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HomeMy WebLinkAboutRES2024-060 Wage Studyf Sponsored by: Sorensen Postponed: November 12, 2024 Approved: November 25, 2024 CITY OF SEWARD, ALASKA RESOLUTION 2024-060 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SEWARD, ALASKA, ACCEPTING THE PROPOSED CLASSIFICATION AND COMPENSATION STUDY WHEREAS, the City of Seward's Cost of Living Adjustment (COLA) has not kept up with the Consumer Price Index over the last 24 years; and WHEREAS, there were 13 years since 2000 where there were no COLA for City employees; and WHEREAS, the City of Seward is one of the lowest ranking municipalities in employee compensation compared to similar communities in the state; and WHEREAS, a new pay scale and increase in pay will help with employee retention and turnover, increase productivity and morale, attract higher quality talent, and strengthen the local economy; and WHEREAS, the increase in personnel costs at 8% to make positions at the City of Seward competitive at the state level, and within the Seward community. The City values its employees and is committed to providing fair compensation, striving to be a top employer in town. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SEWARD, ALASKA, that: Section 1. The classification and compensation study results are hereby adopted, and employees' wages are adjusted accordingly in the FY25/26 Operating Budget. Section 2. The increase will be applied to each step of the City of Seward's Pay Scale Plan, which covers all City employees except contract employees and the IBEW union employees (a copy of the adjusted pay scale plan is attached). Section 3. This resolution, including implementation of the new pay scale, shall take effect January 1, 2025. PASSED AND APPROVED by the City Council of the City of Seward, Alaska, this 25th day of November 2024. CITY OF SEWARD, ALASKA RESOLUTION 2024-060 Page 2 of 2 E THE CITY OF SEWARD, ALASKA JWFIVlJGt1. w Sue McClure, Mayor AYES: Wells, Finch, Barnwell, Warner, Osenga, McClure NOES: None ABSENT: None ABSTAIN: Crites ATTEST: Kris Peck City Clerk (City Seal) City Council Agenda Statement Meeting Date: November 12, 2024 To: City Council Through: Kat Sorensen, City Manager Subject: Resolution 2024-060: Accepting the Proposed Classification and Compensation Study Background and justification: Currently the City of Seward has three pay scales — Administrative and Technical; Supervisors and Advanced Technical; and Directors and Senior Managers. Our current pay scale is not competitive with other municipalities across nearly all departments, especially in Public Safety and the Finance Department. Our Cost of Living Adjustment (COLA) with the City of Seward has not kept up with the Consumer Price Index (CPI) — inflation as felt by consumers. CPI increase from 2000 — 2022: 88.224% COLA at the City from 2000 — 2022: 34.90% There were 13 years since 2000 with no COLA. In 2022, we authorized COLA increases and a longevity structure for employees who are maxed out on the pay scale at P but decided not to move forward with a pay plan restructure. We are tasked with performing a wage study every three years. For the last wage study, we hired GovHR to perform the evaluation for an expense of over $56,850. The results of that wage study were implemented with RES 2021-004. GovHR evaluated the positions based on who was in them through Job Analysis Questionnaires. Since that time, 15 jobs were sent back for being scored inappropriately according to the job description and two