HomeMy WebLinkAboutRes 1700 - 2010 Non-Represented Employees Salary Schedule and Benefits Summary 1908
C l ty of u la
Washington
Resolution No. d
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, 2010.
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 and the recommended non-
represented wage schedule and benefit information has been prepared for implementation on
January 1, 2010;
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 2010 and consideration for future years.
A. The following basic plan elements remain the same:
1. Decision Band Methodology (DBM) for creating classifications.
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" to reduce the impact of contacting cities who have reduced wages
and /or benefits recently in a variety of ways, that do not reflect their actual wage and benefit
schedules and systems.
4. Regression line analysis to establish the Control Point for each DBM rating with a
range of 12.5% and 30% used to establish the steps (Regression Line Analysis provided by Fox
Lawson Associates, LLC, based on Personnel Department acquired market data).
5. Steps below the Control Point (Wage Schedule Top Step) are automatic as
individuals move through the system.
6. Ranges for all bands A11 -F102 of the Decision Band Methodology have been
established based on the outcome of the regression analysis (line of best fit) in creating the 2010
wage schedule.
7. Ranges A11 -D61 wages for 2010 are based on the outcome of the trend line analysis.
Wage increases for these Decision Bands shall be as shown on the attached Salary Schedule,
"Attachment A," pages 1 and 2.
8. Ranges D62 -F102 wages for 2010 will be on a "Cost -of- Living Holiday" (COLA
Holiday), meaning there will be no wage increases on January 1, 2010 for positions in these
Decision Bands. Any consideration for wage increases during 2010 for positions in these
Decision Bands will be based on the ability of the City of Tukwila to pay such increases through
improved budget and economic factors. The Finance Department, working in conjunction with
the Human Resources Department will, from time to time, review the ability of the City of
Tukwila to provide wage increases to employees at these Decision Band levels during 2010.
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9. A "market adjustment" is normally applied to a position when the wage survey
results establish a new Control Point, that is 10% or more below the market and internal
compression exists within the career ladder, or where there is difficulty in recruiting and /or
retaining qualified employees. Due to the current budget and economic downturn, no "market
adjustments" will be considered for 2010. In order to ensure the integrity of the Decision Band
Method is maintained, while recognizing a wage gap based on market conditions for a specific
position, the "market adjustments" may be made in future years. When implemented, the
"market adjustment" shall be calculated by taking the difference between the newly- established
Control Point and the market average wage for the position, and applying it on top of the
established salary range for the position. This market adjustment shall be reviewed every two
years from the time it is implemented (if implemented) as part of the salary study and may be
eliminated or changed based on the results of the survey.
B. The non represented salary schedule for 2010 provides an average market trend increase
of 4.14 as a whole, at the top step (Control Point). Individual DBM increases may vary on the
wage schedule based on where they fit in the overall regression analysis that develops the
market trend line. This analysis brings the wage schedule in alignment with external
comparables and internal equity.
C. 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.
D. 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)
Average (first half of 2010 to first half of 2011).
E. 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.
F. Merit will continue to be eliminated from the plan at this time and may be reconsidered
as a plan element in subsequent years.
G. 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 employee salary schedule and benefits summary.
A. The non represented employee salary schedule, "Attachment A" hereto, shall be
approved, effective January 1, 2010.
B. The non represented employee benefits summary, "Attachment B" hereto, shall be
approved, effective January 1, 2010.
C. The non represented employee longevity pay plan, "Attachment C" hereto, shall be
approved, effective January 1, 2010.
PASSED BY THE CITY COUNCIL OF THE CITY OFT �KWILA, W SHINGTON, at a
Regular Meeting thereof this (0 day of JV A 0 Q M D V 2009.
ATTEST/ AUTHENTICATED:
JoA;K Hernandez, Council President
Christy '6'Flaherty, CMC, City Clerk J
APPROVE rF BY Filed with the City Clerk: d 0?
