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HomeMy WebLinkAboutCOW 2003-11-24 Item 3A - Resolution - 2004 Non-Represented Employee Salary Schedule and Benefits SummaryCAS Number: 03-144 COUNCIL AGENDA SYNOPSIS Meeting Date 11/17/03 03 1` Prepared by vlj ITEM INFORMATION Original Agenda Date: 11/17/03 Initials ITEM NO. 1 Mayor's review 1 Council review I.J` 4 6 1 LL Fn it-- 1 1 Q? C. I I I 3,a Agenda Item Title: .Non- Represented Salary Study Original Sponsor: Council X Admin. 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): I Fund Source (if known): 2004 General Fund CORD`:OF COUNCIL ACTION 11/17/03 Meeting Date APP_ E NDICES Attachments 11/17/03 I Memo from Mayor Mullet dated 11/13/03 (with attachments) I Proposed resolution (final format) Resolution No. 1506 11/24/03 IMemo from Mavor Mullet dated 11/13/03 (with attartmentsl L raft resolutinn RResolution 1506 F &S Cmte minutes dated 11/17/03. MEMORANDUM TO: Finance and Safety Committee FROM: Mayor Mullet 'So"' DATE: November 13, 2003 RE: Non Represented Wage /Benefit Schedule for 2004 Last fall the Council reviewed and approved the results of the Non Represented wage plan and made a decision to eliminate the merit program for the time being, provide a COLA in 2003, and to do a market study for implementation in 2004. The Council left open for consideration in 2003, how the wages for employees above the control point would be addressed for future wage increases. There was no commitment as to what the plan would be like beyond that point. Discussion was held regarding whether the plan was "working especially in light of the downturn in the economy. Once again, I provide you with a historical review of what has taken place regarding the Non Represented Salary Plan. Summer 1997: When the Non Represented wage study was conducted in 1997, the Council direction was that COLAs be eliminated from the plan. In order to maintain market parity and internal equity, it was recommended and approved that a wage study be conducted every two years. The study went into effect January 1, 1998, and covered 1998 and 1999. In addition,.a merit plan was adopted. The merit plan was an "all or nothing" approach in terms of dollars awarded. Summer of 1999: Historical Backeround A two -year follow -up wage study was conducted in 1999. The changes went into effect on January 1, 2000. This adjustment to the wage schedule covered 2000 and 2001. The schedule increased an average of 6 It was recommended and approved to modify the merit plan to allow awards in $50 increments, up to the maximum, for those receiving merit. Summer of 2002: A second two -year follow -up wage study was conducted in 2001. The recommended increase, in lieu of COLAs, covered 2002 and 2003. With the booming economy during 2000 and early 2001; many of the City's comparables had substantially increased their Non Represented wages. The average adjustment to the City's schedule was 11.2 The Council reviewed all the information and made a decision to approve the Non Represented wage increase based on the fact that the information provided was validated and in alignment with the adopted Non Represented wage plan. Summer of 2003 The Mayor and Council were and are concerned about the overall financial health of the City in the short and long term. It was requested that Administrative Services conduct a review of the wage system and provide options to the plan for consideration. Some options discussed included keeping the system the same, implementing annual COLA increases, getting rid of or maintaining some type of a merit program (not necessarily the same as has been in place), and on -going wage studies at intervals that support the City's overall compensation philosophy. The Council made the decision to provide a 1.71% COLA increase (90% of the CPI -W) to all non represented employees effective January 1, 2003, and directed Administrative Services to conduct a wage study in the summer of 2003 for implementation in 2004. A review of the status of the wages above the control point would be reviewed at that time to determine how those wages would be addressed. Basic Plan Elements The basic elements of the plan, which maintain the integrity of the system, are: 1) Decision Band Methodology for creating classifications. 2) Market analysis using comparable jurisdictions top step wage. 3) Regression line analysis to establish the Control Point for each DBM rating with a range of 25% and 60% used to establish the steps. 4) Steps below the Control Point are automatic as individuals move through the system. 5) A market adjustment is applied to individual classifications when new Control Point is 10% or more below the market. The demographics for 2004 based on implementation of the latest analysis shows the following placement of existing Non Represented employees on the wage schedule. A current summary of the placement of the number of employees at each DBM level is as follows: Below ControaPoint .