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HomeMy WebLinkAboutFS 2011-12-06 Item 2A - Resolution - 2012 Non-Represented Salary Schedule and Benefits SummaryCity of Tukwila Jim Haggerton, Mayor INFORMATIONAL MEMORANDUM TO: Mayor Haggerton Finance and Safety Committee FROM: Stephanie Brown, Human Resources Director DATE: November 30, 2011 SUBJECT: 2012 Non Represented Wages and Benefits ISSUE: Request for additional information from the 2011 Non Represented wage and benefit market study for 2012 wages. BACKGROUND: At the October 18, meeting of the Finance and Safety Committee, the committee requested additional information from staff regarding the 2011 non represented wage and benefit market study. Due to the amount of material provided, the committee at the November 22, Finance and Safety Committee meeting requested additional time to review the information, and that it is brought forward to the December 6, meeting for discussion. The additional information being provided for discussion at the December 6, meeting is as follows: 1. The 2011 Non Represented Wage data from the AWC Salary Survey. 2. Revised COLA Adjustments spreadsheet for Represented and Non Represented employees for 2008 -2013. 3. 2008 -2012 wage adjustments spreadsheet for various cities that were used as comparisons in the non represented wage and benefit market study. RECOMMENDATION The Council is being asked to consider this item at the December 12, 2011 Committee of the Whole meeting and Special meeting to follow that same evening. ATTACHMENTS Association of Washington Cities Salary Survey Tukwila Cola Adjustments Comparable Market Study Informational Memorandum from FS meeting dated 11/16/11 with following attachments: -Draft Resolution Attachment A: 2012 Wage Schedule Attachment B: 2012 Benefits Attachment C: 2012 Longevity Pay -Wage Adjustment table for represented and non represented employees. x W 2011 Wage Data from AWC Salary Survey CITY City Admin. PW Director Fire Chief Police Chief HR Director Fin. Dir P &R Dir. DCD A/C Fire A/C Police Auburn 11874 11279 11874 11874 11874 11874 10719 Bothell 14072 11311 12181 12181 11311 11311 11311 11035 11035 Kent 13604 12587 12587 11986 11986 12587 11986 11151 Kirkland 14500 11760 11760 11760 11510 12091 11510 11510 10464 Lynnwood 12051 12222 12222 10858 12051 12051 10858 10873 10544 Mountlake Terrace 10715 9711 10099 9711 10099 9711 9188 Puyallup 12667 10547 10547 10547 10547 10547 10547 9432 Redmond 12491 12246 12246 11276 12491 11667 11352 10697 10646 Renton 13405 12152 12152 12152 12152 12152 9261 9261 11009 11009 SeaTac 12007 11457 11457 10639 11457 10905 11457 9403 Tukwila 12327 11178 11178 11178 10801 10801 10801 10801 9807 9807 Average 12995.71 11594.10 12003.00 11674.78 11350.33 11567.10 11166.78 10986.70 10580.17 10465.50 (Excludes Tukwila) Dollar Difference - 668.7142857 -416.1 - 825.00 - 496.78 - 549.33 - 766.10 - 365.78 - 185.70 - 773.17 - 658.50 Percentage Difference -5.42% -3.72% -7.38% -4.44% -5.09% -7.09% -3.39% - 1.72% -7.88% -6.71% 2011 Non -Rep Salary Study Data compiled 7/27/11 KG Revised: 11/21/11 City of Tukwila Non - Represented: Bands A11 -D61 Bands D62 -F102 Teamsters Police Non - Commissioned (USW) Police Commanders (USW) Police Commissioned (Guild) Fire 2008 COLA Adjustments 2008 -2013 Represented and Non - Represented Positions 2009 2010 2011 2012 2013 Non - Represented Wages 2008 wages representa a COLA adjustment based on 2007 CPI formula for Bands A11 -D61. 2008 wages representa a market adjustment based on 2007 market analysis for Bands A62 -F102. 2009 wages represent a COLA adjustment based on 2008 CPI formula. 2009 market study is for 2010 wage adjustment. 2011 wages represent a COLA adjustment based on 2010 CPI formula. 2011 market study is for 2012 wage adjustment. Labor Contracts Duration Tukwila Police Guild IAFF Local 2088 Teamsters Local 763 USW Police Commanders USW Police Non - Commissioned 2008 -2010 2009 -2011 2009 -2013 2011 -2013 2009 -2012 3.42% 4.50% Market Average 4.14% 0 2.90% to 10.10% 450% 0 0 3.00% 4.25% 3.375% 3.375% 90% CPI -W Min 2.5% Max 4.50% 90% CPI -W Min 2.5% Max 4.50% 2.97% 4.25% 3.25% 3.25% 90% CPI -W Min 3% Max 4.50% 90% CPI -W Min 3% Max 4.75% N/A N/A N/A 11.60 °l° 90% CPI -W Min 25% Max 3.5% 90% CPI -W 3.50% 3.50% 3.50% Currently in contract negotiations 3.97% 4.20% 4.00% 0 Currently in contract negotiations Non - Represented Wages 2008 wages representa a COLA adjustment based on 2007 CPI formula for Bands A11 -D61. 2008 wages representa a market adjustment based on 2007 market analysis for Bands A62 -F102. 2009 wages represent a COLA adjustment based on 2008 CPI formula. 2009 market study is for 2010 wage adjustment. 2011 wages represent a COLA adjustment based on 2010 CPI formula. 