HomeMy WebLinkAboutRes 1429 - Amend 2000 Non-Represented Employee Salary Schedule and Benefits Summary
Resolution 1429 was amended or repealed by the
following resolutions.
1469
1480
Resolution No. 1429
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUKWILA, WASHINGTON, AMENDING RESOLUTION NO.
1388, UPDATING AND CLARIFYING THE NON
REPRESENTED EMPLOYEES' COMPENSATION PLAN AND
ADOPTING THE NON REPRESENTED SALARY SCHEDULE
AND BENEFITS SUMMARY EFFECTIVE JANUARY 1, 2000;
AND REPEALING RESOLUTION NOS. 1394 AND 1405.
WHEREAS, the Tukwila City Council has conducted a review of the non represented
employees' compensation plan that was implemented on January 1, 1998; and
WHEREAS, the City Council finds the plan and system to be sound, with some slight
administrative clarifications and changes needed; and
WHEREAS, the City Council has made a determination to retain the non represented
pay plan and system with modifications;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. The following statements are adopted for the purpose of updating and
clarifying the non represented employees' compensation plan as a result of the two
year review of the plan.
A. The City shall conduct a wage analysis every two years (in the odd numbered
years) for the purpose of bringing the non represented wages into compliance with the
City's compensation policy. Such study may have the facts and data gathered by staff
or a consultant, with the findings and recommendations presented to the elected body
for review and consideration. The results of the survey will be used as the basis for
adjusting salary range control points, minimums and maximums. The wage schedule
shall be implemented and budgeted for effective January 1 of the year following the
analysis.
B. The Decision Band method of job evaluation will be used to establish the
relative internal value and relationship of all non represented jobs within the City of
Tukwila.
C. The pay grade control points shall approximate the top step average salaries
paid to positions in the relevant labor market(s) as reported in the salary survey results.
Pay range minimums and maximums shall be established from survey results.
D. Range spans will progress from approximately 25% to approximately 60
depending on the level of job and salary range for the job classification.
E. The performance review date for non represented employees placed on the
plan in 1998 is January 1. All promoted employees and new hires after January 1, 1998,
shall have their performance review date coincide with their anniversary date until
after the control point is reached for positions at "C" band and higher. Once the control
point is reached, the performance review date will be changed to January 1. If
performance dollars are earned in the first year after the date has been changed to
January 1, the employee shall be eligible to receive a pro -rated dollar amount based on
performance for the total number of full months between the hire date and January 1.
NON -REP EMP COMP PLAN 9 -99 9128199
F. Step increases from the minimum to control point for all positions shall be
annually on the employee's performance review date.
G. Performance element criteria shall be as follows:
1. Steps above the control point for Decision Bands "A" and "B" shall be
based on meeting standard or above, and longevity.
2. Steps above the control point for Decision Bands "C" through "F" shall be
based on performance. Above standard performance in some elements which does not
result in an overall above standard evaluation for the year, will provide for employees
to receive a lump sum payment, in $50 increments, between the employee's current
wage and the next higher step for the year in which they are evaluated.
3. If the overall rating in one year is the above standard, the employee shall
receive a lump sum payment, which is the difference between the next higher step and
the employee's current salary.
4. In order for an employee to move to the next higher step on the salary
schedule, the overall rating must be above standard performance two years in a row. If
an employee has an overall rating of "meets standard" the second year, or did not
receive the full lump -sum payment the first year, the employee's step will not change.
5. A market adjustment may be applied to a position when the wage survey
results establish a new control point which is ten percent (10 or more below the
market; and internal compression exists within the career ladder or where there is
difficulty in recruiting and /or retaining qualified employees. The integrity of the
Decision Band Method (DBM) is maintained, while recognizing a wage gap based on
market conditions for a specific position. 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 as part of the
salary study and may be eliminated or changed based on the results of the survey.
Section 2. Non represented salary schedule and benefits summary.
A. The non represented salary schedule, attachment "A" hereto, shall be
approved, effective January 1, 2000.
B. The non represented benefits summary, attachment "B" hereto, shall be
approved, effective January 1, 2000.
PASSED BY THE CITY COUN IL OF THE CIA; OF TUKWIL WASHINGTON,
at a Regular Meeting thereof this day of L 1999.
Z
D ave Fenton, Council President
ATTEST/ AUTHENTICATED:
C y 6_,,,(.4___-
J. e E. Cantu, CMC, City Clerk
APPROVED TO FORM:
By:
Ofce of th Attorney
Filed with the City Clerk: 9/50 /9
Passed by the City Council:. ti/e/
Resolution Number 4
NON -REP EMP COMP PLAN 9 -99 9/28/99
ATTACHMENT "A"
CITY OF TUKWILA
NON REPRESENTED SALARY SCHEDULE
2000
CIassification Title Job Title Ranee
Office Technician Personnel Technician 821
Office Specialist Administrative Secretary B22
Civ. Svc. Secretary/Exam.