•Control Point above Control Point l :2003 2004 =1003 2004 =2003 •�2004'. J r'J A.band 1 1 -0 0 S 1 1 •b a n d l:.w t 1 3 1 :C: band 444t1 3 =r:; g 5 �M 2. ,1 D band .'e. 4 r 5 s, °Z .t `7 �6 ,5,`'` 1 E1?bands:.= 2:; r '.2 2 r :iK_2 r 3. 3.:,I Recommendation Having reviewed various options presented by Administrative Services, it is my recommendation that the following actions be taken regarding the Non Represented wage plan for 2004: Keep the overall basic plan methodologies. Control point remains as is, reflecting the top -step average of the comparable jurisdictions based on market analysis, using the DBM regression model methodology. Continue to hold merit in abeyance. Employees below the control point will be placed according to the wage analysis results. Employees who were formerly above the control point and are placed onto the regular wage schedule will receive a total dollar amount that includes the salary schedule rate and a separate amount in order to have a total increase of 1.62 Employees who remain above the control point will receive a COLA wage increase based on the 90% of the CPI applied to the control point for their position on the salary schedule. (This will result in less than a 90% COLA increase, which brings these positions closer to being incorporated into the salary schedule.) (NOTE: The CPI -W for the Seattle- Tacoma Bremerton Area Semi Annual Average (first half of 2003 compared to first half of 200 2) is 1.8 (90% 1.62 In addition, Council has asked what the impacts are with having COLAs vs using the original practice of a market analysis applied every two years without COLAS. Comparisons have been made for all City employees groups for 1998 -2004, with an estimate made for 2005 (See Samples "A" and "B" attached). Sample "A" reflects the system as outlined on the proposed draft resolution. This provides for COLAs in odd numbered years and market adjustments in even numbered years. Sample "B" reflects a best effort estimate of what would have happened had the original practice of no COLAs and a market analysis every two years been retained. Viki and Alan will be available to meet with the Finance and Safety Committee to review this recommendation and answer your questions, including budget considerations. Cc: Department Heads 1 SAMPLE "A", SAMPLE WAGE INCREASES 1998 -2005 11 /13 /03 2003 2004 Avg What if Avg 2000 2001 2002 as of for 2005 as of Unit 1998 1999 2004 2005 3.5 2.5 COLA 23.86% 2.5% 26.36% 3.35 °l0 3 °!0 3.51 °l0 0 (min of 3.41% 33% placed Teamsters 3 c 10 2.5%) 6.0% 2434% 2.5% 27.2l% Fire $3% 4.5% 3.5% 3.51% 3.5% 2.5% COLA o 3 53% 3.4% 23%) COLA 25.7% 2.5% 28.2% Police 7% 2.25% 2.8% 4.5% 3.65% 3°10 3.67% 3.53!0 2.5% Gomm 0 90 7 10 of 4.4% 28.7% 2.5% 31.21 /u 6.2% -0- 11.2 /0 0% of Mkt 28.7% 2.5% 3.2% Non-Reps Based on CPI Mkt -0- Mkt CPI CPI+ Study 1.71% Study R 156 Study COLA COLA 2005. placed 1056. 2.2% COL Mkt 2006.) 5.2% 3% Teamsters 3 °l. 3.35 °f0 3l0 3.51% SAMPLE "13 WAGE INCREASES 1998 -2005 11/13/03 2002 2003 2004 Avg What if Avg Unit 1998 1999 2000 2001 as of for 2005 as of 2004 2005 3.5 2.5 (min of 3.41% 2.5% 94 2 3 3 2.5 2.5% placed 6.0% Fire 4.7 !0 4.5% 3.5% 3.51% 3.5% 2.5% COLA 24.71% 2 27.21% 0 (min of 3.53% 3.4% 2.5 Police COLA 25.7% 2.5% 28.2% 7% 2.25% 2.8% 4.5% 3.65% 3% COLA 25.7% 2.5 2 Comm 2.5% 6 8. 8.°l0 6.2% 11.2% 4.08% 3.58% Non -Reps CPI 0% 28.6% 26 Mkt Mkt (If had CP1+ Study stayed with 2.2 Study original placed method.) 5.2% DRAFT 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 TUKWILA, 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 11/20/03 -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 L62% 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 11/14/03 -2 Filed with the City Clerk- Passed by the City Council Resolution Number: Pam Carter, Council President CITY OF TUKWILA NON REPRESENTED SALARY SCHEDULE 2003 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 Job Title Administrative Support Technician Personnel Technician Administrative Secretary Civ. Svc. Secretary/Exam. Deputy City Clerk Executive Secretary Legal Assistant Systems Administrator Personnel Assistant City Clerk Court Administrator Police Records Manager Legislative Analyst Personnel Analyst Public Works Analyst Internal Operations Mgr. Public Works Coordinator Asst. City Administrator Police Lieutenant Senior Engineer Building Official Asst. Parks Rec. Dir. Maint. Operations Mgr. Planning Mgr. Police Captain Deputy Community Dev. Director Asst. Fire Chief City Engineer Economic Development Director Admin. Services Director DCD Director Finance Director Parks Rec. Director Fire Chief Police Chief PW Director City Administrator Range Al2 B21 B22 B23 C41 