HomeMy WebLinkAbout11042020 City Council Work Session Packet - Wage and Classification Study Results
Seward City Council
Work Session Packet
Topic: Review and Discuss the City’s Wage &
Classification Study Results
November 4, 2020
City Council Chambers Beginning at 6:30 p.m.
Instructions For
CITIZEN INVOLVEMENT
DURING CITY COUNCIL Virtual WORK SESSIONS
Due to COVID-19, alternate methods for citizen involvement during City Council work sessions
have been created to allow public interaction while keeping everyone safe and healthy. Although
there isno in person public attendance allowed, council wants to encourage citizen participation.
If you wish to participate in a work session,please follow these simple steps:
STEP 1: Sign up on the city clerk Send an email to clerk@cityofseward.net
and request to be included on the contact list AND provide your phone number.
Sign up by 5:00 p.m. on the day of the work session. Youll receive a
confirmation email from the city clerk that youre on the list; if you dont receive
the confirmation, please call 224-4045 to confirm.
STEP 2: Keep your phone handy throughout the work session. When answering your
phone, please mute any background noise so you can be heard by council clearly.
How it will work:
During regular intervals throughout the work session, the proceedings will be halted and the city
clerk will call citizens who have signed up. After all citizens have been contacted, council will
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Citizens sign up one time per work session, and will be contacted at every interval during the
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next interval during that work session.
How to watch or listen to awork session:
1.Watch Live Streaming
Seward Alaskto the search bar or go to:
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4.Watch on television. Tune into GCI Cable Channel 9. Note: GCI has recently been
experiencing technical difficulties with the sound; they are working diligently to fix the
problem.
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City Council Work Session
November 4, 2020
TABLE OF CONTENTS
Final ReportPresentation…………………………………………………………….Pg. 3
Seward– Draft Final Report………………………………………………………….Pg. 20
Seward Preliminary Analysis…………………………………………………………Pg. 46
Job Description Update List…………………………………………………………Pg. 130
Job Description Template – Seward…………………………………………………Pg. 132
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.com
USA
November 4, 2020
Draft Report Presentation
City of Seward, AK
Classification and Compensation Study
630 Dundee Road, Suite 130, Northbrook, IL 60062
847.380.3240 info@govhrusa.com GovHR
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Outline
Scope of WorkJob Evaluation Proposed Classification PlanSalary and Benefit SurveyProposed Compensation PlanImplementation of the PlansFuture Administration of the PlansQuestions
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Scope of Work and Process
Study preparation and project meetingsDistribution of materials and employee meetingsJob evaluation analysis and establishment of Classification PlanDetermination of comparable communitiesSent
salary and benefit survey to comparable communitiesPresentation to City regarding Draft ReportFinalize report
Job Evaluation Analysis and Classification PlanSalary and Benefit AnalysisDraft and Final Report Preparation
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Job Evaluation
Years of Experience Needed to Perform Job
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Required Preparation and Training
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Education Work Experience Decision Making and Independent JudgmentResponsibility for Policy DevelopmentPlanning of WorkContact with OthersWork of Others (Supervision Exercised)Working
ConditionsUse of Technology/Specialized Equipment
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70 positions were reviewed using the following nine job factors to establish Internal Equity (Appendix A):
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Internal
site interviews
-
Job Evaluation
Classification Plan.
meaning how positions related to one another in
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Positions were evaluated based on the information received by the City and as a result of onwith at least one employee in each position.The Classification Plan was developed based on
Equity – Allegan. Some positions were reclassified as a result of the Job Evaluation. New job titles were recommended in some instances.Table 1
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Comparable Communities
Primary Government ExpensesSales TaxProperty TaxTotal Taxable Property ValueMedian Household Income Population
The following six (6) criteria were used (Appendix B):
Establishment of comparable communities:
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Dillingham*Wrangell Homer*KetchikanSoldotna* Kenai* Kenai Peninsula Borough*Sitka
Cordova* Valdez* Palmer* Unalaska* Kodiak NomeNorth Pole
Top Comparable Communities (50+ Points)
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Appendix D (Benefits).
–
Salary and Benefit Survey
Holidays/Personal Days, Vacation and Sick Leave.
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Each position is defined to assist in gathering accurate data.Salary data is 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 is the current market for the positions.Benefits data gathered, reviewed and comparative observations made Appendix C
(Salary)
Data is collected using a survey
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Table 2.
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percentile of the
th
Administrative and TechnicalSupervisors and Advanced Technical Directors and Senior Managers
Table 3.
13:
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4:9:
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Proposed Compensation Plan
– –
percentile and the top of the 65
th
Grades 1 Grades 5 Grades 10
Compensation rates are calculated at the bottom of the 50salaries of the municipalities surveyed Pay ranges and pay plans have been calculated at those percentiles Three Compensation
Groups:
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4 have defined step increments of 2.46%
4: Administrative and Technical
–
-
Proposed Compensation Plan
Grades 1 between each step from minimum to maximum. There are 16 steps in each Grade. There is a 10% gradation between each Grade. There is a 43% range spread from minimum to maximum.
Grades 1
10
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9 have defined step increments of 2.5% between
9: Supervisors and Advanced Technical
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Proposed Compensation Plan
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Grades 5 each step from minimum to maximum. There are 16 steps in each Grade. There is a 12% gradation between each Grade. There is a 50% range spread from minimum to maximum.
Grades 5
11
13
13 are open ranges.
13: Directors and Senior Managers
–
–
Proposed Compensation Plan
Grades 10 There is a 7.5% gradation between each Grade. There is a 50% range spread from minimum to maximum.
Grades 10
12
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until
without a reduction in pay
Compensation Plans
Implementation of Classification and
Employees whose present pay is below the minimum pay of the range should be raised to the minimum of the range.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
the range increases to the employee’s pay level.
Move current employee salaries into new pay plan with the following assumptions:
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below is the information on the
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Compensation Plans
Implementation of Classification and
Year 1: $5,000 Increase (or less) to move everyone to the minimum or closer to the minimum. Total Approximate Cost: $141,145.Year 2: $5,000 increase (or less) to move the remaining
employees closer to the minimum. Total Approximate Cost: $45,806.Year 3: Remaining increase to get employees to the minimum of the pay range. Total Approximate Cost: $30,272.
Employees whose present pay is below the minimum pay of the range should be raised to the minimum of the range.GovHR is recommending a 3 Year Plan Plan and the costs associated:
Cost to implement:
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15 Years of Service would receive a 2% increase.
Compensation Plans
term employee's current compensation falls near the bottom
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Implementation of Classification and
Employees with 10-Employees with 16+ Years of Service would receive a 3% increase. Based on the proposed compensation plan, this would apply to five (5) positions and cost around $8,000
to implement.
An individual with at least ten (10) years of service that is within $5,000 from the bottom of the range, the following recommendations would apply:
When longor below the proposed range this illustrates that the position has been compensated at less then the market for some time. Some communities elect to make additional adjustments
for those employees at implementation. GovHR would recommend the following:
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Survey Communities for salary changes.Adjust pay ranges.Consider pay adjustments for employees, as needed.
Compensation
Future Administration of the Plan
Review positions each year to respond to changing conditions. Create, Adjust and/or Abolish positions as needed.
Classification
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.com
USA
Questions?
City of Seward, AK
Classification and Compensation Study
630 Dundee Road, Suite 130, Northbrook, IL 60062
847.380.3240 info@govhrusa.com GovHR
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CITY OF SEWARD, AK
CLASSIFICATION ANDCOMPENSATION STUDY
DRAFT FINAL REPORT
November 2020
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TABLE OF CONTENTS
I. INTRODUCTION
Scope of Work Page 1
II. EXECUTIVE SUMMARY
Internal Equity – Classification Plan Development Page 3
Job Title Changes Page 4
External Equity – Market Competitiveness Page 4
Salary Survey Page 5
Proposed Classification and Compensation Plan Page 5
Future Administration of the Classification and Compensation Plan Page 5
III. JOB EVALUATION
Job Evaluation Page 6
IV. THE CLASSIFICATION PLAN
The Classification Plan Page 8
V. SALARY AND BENEFIT DATA
Selection of Comparable Jurisdictions for Data Purposes Page 9
Selection of Benchmark Positions for Survey Purposes Page 10
Salary Survey Page 11
Appraisal and Use of the Salary Data Page 11
Benefit Survey Findings Page 12
VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS
Development of the Compensation Plan Page 13
Compensation Plan Options for the City’s Consideration Page 13
Recommendation: Open-Range Merit Plan Page 16
Pay Philosophy Page 16
Proposed Compensation Plan and Structure Page 16
Implementation and Administration of the Compensation Plan Page 17
Employee Advancement through the Ranges Page 18
Future Administration of the Compensation Plan Page 19
Future Administration of the Classification Plan Page 20
Appreciation Page 21
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TABLES
Table 1: Classification PlanPage 22
Table 2: Comprehensive Table Page 24
Table 2: Contracted Positions Page 27
Table 3: Proposed Compensation Ranges Page 31
Table 3: Proposed Compensation Ranges – Hourly Page 32
APPENDICES
Appendix A: Job Analysis Questionnaire Page 33
Appendix B: Comparable Community Analysis Page 40
Appendix C: Detailed Salary Survey Data Page 45
Appendix D: Detailed Benefit Survey Data Page 101
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I.INTRODUCTION
GovHR USA, LLC (GovHR) 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 but can also retain those
employees, even in a competitive marketplace. By retaining qualified, experienced employees the City
avoids the costs of re-recruitments and lost productivity, while maximizing the benefits of the
investments it has made in employees and the institutional and community knowledge acquired by
those employees over their tenures.
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 City Administration to discuss Study
methods and expectations, and to review the current Classification and Compensation Plan 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 ten (10) days to
complete the questionnaire. The completed questionnaires were then reviewed by each
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employee’s Supervisor and/or Department Head and City Administration. The JAQs were
returned to GovHR within approximately three (3) weeks of distribution.
Determined comparable communities and collected compensation data. GovHR, along with
the City, determined a logical survey sample of “like” communities that impact the
compensation market of Seward. Then, GovHR designed and sent out the survey for the
benchmark positions and benefits covered in the Study.
Job Evaluation Analysis and Establishment of a Classification Plan. 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 at least one (1) employee in each position covered
by the Study to further understand the scope of duties and responsibilities of the
position.
Applied a measurement system of Job Evaluation Factors to all positions, which formed
the basis for internal rankings (equity) of positions.
Upon completion of the Job Evaluation measurements, a new Classification Plan was
developed.
II.Salary and Benefit Survey
The following tasks were included in this component of the Study:
Tabulated, summarized, and analyzed comparative compensation information obtained from
the comparable communities. Prepared pay tabulations that compared the salary ranges of the
City of Seward to the salary ranges of its comparable communities. Prepared comparison
ththththth
calculations at the 50, 60, 65, 75and 80 percentiles. Displayed data for each jurisdiction
and for each position 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
thth
bottom of the 50 percentile and the top of the 65percentile of the salary data from the
comparable communities.
Based on the above data, developed, and recommended new salary schedules and
recommended new Job Titles for some positions.
Analyzed and summarized the benefit information.
III.Draft and Final Report Preparation
A preliminary analysis of the data and recommended Classification and Compensation Plan was
shared with the City. Feedback from City Administration 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 City Leaders.
Once the presentation is made and review comments are returned by the City a final report will
be prepared and transmitted electronically.
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II.EXECUTIVE SUMMARY
A Classification and Compensation Study encompasses a significant amountof information that can be
time consuming to condense and organize into an abbreviated format. Therefore, GovHR 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 Classification and Compensation
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 seventy (70) positions in the City of Seward. To
complete this task, the Consultant completed a Job Evaluation. The Job Evaluation included the
completion of a questionnaire by all employees covered in the Study and interviews with at least one (1)
employee working in each position covered by the Study (see Appendix A). Upon the completion of
those tasks, the Consultants assigned a numerical value to each position so that like positions within the
organization would be grouped together in a classification to produce an internal equity hierarchy. Nine
(9)factors were used for the evaluation of Seward’s positions:
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
The product of this internal ranking is shown in Table 1, which lists the City’s positions with their
numerical Job Evaluation score, also known as a Classification Plan. The higher the Job Evaluation Score,
the higher the position is 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 positions. Therefore, the following Job Title changes
have been recommended based on clarification of duties and market trends.
Current TitleProposed New Title
Administrative Assistant – Clerk Office Assistant
Administrative Assistant – Police Executive Assistant – Police
Senior Admin Assistant – Harbor Office Manager
Patrol Corporal Patrol Officer
Personnel Officer Human Resources Officer
Patrol Lieutenant Deputy Police Chief
Information Technology Manager MIS Director
Utility Manager Utility Director
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) 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
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 Plan
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
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the bottom of the 50 percentile and the top of the 65 percentile of the salary ranges that were
acquired through the salary survey. The resulting Classification and Compensation Plan consists of
thirteen (13) pay grades; one (1) being lowest and thirteen (13) being highest and is broken down into
the following three (3) bands:
Grades 1 – 4: Administrative and Technical Staff
Grades 5 – 9: Supervisors and Advanced Technical Staff
Grades 10 – 13: Directors and Senior Manager
Grades 1 – 9 have defined step increments from minimum to maximum. Grades 10 – 13 are open
ranges. There is an 10% gradation between Grades 1 – 4, a 12% Gradation between Grades 5 – 9 and a
7.5% Gradation between Grades 10 - 13. Grades 1 – 4 have a 43% range spread from minimum to
maximum and Grades 5 – 13 have a 50% range spread from minimum to maximum.
Future Administration of the Classification and Compensation Plan
Within the body of this report, GovHR has outlined how the City can maintain the Classification and
Compensation Plan. GovHR will supply the City with a User’s Manual and all associated documents to
maintain the Classification and Compensation Plan and the steps to ensure the City remains
competitive with the market in the years to come.
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III. JOB EVALUATION
GovHR’s approach to Job Evaluation involves a quantitative point and factor comparison method, which
cross-compares all positions in the organization against numerous factors such as educational
requirements, experience, work conditions, etc. Therefore, all jobs in each organizational unit (e.g.,
Police, Administration, Finance, etc.) may be compared against each other, based upon the same
factors.
In conducting the Job Evaluation exercise, it must be 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 he/she 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 he/she does more tasks than a similar employee in
another Department, but these are not valid determinants for a position.
Before reviewing the results of the evaluation of the positions, it is important to note that the purpose
of a 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
positions 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
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As part of the Job Evaluation process, the duties, responsibilities, and qualification requirements for
each position were reviewed via a thorough reading of the incumbent’s current job description and a
Job Analysis Questionnaire (JAQ) completed by each employee (Appendix A). In addition, GovHR
conducted interviews with at least one (1) employee in each of the positions covered by the Study.
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 Position Title, the Proposed New Title (if applicable), the JFA Score, Skill Level and
proposed Grade for the evaluated positions.
