HomeMy WebLinkAboutCOW 2017-11-27 Item 4G - Resolution - 2018 Non-Represented Employees Salary CompensationCOUNCIL AGENDA SYNOPSIS
1 nidal,
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Prepared by
114a or's review
Council re'iew
11/27/17
SB
11/27/17
12/04/17
SB
❑ BiaAward
Mtg Date
E Public Hearing
Mtg Date
E Other
Mtg Date
CATLGORY ►1 Discussion
11 Resolution
Mtg Date
Mtg Date 12/4/17
SPONSOR ❑ Council ❑Mayor ® HR ■ DCD ❑.Finance E Fire CTS ❑P&R ❑Police [PW/ ❑ Court
SPONSOR'S A Resolution updating and clarifying the 2018 Non -Represented employees salary
SUMMARY schedule. Administration is recommending that the non -represented employees receive the
same increase provided to the Teamsters represented employees of 2.7% (90% of CPI -W)
effective January 1, 2018.
REvilAvI':D BY C C.O.W. Mtg. ❑ CDN Comm
❑ Trans &Infrastructure E Arts Comm.
DATE: 11/21/17
ITEM INFORMATION
ITEM No.
4.G.
99
STAFF SPONSOR: STEPHANIE BROWN
ORIGINAL AGENDA DATE: 11/27/17
AGI'.NDA ITEM Trrl.I;
2018 Non -Represented
Wages
11/27/17
C Motion
Mtg Date
E Ordinance
Mtg Date
❑ BiaAward
Mtg Date
E Public Hearing
Mtg Date
E Other
Mtg Date
CATLGORY ►1 Discussion
11 Resolution
Mtg Date
Mtg Date 12/4/17
SPONSOR ❑ Council ❑Mayor ® HR ■ DCD ❑.Finance E Fire CTS ❑P&R ❑Police [PW/ ❑ Court
SPONSOR'S A Resolution updating and clarifying the 2018 Non -Represented employees salary
SUMMARY schedule. Administration is recommending that the non -represented employees receive the
same increase provided to the Teamsters represented employees of 2.7% (90% of CPI -W)
effective January 1, 2018.
REvilAvI':D BY C C.O.W. Mtg. ❑ CDN Comm
❑ Trans &Infrastructure E Arts Comm.
DATE: 11/21/17
11 Finance
Comm. ❑ Public Safety Comm.
Comm. C Planning Comm.
CHAIR: SEAL
❑ Parks
COMMITTEE
RECOMMENDATIONS:
SPONsoR/ADMIN.
commn-riE
Human Resources
Forward to Committee of the Whole
COST IMPACT / FUND SOURCE
EXPENDITURJ: REQUIRED D AMOUNT BUDGETED APPROPRIATION REQUIRED
$ $
Fund Source:
Comments:
MTG. DATE
RECORD OF COUNCIL ACTION
11/27/17
MTG. DATE
ATTACHMENTS
11/27/17
Informational Memorandum dated 11/15/17
Resolution #1796
Resolution Draft Form with Attachments A -C
Minutes from the Finance Committee Meeting of 11/21/17
12/4/17
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100
City of Tukwila
Allan Ekberg, Mayor
INFORMATIONAL MEMORANDUM
TO: Finance Committee
FROM: Stephanie Brown, Human Resources Director
CC: Mayor Ekberg
DATE: November 15, 2017
SUBJECT: Non -Represented Employee Wages for 2018
ISSUE
Non -Represented Employee Wage Adjustment for 2018.
BACKGROUND
Resolution No. 1796 (Attachment A) adopted in 2013 establishes a compensation policy for City
of Tukwila Employees. Per this resolution, it outlines the process to "adjust non -represented
employee salaries via market analysis to that of comparable jurisdictions in even -numbered years,
and to provide a cost -of -living (COLA) allowance in odd -numbered years"
In 2017 the market analysis was put on hold to allow Administration and the City Council to
discuss Council Resolution No. 1796, which establishes the City's compensation policy. This item
was on the Finance Committee Workplan and an initial discussion was held on April 4. The review
was not completed this year mostly due to the fact that the collective bargaining agreements were
still being negotiated. The recommendation is to move this review to the 2018 workplan.
Per the request of the Finance Committee Chair, staff was asked to provide a recommendation on
moving forward with a non -represented compensation plan in 2017 that would be equitable for
these 37 employees (roughly 10% of the City's workforce) which include positions such as Office
Technicians, Administrative Assistants, Coordinators, Administrators, Managers and Directors.
Resolution No. 1796 provides a mechanism for deviations from this process. For internal equity
considerations and to mitigate salary compression, Administration is recommending that the non -
represented employees receive the same increase provided to the Teamsters of 2.7% (90% of
CPI -W) effective January 1, 2018. This includes implementing the self-funded health benefit
design changes recommended in 2017. In addition, discussion of the City's compensation policy
would commence 1st quarter of 2018.
