HomeMy WebLinkAbout11122019 City Council Laydown - GovHR Study •
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CITY OF SEWARD, AK
EMPLOYEE CLASSIFICATION AND
COMPENSATION STUDY
DRAFT FINAL REPORT
NOVEMBER 2019
GovH R USA
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TABLE OF CONTENTS
I. INTRODUCTION—Pages 1 to 2
• Scope of Work—Page 1
II. EXECUTIVE SUMMARY—Pages 3 to 6
• Internal Equity—Classification Plan Development—Page 3
• Job Title Changes—Page 4
• External Equity— Market Competitiveness—Page 4
• Salary and Benefits Survey—Page 5
• Proposed Classification and Compensation Plans—Page 5
• Future Administration of the Classification and Compensation System—Page 5
• Benefits Analysis—Page 6
III. THE POSITION CLASSIFICATION PLAN and JOB EVALUATION—Pages 7 to 8
• The Position Classification Plan—Page 7
IV. JOB EVALUATION—Pages 9 to 10
• Job Evaluation—Page 9
V. SALARY AND BENEFITS SURVEY—Pages 11 to 15
• Selection of Comparable Jurisdictions for Survey Purposes—Page 11
• Selection of Benchmark Classifications for Survey Purposes—Page 12
• The Salary Survey—Page 13
• Appraisal and Use of the Salary Survey Data—Page 13
• The Benefits Survey and Findings—Page 14
VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS—Pages 16 to 25
• Development of the Compensation Plan—Page 16
• Pay Plan Options for the City's Consideration—Page 16
• Pay Plan Design—Defined Increment, Open-Range, and Blended Pay Plans- Page 16
• Recommendation: Open-Range Merit Plan—Page 19
• Pay Philosophy—Page 19
• Proposed Compensation Plan and Structure—Page 20
• Implementation and Administration of the Pay Plan for Current Employees—page 22
• Employee Advancement through the Ranges— Page 22
• Future Administration of the Compensation Plan— Page 24
• Future Administration of the Classification Plan— Page 24
• Appreciation—Page 25
Tables
Table 1—Classification Plan
Table 2—Comprehensive Table
Table 3—Proposed Compensation Ranges
APPENDICES
Appendix A—Job Analysis Questionnaire
Appendix B—Comparable Community Analysis
Appendix C—Detailed Salary Survey Data
Appendix D—Detailed Benefits Survey Data
I. INTRODUCTION
GovHR USA, LLC is pleased to have had the opportunity to work with the City of Seward on this
Classification and Compensation Study. Human resource management is a significant concern as
governmental services continue to increase in cost and complexity, and the resources to fund local
governments are constrained. Day-to-day operations present challenging administrative problems in
planning, organizing, and directing human resource functions in order to achieve maximum efficiency
and effectiveness in the delivery of municipal services. A properly developed and administered
classification and compensation plan forms the foundation for meeting these challenges. It helps to
ensure that the City can not only recruit the best and brightest employees — even in a competitive
marketplace — to complete its mission and retain those employees as well. By retaining qualified,
experienced employees the City avoids the costs of re-recruitments, retraining and lost productivity,
while maximizing the benefits of the investments it has made in training employees and the institutional
and community knowledge acquired by those employees over their tenures.
GovHR USA(GovHR) understands the high expectations that have been established in Seward for service
delivery and competitiveness in recruiting and retaining excellent employees. These factors have been
taken into consideration in the analysis and reflected in the Study results.
Scope of Work
The scope of work called for GovHR to carry out the following:
I. Job Evaluation Analysis and Job Classification System
Below is a list of tasks included in this component of the Study (listed in the order that the work was
performed):
• Study preparation and project meetings. Met with the City Manager and Personnel Officer via
teleconference to discuss Study methods and expectations, and the current classification and
compensation plans and organizational structure. Determined problem areas, answered
questions, and reviewed the scope and schedule of work.
• Material distribution. Prepared a memorandum of explanation, which was distributed to
employees. Held meetings with employees to discuss the Job Analysis Questionnaire (JAQ) and
to explain the scope and purpose of the Study. Employees were allowed about seven days to
complete the questionnaire. The completed questionnaires were then reviewed by each
employee's Supervisor and/or Department Head and City Administration for approval as to
City of Seward,AK GovHR USA, LLC 1
content. The JAQ forms were returned to GovHR within approximately three (3) weeks of
distribution.
• Determined comparable communities and prepared and sent out the compensation survey.
Working with the Project Team, determined a logical survey sample of "like" communities that
impact the compensation market of Seward. Designed and sent out the compensation survey
for the benchmark classifications and benefits covered in the Study.
• Job evaluation analysis and establishment of job classification system. Upon return of the
JAQs by the City, GovHR performed the following:
■ Read each JAQ and corresponding Job Description in its entirety.
■ Conducted in person interviews with employees in classifications covered by the Study,
as well as the Department Heads with regard to jobs under their jurisdiction, to further
understand the scope of duties and responsibilities of each position.
■ Applied a measurement system of job evaluation factors to all classifications, which
formed the basis for internal rankings (equity) of classifications.
■ Upon completion of the job evaluation measurements, a new Classification Plan was
developed.
II.Salary and Benefits Survey
The following tasks were included in this component of the Study:
• Tabulated, summarized, and analyzed comparative compensation information obtained through
the salary and benefits survey. Prepared pay tabulations that compared the salary ranges of the
City of Seward to the salary ranges of its "like" communities. Prepared comparison calculations
at the 50t", 60tn, 65tn, 75tn and 80t" percentiles. Displayed data for each responding jurisdiction
for each classification and summarized the data in table form. Based on discussions with the
City and the gathered data developed salary ranges that would establish Seward as a payer at
the 50t" percentile of the municipalities surveyed (see the Section VI on pay philosophy).
• Based on the above data, developed and recommended new salary schedules and titles and
provided feedback on selected benefits for the City.
IV. Draft and Final Report Preparation
• A preliminary analysis of the data and recommended classification and compensation plan was
shared with the City. Over several telephone calls and emails, feedback from the team was
reviewed and incorporated into the recommendations.
• This draft report has been prepared by the Consultant and sent electronically to the City.
• A presentation of these draft findings will be conducted for the City Council.
• Once the presentation is made and review comments are returned by the City, a final report will
be prepared and transmitted electronically to the City.
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II. EXECUTIVE SUMMARY
A Classification and Compensation Study encompasses a significant amount of information that can be
time consuming to condense and organize into an abbreviated format. Therefore, GovHR USA has
compiled this Executive Summary in order to provide a quick synopsis regarding the major
components,findings and recommendations of this Study.
The purpose of a well-designed Pay and Classification Study is twofold. First, it establishes internal
equity (ranking) among employees across Departments in the City. Second, it assures external
equity/competitiveness by comparing the compensation of Seward employees against market data.
Internal Equity- Classification Plan Development
The Study developed a new Classification Plan for 77 classifications of the City of Seward. To complete
this task, the Consultant completed a Job Evaluation. The Job Evaluation involved all of the employees
in Seward covered by the Study. As a result of the Job Evaluation, which included the completion of a
questionnaire and interviews of at least one employee working in each classification covered by the
Study, the Consultants assigned a numerical value to each position so like positions within the
organization would be grouped together to produce an internal equity hierarchy. Nine factors were
used for the evaluation of Seward's job classifications. They were as follows:
1. Education—Required Preparation and Training
2. Work Experience—Years of Experience Needed to Perform Job
3. Decision Making and Independent Judgment
4. Responsibility for Policy Development
5. Planning
6. Contact with Others
7. Work of Others (Supervision Exercised)
8. Working Conditions
9. Use of Technology/Specialized Equipment
The product of this internal ranking is shown in Table 1, which lists the City's job classifications with
their numerical job evaluation score, also known as a Classification Plan. The higher the job factor
evaluation score,the higher the job classification within the Classification Plan.
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Job Title Changes
After conducting the job evaluation noted above, the Consultants observed some inconsistencies with
the market and the actual duties assigned to some classifications. Therefore, the following job title
changes have been recommended based on clarification of duties and market trends.
Current Title Proposed New Title
Administrative Assistant-Clerk Office Assistant
Administrative Assistant-Police Executive Assistant-Police
Patrol Corporal Patrol Officer
Personnel Officer Human Resources Director
Senior Administrative Assistant-Harbor Officer Manager
External Equity—Market Competitiveness
The second component of the Classification and Compensation Study involved establishing external
competitiveness. The Consultant looked at Home Rule First Class Cities in Alaska with populations
between 1,100 and 9,100 and a group of communities comparable to the City was established. The
Consultants then applied a specific set of comparison criteria (e.g., primary government expenses, sales
taxes, property taxes, total taxable property value, median household income and population) was
applied to each community (See Appendix B). Based on the results of this analysis, 14 communities
with a total comparability score of 50 or greater were deemed to be most comparable to the City. In
addition, the City asked that the Kenai Peninsula Borough be added to the list as it has been previously
used as comparable community for compensation purposes for a total of 15 communities. The full list
of comparable communities is as follows:
Cordova North Pole
Dillingham Palmer
Homer Sitka
Kenai Soldotna
Kenai Peninsula Borough Unalaska
Ketchikan Valdez
Kodiak Wrangell
Nome
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Salary and Benefits Survey
GovHR then prepared and distributed a salary and benefits survey to the fifteen communities listed
above. Nine of the communities responded to the survey — Cordova, Dillingham, Homer, Kenai
Peninsula Borough, Palmer, Soldotna, Unalaska, Valdez and Wrangell. The salary survey summary
results can be found in Table 2 and the detailed data for the salary survey can be found in Appendix C.
To provide external competitiveness for the City's salaries, the salary ranges derived from this survey
were used to help establish the proposed pay plan. The recommended pay ranges are contained
within Table 3 of the report.
Proposed Classification and Compensation Plans
The goal of this study was to recommend a classification and compensation plan that is internally
equitable and externally competitive. To accomplish this, a compensation plan was developed using
the 50t" percentile comparison of the salary ranges that were acquired through the salary survey data.
The resulting classification and compensation plans consist of 13 pay grades (1 being lowest, 13 being
highest), and is broken down into the following three (3) bands. The position of City Manager is not
assigned to a pay grade.
• Grades 1—4—Administrative and Technical Staff
• Grades 5—9—Supervisors and Advanced Technical Staff
• Grades 10—13—Directors and Senior Managers
All proposed pay ranges are open ranges. There is an 10%gradation between grades 1—4 and grades
6 - 9, and a 7.5%gradation between grades 10— 13. Grades 1—9 have a 35%spread from minimum to
maximum. Grades 10 -13 have a 40%spread from minimum to maximum.
Future Administration of the Classification and Compensation System
Within the body of this report, GovHR has outlined how the City can maintain the classification and
compensation system. GovHR will supply the City with a User's Manual and all associated documents
to maintain the classification plan and the steps to ensure the City remains competitive with the
market in the years to come.
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Benefits Analysis
Observations and recommendations were made regarding paid offered by the City of Seward in
relation to its comparable municipalities. These findings can be found in the body of the report in
Section V. The detailed benefits data in contained in Appendix D.
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III. THE POSITION CLASSIFICATION PLAN
A position classification plan provides for a systematic arrangement of positions into classes. A position,
often referred to as a job (e.g., Administrative Assistant), contains a specific set of duties and
responsibilities that is the objective of the classification process. A class is a grouping of positions which
are "similar" in nature of work, principal duties and responsibilities, relative level of work difficulty, and
level of knowledge, skill and ability (KSAs) required to perform the job. Positions allocated to the same
class are "sufficiently similar" with respect to the types of factors enumerated above to permit them to
be compensated at the same general level of pay. The positions do not have to be identical, however,
and can be in different departments or even in the same department dealing with different subject
matter or performing different specific duties.
It is this arrangement of positions and resulting classification structure that forms the basis for the
compensation plan. A classification study is not intended to assess individual performance. To that
end, a position that belongs in a certain class is not entitled to be placed in a higher class simply because
the individual performs the work with a high degree of success and efficiency, nor is it placed in a lower
class simply because the incumbent performs the work with low competence or productivity. Variations
in individual performance are not recognized by differences in classification, but are management
issues. Similarly, there is a tendency in some work forces to use the classification plan to reward
longevity, even though the duties and responsibilities of individual positions may not have changed over
time. However, just because an individual has been with an organization for a long time and is at the
top of their pay range, this does not mean they should be moved to the next higher pay grade.
Longevity is not a classification factor and the classification plan should not be used in this manner.
As an assessment of duties performed and of responsibilities exercised, a position classification plan is
an exceedingly useful managerial tool. It provides the fundamental rationale for the compensation plan
and helps management identify positions which have taken on (or in some cases eliminated) duties and
responsibilities, thereby sustaining the principle of equal pay for equal work. Through proper
maintenance of the classification plan, employees are assured of management's continuing concern
about the nature of work that they carry out and its reward in the form of appropriate pay levels and
relationships.
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The classification plan provides the basis for recruitment, screening, and selection of employees in direct
relationship to job content. Promotional ladders as well as opportunities for lateral career development
are also evidenced by the logical grouping of allied occupational classes and hierarchies.
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IV. JOB EVALUATION
GovHR's approach to job evaluation involves a quantitative "point and factor" comparison method,
which "cross-compares" all jobs in the organization against numerous factors such as educational
requirements, experience, work conditions, and the like (see below). Therefore, all jobs in each
organizational unit (e.g., Finance, Police, Public Works, etc.) may be compared against each other, based
upon the same factors.
In conducting the job evaluation exercise, it must be again emphasized that the position, and not the
incumbent's qualifications, performance, or years of service in the position, is evaluated. An incumbent
employee may feel s/he should be placed in a higher level (i.e., receive more points) because the
individual performs well, has a long tenure with the organization, and/or has additional education or
skills not required to perform that job, or may feel s/he does more tasks than a similar employee in
another Department, but these are not valid determinants for job classification.
Before reviewing the results of the evaluation of the job classes, it is important to note that the purpose
of job evaluation is to identify whether a job is more or less advanced than, or equal to, other jobs in the
organization, based on nine (9) objective factors. While these factor definitions are guidelines, they are
constructed to allow limited flexibility of interpretation while at the same time providing a strict
framework and structure for comparison.