As part of the service provided in the Compensation Study, GovHR makes Job Title change
recommendations to either reflect a better description of the job being performed or to be consistent
with trends in the organization or the marketplace. Based on this, GovHR recommends the following
Job Title changes:
Current Title Proposed New Title
Administrative Assistant – Clerk Office Assistant
Administrative Assistant – Police Executive Assistant – Police
Senior Admin Assistant – Harbor Office Manager
Patrol Corporal Patrol Officer
Personnel Officer Human Resources Officer
Patrol Lieutenant Deputy Police Chief
Information Technology Manager MIS Director
Utility Manager Utility Director
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III. THE CLASSIFICATION PLAN
A Classification Plan provides for a systematic arrangement of positions into classifications. A position,
often referred to as a job (e.g., Office Assistant), contains a specific set of duties and responsibilities and
that is the objective of the classification process – not the person currently holding that job. A
classification is a grouping of positions which have similar levels of knowledge, skills and abilities needed
to perform the job. The positions are also similar in nature of work, level of work difficulty and
responsibilities. Positions allocated to the same classification 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, they can be in different departments, dealing with different
subject matters and performing different duties.
It is this arrangement of positions and resulting classification structure that forms the basis for the
Classification Plan. As noted in the previous section, a Job Evaluation and Classification Plan is not
intended to assess individual performance. To that end, a position that belongs in a certain classification
is not entitled to be placed in a higher classification simply because the individual performs with a high
degree of success and efficiency, nor is it placed in a lower classification simply because the incumbent
performs with low competence or productivity. Variations in individual performance are not recognized
by differences in classifications, instead they 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. 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 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 reduced) duties and
responsibilities. 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. The Classification Plan also 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 classifications and hierarchies.
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V.SALARY AND BENEFIT DATA
The City of Seward initiated this Study with the objective of assuring that its Compensation Plan is both
internally equitable and externally competitive. The Job Evaluation System (outlined in Section III) is
performed to address the issue of internal equity. To achieve external competitiveness, a market survey
of comparable jurisdictions was conducted. The following explains the labor market review and
collection of salary data.
Selection of Comparable Jurisdictions for Data 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) to each communityee 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
fifteen (15) communities. The full list of comparable communities is as follows:
CordovaNorth Pole
Dillingham Palmer
HomerSitka
Kenai Soldotna
Kenai Peninsula BoroughUnalaska
Ketchikan Valdez
Kodiak Wrangell
Nome
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Selection of Benchmark Positions 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 referred to as benchmark positions.
Based on the size of the Study and number of positions in Seward, GovHR recommended limiting the
benchmark positions in the survey to approximately thirty (30) positions. 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 organizations need to devote
to completing a lengthier survey. Positions recommended as benchmarks are those that:
1) Are representative of each occupational grouping (e.g., Administration, Finance, Police, etc.).
2) Include multiple numbers of City employees, when possible.
3) Can be described in a concise manner that accurately identifies the nature of work and level of
difficulty.
4) Are known to commonly exist in other communities.
After discussion with City Administration, forty-two (42) positions were selected as benchmark
positions for the survey. Below is a list of all the surveyed positions:
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 AttendantOperations Supervisor
Chief of Police Parks and Campground Operations Supervisor
City ClerkParks Maintenance -Seasonal
City ManagerPatrol Officer
Computer Technician Personnel Officer
Corporal Planner
Deputy City Clerk Planning Technician
Director of Parks and RecreationProgram Assistant -Parks/Recreation
Dispatch Supervisor Program Coordinator - Library
Dispatcher Public Works Director
Electric Utility ManagerSergeant
Executive Liaison Shop Foreman
Finance DirectorSports and Recreation Coordinator
Fire Chief Technician - Library
HarbormasterWater/Wastewater Operator
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Salary Survey
After identifying the benchmark positions, the Consultants then prepared and distributed a salary survey
to the fifteen (15) comparable communities. Nine (9) of the communities responded to the survey or
supplied GovHR with a copy of their Compensation Plan. 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
ththththth
maximums were analyzed to determine the 50
, 60, 65, 75 and 80 percentiles to identify
wage ranges for “average” and “above average” payers. Any actual salaries provided by the
comparable municipalities were only analyzed in a few instances when there was not enough
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 was 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 Data
While comparingSeward’s current salariesto those paid by other employers in the comparable
communities, it must be noted that variations in compensation may be due to several factors, including:
1) Organizational size and economic conditions can have an impact on positions. 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,
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the economic downturnforced organizations to "do more with less", compellingstaff to take on
more duties and responsibilities than they have in the past. Therefore, it becomes increasingly
harder to compare “like” positions within organizations.
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) It can be difficult to make exact comparisons among the different employers of the duties and
responsibilities of ostensibly similar jobs.
Nevertheless, comparative salary data is 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
prevailing opinions concerning the compensation relationships that should exist among different
classifications of work. Of equal importance, however, are the internal relationships for the various
positions that were 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:
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.
City of Seward, AKGovHR USA, LLCPage 12
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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 this goal, there must be a reasonable and widely accepted model of Job Factors
upon which the Compensation Plan rests. Application of this model was the purpose of the Job
Evaluation aspect 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 impact these interrelationships.
3) Establishing compensation ranges 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.
Compensation Plan Options for the City’s Consideration
One of the purposes of this Study was to provide an updated Compensation Plan that relates to the
external market and is internally equitable. Below is a detailed explanation of three (3) different
Compensation Plans:
1) Defined Increment Plan: This is a Compensation Plan that has 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
compensation range. The performance evaluation and resulting salary increment increase
occurs annually.
2) Open Range Merit Plan: This is a Compensation Plan that also has salary ranges with minimums
and maximums, but without defined percentage increments in between. Employees are
advanced through the compensation range based on an annual satisfactory performance
evaluation, with the percentage of their increase determined annually by City Administration.
3) Blended Merit Plan: This is a Compensation Plan that uses techniques from both a Defined
Increment Plan and an Open Range Merit Plan.
City of Seward, AKGovHR USA, LLCPage 13
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In considering which Plan to use, it is important to understand that employees at various levels of
responsibility may react differently toward, and be motivated differently by, the Compensation Plan
they work under. Management personnel that are goal-oriented may have a higher acceptance of the
Open Range Merit Plan, and thus tend to be more comfortable with 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.
Defined Increment Plan
Advantages
City: A Defined Increment 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 Plan because it offers security and predictability for
advancement through the range. Another advantage 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: TheCitymay feel that a Defined Increment Plan simplyrewards compensation increases on a
routine basis.However, by tyingthe increase to a satisfactory performance evaluation, the Citycan
be assured that only employees with acceptable performance 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 notion 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. Most employees would be considered
“average” performers and receive a one (1) increment increase.
Open Range Merit Plan
Advantages
City:The Open Range Merit Plantends to motivate employees to perform at a higher level, thereby
achieving greater production/benefit for the City. This Plan also enables the supervising authority to
reward high-performing employees with a salary increase greater than a defined increment.
City of Seward, AKGovHR USA, LLCPage 14
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Employees:Employees who are high performers like workingunder 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 Merit Plan employees to receive an average
percentage (i.e., a 2-3% increase), knowing that some employees will receive less (or no) increase
and some employees will earn more.
Employees: An Open Range Merit Plan 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 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.
Blended Merit Plan
There are positives and negatives for both Defined Increment 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 Merit Plans. It is becoming increasingly common for organizations to
have a Blended Merit 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 the preferred Plan for organizations that are transitioning from a Defined Increment Plan to
an Open Range Merit Plan. The following is one example of a Blended Merit Plan:
Exempt: All exempt employees are in an Open Range Merit Plan.
Non-exempt: Non-exempt employees are in a Blended Merit Plan. In this Plan, salary ranges begin
at the minimum with, for example, three (3) defined increments and then transition into an open
range. The initial increment of the assigned range is intended as the normal hiring/promoting rate.
Increments two (2) and three (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 two (2)
after the initial evaluation and increment three (3) after an additional year of employment.) After
that, the employee may advance through the open range as a result of a successful performance
evaluation.
City of Seward, AKGovHR USA, LLCPage 15
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Recommendation: Defined Increment and Open Range
GovHR is recommending that the City adopt a Defined Increment Plan for Grades 1 – 9 and an Open
Range Plan for Grades 10 - 13. A Defined Increment Plan has distinct steps from minimum to maximum
while an Open Range Merit Plan has salary ranges with minimums and maximums, but without defined
percentage increments in between. Employees in open ranges are advanced through the ranges based
on an annual satisfactory performance evaluation, with the percentage of their increase determined by
their supervisor and City Administration. An Open Range Merit 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.
Pay Philosophy
An important component in the process of developing a Compensation Plan is understanding and
applying the pay philosophy of the City. In Seward, the City asked GovHR to develop the proposed
thth
ranges based on the 50 percentile for the bottom of the range and the percentile for the top of
the range – based on the external market data.
Proposed Compensation Plan and Structure
The next step in this process is to combine the JFA scores included in Tables 1 and 2 with the proposed
salary ranges in Table 3. The Classification and Compensation Plan consists of thirteen (13) pay grades;
one (1) being lowest and thirteen (13) being highest and is broken down into the following three (3)
bands:
Grades 1 – 4: Administrative and Technical Staff
Grades 5 – 9: Supervisors and Advanced Technical Staff
Grades 10 – 13: Directors and Senior Managers
Grades 1 – 9 have defined step increments from minimum to maximum. Grades 10 – 13 are open
ranges. There is an 10% gradation between Grades 1 – 4, a 12% Gradation between Grades 5 – 9 and a
7.5% Gradation between Grades 10 - 13. Grades 1 – 4 have a 43% range spread from minimum to
maximum and Grades 5 – 13 have a 50% range spread from minimum to maximum.
City of Seward, AKGovHR USA, LLCPage 16
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Note 1:Different compensationgrades may have different ranges from minimum to maximum
compensation. It is appropriate for the lower grades in a Compensation Plan to have a smaller
spread from minimum to maximum as it is likely that new employees would start at the
minimum compensation 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
compensation of a range, thus it is necessary to have a greater spread from minimum to
maximum compensation.
Note 2: Gradation refers to the relationship between the minimum compensation of one grade
to the minimum compensation of the next grade. In this case, the starting compensation for
employees in Grade 2 is 12% higher than Grade 1 and so on. The gradation will vary depending
upon the relationship between the salary data for the grade, the number of grades in the
compensation band and the established compensation range.
thth
Table 2 combines all of the classification and compensation data at the 50 and 5 percentile.
Implementation and Administration of the Compensation Plan
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
classification should be slotted into the new Compensation Plan at their current pay rate.
3)The compensation of employees whose present compensation is above the maximum
compensation of the range should be held at their 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 compensation levels, until the ranges adjust to include the
individual employee compensation rates.
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 range. If this occurs, it illustrates
City of Seward, AKGovHR USA, LLCPage 17
39
that the position has been compensated atless 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 City 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:
An individual with at least ten (10) years of service that is within $5,000 from the bottom of the
range, the following recommendations would apply:
o Employees with 10-15 years of service receive a 2% increase on the minimum of the
range or their current salary, if their current salary is within the range.
o Employee with over 16 years of service receive a 3% increase on the minimum of the
range or their current salary, if their current salary is within the range.
Based on the propos Compensation Plan, this would apply to five (5) positions and would cost
around $8,000 to implement.
Employee Advancement throughtheRanges
To implement the new Compensation Plan, GovHR recommends that 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 and qualifications.
2)A promotion in which the employee’s current compensation is higher than the minimum of the
new range.
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 policies (if applicable). 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, either with a defined step
City of Seward, AKGovHR USA, LLCPage 18
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increment or open range. 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 compensation for the range. If this option is exercised, then an employee would be
eligible to receive a payment after a successful performance evaluation 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 base
compensation 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 Plan. Equally, if not more
important, is that supervisors are adequately trained to perform the formal performance evaluation
process.
Future Administration of the CompensationPlan
To maintain competitive salary levels there should be an annual review of the City’s salary ranges. The
fifteen (15) 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 July – September 2019. It is GovHR’s recommendation that an annual survey of these
communities be conducted to determine the percentage increase each organization in the comparable
City of Seward, AKGovHR USA, LLCPage 19
41
group is granting, either as an annual across-the-boardincreaseto their employeesoras a general
adjustment to their compensation 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 evaluation.
It is the further recommendation of GovHR that the compensation 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 compatibility of the municipalities after five (5) 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 classifications. Instead, the Plan must be
administered continually to adapt it to changing conditions.
Three (3) specific types of changes in the Plan itself are possible: abolition of a position, creation of a
position, or a revision of a position.
1) When a position in a classification is eliminated or when a position has significantly changed
work duties and responsibilities to the extent that the position becomes inappropriate or
inaccurate, the position should be abolished.
2) New positions should be created when new work situations arise that are not covered by the
established positions. However, caution should be exercised in this respect, particularly to
assure that new positions are justified, are not merely duplicating established positions, cannot
be accommodated through changes in existing positions, and reflect substantially permanent
rather than temporary situations.
3) The adjustment or revision of a position 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. In this instance, a position may need to be re-scored and move up or down into a
new classification.
City of Seward, AKGovHR USA, LLCPage 20
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All changes should be thoroughly evaluated for their effect on employee morale and the integrity of the
classification relationships established in the Classification and Compensation Plan. 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 position. GovHR provides scoring assistance in such cases
free of charge for one (1) year after the delivery of this report.
Appreciation
GovHR has appreciated the opportunity to work with the City of Seward on this Classification and
Compensation Study. A special thank you to the employees for all of the information provided to allow
for the analysis and to the City Administration for the significant amount of work and support dedicated
to the project.