2011 market study is for 2012 wage adjustment. Labor Contracts Duration Tukwila Police Guild IAFF Local 2088 Teamsters Local 763 USW Police Commanders USW Police Non - Commissioned 2008 -2010 2009 -2011 2009 -2013 2011 -2013 2009 -2012 2009 -2012 Wage Adjustments Comparable Market Study Cities CITY 2009 2010 2011 2012 Auburn normal CBA increases 3 4% 0% COLA for Teams, 40 -hour furlough; Police 4% ° 0 % COLA for Teams 40 hour furlough All 2012 pay schedules remain the same as 2011 Bothell AF 6.2 %; IAFF 6.2 %; NR 6.2 %; PD 7.2% 0% COLA all groups 2% market adjustment for IAFF; 0% COLA all others Kirkland All groups 3.4% reinstated from 2010 decrease; IAFF $236 per month reinstated from 2010 decrease. Kent AF, Teams, NR took deferred COLA (2.8 %, then 2.72 %) 0% COLA all groups 0% COLA all groups CPI at 3.7 %- -will negotiate at the table Lynnwood PD Management 7.5 %; PD 5.5 %; IAFF 3.5 %; Teams 5.58 %; AF 0 %; NR 5.58% All PD groups 4.5 %; Fire 3 %; all others 0% All PD 4.5 %; all others 0% IAFF, Teams, AF in negotiations. All others 0% Redmond RCHEA, AF, PD Support, FD Support, NR 3.59 %; Fire 6 %; PD 6.2% RCHEA, AF, PD Support, Fire Support, NR .97 %; Fire 2 %, PD 0% 1% COLA all groups 2% COLA all groups Renton 5.5% COLA for all groups; varying concessions by all groups 0% COLA all groups 1% COLA 2.5% COLA All groups SeaTac normal CBA increases 0% COLA AF and NR (40 hours furlough), IAFF not settled until 12/1 -- 2.38% increase 0% COLA 1st half for IAFF, 1.4% increase 7/1/11, 2% increase AF (would not agree to concessions, laid off 6 employees). 0% COLA NR (40 furlough hours). City does not plan to ask for concessions. IAFF CBA has 90% CPI. AF in negotiations. Tukwila See "COLA Adjustments" Spreadsheet for 2008 -2013 Acronym Legend: AF= AFSCME (American Federation of State, County, and Municipal Employees) Teams = TEAMSTERS PD= Police Officers' Union /Guild PD Non - Comm = Police Non - Commissioned (Civilian) employees NR= Non - Represented Employees IAFF = Firefighters RCHEA= Redmond City Hall Employees Association CBA = Collective Bargaining Agreement 01 8/3/11 x City of Tukwila Jim Haggerton, Mayor INFORMATIONAL MEMORANDUM TO: Mayor Haggerton Finance and Safety Committee FROM: Stephanie Brown, Human Resources Director DATE: November 16, 2011 SUBJECT: 2012 Non Represented Wages At the October 18, 2011 meeting of the Finance and Safety Committee, the committee requested additional information from staff regarding the analysis conducted on the non represented wage and benefit study. This information will be brought back for discussion at the November 22, 2011 Finance and Safety Committee meeting. ISSUE 2012 Non Represented Wage Schedule analysis based on external comparables and internal equity. BACKGROUND In alignment with Resolution No. 1537, establishina a Non Represented (NR) Employees' Compensation Plan, a wage study has been conducted for calendar year 2012. The resolution requires that a market analysis be done every other year for the upcoming year for Non Represented positions. The current analysis has been conducted based on information in the Association of Washington Cities (AWC) 2011 Salary and Benefit Study. As in the past, a comparison was done of external comparables (cities) and internal equity (union pay scales). The following comparable cities were used for this study: Comnarables Auburn Bothell Puyallup Kent Kirkland Sea -Tac Lynnwood Mountlake Terrace Redmond Renton DISCUSSION In 2009, a non represented market study reflected that relative to the market, the non represented employees were falling behind. Fairly soon after the study, the economy took a major hit and with it a shift in how wages and benefits were considered by the cities going into 2010. Upon presenting the wage study to the City Council, a decision 7 INFORMATIONAL MEMO Page 2 was made that in 2010 non represented positions banded at levels Al 1 -D61 would receive an average wage increase of 4.14% based on the 2009 market study, and positions banded D62-Fl 02 would receive no market increase, and their wages have been frozen at the 2009 salary level since that time. The strategy to address the City budget shortfall in 2010 was to request our represented and non represented employees take reductions in wages and /or benefits for 2011. As a result, our Fire Union and Non Represented employees did not receive COLA increases this year, and the remaining represented employees (Teamsters' and USW Non Commissioned) received their negotiated cost of living adjustments. The Police Guild contract expired in December 2010. Attached to this memorandum is a table that shows the wage and cost of living adjustments (COLA) for all groups since 2009. Internal equity continues to create a wage gap as the represented groups receive negotiated cost of living adjustments. In looking at the internal equity issue, the non represented top step wage information is compared to the represented top step for 2011, which shows the represented wages have increased 3% to 6 This is also becoming apparent in upper level management positions where