Administrative Assistant Deputy City Clerk 823
Executive Secretary
Legal Assistant
Program Coordinator Systems Administrator C41
Personnel Assistant
Management Coordinator City Clerk C42
Court Administrator
Police Records Manager
Management Analyst Legislative Analyst
Personnel Analyst
Program Administrator Internal Operations Mgr. C43
Program Manager Asst. City Administrator D61
Police Lieutenant
Senior Engineer
Administrative Manager Asst. Parks Rec. Dir. D62
Maint. Operations Mgr.
Planning Mgr.
Police Captain
Department Manager Asst. Fire Chief D72
City Engineer
Department Head Admin. Services Director E83
DCD Director
Finance Director
Parks Rec. Director
Department Director Fire Chief E91
Police Chief
PW Director
City Administrator City Administrator
F102
CO
C o1 N ,0 N O O O N 0 O O O N 0 O O O `0 0 O O 0 0 0e 0
O. N N N CO 0 0 C1 co Q 4- Y T .t to N to N to c0 CO CO CO CO CO (0
N
0 N CO 0 47 4)
E 4) O O CO V) m
0 to n c0 N CO v
E o 0 O O v Cr;
O. O O N N
X 4
N
N_
N V) N C) V) co 4)
O. c0 N 01 0 C)
CU O N l"1 N O ts. Q
v N. (0 O 4)
O O 0 N N
0 N 0 0 s- h
2 CD 00 C N O 0 m V (0 l'1 (O 1` 0 CO N m
N N CO (0 Q N (D CO c0 N co c0 t- N CO M
N O O O t� t- O O O C0 O C) 1` (.4 c0
CV to 0 M n N 4) co 0) CO 0) O O O N
Q) co (0 t0 ti t. co a) C0 0) O 01
0 N n N V N
[1 0, C) N. 1` 0 0 (0 0 C 1 01 N 0 N 0
O O. v 0 1` 0 v 0) V) CO 4) CO 4. V) 0) c')
N N N N t- 0 01 O O CO h Q O V c0
(/j O M N O 4) Cr; CI CD O N .l t co co co
c0 (0 (0 1` t� f` m m 0) 01 O) 0)
a)
Y
C1 O 0 1\ 41
2 0. ti 0 O O v O c0 O a0 N N O CO O N O N N. N CO
O c'1 V) 0 m co V co t 1` C0 01 c') CO C) m 0, 0 N 0 1` O N
N N. CO N N s- s- 1` N V c') N N m 01 N CO N CO O v 01 r)
O N 4) m N O V) N O O 10 n m CO CO 0 0) O O O 0 O
C) t') C) Q Q 7 0 0 0
Q)
c 00 (11 0 V)
ca 0. O O 0 s- 0 c7 O 1\ N c') f0 '7 m V) IN (0 N N c') 4)
d 0 0 co m f` c N Cr, 0 m n 0 Co N C') (0 0) N 0 N
(n m 1` (o 01 m t O V (0 4) O N C M O N. v Cr) co O
Q v f-. O c') l0 4) c0 O N (0 O v 1` O v m (0 O c0 co co 0
C) t) V to 41 V) N CO CO t` f` t` m CO O o) Cr, O O
C
O n r) (0
J 0- O f. P) a7 N 0 (0 K V 0 0 v N N V f. 0 N c0 0 4') co
Q) d f` Q N f` n CO N CO N sr (O n N. V) O V) r cO 0 c') N co
N D 6 O c0 c0 1` N C) O to O (.0 C) O O r P m 01 1` C O 0 N N CO.
CO O N N 01 C) Q 1` O C) CO Q f O 4. O co n 0 0
Z 0 c') c') c') Q sr V) to V) (O cc co N. 1` N. co m m N O O O
m a
0
a) 0. 0 co C) co N C') 0 O O CO O N CO 0 C) O el V) N V) V) 0
L y V) N co N f` O 0 V co 0 0 N Co (V f` 0 Cl 1` 4) C)
N N O c0 0 N O CO t` t` sr N CO O V) N 0 V 4) O 4) n 0 c') co-
N N CO C) N. O 4) co V) CO Q 1 V (O O O f` O
U CO a) C1 0 e Q V) N h h c0 (0 (O f\ n f` m a) co m 0 O O
CO
V
0. V) t0
(0 0 O O N 0 ra 0 N N CO CO N N 0 0 (0 v CO a0 0 0 N N 0 co N
W (7 0 4 0) 0 CO (o r C 44 0 N (4 CO O (7 (0 V O C)
N v. O O C) O O 0 C0 C) O P sr N N t\ N O N c0 n Q O
(4
N O 0 c') c') V v to V) h 0 (0 (0 (0 N. n 1` t� m m co co O co
(d
CO Q
d t` c0 V) N 0) CO 0 (0 O 41 (o 0 N N V) (s) V) N to N O V) N V)
co IN CO N CO O O CO V) N CO CO (0 (O f` 0 N C sf V 0
CD c0 1..... (0 01 r. O 4) 0 N 03 sr m N m v O c') co 4) 0 co co
'6 N c0 Cl (0 CO n O N 'P 1` O C7 co co O Q n CO N CO CO M
C N C) CO 01 P) Sr T Y Q 41 N 4) c0 (0 (O (O 1` N. 0- N. t• CO c0 a0 O
Q)
E O
d d O V) N CD (0 0 CO V N 0 0 0 'r O (0 0 N 0 N c0 O V) 41
E 0 0 0 00 N N C0 N CO CD 0 N (D 0 0 CO N 0 f 1` CO CO (0 CO V (0 Co 0 N Co N O O R CO
N O s- 01 C) CD CA
O N ti O Ni N V t� O N t0 t� O N 'P m O N (f) O O CO CD c0 N N a0
U N c') C) C') c') c') Q sr 7 '0 (0 V) V) (D CO C0 (0 h h N. 1` n co O oo