The nine (9)factors used for the evaluation of Seward's job classes are as follows:
1. Preparation and Training
2. Experience Required
3. Decision Making and Independent Judgment
4. Responsibility for Policy Development
5. Planning of Work
6. Contact with Others
7. Work of Others (Supervision Exercised)
8. Working Conditions
9. Use of Technology/Specialized Equipment
As part of the job evaluation process, the duties, responsibilities, and qualification requirements for
each job classification were reviewed via a thorough reading of the incumbent's current job description
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and a Job Analysis Questionnaire (JAQs) completed by each employee (Appendix A). In addition, GovHR
conducted interviews with at least one employee in each of the classifications covered by the Study and
with the Department Heads. Points were then assigned to each factor by selecting the description that
best fit the appropriate level of compliance. In other words, a position that requires a Master's Degree
would receive more points under the "Preparation and Training" factor than positions that did not
require this advanced degree. Points for each factor were then totaled for each position. Using this
method, the positions were found to fall into distinguishable job factor analysis (JFA) scores. Table 1
contains the Classification Plan, including the job classification title, the proposed Grade, JFA score and
proposed new title for the evaluated classifications.
As part of the service provided in the pay study, we make recommendations of title changes/additions
to reflect either a better description of the job being performed or to be consistent with trends in the
organization or the marketplace. Based on this, we recommend the following changes to the current
plan:
Current Title Proposed New Title
Administrative Assistant-Clerk Office Assistant
Administrative Assistant-Police Executive Assistant-Police
Patrol Corporal Patrol Officer
Personnel Officer Human Resources Director
Senior Administrative Assistant-Harbor Officer Manager
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V. SALARY AND BENEFITS SURVEY
The City of Seward initiated this Study with the objective of assuring that its compensation and benefits
plan is both internally equitable and externally competitive. The Job Evaluation System (outlined in Part
IV) is performed to address the issue of internal equity. To achieve external competitiveness, a market
survey of comparable jurisdictions was conducted. The following presents and explains the labor
market review and salary and benefits survey data.
Selection of Comparable Jurisdictions for Survey Purposes
Selecting jurisdictions for the comparison group is an important element in a classification and
compensation study. When selecting jurisdictions to serve as survey comparables, it is important to use
particular criteria to evaluate the other jurisdictions to assure that those chosen as comparables will be
the most similar to Seward. The Consultant looked at Home Rule First Class Cities in Alaska with
populations between 1,100 and 9,100 and a group of communities comparable to the City was
established.
The Consultants applied a specific set of comparison criteria (e.g., primary government expenses, sales
taxes, property taxes, total taxable property value, median household income and population) was
applied to each community. (See Appendix B.) Based on the results of this analysis, 14 communities
with a total comparability score of 50 or greater were deemed to be most comparable to the City. In
addition, the City asked that the Kenai Peninsula Borough be added to the list as it has been previously
used as comparable community for compensation purposes, for a total of 15 communities. The full list
of comparable communities is as follows:
Cordova North Pole
Dillingham Palmer
Homer Sitka
Kenai Soldotna
Kenai Peninsula Borough Unalaska
Ketchikan Valdez
Kodiak Wrangell
Nome
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Selection of Benchmark Classifications for Survey Purposes
When developing the salary survey, it is important to select positions that are likely to have data
available from the surveyed municipalities. These positions are generally referred to as benchmark
classifications. Based on the size of the study and number of positions in Seward, the Consultants
recommended limiting the benchmark positions in the survey to approximately 30 classifications. This
is because as the number of positions surveyed increases there tends to be a decline the number of
organizations responding to the survey. This decline in response rates is thought to be due to the
amount of work comparable organizations need to devote to completing a lengthier survey.
Classifications recommended as benchmarks are those that:
1. Are representative of each occupational grouping; i.e., Public Works, Police and Finance;
2. Include multiple numbers of City employees, when possible;
3. Be described in a concise manner that accurately identifies the nature of and difficulty of work;
4. Are known to commonly exist in other municipalities.
After discussion with the Project Team, 42 classifications were selected as benchmark positions for the
survey. They are listed below:
Accounting Supervisor Harborworker
Accounting Technician Information Technology Manager
Accounting Technician - Utility Billing Journeyman/Lineman
Administrative Assistant Library Director
Assistant City Manager Lieutenant
Building Inspector Maintenance Mechanic/Operator
Campground Attendant Operations Supervisor
Chief of Police Parks and Campground Operations Supervisor
City Clerk Parks Maintenance-Seasonal
City Manager Patrol Officer
Computer Technician Personnel Officer
Corporal Planner
Deputy City Clerk Planning Technician
Director of Parks and Recreation Program Assistant- Parks/Recreation
Dispatch Supervisor Program Coordinator- Library
Dispatcher Public Works Director
Electric Utility Manager Sergeant
Executive Liaison Shop Foreman
Finance Director Sports and Recreation Coordinator
Fire Chief Technician - Library
Harbormaster Water/Wastewater Operator
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The Salary Survey
After working with the City to select the municipalities for the source of survey data and identifying the
benchmark positions, the Consultants then prepared and distributed a salary and benefits survey to the
eighteen comparable communities listed above. Nine of the communities responded to the survey.
Table 2 is a summary of the benchmark salary survey data. The detailed salary survey data for each
position is contained in Appendix C.
It is important to make a few of observations regarding Table 2 and Appendix C.
1. The salary data is information that was available as of July - September 2019. The new
recommended salary ranges for the City were developed using this salary data from the
comparable communities.
2. Some of the comparable municipalities provided salary range minimums and maximums for
comparison purposes, while others (those that don't utilize salary ranges as part of their pay
plans) provided actual salaries for surveyed positions. The salary range minimums and
maximums were analyzed to determine the 50t", 60tn, 65tn, 75tn and 80t" percentiles to identify
wage ranges for "average" and "above average" payers. Any actual salaries provided by the
comparable municipalities were not analyzed simply because there was abundant salary range
information. Salary ranges are a better gauge of market salaries than an actual salary and are
thus preferred to conduct analysis.
3. Salary ranges associated with positions that have been reclassified may not be consistent with
other salary ranges in a particular Grade.
4. Data contained within Appendix C has been thoroughly reviewed. If the Consultants
determined the data was not relevant, it was removed. Thus, if a specific position within the
salary survey has two worksheets associated with it in Appendix C, then data were removed.
The second data sheet will have the word "Edited" after the title of the position surveyed. If a
specific data point was removed, it is highlighted on the first and second worksheets and then
removed on the second worksheet associated with the position.
Appraisal and Use of Salary Survey Data
While comparing Seward's current salaries to those paid by other employers in the survey group, it must
be noted that variations in compensation may be due to several factors, including:
City of Seward,AK GovHR USA, LLC 13
1. Organizational size and economic conditions that can have an impact on classifications. In
smaller organizations, employees are often asked to "wear many hats" and therefore take on
more duties and responsibilities than would normally be required of a certain position. In
addition, the economic downturn forced organizations to "do more with less", compelling staff
to take on more duties and responsibilities than they have in the past. Therefore, it becomes
increasingly harder to compare "like" classifications within organizations. To try to avoid
inaccurate comparisons, a short job description of the classifications was included in the survey
in order to ascertain if"like" positions were being compared.
2. Some employers place a different "relative worth" on certain groups of employees. For
example, some employers are forced to place a higher value on certain employees or groups of
employees because of the market, and therefore, pay them more. Overall, the policies and
value judgments of different employers in compensating the same kind of work can vary widely.
There is rarely a single prevailing rate for any particular kind of work, even within the same labor
market.
3. Exact comparisons among different employers of ostensibly similar jobs duties and
responsibilities and related employment factors are sometimes difficult to make.
Nevertheless, comparative salary data widely recognized as a good measure of the appropriate
compensation rates with respect to the prevailing market. This data is also useful as an indication of
generally prevailing opinions concerning the pay relationships that should exist among different classes
of work. Of equal importance, however, are the internal relationships arrived at by comparing the
relative levels of difficulty, responsibility, experience, education and training for the various classes, as
was accomplished in the job evaluation portion of this Study.
The Benefits Survey and Findings
The benefits portion of the survey collected data related to the following benefits:
Holidays, Personal Days and Sick Leave
Vacation Leave
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Holiday and Personal Days—Seward is slightly above the average for both Holidays at 11.5 versus 11.15
and slightly below the average of Personal Days at 0 versus 0.4.
Sick Leave — most of the comparable communities do not offer Sick Leave or accumulation of leave,
which is the case in Seward.
Vacation Leave — Seward is below the average at all of the milestones, with the exception of less than
one year, where it is the same as the average at 20 days. Also, most of the communities allow a vacation
leave carryover and Seward does not offer a carryover.
The detailed benefits data can be found in Appendix D of this report.
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VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS
Development of the Compensation Plan
A basic element in any human resources management program is adequate and equitable employee
compensation. A compensation plan of this nature is essential if qualified employees are to be recruited
and retained. To achieve these ends, there must also be a reasonable, uniform, and widely accepted
model of the factors of job content upon which the compensation system rests. Application of the
model and definition of job content were the purpose of the job evaluation aspects of this Study.
The plan presented in this report is designed to accomplish the Study goals by: (1) providing for equal
compensation for work of equivalent job content and responsibility; (2) facilitating adjustments to
compensation levels based on changing economic and employment conditions that impacted these
interrelationships; and (3) establishing compensation rates that compare favorably with those of other
equivalent jurisdictions within the appropriate labor market. In preparing this plan, the Study only
looked at base compensation. The compensation associated with longevity or other fringe benefits was
not analyzed or factored into the compensation plan.
Pay Plan Options for the City's Consideration
One of the purposes of this Study was to provide an updated pay plan that both relates to the external
market and is internally equitable. The consulting team held several discussions with the Project Team
to examine the many facets of salary administration, at both the technical and philosophical level.
During these discussions, the concepts — and potential advantages and disadvantages — of defined
increment and open range pay plans were reviewed.
Pay Plan Design: Defined Increment, Open-Range, and Blended Pay Plans
Defined increment merit plans are pay plans that have salary ranges with a minimum and a maximum
with defined percentage increments (e.g., 3%) in between. If an employee has a satisfactory
performance evaluation, he/she systematically advances through the pay range. This performance
evaluation, and resulting salary increment increase, occurs annually.
Open-range merit plans also have salary ranges with minimums and maximums, but without defined
percentage increments in between. Employees are advanced through the pay range based on annual
City of Seward,AK GovHR USA, LLC 16
satisfactory performance evaluation, with the "percentage" of their increase determined by the City
Administrator.
In considering either the defined increment or open range merit plans, it is important to understand
that employees at various levels of responsibility may react differently toward, and be motivated
differently by, the salary plan they work under. Management personnel may have a higher acceptance
of open-range, goal-oriented merit salary plans, and thus tend to be more comfortable with and
motivated by this method of compensation. Mid to lower level positions may want the assurance of a
defined salary increase based on satisfactory performance. Possible advantages and disadvantages of
each plan are summarized below:
A. Defined Increment Plan
Advantages
Cam: A defined increment merit plan has the advantage of creating financial predictability because it
is easier for management to predict and plan for salary increases on an annual basis.
Employees: Employees like a defined increment merit plan because it offers security and
predictability for advancement through the range. Another plus of this plan is that it offers a high
degree of internal equity and fairness—the expectation that fellow workers in this plan are all being
treated the same.
Disadvantages
City: The City may feel that increment plans simply reward pay increases on a routine basis.
However, by tying the increase to a satisfactory performance evaluation, the City can be assured
that only acceptably performing employees will receive a salary increase.
Employees: Employees may feel unmotivated to perform at an above average or at a superior level,
knowing their salary increase amount is pre-determined. One way to remove this negative is to
allow an employee with a superior performance evaluation to get a two (2) increment increase.
This, however, would be the exception and not the rule to this system. Most employees would be
considered "average" performers and receive a one (1) increment increase.
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B. Open Range Merit Plan
Advantages
Cam: The open range plan tends to motivate employees to perform at a higher level, thereby
achieving greater production/benefit for the City. This plan also enables the City Administrator to
reward high-performing employees with a salary increase greater than a defined increment.
Employees: Employees who are high performers like working under this plan as they can "earn" a
higher percentage salary increase.
Disadvantages
City: Anticipating the cost of merit increases has less financial predictability, as it is not always
possible to know how many employees will be high performers in any given year. However,the City
can fund a "merit increase pool" for all open-range employees to receive an average percentage
(i.e., a 2-3% increase), knowing that some employees will receive less of an increase, no increase at
all, or an above average increase depending upon performance.
Employees: Open-range merit plans can create a perceived inequity regarding how individuals are
granted salary increases. It is incumbent upon management to use an equitable performance
evaluation system when implementing this salary plan. It is also incumbent on management to
ensure that the performance evaluation system is applied fairly and that supervisors receive
appropriate training on conducting the evaluation and using the evaluation tool properly.
C. Blended Merit Plan
There are positives and negatives for both defined increment merit plans and open-range merit
plans. However, it is also possible to design a pragmatic salary system that uses elements of both
defined increment and open-range plans. It is becoming increasingly common for organizations to
have a blended pay plan for various levels of positions that reflects the particular circumstances and
culture of the organization. A plan of this type is customizable to the needs of the organization. It is
also a preferable plan for organizations that are transitioning from defined increment to open range
merit plans. The following is one example of a blended plan:
Exempt:All exempt employees are in an open-range merit plan.
Non-exempt: Non-exempt employees are in defined-increment/open-range blended merit plan. In
this plan, salary ranges begin at the minimum with, for example, three defined increments and then
City of Seward,AK GovHR USA, LLC 18
transition into an open range. The initial increment of the assigned range is intended as the normal
hiring/promoting rate. Increments 2 and 3 would be awarded upon successful completion of the
employee's initial evaluation period and/or after another period that is set by the City (e.g.,
Increment 2 after the initial evaluation and Increment 3 after an additional year of employment.)
After that, Increment 3 employees may advance through the open range as a result of a successful
performance appraisal.
Recommendation: Open-Range Merit Plan
Based on the discussions with the City, GovHR is recommending an open-range merit plan. Open-range
merit plans have salary ranges with minimums and maximums, but without defined percentage
increments in between. Employees are advanced through the compensation range based on annual
satisfactory performance evaluation, with the "percentage" of their increase determined by their
supervisor and City Administration.
