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HomeMy WebLinkAbout2006-020 Classification & Compensation Plan Amendment (re: City Engineer); YMC Amendment F ORDINANCE NO 2006 ° 20 AN ORDINANCE relating to City personnel, adopting a classification and compensation plan for City employees to be effective June 18, 2006, amending Subsections 2 20 100 A, 2 20 100 B, 2 20 100 E, 2 20 110 A, 2 20 110 B, 2.20 110 D all of the City of Yakima Municipal Code Section 1 Subsection 2 20 100 A of the City of Yakima Municipal Code is hereby amended to read as follows "2 20 100 Classification Plan. A. Plan Adopted A classification plan for city employees is hereby adopted to be effective June 18, 2006, which plan shall consist of the various following subsections of this section " Section 2 Subsection 2 20 100 B of the City of Yakima Municipal Code is hereby amended to read as follows "2.20 100 Classification Plan. B Classes Exempt From Civil Service Class No Class Title (Pay Range) 1000 Exempt Classification Group 1100 Executive Series 1110 City Manager (Pay Code 960) 1120 City Attorney (Pay Code 964) 1130 Assistant City Manager (Pay Code 962) 1140 Director of Finance and Budget (Pay Code 964) 1150 Director of Community and Economic Development (Pay Code 964) 1160 Director of Public Works (Pay Code 964) 1180 Fire Chief (Pay Code 964) 1190 Police Chief (Pay Code 963) 1200 Management Series 1231 Human Resources Manager (Pay Code 970) Ordinance 5/11/2006 1 Class No Class Title (Pay Range) 1232 Purchasing Manager (Pay Code 973) 1233 Information Systems Manager (Pay Code 968) 1234 City Clerk (Pay Code 973) 1241 Financial Services Manager (Pay Code 968) 1242 Utility Services Manager (Pay Code 972) 1252 Code Administration and Planning Manager (Pay Code 968) 1253 Neighborhood Development Services Manager (Pay Code 971) 1254 Planning Manager (Pay Code 971) 1255 Community Relations Manager (Pay Code 970) 1261 Street and Traffic Operations Manager (Pay Code 970) 1262 Transit Manager (Pay Code 971) 1263 Fleet Manager (Pay Code 972) 1266 Refuse and Recycling Manager (Pay Code 972) 1267 Park and Recreation Manager (Pay Code 970) 1271 City Engineer (Pay Code 965) 1272 Wastewater Manager (Pay Code 968) 1273 Water and Irrigation Manager (Pay Code 970) 1274 Public Safety Communications Manager (Pay Code 971) 1275 Deputy Director of Economic Development & Intergovernmental Affairs (Pay Code 971) 1300 Executive Support Series 1311 Executive Secretary (Pay Code 979) 1321 Senior Assistant City Attorney II (Pay Code 965) 1322 Senior Assistant City Attorney I (Pay Code 968) 1323 Assistant City Attorney II (Pay Code 971) 1324 Assistant City Attorney I (Pay Code 973) 1331 Administrative Assistant to the City Manager (Pay Code 979) 1400 Municipal Court Series 1412 Municipal Court Commissioner (Pay Code 966) 1413 Municipal Court Judge (Pay Code 1000) 1421 Court Services Manager (Pay Code 973) 1422 Municipal Court Clerk (Pay Code 987) 1423 Certified Court Interpreter (Pay Code 980) 1430 Deputy Court Services Manager (Pay Code 980) 1431 Probation Services Manager (Pay Code 975) 1432 Probation Officer (Pay Code 978) 1433 Probation Services Clerk (Pay Code 987) 1434 Case Specialist (Pay Code 980)" Section 3 Subsection 2 20 100E of the City of Yakima Municipal Code is hereby amended to read as follows "E Transit Civil Service Classes Ordinance 5/11/2006 2 Class No Class Title (Pay Range) 20000 Transit Technical Support Group 20100 Transit Technical Series 20101 Marketing and Program Administrator (Pay Code 675) 20102 Transit Project Planner (Pay Code 675) 21000 Transit Supervisory Group 21101 Transit Route Supervisor (Pay Code 665) 22000 Transit Maintenance and Operation Group 22100 Transit Operation Series 22101 Transit Operator (Pay Code 655) 22102 Transit Dispatcher (Pay Code 660) 23000 Transit Maintenance Group 23000 Transit Maintenance Series 23101 Transit Service Worker (Pay Code 650) 23102 Transit Vehicle Cleaner (Pay Code 625) 24000 Transit Office Support Group 24101 Transit Department Assistant II (Pay Code 645)" Section 4 Subsection 2 20 110 A of the City of Yakima Municipal Code is hereby amended to read as follows "2.20 110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule constituting Subsection B through G of this section, for the classes allocated to these pay ranges shall be in full force and effect as of June 18, 2006 The pay rates shall constitute full compensation for those employees with a work week of forty hours as set out in other sections of this code Employees whose work week is less than forty hours shall be paid at the rate which is in the same proportion to the rates set out herein that their work week bears to forty hours The hourly rate for those employees of the Fire Department whose work week exceeds forty hours shall be computed according to the provisions of Section 2.22 030 of this code The performance of employees in the series designated Subsection B shall be evaluated annually in accordance with a management performance evaluation plan The result of the performance evaluations shall be the determination by the City Manager of the actual salary of each employee in the designated positions, and the determination by the City Council of the actual salary of the City Manager, which actual salaries shall be no less than the minimum nor no greater than the maximum set out in the pay range applicable to the position, according to the following schedule " Ordinance 5/11/2006 3 Section 5 Subsection 2 20 110 B of the City of Yakima Municipal Code is hereby amended to read as follows "B General and Public Safety Management, Union Exempt Supervisors and Confidential Classes Pay Class Code Code Class Title A B C D E 960 1110 City Manager MO 1/1/2005 8404 77 8827 70 9269 69 9732 48 10217 80 HR 1/1/2005 48 49 50 93 53 48 56 15 58 95 MO 7/1/2005 8460 24 8884 90 9330 35 9794 88 10283 67 HR 7/1/2005 48 81 51.26 53 83 56 51 59 33 MO 1/1/2006 8687 30 9124 09 9581 68 10058 34 10561 00 HR 1/1/2006 50 12 52 64 55.28 58 03 60 93 MO 7/1/2006 8709 83 9146 62 9605 95 10084 34 10587 00 HR 7/1/2006 50 25 52 77 55 42 58 18 61 08 961 No Allocated Classification MO 1/1/2005 8006 11 8404 77 8827 70 9269 69 9732 48 HR 1/1/2005 46 19 48 49 50 93 53 48 56 15 MO 7/1/2005 8058 11 8460.24 8884 90 9330 35 9794 88 HR 7/1/2005 46 49 48 81 51 26 53 83 56 51 MO 1/1/2006 8274 77 8687 30 9124 09 9581 68 10058 34 HR 1/1/2006 47 74 50 12 52 