HomeMy WebLinkAboutRes 1480 - 2002 Non-Represented Employees Salary Schedule and Benefits Summary 1LA, y
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Washington
Resolution No. 1'1
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUKWILA, WASHINGTON, AMENDING RESOLUTION NO
1429, UPDATING AND CLARIFYING THE NON
REPRESENTED EMPLOYEES' COMPENSATION PLAN AND
ADOPTING THE NON REPRESENTED SALARY SCHEDULE
AND BENEFITS SUMMARY EFFECTIVE JANUARY 1, 2002.
WHEREAS, the Tukwila City Council has conducted a review of the non
represented employees' compensation system that was implemented on January 1,
1998, and amended on January 1, 2000, and
WHEREAS, the City Council recognizes that the current economic climate and
forecasts are a consideration in actions that deal with compensation for employees, and
WHEREAS, the City Council has made a determination to retain the non
represented compensation system for calendar year 2002 and review the system for
calendar year 2003,
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 adopting the
non represented employees' wages for 2002 and consideration for future years.
A The current wage schedule shall be for calendar year 2002.
B The City shall review the current non represented compensation system
during the first quarter of 2002, to determine whether the current methodology meets
the intention of the Council and the City's overall compensation philosophy, or if an
alternative system is preferred. The considerations will include, but not be limited to,
COLA's, on -going market analyses, and /or a merit component. The Council will
approve a non represented wage system for 2003 and beyond.
C The Decision Band method of job evaluation will be used to establish the
relative internal value and relationship of all non represented lobs within the City of
Tukwila
D The pay grade control points for 2002 shall approximate the top step average
salaries paid to positions in the relevant labor market(s) based on salary survey results
E Range spans for 2002 will progress from approximately 25% to approximately
60 depending on the level of the job and salary range for the job classification.
F 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 11- 01.DOC
Continuation of a performance system and performance dollars for 2003 and beyond,
will be determined based on the review of the non represented wage system.
G Step increases from the minimum to the control point for all positions shall be
annually on the employee's performance review date. The methodology for
determining step increases during 2002 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 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, 2002.
B The non represented benefits summary, attachment "B" hereto, shall be
approved, effective January 1, 2002.
PASSED BY THE CITY COUNCI�QF THE CI �FTUKW ILA, YVASHINGTON,
at a Regular Meeting thereof this H f day of -[?mac/ 2001
Joan Hernandez, Council Presidene
ATTEST AUTHHENTICATED
J ine E (Cantu, CMC, City Clerk
APP OVE AS TO FO
ByF
Office of the�Qty Attorney
Filed with the City Clerk. l�-
Passed by the City Council. 11-1
Resolution Number 9 Z)
NON -REP EMP COMP PLAN 11 -01. DOC
CITY OF TUKWILA
NON REPRESENTED SALARY SCHEDULE
2001
Classification Title Job Title Range
Office Technician Personnel Technician B21
Office Specialist Administrative Secretary B22
Civ Svc. Secretary/Exam.
Administrative Assistant Deputy City Clerk B23
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
Public Works Analyst
Program Administrator Internal Operations Mgr C43
Public Works Coordinator
Program Manager Asst. City Administrator D61
Police Lieutenant
Senior Engineer
Administrative Manager Asst. Parks Rec Dir D62
Mamt. Operations Mgr
Planning Mgr
Police Captain
Assistant Director Deputy Community Dev Director D63
Department Manager Asst. Fire Chief D72
City Engineer
Department Administrator Economic Development Director E81
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
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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.
DENTALINSURANCE
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 Plan C (Multiple of
annual earnings) or similar group life and accidental death and dismemberment insurance
policy Said plan shall beat 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 B
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 $350 00 shall be granted to the following employees
Assistant Fire Chief, Police Records Manager, Police Lieutenant, Police Captain, Fire
Chief, Police Chief