The open range plan also allows maximum flexibility for the City relative to recruitment and funding as
employees can be hired within the range and the increases provided annually for meritorious
performance can fluctuate based on available funding. Given Seward's goal to recruit, reward and
retain motivated, high-performing employees, the open-range merit plan has been selected for
recommendation.
While GovHR's recommendation is an Open-Range Merit Plan, it understands that the ultimate decision
for plan design rests with the City. For Department Heads, the Open-Range Merit Plan is recommended
regardless of the appointing authority. The best practice, for Department Head level positions, it to
receive pay increases, other than across-the-board general pay increases, based on merit rather than
time in service. GovHR understands that the final design of the pay plan is subject to negotiation with
collective bargaining units.
Pay Philosophy
An important component in the process of developing a pay plan is understanding and applying the pay
philosophy that has been adopted by the City. In Seward, the City subscribes to a pay philosophy of
compensating employees at a rate at the 501" percentile.
City of Seward,AK GovHR USA, LLC 19
Proposed Compensation Plan and Structure
The next step in this process is to combine the JFA scores included in Tables 1, 2 with the proposed
salary ranges in Table 3. The resulting classification and compensation plans consist of 13 pay grades (1
being lowest, 13 being highest), and is broken down into the following three (3) bands. The position of
City Manager is not assigned to a pay grade.
• Grades 1—4—Administrative and Technical Staff
• Grades 5—9—Supervisors and Advanced Technical Staff
• Grades 10—13—Directors and Senior Managers
There is an 10%gradation between grades 1—4 and grades 6 -9, and a 7.5%gradation between grades
10— 13. Grades 1—9 have a 35%spread from minimum to maximum. Grades 10 -13 have a 40%spread
from minimum to maximum.All proposed pay ranges are open ranges.
Note 1: Different pay grades may have different ranges from minimum to maximum pay. It is
appropriate for the lower grades in a pay plan to have a smaller spread from minimum to
maximum as it is likely that new employees would start at the minimum pay of the range.
Conversely, it is more likely that more experienced employees or Department Head level
employees may be hired at a rate above the minimum pay of a range, thus it is necessary to have
a greater spread from minimum to maximum pay.
Note 2: Gradation refers to the relationship between the minimum pay of one grade to the
minimum pay of the next grade. In this case, the starting pay for Grade 2 is 8% higher than Grade
1 and so on. The gradation will vary depending upon the relationship between the salary survey
data for the grade,the number of grades in the pay band and the established pay range.
Table 2 combines all of the information (classification and compensation data) at the 50" percentile.
These are comprehensive tables that combine the following information:
Position Title, Current Grade, New Grade, Job Factor Analysis Total, Skill Level, Salary Survey
Data at the 501" Percentile, Seward Salary Range, and Recommended FY2020 Salary Range.
City of Seward,AK GovHR USA, LLC 20
Implementation and Administration of the Compensation Plan for Current Employees
Implementation of the Compensation Plan, as it affects individual employees, should be under the
following pattern of adjustments:
1. Employees whose present compensation is below the minimum compensation of the range for
their classification should be raised to the minimum of the range.
2. The compensation of employees whose present compensation is within the range for their class
should be slotted into the new compensation plan at the current rate.
3. The compensation of the employee whose present compensation is above the maximum pay of
the range should be held at his or her present rate, without a reduction in compensation, until
such time that further market analysis indicates commensurate alignment with the marketplace.
However,the City can consider lump sum increases for these employees, which does not impact
base pay levels, until the ranges adjust to include the individual employee pay rates.
In other studies, GovHR has been asked for ideas on how to address the situation of long-term
employees whose current compensation falls near the bottom (within 5 - 10%) of the proposed pay
range. If this occurs, it illustrates that the position has been compensated at less than the market rate
for someone with similar tenure. Thus, some communities elect to make additional adjustments for
those employees at implementation. This program is discretionary for the community to adopt and only
occurs one time, at the implementation of the new classification and compensation plan. If the City
wishes to consider such a program, an example is illustrated below:
Service Adjustment
1 -3 Years 0%
Over 3 and up to 8 Years 1%
Over 8 and up to 15 Years 2%
Over 15 Years 3%
Employee Advancement through the Ranges
To implement the new compensation plan, we recommend that the City use the following procedure:
The starting salary of the range (Minimum) is the normal hiring/promoting rate. Exceptions to this
starting point should be limited to hiring situations involving: 1) applicants with exceptional background
City of Seward,AK GovHR USA, LLC 21
and qualifications; 2) a promotion in which the employee's current compensation is higher than the
minimum of the new range; or 3) in the case of a labor market situation where it is impossible to recruit
qualified candidates at the minimum. In these cases, employees may be appointed to their positions
anywhere within the defined range (generally up to the midpoint), depending on their experience and
qualifications, and based on the provisions of the City's Personnel policies. Employees should not be
hired below the minimum of their compensation range.
Salary advancement between the hiring rate and the top of the range (Maximum) is done throughout
the employee's tenure with the organization. Advancement through the range would be done on an
annual basis and be dependent on a satisfactory performance evaluation. Incumbents progressing
through the range should understand that standards of performance would become more exacting or
controlling as compensation levels advance. Typical movement through the range could be in
increments of 1%to 3%, depending on the employee's performance evaluation and goal attainment, as
well as the financial resources of the City.
The City may also wish to provide a merit bonus for exemplary performance after an employee reaches
the maximum pay for the range. If this option is exercised, then an employee would be eligible to
receive a payment after a successful performance appraisal each year. This payment should not be
worked into the base salary. It can be in the form of a lump sum payment that is a set amount
calculated each year and the same for all employees, such as $500 for meeting expectations and $1,000
for exceeding expectations. Another option is to calculate a percentage of the employee's pay and
provide a lump sum payment equivalent to that amount, such as 1%for meeting expectations and 2%
for exceeding expectations.
It is recommended that the City set aside a "merit pool" every year, to fund increases for employees in
this plan. This money would then serve as the "pool"for merit payments, knowing that some employees
will be high performers, getting a higher percentage, and some employees will be lower performers,
getting a lower percentage.
Again, it should also be noted that the implementation and use of a formal performance evaluation
process for all staff members is a key component to the success of this merit system. Equally, if not
City of Seward,AK GovHR USA, LLC 22
more important, is to have supervisors be adequately trained to perform the formal performance
evaluation process.
Future Administration of the Compensation Plan
To maintain competitive salary levels and salary ranges, there should be an annual review of the City's
salary ranges. The fifteen communities used in the survey group for this Study have been determined to
be comparable jurisdictions to the City. Therefore, Seward can continue to use these jurisdictions as a
comparable salary survey group for annual salary comparison purposes, until it is determined that they
are no longer valid comparables. As mentioned earlier, the salary levels for these comparables are
current as of June — July 2017. It is GovHR USA's recommendation that an annual "survey" of these
jurisdictions be conducted to determine the percentage increase each organization in the comparable
group is granting either as an annual "across-the-board increase" to their employees or as a general
adjustment to their pay ranges. The City may wish to provide an "across-the-board increase" to all
employees based on the information received from the comparable communities. If this is the case,
then the increases would be granted separately from any merit increase that would be awarded as a
result of a successful performance appraisal.
It is the further recommendation of the Consulting team that the salary ranges for each grade be
increased by the average percentage increase of the comparable group, even if an "across-the-board
increase" is not given to all employees. Employees would continue to "advance" through the
compensation ranges (provided that the employee is not at the maximum of the compensation range)
by virtue of a merit increase granted for satisfactory or above satisfactory performance of their job
duties. Finally, it is recommended that the City review the comparability of the 18 municipalities after
five years.
Future Administration of the Classification Plan
The administration of a classification plan is an ongoing process. It must be recognized that it is not
static and is not intended to affix positions permanently into job classes. Instead, the plan must be
administered continually to adapt it to changing conditions.
Three specific types of changes in the plan itself are possible: abolition of a class, creation of a class, or
adjustment/revision of a class. When all positions in a class are abolished or when positions are
City of Seward,AK GovHR USA, LLC 23
significantly changed work duties and responsibilities to the extent that the class becomes inappropriate
or inaccurate, the class should be abolished. Similarly, new classes should be created when new work
situations arise that are not covered by the established classes. However, caution should be exercised in
this respect, particularly to assure that new classes are justified, are not merely duplicating established
classes, cannot be accommodated through changes in existing classes, and reflect substantially
permanent rather than temporary situations. The adjustment or revision of a class should be done
when there are substantial changes to the requirements of the position or to the nature and
complexities of the duties being performed. All changes should be thoroughly evaluated for their effect
on employee morale and the integrity of the class relationships established in the classification and
compensation plans.
The City Administration has been provided with the Job Analysis Questionnaire as well as the Job Factor
Scoring Sheet, enabling the City to grade a newly created or revised class. A Manual has also been
provided to the City to assist in administering the Classification System. Further, GovHR provides
scoring assistance free of charge for one year after the delivery of this report.
Appreciation
GovHR USA, LLC has appreciated the opportunity to work with the City of Seward in this most important
Classification and Compensation Study. Special thanks are given to the employees of Seward for all of
the information provided to allow for the analysis and to the Project Team for the significant amount of
work and support dedicated to the project.
City of Seward,AK GovHR USA, LLC 24
SEWARD Table 1
PROPOSED CLASSIFICATION PLAN
Current Position Title Proposed Title Total Skill Level Grade
Directors and Senior Managers
Chief of Police 745 735+ 13
Finance Director 745
Fire Chief 740
Assistant City Manager 735
Harbormaster 715 695 to 730 12
Utility Manager 710
Director of Public Works 705
Director of Community Development 695
Deputy Fire Chief 690
Operations Supervisor 685 655 to 690 11
Patrol Lieutenant 685
Parks & Recreation Director 680
Planner 660
Deputy Harbormaster 675
Public Works Superintendent 675
Information Technology Manager 675
City Clerk 655
Patrol Sergeant 650 615 to 650 10
Deputy Finance Director 645
Librarian Museum Director 635
Personnel Officer Human Resources Director 635
Supervisors and Advanced Technical
Electric Foreman 595 575 to 610 9
Street Foreman 560 535 to 570 8
Corrections Sergeant 555
Harbor Worker III 555
Parks and Camps Operations Supervisor 555
Water/Wastewater Foreman 555
Accounting Supervisor 545
Dispatch Supervisor 540
MIS Aide 540
Senior Computer Technician 540
Patrol Corporal Patrol Officer 515 495 to 530 7
Building Inspector 505
Journeyman Lineman 500
Patrol Officer 495
City of Seward,AK GovHR USA, LLC 25
SEWARD Table 1
PROPOSED CLASSIFICATION PLAN
Current Position Title Proposed Title Total Skill Level Grade
Shop Foreman 495
Animal Control Officer 485 455 to 490 6
Harbor Worker II 485
Curator 485
Dispatcher 475
Plant Mechanic Operator 475
Senior Administrative Assistant-Harbor Officer Manager 475
Accounting Technician III 460
Accounting Technician II (Utility) 460
Maintenance Mechanic Operator 460
Water/Wastewater Operator 460
Executive Liaison-City Manager 455
Campground Coordinator 450 415 to 450 5
TYC Coordinator 450
Corrections Officer 445
Parking Operations Supervisor 440
Deputy City Clerk 435
Sports& Recreation Coordinator 435
TRR Coordinator 435
Field Engineer 420
Program Coordinator 420
Parks Maintenance Technician 415
Administrative and Technical
Technician 400 375 to 410 4
Executive Assistant-Fire 395
Planning Technician 390
Executive Assistant-Parks 390
Parking Technician (add-on?) 390
Administrative Assistant-Police Executive Assistant-Police 390
Accounting Technician II (A/P) 380
Executive Assistant-Electric 380
Custodian - Municipal Buildings 345 335 to 370 3
DMV Clerk 345
Recreation Assistant 345
Administrative Assistant-Harbor 335
Accounting Technician I (Payroll) 335
Part-time Animal Control Assistant 335
Administrative Assistant-Clerk Office Assistant 325 295 to 330 2
Parks Maintenance Workers-Seasonal 1 315
City of Seward,AK GovHR USA, LLC 26
SEWARD Table 1
PROPOSED CLASSIFICATION PLAN
Current Position Title Proposed Title Total Skill Level Grade
Part-time Aides 280 To 290 1
Campground Attendants-Seasonal 275
Gardener 270
Parking Lot Attendant 250
Program Aides-Seasonal (Summer Camp) 245
City of Seward,AK GovHR USA, LLC 27
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SEWARD Table 3
PROPOSED PAY RANGES
50th Percentile
Administrative and Technical
10% between Ranges
35% Range Spread
1 $32,500.00 $43,875.00
2 $35,750.00 $48,262.50
3 $39,325.00 $53,088.75
4 $43,257.50 $58,397.63
Supervisors and Advanced Technical
10% between Ranges
35% Range Spread
5 $45,000.00 $60,750.00
6 $49,500.00 $66,825.00
7 $54,450.00 $73,507.50
8 $59,895.00 $80,858.25
9 $65,884.50 $88,944.08
Directors and Senior Managers
7.5%between Ranges
40% Range Spread
10 $68,500.00 $95,900.00
11 $73,637.50 $103,092.50
12 $79,160.31 $110,824.44
13 $85,097.34 $119,136.27
City of Seward,AK GovHR USA, LLC 31
APPENDIX A
City of Seward,AK GovHR USA, LLC 32
EMPLOYEE JOB ANALYSIS QUESTIONNAIRE (JAQ)
CITY OF SEWARD
NAME: DATE:
YEARS OF EXPERIENCE WITH EMPLOYER: JOB TITLE:
YEARS OF EXPERIENCE ON THIS JOB: YOUR JOB IS: FULL TIME ❑ PART TIME ❑
YOUR YEARS OF EXPERIENCE IN THIS FIELD: YOUR EDUCATION:
❑High Sch. ❑Assoc. Deg. ❑Bach. Deg. ❑Mas. Deg.
NAME OF IMMEDIATE SUPERVISOR: HIS/HER TITLE:
INSTRUCTIONS
The purpose of this questionnaire is to obtain additional information about your job that may not be included in your
current job description. Please answer each question thoughtfully and frankly. After you have finished your portion of
the questionnaire,give it to your immediate supervisor, who will complete his/her section.
