HomeMy WebLinkAboutCOW 2012-05-14 Item 4D - Resolution - 2012 Non-Represented Employees Salary ScheduleCOUNCIL AGENDA SYNOPSIS
Initials
Meetin� Date Prepared by Mayor's review
05/14/12 KG
05/21/12 KG
ITEM INFORMATION
STAFF SPONSOR: STEPHANIE BROWN
Council review
ITEM NO.
4.D.
ORIGINAL AGENDA DATE 5/14/21
AGENDA ITEM TITLE' A resolution establishing the 2012 Non Represented Wage Benefit Schedule
CATE ®Discussion ❑Motion ®Resolution E] Ordinance ❑Bid Award F Public Hearing Other
Mtg Date 05114112 Mtg Date Mtg Date 05121112 Mtg Date Mtg Date Mtg Date Mtg Date
SPONSOR Council Mayor HR DCD Finance Fire IT P&'R Police PW
SPONSOR'S Recommendation from the Finance Safety Committee regarding setting the Non
SUMMARY Represented Employees' Wage Benefit Schedule for 2012.
REVIEWED BY COW Mtg. CA &P Cmte F &S Cmte Transportation Cmte
Utilities Cmte Arts Comm. Parks Comm. Planning Comm.
DATE: 4/17/12 COMMITTEE CHAIR: QUINN
RECOMMENDATIONS:
SPONSOR /ADMIN. Mayor's Office /Human Resources Department
COMMITTEE Unanimous Approval; Forward to Committee of the Whole
COST IMPACT FUND SOURCE
EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED
Fund Source:
Comments:
MTG. DATE I RECORD OF COUNCIL ACTION
1 05/14/12
MTG. DATE
05/14/12 1
05/21/12
ATTACHMENTS
Informational Memorandum dated 05/09/12
Draft Resolution with Attachments
Exhibit 1: Justification for bands D -61 and F -102
Exhibit 2: 2012 Wage Schedule Alternative to Attachment A, Page 3
Minutes from the Finance Safety Committee Meeting of 04/17/12
65
M
City of Tukwila
Jim Haggerton, Mayor
INFORMATIONAL MEMORANDUM
TO: City Council Members
FROM: David Cline, City Administrator
DATE: May 14, 2012
SUBJECT: 2012 Non Represented Wages and Benefits
BACKGROUND
The Finance Safety Committee, as well as the full Council, has been working towards
resolution of 2012 Non Represented Employee Wage and Benefits since October 2011.
DISCUSSION
At the April 17, 2012, Finance Safety Committee meeting, the Committee Members
reviewed and discussed four proposals relating to non represented employees. None of
these proposals, as documented in the April 17 Committee Agenda Packet, were
moved forward by the Committee for full Council consideration. Instead the Committee
considered a fifth proposal which combined the Mayor's original recommendation with a
several keys changes offered by the Committee.
COMMITTEE RECOMMENDATION
Based on Committee recommendation, staff has prepared, and the City Attorney has
reviewed, the attached draft resolution for Council consideration regarding 2012 Non
Represented Employee Wages and Benefits.
This draft resolution:
Applies a one -time process for 2012 that includes a 3.33% COLA for all non
represented employee ranges A -11 -F -102. The COLA increase mirrors current
agreements, which is based on 90% of the Seattle- Tacoma Bremerton
Consumer Price Index (CPI -W) Average (June 2010 to June 2011).
Applies a one -time adjustment to equalize ranges with the average wage of
comparable jurisdictions for bands A- 11 -C -42 and D- 62 -E -91. This one -time
adjustment to achieve equalization shall not exceed 3% per band, irrespective of
the comparable average. Positions banded at C -41 will receive a 2% wage
adjustment.
Alters benefit contributions for 2012 non represented employees to include a
reduction to the amount that the City funds for medical contributions (from 10%
down to 8 This change is reflective of both the Mayor's and City Council's
interest in aligning with our comparable jurisdictions for medical insurance.