first level supervisors are earning a higher wage then Assistant or Department Directors whose wages are at 2009 salary levels. In light of the above, it is important to keep the non represented wages consistently moving in alignment with the market and with represented wages. In addition, we must remain competitive in salary and benefits to retain existing staff and attract applicants to positions at the City. There has been some improvement in the wages of our competing jurisdictions as the market study has shown. We also are seeing a resurgence of competition for upper level management positions. If we do not bring our salaries in alignment with the market, we will be faced with the possibility of losing key upper level management positions, which will have an effect on our succession plans into the future. The Decision Band Methodology (DBM) and regression line analysis have been completed for the non represented market study using the data from the 2011 AWC salary study in determining the "best line of match The analysis shows that positions banded at D62 -F102 are below market, and positions banded at A11 -D61 are at market. RECOMMENDATIONS The following Non Represented employee wage increase for 2012 is presented to the Mayor and Council for consideration: Approve the 2012 Non Represented salary schedule, effective January 1, 2012 providing a market wage adjustment as determined by regression analysis (see attached draft resolution), for positions banded D62 -F102, which provides for external comparability and internal equity; and provide a three percent (3 increase to those at the A, B, C, and D61 levels (generally technical and staff INFORMATIONAL MEMO Page 3 support levels), in order to maintain internal equity for these positions, which have more internal similarity with the represented positions. The estimated cost to implement this increase for wages is $162,390. The market adjustment, and internal three percent (3% eauitv increase to the overall non represented salary schedule is $4,071,042,which is below the 2012 budget of $4,161.988. The Benefit change for 2012 for non represented employees is to reduce the amount the City funds for medical contributions from 10% down to 8 (See attached benefit summary sheet) This change is reflective of the City Council's interest in aligning with our comparable jurisdictions in employee cost sharing for their medical insurance. The City Council is being asked to consider this change along with the adjustments to the wages for non represented employees. MAYOR'S RECOMMENDATION: The Mayor has reviewed the wage scenario above. He recognizes the current budget concerns however, he realizes the need to keep in alignment with the external market, decrease the internal equity compression, and remain competitive for salaries with our comparable jurisdictions for upper management level positions. Therefore, he recommends the City Council approve the 2012 Non Represented salary and benefits effective January 1, 2012, which provides for a market adjustment as determined by the regression analysis for positions banded D62 -F102, and provide a three (3 increase to those at A, B, C, and D61 levels in order to maintain internal equity for these positions, which have internal similarity with the represented positions. The Council is being asked to consider this issue at the November 28, 2011 Committee of the Whole meeting, and December 5, 2011, Regular meeting. ATTACHMENTS -Draft Resolution Attachment A: 2012 Wage Schedule Attachment B: 2012 Benefits Attachment C: 2012 Longevity Pay -Wage Adjustment table for represented and non represented employees. 9 lu 1 Aw A 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, 2012. 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 cost -of- living allowances (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, 2012; 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 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 Process ing \Resolutions \N on-Re presented Employees Compensation -2012 10 -11 -11 sB:bjs Page 1 of 3 11 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 a 3% wage adjustment on January 1, 2012 for positions in these Decision Bands. 8. Ranges D62 -F102 wages for 2012 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." 9. A "market adjustment" is normally applied to a position when the wage survey results establish a new control point, and internal compression exists within the career ladder, or where there is difficulty in recruiting and /or retaining qualified employees. In order to assure that 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 2012 provides an average market trend increase 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. 