a)
CL N
G v f` 0 C) IN co 0 O O .cr CO v N t-. 0 IN 1 N co to m N
N CD O 0 CO (O C) n m V N 0 V N C) sr t0 N Q f` C) c0 N 4
N O C) m CO O Q n N O C) (O CO O O C) •P `T N r.... C) V) c.... O
c0 O 0 c0 CO O (0 (0 O N O t.: O N sa N CO O N (n a0 sr
CV N C) C) CI C) 7 sr 7 N co V) (4) (O CD (0 cO C0 0- t` t- N. c0 0
7
E d C) C) 0 CO 0 R CO c0 7 N C0 0 CD e m t7 0 N O 0 r' CO
-C 0 (0 0 V 1` 00 Y co N n c0 N Ns 0 (0 n IN V) 4) 1` 1` N m
N 4) 0 V N. 0 0 `P N Q tO M cc) re N 0 CO O N N m CO CO
CD ct O N (0 O N 43 t0 O C) c0 Is: CC O C) 4) f` O Y N. O
v N N O C) (7 C) M 'P 41 41 h V) h CO (0 c0 O c0 n 1\ ti 03
OP
N
0 (o N CO N A N N C) N N C) N N 0 N O 0
0 ct N N N CO (7 V Y Q '0 (o 00 (0 CO is. f` (0 CO CD 0) 0)
CO CO CO CO CO O O 0 0 0 0 0 0 0 O W W W W W LL LL
ATTACHMENT B
NON REPRESENTED EMPLOYEE BENEFITS
SOCIAL SECURITY (FICA)
Social Security benefits shall be provided as contained in Section 2.52,010 of the Tukwila
Municipal Code.
STATE -WIDE EMPLOYEE RETIREMENT SYSTEM (PERS)
Retirement shall be provided as contained in Section 2.52.020 of the Tukwila Municipal
Code.
HOLIDAYS
Holidays shall be provided as contained in Section 2.52.030 of the Tukwila Municipal
Code, except Martin Luther King, Jr. Day, which shall replace one floating holiday.
SICK LEAVE
Sick leave shall be provided as contained in Section 2.52.040 of the Tukwila Municipal
Code.
MEDICAL INSURANCE
The City shall pay 100% of the premium for the regular full -time employee and all
dependents under the City of Tukwila self insured medical /dental plan or Group Health
Cooperative. Regular part -time employees shall be entitled to benefits on a pro -rata
basis.
DENTAL INSURANCE
The City shall provide 100% of the premium for the regular full -time employee and all
dependents under the City of Tukwila self insured medical /dental plan. Regular part -time
employees shall be entitled to benefits on a pro -rata basis.
LIFE INSURANCE
For regular full -time employees, the City shall pay the premium for PIan (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.
VISION /OPTICAL/HEARING CARE
The City shall provide coverage for eye examinations, vision, optical and hearing care 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.
ATTACHMENT 13
NON- REPRESENTED EMPLOYEE BENEFITS
PAGE 2
VACATION
Following the sixth (6th) month of continuous employment, annual vacation leave of six
(6) full days (six 8 hour periods) shall be granted. Thereafter, an additional day of annual
leave shall accrue each month, up to a total of twelve (12) days. Three additional days of
annual leave shall be granted on the employee's anniversary date after the third (3rd)
fourth (4), and (5) fifth years. After six (6) years, the employee shall be granted one (1)
day per year additional annual leave to a maximum of twenty -four (24) days per year.
The maximum number of accrued hours is 384, or 48 days.
Years of Service Vacation Accrual
0 -1 years 12 days*
1 -2 years 12 days
3 -6 years 15 days
7 years 16 days
8 years 17 days
9 years 18 days
10 years 19 days
11 years 20 days
12 years 21 days
13 years 22 days
14 years 23 days
15 years 24 days (maximum)
Six (6) full days will be granted following the sixth (6th) month of continuous
employment.
UNIFORM ALLOWANCE
An annual uniform allowance of 5350.00 shall be granted to the following employees:
Assistant Fire Chief, Police Records Manager, Police Lieutenant, Assistant Police Chief,
Fire Chief, Police Chief.