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adjustment to the total compensation which includes the pay systems and benefits results in a total <br />33 <br />compensation expenditure of approximately $35,000. To recalibrate the current pay plans for the non- <br />34 <br />union exempt and non-exempt groups and achieve 100% of market average will cost approximately <br />35 <br />$161,000 overall. The cost to reclassify those identified in the study as more than 6% under the market <br />36 <br />average after pay plan updates have occurred is no more than $20,000. <br />37 <br />38 <br />Thus, the total cost to implement all study recommendations will be no more than $181,000. <br />39 <br />Adjustments could be phased in over the next year such as implementing the reclassifications and 2% <br />40 <br />on 7/1/13, and 1.5% + COLA on 1/1/14, and the final 1.1% on 7/1/14. <br />41 <br />42 <br />To stay current, the Council will need to provide ongoing funding for future years to maintain the pay <br />43 <br />plans at 100% of the market average by providing a cost of living adjustment that meets the market’s <br />44 <br />average. <br />45 <br />SR <br />TAFF ECOMMENDATION <br />46 <br />1.Abandon the policy that sets non union, exempt and non-exempt pay plans at 97% of the average <br />47 <br />with merit pay component that was never fully funded or implemented. This practice is very <br />48 <br />unusual in the public sector and has proven to be ineffective. <br />49 <br />2.Reestablish the pay plans for non-union, exempt and non-exempt, at 100% of the 10 City average as <br />50 <br />shown by the study, resulting in a 4.6% increase to the pay plans (without the merit pay <br />51 <br />component). <br />52 <br />3.Positions found to be more than 6% under the market average after plan adjustments are completed <br />53 <br />would be reviewed and potential reclassified to the next higher grade at the step just above their <br />54 <br />current rate of pay. It is expected there will not be more than 8 positions with a total cost not to <br />55 <br />exceed $20,000. <br />56 <br />RCA <br />EQUESTEDOUNCILCTION <br />57 <br />Motion to implement staff recommendations as indicated above. <br />58 <br />59 <br />Prepared by: Eldona Bacon, Human Resources Manager <br />Attachments: A: 2012 Non-Exempt (Hourly Staff) Pay Plan <br /> B: 2012 Exempt (Salaried Staff) Pay Plan <br /> C: 2012 Classification & Compensation Full Survey of 10 Cities Results <br /> D: 2012 Classification & Compensation Results Summary <br /> E: 2012 Classification & Compensation Survey Detail <br />60 <br />Page 2 of 2 <br /> <br />