HomeMy WebLinkAboutCOW 2016-02-22 Item 4B - Resolution - 2016 Non-Represented Employees CompensationW
COUNCIL AGENDA SYNOPSIS
I irilials
Meelin Date
Prepared by
Mayo r*esv
ncil review
02/22/16
SB /DC
® Resolution
,Altg Date 3/14/16
❑ Ordinance
Ali Date
03/14/16
SB /DC
❑ Other
Mtg Dale
SPONSOR ❑ Council ❑ Mayor Z HR ❑ DCD ❑ Finance ❑Fire ❑ fT ❑ P &R ❑Police ❑ PIF
SPONSOR'S The Council is being asked to consider adoption of a resolution that applies a 1.5% across
SUNI NARY the board increase for all bands in the Non - Represented Salary Structure, and a market
increase of 2.5% to F102, effective January 1, 2016.
RIt�'ll�:Wl?D 13�' ❑ cow Mtg. ❑ CA &P Cmte ® F' &S Cmte ❑ Transportation Cmte
❑ Utilities Cmte ❑ Arts Comm. ❑ Parks Comm. ❑ Planning Comm.
DATE: 02/17/16 COIV NII'1"I'1 E CHAIR: SEAL
RECOMMENDATIONS:
SPONSOR /ADIMIN. Human Resources Department
Cr>MMYI°rr"' Majority, Approval; Forward to Committee of the Whole
COST IMPACT / FUND SOURCE
E?YI'I'.NDI "I'UR7? Rl ?OUlltl?D AMOUN "I' BUDGI?TED APPROPRIATION REQUIRED
Fund Source:
Comments:
MTG. DATE
RECORD OF COUNCIL ACTION
2/22/16
ITEM INFORMATION
ITEM NO.
155
S A F SPONSOR: STEPHANIE BROWN
2/22/15
AG1NllA 2016 Non - Represented Compensation Resoution
Cxn,"GORY ® Di.rcusi- ion
Ml g Date 2/22/16
❑ Molion
Ml g Date
® Resolution
,Altg Date 3/14/16
❑ Ordinance
Ali Date
❑ Bid_,bvard
Afl g Date
❑ Public Hearing
Altg Dale
❑ Other
Mtg Dale
SPONSOR ❑ Council ❑ Mayor Z HR ❑ DCD ❑ Finance ❑Fire ❑ fT ❑ P &R ❑Police ❑ PIF
SPONSOR'S The Council is being asked to consider adoption of a resolution that applies a 1.5% across
SUNI NARY the board increase for all bands in the Non - Represented Salary Structure, and a market
increase of 2.5% to F102, effective January 1, 2016.
RIt�'ll�:Wl?D 13�' ❑ cow Mtg. ❑ CA &P Cmte ® F' &S Cmte ❑ Transportation Cmte
❑ Utilities Cmte ❑ Arts Comm. ❑ Parks Comm. ❑ Planning Comm.
DATE: 02/17/16 COIV NII'1"I'1 E CHAIR: SEAL
RECOMMENDATIONS:
SPONSOR /ADIMIN. Human Resources Department
Cr>MMYI°rr"' Majority, Approval; Forward to Committee of the Whole
COST IMPACT / FUND SOURCE
E?YI'I'.NDI "I'UR7? Rl ?OUlltl?D AMOUN "I' BUDGI?TED APPROPRIATION REQUIRED
Fund Source:
Comments:
MTG. DATE
RECORD OF COUNCIL ACTION
2/22/16
MTG. DATE
ATTACHMENTS
02/22/16
Informational Memorandum dated February 9,2016:
Reference Document & Definitions
Resolution #1796
Salary Surveys for 2014 and 2015
Resolution in Draft Form, with attachments A -C
Minutes from the Finance and Safety Committee meeting of 2/17/16
3/14/16
155
156
City of Tukwila
Allan Ekberg, Mayor
INFORMATIONAL MEMORANDUM
TO:
Finance and Safety Committee
FROM:
David Cline, City Administrator
Stephanie Brown, Human Resources Director
CC:
Mayor Allan Ekberg
DATE:
February 9, 2016
SUBJECT:
2016 Non - Represented Wages and Benefits.
ISSUE
Implementing City Council Resolution No. 1796 regarding wage adjustments for non -
represented employees.