C42 C43 D61 D62 D63 D72 E81 E83 E91 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 3283 3,383 3,483 3,583 A13 3,402 3,508 3.614 3,720 3,826 821 3,538 3,671 3,804 3,937 4,070 B22 3,749 3,890 4.031 4,172 4,313 823 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 5,388 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 D63 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 8,451 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 of Service 0 -1 years 1 -2 years 3 -6 years 7 years 8 years 9 years *Six (6) full days will be Vacation Accrual 12 days* 12 days 15 days 16 days 17 days 18 days granted following the Years of Service 10 years 11 years 12 years 13 years 14 years 15 years 6th month of continuous Vacation Accrual 19 days 20 days 21 days 22 days 23 days 24 days (maximum) 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. NON -REP EMP COMP PLAN 70-02.000 City of Tukwila Washington Resolution No. /56 in A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, AMENDING RESOLUTION NO. 1480, UPDATING AND CLARIFYING THE NON REPRESENTED EMPLOYEES' COMPENSATION PLAN AND ADOPTING THE NON REPRESENTED SALARY SCHEDULE AND BENEFITS SUMMARY EFFECTIVE JANUARY 1, 2003. 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 clarify and revise the non represented compensation system for calendar year 2003 and review the system for calendar year 2004; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements are established for the purpose of adopting the non represented employees' wages for 2003 and consideration for future years. 1. The following bask plan elements remain the same: a. Decision Band Methodology for creating classifications. b. Market analysis using comparable jurisdictions top step wage. c. Regression line analysis to establish the Control Point for each DBM rating with a range of 25% and 60% 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 position. 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 schedule includes a 1.71% COLA, based on 90% of the Seattle- Tacoma Bremerton Area Semi- Annual Average (first half of 2002 to first half of 2001, which is 1.9 for calendar year 2003. All employees above the control point will receive the 1.71% increase on top of their 2002 wage. No further steps are available to these employees. 3. A COLA shall be applied each January 1, based on the Seattle- Tacoma- Bremerton Area Semi- Annual Average (first half of calendar year to first half of following calendar year). 4. The City shall conduct an in -house market analysis of the non represented compensation system during the summer of 2003. The results of the analysis will be implemented on January 1, 2004. Based on the outcome of the 2003 market analysis, it will be determined how wages for those employees currently above the control point will be handled in 2004. 5. The Derision 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. 6. Merit will be eliminated front 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. 7. 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 2003 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, 2003. B. The non represented benefits summary, attachment "B" hereto, shall be approved, effective January 1, 2003. PASSED BY THE C1TY COUNCIJ. OF THE OF WASHINGTON, at a Regular Meeting thereof this day of 2002. ATTEST /AUTHENTICATED: h.f 44 do f Jane E. Cantu, CMC, City Clerk OVED AS TO FORM: B Qt 1 Q Wo ,.rc Office of the City Attorney NON REPEMP COMP PLAN 10-02Doc 1 s fl 'H z Richard Simpson, Council President Filed with the City Clerk 02. Passed by the City Council:�Q Resolution Number:�(ii Attachment A CITY OF TUKWVILA NON- REPRESENTED SALARY SCHEDULE 2004 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 Job Title Administrative Support Technician Personnel Technician Administrative Secretary Civ. Svc. Secretary /Exam. Deputy City Clerk Executive Secretary Legal Assistant Systems Administrator Personnel Assistant City Clerk Court Administrator Police Records Manager Legislative Analyst Personnel Analyst Public Works Analyst Internal Operations Mgr. Public Works Coordinator Asst. City Administrator Police Lieutenant Senior Engineer Building Official Asst. Parks Rec. Dir. Maint. Operations Mgr. Planning Mgr. Police Captain Deputy Community Dev. Director Asst. Fire Chief City Engineer Economic Development Director Admin. Services Director DCD Director Finance Director Parks Rec. Director Fire Chief Police Chief PW Director City Administrator Range Al2 B21 B22 B23 C41 C42 C43 D61 D62 D63 D72 E81 E83 E91 F102 0814 (Minimum) Rat881 Steo 1 Slept Step 3 Ste° 4 Sten 5 Step 8 Steo 7 A11 2,427 2,502 2,576 2,654 2,730 Al2 2,656 2,739 2,821 2,905 2,987 A13 2,884 2,975 3,085 3,155 3,246 821 3,047 3,161 3,275 3,389 3,504 822 3,271 3,393 3,516 3 838 3,761 823 3,495 3,628 3,757 3,887 4,019 831 3,694 3,556 