positions were completely overlooked. By performing the wage study in-house, we were able to minimize costs to the City and to incorporate knowledge of the Alaska hiring landscape. We scored and evaluated positions not based on who is in the position, but based on: • How competitive the job would be if it was vacant and advertised publicly today • The requirements of the individual positions in the City of Seward, recognizing that no two positions in any city or municipality are the same We removed the lowest grade for more competitive starting wages, and created a new grade for higher positions, recognizing the variety in duties and responsibilities for department heads. Wage Increase: 8% increase, including 1.5% COLA approved with RES 2023-055 We become one of the top 5 communities of our size in the state for wages, particularly in the Police Department where we go from being in the bottom percentile of pay to the upper percentile (10 out of 12 to 3 out of 12). We become a competitive community in the hiring landscape of Alaska where a living wage for a family of 4 is $44.79/hour with one adult working and $29.16/hour with two adults working according to MIT. This represents an 8% increase over the FY24 budget in our personnel cost for a total of $757,685 in the General Fund across over 73 full-time employees. Advantages to a competitive pay scale include: • Improved employee retention and reduced turnover o Higher wages keep employees and reduce the costs of turnover (training, recruitment, etc.) o Retaining employees keeps institutional knowledge around longer • Increased productivity and morale • Attracting high quality talent o Offering competitive wages allows the city to attract skilled professionals who might otherwise seek employment in the private (tourism) sector • Strengthening the local economy o Increased spending power of year-round locals • Enhanced public image and trust o Demonstrates that the city values its employees and is committed to providing fair compensation - making the City of Seward a top employer in town Comprehensive and Strategic Plan Consistency Information This legislation is consistent with (citation listed): Comprehensive Plan: 3.7.1.3 Continue to improve the quality and efficiency of city governmental services Strategic Plan: Other: Total amount of funds listed in this legislation: $ 757,685 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 (V): X $ 757,685 X Budgeted Line item(s): Included in the FY25 26 Biannual Budget under salaries expenses. Not budgeted Not applicable Affected Fund (✓): General Boat Harbor Motor Pool X Available Fund Balance SMIC Parking Other Electric Water $ Wastewater Healthcare Note: amounts are unaudited Finance Director Signature: X Yes Attorney Signature: Not applicable Comments: Administration Recommendation X Adopt Resolution Other: SUGGESTED FY 25 8% with the 1.5% COLA increased Grade Position Steps Longevity Steps A B C D E F G [ H I J K I Li M N 0 P 1 2 3 4 5 6 7 1 Seasonals 19.60 20.09 20.59 21.11 21.64 22.18 22.73 23.30 23.88 24.48 25.09 25.72 26.36 27.02 27.70 28.39 28.96 29.54 30.13 30.73 31.34 31.97 32.61 2 Recreation Assistant 21.17 21.70 22.24 22.80 23.37 23.95 24.55 25.16 25.79 26.44 27.10 27.78 28.47 29.18 29.91 30.66 31.27 31.90 32.54 33.19 33.85 34.53 35.22 3 Building Custodian 22.86 23.44 24.02 24.62 25.24 25.87 26.51 27.18 27.86 28.55 29.27 30.00 30.75 31.52 32.31 33.11 33.78 34.45 35.14 35.84 36.56 37.29 38.04 4 Acct Tech Utility Cashier, Campground Coordinator, DMV Clerk, Electric Utility