HomeMy WebLinkAbout2018-06-19 Special Minutes - Compensation Policy Work Session
City of Tukwila
City Council
7ILE 3?MMCIH #IGJ?HM;NCIH
,I=;NCIHȜ Council Chamber
$;N?Ȝ June 19, 2018
3N;LNȜ 5:30 p.m.
%H>Ȝ 7:37 p.m.
02%3%.4
#CNS #IOH=CFȜ Verna Seal, Dennis Robertson, , Kate Kruller, Thomas
McLeod, Zak Idan
-;SIL ;H> 3N;@@Ȝ Allan Ekberg, David Cline, Laurel Humphrey, Stephanie Brown, Erika Eddins, Trish
Kinlow, Jay Wittwer, Derek Speck, Joseph Todd, Jack Pace
'O?MNȜ Bruce Lawson, Gallagher Human Resources Consulting
Council President Seal called the meeting to order and welcomed attendees. Finance Committee
Chair Quinn introduced the purpose of the meeting, which was to provide background on
compensation philosophies to newer Councilmembers and to receive feedback from the full
established in Resolution 1796.
Mr. Lawson presented the Council with an overview of job evaluation and salary determination
alternatives, including whole job ranking, market pricing, point factor, factor comparison, and
decision band. Job evaluation is done to create a hierarchy of jobs and to create internal equity,
and generally factors in skill, effort, responsibility, and working conditions. He said that now is a
good time for the Council to be evaluating its compensation philosophy, especially because many
jurisdictions have outdated systems and are not keeping pace with a changing labor environment
and shifting expectations from employees. The City of Tukwila currently uses a Decision Band
Methodology (DBM) for its non-represented employees and its represented employees not in Police
or Fire. Non-represented employee salaries are set by the City Council and represented employee
salaries are collectively bargained. When asked, Mr. Lawson stated that DBM still makes sense for
Tukwila, and while switching to a more complicated system would not be cost effective, it is a good
idea to periodically evaluate the DBM logic as well as job descriptions and definitions. He also
suggested looking at different markets for different types of jobs and has seen other public
agencies begin to do that.
Councilmembers asked clarifying questions and discussed the information at length.
Councilmember Robertson asked if the City has trouble filling jobs because of its classification
system. Staff replied that recruitment is not an issue except in certain construction trade positions
due to the market demand for those positions.
descriptions had been reviewed recently, and staff replied that non-represented position
City Council CompensationJune 19, 2018Page 2
descriptions are due for review. Councilmember Kruller spoke to the difficulty in comparing jobs in
different cities, as service needs and skills may differ. Councilmember Hougardy asked if cost of
living adjustments still make sense, and Mr. Lawson said a truly market based system would not
include COLA adjustments. Councilmember Idan suggested strong communication to employees
about salary determination systems. Councilmember Kruller noted that the Washington State
compensation system is predictable for employees and COLAs are only granted when there is
money available. Mr. Lawson pointed out that many government systems were designed when pay
philosophy was recruitment and retention but modern systems should focus more on motivation.
system should be reworked
because the City does not have trouble attracting employees. He would like the Finance
Committee to do further work on compression and addressing positions that are above and below
market. Councilmember Quinn said he heard an interest in considering new incentives as well as
defining and addressing compression. Councilmember Kruller said she looks forward to reviewing
the market study as it is overdue. Councilmember McLeod asked about how to tie compensation
to employee performance in a public agency.
Summary by LH