64 55 28 58 03 MO 7/1/2006 8295 57 8709 83 9146 62 9605 95 10084 34 HR 7/1/2006 47 86 50.25 52 77 55 42 58 18 1000 1413 Municipal Court Judge MO 1/1/2006 9659 68 HR 1/1/2006 55 73 The compensation for Municipal Court Judge is set by YMC 1 60 040(J) at 95% of the District Court Judges' salary as set by the State Salary Commission, with any variance for rounding in favor of the judge 962 1130 Assistant City Manager MO 1/1/2005 7621 32 8006 11 8404 77 8827 70 9269 69 HR 1/1/2005 43 97 46 19 48 49 50 93 53 48 MO 7/1/2005 7671 59 8058 11 8460 24 8884 90 9330 35 HR 7/1/2005 44 26 46 49 48 81 51.26 53 83 MO 1/1/2006 7877 85 8274 77 8687 30 9124 09 9581 68 HR 1/1/2006 45 45 47 74 50 12 52 64 55.28 MO 7/1/2006 7896 91 8295 57 8709 83 9146 62 9605 95 HR 7/1/2006 45 56 47 86 50 25 52 77 55 42 963 1190 Police Chief MO 1/1/2005 7260 79 7621 32 8006 11 8404 77 8827 70 HR 1/1/2005 41 89 43 97 46 19 48 49 50 93 MO 7/1/2005 7307 59 7671 59 8058 11 8460 24 8884 90 HR 7/1/2005 42 16 44 26 46 49 48 81 51.26 MO 1/1/2006 7503 46 7877 85 8274 77 8687 30 9124 09 HR 1/1/2006 43 29 45 45 47 74 50 12 52 64 MO 7/1/2006 7522 52 7896 91 8295 57 8709 83 9146 62 HR 7/1/2006 43 40 45 56 47 86 50 25 52 77 Ordinance 5/11/2006 4 Pay Class Code Code Class Title A B C D E 964 1120 City Attorney MO 1/1/2005 6919 33 7260 79 7621 32 8006 11 8404 77 1140 Director of Finance and HR 1/1/2005 39 92 41 89 43 97 46 19 48 49 Budget MO 7/1/2005 6964 40 7307 59 7671 59 8058 11 8460.24 1150 Dir Comm & Econ HR 7/1/2005 40 18 42 16 44 26 46 49 48 81 Development MO 1/1/2006 7151 60 7503 46 7877 85 8274 77 8687 30 1160 Director of Public Works HR 1/1/2006 41 26 43.29 45 45 47 74 50 12 1180 Fire Chief MO 7/1/2006 7168 93 7522 52 7896 91 8295 57 8709 83 HR 7/1/2006 41 36 43 40 45 56 47 86 50 25 965 1271 City Engineer MO 1/1/2005 6588 27 6919 33 7260 79 7621 32 8006 11 1321 Senior Assistant City HR 1/1/2005 38 01 39 92 41 89 43 97 46 19 Atty II MO 7/1/2005 6631 61 6964 40 7307 59 7671 59 8058 11 HR 7/1/2005 38 26 40 18 42 16 44.26 46 49 MO 1/1/2006 6810 14 7151 60 7503 46 7877 85 8274 77 HR 1/1/2006 39.29 41.26 43 29 45 45 47 74 MO 7/1/2006 6827 47 7168 93 7522 52 7896 91 8295 57 HR 7/1/2006 39 39 41 36 43 40 45 56 47 86 966 1412 Municipal Court MO 1/1/2005 6276 28 6588 27 6919 33 7260 79 7621 32 Commissioner HR 1/1/2005 36 21 38 01 39 92 41 89 43 97 6127 Police Captain MO 7/1/2005 6317 88 6631 61 6964 40 7307 59 7671 59 6380 Deputy Fire Chief HR 7/1/2005 36 45 38.26 40 18 42 16 44 26 MO 1/1/2006 6487 74 6810 14 7151 60 7503 46 7877 85 HR 1/1/2006 37 43 39.29 41 26 43 29 45 45 MO 7/1/2006 6503 34 6827 47 7168 93 7522 52 7896 91 HR 7/1/2006 37 52 39 39 41 36 43 40 45 56 967 No Allocated Classification MO 1/1/2005 5972 95 6276 28 6588 27 6919 33 7260 79 HR 1/1/2005 34 46 36.21 38 01 39 92 41 89 MO 7/1/2005 6011 08 6317 88 6631 61 6964 40 7307 59 HR 7/1/2005 34 68 36 45 38 26 40 18 42 16 MO 1/1/2006 6172 28 6487 74 6810 14 7151 60 7503 46 HR 1/1/2006 35 61 37 43 39 29 41 26 43.29 MO 7/1/2006 6187 88 6503 34 6827 47 7168 93 7522 52 HR 7/1/2006 35 70 37 52 39 39 41 36 43 40 968 1233 Information Systems MO 1/1/2005 5690 42 5972 95 6276 28 6588 27 6919 33 Manager HR 1/1/2005 32 83 34 46 36 21 38 01 39 92 1241 Financial Services MO 7/1/2005 5726 82 6011 08 6317 88 6631 61 6964 40 Manager HR 7/1/2005 33 04 34 68 36 45 38 26 40 18 1252 Code Admin & Planning MO 1/1/2006 5881 09 6172.28 6487 74 6810 14 7151 60 Manager HR 1/1/2006 33 93 35 61 37 43 39 29 41 26 1272 Wastewater Manager MO 7/1/2006 5894 95 6187 88 6503 34 6827 47 7168 93 1322 Senior Assistant City HR 7/1/2006 34 01 35 70 37 52 39 39 41 36 Attorney I 6126 Police Lieutenant 6328 Battalion Chief (Day) Ordinance 5/11/2006 5 Pay Class Code Code Class Title A B C D E 969 6327 Battalion Chief Shift MO 1/1/2005 5688 96 5971 74 6270 11 6588 51 6915 82 HR 1/1/2005 25 55 26 82 28 16 29 59 31 06 MO 7/1/2005 5726 82 6009 59 6310 18 6630 81 6960 35 HR 7/1/2005 25 72 26 99 28 34 29 78 31.26 MO 1/1/2006 5880 45 6172 14 6479 41 6808 94 7147 39 HR 1/1/2006 26 41 27 72 29 10 30 58 32 10 MO 7/1/2006 5896 04 6187 72 6494 99 6826 76 7165.20 HR 7/1/2006 26 48 27 79 29 17 30 66 32 18 970 1231 Human Resources MO 1/1/2005 5421 76 5690 42 5972 95 6276 28 6588.27 Manager HR 1/1/2005 31 28 32 83 34 46 36 21 38 01 1255 Community Relations MO 7/1/2005 5456 43 5726 82 6011 08 6317 88 6631 61 Manager HR 7/1/2005 31 48 33 04 34 68 36 45 38 26 1261 Street and Traffic Ops Mgr MO 1/1/2006 5603 76 5881 09 6172 28 6487 74 6810 14 1267 Park and Recreation HR 1/1/2006 32 33 33 93 35 61 37 43 39.29 Manager HR 7/1/2006 5617 63 5894 95 6187 88 6503 34 6827 47 1273 Water and Irrigation Mgr MO 7/1/2006 32 41 34 01 35 70 37 52 39 39 971 1253 Neighborhood MO 1/1/2005 5160 03 5421 76 5690 42 5972 95 6276 28 Development Services Mgr HR 1/1/2005 29 77 31.28 32 83 34 46 36 21 1254 Planning Manager MO 7/1/2005 5192 97 5456 43 5726 82 6011 08 6317 88 1262 Transit Manager HR 7/1/2005 29 96 31 48 33 04 34 68 36 45 1274 Public Safety MO 1/1/2006 5333 36 5603 76 5881 09 6172.28 6487 74 Communications Manager HR 1/1/2006 30 77 32 33 33 93 35 61 37 43 1275 Deputy Director of MO 7/1/2006 5347 23 5617 63 5894 95 6187 88 6503 34 Economic Development & HR 7/1/2006 30 85 32 41 34 01 35 70 37 52 Intergovernmental Affairs 1323 Assistant City Attorney II 11102 Utility Engineer 15101 Assistant Wastewater Manager 972 1242 Utility Services Manager MO 1/1/2005 4915 64 5160 03 5421 76 5690 42 5972 95 1263 Fleet Manager HR 1/1/2005 28 36 29 77 31 28 32 83 34 46 1266 Refuse and Recycling MO 7/1/2005 4946 84 5192 97 5456 43 5726 82 6011 08 Manager HR 7/1/2005 28 54 29 96 31 48 33 04 34 68 10101 Deputy Human Resource MO 1/1/2006 5080 30 5333 36 5603 76 5881 09 6172 28 Manager HR 1/1/2006 29 31 30 77 32 33 33 93 35 61 10303 Financial Services Officer MO 7/1/2006 5092 44 5347.23 5617 63 5894 95 6187 88 10304 Treasury Services Officer HR 7/1/2006 29 38 30 85 32 41 34 01 35 70 11104 Senior Engineer 11105 Water /Irrigation Engineer 11202 Senior Project Planner (Transit) 11901 Supervising Senior Analyst 13101 Parks Operations Ordinance 5/11/2006 6 Pay Class Code Code Class Title A B C D E 973 1232 Purchasing Manager MO 1/1/2005 4678 18 4915 64 5160 03 5421 76 5690 42 1234 City Clerk HR 1/1/2005 26 99 28 36 29 77 31 28 32 83 1324 Assistant City Attorney I MO 7/1/2005 4709 38 4946 84 5192 97 5456 43 5726 82 1421 Court Services Manager HR 7/1/2005 27 17 28 54 29 96 31 48 33 04 11101 