In the fall of 2015, there was discussion in Finance and Safety Committee regarding wage
adjustment for non - represented per Council Resolution No. 1796. On December 14, 2015, the
Committee of the Whole referred the item back to Finance and Safety for further discussion and
analysis.
BACKGROUND
In June of 2013, the City Council adopted City Council Resolution No. 1796, which outlines the
City's compensation policy for employees (a copy of the Resolution is attached).
Per this policy, there are several statements and processes adopted to guide this compensation
program. In alignment with the Resolution, last year the City conducted a market study of
"comparable jurisdictions" within the Puget Sound area. "Comparable jurisdictions" are defined
as those Puget Sound jurisdictions which are within +/- 50% of Tukwila's assessed valuation,
using data provided by the Washington State Department of Revenue (DOR). It is important to
note that this definition of "comparable jurisdiction" will result in the list of comparable cities
changing year to year because assessed valuation changes year to year.
When the City conducted the market survey in the summer of 2015, it used DOR's 2014
assessed valuation data. This was the most current data available at the time. However, in the
fall of 2015, while the Council was discussing non - represented wages, DOR released the 2015
assessed valuation data. The result is that the comparable jurisdictions shifted due to changes
in assessed valuation. The table below shows the shifts in comparable jurisdictions from year to
year. For example, Bremerton's assessed value is now below 50% of Tukwila's assessed value.
Likewise, Bothell's assessed value is now greater than 150% of Tukwila's assessed value.
Thus, neither City would be included in a wage survey that uses DOR's 2015 assessed value
information. Issaquah and Shoreline, which were used in 2013, are not used in the 2014 data.
157
INFORMATIONAL MEMO
Page 2
Comparable Jurisdiction
Year
Fire
2013
2014
2015
Bainbridge Island
X
X
X
Bremerton
X
Commissioned
Burien
X
X
X
Edmonds
X
X
X
Issaquah
X
2.00%
X
Lakewood
X
X
X
Lynnwood
X
X
X
Marysville
X
X
X
Mukilteo
X
X
X
Puyallup
X
X
X
SeaTac
X
X
X
Shoreline
X
X
Bothell
X
Attached with this memo is the wage survey that was completed by the City last summer.
(Salary Survey, Comparable Cities, 2014 Assessed Valuation, 2015 AWC Salary Data). This
survey serves as the supporting documentation for Administration's recommendation. As
information only, a copy of a draft wage survey, using 2015 assessed value is also provided. As
discussed above, the updated assessed valuation information became available after the City
had conducted its initial wage survey in the summer of 2015. All wage information comes from
"Washington City and County Employee 2015 Salary and Benefit Survey," published by the
Association of Washington Cities. The City uses 15 benchmark position for non - represented
salaries. Note that there was insufficient data for three positions, Deputy City Clerk, Fire Chief,
and Assistant Fire Chief, thus those positions are not included in the salary surveys attached.
As was shown in the wage study, using the 2014 DOR assessed valuation data, two of the
benchmark positions were shown below market. Those bands are B23 (Executive Assistant)
and F102 (City Administrator). It should be noted that some bands were shown as being above
market. The draft wage study, using 2015 comparable cities shows the same positions being
below the average. Per Resolution No. 1796 the City desires to pay non - represented
employees the average salary, as determined from data from the comparable jurisdictions.
In 2016, the City provided contractually required cost of living adjustments to all represented
employees. These cost of living adjustments provided pay increases to nearly 90% of the City's
labor force. The following breakdowns the contractually obligated cost of living adjustments
provided to represented employees.