General Summary: In three or four sentences, please summarize the major purpose or primary function of your job.
Please indicate if you have reviewed your current job description.
If you have any changes to your current job description, please mark them on the JD and attach it to this JAQ,or
indicate changes here:
If you do not have a job description available to review, please list your job duties. Try to place your duties in order of
importance and group "like"tasks together(e.g., "clerical duties including word processing, opening mail,filing, etc."
or"front desk responsibilities including greeting visitors, answering telephones and routing calls, etc.").Job duties:
1.
2.
3.
4.
5.
6.
7.
8.
City of Seward,AK GovHR USA, LLC 33
9.
10.
11.
12.
13.
14.
15.
Feel free to add more numbers/duties if necessary.
FACTOR 1. Education&Training: In your opinion, what kind of education and training is necessary to perform your
job?
❑ LEVEL 1: Level of knowledge that is below what is normally attained through high school graduation.
❑ LEVEL 2: High school diploma (GED) or equivalent.
❑ LEVEL 3: High school, plus elementary technical training, acquired on the job or through one year or less of
technical or business school.
❑ LEVEL 4: Extensive technical or specialized training such as would be acquired by an Associate's Degree or two
years of technical or business school.
❑ LEVEL 5: Completion of four-year college degree program.
❑ LEVEL 6: Additional professional level of education beyond a four-year college program, such as a CPA or
Professional Engineer(P.E.)training.
❑ LEVEL 7: Completion of graduate coursework equal to a Master's Degree or higher.
What specific degree/coursework is NECESSARY?
What specific degree/coursework is PREFERRED?
If a specific certificate or license is mandated by an outside agency to perform your duties, name the certificate or
license:
What special skills, knowledge, and abilities are required to perform your job? Please list:
FACTOR 2.Years of Experience: How much previous work experience do you feel is necessary to perform your job?
LEVEL 1: LEVEL 2: LEVEL 3: LEVEL 4: LEVEL 5:
❑ Less Than 1 Year ❑ 1 to 3 Years ❑4 to 6 Years ❑ 7 to 10 Years ❑ More than 10 Years
What is the minimum number of years required?
What specific experience is necessary?
City of Seward,AK GovHR USA, LLC 34
FACTOR 3. Independent Judgment and Decision Making
Part 1: How much discretion do you have in making decisions with or without the input or direction of your
supervisor?
❑ LITTLE: Little discretion or independent judgment exercised.
❑ SOME: Some discretion or judgment exercised, but supervisor is normally available.
❑ OFTEN: Job often requires making decisions in absence of specific policies and/or guidance from supervisors,
but some direct guidance is received from supervisors.
❑ HIGH: High level of discretion with decisions restricted only by Departmental policies and little direct
guidance from supervisors.
❑ VERY HIGH: Very high level of discretion with decisions only restricted by the broadest policies of the Organization.
Part 2: If you make an erroneous decision,what impact would this decision have on your work unit,department,and/or
the Organization?
❑ MINOR: Some inconvenience and delays but minor costs in terms of time, money, or public/employee good
will.
❑ MODERATE: Moderate costs in time,money,or public/employee good will would be incurred. Delays in important
projects/schedules likely.
❑ SERIOUS: Important goals would not be achieved and the financial,employee,or public relations posture of the
Organization would be seriously affected.
❑ CRITICAL: Critical goals and objectives of the Organization would be adversely and very seriously affected. Error
could likely result in critical financial loss, property damage, or bodily harm/loss of life.
FACTOR 4. Responsibility for Policy Development: Does your job require you to participate in the development of
policies for your unit/division/department/the Organization?
❑ LEVEL 1: Position involves only the execution of policies or use of existing procedures.
❑ LEVEL 2: May provide some input to supervisor when policies and procedures are updated.
❑ LEVEL 3: Position involves some development of policies/procedures for the Department and/or the
interpretation or explanation of departmental policies for others in the organization or residents.
❑ LEVEL 4: Position involves significant or primary responsibility for the development of policies and procedures
for a division or organizational component of a department, as well as the interpretation, execution
and recommendation of changes to department policies.
❑ LEVEL 5: Position involves significant or primary responsibility for the development of policies and procedures
for an entire department, plus occasional participation in the development of policies which affect
other departments in the organization.
❑ LEVEL 6: Position involves the primary responsibility for the development of departmental policies and
procedures and regular participation in the development of policies that affect other departments and
occasionally involves participation in the development of organization-wide policies.
Give some examples of the types of policies you've written or been a part of creating:
FACTOR 5. Planning: How much latitude do you have to set your own daily work schedule and priorities for a given
workday?
City of Seward,AK GovHR USA, LLC 35
❑ LEVEL 1: Position requires that my daily work load and activities are assigned to me by my supervisor.
❑ LEVEL 2: Position requires that I plan my own daily work load and work independently according to established
procedures or standards.
❑ LEVEL 3: Position requires that I plan my own daily work load and those of others in the department (first-level
supervision).
❑ LEVEL 4: Position requires an above average ability to analyze data and develop departmental plans, including
plans where a number of difficult, technical and/or administrative problems must be addressed
(Manager/Division level planning).
❑ LEVEL 5: Position requires a high level of analytical ability to develop plans for a department or complex
situation, including plans that involve integrating/involving/impacting other departments(Department
Head level planning).
FACTOR 6.Contacts with Others: In the course of performing your job,what contacts with people in your department,
other departments within the organization, and/or people from outside the organization are you required to make?
❑ LEVEL 1: Position involves interaction with fellow workers on routine matters with relatively little public contact.
❑ LEVEL 2: Position involves frequent internal and external contact, but generally on routine matters such as
furnishing or obtaining information.
❑ LEVEL 3: Position involves frequent internal contact and regular contact with outsiders generally on routine
matters, including contacts with irate outsiders which require some public relations skill for taking
complaints for others to follow up upon.
❑ LEVEL 4: Position involves frequent internal and external contacts which require public relations skills in handling
complaints. Contacts involve non-routine problems and require in-depth discussion and/or persuasion
in order to resolve the problem. Handles more difficult contacts that are referred by front line
employees.
❑ LEVEL 5: Position involves frequent internal and external contacts which require skill in dealing with, and
influencing others,and initiating changes in policy/procedures to address the issue so as to avoid having
to deal with the issue again in the future.
❑ LEVEL 6: Position involves frequent internal and external contacts in which I act as the spokesperson for the
department and am authorized to make commitments of significant resources on behalf of the
department.
❑ LEVEL 7: Position involves frequent internal and external contacts where I represent the entire organization and
am authorized to make commitments in matters of broad or critical interest to the entire organization.
With which internal individuals or groups do you have the most contact?
With which external individuals or groups do you have the most contact?
FACTOR 7.Supervision Given:
Do you supervise or assign work to other employees? ❑Yes ❑ No
If yes:
❑ LEVEL 1: Position is regularly responsible for assigning work to an employee or employees, without acting in a
supervisory role. To whom does this position assign work?
City of Seward,AK GovHR USA, LLC 36
❑ LEVEL 2: Position is responsible for the supervision of one full time or several part time employees.
❑ LEVEL 3: Position is responsible for the supervision of two to five full time (or full time equivalent) employees.
❑ LEVEL 4: Position is responsible for the supervision of six to 15 full time (or full time equivalent) employees.
❑ LEVEL 5: Position is responsible for direct and/or indirect supervision of 16 to 29 full time(or full time equivalent)
employees.
❑ LEVEL 6: Position is responsible for direct and/or indirect supervision of 30 to 50 full time(or full time equivalent)
employees.
❑ LEVEL 7: Position is responsible for direct and/or indirect supervision of more than 51 full time (or full time
equivalent) employees.
Actual number of full-time (or full-time equivalent) employees supervised:
FACTOR 8. Physical Demands: Please describe any physical demands required to perform your job.
Demand No Yes How often?(Rarely,Occasionally or Daily)
Lifting to 20 pounds ❑ ❑
Lifting 20-50 pounds ❑ ❑
Lifting 50+pounds ❑ ❑
Climbing ❑ ❑
Walking ❑ ❑
Kneeling ❑ ❑
Crouching ❑ ❑
Crawling ❑ ❑
Bending ❑ ❑
Sitting ❑ ❑
Prolonged Standing ❑ ❑
Prolonged Visual Concentration ❑ ❑
Unpleasant or Hazardous Conditions: Please describe any unpleasant or hazardous conditions you are exposed to in
performing your job and how often you are exposed to those conditions. Include only those conditions which are
directly related to your work rather than specific work area conditions.
Condition No Yes How Often?(Rarely,Occasionally or Daily)
Lighting-dimness or brightness ❑ ❑
Dust ❑ ❑
Heat ❑ ❑
Cold ❑ ❑
Odors ❑ ❑
Noise ❑ ❑
Vibration ❑ ❑
Wetness/Humidity ❑ ❑
Toxic Agents ❑ ❑
Electrical Currents ❑ ❑
Heavy Machinery ❑ ❑
Violence ❑ ❑
Disease ❑ ❑
Smoke ❑ ❑
Other ❑ ❑
City of Seward,AK GovHR USA, LLC 37
FACTOR 9. Use of Technology/Specialized Equipment: Please check the level of technology or specialized equipment
use needed for you to perform your job.
❑ LEVEL 1: Position has no responsibility for, or use of,technology.
❑ LEVEL 2: Position has some basic use of computers for data entry and some use of the telephone, copier, etc.
❑ LEVEL 3: Position has daily use of computers for data entry and use of the telephone,fax machine, copier, etc.
❑ LEVEL 4: Position has daily use of computers,the Internet, Smartphones, etc.to create databases, spreadsheets,
or reports. Position designs and creates customized reports, presentations, and/or documents using
advanced software skills.
❑ LEVEL 5A: Position provides routine consultation and technology support for everyday computer programming
and/or software requests/questions to others in the organization; is an applications super user; or uses
specialized software such as GIS, SCADA or telecommunications software.
❑ LEVEL 513: Position uses, troubleshoots, and/or repairs various pieces of specialized equipment such as HVAC,
lighting, gas flares, blowers, engines, heavy equipment, diagnostic equipment, large vehicles (vacuum
trucks, street sweepers,fire apparatus) and/or medical or public safety equipment.
❑ LEVEL 6: Position is responsible for advanced computer programming, system security, maintenance, training,
and purchasing of items such as computers, printers, scanners, etc., for the computer system for the
organization (IT personnel).
❑ LEVEL 7: Position is responsible for the overall direction and supervision of the staff that are responsible for the
computer and technology needs of the organization, including responsibility for developing technology
policies for the organization (IT personnel).
Comments/Additional Information: Feel free to add additional information below. If using a printed copy of this form,
use the back of the form to add your comments.
Type your name and the date below,then save this form as a Word document with the file name of
"JobTitle.LastName.FirstName" and email it to your supervisor. If using a printed copy of this form, sign and date it
and then deliver to your supervisor.
EMPLOYEE'S SIGNATURE OR TYPED NAME DATE
THIS SECTION TO BE COMPLETED BY IMMEDIATE SUPERVISOR AND/OR DEPARTMENT HEAD
Please provide your comments below. If using a printed copy of the form and additional space is needed, please use
the back of this form or attach an additional sheet. Please do not mark in employee's portion of the questionnaire.
1. Do you agree with the employee's answers to all of the above questions? If not, please explain.
2. List any job duties or assignments which the employee performs which are in addition to those listed on the job
description or this form.
3. How long has this employee worked for you?
City of Seward,AK GovHR USA, LLC 38
4.Additional comments from the employee's immediate supervisor:
Type your name and the date below,then email this form to your Department Head (if applicable) or to the Personnel
Officer. If using a printed copy of this form, sign and date it before forwarding.
SUPERVISOR'S SIGNATURE OR TYPED NAME DATE
If Supervisor isn't Department Head, Department Head should review this form as well.
❑I have read the above and substantially concur.
❑I have read the above and have the following comments:
Type your name and the date below, and then email this form to the Personnel Officer. If using a printed copy of this
form, sign and date it before forwarding.
DEPARTMENT HEAD SIGNATURE OR TYPED NAME DATE
IMPORTANT DATES:
June 21': Employees complete and submit the JAQs to their Supervisors. Please save file as follows:
JobTitle.LastName.FirstName
June 28th: Supervisors and Department Heads review and then submit the JAQs to Human Resources
July 8th: Human Resources reviews and then submits the JAQs to GovHR USA
Week of July 22"d: GovHR USA conducts on-site interviews with employees
City of Seward,AK GovHR USA, LLC 39
APPENDIX B
City of Seward,AK GovHR USA, LLC 40
CITY OF SEWARD, ALASKA
Criteria Used to Determine Survey Comparables
1. Primary Government Expenses - Maximum 25 points
$54.6
Factor Minimum Range Maximum Range Points
1.50 $36.4 $54.6 $54.6 $81.9 25
2.00 $27.3 $36.3 $82.0 $109.2 18
2.50 $21.8 $27.2 $109.3 $136.5 12
3.00 $18.2 $21.7 $136.6 $163.8 6
All Others 0
2. Sales Taxes - Maximum 15 Points
$5.2
Factor Minimum Range Maximum Range Points
1.50 $3.5 $5.2 $5.2 $7.8 15
2.00 $2.6 $3.4 $7.9 $10.4 11
2.50 $2.1 $2.5 $10.5 $13.0 7
3.00 $1.7 $2.0 $13.1 $15.6 3
All Others 0
3. Property Taxes - Maximum 10 Points
$1.2
Factor Minimum Range Maximum Range Points
1.50 $0.8 $1.2 $1.2 $1.8 10
2.00 $0.6 $0.7 $1.9 $2.4 8
2.50 $0.5 $0.5 $2.5 $3.0 6
3.00 $0.4 $0.4 $3.1 $3.6 2
All Others 0
4. Total Taxable Property Value- Maximum 20 Points
$367.9 Million
Factor Minimum Range Maximum Range Points
1.50 $245.3 $367.9 $367.9 $551.9 20
2.00 $184.0 $245.2 $552.0 $735.8 15
2.50 $147.2 $183.9 $735.9 $919.8 10
3.00 $122.6 $147.1 $919.9 $1,103.7 5
All Others 0
5. Median Household Income - Maximum 15 Points
$70,000
Factor Minimum Range Maximum Range Points
1.50 $46,667 $70,000 $70,000 $105,000 15
2.00 $35,000 $46,666 $105,001 $140,000 11
2.50 $28,000 $34,999 $140,001 $175,000 7
3.00 $23,333 $27,999 $175,001 $210,000 3
All Others 0
Prepared by GovHR USA
City of Seward,AK GovHR USA, LLC 41
CITY OF SEWARD, ALASKA
Criteria Used to Determine Survey Comparables
6. Population - Maximum 15 Points
2,768
Factor Minimum Range Maximum Range Points
1.50 1,845 2,768 2,768 4,152 15
2.00 1,384 1,844 4,153 5,536 11
2.50 1,107 1,383 5,537 6,920 7
3.00 923 1,106 6,921 8,304 3
All Others 0
Data Sources:
Alaska Division of Community and Regional Affairs(DCRA) Financial Documents Delivery System(2017
Audit, or if not available the 2016 Audit):
https://www.commerce.alaska.gov/dcra/dcrarepoext/Pages/FinancialDocumentsLibrary.aspx
Alaska DCRA Community Database Online: https:Hdcra-cdo-dcced.opendata.arcgis.com/
Alaska Office of the State Assessor's Alaska Taxable:
http://dcced.maps.arcgis.com/apps/MapJournal/index.html?appid=bb631449256346db8l bc026339fOe6Oc
Note:
Each of the six criterion contain ranges to assess comparability with the City's data. For example, each of the
four factor ranges for City's population is developed using a factor of.5 percent(+/-). To determine the
population range that will receive a score of 15 (most similar to the City), the City's population is multiplied by
1.5(maximum range)and divided by 1.5 (minimum range). The City's population is then multiplied and divided
by 2.0, 2.5 and 3.0 to determine ranges of decreasing similarity(and subsequently decreasing"comparability
points").