Construction Supervisor MO 1/1/2006 4835 91 5080 30 5333 36 5603 76 5881 09 11103 Supervising Traffic HR 1/1/2006 27 90 29 31 30 77 32 33 33 93 Engineer MO 7/1/2006 4848 04 5092 44 5347 23 5617 63 5894 95 11106 Surface Water Engineer HR 7/1/2006 27 97 29 38 30 85 32 41 34 01 11201 Supervising Associate Planner 11251 Supervising Code Inspector 11410 Neighborhood Development Services Operations Supervisor 13302 Street Maintenance Supervisor 15102 Wastewater Treatment Plant Process Control Supervisor 974 10201 Senior Analyst(Exempt) MO 1/1/2005 4456 31 4678 18 4915 64 5160 03 5421 76 11301 Traffic Operations HR 1/1/2005 25 71 26 99 28 36 29 77 31 28 Supervisor MO 7/1/2005 4485 78 4709 38 4946 84 5192 97 5456 43 12201 Industrial Maintenance HR 7/1/2005 25 88 27 17 28 54 29 96 31 48 Supervisor MO 1/1/2006 4607 11 4835 91 5080 30 5333 36 5603 76 13102 Parks Superintendent HR 1/1/2006 26 58 27 90 29 31 30 77 32 33 15201 Water Treatment Plant MO 7/1/2006 4619 24 4848 04 5092 44 5347.23 5617 63 Supervisor HR 7/1/2006 26 65 27 97 29 38 30 85 32 41 975 1431 Probation Services Manager MO 1/1/2005 4246 59 4456 31 4678 18 4915 64 5160 03 10102 Chief Examiner HR 1/1/2005 24 50 25 71 26 99 28 36 29 77 10301 Payroll Officer MO 7/1/2005 4274 32 4485 78 4709 38 4946 84 5192 97 10302 Accountant HR 7/1/2005 24 66 25 88 27 17 28 54 29 96 11502 Aquatics Program MO 1/1/2006 4388 72 4607 11 4835 91 5080 30 5333 36 Supervisor HR 1/1/2006 25 32 26 58 27 90 29 31 30 77 12103 Equipment Supervisor MO 7/1/2006 4399 12 4619.24 4848 04 5092 44 5347.23 13201 Sewer Maintenance HR 7/1/2006 25 38 26 65 27 97 29 38 30 85 Supervisor 13301 Street Supervisor 13501 Water Distribution Supervisor 13701 Traffic Sign Supervisor 14201 Transit Operations Supervisor 15104 Environmental Analyst 15301 Lab Coordinator Ordinance 5/11/2006 7 Pay Class Code Code Class Title A B C D E 17101 Public Safety Communications Supervisor 976 11503 Recreation Supervisor MO 1/1/2005 4038 59 4246 59 4456 31 4678 18 4915 64 13401 Irrigation Supervisor HR 1/1/2005 23 30 24 50 25 71 26 99 28 36 15103 WWTP Chief Operator MO 7/1/2005 4064 59 4274 32 4485 78 4709 38 4946 84 HR 7/1/2005 23 45 24 66 25 88 27 17 28 54 MO 1/1/2006 4173 79 4388 72 4607 11 4835 91 5080 30 HR 1/1/2006 24 08 25 32 26 58 27 90 29 31 MO 7/1/2006 4184 19 4399 12 4619 24 4848 04 5092 44 HR 7/1/2006 24 14 25 38 26 65 27 97 29 38 977 12101 Equipment Maintenance MO 1/1/2005 3851 39 4038 59 4246 59 4456 31 4678 18 Supervisor HR 1/1/2005 22 22 23 30 24 50 25 71 26 99 MO 7/1/2005 3875 66 4064 59 4274 32 4485 78 4709 38 HR 7/1/2005 22 36 23 45 24 66 25 88 27 17 MO 1/1/2006 3979 66 4173 79 4388 72 4607 11 4835 91 HR 1/1/2006 22 96 24 08 25 32 26 58 27 90 MO 7/1/2006 3990 06 4184 19 4399 12 4619 24 4848 04 HR 7/1/2006 23 02 24 14 25 38 26 65 27 97 978 1432 Probation Officer MO 1/1/2005 3664 20 3851 39 4038 59 4246 59 4456 31 11401 Senior Program Supervisor HR 1/1/2005 21 14 22.22 23 30 24 50 25 71 11602 Code Inspections Office MO 7/1/2005 3688 46 3875 66 4064 59 4274 32 4485 78 Supervisor HR 7/1/2005 21 28 22 36 23 45 24 66 25 88 11710 Police Services Supervisor MO 1/1/2006 3787 26 3979 66 4173 79 4388 72 4607 11 11720 Corrections Sergeant HR 1/1/2006 21 85 22 96 24 08 25 32 26 58 13103 Cemetery Supervisor MO 7/1/2006 3795 93 3990 06 4184 19 4399 12 4619.24 13601 Building Superintendent HR 7/1/2006 21 90 23 02 24 14 25 38 26 65 14301 Utility Service Supervisor 979 1311 Executive Secretary MO 1/1/2005 3494 33 3664 20 3851 39 4038 59 4246 59 1331 Administrative Assistant to HR 1/1/2005 20 16 21 14 22 22 23 30 24 50 the City Manager MO 7/1/2005 3516 87 3688 46 3875 66 4064 59 4274 32 11604 Parks and Recreation HR 7/1/2005 20 29 21.28 22 36 23 45 24 66 Administrative Associate MO 1/1/2006 3612 20 3787.26 3979 66 4173 79 4388 72 12102 Mechanic II HR 1/1/2006 20 84 21 85 22 96 24 08 25 32 14101 Solid Waste Supervisor MO 7/1/2006 3620 86 3795 93 3990 06 4184 19 4399 12 HR 7/1/2006 20 89 21 90 23 02 24 14 25 38 980 1423 Certified Court Interpreter MO 1/1/2005 3327 94 3494 33 3664.20 3851 39 4038 59 1430 Deputy Court Services HR 1/1/2005 19 20 20 16 21 14 22 22 23 30 Manager MO 7/1/2005 3348 74 3516 87 3688 46 3875 66 4064 59 1434 Case Specialist HR 7/1/2005 19 32 20 29 21 28 22 36 23 45 10506 Executive Assistant MO 1/1/2006 3438 87 3612.20 3787 26 3979 66 4173 79 10510 Legal Assistant!!! HR 1/1/2006 19 84 20 84 21 85 22 96 24 08 Ordinance 5/11/2006 8 Pay Class Code Code Class Title A B C D E 10601 Engineering Contracts MO 7/1/2006 3447 53 3620 86 3795 93 3990 06 4184 19 Specialist HR 7/1/2006 19 89 20 89 21 90 23 02 24 14 11501 Recreation Program Supervisor 11601 Community & Economic Development Office Administrator 11701 Administrative Assistant to Police Chief 16101 Administrative Assistant to Fire Chief 981 10103 Human Resources MO 1/1/2005 3165 01 3327 94 3494 33 3664 20 3851 39 Specialist HR 1/1/2005 18 26 19 20 20 16 21 14 22.22 10305 Financial Services MO 7/1/2005 3185 81 3348 74 3516 87 3688 46 3875 66 Technician - Payroll HR 7/1/2005 18 38 19 32 20 29 21.28 22 36 10502 Deputy City Clerk MO 1/1/2006 3270 74 3438 87 3612 20 3787 26 3979 66 HR 1/1/2006 18 87 19 84 20 84 21 85 22 96 MO 7/1/2006 3279 40 3447 53 3620 86 3795 93 3990 06 HR 7/1/2006 18 92 19 89 20 89 21 90 23 02 982 10520 Utility and Finance MO 1/1/2005 3021 14 3165 01 3327 94 3494 33 3664 20 Assistant HR 1/1/2005 17 43 18 26 19.20 20 16 21 14 10602 Engineering Office MO 7/1/2005 3040 21 3185 81 3348 74 3516 87 3688 46 Assistant HR 7/1/2005 17 54 18 38 19 32 20 29 21 28 MO 1/1/2006 3121 67 3270 74 3438 87 3612 20 3787 26 HR 1/1/2006 18 01 18 87 19 84 20 84 21 85 MO 7/1/2006 3130 34 3279 40 3447 53 3620 86 3795 93 HR 7/1/2006 18 06 18 92 19 89 20 89 21 90 983 10507 Administrative Secretary MO 1/1/2005 2872 08 3021 14 3165 01 3327 94 3494 33 10511 Legal Assistant II HR 1/1/2005 16 57 17 43 18 26 19 20 20 16 11603 Public Works Office MO 7/1/2005 2891 14 3040.21 3185 81 3348 74 3516 87 Assistant HR 7/1/2005 16 68 17 54 18 38 19 32 20.29 MO 1/1/2006 2969 14 3121 67 3270 74 3438 87 3612.20 HR 1/1/2006 17 13 18 01 18 87 19 84 20 84 MO 7/1/2006 2976 08 3130 34 3279 40 3447 53 3620 86 HR 7/1/2006 17 17 18 06 18 92 19 89 20 89 984 10104 Human Resources MO 1/1/2005 2736 88 2872 08 3021 14 3165 01 3327 94 Assistant HR 1/1/2005 15 79 16 57 17 43 18 26 19 20 10512 Legal Assistant I MO 7/1/2005 2754 21 2891 14 3040 21 3185 81 3348 74 HR 7/1/2005 15 89 16 68 17 54 