Cashier, Library Aide, Library Technician 24.69 25.31 25.94 26.59 27.26 27.94 28.64 29.35 30.09 30.84 31.61 32.40 33.21 34.04 34.89 35.76 36.48 37.21 37.95 38.71 39.48 40.27 41.08 5 ACO Assistant, Executive Admins, Program Coordinator 26.67 27.34 28.02 28.72 29.44 30.17 30.93 31.70 32.49 33.31 34.14 34.99 35.87 36.76 37.68 38.62 39.40 40.18 40.99 41.81 42.64 43.50 44.37 6 Accounts Payable, Assistant to Chief, Harbor Office Manager, Electric Office Manager, Park Maintenance Supervisor, Payroll Tech, PW Tech, W/W OIT 28.80 29.52 30.26 31.02 31.79 32.59 33.40 34.24 35.09 35.97 36.87 37.79 38.74 39.70 40.70 41.71 42.55 43.40 44.27 45.15 46.06 46.98 47.92 7 ACO Supervisor, Accounting Tech II, Curator, Dispatcher, Harbor Worker II, Library Deputy Director, Maintenance Mechanic, W/W Level I 31.11 31.88 32.68 33.50 34.34 35.19 36.07 36.98 37.90 38.85 39.82 40.81 41.83 42.88 43.95 45.05 45.95 46.87 47.81 48.76 49.74 50.73 51.75 8 Accounting Tech III, Deputy City Clerk, Dispatch Supervisor, Fire Fighter/EMT,Habor Worker III, IT Tech,Shop Foreman, Street Foreman, W/W Level II 33.59 34.43 35.30 36.18 37.08 38.01 38.96 39.93 40.93 41.95 43.00 44.08 45.18 46.31 47.47 48.65 49.63 50.62 51.63 52.67 53.72 54.79 55.89 9 Building Official, P&R Deputy Director, Fire Marshal, Patrol Officer, Senior Accountant 36.28 37.19 38.12 39.07 40.05 41.05 42.08 43.13 44.21 45.31 46.44 47.61 48.80 50.02 51.27 52.55 53.60 54.67 55.76 56.88 58.02 59.18 60.36 10 Planner, Senior IT Tech, W/W Foreman 39.18 40.16 41.17 42.20 43.25 44.33 45.44 46.58 47.74 48.94 50.16 51.41 52.70 54.02 55.37 56.75 57.89 59.04 60.22 61.43 62.66 63.91 65.19 11 Deputy Harbormaster, HR Manager, Patrol Sgt 42.32 43.38 44.46 45.57 46.71 47.88 49.08 50.30 51.56 52.85 54.17 55.53 56.91 58.34 59.80 61.29 62.52 63.77 65.04 66.34 67.67 69.02 70.40 12 Community Development Director, Deputy Finance Director, Deputy Fire Chief, IT Director, Library Museum Director, P&R Director 45.70 46.85 48.02 49.22 50.45 51.71 53.00 54.33 55.69 57.08 58.51 59.97 61.47 63.00 64.58 66.19 67.52 68.87 70.25 71.65 73.08 74.55 76.04 13 Deputy City Manager, Harbormaster, Public Works Director, Electric Ops Supervisor, Deputy Police Chief 49.36 50.60 51.86 53.16 54.49 55.85 57.24 58.67 60.14 61.65 63.19 64.77 66.39 68.04 69.75 71.49 72.92 74.38 75.87 77.38 78.93 80.51 82.12 14 Finance Director, Police Chief, Fire Chief, Utility Director 53.31 54.64 56.01 57.41 58.84 60.32 61.82 63.37 64.95 66.58 68.24 69.95 71.70 73.49 75.33 77.21 78.75 80.33 81.93 83.57 85.24 86.95 88.69 2 YRS 4YRS 6YRS 8YRS 10 YRS 12 YRS 14 YRS Longevity Steps • 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 • Employees in longevity are prohibited from skipping steps and must remain at each step as indicated. 2025 City of Seward Pay Plan Hourly Rate Grade Position Administrative and Technical - 2.5% between each step (A-P), 10% between each grade (1.4), 45 % range spread from minimum to maximum Longevity Steps Steps A B C D E F G H 1 J K L M N 0 P 1 2 3 4 5 6 7 1 Seasonal Maintenance, Part-time Aides, Campground Attendants - Seasonal, Gardeners, Parking Lot Attendant, Program Aides - Seasonal 16.50 16.91 17.34 17.77 18.22 18.68 19.14 19.62 20.12 20.62 21.14 21.67 22.21 22.77 23.34 23.92 24.40 24.89 25.39 25.90 26.42 26.94 27.48 2 Seasonal Park Maintenance 18.15 18.61 19.07 19.55 20.04 20.54 21.06 21.59 22.13 22.68 23.25 23.83 24.43 25.05 25.67 26.32 26.84 27.38 27.93 28.49 29.06 29.64 30.23 3 Building Maintenance Custodian, Recreation Assistant 19.961 20.46 20.97 21.50 22.04 22.59 23.16 23.74 24.33 24.94 