The URL can be used to link to this page

Home My WebLink About14-061 Compensation Policy Resolution 14-061 Page I of 2 RESOLUTION NO. 14-061 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PORT TOWNSEND, WASHINGTON RELATED TO PERSONNEL; ADOPTING A COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES,AND ADOPTING A SALARY SCHEDULE RECITALS: A. The City Manager is authorized by RCW 35A.13.080(1) to have general supervision of the administrative affairs of the City. RCW 35A.13.090 reserves to the Council the right to create "...such departments, offices, and employments as it may find necessary or advisable, and may determine the powers and duties of each department or office." B. In 2012,the City Council adopted Resolution 12-008, confirming the City Manager's then-proposed reorganization. C. Since adoption, City staff has been continuing to work on recommendations for the more efficient organization of the City. These efforts include, but are not limited to; proposing a budget to restore positions lost during the recent economic downturn and obtaining a compensation study in order to recommend a compensation strategy for City employees. D. In order to obtain on-going guidance in these matters, the City Manager presented a proposed compensation policy to the Council's General Service Committee on October 14, 2014. Additionally, as part of the budget preparation, City staff has tentatively proposed salaries based on that compensation policy, subject to Council's approval, for non-represented employees. Salaries for represented employees are adopted when Council authorizes each individual bargaining unit agreement. Those salaries are reflected in the proposed salary schedule. E. The City Council, having carefully considered these recommendations,has determined it to be in the best interests of the City to adopt them. NOW,THEREFORE,BE IT RESOLVED by the City Council of the City of Port Townsend as follows: 1. The Council adopts the proposed Compensation Policy for Non-represented employees in substantially the same form as at Exhibit A. 2. The Council adopts the proposed salary schedule in substantially the same form as the schedule at Exhibit B. ADOPTED by the City Council of the City of Port Townsend at a regular meeting thereof, held this 17th day of November, 2014. ? n Resolution 14-061 Page 2 of 2 David King, Mayor Attest: Approved as to form: l 9\0 tv✓vl 6a: iv� �y Joanna Sanders, CMC Steven L. Gross City Clerk City Attorney Resolution 14-061 Exhibit A Page 1 of 3 city of Port .3 t To nsend Policy: Compensation Policy - Non-Represented Staff Department: Administrative Services/HR The City's standard practice for establishing non-represented staff compensation should be fair, reasonable, transparent, and based on comparable regional public salaries. Compensation should be based on the position requirements, the complexity of the job reflected in the composition of the organization and community, the leadership requirements, labor market conditions, cost of living in the community and the organization's ability to pay. The City Manager will design and implement the methodology for setting compensation for non-represented staff. Compensation benchmarks will be established based on comparable local government agencies. Either contracted or in-house experts may be used as necessary to provide the information required to establish fair and reasonable compensation levels. Final decisions on compensation and benefits are made by the City Council in a public meeting. Compensation Setting Criteria 1. Determine the requirements of the job and the experience needed to successfully perform the job duties. 2. Examine market conditions to learn what comparable public employees earn. Gather information using pre-determined comparable benchmark local government agencies. 3. Determine the services provided by the City along with the nature of the current issues in the city and in the community, and compare with the necessary expertise and proven ability to resolve the issues. 4. Identify the City's current financial position, ability to pay, and the existing policies toward compensation relative to market conditions. 5. Weigh factors such as the individual's credentials, experience and expertise when setting salary. City of PT Compensation Policy Page 1 Resolution 14-061 Exhibit A Page 2 of 3 6. Consider special circumstances such as difficult recruitment markets and particularly challenging needs of the city. Compensation Changes 1. Benefits and salary increases should be reasonably comparable to those in the regional market and generally consistent with other employees. 2. Increases should be contingent on periodic review of employee's additional credentials, expertise, and years of service as well as the overall financial position of the City. Criteria for periodic step increases will be pre-determined. 