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Item �� J lJ Request for Council Action Date: December 17, 2001 Item Number: C-3 Manager Approval Agenda Section �-/�, Q�"'` ��e� Consent 2002 Employee Compensation for Exempt and Non-exempt Plans Back ro� The City of Roseville maintains five wage systems with three collective bargaining units (Law Enforcement Labor Services, Teamsters and International Unions Operating Engineers) and the exempt and non-exempt groups. Although wages are provided in five different plans, the City maintains a policy of parity for all employees. According to the philosophy, comparable wages and benefits are consistently provided to the five employee groups. In addition, the City benchmarks itself with comparable municipalities. According to Roseville's comparable Stanton V municipalities, the wage increase for union and non-union groups averages 3.5% for 2002. Staff contacted 16 communities to gather this data. Based upon the comparable data and on-going discussions with the three union groups, the proposed 2002 compensation adjustment for City of Roseville employees that fall in these five groups will be 3.75%. The three union groups continue negotiations for 2002 contracts. As soon as these discussions come to conclusion staff will forward modifications, if any, to the City Council for action. In addition, in 2002 staff will initiate an organizational compensation study. Conducted on a periodic basis, such studies ensure Roseville continues to offer competitive wages and will be the "employer of choice." A contract for these services will come to the City Council in early 2002. Policv Im�lications: Each year the City budgets for wage and benefit adjustments for all employees. The adjustments stem from the best information known or anticipated from the metro labor market and labor settlements. The City's compensation policy objectives include: Intemal Equity — maintaining a compensation and benefit package that is as consistent as possible between the City's three union and two non-union groups. E�ternal Equity- maintaining a compensation and benefit package that is competitive with outside organizations. Focusing on these objectives reinforces the City's ability to pay a wage based upon the duties performed. The objectives also support positive working relationships with employees and support employee morale. Financial Imnlications The total wage plan for the non-exempt for 2002 will increase $80,588 and the exempt plan will increase .,_,. $84,327. The increase falls within the anticipated 2002 Budget. Please note that insurance costs are not included in this total as the City Council took action on the item in November. Insurance costs are considered part of the City's compensation system.