HomeMy WebLinkAbout11122019 City Council Laydown - GovHR Presentation GovHR USA
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City of Seward
Employee Classification and Compensation Study
Draft Final Report Presentation
November 12, 2019
630 Dundee Road, Suite 130, Northbrook, IL 60062
Local: 847.380.3240 info@govhrusa.com GovHRUSA.com
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Outline
► Scope of Work
► Job Evaluation
► Proposed Classification Plan
► Compensation and Benefits Survey
► Proposed Compensation Plan
► Implementation Classification and Compensation Plans
► Future Administration of the System
► Questions
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Scope of Work an d P ro ces s
► Job Evaluation Analysis and Job Classification System
► Study preparation and project meetings
► Determination of comparable municipalities
► Distribution of materials and employee meetings
Job evaluation analysis and establishment of job classification
system
► Compensation and Benefits Analysis
► Draft and Final Report Preparation
► Presentation to City regarding Draft Report
► Finalize report
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Job Evaluation
► 77 Classifications (positions) were reviewed using the following nine job
factors to establish Internal Equity:
of Education — Required Preparation and Training
► Work Experience —Years of Experience Needed to Perform job
► Decision Making and Independent judgment
► Responsibility for Policy Development
► Planning of Work
k Contact with Others
► Work of Others (Supervision Exercised)
► Working Conditions
► Technology Used/Specialized Equipment
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Job Evaluatio-n----
Positions were evaluated based on the information received by the
City and as a result of on-site interviews with at least one employee
in each classification.
► The Classification Plan was developed based on Internal Equity —
meaning how positions related to one another in Seward.
► New position titles were recommended in some instances.
► Table I — Classification Plan — Thirteen Grades
r Administrative and Technical — Grades I - 4
Supervisors and Advanced Technical — Grades 5 — 9
P Directors and Senior Managers — Grades 10 — 13
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Compensation and Benefits Survey
► ------
Establishment of comparable Municipalities:
Primary Government Expenses
► Sales Taxes
► Property Taxes
► Total Taxable Property Value
► Median Household Income
Population
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Compensation and Benefits Survey
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► Cordova ► North Pole*
► Dillingham ► Palmer
► Homer ► Sitka*
► Kenai* ► Soldotna
► Kenai Peninsula Borough ► Unalaska
► Ketchikan* ► Valdez
► Kodiak* ► Wrangell
► Nome*
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Compensation and Benefits Survey
► Data are collected using a survey:
► Each position is defined to assist in gathering accurate data.
► Salary data are reviewed to determine if information gathered
is appropriate for the position surveyed.
► Salary ranges are the preferred method to gather salary data.
► Salary data gathered are the current market for the positions
in the survey regardless if adjustments have been made to the
compensation plans in other communities.
► s
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Compensation and Benefits Survey
► Benefits data were also gathered:
i Holidays
► Personal Days
► Sick Leave
Vacation Leave
► Appendix C (Salary) — Appendix D (Benefits).
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Proposed Compensation Plan
► Compensation rates are calculated at the 50th percentile of the
salaries of the Municipalities surveyed — Table 2.
► Pay ranges and pay plans have been calculated at the 50th
percentile — Table 3.
► Thirteen compensation grades/ranges established:
Administrative and Technical — Grades I — 4
Supervisors and Advanced Technical — Grades 5 — 9
Directors and Senior Managers — Grades 10 - 13
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Proposed Compensation Plan
► There is a 10% gradation between Grades I - 4.
► There is a 10% gradation between Grades 5 - 9
► There is a 7.5% gradation between Grades 10 — 13.
► Grades I — 9 have a 35% spread from minimum salary to
maximum salary.
► Grades 10 — 13 have a 40% spread from minimum salary to
maximum salary.
► The_type_ of pair _plan__i_s_-Open Range _for_ a11__positions_______________________
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Implementation of Classification and
Co mpe n sa tio n P l a n s
► Move current employee salaries into new pay plan with the
following assumptions:
Employees whose present pay is below the minimum pay of the range
should be raised to the minimum of the range (Greenlined).
Employees whose present pay is within the range for their classification
should be slotted into the new pay plan at their current compensation.
Employees whose present pay is above the maximum pay of the range should be
held at his or her current rate without a reduction in pay until the range
increases to the employee's pay level (Redlined).
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Benefits Survey
► The municipalities were surveyed regarding the following
benefits :
Holidays
Personal Days
Sick Leave
Vacation Leave
► Appendix D
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Future Administration of System
Classification/Compensation
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► Classification ► Compensation
Review classifications each Survey Communities for
year to respond to salary changes
changing conditions (tools Adjust pay ranges
provided) Consider pay adjustments
Create, Adjust and/or for employees
Abolish classifications as
needed
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City of Seward
Employee Classification and Compensation Study
Questions?
630 Dundee Road, Suite 130, Northbrook, IL 60062
Local: 847.380.3240 info@govhrusa.com GovHRUSA.com