RECOMMENDATION
The Finance Committee is being asked to forward this item for discussion to the Committee of the
Whole meeting on November 27, 2017 and subsequent December 4 Regular Meeting for
approval.
ATTACHMENTS
- Attachment A: Resolution No. 1796 Employee Compensation Policy
-Attachment B: Resolution Updating and Clarifying Non -Represented Employees Compensation
- Attachment C: 2018 Benefits and Salary Schedule
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102
City of Tukwila
Washington
Resolution No. Jr) qk7
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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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
g roups.
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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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 pF THE CITY OF TUKWILA, WASHINGTON,
at a Regular Meeting thereof this 3 rev day of ti,,k) , 2013.
ATTEST/AUTHENTICATED:
Christy O'Flah
APPROVED AS TO FORM BY:
Shell
rney
Kathy HoL gard
C
it Presi
Filed with the City Clerk: S' —9-L
Passed by the City Council: 13
Resolution Number: qb
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A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUKWILA, WASHINGTON, UPDATING AND CLARIFYING
NON -REPRESENTED EMPLOYEES' COMPENSATION, AND
ADOPTING THE NON -REPRESENTED SALARY SCHEDULE
AND BENEFITS SUMMARY, EFFECTIVE JANUARY 1, 2018.
WHEREAS, the goal of the City is to mitigate or avoid salary compression issues
where possible; and
WHEREAS, City Administration recommends non -represented employees receive
the wage adjustment that Teamsters' represented positions will receive of 2.7% to base
wages effective January 1, 2018;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. Non -Represented Wage Plan.
A. The 2018 wage schedule for non -represented employees shall be increased by a
rate of 2.7%.
B. Longevity pay will continue to be a part of the plan.
C. Merit will continue to be eliminated from the plan, but may be considered as a
plan element in subsequent years.
Section 2. Non -Represented Salary Schedule, Benefits Summary and
Longevity Pay Plan.
A. The non -represented salary schedule, "Attachment A" hereto, is hereby
approved, effective January 1, 2018.
B. The non -represented benefits summary, "Attachment B" hereto, is hereby
approved, effective January 1, 2018.
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C. The non -represented longevity pay plan, "Attachment C" hereto, is hereby
approved, effective January 1, 2018.
PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at
a Regular Meeting thereof this day of , 2017.
ATTEST/AUTHENTICATED:
Christy O'Flaherty, MMC, City Clerk Dennis Robertson, Council President
APPROVED AS TO FORM BY:
Filed with the City Clerk:
Passed by the City Council:
Resolution Number:
Rachel B. Turpin, City Attorney
Attachments:
- Attachment A, Non -Represented Salary Schedule — 2018
- Attachment B, Non -Represented Employee Benefits Summary — 2018
- Attachment C, Longevity Pay Plan for Non -Represented Employees — 2018
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Attachment A (Page 1 of 3)
City of Tukwila
Non -Represented Salary Schedule - 2018
Classification Title
Job Title
Range
Office Technician
Human Resources Technician
B21
Office Specialist
Assistant to the Chief
B22
Administrative Assistant
Deputy City Clerk
Assistant to the Director
B23
Executive Coordinator
Executive Coordinator
C41
Program Coordinator
Information Technology Systems Administrator
C41
Management Coordinator
C42
Management Analyst
Council Analyst
Human Resources Analyst
Parks & Recreation Analyst
Public Works Analyst
C42
Program Administrator
Economic Development Liaison
C43
Project Manager
Community Engagement Manager
C51
Program Manager
Building Official
Communications/Government Relations
Manager
Senior Manager Police Support Operations
Technology Integration Manager
Records Governance Manager/City Clerk
D61
Administrative Manager
Maintenance Operations Manager
D62
Assistant Director
Deputy Community Development Director
Deputy Finance Director
Municipal Court Administrator
D63
Department Manager
Assistant Fire Chief
City Engineer
D72
Department Administrator
Economic Development & Strategic Planning
Manager
E81
Deputy Police Chief
Deputy Police Chief
E82
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Attachment A (Page 2 of 3)
City of Tukwila
Non -Represented Salary Schedule - 2018
Classification Title
Job Title
Range
Department Head
Human Resources Director
DCD Director
Finance Director
IT Director
Parks & Recreation Director
E83
Department Director
Fire Chief
Police Chief
Public Works Director
E91
City Administrator
City Administrator
F102
Title Table Revised: 08/25/17
110
Attachment A (Page 3 of 3)
Non -Represented Salary Structure (Monthly) - 2018*
*2.7% COLA applied. Payroll to review and provide finalized wage schedule.