City of Seward, AKGovHR USA, LLCPage 21
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SEWARD
Table 1
PROPOSED CLASSIFICATION PLAN
Current Position TitleProposed TitleTotalSkill LevelGrade
Directors and Senior Managers
745
Chief of Police 735+13
Finance Director745
Fire Chief
740
735
Assistant City Manager
Harbormaster695 to 73012
715
Utility Director
Utility Manager710
Director of Public Works
705
MIS Director
Information Technology Manager700
Director of Community Development
695
Deputy Finance Director695
Patrol LieutenantDeputy Police Chief
690
Deputy Fire Chief690
Operations Supervisor655 to 69011
685
Parks & Recreation Director680
Deputy Harbormaster
675
Public Works Superintendent675
Planner
660
City Clerk655
Patrol Sergeant615 to 65010
650
Librarian Museum Director635
Supervisors and Advanced Technical
Human Resources Officer
Personnel Officer595575-6109
Senior Computer Technician
585
Building Inspector 580
Street Foreman 535-5708
560
Harbor Worker III555
Parks and Camps Operations Supervisor
555
Water/Wastewater Foreman555
Accounting Supervisor
545
MIS Tech 540
Patrol CorporalPatrol Officer
540
Corrections Sergeant530495 to 5307
Dispatch Supervisor
525
Shop Foreman495
Animal Control Officer455 to 4906
485
Harbor Worker II485
Curator
485
Dispatcher475
Senior Administrative Assistant-HarborOfficer Manager
475
City of Seward, AKGovHR USA, LLCPage 22
44
SEWARD
Table 1
PROPOSED CLASSIFICATION PLAN
Current Position TitleProposed TitleTotalSkill LevelGrade
Accounting Technician III460
Maintenance Mechanic Operator
460
Water/Wastewater Operator460
Executive Liaison-City Manager
455
Campground Coordinator450415 to 4505
Corrections Officer
445
Parking Operations Supervisor440
Deputy City Clerk
435
Sports & Recreation Coordinator435
Field Engineer
420
Program Coordinator420
Parks Maintenance Technician
415
Accounting Technician II (Utility)415
Accounting Technician II (A/P)
415
Administrative and Technical
Technician375 to 4104
400
Executive Assistant-Fire410
Executive Assistant-Parks
390
Executive Assistant - Police
Administrative Assistant-Police390
Planning Technician
390
Accounting Technician I (Payroll)385
Executive Assistant-Electric
380
Custodian - Municipal Buildings345335 to 3703
DMV Clerk
345
Recreation Assistant345
Administrative Assistant-Harbor
335
Part-time Animal Control Assistant335
Administrative Assistant-ClerkOffice Assistant295 to 3302
325
Part-time Aides280To 2901
Campground Attendants-Seasonal
275
Gardener270
Parking Lot Attendant
250
Program Aides-Seasonal (Summer Camp)245
City of Seward, AKGovHR USA, LLCPage 23
45
---
-----------
606245890
Table 26,7351,2939,9244,2805,6825,6828,3447,034
18,16119,81814,05618,237
Cost to
Implement
99,13388,512
Page 24
130,441121,341112,875105,000
Top of the 65th
75,25070,00068,448
86,96180,89461,114
Bottom of the 50th
Proposed FY2020 Range
- -
79,60170,97096,84562,73385,15570,97055,43261,19483,13878,31250,21167,55888,62855,43264,29352,77072,73864,29254,08073,999
88,26980,22680,28886,15475,005
115,066101,192100,256
Annual
Current
- - - - -
97,81790,80986,45570,97376,43180,29669,23261,18367,55467,55476,43180,29669,232
97,81784,33188,62174,54182,29380,29664,28472,736
110,644119,117102,765107,968
- - - - -
67,55470,09361,18366,61959,69762,73451,47855,42858,23155,42844,40658,23154,09046,63648,99352,77352,77358,23147,783
76,43182,29367,55460,18374,54165,919
Seward - Salary Range
- - - - - - - - - - -
92,85199,14395,04593,00296,11795,87588,27177,16785,09779,72683,520
122,384123,441114,894136,367110,478117,552116,754107,428
- - - - - - - - - - -
65th Percentile
90,51988,08777,14492,71266,50277,17083,84275,81985,45467,52871,05871,66265,22662,09169,00455,16065,08256,79862,899
Salary Survey Data -
- - - - - - - - - - -
SEWARD
88,72398,07298,02191,66198,07290,40791,80193,26787,10872,55083,69575,06682,638
117,270114,629108,806127,321111,989100,662
GovHR USA, LLC
COMPREHENSIVE TABLE
- - - - - - - - - - -
50th Percentile
82,53580,91070,35685,43865,94675,50479,28470,19879,25066,88966,88965,62261,70556,30666,10049,89962,68955,27459,384
Salary Survey Data -
735+
Skill
Level
535-570
695 to 730655 to 690615 to 650575 to 610
JFA
745745740735715710700705695690690690685680675680660655650635595585580560555555555545540540
Total
98
13121110
New
Grade
n/a
26-2922-2522-2523-2620-2224-2720-2318-2019-2118-2119-2117-1917-2015-1715-18
Grade
Contract
24.5-27.521.5-23.519.5-21.520.5-22.521.5-24.516.5-18.513.5-15.517.5-19.514.5-16.515.5-17.5
Current
Position Title
City of Seward, AK
46
Directors and Senior Managers Chief of PoliceFinance DirectorFire ChiefAssistant City Manager HarbormasterUtility Director MIS Director Director of Public WorksDirector of Community
DevelopmentDeputy Finance Director Deputy Police Chief Deputy Fire ChiefOperations SupervisorParks & Recreation DirectorDeputy HarbormasterPublic Works SuperintendentPlannerCity ClerkPatrol
SergeantLibrary Director Supervisors and Advanced Technical Human Resources Officer Senior Computer Technician Building Inspector Street ForemanHarbor Worker IIIParks and Camps Operations
SupervisorWater/Wastewater ForemanAccounting SupervisorMIS Tech Patrol Officer
-----
--------
942340234
4,3553,2305,4142,0876,4556,7149,4923,2316,1852,275
Table 26,7884,3125,4142,2751,
Cost to
Implement
028
79,70,56163,001
Page 25
566720
Top of the 65th
43,500
54,48,
Bottom of the 50th
Proposed FY2020 Range
- -
47,77850,21168,55744,40859,69655,43247,77845,49043,30643,30646,63342,26542,00639,22868,16248,38156,17445,48937,31555,43245,48941,22549,50444,40841,22555,42854,63142,266
Annual
Current
-
697808808808478090090090697431773
59,59,69765,91956,64,28464,28464,28464,28454,09054,09054,09054,09054,09061,18364,28472,73656,42851,51,74855,42855,248
56,56,54,54,54,59,76,52,
-
43,30243,30247,78341,22156,63656,63656,63656,63641,22139,22439,22439,22439,22439,22441,22144,40646,63652,77340,20137,31339,22439,22439,22441,22137,71355,42838,24740,20140,201
Seward - Salary Range
- - - - - - - - - - - -
85,90883,82257,84257,84257,84257,84272,23272,23272,23272,23272,23268,15674,45774,88868,00068,13065,64568,156
- - - - - - - - - - - -
958958990990
65th Percentile
56,74268,67344,95844,95844,44,48,48,48,99048,99048,99051,73655,73556,37947,91947,53451,19351,736
Salary Survey Data -
- - - - - - - - - - - -
SEWARD
82,63880,24455,75455,75455,75455,75468,50568,50568,50568,50568,50566,58171,69872,73865,16759,28065,16766,581
GovHR USA, LLC
COMPREHENSIVE TABLE
- - - - - - - - - - - -
50th Percentile
56,74259,38443,35543,35543,35543,35547,26947,26947,26947,26947,26948,05754,99052,12547,87942,93150,08648,057
Salary Survey Data -
Skill
Level
495 to 530455 to 490415 to 450
JFA
530525495485485485485485485475475475475475475460460460455450445445445440435435420415415415
Total
765
New
Grade
13-1513-1515-1712-1412-1411-1311-1311-1311-1311-1312-1413-1710-1211-1311-1311-1312-1510-1218-20
Grade
13.5-15.513.5-15.513.5-15.513.5-15.513.5-15.514.5-16.511.5-13.510.5-12.511.5-13.5
Current
Position Title
City of Seward, AK
47
Correctional SergeantDispatch SupervisorShop ForemanAnimal Control OfficerHarbor Worker IIHarbor Worker IIHarbor Worker IIHarbor Worker IICuratorDispatcherDispatcherDispatcherDispatcherDispatcherOffi
ce Manager - Harbor Accounting Technician IIIMaintenance Mechanic OperatorWater/Wastewater OperatorExecutive Liaison-City ManagerCampground CoordinatorCorrections OfficerCorrections
OfficerCorrections OfficerParking Operations Supervisor Deputy City ClerkSports & Recreation CoordinatorField EngineerParks Maintenance TechnicianAccounting Technician II (Utility)Accounting
Technician II (A/P)
-----
------
96
3,840
Table 25,9434,0293,0523,8404,693
45,80630,272
217,223 141,145
Cost to
Implement
62,28456,62251,47446,795
Page 26
Top of the 65th
43,25839,32535,750
32,500
Bottom of the 50th
Proposed FY2020 Range
37,31552,77047,77746,63346,48839,22940,20642,26639,22935,48535,48534,63237,89830,59730,59730,59730,59730,597
Annual
Current
- - - - - -
46,63661,77552,77345,48942,261
52,77348,99354,09051,47850,20446,63646,636
- - - - - -
33,76738,24741,18338,24735,48739,22437,31336,37932,93833,76733,76729,116
Seward - Salary Range
- - - - - - - - - - - - - -
52,89762,62370,02353,713
- - - - - - - - - - - - - -
65th Percentile
37,55447,61650,77241,088
Salary Survey Data -
- - - - - - - - - - - - - -
SEWARD
48,36059,40469,95951,906
GovHR USA, LLC
COMPREHENSIVE TABLE
- - - - - - - - - - - - - -
50th Percentile
36,28644,35648,05338,917
Salary Survey Data -
Skill
Level
Up To 290
375 to 410335 to 370295 to 330
JFA
400410390390390385380345345345335335325280275270250245
Total
4321
New
Grade
5-8
8-109-118-108-108-10
11-1310-12
Grade
9.5-11.5
10.5-12.510.5-12.5
Current
Position Title
City of Seward, AK
(1) Year 1: $5,000 increase.(2) Year 2: $5,000 increase, plus any cost of living adjustment (if applicable).(3) Year 3: Remaining increase to get the employee to the minimum of the range.
48
Administrative and Technical TechnicianExecutive Assistant-FireExecutive Assistant-ParksExecutive Assistant - PolicePlanning TechnicianAccounting Technician I (Payroll)Executive Assistant-ElectricCus
todian - Municipal BuildingsDMV ClerkRecreation AssistantAdministrative Assistant-HarborPart-Time Animal Control AssistantAdministrative Assistant-ClerkPart-Time AidesCampground Attendants-SeasonalGa
rdenersParking Lot AttendantProgram Aides-Seasonal (Summer Camp)Total Cost to Implement: Cost in Year 1: Cost in Year 2:Cost in Year 3:Cost in Year 4
Recommendations for Implementation:(1) Move everyone up to the minimum of the new pay range.(2) If the cost is more than $5,000 to get the employee to the minimum, implement the following
plan:Longevity Recommendations:Any individual with at least ten (10) year of service that is within $5,000 from the bottom of the range, the following recommendations would apply:Employees
with 10 - 15 years of service receive a 2% increase on the minimum of the range or their current salary, if it is within the range. Employees with over 16 years of service receive a
3% increase on the minimum of the range or their current salary, if their current salary is within the range. Positions that this applies to: Deputy Harbormaster (3%), Administrative
Assistant (3%), Senior Computer Technician (2%), Street Foreman (3%), HR Officer (2%). Total expected cost: $8,000
-
Table 2
75,005
140,005113,360101,213101,213101,213
Annual
Current
------
-
Page 27
------
-
Seward - Salary Range
----
-
107,428101,556
----
-
65th Percentile
71,05883,664
Salary Survey Data -
-----
98,07298,467
-----
50th Percentile
66,88980,475
COMPREHENSIVE TABLE
Salary Survey Data -
GovHR USA, LLC
SEWARD
735+
Skill
Level
695 to 730655 to 690615 to 650575 to 610
JFA
655630585
Total
9
13121110
New
Grade
Grade
ContractContractContractContractContractContract
Current
Position Title
City of Seward, AK
49
Directors and Senior Managers City Manager City ClerkForeman Supervisors and Advanced Technical Journeyman LinemanMechanic/Operator
No Positions in Grade Lineman
PPP
Table 3
62,28488,512
46,79551,47456,62263,00170,56179,02899,133
105,000112,875121,341130,441
Page 31
OOO
45,67150,23955,26260,78961,46468,84077,10186,35396,715
NNN
59,32984,247
44,57549,03253,93659,96567,16175,22094,356
M
MM
43,50547,85552,64157,90558,50365,52373,38682,19292,055
L
LL
42,46046,70651,37756,51457,07663,92571,59680,18789,810
366
K
KK
41,44145,58550,14355,15855,68462,69,85078,23287,619
J
JJ
40,44644,49048,93953,83354,32660,84568,14676,32385,482
I
II
the 65th Percentile Market Data.
39,47543,42247,76452,54153,00159,36166,48474,46283,397
HHH
SEWARD
38,52742,38046,61851,27951,70857,91364,86272,64681,363
GovHR USA, LLC
379
PROPOSED PAY RANGES
G
GG
37,60241,36245,49850,04850,44756,50063,28070,87479,
F
FF
36,69940,36944,40648,84649,21655,12261,73769,14577,443
E
EE
35,81839,40043,34047,67448,01653,77860,23167,459
75,554
the 50th Percentile Market Data and the top of
f
DDD
o
34,95838,45442,29946,52946,84552,46658,76265,81373,711
C
CC
37,53141,28445,41245,70251,18657,32964,208
34,11971,913
the bottom
f
o
B
BB
33,30036,62940,29244,32244,58849,93855,93162,64270,159
A
AA
32,50035,75039,32543,25843,50048,72054,56661,11468,44870,00075,25080,89486,961 reated based off
ge Spread from Minimum to Maximum
c
an
City of Seward, AK
123456789
10111213
Ranges
Supervisors and Advanced Technical2.5% Between Each Step (A-P)Directors and Senior ManagersOpen Ranges 7.5% Between Each Grade (10-13)50% Range Spread from Minimum to Maximum Grade
Administrative and Technical2.46% Between Each Step (A-P)10% Between Each Grade (1-4) 43% Range Spread from Minimum to Maximum Grade12% Between Each Grade (5-9)50% RGrade
50
PP
Table 3
22.5024.7527.2229.9430.2933.9237.9942.5547.66
Page 32
OO
29.2341.52
21.9624.1526.5729.5533.1037.0746.50
NN
21.4323.5725.9328.5228.8332.2936.1640.5045.36
MM
27.8439.52
20.9223.0125.3128.1331.5035.2844.26
LL
20.4122.4524.7027.1727.4430.7334.4238.5543.18
98
KK
26.5237.61
19.9221.9224.1126.7729.33.5842.12
JJ
19.4521.3923.5325.8826.1229.2532.7636.6941.10
II
25.2635.80
18.9820.8822.9625.4828.5431.9640.09
HH
18.5220.3722.4124.6524.8627.8431.1834.9339.12
SEWARD
GovHR USA, LLC
16
GG
24.0634.07
18.0819.8921.8724.2527.1630.4238.
FF
17.6419.4121.3523.4823.6626.5029.6833.2437.23
PROPOSED PAY RANGES - GRADES 1-9 HOULRY
EE
22.9232.43
17.2218.9420.8423.0825.8528.9636.32
DD
16.8118.4920.3422.3722.5225.2228.2531.64
35.44
CC
21.8330.87
16.4018.0419.8521.9724.6127.5634.57
BB
17.6119.3721.3124.0126.8930.1233.73
16.0121.44
AA
20.8029.3832.91
15.6317.1918.9120.9123.4226.23
ge Spread from Minimum to Maximum
an
City of Seward, AK
123456789
Supervisors and Advanced Technical2.5% Between Each Step (A-P)
Administrative and Technical2.46% Between Each Step (A-P)10% Between Each Grade (1-4) 43% Range Spread from Minimum to Maximum Grade12% Between Each Grade (5-9)50% RGrade
Ranges created based off of the bottom of the 50th Percentile Market Data and the top of the 65th Percentile Market Data.