Prepared by GovHR USA
City of Seward,AK GovHR USA, LLC 42
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APPENDIX C
City of Seward,AK GovHR USA, LLC 46
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
City Manager
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham $114,130.00
Homer $125,196.00
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $123,500.00
Sitka
Soldotna $137,000.00
Unalaska $172,500.00
Valdez
Wrangell
Seward
Average #DIV/0! #DIV/0! $134,465.20
50th Percentile #NUM! #NUM! $125,196.00
60th Percentile #NUM! #NUM! $129,917.60
65th Percentile #NUM! #NUM! $132,278.40
75th Percentile #NUM! #NUM! $137,000.00
80th Percentile #NUM! #NUM! $144,100.00
Actual Data
Average $107,572.16 $161,358.24
50th Percentile $1001156.80 $150,235.20
60th Percentile $103,934.08 $155,901.12
65th Percentile $105,822.72 $158,734.08
75th Percentile $109,600.00 $164,400.00
80th Percentile $115,280.00 $172,920.00
City of Seward,AK GovHR USA, LLC 47
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Assistant City Manager
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $70,554.00 $117,270.00 Community Development Director
Sitka
Soldotna
Unalaska $93,520.00 $149,633.00
Valdez $100,860.02 $137,372.50
Wrangell
Seward $70,973.00 $102,765.00
Average $88,311.34 $134,758.50 #DIV/0!
50th Percentile $93,520.00 $137,372.50 #NUM!
60th Percentile $94,988.00 $139,824.60 #NUM!
65th Percentile $95,722.01 $141,050.65 #NUM!
75th Percentile $97,190.01 $143,502.75 #NUM!
80th Percentile $97,924.01 $144,728.80 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 48
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
City Clerk
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham $66,889.47 $83,170.67
Homer $63,148.80 $98,072.00
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $90,000.00
Sitka
Soldotna $102,000.00
Unalaska $80,786.00 $129,259.00
Valdez Negotiated with Council
Wrangell
Seward
Average $70,274.76 $103,500.56 $96,000.00
50th Percentile $66,889.47 $98,072.00 $96,000.00
60th Percentile $69,668.78 $104,309.40 $971200.00
65th Percentile $71,058.43 $107,428.10 $97,800.00
75th Percentile $73,837.74 $113,665.50 $99,000.00
80th Percentile $75,227.39 $116,784.20 $99,600.00
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 49
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Deputy City Clerk
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $37,794.00 $55,263.00 40 hrs/wk
Dillingham
Homer $46,696.00 $72,550.40 Deputy City Clerk II
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $30,379.00 $50,145.00 26 hrs/wk
Sitka
Soldotna $63,128.00 $81,660.80 Deputy Clerk
Unalaska $56,967.00 $85,451.00
Valdez Negotiated with Council
Wrangell
Seward $41,221.00 $59,697.00
Average $46,992.80 $69,014.04 #DIV/0!
50th Percentile $46,696.00 $72,550.40 #NUM!
60th Percentile $50,804.40 $76,194.56 #NUM!
65th Percentile $52,858.60 $78,016.64 #NUM!
75th Percentile $56,967.00 $81,660.80 #NUM!
80th Percentile $58,199.20 $82,418.84 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 50
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Administrative Assistant
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham $37,100.13 $46,133.57 Accounting Technician I
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $33,904.00 $55,598.00
Sitka
Works Under
Soldotna $50,523.20 $65,270.40 Finance Director
Unalaska $41,183.00 $61,775.00 Administrative Assistant 11
Valdez $47,879.29 $65,167.45 37.5 hrs/wk
Wrangell
Seward $29,116.00 $42,261.00
Average $39,950.94 $56,034.24 #DIV/0!
50th Percentile $41,183.00 $61,775.00 #NUM!
60th Percentile $43,861.52 $63,131.98 #NUM!
65th Percentile $45,200.77 $63,810.47 #NUM!
75th Percentile $47,879.29 $65,167.45 #NUM!
80th Percentile $48,408.07 $65,188.04 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 51
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Executive Liaison
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham $46,658.77 $58,024.10 Executive Assistant/Human Resources
Homer $45,032.00 $69,888.00 Executive Administrative Assistant
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $47,946.00 $71,919.00 Administrative Coordinator
Valdez $47,879.29 $65,167.45 Executive Assistant 37.5 hrs/wk
Wrangell
Seward $40,201.00 $56,428.00
Average $46,879.01 $66,249.64 #DIV/0!
50th Percentile $47,269.03 $67,527.73 #NUM!
60th Percentile $47,635.19 $68,943.89 #NUM!
65th Percentile $47,818.26 $69,651.97 #NUM!
75th Percentile $47,895.97 $70,395.75 #NUM!
80th Percentile $47,905.97 $70,700.40 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 52
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Information Technology Manager
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Information Services Director 40 hrs/wk
Dillingham
Homer $63,148.80 $98,072.00 40 hrs/wk
Kenai
Kenai Peninsula Borough $85,543.00 $124,128.00 Director of Information Technology 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $75,504.00 $97,614.40 40 hrs/wk
Unalaska $69,910.00 $111,856.00 Information Services Supervisor 40 hrs/wk
Valdez $82,535.41 $111,988.91 Information Technology Director 40 hrs/wk
Wrangell
Seward $60,183.00 $84,331.00
Average $70,321.96 $101,299.93 #DIV/0!
50th Percentile $72,707.00 $104,964.00 #NUM!
60th Percentile $75,504.00 $111,856.00 #NUM!
65th Percentile $77,261.85 $111,889.23 #NUM!
75th Percentile $80,777.56 $111,955.68 #NUM!
80th Percentile $82,535.41 $111,988.91 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 53
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Computer Technician
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $45,032.00 $69,888.00 IT Analyst
Kenai
Kenai Peninsula Borough $51,022.40 $70,137.60 Information Systems Helpdesk Tech. I/II
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $53,580.80 $69,305.60 IT Technician
Unalaska $56,967.00 $85,451.00 Network Administrator
Valdez $58,667.36 $80,244.12 IT Specialist
Wrangell
Seward $58,231.00 $80,296.00
Average $53,916.76 $75,887.05 #DIV/0!
50th Percentile $53,580.80 $70,137.60 #NUM!
60th Percentile $54,935.28 $74,180.21 #NUM!
65th Percentile $55,612.52 $76,201.51 #NUM!
75th Percentile $56,967.00 $80,244.12 #NUM!
80th Percentile $57,307.07 $81,285.50 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 54
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Computer Technician (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $45,032.00 $69,888.00 IT Analyst
Kenai
Kenai Peninsula Borough Information Systems Helpdesk Technician I/II
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $53,580.80 $69,305.60 IT Technician
Unalaska $56,967.00 $85,451.00 Network Administrator
Valdez $58,667.36 $80,244.12 IT Specialist
Wrangell
Seward $58,231.00 $80,296.00
Average $54,495.63 $77,036.94 #DIV/0!
50th Percentile $55,273.90 $75,066.06 #NUM!
60th Percentile $56,289.76 $78,172.90 #NUM!
65th Percentile $56,797.69 $79,726.31 #NUM!
75th Percentile $57,392.09 $81,545.84 #NUM!
80th Percentile $57,647.14 $82,326.87 #NUM!
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward,AK GovHR USA, LLC 55
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Finance Director
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $65,519.79 $95,421.04 40 hrs/wk
Dillingham $75,733.84 $94,157.86 40 hrs/wk
Homer $69,784.00 $108,284.80 40 hrs/wk
Kenai
Kenai Peninsula Borough $91,579.00 $133,018.00 Director of Finance 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $70,554.00 $117,270.00 40 hrs/wk
Sitka
Soldotna $96,324.80 $124,529.60 40 hrs/wk
Unalaska $89,067.00 $142,508.00 Finance Director 40 hrs/wk
Valdez $82,535.41 $111,988.91 Finance Director 40 hrs/wk
Wrangell $79,284.00 $100,152.00 Finance Director 40 hrs/wk
Seward $82,293.00 $119,117.00 40 hrs/wk
Average $80,267.48 $114,644.72 #DIV/0!
50th Percentile $79,284.00 $111,988.91 #NUM!
60th Percentile $81,885.13 $116,213.78 #NUM!
65th Percentile $83,841.73 $118,721.92 #NUM!
75th Percentile $89,067.00 $124,529.60 #NUM!
80th Percentile $90,071.80 $127,924.96 #NUM!
City of Seward,AK GovHR USA, LLC 56
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Accounting Supervisor
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $43,035.20 $58,780.80 Accounting Specialist 40 hrs/wk
Dillingham $66,889.47 $83,170.67 Assistant Finance Director 40 hrs/wk
Homer $56,742.40 $88,088.00
Kenai
Kenai Peninsula Borough $62,504.00 $80,308.80 Treasury/Budget Accountant 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Finance Manager 40 hrs/wk
Sitka
Soldotna
Unalaska $69,513.60 $83,012.80 AR/AP Supervisor 40 hrs/wk
Valdez $62,873.72 $85,815.83 Comptroller 37.5 hrs/wk
Wrangell
Seward $52,773.00 $76,431.00 40 hrs/wk
Average $59,694.91 $81,777.70 #DIV/0!
50th Percentile $62,504.00 $83,170.67 #NUM!
60th Percentile $62,725.83 $84,757.77 #NUM!
65th Percentile $62,836.75 $85,551.31 #NUM!
75th Percentile $64,881.60 $86,951.92 #NUM!
80th Percentile $66,086.32 $87,633.57 #NUM!
City of Seward,AK GovHR USA, LLC 57
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Accounting Technician
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Accounts Receivable Clerk 40 hrs/wk
Dillingham $46,658.77 $58,024.10 Accounting Technician III -Accounts Payable/P 40 hrs/wk
Homer $43,264.00 $67,184.00 Accounting Technician III 40 hrs/wk
Kenai
Kenai Peninsula Borough $66,872.00 $85,924.80 Payroll Accountant 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $40,373.00 $77,147.00 Accounting Tech 1/11 40 hrs/wk
Sitka
Soldotna $55,328.00 $71,552.00 Accounting Clerk 111 40 hrs/wk
Unalaska $57,220.80 $68,328.00 Accounting Assistant 11 40 hrs/wk
Valdez $47,879.29 $65,167.45 Accountant 11 37.5 hrs/wk
Wrangell $48,235.20 $60,777.60 Accounting Generalist 40 hrs/wk
Seward $44,406.00 $61,183.00 40 hrs/wk
Average $49,439.54 $67,504.46 #DIV/0!
50th Percentile $47,879.29 $67,184.00 #NUM!
60th Percentile $48,164.02 $68,099.20 #NUM!
65th Percentile $49,653.76 $68,972.80 #NUM!
75th Percentile $55,328.00 $71,552.00 #NUM!
80th Percentile $56,085.12 $73,790.00 #NUM!
City of Seward,AK GovHR USA, LLC 58
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Accounting Technician - Utility Billing
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Accounts Receivable Clerk 40 hrs/wk
Dillingham $41,574.83 $58,024.10 Accounting Technician - Receivables 40 hrs/wk
Homer $50,086.40 $77,771.20 Accounting Technician IV 40 hrs/wk
Kenai
Kenai Peninsula Borough $51,022.40 $65,561.60 General Accounts Specialist-AP 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $55,328.00 $71,552.00 Account Clerk III 40 hrs/wk
Unalaska $51,875.20 $61,942.40 Accounting Assistant I - Utility Billing 40 hrs/wk
Valdez $47,879.29 $65,167.45 Accountant 11 37.5 hrs/wk
Wrangell $38,584.00 $48,505.60 Utility Accounts Clerk 40 hrs/wk
Seward $40,201.00 $55,428.00 40 hrs/wk
Average $46,934.37 $62,744.94 #DIV/0!
50th Percentile $48,982.85 $63,554.93 #NUM!
60th Percentile $50,273.60 $65,246.28 #NUM!
65th Percentile $50,601.20 $65,384.23 #NUM!
75th Percentile $51,235.60 $67,059.20 #NUM!
80th Percentile $51,534.08 $69,155.84 #NUM!