18 38 19 32 MO 1/1/2006 2828 75 2969 14 3121 67 3270 74 3438 87 HR 1/1/2006 16 32 17 13 18 01 18 87 19 84 MO 7/1/2006 2835 68 2976 08 3130 34 3279 40 3447 53 HR 7/1/2006 16 36 17 17 18 06 18 92 19 89 Ordinance 5/11/2006 9 Pay Class Code Code Class Title A B C D E 985 No Allocated Classification MO 1/1/2005 2606 88 2736 88 2872 08 3021 14 3165 01 HR 1/1/2005 15 04 15 79 16 57 17 43 18.26 MO 7/1/2005 2624 22 2754 21 2891 14 3040 21 3185 81 HR 7/1/2005 15 14 15 89 16 68 17 54 18 38 MO 1/1/2006 2695 28 2828 75 2969 14 3121 67 3270 74 HR 1/1/2006 15 55 16 32 17 13 18 01 18 87 MO 7/1/2006 2702.21 2835 68 2976 08 3130 34 3279 40 HR 7/1/2006 15 59 16 36 17 17 18 06 18 92 986 No Allocated Classification MO 1/1/2005 2482 09 2606 88 2736 88 2872 08 3021 14 HR 1/1/2005 14 32 15 04 15 79 16 57 17 43 MO 7/1/2005 2497 69 2624 22 2754 21 2891 14 3040.21 HR 7/1/2005 14 41 15 14 15 89 16 68 17 54 MO 1/1/2006 2565 28 2695.28 2828 75 2969 14 3121 67 HR 1/1/2006 14 80 15 55 16 32 17 13 18 01 MO 7/1/2006 2572.22 2702 21 2835 68 2976 08 3130 34 HR 7/1/2006 14 84 15 59 16 36 17 17 18 06 987 1422 Municipal Court Clerk MO 1/1/2005 2369 42 2482 09 2606 88 2736 88 2872 08 1433 Probation Services Clerk HR 1/1/2005 13 67 14 32 15 04 15 79 16 57 18101 Communications Division MO 7/1/2005 2385 02 2497 69 2624 22 2754 21 2891 14 Office Assistant HR 7/1/2005 13 76 14 41 15 14 15 89 16 68 MO 1/1/2006 2449 15 2565.28 2695 28 2828 75 2969 14 HR 1/1/2006 14 13 14 80 15 55 16 32 17 13 MO 7/1/2006 2456 09 2572.22 2702.21 2835 68 2976 08 HR 7/1/2006 14 17 14 84 15 59 16 36 17 17 Ordinance 5/11/2006 10 Section 6. Subsection 2 20 110 D of the City of Yakima Municipal Code is hereby amended to read as follows "D Transit Civil Service Classes Pay Class Code Code Class Title A B C D E 625 23102 Transit Vehicle Cleaner MO 1/1/2006 1579 04 1655 30 1724 63 1804 37 1880 63 HR 1/1/2006 9 11 9 55 9 95 10 41 10 85 MO 7/1/2006 1594 64 1672 63 1741 97 1821 70 1899 70 HR 7/1/2006 9.20 9 65 10 05 10 51 10 96 645 24101 Transit Department MO 1/1/2005 1956 90 2050 49 2144 09 2239 42 2345 15 Assistant II HR 1/1/2005 11 29 11 83 12 37 12 92 13 53 MO 1/1/2006 2000 23 2097 29 2192 62 2289 69 2397 15 HR 1/1/2006 11 54 12 10 12 65 13 21 13 83 MO 7/1/2006 2021 03 2118 09 2215 16 2312 22 2421 42 HR 7/1/2006 11 66 12 22 12 78 13 34 13 97 650 23101 Transit Service Worker MO 1/1/2005 2281 02 2381 55 2495 95 2605 15 2736 88 HR 1/1/2005 13 16 13 74 14 40 15 03 15 79 MO 1/1/2006 2326 09 2428 35 2546 22 2657 15 2792 35 HR 1/1/2006 13 42 14 01 14 69 15 33 16 11 MO 7/1/2006 2348 62 2452 62 2572 22 2683 15 2820 08 HR 7/1/2006 13 55 14 15 14 84 15 48 16.27 655 22101 Transit Operator MO 1/1/2005 2495 95 2605 15 2736 88 2847 81 2983 01 HR 1/1/2005 14 40 15 03 15 79 16 43 17.21 MO 1/1/2006 2546 22 2657 15 2792 35 2905 01 3041 94 HR 1/1/2006 14 69 15 33 16 11 16 76 17 55 MO 7/1/2006 2572 22 2683 15 2820 08 2934 48 3073 14 HR 7/1/2006 14 84 15 48 16 27 16 93 17 73 660 22102 Transit Dispatcher MO 1/1/2005 2605 15 2736 88 2847 81 2983 01 3121 67 HR 1/1/2005 15 03 15 79 16 43 17 21 18 01 MO 1/1/2006 2657 15 2792 35 2905 01 3041 94 3184 07 HR 1/1/2006 15 33 16 11 16 76 17 55 18 37 MO 7/1/2006 2683 15 2820 08 2934 48 3073 14 3215 27 HR 7/1/2006 15 48 16.27 16 93 17 73 18 55 Ordinance 5/11/2006 11 Pay Class Code Code Class Title A B C D E 665 21101 Transit Route Supervisor MO 1/1/2005 2908 48 3050 61 3185 81 3333 14 3485 67 HR 1/1/2005 16 78 17 60 18 38 19 23 20 11 MO 1/1/2006 2967 41 3111.27 3249 94 3399 00 3555 00 HR 1/1/2006 17 12 17 95 18 75 19 61 20 51 MO 7/1/2006 2996 88 3142 47 3282 87 3433 67 3591 40 HR 7/1/2006 17 29 18 13 18 94 19 81 20 72 670 No Allocated MO 1/1/2005 3267 27 3416 33 3563 66 3740 46 3913 79 Classification HR 1/1/2005 18 85 19 71 20 56 21 58 22 58 MO 1/1/2006 3333 14 3483 93 3634 73 3814 99 3991 79 HR 1/1/2006 19 23 20 10 20 97 22 01 23 03 MO 7/1/2006 3366 07 3518 60 3671 13 3853 13 4031 66 HR 7/1/2006 19 42 20 30 21 18 22 23 23.26 675 20101 Marketing & Program MO 1/1/2005 3705 80 3882 59 4064 59 4256 98 4454 58 Administrator HR 1/1/2005 21 38 22 40 23 45 24 56 25 70 20102 Transit Project Planner MO 1/1/2006 3780 33 3960 59 4146 05 4341 92 4542 98 HR 1/1/2006 21 81 22 85 23 92 25 05 26.21 MO 7/1/2006 3818 46 4000 46 4187 65 4385 25 4588 05 HR 7/1/2006 22 03 23 08 24 16 25 30 26 47 Section 7 This ordinance shall be in full force and effect thirty days after its passage, approval and publication as provided by law and by the City Charter PASSED BY THE CITY COUNCIL, signed and approved this 16th day of May , 2006 AI David Edler, Mayor ATTEST City Clerk Publication Date 5 -19 -2006 Effective Date 6-18 -2006 Ordinance 5/11/2006 12 BUSINESS OF THE CITY COUNCIL YAKIMA, WASHINGTON AGENDA STATEMENT Item No For Meeting Of 5/16/06 ITEM TITLE Legislation Amending the Classification and Compensation Plan for Certain City Employees and Legislation Amending Subsections A, B and E of Section 2 20 100, Subsections A, B, and D of Section 2 20 110, all of the City of Yakima Municipal Code SUBMITTED BY Dick Zais, City Manager; Dave Zabell, Assistant City Manager; Sheryl Smith, Deputy Human Resources Manager, Charter Civil Service Commission and Carol Maples, Civil Service Chief Examiner CONTACT PERSON/TELEPHONE. Dave Zabell, x6040, Bill Cook, x6227 and Carol Maples, x6090 SUMMARY EXPLANATION The attached ordinance amends the classification and compensation plan to adjust the City Engineer position from pay code 966 ($6,487 74- $7,877 85 /mo) to pay code 965 ($6,810 14- $8,274 77 /mo) The purpose of this adjustment is to place the City in a better position to recruit for the now vacant City Engineer Attached is a report from Robert Weaver, RHW Consulting Services which outlines the recruitment history for City Engineer, discusses the current compensation of the position and recommends changes in compensation The report, based on 2005 data, indicates the City of Yakima's current base wage is significantly lower than other cities with a population range of 40,000- 120,000 Of the twelve cities in the sample group (which also includes Yakima County), only two compensate their City Engineer at a rate lower than Yakima as shown in Exhibit 1 of the attached report Reallocating City Engineer to pay code 965 ranks the City Engineer 9 in the sample group It is important to note that the City Engineer is a licensed Professional Engineer The PE license is required to approve plans, grants, designs