Passed by the City Council: —h& -D `L
Resolution Number: 1 O n
O City`r C
Attachments: Attachment A, Non Represented Employee Salary Schedule 2010
Attachment B, Non Represented Employee Benefits Summary 2010
Attachment C, Non Represented Employee Longevity Pay Plan 2010
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Classification Title
Administrative Support Technician
Office Technician
Office Specialist
Administrative Assistant
Program Coordinator
Management Coordinator
Management Analyst
Program Administrator
Program Manager
Administrative Manager
Assistant Director
Department Manager
Department Administrator
Department Head
Department Director
City Administrator
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Attachment A, Page 1
City of Tukwila
Non Represented Employee Salary Schedule 2010
Job Title
Administrative Support Technician
Personnel Technician
Administrative Secretary
Civil Service Secretary/ Examiner
Deputy City Clerk
Executive Secretary
Administrative Secretary I
Council Administrative Assistant
Systems Administrator C41
Personnel Assistant
City Clerk
Court Administrator
Police Records Manager
Legislative Analyst
Personnel Analyst
Public Works Analyst
Internal Operations Manager
Public Works Coordinator
Emergency Management Coordinator
Assistant City Administrator
Senior Engineer
Building Official
IT Manager
Maintenance Operations Manager D62
Police Commander
Deputy Community Development Director
Deputy Finance Director
Deputy Public Works Director
Deputy Parks Recreation Director
Assistant Fire Chief
Assistant Police Chief
City Engineer
Economic Development Administrator
Administrative Services Director
DCD Director
Finance Director
IT Director
Parks Recreation Director
Fire Chief
Police Chief
Public Works Director
Range
Al2
B21
B22
B23
C42
C43
D61
D63
D72
E81
E83
E91
City Administrator F102
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Attachment A, Page 2
Non Represented Employee Salary Structure (Monthly) 2010
DBM (Minimum)
Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
All 3,535 3,646 3,757 3,867 3,977
Al2 3,815 3,937 4,058 4,177 4,296
A13 4,105 4,231 4,360 4,488 4,615
B21 4,287 4,448 4,611 4,770 4,935
B22 4,566 4,737 4,909 5,081 5,254
B23 4,842 5,024 5,206 5,388 5,573
B31 5,082 5,305 5,527 5,749 5,972
B32 5,487 5,728 5,969 6,210 6,451
C41 5,708 5,935 6,163 6,393 6,622 6,850
C42 5,970 6,211 6,449 6,688 6,928 7,169
C43 6,236 6,486 6,737 6,986 7,235 7,488
C51 6,439 6,727 7,017 7,307 7,595 7,888
C52 6,882 7,192 7,502 7,812 8,123 8,367
D61 7,013 7,364 7,715 8,067 8,418 8,766
D62 7,271 7,633 7,997 8,359 8,723 9,085
D63 7,526 7,902 8,279 8,655 9,032 9,404
D71 7,691 8,112 8,534 8,956 9,376 9,803
D72 8,072 8,512 8,954 9,394 9,837 10,282
E81 8,157 8,564 8,973 9,379 9,817 10,257 10,681
E82 8,456 8,881 9,304 9,728 10,153 10,577 11,000
E83 8,705 9,142 9,576 10,013 10,446 10,882 11,319
E91 9,008 9,459 9,910 10,362 10,812 11,264 11,719
E92 9,380 9,851 10,322 10,790 11,261 11,731 12,198
F101 9,748 10,234 10,722 11,211 11,700 12,186 12,677
F102 10,114 10,620 11,127 11,635 12,140 12,646 13,155
The salary grid average is 4.14% at the top step. Individual DBM ratings differ based on market
trend analysis.
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Attachment B
Non Represented Employee Benefits 2010
Social Securitv (FICA): Social Security benefits shall be provided as contained in Section
2.52.010 of the Tukwila Municipal Code (TMC).
State -Wide Emplovee Retirement Svstem (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.
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 2010 premium for regular full -time
employees and their dependents under the City of Tukwila self- insured medical/ dental plan.
Premium increases above 10% per year shall result in a modified plan document to cover the
additional cost above 10 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 2010 premium for 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/OpticaUHearinz Care: The City shall provide coverage for eye examinations, vision,
optical and hearing care 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.
Disabilitv 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 ArranzementNoluntary Emplovee Benefit Association (HRA/
VEBAJ: VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended.
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 $350 shall be granted to the following
employees: Fire Chief, Assistant Fire Chief, Police Chief, Assistant Police Chief, Police
Commander and Records Manager.
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Attachment C
Non Represented Employee Longevity Pay Plan 2010
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.
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Completion of 5 years
Completion of 10 years
Completion of 15 years
Completion of 20 years
Completion of 25 years
Completion of 30 years
$75
100
125
150
175
200
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