City of Seward,AK GovHR USA, LLC 59
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Personnel Officer
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Grants/HR Manager 40 hrs/wk
Dillingham $46,658.77 $51,700.69 Exec Assistant/HR(Combined Position) 40 hrs/wk
Homer $64,771.20 $100,526.40 HR Director 40 hrs/wk
Kenai
Kenai Peninsula Borough $85,543.00 $124,128.00 Director of Human Resources 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Human Resources Manager 40 hrs/wk
Sitka
Soldotna $75,504.00 $97,614.40 Human Resources Manager 40 hrs/wk
Unalaska $65,947.00 $98,920.00 Human Resources Manager 40 hrs/wk
Valdez $94,305.42 $128,245.48 HR Director 40 hrs/wk
Wrangell
Seward $44,406.00 $61,183.00 40 hrs/wk
Average $68,058.11 $96,938.89 #DIV/0!
50th Percentile $65,359.10 $98,267.20 #NUM!
60th Percentile $67,858.40 $99,241.28 #NUM!
65th Percentile $71,203.35 $99,803.52 #NUM!
75th Percentile $78,013.75 $106,426.80 #NUM!
80th Percentile $81,527.40 $114,687.36 #NUM!
City of Seward,AK GovHR USA, LLC 60
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Personnel Officer (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Grants/HR Manager 40 hrs/wk
Dillingham $46,658.77 $51,700.69 Exec Assistant/HR(Combined Position) 40 hrs/wk
Homer HR Director 40 hrs/wk
Kenai
Kenai Peninsula Borough Director of Human Resources 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Human Resources Manager 40 hrs/wk
Sitka
Soldotna $75,504.00 $97,614.40 Human Resources Manager 40 hrs/wk
Unalaska $65,947.00 $98,920.00 Human Resources Manager 40 hrs/wk
Valdez HR Director 40 hrs/wk
Wrangell
Seward $44,406.00 $61,183.00 40 hrs/wk
Average $59,969.05 $84,522.25 #DIV/0!
50th Percentile $56,306.00 $93,267.00 #NUM!
60th Percentile $60,162.40 $95,005.96 #NUM!
65th Percentile $62,090.60 $95,875.44 #NUM!
75th Percentile $65,947.00 $97,614.40 #NUM!
80th Percentile $67,858.40 $97,875.52 #NUM!
City of Seward,AK GovHR USA, LLC 61
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Chief of Police
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $65,519.79 $95,421.04 40 hrs/wk
Dillingham $75,733.84 $94,157.86 40 hrs/wk
Homer $69,784.00 $108,284.80 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $70,554.00 $117,270.00 40 hrs/wk
Sitka
Soldotna $96,324.80 $124,529.60 40 hrs/wk
Unalaska $89,067.00 $142,508.00 40 hrs/wk
Valdez $82,535.41 $111,988.91 40 hrs/wk
Wrangell $96,456.00 $121,848.00 40 hrs/wk
Seward $76,431.00 $110,664.00 40 hrs/wk
Average $80,267.32 $114,074.69 #DIV/0!
50th Percentile $79,134.63 $114,629.46 #NUM!
60th Percentile $83,841.73 $118,185.60 #NUM!
65th Percentile $86,127.78 $119,787.90 #NUM!
75th Percentile $90,881.45 $122,518.40 #NUM!
80th Percentile $93,421.68 $123,456.96 #NUM!
City of Seward,AK GovHR USA, LLC 62
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Lieutenant
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $63,148.80 $98,072.00
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Commander
Sitka
Soldotna $83,137.60 $107,577.60 40 hrs/wk
Unalaska $77,076.00 $123,322.00 Deputy Police Chief
Valdez $73,379.26 $97,970.08 37.5 hrs/wk
Wrangell $67,017.60 $84,531.20
Seward $66,619.00 $90,809.00
Average $69,526.32 $99,364.13 #DIV/0!
50th Percentile $70,198.43 $98,021.04 #NUM!
60th Percentile $73,379.26 $98,072.00 #NUM!
65th Percentile $74,303.45 $100,448.40 #NUM!
75th Percentile $76,151.82 $105,201.20 #NUM!
80th Percentile $77,076.00 $107,577.60 #NUM!
City of Seward,AK GovHR USA, LLC 63
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Lieutenant (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $63,148.80 $98,072.00
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Commander
Sitka
Soldotna $83,137.60 $107,577.60 40 hrs/wk
Unalaska Deputy Police Chief
Valdez $73,379.26 $97,970.08 37.5 hrs/wk
Wrangell $67,017.60 $84,531.20
Seward $66,619.00 $90,809.00
Average $68,268.04 $95,371.15 #DIV/0!
50th Percentile $67,017.60 $97,970.08 #NUM!
60th Percentile $69,562.26 $98,010.85 #NUM!
65th Percentile $70,834.60 $98,031.23 #NUM!
75th Percentile $73,379.26 $98,072.00 #NUM!
80th Percentile $75,330.93 $99,973.12 #NUM!
City of Seward,AK GovHR USA, LLC 64
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Sergeant
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham $66,889.47 $83,170.67
Homer $60,008.00 $93,142.40
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $53,102.00 $87,984.00 Sergeant/Detective Sergeant
Sitka
Soldotna $75,566.40 $97,718.40 40 hrs/wk
Unalaska $79,518.40 $113,360.00
Valdez $62,873.72 $85,815.83 37.5 hrs/wk
Wrangell $64,355.20 $81,224.00
Seward $58,231.00 $80,296.00
Average $66,044.74 $91,773.61 #DIV/0!
50th Percentile $64,355.20 $87,984.00 #NUM!
60th Percentile $65,875.76 $91,079.04 #NUM!
65th Percentile $66,636.04 $92,626.56 #NUM!
75th Percentile $71,227.94 $95,430.40 #NUM!
80th Percentile $73,831.01 $96,803.20 #NUM!
City of Seward,AK GovHR USA, LLC 65
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Patrol Corporal
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska
Valdez
Wrangell
Seward $56,808.00 $70,973.00
Average #DIV/0! #DIV/0! #DIV/0!
50th Percentile #NUM! #NUM! #NUM!
60th Percentile #NUM! #NUM! #NUM!
65th Percentile #NUM! #NUM! #NUM!
75th Percentile #NUM! #NUM! #NUM!
80th Percentile #NUM! #NUM! #NUM!
City of Seward,AK GovHR USA, LLC 66
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Patrol Officer
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $62,524.80 $81,681.60 Public Safety Officer 40 hrs/wk
Dillingham $57,414.86 $71,385.18
Homer $56,950.40 $85,529.60 Police Officer I, II and III 3 ranges
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $41,555.00 $82,638.00 Police Officer 1/11
Sitka
Soldotna $64,396.80 $83,345.60 40 hrs/wk
Unalaska $67,412.80 $96,137.60
84 hr/wk-one
Valdez $54,652.91 $80,244.12 on/one off
Wrangell $59,384.00 $74,880.00
Seward $47,783.00 $69,232.00
Average $58,036.45 $81,980.21 #DIV/0!
50th Percentile $58,399.43 $82,159.80 #NUM!
60th Percentile $60,012.16 $82,779.52 #NUM!
65th Percentile $61,111.44 $83,027.18 #NUM!
75th Percentile $62,992.80 $83,891.60 #NUM!
80th Percentile $63,648.00 $84,656.00 #NUM!
City of Seward,AK GovHR USA, LLC 67
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Dispatch Supervisor
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham $52,520.00 $65,292.86 40 hrs/wk
Homer $56,742.40 $88,088.00 Communications Supervisor 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $49,941.00 $82,638.00 Dispatch Supervisor 40 hrs/wk
Sitka
Soldotna
Unalaska $64,459.20 $91,915.20 Communications Sergeant 40 hrs/wk
Valdez $77,376.95 $104,989.60 Public Safety Tech Supervisor 40 hrs/wk
Wrangell
Seward $43,302.00 $59,697.00 40 hrs/wk
Average $60,207.91 $86,584.73 #DIV/0!
50th Percentile $56,742.40 $88,088.00 #NUM!
60th Percentile $59,829.12 $89,618.88 #NUM!
65th Percentile $61,372.48 $90,384.32 #NUM!
75th Percentile $64,459.20 $91,915.20 #NUM!
80th Percentile $67,042.75 $94,530.08 #NUM!
City of Seward,AK GovHR USA, LLC 68
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DETAILED SALARY DATA
Dispatch Supervisor (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham $52,520.00 $65,292.86 40 hrs/wk
Homer $56,742.40 $88,088.00 Communications Supervisor 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $49,941.00 $82,638.00 Dispatch Supervisor 40 hrs/wk
Sitka
Soldotna
Unalaska Communications Sergeant 40 hrs/wk
Valdez $77,376.95 $104,989.60 Public Safety Tech Supervisor 40 hrs/wk
Wrangell
Seward $43,302.00 $59,697.00 40 hrs/wk
Average $59,145.09 $85,252.12 #DIV/0!
50th Percentile $54,631.20 $85,363.00 #NUM!
60th Percentile $55,897.92 $86,998.00 #NUM!
65th Percentile $56,531.28 $87,815.50 #NUM!
75th Percentile $61,901.04 $92,313.40 #NUM!
80th Percentile $64,996.22 $94,848.64 #NUM!
City of Seward,AK GovHR USA, LLC 69
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Dispatcher
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham $46,658.77 $58,024.10
Homer $43,264.00 $72,550.40 Dispatcher I and II 40 hrs/wk
Kenai
Kenai Peninsula Borough $50,419.20 $75,046.40 Public Safety Dispatcher 1/11
Ketchikan
Kodiak
Nome
North Pole
Palmer $40,373.00 $71,843.00 Dispatcher 1/11 40 hrs/wk
Sitka
Soldotna
Unalaska $57,428.80 $81,889.60 Communications Officer 40 hrs/wk
75 hrs/wk; one
Valdez $47,879.29 $65,167.45 on/one off
Wrangell $40,310.40 $50,689.60 Dispatcher 40 hrs/wk
Seward $39,224.00 $54,090.00 40 hrs/wk
Average $46,619.07 $67,887.22 #DIV/0!
50th Percentile $46,658.77 $71,843.00 #NUM!
60th Percentile $47,391.08 $72,267.44 #NUM!
65th Percentile $47,757.24 $721479.66 #NUM!
75th Percentile $49,149.25 $73,798.40 #NUM!
80th Percentile $49,911.22 $74,547.20 #NUM!
City of Seward,AK GovHR USA, LLC 70
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DETAILED SALARY DATA
Fire Chief
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Fire Marshal 40 hrs/wk
Dillingham $59,200.54 $73,612.03
Homer $70,158.40 $105,622.40
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $70,554.00 $117,270.00 40 hrs/wk
Sitka
Soldotna
Unalaska $89,067.00 $142,508.00 40 hrs/wk
Valdez $82,535.41 $111,988.91 40 hrs/wk
Wrangell $61,800.00 $77,976.00 40 hrs/wk
Seward $67,554.00 $97,817.00 40 hrs/wk
Average $69,820.69 $101,440.93 #DIV/0!
50th Percentile $70,158.40 $105,622.40 #NUM!
60th Percentile $70,395.76 $109,442.31 #NUM!
65th Percentile $70,514.44 $111,352.26 #NUM!
75th Percentile $76,544.71 $114,629.46 #NUM!
80th Percentile $80,139.13 $116,213.78 #NUM!
City of Seward,AK GovHR USA, LLC 71
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Public Works Director
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $65,519.79 $95,421.04 40 hrs/wk
Dillingham $75,733.84 $93,023.42 40 hrs/wk
Homer $69,784.00 $108,284.80 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $70,554.00 $11,270.00 40 hrs/wk
Sitka
Director does not manage Maintenance
Soldotna $91,707.20 $118,680.80 Department 40 hrs/wk
Unalaska $89,067.00 $142,508.00 40 hrs/wk
Valdez $82,535.41 $111,988.91 40 hrs/wk
Wrangell $79,284.00 $100,152.00 Director of Pubic Works and Capital Planning 40 hrs/wk
Seward $74,541.00 $107,968.00 40 hrs/wk
Average $77,636.25 $98,810.77 #DIV/0!
50th Percentile $77,508.92 $104,218.40 #NUM!
60th Percentile $79,934.28 $109,025.62 #NUM!
65th Percentile $81,072.28 $110,322.06 #NUM!
75th Percentile $84,168.31 $113,661.88 #NUM!
80th Percentile $86,454.361 $116,004.04 #NUM!
City of Seward,AK GovHR USA, LLC 72
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DETAILED SALARY DATA
Shop Foreman
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham $59,200.54 $73,612.03 Public Works Foreman
Homer $50,107.20 $77,771.20 Lead Mechanic
Kenai
Kenai Peninsula Borough $69,705.00 $97,865.00 Maintenance Foreman 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $56,306.00 $93,267.00 Maintenance Superintendent 40 hrs/wk
Sitka
Soldotna $79,268.80 $102,502.40 Maintenance Department Manager 40 hrs/wk
Unalaska $81,723.20 $97,593.60 Maintenance Mechanic Chief 40 hrs/wk
Valdez $58,667.36 $80,244.12 37.5 hrs/wk
Wrangell $59,384.00 $74,880.00 Public Works Foreman 40 hrs/wk
Seward $47,783.00 $65,919.00 40 hrs/wk
Average $64,295.26 $87,216.92 #DIV/0!
50th Percentile $59,292.27 $86,755.56 #NUM!
60th Percentile $61,448.20 $94,132.32 #NUM!
65th Percentile $65,060.55 $95,646.63 #NUM!
75th Percentile $72,095.95 $97,661.45 #NUM!
80th Percentile $75,443.281 $97,756.44 #NUM!
City of Seward,AK GovHR USA, LLC 73
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Shop Foreman (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham $59,200.54 $73,612.03 Public Works Foreman
Homer $50,107.20 $77,771.20 Lead Mechanic
Kenai
Kenai Peninsula Borough $69,705.00 $97,865.00 Maintenance Foreman 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer Maintenance Superintendent 40 hrs/wk
Sitka
Soldotna Maintenance Department Manager 40 hrs/wk
Unalaska $81,723.20 $97,593.60 Maintenance Mechanic Chief 40 hrs/wk
Valdez $58,667.36 $80,244.12 37.5 hrs/wk
Wrangell $59,384.00 $74,880.00 Public Works Foreman 40 hrs/wk
Seward $47,783.00 $65,919.00 40 hrs/wk
Average $63,131.22 $83,660.99 #DIV/0!
