The URL can be used to link to this page

Home My WebLink AboutFS 2012-04-17 Item 2 - Resolution - Non-Represented Employees Salary StudyCitv of Tuhwi .a MEMORANDUM TO: FROM: DATE: SUBJECT: Finance Safety Committee De'Sean Quinn, Finance Safety Chair April 11, 2012 Proposals to Address Wage Benefit Package for Non Represented Employees Per discussion at the March 20, 2012, Finance Safety Committee, we agreed as a Committee to bring forward potential proposals /recommendations to address the 2012 Wage and Benefit Package for Non Represented Employees. We originally discussed having four proposals for consideration, which are outlined below for discussion. Please review these proposals and be ready to discuss each as well as make a recommendation to be forwarded to the full Council for consideration at the next Finance Safety Committee meeting (April 17, 2012). Proposal 1: Mayor's Recommendation Based on the statements of Resolution No. 1567 approve a resolution regarding the 2012 Wage and Benefit Package for Non Represented Employees. Includes a 3% increase to non represented positions A, B, C and D61 level employees, a market adjustment for D62 -F102 level employees and a benefit reduction of City medical contributions from 10% to 8 The Mayor's recommendation is attached to this memo as Attachment P -1 with all original attachments from October 18, 2011, Finance Safety Committee meeting. Proposal 2: 2% Increase Across the Board One -time Comparable Adjustment This proposal is submitted as a high -level summary with no resolution attached. Essentially the same as Proposal 1, with the following exceptions /changes: 2% increase given to all Non Represented Employees A maximum 2% market adjustment given to each Non Represented Employee who falls below the comparables as outlined in the Wage Benefit Analysis Conducted by Ross Ardrey of NW Management Consulting, Inc. This would be done in effort to begin addressing gaps in the comparables. If a position is just 1% below comparables, then it will be brought up 1%, so there is no variance. Over the next year, Council will engage in a wage and benefit policy discussion including responding to and resolving decisions related to wage and benefit packages in a good economy and in a bad economy. Recognize that some situations /positions are unique and as a response to such provides for salary deviations via written justification for presentation to Council. Benefit reductions of City medical contributions will remain as outlined in Proposal 1. Proposal 3: Market Rate, Comparable Jurisdictions and Control Points This proposal is included in draft resolution form as Attachment P -3 to this memo. The highlights of this proposal include: Recognize and identify economic conditions and forecasts and respond to employee compensation based on those conditions and forecasts. 2012 Non Represented Employee Wage Benefit Package page 2 Use of a wage market survey from comparable jurisdictions to create position control points, and use of the Decision Band Methodology only when there is not sufficient market analysis data for a position. Outlines control points calculations. Addresses non represented salaries that are 1.5% above comparables. Provides for salary deviations via written justification for presentation to Council. Proposal 4: Combination of Elements from Proposals 2 and 3 This proposal is included in draft resolution form as Attachment P -4 to this memo. This proposal includes elements from both Proposal 2 and 3. Additionally, this proposal includes the benefit reductions of City medical contributions as outlined in Proposal 1. As mentioned above, draft resolutions have been included for the Mayor's recommendation as well as Proposals 3 and 4 which outline the specifics of proposed alternatives providing for the determination and calculation of Non Represented Employee Wages Benefits. Any recommendation made by the Committee will require City Attorney review and approval. These items have been presented for discussion and recommendation, but should not be considered complete. Additionally, Section 2 of the attached draft resolutions for Proposals 3 and 4 would need to be completed by staff reflecting the Committee recommendation as appropriate. ATTACHMENTS Attachment P -1: DRAFT Resolution for Mayor's Recommendation (includes original attachments) Attachment P -3: DRAFT Resolution for Proposal 3 Attachment P -4: DRAFT Resolution for Proposal 4 *Attachments are labeled in accordance with proposal numbers, and since there is no draft resolution accompanying Proposal 2, there is no attachment labeled Attachment P -2. 