the Fire Chief and Assistant Fire Chief. Because the City is still bargaining with the IAFF 2088, staff is unable to complete a compression analysis of these two positions until that bargaining is complete. It is recommended that those two positions are reviewed once that contract is settled in order to address any potential internal compression issues, which may be a likely outcome. Below in underline is a discussion of any changes from the previous memo relative to the Council's adopted non -represented compensation policy, Resolution 1951. Also included are staff's recommendations on how to move forward, consistent with industry best practice. 23