Teamsters
Police
Fire
Professional/
Senior
Guild
Commanders
Non-
IAFF
Trades /Administrative
Managers
Commissioned
Personnel
.99%
.99%
2.25%
2.00%
.99%
2.00%
The average pay raise provided for represented employees was 1.53 %.
DISCUSSION
Non - represented employees represent roughly 10% of the City's total labor force. While non -
represented employees include department directors and managers, non - represented
employees also include administrative support staff and other non - management staff.
158
INFORMATIONAL MEMO
Page 3
Given that nearly 90% of the City's work force received cost of living adjustments for 2016, the
Administration is recommending that all non - represented employees be provided a 1.5%
adjustment. This adjustment is consistent with the average cost of living adjustment provided to
represented employees and will preserve internal equity with represented employees. The
1.5% increase will also bring band B23 closer to the average.
The Administration is also recommending that band F102 receive an additional 2.5% increase in
addition to the 1.5% being provided for all non - represented employees. This would bring band
F102 to the average of the comparable jurisdictions' salaries.
During the 2015 analysis, it was noticed that there was compression within specific bands and
that a new line of regression, especially for the upper bands, would be necessary to correct this
issue. The Administration is recommending that compression and other issues be addressed at
a later date when the Council reviews Resolution No. 1796.
FINANCIAL IMPACT
The impact of these changes is within the originally adopted 2015 -2016 Budget assumptions.
RECOMMENDATION
The Administration's recommendation is to implement Resolution No. 1796 by providing a 1.5%
across the board wage adjustment for all non - represented positions to preserve internal equity
and to provide an additional 2.5% adjustment for Band F102 to bring this band in alignment with
the market. These adjustments will also bring band B23 into alignment with the market. As
discussed by the Council last year, all adjustments would be retroactive to January 1, 2016.
There is no request for changes to benefits.
The Finance and Safety Committee is also being asked to recommend that in the third quarter
of 2016, the Finance and Safety Committee review and discuss Resolution No. 1796, which
sets the policy for non - represented compensation and benefits. This would allow time for
additional analysis on compression and other pertinent issues.
Administration requests the resolution and attachments be forwarded to the Committee of the
Whole meeting on February 22, 2016, for discussion, and special meeting of the City Council on
March 14, 2016 for approval.
ATTACHMENTS
• Reference Document and Definitions.
• Tukwila City Council Resolution No. 1796.
• Salary Survey, Comparable Cities, 2014 Assessed Valuation, 2015 AWC Salary Data.
• Salary Survey, Comparable Cities, 2015 Assessed Valuation, 2015 AWC Salary Data.
• Resolution in Draft Form, with attachments A -C.
159
160
Reference Document & Definitions:
Benchmarks: The process of choosing a position within a classification and using that positions wage
scale against the external market. Benchmark positions are usually chosen that are common and
therefore comparable to other Cities. At minimum, an external market study should have at least a 1/3
of its positions serve as benchmarks from the range of the classification scale in order to be a valid
indicator of the market. Benchmarks have been chosen in the past from the positions surveyed in the
Association of Washington Cities annually published data and at times contacting the jurisdiction being
surveyed to verify appropriate matches.
Regression Analysis: A statistical process used to calculate the top step of the pay scale so that it forms
a line and spreads are evenly distributed. Regression has created a "line of best fit" which combines
both the existing pay scale and market data. The City of Tukwila has traditionally sent market data to an
outside consultant so that the regression analysis work could be done, and the new pay scale calculated
based on this work.
Salary Compression: Several examples may illustrate the effects of salary compression, a tightening of
the salary schedule: when the pay of one or more employees is close to the pay of more experience
employees in the same job; when employees in lower level positions are paid near or more than those
at higher level jobs, including managerial positions; and market forces have outpaced the current
structure and new hires are paid at or above current employees. In these examples the salary would
serve as a "de- motivator" to the employee. A 5% spread between range maximums provides for
appropriate pay differentiation between pay ranges and accounts for increasing levels of responsibility
between evaluated ratings. While an organization may choose to have pay ranges that are less than 5 %,
the potential for compression between pay ranges may result.