6 ATTACHMENT P -1 DRAFT Reso ution for Proposa 1 Mayor's Recommendation (includes original attachments from October 18, 2011 Finance Safety Committee meeting) 3 rd w ATTACHMENT P -1 DRAFT Resolution for Proposal 1 Mayor's Recommendation A RESOLUTION OF THE CITY COUNCIL OF E CI OF TUKWILA, WASHINGTON, UPDATING A LARIF N HE NON REPRESENTED EMPLOYEES' O NSATIO AND ADOPTING THE AND BENEFITS SUMMARY, EFFEtTIVE SAL UARY C 2 ULE WHEREAS, the Tukwila City �ounc has Conte a rev w f the non represented employees' ensa n syst th t was on inally nted in January 1998; and WHEREAS, th City nciI reco ni tha cu ent conomic co ns and forecasts e a nsi erat l n i acti ns t at a wit th co ensation of employees; and W RE he it Council s ade term on to review the non represen d om nsa io f ven- ere ye and provide cost -of- living allowance (C As 'n o ui r yea nd WHERE S, co pe a 'on ud been conducted and the recommended non represent d g sc ed e a d benefit information has been prepared for implementation n J uary 1,20 NOW, THE FOR THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, H Y RESOLVES AS FOLLOWS: Section 1. The following statements have been used for the purpose of adopting the non represented employees' wages for 2012 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 a publication that garners wide participation of our comparables. W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 10 -11 -11 sB:bjs Page 1 of 3 5 4. Regression line analysis to establish the Control Point for each DBM rating. (Regression Line Analysis provided by Fox Lawson Associates, LLC, based on Human Resources 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 2012 wage schedule. 7. Ranges A11 -D61 wages for 2012 will receive o wag adjustment on January 1, 2012 for positions in these Decision Bands obse 8. Ranges D62 -F102 wages for 201 t out ome of the trend line analysis. Wage increases for these Dec s all e a shown on the attached Salary Schedule, "Attachmen" 9. A "market adjustment" i nor Ilya lied to a �positio t e wage survey results establish a contro point, a d int rnal comp ssion hin the career ladder, or w re ther is d fic i rec itin nd /or retualified employees. In or er to assure hat he egn o the ecision Bthod is maintained, ile re ogni ng w ge ap a ed rke conditionspecific positio a "ma et djus a ts" ay m in f ur yea s. When implemented, the arket adjustor nt sha a cal ulate by taking th ere ce between the newly establi ed I po' t nd the m et a erage a fo t osition, and applying it on top o the sta is he s lary ge f th po Ition. T market adjustment shall be reviewed ve two ear fr m th a it I i ple ented (if implemented) as part of the salary stud and ay e e 'm ateel, or hang sed on the results of the survey. B. The on -r pre ent d la schedule for 2012 provides an average market trend increase s a ole, a: the step (control point). Individual DBM increases may vary on the wag schedule based on where they fit in the overall regression analysis that develops the arket nd line. This analysis brings the wage schedule in alignment with external comp es. 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 2011 to first half of 2012). 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. W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 10 -11 -11 SB:bjs Page 2 of 3 X 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 salary schedule, employee benefits summary and longevity pay plan. A. The Non Represented Salary Schedule, "Attachme approved, effective January 1, 2012. B. The Non Represented Employee Benefits shall be approved, effective January 1, 2012. C. The Longevity Pay Plan for Z a n -Re hereto, shall be approved, effective 1, 20 PASSED BY THE CI UNCI OF T C a Regular Meeting th of this ay ATTES UTHE IC TE n Christy O' lahe y, C, i Cl k Al n Ekberg, Council President APPROVED A TO ORM Y: Shelley M. Kerslake, City Attorney Attachments: ry "A Empl OF TU ereto, shall be ent B" hereto, s, ttachment C" W SHI GTON, at 2011. Filed with the City Clerk: Passed by the City Council: Resolution Number: Attachment A, Non Represented Salary Schedule 2012 Attachment B, Non Represented Employee Benefits Summary 2012 Attachment C, Longevity Pay Plan for Non Represented Employees 2012 W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 10-11-11 SB:bjs Page 3 of 3 7 x ATTACHMENT A City of Tukwila Non Represented Salary Schedule 2012 Classification Title Administrative Support Technician Office Technician Office Specialist Administrative Assistant Program Coordinator Management Coordinator Management Analyst Program Administrator Program Manager Administrative Manager I' Jo Tit le Ran ge Administrative Support Technician Al2 Human Resources Technician B21 Administrative Secretary B22 Civil Service Secretary/ Examiner Deputy City Clerk i B23 Executive Secretary Administrative Secretary I Council Administrative A Systems Administrator C41 Human Resources Assistant City Clerk C42 Court Administrator Police Records Manager Legislative Analyst Human Resources Analyst Public Works Analyst Internal Operations Manager C43 Public Works Coordinator Emergency Manager Assistant City Administrator D61 Senior Engineer Building