51
APPENDIX A
52
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, AKGovHR USA, LLCPage 33
53
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, AKGovHR USA, LLCPage 34
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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 judgmentexercised, 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, AKGovHR USA, LLCPage 35
55
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 loadand 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, AKGovHR USA, LLCPage 36
56
LEVEL 2:Position is responsible for the supervisionof 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, AKGovHR USA, LLCPage 37
57
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 5B: 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, AKGovHR USA, LLCPage 38
58
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:
st
June 21: Employees complete and submit the JAQs to their Supervisors. Please save file as follows:
JobTitle.LastName.FirstName
th
June 28: Supervisors and Department Heads review and then submit the JAQs to Human Resources
th
July 8: Human Resources reviews and then submits the JAQs to GovHR USA
nd
Week of July 22: GovHR USA conducts on-site interviews with employees
City of Seward, AKGovHR USA, LLCPage 39
59
APPENDIX B
60
CITY OF SEWARD, ALASKA
Criteria Used to Determine Survey Comparables
1.Primary Government Expenses ~ Maximum 25 points
$54.6
FactorMinimumRangeMaximumRangePoints
1.50$36.4$54.6$54.6$81.925
2.00$27.3$36.3$82.0$109.218
2.50$21.8$27.2$109.3$136.512
3.00$18.2$21.7$136.6$163.86
All Others0
2.Sales Taxes ~ Maximum 15 Points
$5.2
FactorMinimumRangeMaximumRangePoints
1.50$3.5$5.2$5.2$7.815
2.00$2.6$3.4$7.9$10.411
2.50$2.1$2.5$10.5$13.07
3.00$1.7$2.0$13.1$15.63
All Others0
3.Property Taxes ~ Maximum 10 Points
$1.2
FactorMinimumRangeMaximumRangePoints
1.50$0.8$1.2$1.2$1.810
2.00$0.6$0.7$1.9$2.48
2.50$0.5$0.5$2.5$3.06
3.00$0.4$0.4$3.1$3.62
All Others0
4.Total Taxable Property Value ~ Maximum 20 Points
$367.9Million
FactorMinimumRangeMaximumRangePoints
1.50$245.3$367.9$367.9$551.920
2.00$184.0$245.2$552.0$735.815
2.50$147.2$183.9$735.9$919.810
3.00$122.6$147.1$919.9$1,103.75
All Others0
5.Median Household Income ~ Maximum 15 Points
$70,000
FactorMinimumRangeMaximumRangePoints
1.50$46,667$70,000$70,000$105,00015
2.00$35,000$46,666$105,001$140,00011
2.50$28,000$34,999$140,001$175,0007
3.00$23,333$27,999$175,001$210,0003
All Others0
City of Seward, AKGovHR USA, LLCPage 40
61
CITY OF SEWARD, ALASKA
Criteria Used to Determine Survey Comparables
6.Population ~ Maximum 15 Points
2,768
FactorMinimumRangeMaximumRangePoints
1.501,8452,7682,7684,15215
2.001,3841,8444,1535,53611
2.501,1071,3835,5376,9207
3.009231,1066,9218,3043
All Others0
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://dcra-cdo-dcced.opendata.arcgis.com/
Alaska Office of the State Assessor's Alaska Taxable:
http://dcced.maps.arcgis.com/apps/MapJournal/index.html?appid=bb631449256346db81bc026339f0e60c
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").
City of Seward, AKGovHR USA, LLCPage 41
62
7875737372676764626160565552463826
Page 42
100
Total
Points
7733033
1515151115151515111111
Max.
Points
2,7682,3024,0326,0534,6896,1243,6592,1452,3952,4585,1368,1914,3117,0989,0394,8258,2751,102
Population
151115151515151515151515151515151515
Max.
Points
Income
$70,000$80,357$59,718$92,083$67,571$78,507$69,806$71,146$52,986$57,471$53,937$67,434$58,732$70,160$94,107$61,774$62,500
$107,771
Median HH
5550
2015202015152020151010151020
Max.
Points
$367.9$195.8$270.0$438.3$590.5$662.5$317.2$251.6$195.8$147.1$759.6$776.3$572.5$816.7$313.0$110.7
$1,074.0$1,080.5
(millions)
Total Taxable
Property Value
80022820000008
10101010
Max.
Points
GovHR USA, LLC
$1.2$2.3$5.2$1.3$6.2$1.1$3.1$0.4$2.3$1.7$3.5$5.7$0.3$3.9$6.2$0.0$0.0$0.6
Taxes
(millions)
Property
07777030
CITY OF SEWARD, ALASKA 15111515151111111515
Max.
Points
Criteria Comparisons -- Sorted by Rank
$5.2$3.2$0.0$7.0$5.1$4.0$2.9$2.6$7.9$7.1$6.7$0.0$1.6
Sales
Taxes$11.3$10.9$11.3$11.0$13.3
(All municipalities meeting initial screening criteria*)
(millions)
60006000
25182525181225122512
Max.
Points
Exp.
$6.5$8.5
$54.6$30.7$73.8$18.4$65.2$33.8$16.5$12.0$12.6$20.0$23.8$81.9$16.1$25.8$65.8$25.4
(millions)
Prim. Gov.
Municipality
SewardCordovaValdezPalmerUnalaska*KodiakNome*North PoleDillingham*WrangellHomer*KetchikanSoldotnaKenaiSitkaUtqiagvik*Wasilla*Craig**Home Rule and First Class Cities in Alaska with populations
between 1,100 and 9,100
City of Seward, AK
63
7826646155607267677352567346753862
Page 43
100
Total
Points
3337703
1515151115151111111515
Max.
Points
2,7682,3021,1022,3955,1367,0988,1916,1243,6592,1456,0539,0394,3114,6894,8254,0328,2752,458
Population
151115151515151515151515151515151515
Max.
Points
Income
$70,000$62,500$71,146$57,471$58,732$53,937$67,571$78,507$69,806$59,718$70,160$67,434$92,083$94,107$80,357$61,774$52,986
$107,771
Median HH
0555
2015151010101520202015152020
Max.
Points
$367.9$195.8$110.7$195.8$759.6$816.7$776.3$662.5$317.2$251.6$438.3$572.5$590.5$313.0$270.0$147.1
$1,074.0$1,080.5
(millions)
Total Taxable
Property Value
88820022000000
10101010
Max.
Points
GovHR USA, LLC
$1.2$2.3$0.6$2.3$3.5$3.9$5.7$1.1$3.1$0.4$1.3$6.2$0.3$6.2$0.0$5.2$0.0$1.7
Taxes
(millions)
Property
07777003
CITY OF SEWARD, ALASKA 15111111151515151511
Max.
Points
Criteria Comparisons -- Sorted by Name
$5.2$3.2$1.6$2.9$7.9$6.7$5.1$4.0$7.0$7.1$0.0$0.0$2.6
Sales
Taxes$11.3$10.9$11.0$11.3$13.3
(All municipalities meeting initial screening criteria*)
(millions)
00006006
25181212251825252512
Max.
Points
Exp.
$8.5$6.5
$54.6$30.7$12.6$23.8$25.8$81.9$33.8$16.5$12.0$18.4$65.8$16.1$65.2$73.8$25.4$20.0
(millions)
Prim. Gov.
Municipality
*Home Rule and First Class Cities in Alaska with populations between 1,100
SewardCordovaCraig*Dillingham*Homer*KenaiKetchikanKodiakNome*North PolePalmerSitkaSoldotnaUnalaska*Utqiagvik*ValdezWasilla*Wrangell
City of Seward, AK
64
7875737372676764626160565552
Page 44
100
Total
Points
77330
15151511151515151111
Max.
Points
2,7682,3024,0326,0534,6896,1243,6592,1452,3952,4585,1368,1914,3117,0989,039
Population
151115151515151515151515151515
Max.
Points
Income
$70,000$80,357$59,718$92,083$67,571$78,507$69,806$71,146$52,986$57,471$53,937$67,434$58,732$70,160
$107,771
Median HH
55
20152020151520201510101510
Max.
Points
$367.9$195.8$270.0$438.3$590.5$662.5$317.2$251.6$195.8$147.1$759.6$776.3$572.5$816.7
$1,074.0
(millions)
Total Taxable
Property Value
80022820000
10101010
Max.
Points
GovHR USA, LLC
$1.2$2.3$5.2$1.3$6.2$1.1$3.1$0.4$2.3$1.7$3.5$5.7$0.3$3.9$6.2
Taxes
(millions)
Top Comparables Property
(Score of 50 or Higher)
07777
CITY OF SEWARD, ALASKA 15111515151111111515
Max.
Points
$5.2$3.2$0.0$7.0$5.1$4.0$2.9$2.6$7.9$7.1$6.7
Sales
Taxes$11.3$10.9$11.3$11.0
(millions)
600060
251825251812251225
Max.
Points
Exp.
$54.6$30.7$73.8$18.4$65.2$33.8$16.5$12.0$12.6$20.0$23.8$81.9$16.1$25.8$65.8
(millions)
Prim. Gov.
Municipality
SewardCordovaValdezPalmerUnalaska*KodiakNome*North PoleDillingham*WrangellHomer*KetchikanSoldotnaKenaiSitkaKenai Peninsula Borough was added as a Top Comparable at request of the City
City of Seward, AK
65
APPENDIX C
66
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
City Manager
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova
Dillingham$114,130.00
Homer$125,196.00
Kenai$144,000.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$123,500.00
Sitka
Soldotna$137,000.00
Unalaska$172,500.00
Valdez
Wrangell
Seward$140,000.00
Average$136,054.33
50th Percentile$131,098.00
60th Percentile$137,000.00
65th Percentile$138,750.00
75th Percentile$142,250.00
80th Percentile$144,000.00
Actual Data
Average$108,843.47$163,265.20
50th Percentile$104,878.40$157,317.60
60th Percentile$109,600.00$164,400.00
65th Percentile$111,000.00$166,500.00
75th Percentile$113,800.00$170,700.00
80th Percentile$115,200.00$172,800.00
City of Seward, AKGovHR USA, LLCPage 45
67
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Assistant City Manager
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer
Kenai$77,355.20$92,830.40Assistant to City Manager/Special Projects
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$70,554.00$117,270.00Community 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$85,572.31$124,276.48
50th Percentile$85,437.60$127,321.25
60th Percentile$90,287.04$133,352.00
65th Percentile$92,711.76$136,367.38
75th Percentile$95,355.01$140,437.63
80th Percentile$96,456.01$142,276.70
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 46
68
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
City Clerk
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova
Dillingham$66,889.47$83,170.67
Homer$63,148.80$98,072.00
Kenai$85,000.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$90,000.00
Sitka
Soldotna$102,000.00
Unalaska$80,786.00$129,259.00
Negotiated with Council
Valdez
Wrangell
Seward
Average$70,274.76$103,500.56$92,333.33
50th Percentile$66,889.47$98,072.00$90,000.00
60th Percentile$69,668.78$104,309.40$92,400.00
65th Percentile$71,058.43$107,428.10$93,600.00
75th Percentile$73,837.74$113,665.50$96,000.00
80th Percentile$75,227.39$116,784.20$97,200.00
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 47
69
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Deputy City Clerk
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$37,794.00$55,263.0040 hrs/wk
Dillingham
Homer$46,696.00$72,550.40Deputy City Clerk II
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
26 hrs/wk
Palmer$30,379.00$50,145.00
Sitka
Soldotna$63,128.00$81,660.80Deputy Clerk
Unalaska$56,967.00$85,451.00
Negotiated with Council
Valdez
Wrangell
Seward$41,221.00$59,697.00
Average$46,992.80$69,014.04
50th Percentile$46,696.00$72,550.40
60th Percentile$50,804.40$76,194.56
65th Percentile$52,858.60$78,016.64
75th Percentile$56,967.00$81,660.80
80th Percentile$58,199.20$82,418.84
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 48
70
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Administrative Assistant
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova
Dillingham$37,100.13$46,133.57Accounting Technician I
Homer
40 hrs/wk
Kenai$47,528.00$57,033.60Administrative Assistant I
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$61,775.00Administrative Assistant II
37.5 hrs/wk
Valdez$47,879.29$65,167.45
Wrangell
Seward$29,116.00$42,261.00
Average$41,033.37$56,177.00
50th Percentile$44,355.50$59,404.30
60th Percentile$47,528.00$61,775.00
65th Percentile$47,615.82$62,623.11
75th Percentile$47,791.47$64,319.34
80th Percentile$47,879.29$65,167.45
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 49
71
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Executive Liaison
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham$46,658.77$58,024.10Executive Assistant/Human Resources
Homer$45,032.00$69,888.00Executive Administrative Assistant
40 hrs/wk
Kenai$52,353.60$62,816.00Administrative Assistant III
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$47,946.00$71,919.00Administrative Coordinator
37.5 hrs/wk
Valdez$47,879.29$65,167.45Executive Assistant
Wrangell
Seward$40,201.00$56,428.00
Average$47,973.93$65,562.91
50th Percentile$47,879.29$65,167.45
60th Percentile$47,905.97$67,055.67
65th Percentile$47,919.32$67,999.78
75th Percentile$47,946.00$69,888.00
80th Percentile$48,827.52$70,294.20
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 50
72
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Information Technology Manager
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Information Services Director40 hrs/wk
Dillingham
Homer$63,148.80$98,072.0040 hrs/wk
Kenai$77,355.20$92,830.40IT Manager 40 hrs/wk
Kenai Peninsula Borough$85,543.00$124,128.00Director of Information Technology40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna$75,504.00$97,614.4040 hrs/wk
40 hrs/wk
Unalaska$69,910.00$111,856.00Information Services Supervisor
40 hrs/wk
Valdez$82,535.41$111,988.91Information Technology Director
Wrangell
Seward$60,183.00$84,331.00
Average$71,201.11$100,241.24
50th Percentile$75,504.00$98,072.00
60th Percentile$76,614.72$106,342.40
65th Percentile$77,170.08$110,477.60
75th Percentile$79,945.31$111,922.46
80th Percentile$81,499.37$111,962.33
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 51
73
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Computer Technician
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$45,032.00$69,888.00IT Analyst
Kenai
Kenai Peninsula Borough$51,022.40$70,137.60Information Systems Helpdesk Tech. I/II
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna$53,580.80$69,305.60IT Technician
Unalaska$56,967.00$85,451.00Network Administrator
Valdez$58,667.36$80,244.12IT Specialist
Wrangell
Seward$58,231.00$80,296.00
Average$53,916.76$75,887.05
50th Percentile$53,580.80$70,137.60
60th Percentile$54,935.28$74,180.21
65th Percentile$55,612.52$76,201.51
75th Percentile$56,967.00$80,244.12
80th Percentile$57,307.07$81,285.50
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 52
74
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Computer Technician (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$45,032.00$69,888.00IT Analyst
Kenai
Kenai Peninsula BoroughInformation Systems Helpdesk Technician I/II
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna$53,580.80$69,305.60IT Technician
Unalaska$56,967.00$85,451.00Network Administrator
Valdez$58,667.36$80,244.12IT Specialist
Wrangell
Seward$58,231.00$80,296.00