Current Issues of Compression:
There was a 5% difference in 2015 between the wages of the Deputy Police Chief and the
Police Commander. As the Police Commanders receive an increase per their contract, the
Commander wage draws closer to that of the Deputy Chief. This can create an equity issue for
0 Currently there is a Non -Rep position banded /graded at C51 that is paid 5% less than the
Teamsters position, banded /graded at C43, that she directly supervises.
® In 2015 there was a 0.5% difference between the wages of the NR C42 band and the
employees Teamsters C42 band. Teamsters represented o benefits
rep employees do not receive such as overtime pay/comp time benefits. In the past, the
Tukwila Non-Represented Wage scale had higher wages compared to the Teamsters Wage
Scale as a way to mitigate for these negotiated benefits.
The Department of Revenue Property Statistics Report (Table 30) listed the following cities that were +/-
50% of Tukwila's Assessed Valuation: Bainbridge Island, Bothell, Burien, Edmonds, Lakewood,
Lynnwood, Marysville, Mukilteo, Puyallup, and SeaTac. All benchmarks had at least 5 comparable cities
or more.
161
In determining the level of competiveness against the external market, DBM has utilized the following
guidelines:
+/ -5% of the Average is Highly Competitive
+/ -10% of the Average is Competitive
+/ -15% of the Average is a Possible Misalignment with the Market
+/- 20% of the Average is a Significant Misalignment with the Market
162
City of u la
Washington
Resolution No. ) 91V2
2
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUKWILA, WASHINGTON, ESTABLISHING A COMPENSATION
POLICY FOR CITY OF TUKWILA EMPLOYEES AND
REPEALING RESOLUTION NO. 1387.
WHEREAS, the City believes that the purpose of a compensation program is to
facilitate recruiting, retention, development and productivity of employees; and
WHEREAS, the City desires to utilize standardized policies, procedures and
processes, wherever possible, for compensating all employee groups, both represented
and non - represented; and
WHEREAS, the City recognizes that current economic conditions and forecasts,
long -range City budget forecasts, position rates for comparable jurisdictions, as well as
internal equity considerations should assist in guiding in the compensation of
employees; and
WHEREAS, the City has made a determination to, when economic conditions
allow, review and adjust non - represented employee salaries via a market analysis to
that of the average of comparable jurisdictions in even- numbered years, and to provide
a cost -of- living (COLA) allowance in odd - numbered years; and
WHEREAS, the City has made a determination to, when economic conditions and
negotiations allow, provide represented employees with salaries that reflect the average
of comparable jurisdictions; and
WHEREAS, the City has made a determination to, when economic conditions
allow, provide benefits to represented and non - represented employees that are slightly
above the average of comparable jurisdictions; and
WHEREAS, the City Council will participate in setting negotiation expectations and
reviewing and approving represented employee group contracts;
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163
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. The following statements and processes are adopted for the purpose of
guiding compensation programs for employees of the City of Tukwila.
A. Information to be provided to the City Council.
1. For Represented Employees. A written presentation of current internal
and local external public agency salary and benefit trends, including a salary and
benefits market survey of comparable jurisdictions, as defined herein, will be provided
to the City Council. This presentation must be made to the Council prior to the
commencement of negotiations with the bargaining units regarding salary and benefits.
The City Council and Administration will discuss represented employee group
negotiation expectations, negotiating points, salary and benefit change floors and /or
ceilings prior to the beginning and at appropriate points during negotiation sessions.
2. For Non - Represented Employees. A written presentation of current
internal and local external public agency salary and benefit trends, including a salary
and benefits market survey of comparable jurisdictions, as defined herein, will be
provided to the City Council every year that a non - represented salary increase is due.
Relevant Association of Washington Cities (AWC) data from the previous year's
Washington City and County Employee Salary and Benefit Survey, for the comparable
jurisdictions, will be used in the salary market survey.
