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Home My WebLink AboutFS 2013-11-19 Item 2D - Resolution - 2014 Non-Represented Employee Wages and BenefitsTO: City of Tukwila Jim Haggerton, Mayor INFORMATIONAL MEMORANDUM Mayor Haggerton Finance and Safety Committee FROM: Stephanie Brown, Human Resources Director DATE: November 19, 2013 SUBJECT: 2014 Non-Represented Wages and Benefits BACKGROUND Earlier this year, the City Council adopted Resolution No. 1796 establishing a compensation policy for City employees. This is also the year in which a market study is conducted for non- represented positions, for 2014 wages. The compensation policy set the parameters as to what comparable jurisdictions would be used for the study. The City Council has determined that they want to survey all Puget Sound jurisdictions within +/- 50% of Tukwila's assessed valuation based upon the Department of Revenue 2012 data. In addition, it is the Council's desire to pay the average for salaries, and to be above average for benefits. DISCUSSION In September, a market study and regression analysis was conducted. The cities surveyed based upon the policy were: Bainbridge Island, Bremerton, Burien, Edmonds, Issaquah, Lakewood, Lynnwood, Marysville, Mukilteo, Puyallup, Sea-Tac, and Shoreline. Thirteen (13) benchmark positions were surveyed using data from the 2013 AWC (Association of Washington Cities) survey. These benchmark positions have been historically used in previous non- represented market studies. The results of the market study revealed that non-represented wages are above the average of the market of the jurisdictions surveyed. The percentage differences range from 0% to17% above the average (survey attached). However, a review of benefits revealed that we lagged the market of our assessed valuation cities, specifically in the area of holiday pay. Therefore, based upon the analysis of the market study, it is the Administrations' recommendation that there not be a wage adjustment for non-represented employees in 2014. However, since the Council desires to be above average for benefits, the Administration is recommending the following changes to non-represented benefits effective January 1, 2014. 1. An additional floating holiday for a total of two (2) annually. The market study revealed that we lag behind our surveyed cities in this area. 2. A one-time contribution of $500 per non-represented employee into their individual HRANEBA account. 3. An increase in the clothing allowance for Police Chief, Fire Chief, Assistant Chiefs (police/fire), and Police Records Manager by an additional $250 per month. This increase will bring their allowance in alignment with the represented employees within their respective departments. 53 INFORMATIONAL MEMO Page 2 As the City is currently in contract negotiations with its represented groups, internal equity considerations will continue to have an effect in future years, and our ability to recruit talent into our workforce. It is also important that consideration be given in 2015 for non - represented employees to receive a COLA adjustment of 90% of CPI W- (June) in order to prevent salary compression with the represented groups. BUDGET IMPACTS The budget impacts for consideration of the recommended changes to non - represented benefits would be: $19,500 ($500 x 39 employees) for 2014 only to fund each non - represented employee's individual HRA VEBA account; and $1,250 for the additional $250 to increase the clothing allowance for five of our uniformed non - represented employees. This clothing cost would carry over in future years. RECOMMENDATION The Finance and Safety Committee is being asked to consider the adjustments to the benefits for non - represented employees effective January 1, 2014, and to forward the resolution to the Committee of the Whole meeting on November 25 for discussion and approval at the Regular meeting on December 2, 2013. ATTACHMENTS Attachment 1 — 2013 Wage & Benefit Data from the Association of Washington Cities (AWC) Resolution in Draft Form Attachment A- Draft 2014 Non - Represented Wage Schedule Attachment B- Draft 2014 Non- Represented Schedule of Benefits Attachment C- Draft 2014 Non - Represented Longevity Pay Schedule 54 2 2013 Wage Data from AWC Salary Survey CITY City Admin. PW Director Police Chief Fin. Dir P &R Dir. DCD Dir. A/C Police Bldg Official Sr. Prog. Mgr. CityClerk Bainbridge Island 12500 10924 12016 12016 10924 10793 8918 8494 7020 Bremerton 11256 11826 11256 10198 10714 7966 8370 5638 Burien 11266 10527 10527 10046 10270 7882. 7298 6446 Edmonds 12216 12826 11634 11634 11634 11080 9115 8268 8681 Issaquah 14502 13152 13152 13152 12526 11362 9815. 