Average$54,495.63$77,036.94
50th Percentile$55,273.90$75,066.06
60th Percentile$56,289.76$78,172.90
65th Percentile$56,797.69$79,726.31
75th Percentile$57,392.09$81,545.84
80th Percentile$57,647.14$82,326.87
Actual Data
Average
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 53
75
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Finance Director
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$65,519.79$95,421.0440 hrs/wk
Dillingham$75,733.84$94,157.8640 hrs/wk
40 hrs/wk
Homer$69,784.00$108,284.80
Kenai$103,811.00$137,028.00Finance Director40 hrs/wk
40 hrs/wk
Kenai Peninsula Borough$91,579.00$133,018.00Director of Finance
Ketchikan
Kodiak
Nome
North Pole
Palmer$70,554.00$117,270.0040 hrs/wk
Sitka
Soldotna$96,324.80$124,529.6040 hrs/wk
40 hrs/wk
Unalaska$89,067.00$142,508.00Finance Director
Valdez$82,535.41$111,988.91Finance Director40 hrs/wk
40 hrs/wk
Wrangell$79,284.00$100,152.00Finance Director
40 hrs/wk
Seward$82,293.00$119,117.00$119,133.00
Average$82,407.80$116,679.56
50th Percentile$80,909.71$114,629.46
60th Percentile$85,148.05$120,173.84
65th Percentile$88,087.26$123,440.66
75th Percentile$90,951.00$130,895.90
80th Percentile$92,528.16$133,820.00
City of Seward, AKGovHR USA, LLCPage 54
76
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Accounting Supervisor
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$43,035.20$58,780.80Accounting Specialist40 hrs/wk
Dillingham$66,889.47$83,170.67Assistant Finance Director40 hrs/wk
Homer$56,742.40$88,088.00
Kenai$70,179.20$84,219.20Accountant 40 hrs/wk
40 hrs/wk
Kenai Peninsula Borough$62,504.00$80,308.80Treasury/Budget Accountant
Ketchikan
Kodiak
Nome
North Pole
Palmer$56,306.00$93,267.00Finance Manager40 hrs/wk
Sitka
Soldotna
40 hrs/wk
Unalaska$69,513.60$83,012.80AR/AP Supervisor
Valdez$62,873.72$85,815.83Comptroller37.5 hrs/wk
Wrangell
40 hrs/wk
Seward$52,773.00$76,431.00
Average$61,005.45$82,082.89
50th Percentile$62,688.86$83,694.94
60th Percentile$63,676.87$84,538.53
65th Percentile$65,082.38$85,097.35
75th Percentile$67,545.50$86,383.87
80th Percentile$68,463.95$87,179.13
City of Seward, AKGovHR USA, LLCPage 55
77
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Accounting Technician
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Accounts Receivable Clerk40 hrs/wk
Accounting Technician III - Accounts
Dillingham$46,658.77$58,024.1040 hrs/wk
Payable/Payroll
40 hrs/wk
Homer$43,264.00$67,184.00Accounting Technician III
Kenai$52,353.60$65,977.60Accounting Technician I and II40 hrs/wk
40 hrs/wk
Kenai Peninsula Borough$66,872.00$85,924.80Payroll Accountant
Ketchikan
Kodiak
Nome
North Pole
Palmer$40,373.00$77,147.00Accounting Tech I/II40 hrs/wk
Sitka
Soldotna$55,328.00$71,552.00Accounting Clerk III40 hrs/wk
40 hrs/wk
Unalaska$57,220.80$68,328.00Accounting Assistant II
Valdez$47,879.29$65,167.45Accountant II37.5 hrs/wk
40 hrs/wk
Wrangell$48,235.20$60,777.60Accounting Generalist
40 hrs/wk
Seward$44,406.00$61,183.00
Average$49,730.95$67,351.77
50th Percentile$48,057.25$66,580.80
60th Percentile$49,882.56$67,641.60
65th Percentile$51,735.84$68,156.40
75th Percentile$54,584.40$70,746.00
80th Percentile$55,706.56$72,671.00
City of Seward, AKGovHR USA, LLCPage 56
78
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Accounting Technician - Utility Billing
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Accounts Receivable Clerk40 hrs/wk
Dillingham$41,574.83$58,024.10Accounting Technician - Receivables40 hrs/wk
40 hrs/wk
Homer$50,086.40$77,771.20Accounting Technician IV
Kenai$52,353.60$65,977.60Accounting Technician I and II40 hrs/wk
40 hrs/wk
Kenai Peninsula Borough$51,022.40$65,561.60General Accounts Specialist - AP
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna$55,328.00$71,552.00Account Clerk III40 hrs/wk
40 hrs/wk
Unalaska$51,875.20$61,942.40Accounting Assistant I - Utility Billing
Valdez$47,879.29$65,167.45Accountant II37.5 hrs/wk
40 hrs/wk
Wrangell$38,584.00$48,505.60Utility Accounts Clerk
40 hrs/wk
Seward$40,201.00$55,428.00
Average$47,536.50$63,104.13
50th Percentile$50,086.40$65,167.45
60th Percentile$50,835.20$65,482.77
65th Percentile$51,192.96$65,644.80
75th Percentile$51,875.20$65,977.60
80th Percentile$52,066.56$68,207.36
City of Seward, AKGovHR USA, LLCPage 57
79
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Personnel Officer
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Grants/HR Manager40 hrs/wk
40 hrs/wk
Dillingham$46,658.77$51,700.69Exec Assistant/HR (Combined Position)
Homer$64,771.20$100,526.40HR Director40 hrs/wk
40 hrs/wk
Kenai$89,598.00$118,273.00HR Director
Kenai Peninsula Borough$85,543.00$124,128.00Director of Human Resources40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$56,306.00$93,267.00Human Resources Manager
Sitka
40 hrs/wk
Soldotna$75,504.00$97,614.40Human Resources Manager
Unalaska$65,947.00$98,920.00Human Resources Manager40 hrs/wk
40 hrs/wk
Valdez$94,305.42$128,245.48HR Director
Wrangell
Seward$44,406.00$61,183.0040 hrs/wk
Average$70,451.43$99,309.35
50th Percentile$65,947.00$98,920.00
60th Percentile$73,592.60$100,205.12
65th Percentile$77,511.80$104,075.72
75th Percentile$85,543.00$118,273.00
80th Percentile$87,165.00$120,615.00
City of Seward, AKGovHR USA, LLCPage 58
80
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Personnel Officer (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Grants/HR Manager40 hrs/wk
40 hrs/wk
Dillingham$46,658.77$51,700.69Exec Assistant/HR (Combined Position)
HomerHR Director40 hrs/wk
40 hrs/wk
KenaiHR Director
Kenai Peninsula BoroughDirector of Human Resources40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$56,306.00$93,267.00Human Resources Manager
Sitka
40 hrs/wk
Soldotna$75,504.00$97,614.40Human Resources Manager
Unalaska$65,947.00$98,920.00Human Resources Manager40 hrs/wk
40 hrs/wk
ValdezHR Director
Wrangell
Seward$44,406.00$61,183.0040 hrs/wk
Average$59,969.05$84,522.25
50th Percentile$56,306.00$93,267.00
60th Percentile$60,162.40$95,005.96
65th Percentile$62,090.60$95,875.44
75th Percentile$65,947.00$97,614.40
80th Percentile$67,858.40$97,875.52
City of Seward, AKGovHR USA, LLCPage 59
81
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Chief of Police
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$65,519.79$95,421.0440 hrs/wk
40 hrs/wk
Dillingham$75,733.84$94,157.86
Homer$69,784.00$108,284.80
40 hrs/wk
Kenai$98,747.00$130,356.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$70,554.00$117,270.00
Sitka
40 hrs/wk
Soldotna$96,324.80$124,529.60
Unalaska$89,067.00$142,508.0040 hrs/wk
Valdez$82,535.41$111,988.9140 hrs/wk
40 hrs/wk
Wrangell$96,456.00$121,848.00
40 hrs/wk
Seward$76,431.00$110,664.00
Average$82,115.28$115,702.82
50th Percentile$82,535.41$117,270.00
60th Percentile$87,760.68$120,932.40
65th Percentile$90,518.56$122,384.32
75th Percentile$96,324.80$124,529.60
80th Percentile$96,377.28$126,860.16
City of Seward, AKGovHR USA, LLCPage 60
82
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Lieutenant
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$63,148.80$98,072.00
40 hrs/wk
Kenai$85,300.80$102,356.80
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$56,306.00$93,267.00Commander
Sitka
40 hrs/wk
Soldotna$83,137.60$107,577.60
Unalaska$77,076.00$123,322.00Deputy Police Chief
Valdez$73,379.26$97,970.0837.5 hrs/wk
Wrangell$67,017.60$84,531.20
Seward$66,619.00$90,809.00
Average$71,498.13$99,738.21
50th Percentile$73,379.26$98,072.00
60th Percentile$75,597.30$100,642.88
65th Percentile$76,706.33$101,928.32
75th Percentile$80,106.80$104,967.20
80th Percentile$81,925.28$106,533.44
City of Seward, AKGovHR USA, LLCPage 61
83
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Lieutenant (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$63,148.80$98,072.00
40 hrs/wk
Kenai$85,300.80$102,356.80
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$56,306.00$93,267.00Commander
Sitka
40 hrs/wk
Soldotna$83,137.60$107,577.60
UnalaskaDeputy Police Chief
Valdez$73,379.26$97,970.0837.5 hrs/wk
Wrangell$67,017.60$84,531.20
Seward$66,619.00$90,809.00
Average$70,701.29$96,369.10
50th Percentile$70,198.43$98,021.04
60th Percentile$73,379.26$98,072.00
65th Percentile$75,818.85$99,143.20
75th Percentile$80,698.02$101,285.60
80th Percentile$83,137.60$102,356.80
City of Seward, AKGovHR USA, LLCPage 62
84
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Sergeant
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham$66,889.47$83,170.67
Homer$60,008.00$93,142.40
40 hrs/wk
Kenai$77,355.20$92,830.40
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$53,102.00$87,984.00Sergeant/Detective Sergeant
Sitka
40 hrs/wk
Soldotna$75,566.40$97,718.40
Unalaska$79,518.40$113,360.00
Valdez$62,873.72$85,815.8337.5 hrs/wk
Wrangell$64,355.20$81,224.00
Seward$58,231.00$80,296.00
Average$67,458.55$91,905.71
50th Percentile$65,622.34$90,407.20
60th Percentile$68,624.86$92,892.80
65th Percentile$71,661.78$93,002.00
75th Percentile$76,013.60$94,286.40
80th Percentile$76,639.68$95,888.00
City of Seward, AKGovHR USA, LLCPage 63
85
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Patrol Corporal
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (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
50th Percentile
60th Percentile
65th Percentile
75th Percentile
80th Percentile
City of Seward, AKGovHR USA, LLCPage 64
86
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Patrol Officer
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$62,524.80$81,681.60Public Safety Officer40 hrs/wk
Dillingham$57,414.86$71,385.18
Homer$56,950.40$85,529.60Police Officer I, II and III3 ranges
40 hrs/wk
Kenai$70,179.20$84,219.20
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer$41,555.00$82,638.00Police Officer I/II
Sitka
40 hrs/wk
Soldotna$64,396.80$83,345.60
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$59,385.64$82,228.99
50th Percentile$59,384.00$82,638.00
60th Percentile$61,896.64$83,204.08
65th Percentile$62,899.20$83,520.32
75th Percentile$64,396.80$84,219.20
80th Percentile$65,603.20$84,743.36
City of Seward, AKGovHR USA, LLCPage 65
87
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Dispatch Supervisor
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
40 hrs/wk
Dillingham$52,520.00$65,292.86
Homer$56,742.40$88,088.00Communications Supervisor40 hrs/wk
40 hrs/wk
Kenai$56,742.40$69,347.20Communications Supervisor
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$49,941.00$82,638.00Dispatch Supervisor
Sitka
Soldotna
Unalaska$64,459.20$91,915.20Communications Sergeant40 hrs/wk
Valdez$77,376.95$104,989.60Public Safety Tech Supervisor40 hrs/wk
Wrangell
40 hrs/wk
Seward$43,302.00$59,697.00
Average$59,630.33$83,711.81
50th Percentile$56,742.40$85,363.00
60th Percentile$56,742.40$88,088.00
65th Percentile$58,671.60$89,044.80
75th Percentile$62,530.00$90,958.40
80th Percentile$64,459.20$91,915.20
City of Seward, AKGovHR USA, LLCPage 66
88
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Dispatch Supervisor (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
40 hrs/wk
Dillingham$52,520.00$65,292.86
Homer$56,742.40$88,088.00Communications Supervisor40 hrs/wk
40 hrs/wk
Kenai$56,742.40$69,347.20Communications Supervisor
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$49,941.00$82,638.00Dispatch Supervisor
Sitka
Soldotna
UnalaskaCommunications Sergeant40 hrs/wk
Valdez$77,376.95$104,989.60Public Safety Tech Supervisor40 hrs/wk
Wrangell
40 hrs/wk
Seward$43,302.00$59,697.00
Average$58,664.55$82,071.13
50th Percentile$56,742.40$82,638.00
60th Percentile$56,742.40$84,818.00
65th Percentile$56,742.40$85,908.00
75th Percentile$56,742.40$88,088.00
80th Percentile$60,869.31$91,468.32
City of Seward, AKGovHR USA, LLCPage 67
89
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Dispatcher
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova
Dillingham$46,658.77$58,024.10
Homer$43,264.00$72,550.40Dispatcher I and II40 hrs/wk
40 hrs/wk
Kenai$49,899.20$59,883.20Public Safety Dispatcher
Kenai Peninsula Borough$50,419.20$75,046.40Public Safety Dispatcher I/II
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$40,373.00$71,843.00Dispatcher I/II
Sitka
Soldotna
Unalaska$57,428.80$81,889.60Communications Officer40 hrs/wk
75 hrs/wk; one
Valdez$47,879.29$65,167.45
on/one off
40 hrs/wk
Wrangell$40,310.40$50,689.60Dispatcher
40 hrs/wk
Seward$39,224.00$54,090.00
Average$47,029.08$66,886.72
50th Percentile$47,269.03$68,505.23
60th Percentile$48,283.27$71,984.48
65th Percentile$48,990.24$72,232.07
75th Percentile$50,029.20$73,174.40
80th Percentile$50,211.20$74,048.00
City of Seward, AKGovHR USA, LLCPage 68
90
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Fire Chief
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Fire Marshal40 hrs/wk
Dillingham$59,200.54$73,612.03
Homer$70,158.40$105,622.40
40 hrs/wk
Kenai$94,017.00$124,097.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$70,554.00$117,270.00
Sitka
Soldotna
Unalaska$89,067.00$142,508.0040 hrs/wk
Valdez$82,535.41$111,988.9140 hrs/wk
40 hrs/wk
Wrangell$61,800.00$77,976.00
40 hrs/wk
Seward$67,554.00$97,817.00
Average$72,845.23$104,272.94
50th Percentile$70,356.20$108,805.66
60th Percentile$72,950.28$113,045.13
65th Percentile$77,143.78$114,893.51
75th Percentile$84,168.31$118,976.75
80th Percentile$86,454.36$121,366.20
City of Seward, AKGovHR USA, LLCPage 69
91
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Public Works Director
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$65,519.79$95,421.0440 hrs/wk