50th Percentile $591292.27 $79,007.66 #NUM!
60th Percentile $59,384.00 $80,244.12 #NUM!
65th Percentile $61,964.25 $84,581.49 #NUM!
75th Percentile $671124.75 $93,256.23 #NUM!
80th Percentile $69,705.00 $97,593.60 #NUM!
City of Seward,AK GovHR USA, LLC 74
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Maintenance Mechanic/Operator
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $52,124.80 $71,281.60 Equipment Operator 40 hrs/wk
Dillingham $59,200.54 $58,024.10 Fleet Mechanic 40 hrs/wk
Homer $43,264.00 $67,184.00 Mechanic II 40 hrs/wk
Kenai
Kenai Peninsula Borough $58,406.40 $80,308.80 Auto & Diesel Mechanic 1/11 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $43,555.00 $71,843.00 Equipment Operator 40 hrs/wk
Sitka
Mechanic is
Soldotna $55,328.00 $71,552.00 Maintenance Operator Worker separate range
Unalaska $55,806.40 $81,536.00 Maintenance Mechanic 1/11 40 hrs/wk
Valdez $54,652.91 $74,918.31 Heavy Equipment Operator 37.5 hrs/wk
2 positions,
Wrangell $50,502.40 $63,585.49 Mechanic/Heavy Equipment Operator same pay range
Seward $46,636.00 $64,284.00 40 hrs/wk
Average $52,537.83 $71,137.03 #DIV/0!
50th Percentile $54,652.91 $71,552.00 #NUM!
60th Percentile $55,192.98 $71,784.80 #NUM!
65th Percentile $55,423.68 $72,458.06 #NUM!
75th Percentile $55,806.40 $74,918.31 #NUM!
80th Percentile $56,846.401 $77,074.51 #NUM!
City of Seward,AK GovHR USA, LLC 75
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Water/Wastewater Operator
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $52,124.80 $71,281.60 Sewer/Water Tech 40 hrs/wk
Dillingham $46,658.77 $65,292.86 Water Wastewater Operator 1/2 40 hrs/wk
Homer $50,107.20 $64,521.60 Lead Operator 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $40,373.00 $71,843.00 Water/Wastewater Operator 1/11 40 hrs/wk
Sitka
Soldotna $55,628.00 $81,660.80 3 Ranges - Provisional, Operator 1, Operator 11 40 hrs/wk
Unalaska $68,286.40 $96,075.20 3 Ranges- 1, 11, 111 40 hrs/wk
Valdez $51,074.61 $74,918.31 Utilities Technician 37.5 hrs/wk
Wrangell $59,384.00 $74,880.00 Water/Wastewater Treatment Leadman 40 hrs/wk
Seward $52,773.00 $72,736.00 40 hrs/wk
Average $52,954.60 $75,059.17 #DIV/0!
50th Percentile $51,599.71 $73,361.50 #NUM!
60th Percentile $52,825.44 $74,887.66 #NUM!
65th Percentile $54,051.56 $74,901.07 #NUM!
75th Percentile $56,567.00 $76,603.93 #NUM!
80th Percentile $57,881.601 $78,963.80 #NUM!
City of Seward,AK GovHR USA, LLC 76
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Administrative Assistant
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 40 hrs/wk
Dillingham $41,574.83 $51,700.69 PW Office Assistant 40 hrs/wk
Homer $41,537.60 $64,521.60 PW Admin Assistant 40 hrs/wk
Kenai
Kenai Peninsula Borough $47,673.60 $61,276.80 Secretary/Dispatcher, Maintenance 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $37,149.00 $61,090.00 40 hrs/wk
Sitka
Soldotna
Unalaska $44,366.40 $52,977.60 Administrative Assistant II 40 hrs/wk
Valdez $44,956.67 $60,879.47 37.5 hrs/wk
Wrangell $42,182.40 $53,497.60 PW Administrative Assistant 40 hrs/wk
Seward $39,224.00 $54,090.00 40 hrs/wk
Average $42,320.66 $57,422.37 #DIV/0!
50th Percentile $41,878.62 $57,188.54 #NUM!
60th Percentile $42,619.20 $601921.58 #NUM!
65th Percentile $43,383.60 $60,995.26 #NUM!
75th Percentile $44,513.97 $61,136.70 #NUM!
80th Percentile $44,720.56 $61,202.08 #NUM!
City of Seward,AK GovHR USA, LLC 77
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Electric Utility Manager
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska
Valdez
Wrangell $79,284.00 $100,152.00 Electric Superintendent 40 hrs/wk
Seward $70,973.00 $102,765.00 40 hrs/wk
Average $79,284.00 $100,152.00 #DIV/0!
50th Percentile $79,284.00 $100,152.00 #NUM!
60th Percentile $79,284.00 $100,152.00 #NUM!
65th Percentile $79,284.00 $100,152.00 #NUM!
75th Percentile $79,284.00 $100,152.00 #NUM!
80th Percentile $79,284.00 $100,152.00 #NUM!
City of Seward,AK GovHR USA, LLC 78
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Operations Supervisor
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $94,328.00 $112,632.00 Utility Lineman Chief 40 hrs/wk
Valdez
Wrangell $75,982.40 $95,992.00 Electric Line Foreman 40 hrs/wk
Seward $62,734.00 $86,455.00
Average $85,155.20 $104,312.00 #DIV/0!
50th Percentile $85,155.20 $104,312.00 #NUM!
60th Percentile $86,989.76 $105,976.00 #NUM!
65th Percentile $87,907.04 $106,808.00 #NUM!
75th Percentile $89,741.60 $108,472.00 #NUM!
80th Percentile $90,658.88 $109,304.00 #NUM!
City of Seward,AK GovHR USA, LLC 79
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Journeyman Lineman
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $91,104.00 $108,763.20 40 hrs/wk
Valdez
Wrangell $69,846.40 $88,171.20 Lineman 40 hrs/wk
Seward
Average $80,475.20 $98,467.20 #DIV/0!
50th Percentile $80,475.20 $98,467.20 #NUM!
60th Percentile $82,600.96 $100,526.40 #NUM!
65th Percentile $83,663.84 $101,556.00 #NUM!
75th Percentile $85,789.60 $103,615.20 #NUM!
80th Percentile $86,852.48 $104,644.80 #NUM!
City of Seward,AK GovHR USA, LLC 80
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Harbormaster
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $65,519.00 $95,421.00 40 hrs/wk
Dillingham $66,889.47 $83,170.67 Port Director 40 hrs/wk
Homer $66,372.80 $102,960.00 Port& Harbor Director/Harbormaster 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $53,102.00 $87,984.00 Airport Superintendent 40 hrs/wk
Sitka
Soldotna
Unalaska $56,967.00 $85,451.00
Valdez $67,598.88 $91,994.07 37.5 hrs/wk
Wrangell $64,356.00 $81,228.00
Seward $67,554.00 $97,817.00 40 hrs/wk
Average $62,972.16 $89,744.11 #DIV/0!
50th Percentile $65,519.00 $87,984.00 #NUM!
60th Percentile $66,031.28 $90,390.04 #NUM!
65th Percentile $66,287.42 $91,593.06 #NUM!
75th Percentile $66,631.14 $93,707.54 #NUM!
80th Percentile $66,786.14 $94,735.61 #NUM!
City of Seward,AK GovHR USA, LLC 81
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DETAILED SALARY DATA
Harborworker
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Harbor Maintenance 1 40 hrs/wk
Dillingham $41,574.83 $51,700.69 Harbor Assistant 40 hrs/wk
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $47,548.80 $67,766.40 Harbor Officer 40 hrs/wk
Valdez $72,378.26 $97,970.08 Harbor Maintenance Tech 11 37.5 hrs/wk
Wrangell $45,136.00 $58,073.60 Port and Harbor Maintenance 40 hrs/wk
Seward $56,636.00 $64,284.00 40 hrs/wk
Average $49,152.54 $65,789.19 #DIV/0!
50th Percentile $45,136.00 $58,073.60 #NUM!
60th Percentile $46,101.12 $61,950.72 #NUM!
65th Percentile $46,583.68 $63,889.28 #NUM!
75th Percentile $47,548.80 $67,766.40 #NUM!
80th Percentile $52,514.69 $73,807.14 #NUM!
City of Seward,AK GovHR USA, LLC 82
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DETAILED SALARY DATA
Harborworker (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Harbor Maintenance 1 40 hrs/wk
Dillingham $41,574.83 $51,700.69 Harbor Assistant 40 hrs/wk
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $47,548.80 $67,766.40 Harbor Officer 40 hrs/wk
Valdez Harbor Maintenance Tech 11 37.5 hrs/wk
Wrangell $45,136.00 $58,073.60 Port and Harbor Maintenance 40 hrs/wk
Seward $56,636.00 $64,284.00 40 hrs/wk
Average $43,346.11 $57,743.97 #DIV/0!
50th Percentile $43,355.42 $55,754.40 #NUM!
60th Percentile $44,423.77 $57,145.92 #NUM!
65th Percentile $44,957.94 $57,841.68 #NUM!
75th Percentile $45,739.20 $60,496.80 #NUM!
80th Percentile $46,101.12 $61,950.72 #NUM!
City of Seward,AK GovHR USA, LLC 83
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Planner
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $65,519.79 $95,421.04 40 hrs/wk
Dillingham $66,889.47 $83,170.67 Planning Director 40 hrs/wk
Homer $63,148.80 $98,072.00 City Planner 40 hrs/wk
Kenai
Kenai Peninsula Boroul $62,504.00 $80,308.80
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $83,137.60 $107,577.60 Dir. of Economic Develop. and Planning 40 hrs/wk
Unalaska $84,826.00 $135,722.00 Planning Director 40 hrs/wk
Valdez $67,598.88 $91,661.07 Sr. Planner 40 hrs/wk
Wrangell $72,840.00 $91,956.00 Economic Development Director 40 hrs/wk
Seward $55,428.00 $76,431.00 40 hrs/wk
Average $69,099.17 $95,591.13 #DIV/0!
50th Percentile $67,244.18 $93,688.52 #NUM!
60th Percentile $68,647.10 $95,951.23 #NUM!
65th Percentile $70,481.50 $96,879.07 #NUM!
75th Percentile $75,414.40 $100,448.40 #NUM!
80th Percentile $79,018.56 $103,775.36 #NUM!
City of Seward,AK GovHR USA, LLC 84
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DETAILED SALARY DATA
Planner (Edited)
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $65,519.79 $95,421.04 40 hrs/wk
Dillingham $66,889.47 $83,170.67 Planning Director 40 hrs/wk
Homer $63,148.80 $98,072.00 City Planner 40 hrs/wk
Kenai
Kenai Peninsula Boroul $62,504.00 $80,308.80
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna Dir. of Economic Develop. and Planning 40 hrs/wk
Unalaska $84,826.00 $135,722.00 Planning Director 40 hrs/wk
Valdez $67,598.88 $91,661.07 Sr. Planner 40 hrs/wk
Wrangell Economic Development Director 40 hrs/wk
Seward $55,428.00 $76,431.00 40 hrs/wk
Average $66,559.28 $94,398.08 #DIV/0!
50th Percentile $66,204.63 $93,541.06 #NUM!
60th Percentile $66,889.47 $95,421.04 #NUM!
65th Percentile $67,066.82 $96,083.78 #NUM!
75th Percentile $67,421.53 $97,409.26 #NUM!
80th Percentile $67,598.88 $98,072.00 #NUM!
City of Seward,AK GovHR USA, LLC 85
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DETAILED SALARY DATA
Planning Technician
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $46,904.00 $64,188.80 Assistant Planner 40 hrs/wk
Dillingham
Homer $45,032.00 $69,888.00 40 hrs/wk Planning Technician 40 hrs/wk
Kenai
Kenai Peninsula Boroul $62,504.00 $80,308.80 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $37,149.00 $61,090.00 40 hrs/wk Planning and Code Compliance Technician 40 hrs/wk
Sitka
Soldotna $58,614.40 $75,795.20 40 hrs/wk Associate Planner 40 hrs/wk
Unalaska $59,816.00 $89,724.00 40 hrs/wk Planning Associate 40 hrs/wk
Valdez $51,074.61 $70,029.69 40 hrs/wk Planning Technician 37.5 hrs/wk
Wrangell
Seward $38,247.00 $52,773.00 40 hrs/wk 40 hrs/wk
Average $49,917.63 $70,474.69 #DIV/0!
50th Percentile $51,074.61 $70,029.69 #NUM!
60th Percentile $55,598.48 $73,489.00 #NUM!
65th Percentile $57,860.42 $75,218.65 #NUM!
75th Percentile $59,215.20 $78,052.00 #NUM!
80th Percentile $59,575.68 $79,406.08 #NUM!
City of Seward,AK GovHR USA, LLC 86
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DETAILED SALARY DATA
Planning Technician (Edited)
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova Assistant Planner 40 hrs/wk
Dillingham
Homer $45,032.00 $69,888.00 40 hrs/wk Planning Technician 40 hrs/wk
Kenai
Kenai Peninsula Boroul $62,504.00 $80,308.80 40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer $37,149.00 $61,090.00 40 hrs/wk Planning and Code Compliance Technician 40 hrs/wk
Sitka
Soldotna 40 hrs/wk Associate Planner 40 hrs/wk
Unalaska 40 hrs/wk Planning Associate 40 hrs/wk
Valdez $51,074.61 $70,029.69 40 hrs/wk Planning Technician 37.5 hrs/wk
Wrangell
Seward $38,247.00 $52,773.00 40 hrs/wk 40 hrs/wk
Average $46,801.32 $66,817.90 #DIV/0!
50th Percentile $48,053.31 $69,958.85 #NUM!
60th Percentile $49,866.09 $70,001.35 #NUM!
65th Percentile $50,772.48 $70,022.61 #NUM!
75th Percentile $53,931.96 $72,599.47 #NUM!
80th Percentile $55,646.37 $74,141.33 #NUM!
City of Seward,AK GovHR USA, LLC 87
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Building Inspector
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borou
Ketchikan
Kodiak
Nome
North Pole
Palmer $43,555.00 $71,843.00 40 hrs/wk
Sitka
Soldotna $69,326.40 $89,606.40 Building Official 40 hrs/wk
Unalaska
Valdez $62,873.72 $85,815.83 37.5 hrs/wk
Wrangell
Seward $54,090.00 $67,554.00 40 hrs/wk
Average $58,585.04 $82,421.74 #DIV/0!