9348 8075 Lakewood 14583 10157 10779 10360* 9384 10360 9958 8089 7327 Lynnwood 12052 12222 12051 12051 10858 11024 8973 Marysville 14129 12694 12694 12225 12225 12225 8294 7899 Mukilteo 9253 9253 8717 7736 8717 8377 6093 Puyallup 12794 10758 10758 10758 10758 10758 9621 7853 8403 7343 SeaTac 12783 12198 12198 12198 12198 9297 8114 8017 Shoreline 12932 12037 12037 12037 12037 8733 8312 7527 Tukwila 13069 12208 12208 11795 11795 11795 10710 9294 9294 7829 Average $13,186 $11,435 $11,725 $11,506 $10,981 $10,972 $10,316 $8,630 $8,278 $7,217 (Excludes Tukwila) Dollar Difference -$117 $773 $483 $289 $814 $823 $394 $664 $1,016 $612 Percentage Difference - 0.89% 6.76% 4.12% 2.51% 7.41% 7.50% 3.81% 7.69% 12.27% 8.48% Cities chosen based on +/ -50% of Tukwila's Assessed Valuation utilizing 2012 Department of Revenue data The Fire Chief and Assistant Fire Chief position was removed due to small sample size. Only 3 cities (Bremerton, Lynnwood and Mukilteo) had Fire Departments. 2013 Non -Rep Salary Study Data compiled 8/9/13 KG 2013 Wage Data from AWC Salary Survey CITY Court Administrator Deputy CC Executive Assistant Bainbridge Island 7722 Bremerton 7966 6538 Burien 5404 Edmonds 8268 5056 6478 Issaquah 9815 6027 6974 Lakewood 7775 5553 Lynnwood 9869 5145 6128 Marysville 8708 5470 6031 Mukilteo 6093 Puyallup 6407 4288 5360 SeaTac 8422 5742 6263 Shoreline 5460 5879 Tukwila 9793 6086 6086 Average $8,328 $5,313 $6,064 (Excludes Tukwila) Dollar Difference $1,465 $773 $22 Percentage Difference 17.59% 14.56% 0.37% 2013 Non -Rep Salary Study Data compiled 8/9/13 KG 2013 Benefit Data from AWC Salary Survey CITY Annual Vacation Hours Earned After 1 year 5 Years 10 Years 15 Years 20 Years Holiday Sick Hours Hours Bainbridge Island 96 120 136 160 176 88 96 Bremerton 104 120 160 200 208 88 96 Burien 96 120 144 168 168 88 96 Edmonds 88 128 168 176 192 96 96 Issaquah 96 128 160 176 192 96 96 Lakewood No Data Lynnwood 80 96 136 152 200 96 96 Marysville 88 128 168 192 208 88 96 Mukilteo 104 120 144 160 160 96 96 Puyallup 96 128 160 200 200 112 96 SeaTac 104 136 152 184 184 88 96 Shoreline 104 136 152 184 184 96 96 Tukwila 96 128 160 192 192 1 88 96 Average 96 124 153 177 188 94 96 City of Lakewood has a PTO plan. Data taken from 2013 AWC Wage and Benefit Salary for General Employees. This may include union represented employees (such as Teamsters, AFSCME, etc.). 57 58 D;' AFT A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, UPDATING AND CLARIFYING THE NON - REPRESENTED EMPLOYEES' COMPENSATION AND ADOPTING THE NON - REPRESENTED SALARY SCHEDULE AND BENEFITS SUMMARY, EFFECTIVE JANUARY 1, 2014. WHEREAS, the Tukwila City Council has conducted a review of the non - represented employees' compensation system that was originally implemented in January 1998; and WHEREAS, the City Council recognizes that current economic conditions and forecasts are a consideration in actions that deal with the compensation of employees; and WHEREAS, the City Council has made a determination to review the non - represented compensation for even - numbered years and provide COLAs in odd - numbered years; and WHEREAS, a compensation study has been conducted of cities using +1- 50% of Tukwila's Assessed Valuation per the direction of Resolution No. 1796; and WHEREAS, the recommended non - represented wage schedule and benefit information has been prepared for implementation on January 1, 2014; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements have been used for the purpose of adopting the non - represented employees' wages for 2014 and consideration for future years. A. The following basic plan elements remain the same: 1. Decision Band Methodology (DBM) for creating classifications. W: \Word Processing-City \Resolutions \Non-Represented Employees Compensation -2014 11- 13- 13.doc 11 -13 -13 KG:bjs Page 1 of 3 59 2. Market analysis using comparable jurisdictions' top -step wages. 3. Data was gathered through use of the "Association of Washington Cities (AWC) Salary and Benefits Survey" for cities that are +1- 50% of Tukwila's Assessed Valuation. 4. Regression line analysis did not recommend a wage increase based on data provided. 5. Steps below the Control Point (Wage Schedule Top Step) are automatic as individuals move through the system. 