Official IT Manager Maintenance Operations Manager D62 W: \Word Processing \Resolutions \Non- Represented Employees Compensation -2012 Attachments SB:bjs 9 ATTACHMENT A (continued) Non Represented Salary Schedule 2012 (continued) Assistant Director Deputy Community Development Director D63 Deputy Finance Director Deputy Public Works Director De puty Parks Recreation Director Department Manager Assistant Fire Chief D72 Assistant Police Chief City Engineer Department Administrator Economic Development Administrator E81 Department Head Human Resources Director E83 DCD Director Finance Director IT Director Parks Recreation Director Department Director Fire Chief E91 Police Chief I Public Works Director City Administrator City Administrator F102 W: \Word Processing \Resolutions \Non- Represented Employees Compensation -2012 Attachments SB:bjs 10 ATTACHMENT A (continued) 2012 Non Represented Salary Structure (Monthly) DBM (Minimum) Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 All 3,6411 3,7551 3,8701 3,9831 4,0961 1 Al2 1 3,9291 4,0551 4,1801 4,3021 4,4251 1 A13 1 4,2281 4,3581 4,4911 4,6231 4,7531 1 B21 1 4,4161 4,5811 4,7491 4,9131 5,0831 1 B22 1 4,7031 4,8791 5,0561 5,2331 5,4121 1 B23 1 4,9871 5,1751 5,3621 5,5501 5,7401 1 B31 1 5,2341 5,4641 5,6931 5,9211 6,1511 1 B32 1 5,6521 5,9001 6,1481 6,3961 6,6451 1 C41 1 5,8791 6,1131 6,3481 6,5851 6,8211 7,0561 C42 1 6,1491 6,3971 6,6421 6,8891 7,1361 7,3841 C43 1 6,4231 6,6811 6,9391 7,1961 7,4521 7,7131 C51 1 6,632 6,9291 7,2281 7,5261 7,8231 8,1251 C52 1 7,088 7,4081 7,7271 8,0461 8,3671 8,6181 D61 1 7,2231 7,5851 7,9461 8,3091 8,6711 9,0291 D62 7,2781 7,6401 8,0041 8,3671 8,7321 9,0941 D63 1 7,5331 7,9101 8,2871 8,6641 9,0411 9,4151 D71 1 7,7061 8,1271 8,5501 8,9731 9,3941 9,8191 D72 1 8,0871 8,5281 8,9711 9,4121 9,8551 10,2971 E81 1 8,1721 8,5811 8,9901 9,3961 9,8351 10,2761 10,697 E82 1 8,4721 8,8981 9,3221 9,7461 10,1721 10,5981 11,021 E83 1 8,7211 9,1591 9,594 10,0321 10,4661 10,9031 11,341 E91 1 9,0251 9,4771 9,929 10,3811 10,8331 11,2851 11,737 E92 1 9,3891 9,8611 10,3321 10,8011 11,2721 11,7431 12,212 F101 I 9,7661 10,2541 10,7431 11,2331 11,7231 12,2091 12,699 F102 1 10,1331 10,6401 11,1481 11,6561 12,1631 12,6701 13,178 2012 rate adjustments include 3% forA11 -D61, 5% for D62-E91,4.9% for E92 -F101 and 6.9% for F102. 2012 salary increases 2012 nonrep Salaries Partial 10/12/2011 11 12 ATTACHMENT B Non Represented Employee Benefits Summary 2012 Social Security (FICAI: 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 2012 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 2012 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/Ovtical: 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 Arrangement/Voluntary Employee Benefit Association (HRA/ VEBA): VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended. (continued...) W:1Word Process inglResolutions\Non- Represented Employees Compensation -2012 Attachments SB:bjs 4 ATTACHMENT B (continued) Non Represented Employee Benefits Summary 2012 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 0 -1 years 1 -2 years 3 -6 years 7 years 8 years 9 years Vacation Accrual 12 days* 12 days 15 days 16 days 17 days 18 days Years of Service 10 years 11 years 12 years 13 years 14 years 15 years Vacation Accrual 19 days 20 days 21 days 22 days 23 days 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, and Records Manager. ATTACHMENT C Longevity Pay Plan for Non Represented Employees 2012 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 I $75 Completion of 10 years I 100 Completion of 15 years 125 Completion of 20 years 150 Completion of 25 years I 175 Completion of 30 years I 200 W:\Word Processing \Resolutions \Non- Represented Employees Compensation -2012 Attachments SB:bjs 14 ATTACHMENT P -3 DRAFT Reso ution for Proposa 3 15 I: D ATTACHMENT P -3 DRAFT Resolution for Proposal 3 A RESOLUTION OF THE CITY COUNCIL` TUKWILA, WASHINGTON, WHEREAS, the Tukwila City Co ci elieve tha the program is to facilitate recruiting, ret tion, evelo men and WHEREAS, a loyee comp sati n is sigr`rr\ City Council believ th th plo ee nd import ity isio s, a d a suc th Sa a PI the p lic; and WH RE S, a ty Council ha co duc No employee Sa ry an f r 012; a of the non represented WHER E S, he City�C unc re ogn' s ud that recent and current economic condition s a fo ca ts, �n -ran a Ci y bget forecasts, and position rates for comparable ju isdi s are c n erations in dealing with the compensation of employees; and WHEREAS, t ity Council has made a determination to, when economic conditions allow, review and adjust non represented employee compensation via a market analysis, position -by- position, of comparable jurisdictions in even numbered years and to provide cost -of- living allowances (COLAs) in odd numbered years; and WHEREAS, a non represented Salary Plan, containing a compensation market analysis, position -by- position, has