40 hrs/wk
Dillingham$75,733.84$93,023.42
Homer$69,784.00$108,284.8040 hrs/wk
40 hrs/wk
Kenai$98,747.00$130,356.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$70,554.00$117,270.00
Sitka
Director does not manage Maintenance
Department40 hrs/wk
Soldotna$91,707.20$118,680.80
Unalaska$89,067.00$142,508.0040 hrs/wk
40 hrs/wk
Valdez$82,535.41$111,988.91
Wrangell$79,284.00$100,152.00Director of Pubic Works and Capital Planning40 hrs/wk
Seward$74,541.00$107,968.0040 hrs/wk
Average$79,747.32$112,565.30
50th Percentile$79,284.00$111,988.91
60th Percentile$81,885.13$116,213.78
65th Percentile$83,841.73$117,552.16
75th Percentile$89,067.00$118,680.80
80th Percentile$90,123.08$123,350.88
City of Seward, AKGovHR USA, LLCPage 70
92
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Shop Foreman
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham$59,200.54$73,612.03Public Works Foreman
Homer$50,107.20$77,771.20Lead Mechanic
40 hrs/wk
Kenai$70,179.20$84,219.20
Kenai Peninsula Borough$69,705.00$97,865.00Maintenance Foreman40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer$56,306.00$93,267.00Maintenance Superintendent40 hrs/wk
Sitka
Soldotna$79,268.80$102,502.40Maintenance Department Manager40 hrs/wk
Unalaska$81,723.20$97,593.60Maintenance Mechanic Chief40 hrs/wk
37.5 hrs/wk
Valdez$58,667.36$80,244.12
Wrangell$59,384.00$74,880.00Public Works Foreman40 hrs/wk
Seward$47,783.00$65,919.0040 hrs/wk
Average$64,949.03$86,883.84
50th Percentile$59,384.00$84,219.20
60th Percentile$67,640.80$91,457.44
65th Percentile$69,799.84$94,132.32
75th Percentile$70,179.20$97,593.60
80th Percentile$73,815.04$97,702.16
City of Seward, AKGovHR USA, LLCPage 71
93
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Shop Foreman (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham$59,200.54$73,612.03Public Works Foreman
Homer$50,107.20$77,771.20Lead Mechanic
40 hrs/wk
Kenai$70,179.20$84,219.20
Kenai Peninsula Borough$69,705.00$97,865.00Maintenance Foreman40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
PalmerMaintenance Superintendent40 hrs/wk
Sitka
SoldotnaMaintenance Department Manager40 hrs/wk
Unalaska$81,723.20$97,593.60Maintenance Mechanic Chief40 hrs/wk
37.5 hrs/wk
Valdez$58,667.36$80,244.12
Wrangell$59,384.00$74,880.00Public Works Foreman40 hrs/wk
Seward$47,783.00$65,919.0040 hrs/wk
Average$64,138.07$83,740.74
50th Percentile$59,384.00$80,244.12
60th Percentile$65,576.60$82,629.17
65th Percentile$68,672.90$83,821.69
75th Percentile$69,942.10$90,906.40
80th Percentile$70,084.36$94,918.72
City of Seward, AKGovHR USA, LLCPage 72
94
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Maintenance Mechanic/Operator
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$52,124.80$71,281.60Equipment Operator40 hrs/wk
40 hrs/wk
Dillingham$59,200.54$58,024.10Fleet Mechanic
Homer$43,264.00$67,184.00Mechanic II40 hrs/wk
40 hrs/wk
Kenai$63,668.80$76,398.40Shop Mechanic
Kenai Peninsula Borough$58,406.40$80,308.80Auto & Diesel Mechanic I/II40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer$43,555.00$71,843.00Equipment Operator40 hrs/wk
Sitka
Mechanic is
separate range
Soldotna$55,328.00$71,552.00Maintenance Operator Worker
Unalaska$55,806.40$81,536.00Maintenance Mechanic I/II40 hrs/wk
37.5 hrs/wk
Valdez$54,652.91$74,918.31Heavy Equipment Operator
2 positions,
Wrangell$50,502.40$63,585.49Mechanic/Heavy Equipment Operatorsame pay range
Seward$46,636.00$64,284.0040 hrs/wk
Average$53,650.93$71,663.17
50th Percentile$54,990.46$71,697.50
60th Percentile$55,519.36$73,073.12
65th Percentile$55,734.64$74,457.01
75th Percentile$57,756.40$76,028.38
80th Percentile$58,565.23$77,180.48
City of Seward, AKGovHR USA, LLCPage 73
95
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Water/Wastewater Operator
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$52,124.80$71,281.60Sewer/Water Tech40 hrs/wk
40 hrs/wk
Dillingham$46,658.77$65,292.86Water Wastewater Operator 1/2
Homer$50,107.20$64,521.60Lead Operator40 hrs/wk
40 hrs/wk
Kenai$60,611.20$72,737.60Water and Sewer Operator
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$40,373.00$71,843.00Water/Wastewater Operator I/II
Sitka
3 Ranges - Provisional, Operator I, Operator
II40 hrs/wk
Soldotna$55,628.00$81,660.80
Unalaska$68,286.40$96,075.203 Ranges - I, II, III40 hrs/wk
37.5 hrs/wk
Valdez$51,074.61$74,918.31Utilities Technician
Wrangell$59,384.00$74,880.00Water/Wastewater Treatment Leadman40 hrs/wk
Seward$52,773.00$72,736.0040 hrs/wk
Average$53,805.33$74,801.22
50th Percentile$52,124.80$72,737.60
60th Percentile$54,927.36$74,451.52
65th Percentile$56,379.20$74,887.66
75th Percentile$59,384.00$74,918.31
80th Percentile$59,874.88$77,615.31
City of Seward, AKGovHR USA, LLCPage 74
96
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Administrative Assistant
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.2040 hrs/wk
40 hrs/wk
Dillingham$41,574.83$51,700.69PW Office Assistant
Homer$41,537.60$64,521.60PW Admin Assistant40 hrs/wk
40 hrs/wk
Kenai$47,528.00$57,033.60Administrative Assistant I
Kenai Peninsula Borough$47,673.60$61,276.80Secretary/Dispatcher, Maintenance40 hrs/wk
Ketchikan
Kodiak
Nome
North Pole
Palmer$37,149.00$61,090.0040 hrs/wk
Sitka
Soldotna
Unalaska$44,366.40$52,977.60Administrative Assistant II40 hrs/wk
37.5 hrs/wk
Valdez$44,956.67$60,879.47
Wrangell$42,182.40$53,497.60PW Administrative Assistant40 hrs/wk
Seward$39,224.00$54,090.0040 hrs/wk
Average$42,899.26$57,379.17
50th Percentile$42,182.40$57,033.60
60th Percentile$43,929.60$60,110.30
65th Percentile$44,484.45$60,921.58
75th Percentile$44,956.67$61,090.00
80th Percentile$45,985.20$61,164.72
City of Seward, AKGovHR USA, LLCPage 75
97
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Electric Utility Manager
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska
Valdez
Wrangell$79,284.00$100,152.00Electric Superintendent40 hrs/wk
Seward$70,973.00$102,765.0040 hrs/wk
Average$79,284.00$100,152.00
50th Percentile$79,284.00$100,152.00
60th Percentile$79,284.00$100,152.00
65th Percentile$79,284.00$100,152.00
75th Percentile$79,284.00$100,152.00
80th Percentile$79,284.00$100,152.00
City of Seward, AKGovHR USA, LLCPage 76
98
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Operations Supervisor
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$94,328.00$112,632.00Utility Lineman Chief40 hrs/wk
Valdez
Wrangell$75,982.40$95,992.00Electric Line Foreman40 hrs/wk
Seward$62,734.00$86,455.00
Average$85,155.20$104,312.00
50th Percentile$85,155.20$104,312.00
60th Percentile$86,989.76$105,976.00
65th Percentile$87,907.04$106,808.00
75th Percentile$89,741.60$108,472.00
80th Percentile$90,658.88$109,304.00
City of Seward, AKGovHR USA, LLCPage 77
99
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Journeyman Lineman
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$91,104.00$108,763.2040 hrs/wk
Valdez
Wrangell$69,846.40$88,171.20Lineman40 hrs/wk
Seward
Average$80,475.20$98,467.20
50th Percentile$80,475.20$98,467.20
60th Percentile$82,600.96$100,526.40
65th Percentile$83,663.84$101,556.00
75th Percentile$85,789.60$103,615.20
80th Percentile$86,852.48$104,644.80
City of Seward, AKGovHR USA, LLCPage 78
100
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Harbormaster
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$65,519.00$95,421.0040 hrs/wk
40 hrs/wk
Dillingham$66,889.47$83,170.67Port Director
Homer$66,372.80$102,960.00Port & Harbor Director/Harbormaster40 hrs/wk
40 hrs/wk
Kenai$85,304.00$112,612.00Airport Manager
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$53,102.00$87,984.00Airport Superintendent
Sitka
Soldotna
Unalaska$56,967.00$85,451.00
37.5 hrs/wk
Valdez$67,598.88$91,994.07
Wrangell$64,356.00$81,228.00
Seward$67,554.00$97,817.00$101,13340 hrs/wk
Average$65,763.64$92,602.59
50th Percentile$65,945.90$89,989.04
60th Percentile$66,476.13$92,679.46
65th Percentile$66,656.97$93,878.88
75th Percentile$67,066.82$97,305.75
80th Percentile$67,315.12$99,944.40
City of Seward, AKGovHR USA, LLCPage 79
101
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Harbormaster (Edited)
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$65,519.00$95,421.0040 hrs/wk
40 hrs/wk
Dillingham$66,889.47$83,170.67Port Director
Homer$66,372.80$102,960.00Port & Harbor Director/Harbormaster40 hrs/wk
40 hrs/wk
KenaiAirport Manager
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
PalmerAirport Superintendent
Sitka
Soldotna
Unalaska$56,967.00$85,451.00
37.5 hrs/wk
Valdez$67,598.88$91,994.07
Wrangell$64,356.00$81,228.00
Seward$67,554.00$97,817.0040 hrs/wk
Average$64,617.19$90,037.46
50th Percentile$65,945.90$88,722.54
60th Percentile$66,372.80$91,994.07
65th Percentile$66,501.97$92,850.80
75th Percentile$66,760.30$94,564.27
80th Percentile$66,889.47$95,421.00
City of Seward, AKGovHR USA, LLCPage 80
102
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Harborworker
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Harbor Maintenance I40 hrs/wk
40 hrs/wk
Dillingham$41,574.83$51,700.69Harbor Assistant
Homer
40 hrs/wk
Kenai$54,974.40$65,977.60Airport Operations Specialist
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$47,548.80$67,766.40Harbor Officer40 hrs/wk
37.5 hrs/wk
Valdez$72,378.26$97,970.08Harbor Maintenance Tech II
Wrangell$45,136.00$58,073.60Port and Harbor Maintenance40 hrs/wk
Seward$56,636.00$64,284.0040 hrs/wk
Average$50,122.85$65,820.59
50th Percentile$46,342.40$62,025.60
60th Percentile$47,548.80$65,977.60
65th Percentile$49,405.20$66,424.80
75th Percentile$53,118.00$67,319.20
80th Percentile$54,974.40$67,766.40
City of Seward, AKGovHR USA, LLCPage 81
103
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Harborworker (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Harbor Maintenance I40 hrs/wk
40 hrs/wk
Dillingham$41,574.83$51,700.69Harbor Assistant
Homer
40 hrs/wk
KenaiAirport Operations Specialist
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$47,548.80$67,766.40Harbor Officer40 hrs/wk
37.5 hrs/wk
ValdezHarbor Maintenance Tech II
Wrangell$45,136.00$58,073.60Port and Harbor Maintenance40 hrs/wk
Seward$56,636.00$64,284.0040 hrs/wk
Average$43,346.11$57,743.97
50th Percentile$43,355.42$55,754.40
60th Percentile$44,423.77$57,145.92
65th Percentile$44,957.94$57,841.68
75th Percentile$45,739.20$60,496.80
80th Percentile$46,101.12$61,950.72
City of Seward, AKGovHR USA, LLCPage 82
104
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Planner
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$65,519.79$95,421.0440 hrs/wk
40 hrs/wk
Dillingham$66,889.47$83,170.67Planning Director
Homer$63,148.80$98,072.00City Planner40 hrs/wk
40 hrs/wk
Kenai$70,179.20$84,219.20City Planner
Kenai Peninsula Boroug$62,504.00$80,308.80
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
40 hrs/wk
Soldotna$83,137.60$107,577.60Dir. of Economic Develop. and Planning
Unalaska$84,826.00$135,722.00Planning Director40 hrs/wk
40 hrs/wk
Valdez$67,598.88$91,661.07Sr. Planner
Wrangell$72,840.00$91,956.00Economic Development Director40 hrs/wk
Seward$55,428.00$76,431.0040 hrs/wk
Average$69,207.17$94,453.94
50th Percentile$67,598.88$91,956.00
60th Percentile$69,663.14$94,728.03
65th Percentile$70,711.36$95,951.23
75th Percentile$72,840.00$98,072.00
80th Percentile$76,959.04$101,874.24
City of Seward, AKGovHR USA, LLCPage 83
105
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Planner (Edited)
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$65,519.79$95,421.0440 hrs/wk
40 hrs/wk
Dillingham$66,889.47$83,170.67Planning Director
Homer$63,148.80$98,072.00City Planner40 hrs/wk
40 hrs/wk
Kenai$70,179.20$84,219.20City Planner
Kenai Peninsula Boroug$62,504.00$80,308.80
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
40 hrs/wk
SoldotnaDir. of Economic Develop. and Planning
Unalaska$84,826.00$135,722.00Planning Director40 hrs/wk
40 hrs/wk
Valdez$67,598.88$91,661.07Sr. Planner
WrangellEconomic Development Director40 hrs/wk
Seward$55,428.00$76,431.0040 hrs/wk
Average$67,011.77$93,125.72
50th Percentile$66,889.47$91,661.07
60th Percentile$67,315.12$93,917.05
65th Percentile$67,527.94$95,045.04
75th Percentile$68,889.04$96,746.52
80th Percentile$69,663.14$97,541.81
City of Seward, AKGovHR USA, LLCPage 84
106
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Planning Technician
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$46,904.00$64,188.80Assistant Planner40 hrs/wk
Dillingham
Homer$45,032.00$69,888.0040 hrs/ wkPlanning Technician40 hrs/wk
Kenai
Kenai Peninsula Boroug$62,504.00$80,308.8040 hrs/ wk
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$37,149.00$61,090.0040 hrs/ wkPlanning and Code Compliance Technician
Sitka
40 hrs/wk
Soldotna$58,614.40$75,795.2040 hrs/ wkAssociate Planner
Unalaska$59,816.00$89,724.0040 hrs/ wkPlanning Associate40 hrs/wk
37.5 hrs/wk
Valdez$51,074.61$70,029.6940 hrs/ wkPlanning Technician
Wrangell
Seward$38,247.00$52,773.0040 hrs/ wk40 hrs/wk
Average$49,917.63$70,474.69
50th Percentile$51,074.61$70,029.69
60th Percentile$55,598.48$73,489.00
65th Percentile$57,860.42$75,218.65
75th Percentile$59,215.20$78,052.00
80th Percentile$59,575.68$79,406.08
City of Seward, AKGovHR USA, LLCPage 85
107
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Planning Technician (Edited)
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
CordovaAssistant Planner40 hrs/wk
Dillingham
Homer$45,032.00$69,888.0040 hrs/ wkPlanning Technician40 hrs/wk
Kenai
Kenai Peninsula Boroug$62,504.00$80,308.8040 hrs/ wk