3. Individuals should receive a single salary that recognizes all duties and responsibilities assigned rather than different salaries for different assignments. General Compensation Guidelines 1. Benchmark agencies should be determined using set criteria such as: o Close geographic proximity o Similarity with regard to the nature of the services provided o Similarity in employer size/population size o Similarity in socio-economic makeup of the population o Other similar employers in the immediate area 2. The City will develop appropriate compensation levels that are in line with their benchmark agencies and labor market 3. When considering any salary or benefit changes, the immediate and anticipated long-term financial resources of the organization will be taken into account. Establishing compensation 1. Each position shall have a compensation range established in accordance with these guidelines. 2. Cost of living adjustments will result in annual adjustment of the salary ranges. Ranges will be reviewed periodically following the compensation guidelines. 3. Placement within the compensation range for each position will be determined by reviewing position criteria and determining the level at which the employee meets the criteria. Factors will include, but not be limited to: o Number of years of service in the same or comparable position o Number of years of service with the City City of PT Compensation Policy Page 2 Resolution 14-061 Exhibit A Page 3 of 3 • Number of years of advanced education /degrees held • Level of professional certifications • On the job accomplishments 4. A nine level pay classification system will be established for each non- represented position. General guidelines for utilization of the pay classification levels are: a. Employees who meet the minimum qualifications of the position will generally be slotted at the first step of the low range classification. b. Employees who exceed the minimum qualifications may be compensated at a higher step classification. c. Generally, employees with a combination of years of experience, education and skills determined according to established criteria, will be slotted in the mid- range. d. Market conditions and specialized city job requirements may require that employees are compensated above mid-range. 5. Newly hired employees will be placed in the compensation range according to the level at which they meet or exceed position criteria. Existing employees will move up or down in their range based on periodic review. 6. An employee who has reached the top of his/her salary range and served more than three years in a position covered by this policy will be eligible for an additional incentive increase based on established criteria. 7. Salaries will be reviewed at least every three years and adjustments based on established criteria will be recommended by the supervisor and approved by the City Manager. City of PT Compensation Policy Page 3 Resolution 14-061 Exhibit B CITY OF PORT TOWNSEND EMPLOYEE POSITION CLASSIFICATION SALARY SCHEDULE BUDGET 2015 Elected Officials Classification Minimum Maximum Positions Mayor 9,000 9,000 1 Councilmemebers 6,000 6,000 6 Non Represented Employees Classification Minimum Maximum FTE TOTAL FTE City Manager 117,300 142,800 1 City Attorney 102,000 122,400 1 Prosecuting Attorney 71,000 87,300 1 Police Chief 94,350 102,000 1 Deputy Police Chief 86,700 91,800 1 Community Services Director 91,800 112,200 1 Parks and Facilities Manager 66,300 91,800 1 Senior Planner/Planning Manager 64,199 86,671 1 Senior Planner 64,199 86,671 2 Finance&Administrative Services Director 91,800 117,300 1 Finance Manager 66,300 88,740 1 HR Manager 73,440 91,800 1 Payroll and Benefits Administrator 47,109 60,201 1 City Clerk 61,200 85,680 1 Deputy City Clerk/Legal Assistant 50,025 66,216 4 Public Works Director 91,800 99,450 1 Public Works Operations Manager 70,125 84,150 1 Public Works Superintendent 66,300 81,600 2 City Engineer 81,600 91,800 1 Assistant City Engineer 73,950 84,150 1 Library Director 72,500 90,000 1 Library Manager 50,490 59,236 3 Library Assistant 30,000 40,000 6 Total 34 Union/Represented Employees Classification Minimum Maximum FTE TOTAL FTE Pool Operator 42,224 53,830 1 Asst. Pool Operator 29,806 41,995 1 Water Safety Instr 23,296 29,682 6 Lifeguard 20,093 25,403 - Maintenance Worker 1 40,353 45,678 - Maintenance Worker II 48,118 52,891 7 Operator 1 47,163 53,379 - Operator II 57,920 63,584 8 Lead Operator 53,974 68,400 5 Crew Chief 58,005 73,535 3 Mechanic 51,534 65,345 1 Administrative Assistant 1 35,070 39,716 1 Administrative Assistant II 40,056 50,770 4 Administrative Assistant III 45,423 57,559 2 Administrative Specialist 53,061 67,255 4 Technical Specialist 55,586 70,458 3 Technical Assistant 56,923 72,559 1 IS Network Administrator 65,579 83,124 Senior Technical 71,052 89,998 2 Police Officers 55,723 70,928 10 Police Sergeant 65,748 83,699 3 Total 62 TOTAL CITY FTES(Excluding Elected Officials) 96