been prepared and analyzed for retroactive implementation to January 1, 2012; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements are established and used for the purpose of creating the non represented employees Salary Plan for 2012 and in consideration for future years. W: \Word Processing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 KM:bjs Page 1 of 3 OF mpensation employees; teN in the City b dge and the ublk benefit fro cess to kbe Nade easily accessible to 17 A. The following basic process elements will be utilized to create the Non Represented Employees Salary Plan: 1. The Decision Band Methodology will be maintained and used for creating the Wage Schedule Top Step (control point) for positions where sufficient market analysis data does not exist. Regression analysis of Human Resources Department acquired internal and external market data will be used to establish and maintain the control points for these positions. A complete written explanation will be provided in the Salary Plan when this is necessary. 2. A wage market survey from comparable ju all other positions' control points. 3. The position control points will be efierated m study document as well as direct input from compara ris jurisdictions will be all western Puget_$ognd citi range of both plus and minus 1 -1Q2 times tha valuation. If analysis determines t at the use appropriate, the reason docu nt d in h be removed from th omparabl juris icti list. a consistent compa ble jurisdictio list o ar Each os ion ont of p int Mll b&,dcalcu to av rage of the comparable jurisdi tions' positio s la ry ata. The i es t and t e low t data points in that positio 's co p able 'u 'sdictions be iscard with verage generated from the rem inin da po t If a if a ce etwe a new highest and lowest comparab ju dic 'on p s ion a s ex ds 0% of the newly calculated average, then that siti 's WC d to 11 exa i to ensure it is consistent (i.e. the position's d scri ion an spo sibs i are consistent across all jurisdictions providing inpu I he data is of c sistent, that fact as well as the steps needed to make the data nsi ent wil be umented in the Salary Plan. 5. As th AW alary data is one year old, each position control point will be increased by 90% the Consumer Price Index (CPI) for the Seattle- Tacoma- Bremerton Area Semi Annual Average (first half of calendar year to first half of following calendar year) unless an alternate decision is authorized by the Council. will r•Ti to nave asses el of e of T f on or ore ju lary Pla nd th .v of rt will be I used to create ual AWC salary Comparable luation in the Nil 's assessed sdic ions is not �juris fiction will a e to aintain 6. If an individual non represented employee's salary is 1.5% or more above that calculated via the process above (steps 1 through 5) for the new year, that non represented employee will not receive an increase. If the employee's salary is below the newly calculated amount, it will be increased to that of the amount calculated. 7. Steps below the control point (wage schedule top step) are automatic as individuals move through the system. 8. Step increases from the minimum to the control point for all positions shall be annual on the employee's performance review date. W: \Word Processing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 KM:bjs Page 2 of 3 i n 9. The COLA increase in odd numbered years shall be based on the Seattle Tacoma- Bremerton Consumer Price Index (CPI -W) Average (first half of odd numbered year to first half of even numbered year). 10. If City Administration decides that a deviation from the above Non Represented Employees Salary Plan process (in its entirety or for individual positions) is advisable, it will document the deviation and present it to the City Council for approval prior to adoption of the annual Non Represented Employees Salary Plan. Section 2. Non Represented Salary Schedule, Empl and Longevity Plan. PASSED BY THE CITY COUNCIL OF T at AT Ch AP Shy Attu W: \Word Process ing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 KM:bjs CITY M I President th the City Clerk: by the City Council: ion Number: Summary ASHINGTON, 2012. Page 3 of 3 19 20 ATTACHMENT P -4 DRAFT Reso ution for Proposa 4 21 22 J ATTACHMENT P -4 DRAFT Resolution for Proposal 4 A RESOLUTION OF THE CITY COUNCIL OFT E OF TUKWILA, WASHINGTON, WHEREAS, the Tukwila City Council beli es that the e o c ompensation program is to facilitate recruiting, retention, dev opme an tivit of employees; and WHEREAS, employee mpensa ion is a ignifi ant item in the Cit bu et and the City Council believes at bo emp oy s a d th pub enefit f m ccess to sily important City deci 'ons, and ass ch, t e ary Ian ill b made ea cce sible to the public; and EREAS, th 'ty cil as nducted a v w the non represented emplo es Salary Pla f r 2012; an __1\ WH EA t C Cou c' rec n es that recent and current economic conditions