and other engineering responsibilities but also helps to reduce the City's potential risk and liability Currently, this is one of three positions in the City which either require or the incumbent possesses a PE (Professional Engineer) license In order to achieve an adequate applicant pool to fill this position, we will conduct a regional recruitment covering the Pacific Northwest. The position •Continued• Resolution Ordinance X Contract Other (Specify) Report Funding Source Transit Operating Fund and Engineering Operating Fund APPROVED FOR SUBMITTAL City Manager STAFF RECOMMENDATION Approve the Classification and Compensation ordinance BOARD /COMMISSION RECOMMENDATION Approve the Classification & Compensation ordinance COUNCIL ACTION Ordinance passed. ORDINANCE NO. 2006-20 requires a high level of technical expertise with management experience in a medium to large office as well as supervisory experience, public sector employment experience would also be extremely beneficial The applicant pool in this county would be limited and therefore a regional recruitment is anticipated The Charter Civil Service Commission, at their May meeting, approved the creation and allocation of a new classification of Transit Vehicle Cleaner at pay code 625 ($1,579 04 - $1,880 63 /mo) A copy of the consultant's report and class specification are attached for information purposes RHW CONSULTING SERVICES Human Resources Consulting 7005 Perry Court Yakima, WA 98908 Phone 509.966 3756 Fax: 509 972.40 79 E -mail. rweaver@yvn.com MEMORANDUM April 20, 2006 TO Carol Maples, Chief Examiner FROM. Robert Weaver , RHW Consulting = +1 RE Position Creation Transit Vehicle Cleaner This report summarizes my findings relating to the creation and allocation of a new classification of Transit Vehicle Cleaner The classification should be included in section D, Transit Civil Service Classes of the City of Yakima Master Pay Ordinance. This is a new classification to the Transit Division although there is a classification withm the general Civil Service classifications of Labor Helper that includes the duties of this new classification. Because the new classification is m the Transit Division, and because the existing classification of Labor Helper also includes custodial and general labor duties as may be found m the Street Division, a new classification is necessary In developing the class specification, I met with Transit Manager Ken Mehm, Transportation Planner Gary Pira, Public Works Director Chris Waarvick, and Transit Marketing and Program Administrator Karen Allen to identify the duties to be assigned the new classification. I drafted the proposed class specification, which has been reviewed and approved by the Transit Division. Finally, I identified a pay range for the new classification within the Transit Civil Service section of the pay plan, which entailed creatmg an entirely new pay code as currently none exist at or near the proposed pay range. In recommendmg the allocation of the new classification, I considered the similarity of duties between the new classification and those of the Labor Helper A salary survey was performed by Marlene Adams m the Human Resources Division based on preliminary information and included transit agencies from across the state. Based on the information contamed herein, it is my recommendation that a new classification of Transit Vehicle Cleaner be created at a new pay code 625 ($9 11 - $10 85/hr) corresponding to pay code 1 0 of the current general Civil Service pay plan. DUTIES AND RESPONSIBILITIES SUMMARY: In essence, this new classification cleans the mtenor surfaces of transit vehicles mcludmg sweepmg and mopping floors, washing windows, dusting mterior surfaces, and removing gum and status using household -type cleaning materials, and preparmg the fronts and wheel wells of Transit vehicles for washing m the bus washing facility by usmg a pressure washer, similar to services performed when a passenger vehicle is taken through an automated car wash. Tools used are expected to mclude brooms, mops, sponges, rags, towels and a vacuum cleaner It is not expected that an incumbent will move transit buses and accordingly, a Commercial Driver's License (CDL) is not required. The incumbent will also not drive a vehicle out of the Public Works compound rendering the possession of a Washmgton State Driver's License unnecessary In the event of a mechanical breakdown of the bus washing facility, the incumbent would be required to wash transit vehicles manually COMPENSATION ANALYSIS Determining the proposed pay plan allocation was done by comparmg the proposed classification and the existing classification of Labor Helper An external comparison was not utilized. FACTORING ANALYSIS Because the pay codes m the Transit section of the pay plan do not relate to the conversion table used m the point factoring system, a pomt factormg analysis was not conducted. EXTERNAL COMPARISON It is expected that the new classification will be filled by recruitment within the Yakima area. Even though data was preliminarily obtained from other transit organizations, many required the bus cleaners to perform duties of a more responsible nature and also to move buses throughout their compound. Accordingly, internal comparisons were deemed to be more appropriate to use_ INTERNAL COMPARISON As previously indicated, the relationship to the currently existing classification of Labor Helper was key m recommending the salary for the proposed classification. While the Labor Helper is allocated at Pay Code 2.0, there are differences between it and the proposed classification of Transit Vehicle Cleaner (Cleaner) Those differences include • The existmg Labor Helper performs unskilled as well as semi- skilled tasks while the Cleaner performs only unskilled tasks. • The Labor Helper is expected to replace damaged seat components but the Cleaner will not perform those duties smce they are a part of the duties of the Transit Service Worker • The Labor Helper could erect traffic barricades, cones and warning devices m construction areas, the Cleaner would not have similar responsibilities. • The Labor Helper would assist in spreading asphalt, gravel, salt, removing snow, mowing and other tasks; the Cleaner has no similar responsibilities. • The Labor Helper would perform hard physical labor while the Cleaner will perform generally light