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$37,149.00$61,090.0040 hrs/ wkPlanning and Code Compliance Technician
Sitka
40 hrs/wk
Soldotna40 hrs/ wkAssociate Planner
Unalaska40 hrs/ wkPlanning Associate40 hrs/wk
37.5 hrs/wk
Valdez$51,074.61$70,029.6940 hrs/ wkPlanning Technician
Wrangell
Seward$38,247.00$52,773.0040 hrs/ wk40 hrs/wk
Average$46,801.32$66,817.90
50th Percentile$48,053.31$69,958.85
60th Percentile$49,866.09$70,001.35
65th Percentile$50,772.48$70,022.61
75th Percentile$53,931.96$72,599.47
80th Percentile$55,646.37$74,141.33
City of Seward, AKGovHR USA, LLCPage 86
108
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Building Inspector
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova
Dillingham
Homer
40 hrs/wk
Kenai$73,673.60$88,400.00Building Official/Manager
Kenai Peninsula Boroug
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$43,555.00$71,843.00
Sitka
40 hrs/wk
Soldotna$69,326.40$89,606.40Building Official
Unalaska
37.5 hrs/wk
Valdez$62,873.72$85,815.83
Wrangell
Seward$54,090.00$67,554.0040 hrs/wk
Average$62,357.18$83,916.31
50th Percentile$66,100.06$87,107.92
60th Percentile$68,035.86$87,883.17
65th Percentile$69,003.77$88,270.79
75th Percentile$70,413.20$88,701.60
80th Percentile$71,065.28$88,882.56
City of Seward, AKGovHR USA, LLCPage 87
109
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Library Director
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Library Director40 hrs/wk
20 hrs/wk
Dillingham$52,520.00$65,292.86Librarian
Homer$61,609.60$95,617.60Library Director40 hrs/wk
40 hrs/wk
Kenai$77,363.00$102,111.00Library Director
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$53,102.00$87,984.00Library Director
Sitka
40 hrs/wk
Soldotna$75,504.00$97,614.40City Librarian
Unalaska
40 hrs/wk
Valdez$94,305.42$128,245.48Parks and Recreation Director
Wrangell$61,800.00$77,976.00Library Director40 hrs/wk
Seward$55,428.00$69,232.0040 hrs/wk
Average$66,454.19$91,993.82
50th Percentile$61,704.80$91,800.80
60th Percentile$64,540.80$96,016.96
65th Percentile$69,337.20$96,715.84
75th Percentile$75,968.75$98,738.55
80th Percentile$76,619.40$100,312.36
City of Seward, AKGovHR USA, LLCPage 88
110
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Library Director (Edited)
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.18Library Director40 hrs/wk
20 hrs/wk
DillinghamLibrarian
Homer$61,609.60$95,617.60Library Director40 hrs/wk
40 hrs/wk
Kenai$77,363.00$102,111.00Library Director
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$53,102.00$87,984.00Library Director
Sitka
40 hrs/wk
Soldotna$75,504.00$97,614.40City Librarian
Unalaska
40 hrs/wk
ValdezParks and Recreation Director
Wrangell$61,800.00$77,976.00Library Director40 hrs/wk
Seward$55,428.00$69,232.0040 hrs/wk
Average$64,134.68$90,402.03
50th Percentile$61,704.80$91,800.80
60th Percentile$61,800.00$95,617.60
65th Percentile$65,226.00$96,116.80
75th Percentile$72,078.00$97,115.20
80th Percentile$75,504.00$97,614.40
City of Seward, AKGovHR USA, LLCPage 89
111
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Program Coordinator
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$36,504.00$49,899.20Youth Services Librarian40 hrs/wk
Dillingham
Homer$50,107.20$77,771.20Youth Services Librarian40 hrs/wk
40 hrs/wk
Kenai$43,056.00$51,667.20Library Assistant
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$40,373.00$66,456.00Library Services Coordinator
Sitka
40 hrs/wk
Soldotna$55,328.00$71,552.00Librarian I
Unalaska$62,806.00$94,210.00Librarian40 hrs/wk
37.5 hrs/wk
Valdez$58,667.36$80,244.12Head Librarian
Wrangell
Seward$40,201.00$55,428.0040 hrs/wk
Average$48,380.32$68,403.47
50th Percentile$50,107.20$71,552.00
60th Percentile$53,239.68$75,283.52
65th Percentile$54,805.92$77,149.28
75th Percentile$56,997.68$79,007.66
80th Percentile$57,999.49$79,749.54
City of Seward, AKGovHR USA, LLCPage 90
112
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Program Coordinator (Edited)
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$36,504.00$49,899.20Youth Services Librarian40 hrs/wk
Dillingham
Homer$50,107.20$77,771.20Youth Services Librarian40 hrs/wk
40 hrs/wk
Kenai$43,056.00$51,667.20Library Assistant
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$40,373.00$66,456.00Library Services Coordinator
Sitka
40 hrs/wk
Soldotna$55,328.00$71,552.00Librarian I
UnalaskaLibrarian40 hrs/wk
37.5 hrs/wk
ValdezHead Librarian
Wrangell
Seward$40,201.00$55,428.0040 hrs/wk
Average$44,261.53$62,128.93
50th Percentile$43,056.00$66,456.00
60th Percentile$45,876.48$68,494.40
65th Percentile$47,286.72$69,513.60
75th Percentile$50,107.20$71,552.00
80th Percentile$51,151.36$72,795.84
City of Seward, AKGovHR USA, LLCPage 91
113
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Technician
Comparable Minimum Maximum
CommunitySalarySalaryActual SalaryTitle (If Different)Comment
Cordova$31,241.60$42,764.80Library Assistant40 hrs/wk
20 hrs/wk
Dillingham$46,658.77$58,024.10Librarian Assistant
Homer$38,022.40$59,030.40Library Technician II40 hrs/wk
40 hrs/wk
Kenai$36,982.40$44,387.20Library Aide
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$30,784.00$50,357.00Library Assistant
Sitka
20-29 hrs/wk
Soldotna$35,588.80$46,009.60Library Clerk I
Unalaska$42,120.00$54,974.40Library Assistants20-40 hrs/wk
37.5 hrs/wk
Valdez$46,894.51$65,167.45Circulation Manager
Wrangell$32,489.60$46,363.20Library Assistants I and II
Seward$33,767.00$46,636.0040 hrs/wk
Average$37,864.68$51,897.57
50th Percentile$36,982.40$50,357.00
60th Percentile$37,814.40$54,050.92
65th Percentile$38,841.92$55,584.34
75th Percentile$42,120.00$58,024.10
80th Percentile$43,935.51$58,426.62
City of Seward, AKGovHR USA, LLCPage 92
114
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Technician (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$31,241.60$42,764.80Library Assistant40 hrs/wk
20 hrs/wk
Dillingham$46,658.77$58,024.10Librarian Assistant
Homer$38,022.40$59,030.40Library Technician II40 hrs/wk
40 hrs/wk
Kenai$36,982.40$44,387.20Library Aide
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$30,784.00$50,357.00Library Assistant
Sitka
20-29 hrs/wk
Soldotna$35,588.80$46,009.60Library Clerk I
Unalaska$42,120.00$54,974.40Library Assistants20-40 hrs/wk
37.5 hrs/wk
ValdezCirculation Manager
Wrangell$32,489.60$46,363.20Library Assistants I and II
Seward$33,767.00$46,636.0040 hrs/wk
Average$36,735.95$50,238.84
50th Percentile$36,285.60$48,360.10
60th Percentile$37,190.40$51,280.48
65th Percentile$37,554.40$52,896.57
75th Percentile$39,046.80$55,736.82
80th Percentile$40,480.96$56,804.22
City of Seward, AKGovHR USA, LLCPage 93
115
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Director of Parks and Recreation
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$55,429.50$81,109.1840 hrs/wk
Dillingham
Homer
40 hrs/wk
Kenai$73,673.60$88,400.00
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
40 hrs/wk
Soldotna$87,339.20$112,923.20Parks and Recreation Director
Unalaska$84,826.00$135,722.00Director of Parks, Culture and Recreation40 hrs/wk
Valdez$94,305.42$128,245.48Parks and Recreation Director40 hrs/wk
40 hrs/wk
Wrangell$61,800.00$77,976.00Parks and Recreation Director
40 hrs/wk
Seward$65,919.00$82,293.00
Average$74,756.10$100,952.69
50th Percentile$79,249.80$100,661.60
60th Percentile$84,826.00$112,923.20
65th Percentile$85,454.30$116,753.77
75th Percentile$86,710.90$124,414.91
80th Percentile$87,339.20$128,245.48
City of Seward, AKGovHR USA, LLCPage 94
116
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Parks and Campground Operations Supervisor
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$46,696.00$72,550.40Parks Maintenance Coordinator40 hrs/wk
40 hrs/wk
Kenai$49,899.20$59,883.20Parks, Beautification and Rec Operator
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$37,149.00$61,090.00Seasonal Groundskeeper Foreman
Sitka
Soldotna
Unalaska$67,806.00$94,210.00Recreation Manager40 hrs/wk
Valdez$58,667.36$80,244.12Parks Maintenance Manager37.5 hrs/wk
Wrangell
40 hrs/wk
Seward$48,993.00$67,554.00
Average$52,043.51$73,595.54
50th Percentile$49,899.20$72,550.40
60th Percentile$53,406.46$75,627.89
65th Percentile$55,160.10$77,166.63
75th Percentile$58,667.36$80,244.12
80th Percentile$60,495.09$83,037.30
City of Seward, AKGovHR USA, LLCPage 95
117
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Sports and Recreation Coordinator
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Parks/Rec Program Ops Leader40 hrs/wk
Dillingham
Homer$55,099.20$85,529.60Community Recreation Coordinator40 hrs/wk
40 hrs/wk
Kenai$32,635.20$39,166.40Activities and Volunteer Coordinator
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$46,738.00$77,147.00Arena Manager
Sitka
40 hrs/wk
Soldotna$63,128.00$81,660.80Assistant Parks and Recreation Director
Unalaska$49,920.00$65,124.80Recreation Coordinator40 hrs/wk
Valdez$58,667.36$80,244.12Recreation Manager37.5 hrs/wk
Wrangell$36,878.40$46,368.00Recreation Coordinator
40 hrs/wk
Seward$37,713.00$51,748.00
Average$47,773.87$66,084.49
50th Percentile$48,329.00$71,135.90
60th Percentile$50,955.84$77,766.42
65th Percentile$52,768.56$78,850.42
75th Percentile$55,991.24$80,598.29
80th Percentile$57,240.10$81,094.13
City of Seward, AKGovHR USA, LLCPage 96
118
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Sports and Recreation Coordinator (Edited)
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$39,124.80$53,435.20Parks/Rec Program Ops Leader40 hrs/wk
Dillingham
Homer$55,099.20$85,529.60Community Recreation Coordinator40 hrs/wk
40 hrs/wk
Kenai$32,635.20$39,166.40Activities and Volunteer Coordinator
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
40 hrs/wk
Palmer$46,738.00$77,147.00Arena Manager
Sitka
40 hrs/wk
SoldotnaAssistant Parks and Recreation Director
Unalaska$49,920.00$65,124.80Recreation Coordinator40 hrs/wk
ValdezRecreation Manager37.5 hrs/wk
Wrangell$36,878.40$46,368.00Recreation Coordinator
40 hrs/wk
Seward$37,713.00$51,748.00
Average$43,399.27$61,128.50
50th Percentile$42,931.40$59,280.00
60th Percentile$46,738.00$65,124.80
65th Percentile$47,533.50$68,130.35
75th Percentile$49,124.50$74,141.45
80th Percentile$49,920.00$77,147.00
City of Seward, AKGovHR USA, LLCPage 97
119
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Program Assistant
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$36,504.00$49,899.20Program Leader40 hrs/wk
Dillingham
Homer
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
Soldotna
Unalaska$41,329.60$53,913.60Recreation Assistant20-40 hrs/wk
Valdez$51,074.61$70,029.69Recreation Coordinator37.5 hrs/wk
Seasonal
Wrangell$20,571.20$28,059.20Recreation Assistant
40 hrs/wk
Seward$32,938.00$45,489.00
Average$37,369.85$50,475.42
50th Percentile$38,916.80$51,906.40
60th Percentile$40,364.48$53,110.72
65th Percentile$41,088.32$53,712.88
75th Percentile$43,765.85$57,942.62
80th Percentile$45,227.60$60,360.04
City of Seward, AKGovHR USA, LLCPage 98
120
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Park Maintenance - Seasonal
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova$41,724.80$57,033.60Laborer/Maintenance II40 hrs/wk
Dillingham
Homer$27,185.60$42,265.60Temporary Parks Maintenance Laborer40 hrs/wk
40 hrs/wk
Kenai$32,635.20$39,166.40Parks, Beautification and Rec Laborer
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
varies
Palmer$27,622.00$44,990.00Seasonal Groundskeeper
Sitka
varies
Soldotna$37,398.40$48,339.20Laborer
Unalaska$41,496.00$49,545.60Groundskeeper
37.5 hrs/wk,
Valdez$34,652.80$45,136.00Parks Maintenance Tech I and IIseasonal
Varies
Wrangell$26,187.20$34,715.20Park Maintenance I and II
Seward$35,487.00$45,489.00
Average$33,612.75$45,148.95
50th Percentile$33,644.00$45,063.00
60th Percentile$35,201.92$45,776.64
65th Percentile$36,162.88$46,897.76
75th Percentile$38,422.80$48,640.80
80th Percentile$39,856.96$49,063.04
City of Seward, AKGovHR USA, LLCPage 99
121
CITY OF SEWARD, ALASKA
DETAILED SALARY DATA
Campground Attendant
Comparable Minimum Maximum Actual
CommunitySalarySalarySalaryTitle (If Different)Comment
Cordova
Dillingham
Homer$30,867.20$47,944.00Temporary Camp Fee Collectorvaries
Kenai
Kenai Peninsula Borough
Ketchikan
Kodiak
Nome
North Pole
Palmer
Sitka
varies
Soldotna$22,089.60Parking Attendant
Unalaska
37.5 hrs/wk,
Valdez$34,652.80$45,136.00Parks Maintenance Tech I and IIseasonal
Wrangell
Seward$30,602.00$38,247.00
Average$29,203.20$46,540.00
50th Percentile$30,867.20$46,540.00
60th Percentile$31,624.32$46,820.80
65th Percentile$32,002.88$46,961.20
75th Percentile$32,760.00$47,242.00
80th Percentile$33,138.56$47,382.40
City of Seward, AKGovHR USA, LLCPage 100
122
APPENDIX D
123
Page 101
PTOPTOPTOPTO
Comments
days every January
Granted 40 hours/5
Comments
No cash value
No cash value
Floating Holiday
Employee Separation
Personal Day is Employee Birthday
Includes Seward Day, 4 hours Christmas Eve
13th holiday depends on where Christmas Day falls in the week.
GovHR USA, LLC
SEWARD
1010
00
10
0.4
480
N/A
N/A
Maximum
Leave Bank)
Accrual (Sick
Personal Days
HOLIDAYS, PERSONAL DAYS AND SICK LEAVE
95
1311111012
NR
N/R
N/AN/AN/AN/AN/AN/A
11.511.5
11.15
12 or 13
per Year
Holidays
Sick Days Earned
City of Seward, AK
Comparable CommunitiesComparable Communities
CordovaDillinghamHomerKenai Peninsula BoroughPalmerSoldotnaUnalaskaValdezWrangellAverageSewardCordovaDillinghamHomerKenai Peninsula BoroughPalmerSoldotnaUnalaskaValdezWrangellSeward
124
Page 102
year.