nd ore asts, 1 ng -r ng City ud t forecasts, and position rates for comparable 'uris icti s re con ide do in dealing with the compensation of employees; a d WHEREAS, the City ouncil has made a determination to, when economic conditions allow, view d adjust non represented employee compensation in even numbered years a provide cost -of- living allowances (COLAs) in odd numbered years; and WHEREAS, recent economic conditions have caused a disruption, and in recognition of requested and received concessions in the preceding budget in the City's normal non represented salary plan process, the City Council has determined to implement a one -time process for 2012 that includes a COLA for all non represented employees and a special one -time adjustment to equalize all positions with the average of comparable jurisdictions positions. The cost of this one -time adjustment equalization is not to exceed 3% for any one position. The COLA increase shall be based on the Seattle- Tacoma Bremerton Consumer Price Index (CPI -W) Average (first half of year to first half of next year); WHEREAS, a 2012 non represented Salary Plan, has been prepared in conformance with these policies and retroactive implementation to January 1, 2012; W: \Word Processing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 B KM:bjs Page 1 of 3 23 NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements are established and used for the purpose of creating the non represented employees Salary Plan for 2012 and in consideration for future years. A. The following basic process elements will be utilized to create the Non Represented Employees Salary Plan: 1. The Decision Band Methodology will normally be intai ed and used for creating the Wage Schedule Top Step (control point) for all sitions. 2. A wage market survey from com able isdic ions will be used to analyze and adjust all positions' control points. 3. The position control p s 11 be orr study document as well as direct i put fr co F jurisdictions will be all wes Puget ound 'ties t range of both plus minu 1 -112 ti s t t o valuation. If anal sis determine tha th use f appropriate, the rea n w' doc me ted in he be remo d fro he om ra a ju isdic ion i Ev a con istent compa b jun ction list fr m year to jurisdic 'ons vAI4 -lie do u ented in t Sala Plan. p red the a nua AWC salary ar e j isdictio S. omparable at have a essed valu tion in the the of Tuk a's ssessed o e o more jurisd ti is not ala PI and that jur 'ction will fort ill be made to maintain ye r. ny hanges in comparable 4. v itio co tr I pd t comp ri on ata used in the analysis will be a calculated er a the c pa b juris ti position salary data. The highest and the low st d to p ints 'n at osit n's mparable jurisdictions will be discarded, with the aver e g ne ated fro th remaining data points. If the difference between the new highes an west om le jurisdiction position values exceeds 30% of the newly calculate average, t en that position's AWC data will be examined to ensure it is consistent (i.e. he pos' 'on's descriptions and responsibilities are consistent across all jurisdictions pro i g input). If the data is not consistent, that fact as well as the steps needed to make the data consistent will be documented in the Salary Plan. 5. As the AWC salary data is one year old, position control point comparison data will be increased by 90% of the Consumer Price Index (CPI) for the Seattle Tacoma- Bremerton Area Semi Annual Average (first half of calendar year to first half of following calendar year) unless an alternate decision is authorized by the Council. 6. Steps below the control point (wage schedule top step) are automatic as individuals move through the system. 7. Step increases from the minimum to the control point for all positions shall be annual on the employee's performance review date. W: \Word Processing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 B KM:bjs Page 2 of 3 24 8. The COLA increase in odd numbered years shall be based on the Seattle Tacoma- Bremerton Consumer Price Index (CPI -W) Average (first half of odd numbered year to first half of even numbered year). 9. If City Administration decides that a deviation from the above Non Represented Employees Salary Plan process (in its entirety or for individual positions) is advisable, it will document the deviation and present it to the City Council for approval prior to adoption of the annual Non Represented Employees Salary Plan. Section 2. Non Represented Salary Schedule, and Longevity Plan. PASSED BY THE CITY COUNCIL OF T at a Regular Meeting thereof this ATTEST /AUTHENTICA 1 Chris 'Flaherty, M Ci erk APPRO D T FO BY: Shelley M. Ke lake C' y Atf :)m Attachments: I President erna Fil d with the City Clerk: aased by the City Council: Resolution Number: W: \Word Processing \Resolutions \Non -Rep Employees Salary Study 4 -10 -12 B KM:bjs Summary ASHINGTON, .2012. Page 3 of 3 25