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HomeMy WebLinkAboutReg 2003-12-01 Item 5A - Resolution - 2004 Non-Represented Employee Salary Schedule and Benefits SummaryCAS Number: 03-144 Agenda Item Title: .Non- Represented Salary Study Original Sponsor: Council X Admin. I Timeline: Approve at 11/17/03 Regular Meeting Sponsor's Summary: Council determined to review the non represented compensation system for the 2004 calendar. Administrative Services has conducted a review of the wage system for council consideration. Recommendations: Sponsor: Committee: To be determined at 11/17 Finance Safety Committee Mtg. Administration: Approve as presented Cost Impact (if known): Fund Source (if known): 2004 General Fund I,, x F U. RECORD OF COUNCIL= ACTION_= I 11/17/03 I Withdrawn from Rag M1-g aganrla; fnrw rrlarl to 11 /94 mw mrg fnr a; 11/24/03 I Consensus existed to forward item to the December 1 Regular Meeting. Meeting Date 11/17/03 APPENDICES I Meeting Date I Attachments I 11/17/03 I Memo from Mayor Mullet dated 11/13/03 (with attachments) I Proposed resolution (final format) I Resolution No. 1506 I 11/24/03 IMemo from Mavor Mullet dates! 11/13/03 !with attar.hrnte aft racnlntinn (Resolution 1506 F &S Cmte minutes dated 11/17/03. 12/1/03 Resolution (final format) COUNCIL AGENDA SYNOPSIS Initials ITEM NO. 1 Prepared by 1 Mayoras review 1 Council review 1 vlj Imo- I LL fr1 R 1 1 c AS N I N A A. 1 "ARC I I I ITEM INFORMATION Original Agenda Date: 11/17/03 5. a City of Tukwila Washington Resolution No. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, AMENDING RESOLUTION NO. 1506, UPDATING AND CLARIFYING THE NON REPRESENTED EMPLOYEES' COMPENSATION PLAN AND ADOPTING THE NON REPRESENTED SALARY SCHEDULE AND BENEFITS SUMMARY EFFECTIVE JANUARY 1,2004. WHEREAS, the Tukwila City Council has conducted a review of the non- represented employees' compensation system that was originally implemented on January 1, 1998; and WHEREAS, the City Council recognizes that the current economic climate and forecasts are a consideration in actions that deal with compensation for employees; and WHEREAS, the City Council has made a determination to review the non- represented compensation system for calendar year 2004; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUICWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements are established for the purpose of adopting the non represented employees' wages for 2004 and consideration for future years. 1. The following basic plan elements remain the same: a. Decision Band Methodology for creating classifications. b. Market analysis using comparable jurisdictions' top step wages. c. 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. d. Steps below the Control Point are automatic as individuals move through the system. e. A market adjustment may be applied to a position when the wage survey results establish a new control point which is ten percent (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. The integrity of the Decision Band Method (DBM) is maintained, while recognizing a wage gap based on market conditions for a specific position. 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 positions. This market adjustment shall be reviewed every two years as part of the salary study and may be eliminated or changed based on the results of the survey. 2. The current wage plan includes a COLA for those employees that remain above the newly established control point, based on 90% of the Seattle- Tacoma Bremerton Area Semi- Annual Average (first half of 2002 to first half of 2003, which is 1.8 for Non -rep salary 2003 11/26/03 -1 calendar year 2004. All employees who remain above the control point will receive a COLA increase, which is calculated on the salary schedule's control point 3. The current wage plan provides a minimum increase of 1.62% to those employees who were previously above the control point, and are now placed onto the new salary schedule. 4. Starting in 2005, a COLA shall be applied each January 1 when a study has not been conducted, based on the Seattle- Tacoma Bremerton Area Semi Annual Average (first half of calendar year to first half of following calendar year). 5. The City shall conduct an in -house market analysis of the non represented compensation system during the summer of 2005. The results of the analysis will be implemented on January 1, 2006. 6. The Decision Band method of job evaluation will be used to establish the relative internal value and relationship of all non represented jobs within the City of Tukwila. 7. Merit will continue to be eliminated from the plan at this time due to economic conditions as well as a desire that the wage schedule for non represented employees better reflect the wages offered by those jurisdictions determined to be comparable, and may be reconsidered as a plan element in subsequent years. 