50th Percentile $62,873.72 $85,815.83 #NUM!
60th Percentile $64,164.26 $86,573.94 #NUM!
65th Percentile $64,809.52 $86,953.00 #NUM!
75th Percentile $66,100.06 $87,711.12 #NUM!
80th Percentile $66,745.33 $88,090.17 #NUM!
City of Seward,AK GovHR USA, LLC 88
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Library Director
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Library Director 40 hrs/wk
Dillingham $52,520.00 $65,292.86 Librarian 20 hrs/wk
Homer $61,609.60 $95,617.60 Library Director 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $53,102.00 $87,984.00 Library Director 40 hrs/wk
Sitka
Soldotna $75,504.00 $97,614.40 City Librarian 40 hrs/wk
Unalaska
Valdez $94,305.42 $128,245.48 Parks and Recreation Director 40 hrs/wk
Wrangell $61,800.00 $77,976.00 Library Director 40 hrs/wk
Seward $55,428.00 $69,232.00 40 hrs/wk
Average $64,895.79 $90,548.50 #DIV/0!
50th Percentile $61,609.60 $87,984.00 #NUM!
60th Percentile $61,723.84 $92,564.16 #NUM!
65th Percentile $61,780.96 $94,854.24 #NUM!
75th Percentile $68,652.00 $96,616.00 #NUM!
80th Percentile $72,763.20 $97,215.04 #NUM!
City of Seward,AK GovHR USA, LLC 89
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Library Director (Edited)
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 Library Director 40 hrs/wk
Dillingham Librarian 20 hrs/wk
Homer $61,609.60 $95,617.60 Library Director 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $53,102.00 $87,984.00 Library Director 40 hrs/wk
Sitka
Soldotna $75,504.00 $97,614.40 City Librarian 40 hrs/wk
Unalaska
Valdez Parks and Recreation Director 40 hrs/wk
Wrangell $61,800.00 $77,976.00 Library Director 40 hrs/wk
Seward $55,428.00 $69,232.00 40 hrs/wk
Average $61,489.02 $88,060.24 #DIV/0!
50th Percentile $61,609.60 $87,984.00 #NUM!
60th Percentile $61,685.76 $911037.44 #NUM!
65th Percentile $61,723.84 $92,564.16 #NUM!
75th Percentile $61,800.00 $95,617.60 #NUM!
80th Percentile $64,540.80 $96,016.96 #NUM!
City of Seward,AK GovHR USA, LLC 90
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Program Coordinator
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $36,504.00 $49,899.20 Youth Services Librarian 40 hrs/wk
Dillingham
Homer $50,107.20 $77,771.20 Youth Services Librarian 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $40,373.00 $66,456.00 Library Services Coordinator 40 hrs/wk
Sitka
Soldotna $55,328.00 $71,552.00 Librarian 1 40 hrs/wk
Unalaska $62,806.00 $94,210.00 Librarian 40 hrs/wk
Valdez $58,667.36 $80,244.12 Head Librarian 37.5 hrs/wk
Wrangell
Seward $40,201.00 $55,428.00 40 hrs/wk
Average $49,140.94 $70,794.36 #DIV/0!
50th Percentile $52,717.60 $74,661.60 #NUM!
60th Percentile $55,328.00 $77,771.20 #NUM!
65th Percentile $56,162.84 $78,389.43 #NUM!
75th Percentile $57,832.52 $79,625.89 #NUM!
80th Percentile $58,667.36 $80,244.12 #NUM!
City of Seward,AK GovHR USA, LLC 91
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Program Coordinator (edited)
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $36,504.00 $49,899.20 Youth Services Librarian 40 hrs/wk
Dillingham
Homer $50,107.20 $77,771.20 Youth Services Librarian 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $40,373.00 $66,456.00 Library Services Coordinator 40 hrs/wk
Sitka
Soldotna $55,328.00 $71,552.00 Librarian 1 40 hrs/wk
Unalaska Librarian 40 hrs/wk
Valdez Head Librarian 37.5 hrs/wk
Wrangell
Seward $40,201.00 $55,428.00 40 hrs/wk
Average $44,502.64 $64,221.28 #DIV/0!
50th Percentile $45,240.10 $69,004.00 #NUM!
60th Percentile $48,160.36 $70,532.80 #NUM!
65th Percentile $49,620.49 $71,297.20 #NUM!
75th Percentile $51,412.40 $73,106.80 #NUM!
80th Percentile $52,195.52 $74,039.68 #NUM!
City of Seward,AK GovHR USA, LLC 92
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Technician
Comparable Minimum Maximum
Community Salary Salary Actual Salary Title (If Different) Comment
Cordova $31,241.60 $42,764.80 Library Assistant 40 hrs/wk
Dillingham $46,658.77 $58,024.10 Librarian Assistant 20 hrs/wk
Homer $38,022.40 $59,030.40 Library Technician II 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $30,784.00 $50,357.00 Library Assistant 40 hrs/wk
Sitka
Soldotna $35,588.80 $46,009.60 Library Clerk 1 20-29 hrs/wk
Unalaska $42,120.00 $54,974.40 Library Assistants 20-40 hrs/wk
Valdez $46,894.51 $65,167.45 Circulation Manager 37.5 hrs/wk
Wrangell $32,489.60 $46,363.20 Library Assistants I and 11
Seward $33,767.00 $46,636.00 40 hrs/wk
Average $37,974.96 $52,836.37 #DIV/0!
50th Percentile $36,805.60 $52,665.70 #NUM!
60th Percentile $38,841.92 $55,584.34 #NUM!
65th Percentile $40,276.08 $56,651.73 #NUM!
75th Percentile $43,254.69 $58,275.67 #NUM!
80th Percentile $44,843.26 $58,627.88 #NUM!
City of Seward,AK GovHR USA, LLC 93
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Technician (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $31,241.60 $42,764.80 Library Assistant 40 hrs/wk
Dillingham $46,658.77 $58,024.10 Librarian Assistant 20 hrs/wk
Homer $38,022.40 $59,030.40 Library Technician II 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $30,784.00 $50,357.00 Library Assistant 40 hrs/wk
Sitka
Soldotna $35,588.80 $46,009.60 Library Clerk 1 20-29 hrs/wk
Unalaska $42,120.00 $54,974.40 Library Assistants 20-40 hrs/wk
Valdez Circulation Manager 37.5 hrs/wk
Wrangell $32,489.60 $46,363.20 Library Assistants I and 11
Seward $33,767.00 $46,636.00 40 hrs/wk
Average $36,700.74 $51,074.79 #DIV/0!
50th Percentile $35,588.80 $50,357.00 #NUM!
60th Percentile $37,048.96 $53,127.44 #NUM!
65th Percentile $37,779.04 $54,512.66 #NUM!
75th Percentile $40,071.20 $56,499.25 #NUM!
80th Percentile $41,300.48 $57,414.16 #NUM!
City of Seward,AK GovHR USA, LLC 94
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Director of Parks and Recreation
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $55,429.50 $81,109.18 40 hrs/wk
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $87,339.20 $112,923.20 Parks and Recreation Director 40 hrs/wk
Unalaska $84,826.00 $135,722.00 Director of Parks, Culture and Recreation 40 hrs/wk
Valdez $94,305.42 $128,245.48 Parks and Recreation Director 40 hrs/wk
Wrangell $61,800.00 $77,976.00 Parks and Recreation Director 40 hrs/wk
Seward $65,919.00 $82,293.00 40 hrs/wk
Average $74,936.52 $103,044.81 #DIV/0!
50th Percentile $84,826.00 $112,923.20 #NUM!
60th Percentile $85,831.28 $119,052.11 #NUM!
65th Percentile $86,333.92 $122,116.57 #NUM!
75th Percentile $87,339.20 $128,245.48 #NUM!
80th Percentile $88,732.44 $129,740.78 #NUM!
City of Seward,AK GovHR USA, LLC 95
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Parks and Campground Operations Supervisor
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $46,696.00 $72,550.40 Parks Maintenance Coordinator 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $37,149.00 $61,090.00 Seasonal Groundskeeper Foreman 40 hrs/wk
Sitka
Soldotna
Unalaska $67,806.00 $94,210.00 Recreation Manager 40 hrs/wk
Valdez $58,667.36 $80,244.12 Parks Maintenance Manager 37.5 hrs/wk
Wrangell
Seward $48,993.00 $67,554.00 40 hrs/wk
Average $52,579.59 $77,023.63 #DIV/0!
50th Percentile $52,681.68 $76,397.26 #NUM!
60th Percentile $56,273.09 $78,705.38 #NUM!
65th Percentile $58,068.79 $79,859.43 #NUM!
75th Percentile $60,952.02 $83,735.59 #NUM!
80th Percentile $62,322.82 $85,830.47 #NUM!
City of Seward,AK GovHR USA, LLC 96
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Sports and Recreation Coordinator
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Parks/Rec Program Cps Leader 40 hrs/wk
Dillingham
Homer $55,099.20 $85,529.60 Community Recreation Coordinator 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $46,738.00 $77,147.00 Arena Manager 40 hrs/wk
Sitka
Soldotna $63,128.00 $81,660.80 Assistant Parks and Recreation Director 40 hrs/wk
Unalaska $49,920.00 $65,124.80 Recreation Coordinator 40 hrs/wk
Valdez $58,667.36 $80,244.12 Recreation Manager 37.5 hrs/wk
Wrangell $36,878.40 $46,368.00 Recreation Coordinator
Seward $37,713.00 $51,748.00 40 hrs/wk
Average $49,936.54 $69,929.93 #DIV/0!
50th Percentile $49,920.00 $77,147.00 #NUM!
60th Percentile $53,027.52 $79,005.27 #NUM!
65th Percentile $54,581.28 $79,934.41 #NUM!
75th Percentile $56,883.28 $80,952.46 #NUM!
80th Percentile $57,953.73 $81,377.46 #NUM!
City of Seward,AK GovHR USA, LLC 97
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Sports and Recreation Coordinator (Edited)
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $39,124.80 $53,435.20 Parks/Rec Program Cps Leader 40 hrs/wk
Dillingham
Homer $55,099.20 $85,529.60 Community Recreation Coordinator 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $46,738.00 $77,147.00 Arena Manager 40 hrs/wk
Sitka
Soldotna Assistant Parks and Recreation Director 40 hrs/wk
Unalaska $49,920.00 $65,124.80 Recreation Coordinator 40 hrs/wk
Valdez Recreation Manager 37.5 hrs/wk
Wrangell $36,878.40 $46,368.00 Recreation Coordinator
Seward $37,713.00 $51,748.00 40 hrs/wk
Average $45,552.08 $65,520.92 #DIV/0!
50th Percentile $46,738.00 $65,124.80 #NUM!
60th Percentile $48,010.80 $69,933.68 #NUM!
65th Percentile $48,647.20 $72,338.12 #NUM!
75th Percentile $49,920.00 $77,147.00 #NUM!
80th Percentile $50,955.84 $78,823.52 #NUM!
City of Seward,AK GovHR USA, LLC 98
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Program Assistant
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $36,504.00 $49,899.20 Program Leader 40 hrs/wk
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska $41,329.60 $53,913.60 Recreation Assistant 20-40 hrs/wk
Valdez $51,074.61 $70,029.69 Recreation Coordinator 37.5 hrs/wk
Wrangell $20,571.20 $28,059.20 Recreation Assistant Seasonal
Seward $32,938.00 $45,489.00 40 hrs/wk
Average $37,369.85 $50,475.42 #DIV/0!
50th Percentile $38,916.80 $51,906.40 #NUM!
60th Percentile $40,364.48 $53,110.72 #NUM!
65th Percentile $41,088.32 $53,712.88 #NUM!
75th Percentile $43,765.85 $57,942.62 #NUM!
80th Percentile $45,227.60 $60,360.04 #NUM!
City of Seward,AK GovHR USA, LLC 99
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Park Maintenance - Seasonal
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova $41,724.80 $57,033.60 Laborer/Maintenance II 40 hrs
Dillingham
Homer $27,185.60 $42,265.60 Temporary Parks Maintenance Laborer 40 hrs/wk
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer $27,622.00 $44,990.00 Seasonal Groundskeeper varies
Sitka
Soldotna $37,398.40 $48,339.20 Laborer varies
Unalaska $41,496.00 $49,545.60 Groundskeeper
37.5 hrs/wk,
Valdez $34,652.80 $45,136.00 Parks Maintenance Tech I and II seasonal
Wrangell $26,187.20 $34,715.20 Park Maintenance I and 11 Varies
Seward $35,487.00 $45,489.00
Average $33,752.40 $46,003.60 #DIV/0!
50th Percentile $34,652.80 $45,136.00 #NUM!
60th Percentile $36,300.16 $47,057.92 #NUM!
65th Percentile $37,123.84 $48,018.88 #NUM!
75th Percentile $39,447.20 $48,942.40 #NUM!
80th Percentile $40,676.48 $49,304.32 #NUM!
City of Seward,AK GovHR USA, LLC 100
CITY OF SEWARD,ALASKA
DETAILED SALARY DATA
Campground Attendant
Comparable Minimum Maximum Actual
Community Salary Salary Salary Title (If Different) Comment
Cordova
Dillingham
Homer $30,867.20 $47,944.00 Temporary Camp Fee Collector varies
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna $22,089.60 Parking Attendant varies
Unalaska
37.5 hrs/wk,
Valdez $34,652.80 $45,136.00 Parks Maintenance Tech I and II seasonal
Wrangell
Seward $30,602.00 $38,247.00
Average $29,203.20 $46,540.00 #DIV/0!
50th Percentile $30,867.20 $46,540.00 #NUM!
60th Percentile $31,624.32 $46,820.80 #NUM!
65th Percentile $32,002.88 $46,961.20 #NUM!
75th Percentile $32,760.00 $47,242.00 #NUM!
80th Percentile $33,138.56 $47,382.40 #NUM!
City of Seward,AK GovHR USA, LLC 101
APPENDIX D
City of Seward,AK GovHR USA, LLC 102
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