B. Compensation Policy.
1. All Puget Sound jurisdictions with +/ -50% of Tukwila's annual assessed
valuation, based upon the Department of Revenue data, will be used to create the list of
comparable jurisdictions for evaluation of salary information. It is desirable to use the
same comparable jurisdictions for both represented and non - represented employee
groups.
2. For non - represented employees, the City desires to pay the average salary
for the particular pay scale, as derived from the comparable jurisdiction data described
in Section B.1. If the City's pay scale for any classification does not represent the
average of comparable salary ranges ( +/ -5 %), written justification must be provided to
the City Council. For represented employees, the City desires to pay salaries that are
competitive to the City's comparable jurisdictions.
3. The cost -of- living adjustment (COLA) in odd - numbered years for non -
represented employees shall be based upon 90% of the Seattle- Tacoma - Bremerton
Consumer Price Index (CPI -W) Average (June to June). It is desirable to calculate
represented cost -of- living adjustments the same way, unless a different method is
authorized by the Council.
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ME
4. The goal of the City is to establish parity between represented and non -
represented employees' benefits. The City desires to provide employee benefits that
are competitive to the comparable cities described herein. The City will endeavor to
keep increases to annual health care costs under market averages. If costs exceed
market averages, adjustments will be made to reduce benefit costs.
5. The goal of the City is to mitigate or avoid salary compression issues
where possible. An example of salary compression would be when a non - represented
supervisor earns less, or is projected to earn less than those that he /she supervises
due to contracted wage increases.
6. If the Administration determines that a deviation from the above process
(in its entirety or for individual positions) is necessary, it will provide justification to the
City Council for review and approval prior to the adoption of any process change.
Section 2. Resolution No. 1387 is hereby repealed.
PASSED BY THE CITY COUNCIL F THE CITY OF TUKWILA, WASHINGTON,
at a Regular Meeting thereof this 3 day of (L 12013.
ATTEST /AUTHENTICATED:
cj:�� (9 E&/4
Christy O'Flah y, MMC, City Cler
APPROVED AS TO FORM BY:
<�50
Shell ersla , C rney
Kathy Houg rd Co it Presi ent
Filed with the City Clerk: _�5 _,)�9 —a
Passed by the City Council: ;
Resolution Number:
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Page 3 of 3
165
166
2015 Wage Data from AWC Salary Survey with
2014 NV data
CITY
City Admin.
PW Director
Police Chief
Fin. Dir
P &R Dir.
DCD Dir.
D/C Police
City Engineer
Court Administrator
Bldg Official
CityClerk
Executive Assistant
DBM Band /Grade
F102
E91
E91
E83
E83
E83
E82
D72
D63
D61
C42
B23
Bainbridge Island
12941
12439
12439
9951
10609
12439
11309
10609
7994
9673
7268
6607
Bothell
15501
12457
13415
12457
11011
7792
7792
6556
Burien
12457
11011
12154
Edmonds
12634
13266
12033
12033
12033
11460
11460
8551
9428
8979
6700
Lakewood
14158
10885
11783
11783
10885
11783
10671
8248
8582
7850
5607
Lynnwood
12423
12598
12423
12423
11192
11144
11192
10173
9249
6318
Marysville
14700
13274
13274
12783
12783
12783
9105
9105
8673
6306
Mukilteo
9580
9580
9024
8009
9024
8672
6308
6308
Puyallup
12500
11172
12923
11172
9336
11172
11749
9991
7772
8155
7625
5566
SeaTac
13469
12856
12856
12856
12856
11363
8877
9798
8449
6600
Tukwila
13331
12452
12452
12031
12031
12031
11692
10925
9989
9480
7986
6208
Average
13878
11969
12410
11609
11167
11749
11415
10399
8564
9080
7753
6285
(Excludes Tukwila)
Dollar Difference
-547
483
42
422
864
282
278
526
1425
400
233
-77
Percentage Difference
-4%
4%
0%
4%
8%
2%
2%
5%
17%
4%
3%
-1%
Percentage differences are rounded to the next full number.