DBM
Rating
(Minimum)
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
All
4,178
4,309
4,442
4,571
4,702
Al2
4,510
4,653
4,797
4,938
5,077
A13
4,853
5,001
5,153
5,305
5,455
B21
5,068
5,258
5,450
5,638
5,833
B22
5,398
5,600
5,804
6,006
6,210
B23
5,723
5,938
6,154
6,368
6,587
B31
6,008
6,271
6,533
6,796
7,060
B32
6,487
6,770
7,055
7,340
7,625
C41
6,682
6,948
7,215
7,484
7,751
8,019
C42
7,057
7,341
7,623
7,906
8,188
8,474
C43
7,372
7,667
7,963
8,258
8,552
8,851
C51
7,611
7,952
8,294
8,637
8,977
9,324
C52
8,136
8,500
8,867
9,234
9,601
9,890
D61
8,049
8,451
8,854
9,258
9,660
10,060
D62
8,193
8,601
9,011
9,420
9,830
10,238
D63
8,480
8,904
9,328
9,753
10,178
10,600
D71
8,675
9,150
9,626
10,102
10,576
11,054
D72
9,104
9,600
10,100
10,596
11,096
11,593
E81
9,200
9,659
10,121
10,578
11,072
11,568
12,043
E82
9,538
10,017
10,495
10,972
11,452
11,931
12,407
E83
9,818
10,311
10,800
11,293
11,783
12,275
12,767
E91
10,160
10,668
11,178
11,687
12,195
12,705
13,213
E92
10,579
11,111
11,642
12,170
12,701
13,232
13,762
F101
11,005
11,555
12,105
12,658
13,210
13,758
14,309
F102
11,151
11,708
12,266
12,826
13,384
13,943
14,500
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Attachment B (Page 1 of 2)
Non -Represented Employee Benefits - 2018
Social Security (FICA1: Social Security benefits shall be provided as contained in Section 2.52.010
of the Tukwila Municipal Code (TMC).
State -Wide Employee Retirement System (PERS1: 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 2018 premium for regular full-time employees
and their dependents under the City of Tukwila self-insured medical plan. In the event the
monthly premium increase is above 8% per year, the City's joint/labor management committee,
which includes a non -represented employee, shall meet and discuss changes in the self -Insured
medical, dental, vision and prescription plan benefit levels in an effort to create plan savings so
the premium costs do not exceed the 8%. Regular part-time employees shall be entitled to benefits
on a pro -rata basis. Employees who choose coverage under the Kaiser Permanente plan shall pay
the difference between the City of Tukwila plan full -family rate and the rate charged to them by
Kaiser Permanente.
Dental Insurance: The City shall provide 100% of the 2018 premium for the regular full-time
employees and all dependents under the City of Tukwila self-insured 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 are provided to all non -represented regular full-time employees and
their dependents at the rate of $250 per person, to a maximum of $500 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 - 2018
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 Senior
Manager Police Support Operations.
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Attachment C
Longevity Pay Plan for Non -Represented Employees - 2018
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
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Finance Committee Minutes November2l, 2017
more opportunities for staff and residents to access GIS capabilities, primarily through the new
Tukwila iMap application. The two-year agreement total is below the allocation of $90,000 in
the adopted budget. UNANIMOUS APPROVAL. FORWARD TO DECEMBER 4, 2017 REGULAR
CONSENT AGENDA.
G. Resolution: Non -Represented Employees 2018 Compensation
Staff is seeking Council approval of a resolution that would grant an increase of 2.7% to non-
*represented employees' compensation effective January 1, 2018. The Council's intent to review
the overall compensation policy as adopted in Resolution 1796 is postponed to 1st Quarter 2018
due to the ongoing collective bargaining negotiations occurring this year. Staff is proposing the
2.7% increase because it matches the increase that was negotiated for the Teamsters, which is
the group that represents the largest number of City employees. The resolution also adopts the
benefits and longevity pay plan. Councilmember Hougardy asked how this percentage increase
relates to the overall City budget and revenue picture. Staff replied that the third quarter report
shows sales tax revenues are under budget, but property tax is at budget and gambling tax is
over budget. Overall revenues increased by about $570k. The City can pay for this salary
increase if authorized by Council because departmental expenditures continue to be under
budget. Councilmember Hougardy also asked what the dollar amount of the proposed
increase for the 37 employees amounts to, and staff will follow up with that information. While
acknowledging the market study has not been performed this year, Committee members
requested general information about salary increases in other jurisdictions. This information
will be provided when the compensation policy will be reviewed in early 2018. Councilmember
McLeod expressed concern about granting a salary increase to employees who may already be
above market, and stated he intends to focus on this next year. Staff noted that the Teamsters
contract that will be before the Council includes language specifically addressing that, which
will help inform the Council's policy discussion with regard to non -represented employees as
well. UNANIMOUS APPROVAL. FORWARD TO NOVEMBER 27, 2017 COMMITTEE OF THE
WHOLE.
III. MISCELLANEOUS
Adjourned at 7:53 p.m.
Committee Chair Approval
Minutes by LH
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