physical labor • The Labor Helper is expected to work outside in all extremes of weather; the Cleaner will work inside a facility most of the time. • The Labor Helper may be required to have a Driver's License; the Cleaner will not. DISCUSSION: The Transit Vehicle Cleaner will perform important but menial tasks. It is significantly different from the Labor Helper classification as illustrated above. While not illustrated, it is also significantly different from a Custodian because of the physical nature of that classification and the fact that the Custodian uses mdustnal strength cleaners. solvents, solutions, many of which may be caustic Because the duties of the Cleaner are considerably less than the Labor Helper, the level of compensation should also be lower RECOMMENDATION: Based on the foregoing, it is recommended that. • The new classification of Transit Vehicle Cleaner be created and allocated to a new Pay Code 625 ($9 11 - $10 85/hr) m Section D of the 2006 Master Pay Ordmance • The new classification should be filled by competitive announcement. 3 CITY OF YAKIMA CLASS .SPECIFICATION CODE: 23102 TITLE: Transit Vehicle Cleaner Est. 5/06 DEFINITION. This is unskilled labor involved m the cleaning of various transit vehicles including buses, vans, passenger vehicles and others as may be assigned. Duties include cleaning the insides of vehicles using mops, brooms, cleaning agents, vacuums, rags and towels and preparing vehicle exteriors for entry into the automated bus washing facility Work is done with limited opportunity for exercising independent judgment and decision- making within a familiar context and is evaluated based on direct observation, results achieved and consumer comment DUTIES ESSENTIAL FUNCTIONS: Cleans made of transit vehicles including buses, vans and passenger vehicles, sweeps, dusts, mops and cleans floors, seats, windows, mirrors, steps, wheel well covers, walls, ceilings, handrails, fare boxes and other surfaces using brooms, mops, squeegees, rags and towels Uses household -type cleaning products Vacuums tracks for securmg wheelchairs and other mobility assistance devices Removes gum, stains and debris from seats and surfaces Notes, identifies and reports seating, lighting and other components requiring repair and/or replacement and conditions that could cause injury to passengers Pressure washes designated areas of vehicles and wheel wells prior to entry into the bus washing facility Dries external vehicle surfaces after washing Washes vehicles by hand m the event of bus washing facility malfunction Performs other related duties as required. OTHER FUNCTIONS May fuel buses and other transit vehicles May move transit vehicles not requiring a Commercial Driver's License within the compound. MAJOR WORKER CHAIIACTERISTICS: Knowledge of the use of hand cleaning equipment, pressure washers and vacuum cleaners Ability to understand written and verbal mstructions, product labels and other related written materials Ability to write routine reports and notes of work accomplished and repair or replacement needs Ability to establish and maintain effective working relationships with co- workers Hr /cs info /class specs /23000 series UNUSUAL WORKING CONDITIONS. Exposed to dirt, dust, non -toxic chemicals, human spillage, and gasoline and diesel fuel. May be exposed to extremes of weather, however, most work is performed in a garage -type environment. LICENSES, REGISTRATION AND CERTIFICATE: None required. MINIMUM CLASS REQUIREMENTS: Any combination of education and experience sufficient to understand verbal and written instructions, write simple sentences, and perform the required work. Hr /cs info /class specs /23000 series RHW CONSULTING SERVICES Human Resources Consulting 7005 Perry Court Yakima, WA 98908 Phone 509 966 3756 Fax: 509 972.4079 E -mail. rweaver@yvn com April 24, 2006 Mr Dave Zabell Assistant City Manager 129 N 2 Street Yakima, WA 98908 RE City Engineer Compensation Issues Dear Mr Zabell. In anticipation of your recruitmg to fill the City Engineer position, and because of previous difficulties m filling the position, I have been asked to review the City's salary and benefit package for City Engineer to determine if it may cause you difficulties agam. In conducting this review, I have examined only the Association of Washington Cities' 2005 Salary and Benefit Survey since that document provides a general perspective on the matters of concern. A survey of private engineering firms was not conducted nor was the State of Washington contacted. Public sector management positions are often difficult to fill, particularly m areas not closely associated with the urban centers of Seattle, Tacoma, Vancouver/Portland, and at times, Spokane. Those urban centers typically have a larger taxation base, higher costs of living, including housrg and fuel, and accordingly offer significantly higher salaries. Another, and equally as significant, is the expectation that the manager must understand public facility financing and operations as the laws affecting city governance are often unique and the ability to generate revenues is greatly limited. The citizen initiatives passed m recent years have compounded public sector financing and that m turn, has restncted the ability of local government, particularly in areas like Yakima, to maintain a competitive position m the marketplace. Because of the skeletal staffing levels the City of Yakima currently faces, new managers are expected to "hit the deck running" and to be able to perform with a very shallow learning curve You do not have the luxury of training new managers m the intricacies of local governmental operations. That make the City's task in attracting a new City Engineer more difficult based on the factors enumerated below City Engineer Compensation April 24, 2006 Salary Issues The primary sample group was cities one -half the size of the City of Yakima to cities half -again Yakima's size. Specifically, cities 40,000 to 120,000 were mcluded. Of the twelve cities m the sample group, only two compensate their City Engineer at a rate lower than Yakima as reflected in Exhibit 1 Because of its proximity, Yakima County is also included. On the surface, it would appear that Yakima's salary range is significantly lower than most of the sample group Generally, professional and management employees are not attracted to other agencies unless