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Home My WebLink AboutRES2023-055 2023 2024 Pay Plan - Retro to Dec 12 20221 1 1 Sponsored by: Bower CITY OF SEWARD, ALASKA RESOLUTION 2023-055 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SEWARD, ALASKA, ADOPTING THE 2023 AND 2024 PAY PLANS WHEREAS, Seward City Code 3.15.020 B requires the city council to approve, by separate resolution, the Pay Plan at the time the operating budget is approved; and WHEREAS, the attached Pay Plans were approved by the city council at the time the SPEA contract was approved; and WHEREAS, the city council adopted the 2023/2024 budget which included a 2.5% COLA and a 2.5% step increase for all employees in 2023; and WHEREAS, the city council further adopted and appropriated a 1..5% COLA and a 2.5% step increase for all employees in 2024; and WHEREAS, while technically, the Pay Plans could be considered adopted, to ensure transparency and adherence to the Seward City Code, this separate resolution is brought before the council for adoption. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SEWARD, ALASKA that: Section 1. The Seward City Council adopts the attached Pay Plans, including the addition of the Longevity Steps. Section 2. This resolution is retroactive to the date the council adopted the 2023/2024 budget which was December 12, 2022. Section 3. This resolution shall take effect immediately upon adoption. PASSED AND APPROVED by the City Council of the City of Seward, Alaska, this 8th day of May, 2023. THE CITY OF SEWARD, ALASKA Sue McClure, Mayor CITY OF SEWARD, ALASKA RESOLUTION 2023-055 AYES: Osenga, Calhoon, Wells, Barnwell, DeMoss, Finch, McClure NOES: None ABSENT: None ABSTAIN: None ATTEST: Brenda J. Ballou / MC City Clerk 0*U.Su.q'io (City Si 1�OF SF/ei7#•i 'ems `mod p �.•• clo • • _ •• SEAL -+- , flp ''r%' OF Al-t;,40% 1 1 1 City Council Agenda Statement Meeting Date: May 8, 2023 To: City Council Through: Janette Bower, City Manager From: Tammy Nickell, Human Resources Manager Subject: Resolution 2023-055: Adopting the 2023 and 2024 City of Seward Pay Plans Background and justification: Seward City Code 3.15.020(B) states, "The City Council shall, by separate resolution, approve the pay plan at the time the operating budget is approved." The attached Pay Plans were approved by the City Council at the time the SPEA contract was approved. The city council adopted the 2023/2024 budget which included a 2.5% COLA and a 2.5% step increase for all employees in 2023. The City Council further adopted and appropriated a 1.5% COLA and a 2.5% step increase for all employees in 2024. While technically, the Pay Plans could be considered adopted, to ensure transparency and adherence to the Seward City Code, this separate resolution is brought before the council for adoption. The city manager considered restructuring the entire pay plan by removing grade 1 and moving all positions and grades down a grade on the pay plan. Also considered was applying the same percentage increase between grades 4 and 5. Currently the percentage increase between grades 4 and 5 is just over 4%. This would result in one consolidated pay plan using normal grade rules — grades 1 through 9, 10% and grades 10-13, 7.5%. The city manager requested MC Pehle, CPA, Carmen Jackson, CPA run the scenario and identify the budgetary impact. This is the identified impact: • Employees currently in Grade 1 receives a decent increase of around 10%, as intended. • Employees currently in Grades 2-4 receive no increase. • Employees currently in Grades 5-9 receive around a 5.75% increase due to the jump between grades 4 and 5. • Employees currently in Grades 10-13 receive around a 7% increase with the additional jump between 9 and 10. "I ran the numbers on a couple of payroll runs and for the year it looks like it would be around a $400K-$500K salary impact with an additional $150K or so in benefits." Due to the large impact on the budget, the complete pay plan restructure is not moving forward at this time. However, longevity steps have been added to the plan. The addition of the steps is intended to provide an opportunity for increases for those employees who are "maxed out" at Step P. 156 The longevity steps parameters are: • When an employee reaches the longevity steps of their assigned pay level, the employee shall remain at each step for two (or more) years. • When the employee completes two (or more) years at each step, the employee moves to the next step, provided the employee received an overall rating of "satisfactory" or higher on the employee's performance evaluation and worked continuously as a regular or part- time employee. • Employees in longevity are prohibited from skipping steps and must remain at each step as indicated. Each step provides a 2% increase, with the overall