Positions banded at D -61 and F -102 were excluded from the one -time wage adjustment
described in the second bullet point above. However, realizing that unique
circumstances may be applicable to certain bands, the Finance Safety Committee
67
INFORMATIONAL MEMO
Page 2
suggested that the Administration provide written justification for a change in any band's
one -time equalization adjustment if Administration is not in agreement with Committee
recommendation. Such justification would be considered by the full Council for
implementation, as appropriate.
After reviewing these positions, the Mayor recommends that positions banded at D -61
and F -102 should be included in the one -time 3% adjustment to equalize ranges. The
justification for this amendment is included as Exhibit 1. To implement this
recommendation the Council would need to modify the draft Resolution and replace
Attachment A, Page 3 with Exhibit 2.
The City Council is being asked to consider the wage adjustments and benefits for non
represented employees retroactive to January 1, 2012, and to forward for approval at
the May 21, 2012, Regular meeting.
ATTACHMENTS
-Draft Resolution
Attachment A: 2012 Wage Schedules
Attachment B: 2012 Benefits
Attachment C: 2012 Longevity Pay
Exhibit 1: Justification for bands D -61 and F -102
Exhibit 2: 2012 Wage Schedules Alternative Replacement for
Attachment A, Page 3 (includes D -61 and F -102 in the one-
time adjustment)
2
M
T7T
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; and
WHEREAS, recent economic conditions have caused the City to make budget cuts
and, in recognition of requested and received concessions in the preceding budget to
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 3.33% COLA for all non
represented employee ranges A11 -F102, and a one -time adjustment to equalize ranges
with the average wage of comparable jurisdictions' positions for bands A11 —C42 and
D62 —E91. This one -time adjustment to achieve equalization shall not exceed 3% per
band, irrespective of the comparable average; and
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FOCI
WHEREAS, these increases have been made based on the understanding that, by
the end of 2012, City Administration will evaluate reclassification of the positions for
which the market study demonstrated they fell 5% outside of the band
compensation; and
WHEREAS, the City Council requests that City Administration conduct a thorough
review of employee compensation and benefit methods used by other employers and
present a recommendation to the Council regarding whether the current compensation
methodology should be changed and the reasons for the recommendation;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. Non Represented Employees Wage Plan. The following statements
have been used for the purpose of adopting the non represented employees' wages for
2012.
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.
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 City Council's recommendation for creating the 2012
wage schedule.
7. Positions within Decision Bands A11 -C42 and D62 -E91 will receive a 3%
wage adjustment effective January 1, 2012. Positions within Decision Band C41 will
receive a 2% wage adjustment effective January 1, 2012.
8. A COLA increase will be given to positions within Decision Bands A11—
F102. The COLA increase shall be based on 90% of the Seattle- Tacoma Bremerton
Consumer Price Index (CPI -W) Average (June 2010 to June 2011).
B. The Decision Band method of job evaluation will be used to establish
classifications and the relative internal value and relationship of non represented
positions within the City of Tukwila for 2012. The City Council will evaluate City
Administration's recommendations regarding continued use of the Decision Band
Method in 2013.
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70
C. Merit will continue to be eliminated from the plan at this time and may be
reconsidered as a plan element in subsequent years.
D. 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 2012," Attachment A hereto, shall be
approved, effective January 1, 2012.
B. The "Non- Represented Employee Benefits Summary 2012," Attachment B
hereto, shall be approved, effective January 1, 2012.
C. The "Longevity Pay Plan for Non Represented Employees 2012," 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 2012.