8. Step increases from the minimum to the control point for all positions shall be annually on the employee's performance review date. There will be no step increases during 2004 for any employee at or above the control point Section 2. Non represented salary schedule and benefits summary. A. The non represented salary schedule, attachment "A" hereto, shall be approved, effective January 1, 2004. B. The non represented benefits summary, attachment "B" hereto, shall be approved, effective January 1, 2004. PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at a Regular Meeting thereof this day of 2003. ATTEST /AUTHENTICATED: Jane E. Cantu, CMC, City Clerk APPROVED AS TO FORM BY: Office of the City Attorney Non -rep salary 2003 11/26/03 -2 Pam Carter, Council President Filed with the City Clerk Passed by the City Council- Resolution Numbr• CITY OF TUKWILA NON REPRESENTED SALARY SCHEDULE 2003 Classification Title Job Title Range J Administrative Support Technician Administrative Support Technician Al2 Office Technician Personnel Technician I B21 Office Specialist Administrative Secretary I B22 Civ. Svc. Secretary/Exam. Administrative Assistant Deputy City Clerk B23 Executive Secretary Legal Assistant Program Coordinator Systems Administrator C41 Personnel Assistant Management Coordinator City Clerk C42 Court Administrator Police Records Manager Management Analyst Legislative Analyst Personnel Analyst Public Works Analyst Program Administrator Internal Operations Mgr. I C43 Public Works Coordinator Program Manager Asst. City Administrator D61 Police Lieutenant Senior Engineer Building Official Administrative Manager Asst Parks Rec. Dir. D62 Maint. Operations Mgr. Planning Mgr. Police Captain Assistant Director I Deputy Community Dev. Director I D63 Department Manager I Asst Fire Chief I D72 City Engineer Department Administrator 1 Economic Development Director I E81 Department Head Admin. Services Director E83 DCD Director Finance Director Parks Rec. Director Department Director Fire Chief E91 Police Chief PW Director City Administrator I City Administrator F102 ATTACHMENT A -1 2004 Salary Structure (Monthly) DBM (Minimum) Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 All 2,968 3,061 3,154 3,247 3,340 Al2 3,183 3,283 3,383 3,483 3,583 A13 3,402 3,508 3,614 3,720 3,826 B21 3,538 3,671 3,804 3,937 4,070 B22 3,749 3,890 4,031 4,172 4,313 B23 3 960 4,109 4,258 4,407 4,556 B31 4,137 4,318 4,499 4,680 4,861 B32 4,446 4,641 4,836 5,031 5,226 C41 4,605 4,790 4,975 5,160 5,345 5,530 C42 4,809 5,002 5,195 5,386 5,581 5,774 C43 5,012 5,213 5,414 5,615 5,816 6,017 C51 5,161 5,393 5,625 5,857 6,089 6,321 C52 5,456 5,702 5,948 6,194 6,440 6,686 D61 5,591 5,871 6,151 6,431 6,711 6,991 D62 5,789 6,078 6,367 6,656 6,945 7,234 063 5,982 6,281 6,580 6,879 7,178 7,477 D71 6,107 6,442 6,777 7,112 7,447 7,782 D72 6,397 6,747 7,097 7,447 7,797 8,147 E81 6,501 6,826 7,151 7,476 7,801 8,126 6,451 E82 6,684 7,019 7,354 7,689 8,024 8,359 8,694 E83 6,874 7,218 7,562 7,906 8,250 8,594 8,938 E91 7,106 7,462 7,818 8,174 8,530 8,886 9,242 E92 7,387 7,757 8,127 8,497 8,867 9,237 9,607 F101 7,668 8,052 8,436 8,820 9,204 9,588 9,972 F102 7,949 8,347 8,745 9,143 9,541 9,939 10,337 ATTACHMENT B NON REPRESENTED EMPLOYEE BENEFITS SOCIAL SECURITY (FICA): Social Security benefits shall be provided as contained in Section 2.52.010 of the Tukwila Municipal Code. STATE WIDE EMPLOYEE RETIREMENT SYSTEM (PERS): Retirement shall be provided as contained in Section 2.52.020 of the Tukwila Municipal Code. HOLIDAYS: Holidays shall be provided as contained in Section 2.52.030 of the Tukwila Municipal Code. SICK LEAVE: Sick leave shall be provided as contained in Section 2.52.040 of the Tukwila Municipal Code. MEDICAL INSURANCE: The City shall pay 100% of the premium for the regular full -time employee and all dependents under the City of Tukwila self insured medical/dental plan or Group Health Cooperative. Regular part-time employees shall be entitled to benefits on a pro -rata basis. DENTAL INSURANCE: The City shall provide 100% of the premium for the regular full -time employee and all dependents under the City of Tukwila self insured medical/dental plan. Regular part- time employees shall be entitled to 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. VISION /OPTICAL/HEARING 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. DISABILITY INSURANCE: The City shall provide 100% of the premium for regular full -time employees for a comprehensive long -term disability policy. VACATION: Following the 6th month of continuous employment, annual vacation leave of 6 full days (six, 8 -hour periods) 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 3rd, 4th, and 5th years. After 6 years, the employee shall be granted 1 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 Vacation Years Vacation of Service Accrual of Service 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 (6) full days will be granted following the 6th month of continuous employment. UNIFORM ALLOWANCE: An annual uniform allowance of $350 shall be granted to the following employees: Assistant Fire Chief, Police Records Manager, Police Lieutenant, Police Captain, Fire Chief, Police Chief.