6. Ranges for all bands All - F102 of the Decision Band Methodology will remain at 2013 levels. B. The City shall continue to conduct in -house market analysis of the non - represented compensation system during odd - numbered years, using outside assistance on regression line analysis calculations as needed. The results of the analysis will be considered for implementation on January 1 of the following even - numbered year. C. A COLA increase shall be considered for application each January 1 during odd - numbered years, based on the Seattle- Tacoma - Bremerton Consumer Price Index CPI -W (June). D. The Decision Band method of job evaluation will be used to establish classifications and the relative internal value and relationship of non - represented jobs within the City of Tukwila. E. Merit will continue to be eliminated from the plan at this time and may be reconsidered as a plan element in subsequent years. F. Step increases from the minimum to the control point for all positions shall be given annually on the employee's performance review date. There will be no step increases for employees at or above the control point. Section 2. Non - represented salary schedule and benefits summary. A. The "Non- Represented Salary Schedule — 2014," Attachment A hereto, shall be approved, effective January 1, 2014. B. The "Non- Represented Employee Benefits Summary — 2014," Attachment B hereto, shall be approved, effective January 1, 2014. C. The "Longevity Pay Plan for Non - Represented Employees — 2014," Attachment C hereto, shall be approved, effective January 1, 2014. W: \Word Processing -City \Resolutions \Non- Represented Employees Compensation -2014 11- 13- 13.doc 11 -13 -13 KG:bjs 60 Page 2 of 3 PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at a Regular Meeting thereof this day of , 2013. ATTEST /AUTHENTICATED: Christy O'Flaherty, MMC, City Clerk Kathy Hougardy, Council President APPROVED AS TO FORM BY: Shelley M. Kerslake, City Attorney Filed with the City Clerk: Passed by the City Council: Resolution Number: Attachments: - Attachment A, Non - Represented Salary Schedule — 2014 - Attachment B, Non - Represented Employee Benefits Summary — 2014 - Attachment C, Longevity Pay Plan for Non - Represented Employees — 2014 W: \Word Processing -City \Resolutions \Non - Represented Employees Compensation -2014 11- 13- 13.doc 11 -13 -13 KG:bjs Page 3 of 3 61 62 Attachment A (Page 1 of 3) City of Tukwila Non - Represented Salary Schedule - 2014 Classification Title Job Title Range Administrative Support Technician Administrative Support Technician Al2 Office Technician Human Resources Technician B21 Office Specialist Assistant to the Chief B22 Administrative Assistant Deputy City Clerk Executive Assistant Assistant to the Director Council Administrative Assistant B23 Program Coordinator Systems Administrator Human Resources Assistant C41 Management Coordinator City Clerk Police Records Manager C42 Management Analyst Council Analyst Government Relations Manager Human Resources Analyst Parks & Recreation Analyst Project Analyst Public Works Analyst C42 Program Administrator Internal Operations Manager Public Works Coordinator Emergency Manager C43 Program Manager Assistant City Administrator Senior Program Manager Building Official D61 Administrative Manager Maintenance Operations Manager D62 Assistant Director Deputy Community Development Director Deputy Finance Director Deputy Public Works Director Deputy Parks & Recreation Director Municipal Court Administrator D63 Department Manager Assistant Fire Chief Assistant Police Chief City Engineer D72 63 Attachment A (Page 2 of 3) City of Tukwila Non - Represented Salary Schedule - 2014 Department Administrator Economic Development Administrator E81 Department Head Human Resources Director DCD Director Finance Director IT Director Parks & Recreation Director E83 Department Director Fire Chief Police Chief Public Works Director E91 City Administrator City Administrator F102 64 Attachment A (Page 3 of 3) 2014 - Non - Represented Salary Structure Non - Represented Salary Structure (Monthly) DBM Rating (Minimum) Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Al 1 3, 860 3,981 4,103 4,223 4,343 Al2 4,166 4,299 4,432 4,562 4,691 A13 4,483 4,621 4,761 4,902 5,040 B21 4,682 4,858 5,035 5,210 5,389 B22 4,987 5,174 5,361 5,549 5,738 B23 5,287 5,487 5,686 5,884 6,086 B31 5,550 5,793 6,036 6,279 6,522 B32 5,992 6,255 6,519 6,781 7,045 C41 6,173 6,418 6,666 6,914 7,161 7,408 C42 6,520 6,783 7,043 7,304 7,565 7,829 C43 6,810 7,083 7,357 7,629 7,901 8,177 C51 7,032 7,347 7,663 7,980 8,294 8,614 C52 7,516 7,854 8,192 8,531 8,871 9,137 D61 7,436 7,808 8,180 8,554 8,925 9,294 D62 7,570 7,946 8,325 8,702 9,082 9,459 D63 7,834 8,226 8,618 9,011 9,403 9,793 D71 8,015 8,453 8,893 9,332 9,771 10,212 D72 8,411 8,870 9,330 9,789 10,251 10,710 E81 8,499 8,924 9,351 9,773 10,229 10,688 11,126 E82 8,812 9,254 9,696 10,137 10,580 11,022 11,463 E83 9,071 9,526 9,978 10,433 10,886 11,340 11,795 E91 9,387 9,857 10,327 10,798 11,267 11,738 12,208 E92 9,774 10,265 10,756 11,244 11,734 12,225 12,714 F101 10,168 10,676 11,183 11,694 12,204 12,710 13,220 F102 10,051 10,552 11,056 11,561 12,064 12,567 13,069 The rates for 2014 will remain at 2013 rates. 