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Cumulative2004200520062007200820092010201120122013 CPI2.85%5.61%7.22%9.79%13.62%13.11%14.96%18.55%20.89%24.46% COLA - Non union2.30%4.80%7.80%10.80%14.30%17.20%17.20%18.20%19.20%21.20% 62 63 The 2013 figure is based on the first 6 months extrapolated over the full year. As this chart 64 indicates, over the past 10 years, the cumulative COLA is 3.26% behind the CPI. Over the past 65 4 years (2010-2013), the cumulative gap is at 7.35%. Over the past 5 years, the gap is 3.94%. 66 67 Implementation Options: Staff has prepared some options (Moderately Competitive, 68 Competitive, and Strongly Competitive) for the City Council to consider as they look to 69 implement a wage adjustment. It should be noted that a 2% COLA for the 2014 budget will be 70 recommended regardless of what option is chosen. It is important that COLA’s are put in place 71 not only to remain competitive with the external markets (other cities are reporting that they are 72 budgeting 2% COLA increases in 2014) but also to keep pace with the CPI in 2014. Failing to 73 include a 2% COLA, even with implementation of one of the options listed below, will quickly 74 return the City back to situation we are currently facing. 75 It should be noted that these options include an adjustment to the part-time firefighter wages. As 76 you will recall, the part-time firefighters were not included in the original compensation study. 77 The thought at the time would be to do a separate study on their positions. If the City Council 78 chooses the “Moderately Competitive” option, staff feels strongly that the part-time firefighters 79 should be included since using the CPI is not a measure of external competitiveness and should 80 be applied to all employees. The part-time firefighters have been included in the last two options 81 as staff surmises that there is not any interest by the City Council to conduct another 82 compensation study. Therefore, the dollar amounts shown in the Budget Implication section 83 includes the part-time firefighters getting the compensation adjustment. 84 85 Moderately Competitive: Immediately reclassify the no more than 8 position found to be in 86 need of reclassification through the compensation study, immediately implement a 3.26% wage 87 adjustment in the first applicable pay period to catch up with the CPI lag for all non-union 88 exempt and non-exempt staff including part-time firefighters, and continue funding for merit 89 pay. 90 91 Competitive: Immediately reclassify the no more than 8 position found to be in need of 92 reclassification through the compensation study, implement the full 4.6% wage adjustment as 93 resulted by the compensation study to be at 100% of the average/median for the comparable 94 marketplace in stages on January 1, 2014 and July 1, 2014 for all non-union exempt and non- 95 exempt employees including part-time firefighters, and eliminate the merit pay plan. 96 97 Strongly Competitive: Immediately reclassify the no more than 8 position found to be in need 98 of reclassification through the compensation study, implement the full 4.6% wage adjustment as 99 resulted by the compensation study to be at 100% of the average/median for the comparable 100 marketplace in stages on January 1, 2014 and July 1, 2014 for all non-union exempt and non- 101 exempt employees including part-time firefighters, and continue the merit pay plan to reward 102 those that excel 103 Page 3 of 4