25.57 26.21 26.87 27.54 28.23 28.94 29.52 30.11 30.71 31.33 31.95 32.59 33.25 4 Executive Assistant: City Manager's Office, City Clerk's Office, Electric, Fire, Harbor, Parks & Recreation, Public Works, Library Museum Technician 21.96 22.51 ■ 23.08 23.65 24.25 24.86 25.48 26.12 26.77 27.44 28.13 28.84 29.56 30.30 31.06 31.84 32.48 33.13 33.79 34.47 35.16 35.86 36.58 2 YRS 4 YRS 6 YRS 8 YRS 10 YRS 12 YRS 14 YRS Supervisors and Advanced Technical - 2.5% between each step (A-P), 10% between each grade (5-9), 45 % range spread from minimum to maximum Grade Position Steps Longevity Steps A B C D E F G H 1 J K L M N 0 P 1 2 3 4 5 6 7 5 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 22.85 23.42 24.01 24.61 25.23 25.86 26.51 27.18 27.86 28.56 29.27 30.01 30.76 31.53 32.32 33.13 33.80 34.47 35.16 35.86 36.58 37.31 38.06 6 Accounting Technician III, Assistant to the Chief of Police, Corrections Officer, Curator, Dispatcher, Office Manager - Harbor, Operator in Training Water and Wastewater 25.13 25.76 26.41 27.07 27.75 28.44 29.16 29.89 30.64 31.41 32.19 33.00 33.83 34.68 35.55 36.44 37.17 37.91 38.67 39.44 40.23 41.04 41.86 7 Animal Control Supervisor, Assistant Library & Museum Director, Correctional Sergeant, Deputy City Clerk, Dispatch Supervisor, Firefighter/EMT, Harbor Worker II, Maintenance Mechanic Operator, Water/Wastewater Operator 27.64 28.33 29.04 29.77 30.52 31.28 32.07 32.87 33.70 34.54 35.41 36.30 37.21 38.14 39.10 40.08 40.88 41.70 42.53 43.38 44.25 45.13 46.04 8 GIS Technician, Harbor Worker III, IT Technician, Parks & Recreation Deputy Director, Patrol Officer, Senior Accountant, Shop Foreman, Street Foreman, Water/Wastewater Foreman, Water/Wastewater Operator 30.41 31.17 31.95 32.76 33.58 34.42 35.28 36.17 37.07 38.00 38.96 39.93 40.94 41.96 43.02 44.09 44.98 45.88 46.79 47.73 48.68 49.66 50.65 9 Building/Fire Inspector, Building Official, Senior IT Technician 33.45 34.29 35.15 36.03 36.93 37.86 38.81 39.78 40.78 41.80 42.85 43.93 45.03 46.16 47.32 48.50 49.47 50.46 51.47 52.50 53.55 54.62 55.71 2 YRS 4 YRS 6 YRS 8 YRS 10 YRS 1 12 YRS l 14 YRS 1 Grade Directors Position and Senior Managers -2.5% between each step (A-P), 7.5% between each grade (1111), 45% range spread from minimum to maximum Longevity Steps Steps A B C D E F G H 1 J K L M N 0 P 1 2 3 4 5 6 7 10 Human Resources Manager, Patrol Sergeant 35.54 36.43 37.35 38.28 39.24 40.23 41.23 42.27 43.33 44.42 45.53 46.67 47.84 49.04 50.27 51.53 52.56 53.61 54.69 55.78 56.90 58.03 59.20 11 Deputy Harbormaster, Parks & Recreation Director, Library & Museum Director, Operations Supervisor, Planner 38.20 39.16 40.14 41.15 42.18 43.24 44.32 45.43 46.57 47.74 48.94 50.16 51.42 52.71 54.03 55.39 56.50 57.63 58.78 59.96 61.15 62.38 63.63 12 Community Development Director, Deputy Fire Chief, Deputy Finance Director, Deputy Chief of Police, Public Works Director, Electric General Manager, Harbormaster, IT Director 41.07 42.10 43.16 44.24 45.35 46.49 47.65 48.85 50.07 51.33 52.61 53.93 55.29 56.67 58.09 59.55 60.74 61.96 63.20 64.46 65.75 67.06 68.41 13 Assistant City Manager, Chief of Police, Fire Chief, Finance Director 44.15 45.26 46.39 47.56 48.75 49.97 51.22 52.51 53.83 55.18 56.56 57.98 59.43 60.92 62.45 64.02 65.30 66.60 67.94 69.29 70.68 72.09 73.54 2 YRS 4 YRS 6 YRS 8 YRS 10 YRS 12 YRS 14 YRS Longevity Steps • 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 continously as a regular fulltime or part-time employee. • Employees in longevity are prohibited from skipping steps and must remain at each step as indicated.