65 66 Attachment B (Page 1 of 2) Non - Represented Employee Benefits - 2014 Social Security (FICA): Social Security benefits shall be provided as contained in Section 2.52.010 of the Tukwila Municipal Code (TMC). State -Wide Employee Retirement System (PERS): Retirement shall be provided as contained in Section 2.52.020 of the TMC. Holidays: Holidays shall be provided as contained in Section 2.52.030 of the TMC. Regular part -time employees shall be entitled to benefits on a pro -rata basis. One additional floating holiday (for a total of two floating holidays) shall be provided to each non - represented employee starting in 2014. Sick Leave: Sick leave shall be provided as contained in Section 2.52.040 of the TMC. Regular part -time employees shall be entitled to benefits on a pro -rata basis. Medical Insurance: The City shall pay 100% of the 2014 premium for regular full -time employees and their dependents under the City of Tukwila self - insured medical/ dental plan. Premium increases above 8% per year shall result in a modified plan document to cover the additional cost above 8 %, or a premium shall be implemented for the difference, at the City's discretion. The City reserves the right to select all medical plans and providers. Regular part - time employees shall be entitled to benefits on a pro -rata basis. Employees who choose coverage under the Group Health Cooperative plan shall pay the difference between the City of Tukwila plan full- family rate and the rate charged to them by Group Health. Dental Insurance: The City shall provide 100% of the 2014 premium for the regular full -time employees and all dependents under the City of Tukwila self - insured medical /dental plan for dental coverage. Regular part -time employees shall be entitled to the same benefits on a pro - rata basis. Life Insurance: For regular full-time employees, the City shall pay the premium for Plan C (Multiple of annual earnings) or similar group life and accidental death and dismemberment insurance policy. Said plan shall be at 100% of annual earnings rounded up to the next $1,000. Regular part -time employees that work at least 20 hours per week shall be entitled to benefits on a pro -rata basis (per insurance program requirements). Vision/Optical: To non - represented regular full-time employees and their dependents at the rate of $200 per person, to a maximum of $400 per family unit each year. Regular part -time employees and their dependents shall be entitled to benefits on a pro -rata basis. Disability Insurance: The City shall provide 100% of the premium for regular full -time employees for a comprehensive long -term disability policy. Regular part -time employees that work at least 20 hours per week shall be entitled to benefits on a pro -rata basis (per insurance program requirements). Health Reimbursement Arrangement /Voluntary Employee Benefit Association (HRA/VEBA): VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended. In 2014, there will be a one time contribution of $500 made to each active non - represented employee's individual account by the City. 67 Attachment B (Page 2 of 2) Non - Represented Employee Benefits - 2014 Vacation: Following the sixth month of continuous employment, annual vacation leave of six full days (each day is calculated at eight hours, regardless of schedule worked) shall be granted. Thereafter, an additional day of annual leave shall accrue each month, up to a total of 12 days. Three additional days of annual leave shall be granted on the employee's anniversary date after the third, fourth and fifth years. After six years, the employee shall be granted one day per year additional annual leave to a maximum of 24 days per year. The maximum number of accrued hours is 384 or 48 days. Years of Service Vacation Accrual Years of Service Vacation Accrual 0 -1 years 12 days* 10 years 19 days 1 -2 years 12 days 11 years 20 days 3 -6 years 15 days 12 years 21 days 7 years 16 days 13 years 22 days 8 years 17 days 14 years 23 days 9 years 18 days 15 years 24 days (maximum) *Six full days will be granted following the sixth month of continuous employment. (Days accrue at eight hours, regardless of schedule worked.) Regular part -time employees shall be entitled to benefits on a pro -rata basis. Uniform Allowance: An annual uniform allowance of $600 shall be granted to the following employees: Fire Chief, Assistant Fire Chief, Police Chief, Assistant Police Chief, and Records Manager. 68 Attachment C Longevity Pay Plan for Non - Represented Employees - 2014 The monthly longevity flat rates shall be as follows for regular full -time employees after the completion of the number of years of full time employment with the City set forth below. Regular part -time employees shall receive longevity on a pro -rata basis. Completion of 5 years $75 Completion of 10 years $100 Completion of 15 years $125 Completion of 20 years $150 Completion of 25 years $175 Completion of 30 years $200 69