For percentage differences where a 0% is indicated, the percentage difference is less that .5 %.
Deputy City Clerk had only 4 matches, and therefore can not be considered a benchmark.
The Fire Chief and Assistant Fire Chief position was removed due to small sample size. Only 3
cities (Bothell, Lynnwood and Mukilteo) had these positions.
Cities Removed for no Ionaer being +/ -50% AN:
Issaquah
15455
14007
14007
14007
13341
14007
10453
10453
8601
7427
Shoreline
13911
12407
12407
12407
12407
11520
9001
7758
6060
Bremerton
11711
12304
11711
10609
11147
10609
8288
8288
5865
6802
The above 3 Cities were used in the 2013 survey.
0)
03
2015 Wage Data from AWC Salary Survey with
2015 AN data
CITY
City Admin.
PW Director
Police Chief
Fin. Dir
P &R Dir.
DCD Dir.
D/C Police
City Engineer
Court Administrator
Bldg Official
CityClerk
Executive Assistant
DBM Band /Grade
F102
E91
E91
E83
E83
E83
E82
D72
D63
D61
C42
B23
Bainbridge Island
12941
12439
12439
9951
12439
11309
7994
9673
7268
6607
Burien
12457
11011
12154
Edmonds
12634
13266
12033
12033
12033
11460
11460
8551
9428
8979
6700
Issaquah
15455
14007
14007
14007
13341
14007
10453
10453
8601
7427
Lakewood
14158
10885
11783
11783
10885
11783
10671
8248
8582
7850
5607
Lynnwood
12423
12598
12423
12423
11192
11144
11192
10173
9249
6318
Marysville
14700
13274
13274
12783
12783
12783
9105
9105
8673
6306
Mukilteo
9580
9580
9024
8009
9024
8672
6308
6308
Puyallup
12500
11172
12923
11172
9336
11172
11749
9991
7772
8155
7625
5566
SeaTac
13469
12856
12856
12856
12856
11363
8877
9798
8449
6600
Shoreline
13911
12407
12407
12407
12407
11520
9001
7758
6060
Tukwila
13331
12452
12452
12031
12031
12031
11692
10925
9989
9480
7986
6208
Average
13876
12168
12484
11900
11508
11970
11415
10472
8897
9224
7855
6350
(Excludes Tukwila)
Dollar Difference
-545
284
-32
131
523
61
278
453
1092
256
131
-142
Percentage Difference
-4%
2%
0%
1%
5%
1%
2%
4%
12%
3%
2%
-2%
Percentage differences are rounded to the next full number.
For percentage differences where a 0% is indicated, the percentage difference is less that .5 %.
Deputy City Clerk had only 4 matches, and therefore can not be considered a benchmark.
The Fire Chief and Assistant Fire Chief position was removed due to small sample size. Only 3
cities (Bothell, Lynnwood and Mukilteo) had these positions.
Cities Removed for no longer being +/ -50% AN:
Bothell
15501
12457
13415
12457
11011
7792
7792
6556
Bremerton
11711
12304
11711
10609
11147
10609
8288
8288
5865
6802
Bremerton and Bothell were used in the 2013 but they longer meet the +/ -50% Assessed Valuation. Bothell is included in the 2014 salary survey.
Prepared by City of Tukwila 02/10/2016
Page 1
170
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, 2016.
WHEREAS, the City Council has made a determination to review the non -
represented compensation for even - numbered years and provide cost -of- living
adjustments (COLAs) in odd - numbered years; and
WHEREAS, per Resolution No. 1796 a market study was conducted in 2015; the
market data revealed the position banded at F102 was below the market average by
4 %; and
WHEREAS, City Administration recommends a 1.5% across the board increase to
the Non - Represented Salary Structure effective January 1, 2016 to maintain internal
equity with represented groups and to adjust the band F102 by an increase of 2.5% to
bring it into alignment with the market;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. Non - Represented Wage Plan.