their salary is significantly higher The City of Shorehne compensates its City Engmeer Just over $7,400 per year higher than Yakima, which could be sufficient incentive for a career move. So that focus was not solely centered on cities within the control group, and to better assess the ease or difficulty Yakima may have m filling it's vacancy I reviewed salaries of cities smaller than 40,000 as well. I found an additional 10 cities ranging m population between 8,560 (College Place) and 37,520 (Bremerton) that compensate their City Engmeer at a higher rate than Yakima. Exhibit 1 City Engineer Salaries Cities 40,000 — 120,000 Population City Population Low High W/E Richland 42,660 6139 9211 East Redmond 46,900 6186 9161 West Kent 84,560 7462 9079 West Bellevue 116,500 6535 9021 West Auburn 46,135 7346 8725 West Yakima County 5787 8528 East Kirkland 45,800 6520 8412 West Shoreline 52.740 6812 8289 West Bellingham 71,080 6278 7831 West Kennewick 58,970 5264 7778 West Yakima 79,480 6318 7672 East Olympia 43,040 5991 7285 West Pasco 40,840 Flat 7144 East Generally, m filling the City Engineer position, Yakima will seek licensed Professional Engineer with management experience m a medium to large office and supervisory experience Further, it is preferable that the person be familiar with engineering work done m a public setting. Virtually every city and county will have a person employed m a similar engineering capacity because of the requirement of a licensed Professional Engineer However, engineering persons not employed m a managerial or supervisory capacity may not possess the skills and abilities to manage a division with the variety and complexity of Yakima's. Yakima would hope to attract either a licensed Professional Engineer from a mud -sized city within the range identified m Exhibit 1, or a strong "second-m-command' from a larger organization. 2 City Engineer Compensation April 24, 2006 Salaries alone may not enable the City to attract and retain the type of person it seeks. The combination of salary and benefits is the primary non - work - related factor m employee retention. Consider the City's benefit package. Benefits Medical, Dental and Prescription Insurance Insurance premiums are a significant cost to employers today Some of the ways employers attempt to contain their premium costs are changes /reductions m plan coverage or design and employee sharing of premiums. The amount of employee premium sharing can have a significant affect on the ability to attract and to retain employees. In Exhibit 2, the sample group city approaches to premium sharing for a family (employee, spouse plus 2 dependents) is shown. Yakima is reflected twice, (a) for general employees and (b) for management employees. It is significant that the cost for family insurance for an employee m Yakima is considerably higher than for the other cities m the sample group The cumulative affect of the management group employee contribution toward medical insurance premiums coupled with a salary range that appears to be significantly lower than the survey group and accordingly Yakima's expected target group is significant. In all probability will compound Yakima's difficulty m attracting and retammg highly skilled and qualified applicants for City Engineer Exhibit 2 Insurance Premiums 2005 Total Employer Employee % Paid by Agency Premium Paid Paid Employee Richland $ 818 $ 772 $ 46 5 6 Redmond 1296 1121 175 115 Kent 1370 1233 137 10.0 Bellevue 1341 1075 226 16.9 Auburn 1263 962 301 23 8 Kirkland 1160 1160 0 00 0 Shoreline 1099 1038 60 5.5 Bellingham 1074 1014 60 5 6 Kennewick 914 914 0 00.0 Yakima (a) 976 774 202 26.1 Yakima (b) 1041 621 420 40.4 Olympia 1056 935 121 11.5 Pasco 573 510 63 11 0 Yakima County Not reported m survey 3 City Engineer Compensation April 24, 2006 Vacation, Sick Leave and Hohdays Another part of the benefit package is "tune -off' Yakima, like most employers, offers paid time off to employees. The longer an employee works for the City, the greater the benefit accrual is. Yakima appears to be competitive m all areas, particularly when considering sick leave accruals and paid holiday hours. Of the twelve -city sample group, all except Richland provide their employees with 96 hours (12 days 1 day earned monthly) of sick leave Unfortunately, the AWC salary does not reflect individual city programs for payment of unused sick leave on termination. Paid holiday hours are also fairly uniform with either 96 hours (12 holidays) provided (7 cities) or 88 hours (4 cities). Yakima provides 88 hours of holiday pay (11 holidays) Vacation leave accruals are somewhat different as is reflected on Exhibit 3 For first -year employees, Yakima's accrual rate is the lowest of 11 cities. The lowest first -year accrual (Yakima) is 80 hours and the highest (Pasco) is 108 hours. Richland offers a combined leave package of vacation, sick leave and holidays and accordingly is not reflected m the exhibit. Even though Yakima's first -year rate is lowest, it is comparable with 5 of the sample group and by 20 years, is exceeded by only two cities. One of the difficulties Yakima, as well as any other municipality, has m attracting experienced employees is that m attaining the desired experience level, employees have begun to enjoy accelerated vacation accrual levels. Yakima is no different than most pubhc employers m that newly hired employees begin vacation accruals at the lowest level. That m and of itself is a deterrent to an experienced employee deciding to make a career move. Exhibit 3 Vacation Accruals 2005 After After After After After Agency 1 year 5 years 10 years 15 years 20 years Redmond 96 hours 128 hours 152 hours 168 hours 184 hours Kent 104 128 152 168 184 Bellevue 96 120 152 176 200 Auburn 96 120 144 160 176 Kirkland 104 128 144 160 192 Shoreline 104 136 152 184 184 Bellingham 104 128 160 200 224 Kennewick 96 120 144 168 192 Yakima 80 120 152 176 192 Olympia 108 132 152 176 192 Pasco 96 120 144 163 163 Yakima County Not reported m survey 4 City Engineer Compensation April 2A, 2006 Longevity Pay Some public employers, Yakima included, provide longevity pay for their employees. Longevity pay is an additional amount added to the employee's base pay after a certain number of years employment. Normally, longevity pay does not begin until the employee has completed at least five years of service However, not all employers provide