Comments
hours/10 days per year.
800 if hired before 1-1-09
Slightly less for PSEA union
Increases at 3rd and 6th year
Increases at year 3, year 5,year 7, year 9
years. After carryover is reached, employee is paid excess hours each
Increases to 21 in year 2, 24 years 3-5 and 27 years 6-9. Must take 80
Schedule is prorated for 56, 30, 20 hour employees. Increases at 2 - 5
90
800768600334
0.00
Max
18.0062.50
Carryover
GovHR USA, LLC
SEWARD
VACATION
2435353848393630
34.5
> 20 yrs
2430353848393630
34.5
> 15 yrs
2427353248303230
25.5
> 10 yrs
2124302936242725
22.5
Milestone Comparison
> 6 yrs
15182123242020
> 1 yr
City of Seward, AK
Comparable Communities
CordovaDillinghamHomerKenai Peninsula BoroughPalmerSoldotnaUnalaskaValdezWrangellAverageSeward
125
Page 103
Other Adjustments
YesYesN/RYesYesYesYesYesYes
Step Increase
SEWARD
GovHR USA, LLC
N/RN/RN/R
1.00%1.00%4.50%2.60%
Unknown
Anchorage CUPI
General Increase
ANNUAL SALARY ADJUSTMENTS
Comparable Communities
CordovaDillinghamHomerKenai Peninsula BoroughPalmerSoldotnaUnalaskaValdezWrangellSeward
City of Seward, AK
126
Table 2
--------------
735606293924161280818245237890682682344034
6,1,9,4,5,5,8,7,
18,19,14,05618,
Cost to
Implement
441341875000133512
99,88,
130,121,112,105,
961894250000448114
Top of the 65th
86,80,75,70,68,61,
Bottom of the 50th
Proposed FY2020 Range
--
066269192288256970845733155154970138312211558628293770738292080999
88,80,22680,79,60170,96,62,85,86,70,55,43261,19475,00583,78,50,67,88,55,43264,52,72,64,54,73,
115,101,100,
Annual
Current
-----
644117817817765331968621809541455293973296232183296554284554736431296232
97,97,84,88,90,74,86,82,70,76,43180,69,61,80,67,64,67,72,76,80,69,
110,119,102,107,
-----
431293554554183541619919231428406090993773231783
76,82,67,67,70,09360,74,61,18366,59,69762,73465,51,47855,42858,55,44,58,23154,46,63648,52,77352,58,47,
Seward - Salary Range
-----------
441894367851478552143754428117875271167097726520
92,99,95,04593,00296,95,88,77,85,79,83,
SEWARD
122,384123,114,136,110,117,116,107,
-----------
COMPREHENSIVE TABLE
087712170842819058004798
65th Percentile
90,51988,77,14492,66,50277,83,75,85,45467,52871,71,66265,22662,09169,55,16065,08256,62,899
Salary Survey Data -
-----------
88,72398,07298,02191,66198,07290,40791,80193,26787,10872,55083,69575,06682,638
117,270114,629108,806127,321111,989100,662
-----------
50th Percentile
82,53580,91070,35685,43865,94675,50479,28470,19879,25066,88966,88965,62261,70556,30666,10049,89962,68955,27459,384
Salary Survey Data -
735+
Skill
Level
535-570
695 to 730655 to 690615 to 650575 to 610
JFA
745745740735715710700705695690690690685680675680660655650635595585580560555555555545540540
Total
98
13121110
New
Grade
n/a
26-2922-2522-2523-2620-2224-2720-2318-2019-2118-2119-2117-1917-2015-1715-18
Grade
Contract
24.5-27.521.5-23.519.5-21.520.5-22.521.5-24.516.5-18.513.5-15.517.5-19.514.5-16.515.5-17.5
Current
Position Title
127
Directors and Senior Managers Chief of Police Finance DirectorFire ChiefAssistant City Manager HarbormasterUtility Director MIS Director Director of Public WorksDirector of Community
DevelopmentDeputy Finance Director Deputy Police Chief Deputy Fire ChiefOperations SupervisorParks & Recreation DirectorDeputy HarbormasterPublic Works SuperintendentPlannerCity ClerkPatrol
SergeantLibrary Director Supervisors and Advanced Technical Human Resources Officer Senior Computer Technician Building Inspector Street ForemanHarbor Worker IIIParks and Camps Operations
SupervisorWater/Wastewater ForemanAccounting SupervisorMIS Tech Patrol Officer
Table 2
-------------
942340
6,7884,3554,3123,2305,4145,4142,0876,4556,7149,4923,2316,1852,2752,2751,234
Cost to
Implement
79,02870,56163,001
Top of the 65th
54,56648,72043,500
Bottom of the 50th
Proposed FY2020 Range
--
47,77850,21168,55744,40859,69655,43247,77845,49043,30643,30646,63342,26542,00639,22868,16248,38156,17445,48937,31555,43245,48941,22549,50444,40841,22555,42854,63142,266
Annual
Current
-
59,69759,69765,91956,80864,28464,28464,28464,28456,80854,09054,09054,09054,09054,09056,80861,18364,28472,73656,42851,47854,09054,09054,09059,69751,74876,43152,77355,42855,248
-
43,30243,30247,78341,22156,63656,63656,63656,63641,22139,22439,22439,22439,22439,22441,22144,40646,63652,77340,20137,31339,22439,22439,22441,22137,71355,42838,24740,20140,201
Seward - Salary Range
------------
85,90883,82257,84257,84257,84257,84272,23272,23272,23272,23272,23268,15674,45774,88868,00068,13065,64568,156
SEWARD
------------
COMPREHENSIVE TABLE
65th Percentile
56,74268,67344,95844,95844,95844,95848,99048,99048,99048,99048,99051,73655,73556,37947,91947,53451,19351,736
Salary Survey Data -
------------
82,63880,24455,75455,75455,75455,75468,50568,50568,50568,50568,50566,58171,69872,73865,16759,28065,16766,581
------------
50th Percentile
56,74259,38443,35543,35543,35543,35547,26947,26947,26947,26947,26948,05754,99052,12547,87942,93150,08648,057
Salary Survey Data -
Skill
Level
495 to 530455 to 490415 to 450
JFA
530525495485485485485485485475475475475475475460460460455450445445445440435435420415415415
Total
765
New
Grade
13-1513-1515-1712-1412-1411-1311-1311-1311-1311-1312-1413-1710-1211-1311-1311-1312-1510-1218-20
Grade
13.5-15.513.5-15.513.5-15.513.5-15.513.5-15.514.5-16.511.5-13.510.5-12.511.5-13.5
Current
Position Title
128
Correctional SergeantDispatch SupervisorShop ForemanAnimal Control OfficerHarbor Worker IIHarbor Worker IIHarbor Worker IIHarbor Worker IICuratorDispatcherDispatcherDispatcherDispatcherDispatcherOffi
ce Manager - Harbor Accounting Technician IIIMaintenance Mechanic OperatorWater/Wastewater OperatorExecutive Liaison-City ManagerCampground CoordinatorCorrections OfficerCorrections
OfficerCorrections OfficerParking Operations Supervisor Deputy City ClerkSports & Recreation CoordinatorField EngineerParks Maintenance TechnicianAccounting Technician II (Utility)Accounting
Technician II (A/P)
Table 2
-----------
96
5,9434,0293,0523,8403,8404,693
45,80630,272
217,223 141,145
Cost to
Implement
62,28456,62251,47446,795
Top of the 65th
43,25839,32535,75032,500
Bottom of the 50th
Proposed FY2020 Range
37,31552,77047,77746,63346,48839,22940,20642,26639,22935,48535,48534,63237,89830,59730,59730,59730,59730,597
Annual
Current
------
46,63652,77361,77552,77348,99354,09051,47850,20445,48946,63646,63642,261
------
33,76738,24741,18338,24735,48739,22437,31336,37932,93833,76733,76729,116
Seward - Salary Range
--------------
52,89762,62370,02353,713
SEWARD
--------------
COMPREHENSIVE TABLE
65th Percentile
37,55447,61650,77241,088
Salary Survey Data -
--------------
48,36059,40469,95951,906
--------------
50th Percentile
36,28644,35648,05338,917
Salary Survey Data -
Skill
Level
Up To 290
375 to 410335 to 370295 to 330
JFA
400410390390390385380345345345335335325280275270250245
Total
4321
New
Grade
5-8
8-109-118-108-108-10
11-1310-12
Grade
9.5-11.5
10.5-12.510.5-12.5
Current
Position Title
129
Administrative and Technical TechnicianExecutive Assistant-FireExecutive Assistant-ParksExecutive Assistant - PolicePlanning TechnicianAccounting Technician I (Payroll)Executive Assistant-ElectricCus
todian - Municipal BuildingsDMV ClerkRecreation AssistantAdministrative Assistant-HarborPart-Time Animal Control AssistantAdministrative Assistant-ClerkPart-Time AidesCampground Attendants-SeasonalGa
rdenersParking Lot AttendantProgram Aides-Seasonal (Summer Camp)Total Cost to Implement: Cost in Year 1: Cost in Year 2:Cost in Year 3:Cost in Year 4
Recommendations for Implementation:(1) Move everyone up to the minimum of the new pay range. (2) If the cost is more than $5,000 to get the employee to the minimum, implement the following
plan: (1) Year 1: $5,000 increase. (2) Year 2: $5,000 increase, plus any cost of living adjustment (if applicable). (3) Year 3: Remaining increase to
get the employee to the minimum of the range.
City of Seward, AK
Job Description Updates
Job
Job Title Job Title Changed to:
Updated By: Updated Price:
Description
YRS150
1 Chief of Police
YRS150
2 Finance Director
YRS150
3 Fire Chief
YRS150
4 Assistant City Manager
YRS150
5 Harbormaster
YRS150
6 Utility ManagerUtility Director
YRS150
7 Director of Public Works
YRS150
8 Information Technology ManagerMIS Director
YRS150
9 Director of Community Development
YRS150
10 Deputy Finance Director
YRS150
11 Patrol LieutenantDeputy Police Chief
YRS150
12 Deputy Fire Chief
YRS150
13 Operations Supervisor
YRS150
14 Parks & Recreation Director
YRS150
15 Deputy Harbormaster
YRS150
16 Public Works Superintendent
YRS150
17 Planner
YRS150
18 City Clerk
NRS150
19 Patrol Sergeant
YRS150
20 Librarian Museum Director
YRS150
21 Personnel OfficerHuman Resources Officer
YRS150
22 Senior Computer Technician
YRS150
23 Building Inspector
NRS150
24 Street Foreman
YRS150
25 Harbor Worker III
26YRS150
Parks and Camps Operations Supervisor
Y RS150
27Water/Wastewater Foreman
Y RS150
28Accounting Supervisor
Y RS150
29MIS Tech
Y RS150
30Patrol CorporalPatrol Officer
Y RS150
31Corrections Sergeant
Y RS150
32Dispatch Supervisor
Y RS150
33Shop Foreman
Y RS150
34Animal Control Officer
Y RS150
35Harbor Worker II
Y RS150
36Curator
Y RS150
37Dispatcher
Y RS150
38Senior Administrative Assistant-HarborOffice Manager - Harbor
Y RS150
39Accounting Technician III
Y RS150
40Maintenance Mechanic Operator
YJS 150
41Water/Wastewater Operator
YJS 150
42Executive Liaison-City Manager
YJS 150
43Campground Coordinator
YJS 150
44Corrections Officer
YJS 150
45Parking Operations Supervisor
YJS 150
46Deputy City Clerk
YJS 150
47Sports & Recreation Coordinator
YJS 150
48Field Engineer
YJS 150
49Program Coordinator - Library
YJS 150
50Parks Maintenance Technician
YJS 150
51Accounting Technician II (Utility)
YJS 150
52Accounting Technician II (A/P)
YJS 150
53Technician - Library
YJS 150
54Executive Assistant-Fire
YJS 150
55Executive Assistant-Parks
NJS 150
56Administrative Assistant-Police
YJS 150
57Planning Technician
YJS 150
58Accounting Technician I (Payroll)
YJS 150
59Executive Assistant-Electric
130
City of Seward, AK
Job Description Updates
NJS 150
60Custodian - Municipal Buildings
YJS 150
61DMV Clerk
NJS 150
62Recreation Assistant
YJS 150
63Administrative Assistant-Harbor
YJS 150
64Part-time Animal Control Assistant
YJS 150
65Administrative Assistant-ClerkOffice Assistant
NJS 150
66Part-time Aides
YJS 150
67Campground Attendants-Seasonal
YJS 150
68Gardener
YJS 150
69Parking Lot Attendant
YJS 150
70Program Aides-Seasonal (Summer Camp)
Total:$ 1 0,500.00
131
Seward, AK
Job Descriptions
Updated November 2020
Job Title
Department
Employment Status
Exempt/Nonexempt Status
Scope of Work
This positionis responsible for the…..
Supervision
Received
Exercised
Essential Job Functions
An employee in this position may be called upon to do any or all of the following essential functions. These examples do not include
all of the duties which the employee may be expected to perform. To perform this job successfully, an individual must be able to
perform each essential function to satisfaction.
Job Duty 1
Provides effective and efficient customer services and promotes and maintains responsive community
relations.
Follows safe work practices.
Other Job Functions
Performs related duties as assigned.
Requirements of Work
Graduation from _______; including or supplemented by 7 - 10 years of experience in ______; or any
equivalent combination of training and experience which provides the following knowledge, ability and skills:
Knowledge of
Ability to
Skill in
Prepared by: GovHR USA
132
Necessary Special Requirements
Physical Demands
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
Work is performed mostly in an office setting; hand-eye coordination is necessary to operate
computers and various pieces of office equipment.Specific vision abilities required by this job
include close vision and the ability to adjust focus.
While performing the duties of this job, the employee is frequently required to sit, walk, stand,
climb, and talk or hear; use hands and fingers to handle, feel, or operate objects, tools, or controls
and reach with hands and arms.
The employee is occasionally required to balance, stoop, kneel, bend, crouch or crawl, and smell.
The employee must occasionally lift and/or move up to 50 pounds and rarely lift 50+ pounds.
133
Signatures
The above statements are intended to describe the general nature and level of work being performed by people
assigned to do this job. The above is not intended to be an exhaustive list of all responsibilities and duties required. The
omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a
logical assignment to the position.
*External and internal applicants, as well as position incumbents who become disabled as defined under the Americans
With Disabilities Act, must be able to perform the essential job functions (as listed) either unaided or with the assistance
of a reasonable accommodation to be determined by management on a case by case basis.
This job description does not constitute an employment agreement between the employer and employee and is subject
to change by the employer as the needs of the employer and requirements of the job change.
Supervisor Approval:
(Name) (Date)
Department Head Approval:
(Name) (Date)
Human Resources Approval:
(Name) (Date)
Original Approval Date:
Revision Date:
Pay Equity/Equal Opportunity/Americans with Disabilities Act Employer
134