ATTEST /AUTHENTICATED:
Christy O'Flaherty, MMC, City Clerk Verna Seal, Council President
APPROVED AS TO FORM BY:
Shelley M. Kerslake, City Attorney
Attachments:
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
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72
Attachment A, Page 1
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
Job Titl
Administrati Suppo Tech nician
Human Resources Tech nician
Administrative Secretary
Civil S ervice Secreta Examiner
Deputy City Clerk
Executive Secretary
Administrative Secretary I
Council Administrative Assistant
Systems Administrator
Human Reso urces Assistant
City Clerk
Court Administrator
Police Records Manager
Legislative Analyst
Human Resources Analyst
Publ Wo rks Analyst
Internal Operations Manager
Public Works Coordinator
Eme Manage
Assistant City Administrator
Senior Engineer
Building Official
TT Manac-Pr
Administrative Manager
Assistant Director
Department Manager
Department Administrator
KG:ksn 5/9/2012
Maintenance Operations Manager
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
Range
Al2
B21
B22
B23
C41
C42
C43
D61
D62
D63
D72
E81
Page 1 of 6
73
Department Head
Department Director
City Administrator
Human Resources Director
DCD Director
Finance Director
IT Director
Parks Recreation Director
Fire Chief
Police Chief
Publi Wo rks Director
City Administrator
E83
E91
F102
KG:ksn 5/9/2012 Page 2 of 6
74
Attachment A, Page 3
2012 Non Represented Salary Structure
2012
Non Represented Salary Structure (Monthly)
DBM
(Minimum)
Rating
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
All
3,762
3,880
3,999
4,116
4,233
Al2
4,060
4,190
4,319
4,446
4,572
A13
4,369
4,503
4,640
4,777
4,912
B21
4,563
4,734
4,907
5,077
5,252
B22
4,860
5,042
5,225
5,408
5,592
B23
5,153
5,347
5,541
5,734
5,931
B31
5,409
5,646
5,882
6,119
6,356
B32
5,840
6,096
6,353
6,609
6,866
C41
6,0161
6,255
6,4961
6,738
6,979
7,220
1
C42
6,354
6,610
6,864
7,118
7,373
7,630
C43
6,637
6,903
7,170
7,435
7,700
7,969
C51
6,853
7,160
7,468
7,777
8,083
8,395
C52
7,325
7,654
7,984
8,314
8,645
8,905
D61
1 7,2471
7,6091
7,972
8,3361
8,698
9,058
1
D62
7,377
7,744
8,113
8,481
8,851
9,218
D63
7,635
8,0171
8,399
8,782
9,164
9,544
D71
7,811
8,238
8,667
9,095
9,522
9,952
D72
8,197
8,644
9,093
9,540
9,990
10,438
E81
8,283
8,697 1
9,113
9,5241
9,969
10,416
10,843
E82
8,588
9,019
9,4491
9,879 1
10,311
10,7421
11,171
E83
8,840
9,284
9,724
10,168
10,609
11,052
11,495
E91
9,148
9,606
10,064
10,523
10,980
11,439
11,897
E92
9,525
10,0041
10,482
10,958
11,436
11,9141
12,391
F101
9,909
10,404
10,899
11,397
11,894
12,387
12,8841
1 F102
9,7951
10,2841
10,775
11,2671
11,7571
12,247
12,737'
2012 Rates include a COLA increase of 3.33% and market rate adjustments as
follows:
3% market adjustment for all bands except D61 and F102
2% market adjustment for C41
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Page 3 of 6
75
Attachment B
Non Represented Employee Benefits 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 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 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 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 Arranaement/Voluntary Emplovee Benefit Association
(HRA/VEBA): VEBA benefits shall be provided as contained in Resolution No. 1445 and as
amended.
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.
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76
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.
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77
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
0
KG:ksn 5/9/2012
Page 6 of 6
EXHIBIT 1:
Justification for applying the additional 3% to the Senior Engineer, Building
Official positions (both banded at D61):
Unlike positions that are represented, the Senior Engineer is a FLSA Exempt
level position. Where represented positions are able to earn overtime and comp
time, non represented FLSA exempt positions put in hours past their work
schedule, but do not receive overtime or comp -time benefits. A higher base
salary in part compensates for this difference.