A. The 2016 wage schedule for non - represented employees shall increase by
1.5% across the board, with an additional market increase of 2.5% given to band F102
as reflected in Attachment A, "Non- Represented Salary Structure 2016 ".
B. In addition, during the 3rd quarter of 2016, City Administration will meet with
the City Council to review and discuss City Council Resolution No. 1796, specific to
comparability related to non - represented employees' compensation and benefits.
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Section 2. Non - represented salary schedule, benefits summary and longevity
pay plan.
A. The "Non- Represented Salary Schedule — 2016," Attachment A hereto, is
approved, effective January 1, 2016.
B. The "Non- Represented Employee Benefits Summary — 2016," Attachment B
hereto, is approved, effective January 1, 2016.
C. The "Longevity Pay Plan for Non - Represented Employees — 2016," Attachment
C hereto, is approved, effective January 1, 2016.
PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON,
at a Regular Meeting thereof this day of )2016.
ATTEST /AUTHENTICATED:
Christy O'Flaherty, MMC, City Clerk
Rachel B. Turpin, City Attorney
Attachments:
Joe Duffie, Council President
Filed with the City Clerk:_
Passed by the City Council:
Resolution Number:
- Attachment A, Non - Represented Salary Schedule — 2016
- Attachment B, Non - Represented Employee Benefits Summary — 2016
- Attachment C, Longevity Pay Plan for Non - Represented Employees — 2016
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Page 2 of 2
Attachment A (Page 1 of 3)
City of Tukwila
Non - Represented Salary Schedule - 2016
Classification Title
Job Title
Range
Office Technician
Human Resources Technician
B21
Office Specialist
Assistant to the Chief
B22
Administrative Assistant
Deputy City Clerk
B23
Executive Assistant
Assistant to the Director
Council Administrative Assistant
Program Coordinator
Systems Administrator
C41
Human Resources Assistant
Management Coordinator
City Clerk
C42
Police Records Manager
Management Analyst
Council Analyst
C42
Human Resources Analyst
Parks & Recreation Analyst
Public Works Analyst
Program Administrator
Economic Development Liaison
C43
Emergency Manager
Project Manager
Project Development Manager
C51
Program Manager
Building Official
D61
Communications/ Government Relations
Manager
Administrative Manager
Maintenance Operations Manager
D62
Assistant Director
Deputy Community Development Director
D63
Deputy Finance Director
Deputy Public Works Director
Municipal Court Administrator
Department Manager
Assistant Fire Chief
D72
City Engineer
Department Administrator
Economic Development & Strategic Planning
E81
Manager
1�
Deputy Police Chief
N Deputy Police Chief
E82
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Attachment A (Page 2 of 3)
City of Tukwila
Non - Represented Salary Schedule - 2016
Classification Title
IF Job Title
Range
Department Head
Human Resources Director
E83
DCD Director
Finance Director
IT Director
Parks & Recreation Director
Department Director
Fire Chief
E91
Police Chief
Public Works Director
City Administrator
City Administrator
F102
174
Attachment A (Page 3 of 3)
Non - Represented Salary Structure (Monthly) - 2016
DBM (Minimum)
Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
All
3,996
4,122
4,248
4,373
4,497
Al2
4,313
4,451
4,588
4,723
4,857
A13
4,641
4,784
4,929
5,075
5,218
B21
4,847
5,029
5,213
5,393
5,579
B22
5,163
5,356
5,551
5,745
5,941
B23
5,474
5,680
5,886
6,091
6,301
B31
5,746
5,998
6,249
6,500
6,752
B32
6,204
6,476
6,749
7,021
7,294
C41
6,391
6,645
6,901
7,158
7,414
7,670
C42
6,750
7,022
7,292
7,562
7,832
8,106
C43
7,051
7,333
7,617
7,898
8,180
8,466
C51
7,280
7,606
7,933
8,262
8,587
8,918
C52
7,782
8,131
8,482
8,832
9,184
9,460
D61
7,699
8,083
8,469
8,856
9,240
9,623
D62
7,837
8,227
8,619
9,010
9,403
9,792
D63
8,111
8,517
8,922
9,329
9,735
10,139
D71
8,298
8,751
9,207
9,662
10,115
10,572
D72
8,708
9,183
9,660
10,135
10,613
11,089
E81
8,799
9,239
9,681
10,118
10,590
11,065
11,519
E82
9,123
9,581
10,038
10,495
10,954
11,411
11,867
E83
9,391
9,863
10,330
10,802
11,270
11,741
12,211
E91
9,718
10,205
10,691
11,179
11,664
12,152
12,638
E92
10,119
10,627
11,135
11,641
12,149
12,656
13,163
F101
10,527
11,052
11,578
12,107
12,635
13,159
13,687
F102
10,666
11,198
11,733
12,268
12,802
13,336
13,869
175
176
Attachment B (Page 1 of 2)
Non - Represented Employee Benefits - 2016
Social Security (FICA): Social Security benefits shall be provided as contained in Section
2.52.010 of the Tukwila Municipal Code (TMC).