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 12 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, "Attachment A" hereto, shall be approved, effective January 1, 2012. B. The Non Represented Employee Benefits Summary, "Attachment B" hereto, shall be approved, effective January 1, 2012. C. The Longevity Pay Plan for Non Represented Employees, "Attachment C" hereto, shall be approved, effective January 1, 2012. PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at a Regular Meeting thereof this day of 1 2011. ATTEST /AUTHENTICATED: Christy O'Flaherty, CMC, City Clerk APPROVED AS TO FORM BY: Shelley M. Kerslake, City Attorney Attachments: Allan Ekberg, Council President 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 4 14 ATTACHMENT A City of Tukwila Non Represented Salary Schedule 2012 Classification Tit Job Title Range Administrative Support Technician Administrative Support Technician Al2 Office Technician Human Resources Technician B21 Office Specialist Administrative Secretary B22 Civil Service Secretary/ Examiner Administrative Assistant Deputy City Clerk B23 Executive Secretary Administrative Secretary I Council Administrative Assistant i Program Coordinator Systems Administrator C41 Human Resources Assistant Management Coordinator City Clerk C42 Court Administrator Police Records Manager Management Analyst Legislative Analyst Human Resources Analyst Public Works Analyst Program Administrator Internal Operations Manager C43 Public Works Coordinator Emergency Manager Program Manager Assistant City Administrator D61 Senior Engineer Building Official IT Manager Administrative Manager Maintenance Operations Manager D662 W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 Attachments SB:bjs 15 ATTACHMENT A (continued) Non Represented Salary Schedule 2012 (continued) Assistant Director Department Manager Department Administrator Department Head Department Director City Administrator Human Resources Director DCD Director Finance Director IT Director Parks Recreation Director Fire Chief Police Chief Public Works Director D63 D72 E81 E83 E91 City Administrator LF102 W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 Attachments SB:bjs 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 16 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 3,9291 4,0551 4,1801 4,3021 4,4251 1 A13 1 4,2281 4,3581 4,4911 4,6231 4,7531 B21 1 4,4161 4,581' 4,7491 4,9131 5,0831 B22 4,7031 4,8791 5,0561 5,2331 5,4121 B23 4,9871 5,175+ 5,3621 5,5501 5,7401 B31 5,2341 5,4641 5,6931 5,9211 6,1511 B32 5,6521 5,9001 6,1481 6,3961 6,6451 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 6,6321 6,9291 7,2281 7,5261 7,8231 8,1251 C52 7,0881 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 1 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 I 8,7211 9,1591 9,5941 10,0321 10,4661 10,9031 11,341 E91 1 9,0251 9,4771 9,9291 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 1 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% forD62 -E91, 4.9% forE92 -F101 and 6.9% forF102. 2012 salary increases 2012 nonrep Salaries Partial 10/12/2011 17 im ATTACHMENT B Non Represented Employee Benefits Summary 2012 Social Securitv (FICA): Social Security benefits shall be provided as contained in Section 2.52.010 of the Tukwila Municipal Code (TMC). State -Wide Employee 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/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 ArranizementNoluntary Emplovee Benefit Association (HRA/ VEBA): VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended. (continued...) W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 Attachments SB:bjs 19 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 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, 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 $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 W: \Word Processing \Resolutions \Non Represented Employees Compensation -2012 Attachments SB:bjs 20 City of Tukwila COLA Adjustments 2009 -2012 Represented and Non - Represented Positions Non - Represented: Bands A11 -D61 Bands D62 -F102 Teamsters Police Non - Commissioned (USW) Police Commanders (USW) Police Commissioned (Guild) Fire 2009 2010 2011 2012 Non - Represented Wages 2009 wages represent a COLA adjustment based on 2008 CPI formula. 2009 market study is for 2010 wage adjustment. 2011 wages represent a COLA adjustment based on 2010 CPI formula. 2011 market study is for 2012 wage adjustment. 4.50% Market Average 4.14% Wages Frozen 4.50% Wages Frozen Wages Frozen 4/5% 3.375% 3.375% 90% CPI -W Min 2.5% Max 4.5% 4.25% 3.25% 3.25% 90% CPI -W Min 3% Max 4.5% Same as Non -Rep Same as Non -Rep Bands D62 -F102 Market Adjustment 90% CPI -W Min 2.5% Max 3.5% 3.50% 3.50% Currently in contract negotiations 4/0% 4.00% Wages frozen as a wage concession Currently in contract negotiations Non - Represented Wages 2009 wages represent a COLA adjustment based on 2008 CPI formula. 2009 market study is for 2010 wage adjustment. 2011 wages represent a COLA adjustment based on 2010 CPI formula. 2011 market study is for 2012 wage adjustment.