Tenure of our senior engineers ranges from 4 -13 years. Losing that institutional
knowledge would be expensive to replace.
Our Building Official has been with the City since 1988, and has a wealth of
institutional knowledge. The Building Official position was shown to be above
market only by 2 The loss of institutional knowledge far outweighs, the
additional 3 increase for this band.
Further study is warranted to ensure that the responsibilities at other cities match
the responsibilities at our City. For example, our Senior Engineer position has
supervisory authority in addition to project supervision responsibilities.
The Decision Band Method relies on a scale between all of the different bands.
By singling out one band, it may create internal inequities between bands.
Justification for applying the additional 3% to the City Administrator position (F-
102)
The non represented wage study conducted in- house, and validated by an
external consultant, reflects that this position is more than 6% below market.
The City Administrator position receives wage and benefit adjustments the same
as all non represented positions within the City, even though this position also
has an employment contract.
The City Administrator position is an executive level position at the City and in
order to recruit and retain qualified applicants at this level, our salary should be
competitive and in alignment with our external comparators that have similar
positions.
79
Exhibit 2:
2012
Non Represented Salary Structure (Monthly)
DBM (Minimum)
Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
All
3,762
3,880
3,999
4,116 1
4,233
Al2
4,060
4,190
4,319
4,4461
4,572
A13
4,369
4,503
4,640
4,7771
4,912
B21
4,563
4,734
4,907
5,077
5,252
B22
4,860
5,042
5,225
5,408
5,592
B23
5,153
5,347
5,541
5,734
5,931
B31
5,409
5,6461
5,882
6,119
6,356
B32
5,840
6,096
6,353
6,609
6,866
C41
6,01.6
6,255
6,4961
6,7381
6,9791
7,220
C42
6,354
6,610
6,8641
7,118
7,373
7,630
C43
6,637
6,903
7,170
7,435
7,700
7,969
C51
6,853
7,160
7,468
7,777
8,083
8,395
C52
7,325
7,654
7,984
8,314
8,645
8,905
D61
7,464
7,837
8,211
8,586
8,959
9,330
D62
7,377
7,7441
8,113
8,481
8,851
9,218
D63
7,635
8,017
8,399
8,782
9,164
9,544
D71
7,811
8,238
8,667
9,095
9,522
9,952
D72
8,197 1
8,6441
9,093
9,540
9,990
10,438
E81
8,283
8,697
9,113
9,524
9,969
10,416
10,843
E82
8,588
9,019
9,449
9,879
10,311
10,742
11,171
E83
8,840
9,284
9,724
10,168
10,609
11,052
11,495
E91
9,148
9,606
10,064
10,523
10,980
11,439
11,897
E92
9,525
10,004
10,482
10,958
11,4361
11,9141
12,391
F101
9,909
10,404
10,899
11,397
11,894
12,387
12,884
F102
10,088
10,593
11,0991
11,605
12,110
12,614
13,120
2012 Rates include a COLA increase of 3.33% and market rate adjustments as
follows:
3% market adjustment for all bands
2% market adjustment for C41
:1
FINANCE AND SAFETY COMMITTEE Meeting Minutes
April 17, 2012 5:15p. m.; Conference Room #3
City of Tukwila
Finance and Safety Committee
PRESENT
Councilmembers: De'Sean Quinn, Chair; Dennis Robertson and Verna Seal (filling in for Kate Kruller)
Staff: Mayor Haggerton, David Cline, Peggy McCarthy, Stephanie Brown, Kim Gilman, Robin
Tischmak, Ryan Larson, Cyndy Knighton, Mike Cusick, Chris Flores, Bob Giberson, Mike
Villa, Gail Labanara and Kimberly Matej
CALL TO ORDER: Chair Quinn called the meeting to order at 5:15 p.m.
I. PRESENTATIONS
No presentations.