State -Wide Employee Retirement System (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. An
additional floating holiday has been granted to each non - represented employee, for a total of 2
floating holidays. 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 2016 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 2016 premium for the 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: Benefits provided to all 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 Arrangement/Voluntary Employee Benefit Association (HRA/VEBA):
VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended.
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Attachment B (Page 2 of 2)
Non - Represented Employee Benefits - 2016
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 $650 shall be granted to the following
employees: Fire Chief, Assistant Fire Chief, Police Chief, Deputy Police Chief, and Records
Manager.
178
Attachment C
Longevity Pay Plan for Non - Represented Employees -- 2016
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
179
:1
FINANCE AND SAFETY COMMITTEE
Meeting Minutes
City Council Finance and Safety Committee
February 17, 2016 - 5:30 p. m. - Foster Conference Room, 6300 Building
Councilmembers: Verna Seal, Chair; Dennis Robertson, Kate Kruller
Mayor: Allan Ekberg
Staff: David Cline, Bob Giberson, Peggy McCarthy, Rachel Bianchi, Chris Flores, Mike
Villa, Gail Labanara, Vicky Carlsen, Brandon Miles, Stephanie Brown, Kim Gilman,
Moira Bradshaw, Laurel Humphrey
Guest: Ellen Gengler, resident
CALL TO ORDER: Committee Chair Seal called the meeting to order at 5:30 p.m.
I. PRESENTATIONS
II. BUSINESSAGENDA
A. Resolution: Non - Represented Employee Compensation
Staff is seeking Council approval of a resolution that would update the salary schedule for non-
represented employees for 2016. The resolution proposes a 1.5% increase for all non -
represented positions to maintain internal equity with represented groups, and to increase the
City Administrator band by 2.5% to bring it in alignment with the market. All adjustments will
be retroactive to January 1, 2016. The Finance and Safety Committee will be reviewing the
overall policy for non - represented compensation and benefits later this year. Staff will prepare
additional analysis on compression and other relevant issues as well as prepare to discuss
experiences and lessons learned since the policy was originally adopted in 2013. Committee
members asked clarifying questions. Councilmember Kruller stated concerns with the City's
use of decision band methodology for compensation. Chair Seal and Councilmember
Robertson stated they are comfortable with the proposed resolution and that methodologywill
be part of the discussion later this year. DIVIDED RECOMMENDATION (SEAL, ROBERTSON IN
FAVOR, KRULLER OPPOSED). FORWARD TO FEBRUARY 22, 2016 COMMITTEE OF THE
WHOLE.
B. 2015 4t" Ouarter Police Department Report
Chief Villa updated the Committee on items of significance that occurred in the Police
Department during the fourth quarter of 2015, including significant operations and events,
staffing, and community outreach. Copies of the Police Departments 2016 Goals and
Expectations were distributed to the Committee. INFORMATION ONLY.
181