budgetary impact being approximately $12,000 in 2023, which will be absorbed by the current budget. In 2024, the approximate impact will be $15,000, which will also be absorbed by the budget. The budget impact will continue to compound and there will start to be a larger impact as employees move into longevity, however, the value of retaining long-term employees outweighs the financial impact. Comprehensive and Strategic Plan Consistency Information This legislation is consistent with (citation listed): Comprehensive Plan: Strategic Plan: Other: Certification of Funds Total amount of funds listed in this legislation: This legislation (✓): Creates revenue in the amount of: Creates expenditure in amount of: Creates a savings in the amount of: Has no fiscal impact Funds are (✓): Budgeted Line item(s): All salary accounts Not budgeted Not applicable 12,000 (approximate in 2023) 15,000 (approximate in 2024) $ 15,000 (approximate in 2024) 12,000 (approximate in 2023) $ Fund Balance Information Affected Fund (✓): General Boat Harbor Motor Pool SMIC Parking Other Electric Water Wastewater Healthcare Note: amounts are unaudited Fund Balance/Net position — unrestricted/unassigned $ N/A Finance Director Signature: 157 Attorney Review v Yes Attorney Signature: Not applicable Comments: Administration Recommendation v Approve Res. Other: 158 6uol ul saaRoldw3 . § and must remain at each step as indicated " or higher on the employee's performance evaluation and worked continously as a regular fulltime or part-time employee. 72 O. 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Far n 0 03 03 0 N m m N 2) d a Building/Fire Inspector, Building Official, Senior IT Technician GIS Technician, Harbor Worker III, IT Technician, Parks & Recreation Deputy Director, Patrol Officer, Senior Accountant, Shop Foreman, Street Foreman, Water/Wastewater Foreman, Water/VVastewater Operator Animal Control Supervisor, Assistant Library & Museum Director, Correctional Sergeant, Deputy City Clerk, Dispatch Supervisor, Firefighter/EMT, Harbor Worker II, Maintenance Mechanic Operator, WaterNVastewater Operator Accounting Technician III, Assistant to the Chief of Police, Corrections Officer, Curator, Dispatcher, Office Manager- Harbor, Operator in Training Water and Wastewater Accounting Technician II, Accounting Technician Payroll, Accounting Technician Accounts Payable, Accounting Technician Utility, Animal Control Assistant, Campground Coordinator, DMV Clerk, Parks Maintenance Technician, Program Coordinator G Steps AIBICIDIEIFIGI H IIIJIK ILIMINIO I P N N N N 8toto m A 8 8 Ca NJ NJ m m 8 J Ca A CO U m J m m w m co w NJ 8 8 Ca NJ NJ w w w N m m J w o w A m N m COCO J N CO A fn 3 m m m A 48.73 49.71 50.70 51.72 52.75 53.81 54.88 ILongevity Steps 1 I 2 I 3 I 4 I 5 I 6 7 o .24 r n 2 n m O 3 1cca Building Maintenance Custodian, Recreation As Jed leuosea D w n O O x Z 9 N 03 03 N • Employees in longevity are prohibited from skipping steps and must remain at each step as indicated " or higher on the employee's performance evaluation and worked continously as a regular fulltime or part-time employee. 0 ,otaa,a aaueuld 72 w n x z m J m m 0 0 Building/Fire Inspector, Building Official, Senior IT Technician GIS Technician, Harbor Worker III, IT Technician, Parks & Recreation Deputy Director, Patrol Officer, Senior Accountant, Shop Foreman, Street Foreman, Water/VVastewater Foreman, Water/VVastewater Operator Animal Control Supervisor, Assistant Library & Museum Director, Correctional Sergeant, Deputy City Clerk, Dispatch Supervisor, Firefighter/EMT, Harbor Worker II, Maintenance Mechanic Operator, WaterNVastewater Operator Accounting Technician III, Assistant to the Chief of Police, Corrections Officer, Curator, Dispatcher, Office Manager- Harbor, Operator in Training Water and Wastewater Accounting Technician II, Accounting Technician Payroll, Accounting Technician Accounts Payable, Accounting Technician Utility, Animal Control Assistant, Campground Coordinator, DMV Clerk, Parks Maintenance Technician, Program Coordinator O p w m Steps A B C D E F G H IIIJIK 1 L 1 M 1 N 1 0 I P m 00 of 0 a �. a e 2. Jr iw 0 Q 2 m w m ti m m c w m ti m w m ti m c m m . m m , m m m o c m 0 o c m m m m J w w o o w c w m m m c m w ti 8 o m .0 m m c w I49.47 50.46 51.47 52.50 53.55 54.62 55.71 ILongevity Steps 1 I 2 I 3 I 4 I 5 I 6 7 N A N p w ti 2) d a Executive Assistant: City Manager's Office, City Clerk's Office, Electric, Fire, Harbor, Parks & Recreation, Public Works, Library Museum Technician 'Building Maintenance Custodian, Recreation Assistant 'Seasonal Park Maintenance Seasonal Maintenance, Part-time Aides, Campground Attendants - Seasonal, Gardeners, Parking Lot Attendant, Program Aides -Seasonal O n m n 0 m o m 1 m c c 8 m 6) x ti c m 2 ,T 3 z v N Longevity Steps 1 I 2 I 3 I 4 I 5 I 6 I 7