longevity and it takes a significant amount of time before longevity pay has a significant impact. Exhibit 4 reflects those employers m the sample group that provide longevity pay and the type, percentage of base or flat rate. Exhibit 4 Longevity Pay 2005 After After After After After Agency 5 Years 10 Years 15 Years 20 Years 24 Years Kent $30 $45 $60 $75 NA Bellevue 1% 2% 3% 4% NA Kirkland 0 0 $50 $50 NA Yakima 2.5% 4.0% 5.5% 7 0% 10.0% Olympia 0 0 $480 $480 NA Deferred Compensation The final aspect of the City's compensation package is deferred compensation. The City's plan is constituted under the provisions of Section 457 of the Internal Revenue Code and under that plan, employees may defer receiving some of their earnings until they leave City employment, reach the age of eligibility, or retire. Essentially, management employees receive a "matching" contribution of 3% from the City providing that is deferred. They may also defer a portion of their base earnings. The AWC salary survey did not include deferred compensation and accordingly, no information is available for comparison. Analysis Based on the materials contained herein, it appears that the City of Yakima's base salary level for City Engineer is not competitively placed in the marketplace, which would be expected to create difficulties m attracting and retaming a skilled and experienced manager While Yakima provides longevity pay beginning at five years of service, it should not be considered an attractor Similarly, holiday and sick leave benefits are competitive within the sample group and should neither be considered attractors nor detractors. Vacation leave is a separate problem faced by most pubhc employers m Washington. The most common practice is for newly hired employees to begin vacation leave accruals at the start of the accrual scale, m Yakima, 80 hours per year When hiring a management employee, City Engineer or another classification, earned vacation time is commonly the smgle most important factor, beyond salary, m causing an applicant to reject an employment offer It is problematic 5 City Engineer Compensation April 24, 2006 Finally assuming that the salary level is competitive at face value, out-of-pocket costs as well as base salary additions are considered. Exhibit 4 indicates that Yakima is one of few sample group employers offer longevity pay Based on 2005 salary levels reported herein, after 5 years the longevity payment would be $191 and increases to $306 after 10 years. $422 after 15 years and $537 after 20 years. Longevity may be a factor m retaining long -term employees. Medical insurance costs and deferred compensation are yet another matter Management employees m Yakima pay a higher portion of family medical premiums than any other sample group employer, and a higher premium than its general employees. Yakima is not alone m requiring employee cost sharing of premiums and also does not require the highest level of contribution m the sample group. However, management employees contribute approximately $218 per month more than general employees. The Yakima deferred compensation program generates a base salary increase of 3% ($230 /month based on the top -step salary) However, that must be deferred into the program and may not offset the medical premium cost when attempting to attract experienced employees. It would be easy to simply recommend the pay range for City Engmeer be raised to place Yakima in a more competitive position. Currently, Yakima ranks 11 m the sample group including Yakima County Reallocation to city Pay Code 965 would raise the salary range high to $8058 per month (2005) and accordingly, rank Yakima 9 m the same field. Reallocation to PC 964 would raise the salary to $8460 (7 The difficulty with either of these options is that the Engineering Division is organizationally a part of the Department of Community and Economic Development. The director of that department is allocated at PC 964, as are the directors of Finance & Budget and Public Works. When compared to the sample group, those directors are ranked as follows: Commumty & Economic Development — 9 of 12, Finance & Budget — 9 of 12, and Public Works — 12 of 13, all including Yakima County whose comparable positions are ranked 7 11 and 8 respectively Based on this preliminary information, it may be that Yakima's overall management salary structure may not be competitively placed m the labor market. It would also appear that Yakuma's management salary structure is compressed to the point that little opportunity is afforded to make individual classification adjustments to address market conditions or City needs. Options The City has a number of options it could consider, some for immediate consideration and others that may be considered at a later date However, based on this review and analysis, some immediate action should be taken. Among the options available are o Allocate the City Engineer classification one range higher, to PC 965 recognizing that the salary for the classification will be compressed tightly to the Director of Community and Economic Development under which it is organizationally assigned. • Clearly advertise that initial hiring may be made at any place within the pay range • Create a separate Engineering Department and allocate the City Engineer to PC 964 based on the added requirement of holding the Professional Engineer license. • Consider amending the vacation leave policy to allow accruals to begin at a rate higher than the traditional first -year rate. This would probably require legislated action. 6 City Engineer Compensation April 24, 2006 • Continue the current allocation of PC 966 but conduct a management compensation study to determine City's competitive placement m the labor market. Decisions on use of the information should be deferred until the study has been completed in order not to raise expectations. If this option is implemented, it may be advisable to clearly mdicate that the salary range is under reconsideration when the opening is publicly advertised. • Utilize the services of an executive search firm to assist m locating an experienced and qualified City Engmeer • Reconsider the level of management contribution toward insurance premiums. Please let me know if you require any additional services m this matter Very trul yours, Robert H. Weaver RHW Consulting Services Cc Bill Cook Sheryl Smith 7