II. BUSINESS AGENDA
A. Non Represented EmnlOvee Salary Studv
The goal of this meeting is for Finance Safety Committee members to identify and make a
recommendation for a proposal that addresses the 2012 Noon- Represented Employee Wages and
Benefits. An identified process and recommendation will then be moved forward to full Council via draft
resolution for Council discussion and action as appropriate.
Committee Chair Quinn explained the process above and then asked if there were any comments from
meeting attendees. Mayor Haggerton summarized four goals /recommendations that he considers
important to this process:
Once a decision is made, consider implementing it retroactively to January 1, 2012
Consider including the medical benefit percentage reduction in the recommendation that moves
forward (as in the Mayor's Recommendation from October 2011)
The City should embark on a full review of compensation and related philosophy
Based on the Ross Ardrey report, the City should re- evaluate any position where the job description
needs to be updated /modified in response to current job responsibilities
Committee Member Robertson responded that he agreed with Mayor Haggerton regarding the need for a
comprehensive compensation study. Additionally, he stated that he would like to remove Proposal 3 (see
agenda packet for details) from consideration/discussion as this proposal side -steps the banding process,
which essentially cannot be done under the current circumstances. The Committee agreed to withdraw
Proposal 3 from consideration.
Committee Chair Quinn commented that he would like a forwarded recommendation to meet the
following requirements:
Be as fair as possible
Be consistent with previous resolutions regarding compensation methodology
Capture Councilmember concerns
While trying to address fairness, understand the compensation policy for the City
The Committee spent some time discussing Proposal 4 as outlined in the agenda packet and why it cannot
be implemented. Chair Quinn then offered a 5`" proposal, in draft resolution form, which was not included
in the original agenda packet. This proposal offered several items relating to previous proposals, but left
the City's current banding methodology intact. Specifically, the proposal includes:
Finance Safety Committee Minutes
Aoril 17.2012 Paae 2
A one -time process for 2012 that includes a COLA for all non represented employee ranges, based
on the Seattle- Tacoma Bremerton Consumer Price Index
A one -time adjustment to equalize ranges with the average wage of comparable jurisdictions for
bands A- 11 -C -42 and D- 62 -E -91 not exceed 3% per band, regardless of the comparable average.
Positions banded at C -41 will receive a 2% wage adjustment
Changing benefit contributions for 2012 non represented employees to include a reduction to the
amount that the City funds for medical contributions (from 10% down to 8 which was reflected
in the Mayor's recommendation
The intent of this proposal is to bring employees' salaries within an appropriate 2011 range, and then
provide a COLA for 2012. The Committee discussed other specifics that should be included in the draft
resolution presented to full Council, including: calculating COLA for non -reps the same as is calculated
for unions, ensuring the groups are treated the same to the extent possible; defining how the COLA is
calculated; committing to a comprehensive wage and benefit study; and reclassifications of outdated
positions and /or job descriptions where necessary.
Additionally, there are certain bands that the Committee has not designated to receive an adjustment to
equalize ranges (second bullet above). Realizing that unique circumstances may be applicable to certain
bands, the Finance Safety Committee suggested that the Administration provide written justification
for a change in any band's one -time equalization adjustment if Administration is not in agreement with
Committee recommendation. Such justification would be considered by the full Council for
implementation, as appropriate
Staff will prepare another draft resolution, with the assistance of the City Attorney, embodying these
specifications. Although this item will not return to Committee, the Committee Members have requested
the opportunity to review the draft resolution prior to going to full Council. Chair Quinn closed the
meeting by stating that it is clear that the Finance Safety Committee is committed to including
comprehensive components in this proposal as evident in the different elements that the Committee has
recommended for Council consideration and implementation. UNANIMOUS APPROVAL.
FORWARD TO MAY 14 COW FOR COUNCIL DISCUSSION.
III. MISCELLANEOUS
Meeting adjourned at 6:55 p.m.
Next meeting: Tuesday, May 8, 2012 5:15 p.m. Conference Room #3
0* Committee Chair Approval
Minutes by KAM.
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