4,018 4,179 4,341 832 4,024 4,200 4,378 4,552 4.727 C41 4.208 4,376 4,544 4,713 4,882 5,051 C42 4,421 4,598 4,776 4,953 5,131 5,308 C43 4,638 4,822 5,008 5,194 5379 5.566 051 4,807 5,023 5,239 5,458 5,672 5,888 C52 5,122 5,353 5,583 5,814 8,045 8,274 O 61 5,278 5,542 5,808 6,070 6,333 8,598 062 5,484 5,758 6,032 6,307 6581 8,855 O 63 5,690 5,974 6,259 6,544 6,828 7,113 O 71 5,837 8,157 8,476 8,796 7,116 7,435 O 72 8,140 a 6,477 6,814 7,149 7,488 7.821 E81 6,263 8,577 6,890 7,204 7,517 7,831 8,145 E82 6,461 8,784 7,109 7,432 7,755 8,079 8,402 E83 6,859 6,993 7,326 7,680 7,992 8,326 8,660 681 6,907 7,253 7,599 7,945 8,290 8,638 8,982 E92 7,205 7,565 7,928 8,286 8,847 9,008 9,369 F101 7,502 7,878 8,254 8,629 9,004 9,381 9,758 9102 7,799 8,190 6,580 8,971 9,361 9,752 10,143 *1.71 A Increase over 2002 wages Att achment A -1 2003 Salary Structure (Monthly)* ATTACHMENT B NON REPRESENTED EMPLOYEE BENEFITS SOCIAL SECURITY IFICAI: 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 sixth (6th) month of continuous employment, annual vacation leave of six (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 twelve (12) days. Three additional days of annual leave shall be granted on the employee's anniversary date after the third (3rd), fourth (4th), and fifth (5th) years. After six (6) years, the employee shall be granted one (1) day per year additional annual leave to a maximum of twenty -four (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 (6) full days will be granted following the sixth (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. Non -Rep Emp Comp Plan, 10 /24/02 Finance and Safety Committee November 17, 2003 Present: Joe Duffle, Chair; Jim Haggerton, Richard Simpson Viki Jessop, Jane Cantu, Shelley Kerslake, Alan Doerschel, Rhonda Berry, Lucy Lauterbach 1. Non Renresented Salary Study Viki explained her department conducted the salary study by working with department heads to choose benchmark city positions that could easily be compared with other cities. She then gathered information about the benchmark positions' pay from around the region, including Portland for higher -level positions. Once the salary information was collected, the top step salaries were used to determine the average top step of the market for each benchmark. Linear regression was then used, using the average top step salaries, in order to ensure intemal equity among all non -rep salaries. This established new control points that are reflected in the new salary schedule. Because there is no merit, the control point is the top step unless an employee's pay rose above that in previous years when the merit program was in place. In the new salary plan only 10 people are above the control point, when there were 20 people above it in 2003. If an employee's 2003 salary was below the 2003 control point, their pay will stay at the same point on the new schedule. The salaries of employees who were above the 2003 control point and higher than the control point on the 2004 schedule, will remain at their 2003 salary level (on the 2004 schedule) with a COLA increase of 1.62 based on the new control point. Employees whose 2003 salary was above the 2003 control point but below the 2004 schedule's control point will be put on the 20004 schedule at the closest step that gives them an increase. They, too, will also receive a 1.62 COLA. Joe asked how the employees reacted to this plan, and Viki said most department heads were pleased with the plan, though there were a few department heads whose employees made more money than they did because of overtime pay. Like other non -rep employees, the mayor also gets a COLA increase. Viki raised the issue of COLAs being given in the years between salary studies, and how that has led to non -rep salaries starting to increase more than the bargaining units' salaries. She said there are two possible courses to take to reverse that: either use COLAs every year and do a salary study every three or four years; or continue to do a salary study every two years but do not give COLAs between studies. Viki said the way union salaries work is that increases are built into the three -year contracts. Salaries for union employees rise higher than other employees when a contract is first signed, but they gradually lose that lead during the life of the contract. Doing both studies with increase and COLAs between studies as the non -reps have done leads to higher salaries for non -reps. Jim said he preferred a merit system, but he recognized others on the Council might not support that. His second choice would be to use COLAs and then do a study every three or four years. The committee recognized these are complex issues and thought these issues should be discussed in some detail at a COW rather than at that evening's Regular Meeting. Recommend issue to COW.