Non-Union Compensation Classification SchedulecrTYoF City of Kalispell
Kill�`®i<� � p® Post Office Box 1997 - Kalispell, Montana 59903
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1Z f � Telephone: (406) 758-7701 Fax: (406) 758-7758
MONTANA
TO: Mayor Fisher and Members of Council
FROM: Jane Howington
DATE: August 1, 2011
RE: Position Classification and Salary Matrix for Non -Union Employees
Problem Statement
Over the past several years the city has struggled financially, due in part, to the economic
downturn. One of the methods of cutting expenses during this time was to freeze compensation
for non -union personnel. While this helped in the short term, it also created a difficult
compression problem between union and non -union positions.
The second major personnel issue facing the city is an imbalance of internal equity and the
misplacement of positions within the current classification system. This has resulted over a
period of years as positions have been individually re-classified or the evaluation tool used to
create a position's classification ranking was Iimited in its sensitivity to some major ranking
factors.
Background
The first salary classification plan was conducted in 1991 using a consultant that reviewed or
revised all job descriptions and built the matrix off a point -factoring system. In 2003/2004 the
city again hired a consultant to review all position descriptions and revise the matrix system
based on both internal and external equity.
To maintain the effectiveness of this matrix it was meant to be adjusted annually or with every
COLA given to non -union personnel. Over the years it appears that two things impacted how the
current classification matrix became imbalanced. In approving the annual salary schedule it
appears the city council adjusted the upper end of the matrix, but not the lower end. The result
of this increased the minimum to maximum spread in each grade and created a large overlap. As
time goes on this makes it very difficult to move in any successive order through the matrix and
provides problems with positions being placed in the wrong grades.
The second problem impacting the effectiveness of the current classification matrix has been the
individual alterations to various positions within the matrix without regard to maintaining like
positions in the same grade. While this practice has been stopped, the long term impact has
created major difficulties in continuing to use the current structure.
The last time the current classification matrix was adjusted occurred in 2008 when the non -union
employees received a 4% COLA. Since then, non -union positions have been frozen while union
positions have continued to receive negotiated increases. Over time this has created some
difficult compression issues including situations where some union employees are earning a
higher wage than their supervisors. Without addressing the morale issue this causes, it also
creates a problem with succession planning and moving employees up through the career ranks
internally. An example of this can be seen in the police department. Since 2008, non -union
employees have not had a COLA. During that same time police union personnel received 4% in
2009 and 4% in 2010. The result of this enabled the sergeants (union) to make a higher wage
than the lieutenants (non -union) providing a disincentive for officers to seek job advancement
and in some cases providing an incentive for our upper management employees to move back
into union ranks.
Proposal
The classification matrix and salary schedule should be revised to consolidate grades, place like
positions into the same grade, narrow the salary ranges in each grade, and implement a method
to eliminate compression situations between union and non -union positions. To accomplish this a
multi -phase process is proposed as follows:
Phase 1:
The current classification matrix should be consolidated from the current 19 grades to 6 grades.
The city manager position should be eliminated from the matrix as it is a contractual position.
The attached classification matrix shows the proposed consolidation and combines like positions
into the same grade using similar terminology. Several positions have been under -classified and
this proposal would move them into the appropriate grades. The cost to accomplish this part of
the fast phase is approximately $19,100.
Unless the classification matrix and salary schedule move in unison with the union salary
adjustments, the compression issue will not be resolved. Annual adjustment to the non -union
classification matrix to reflect the increases in the collective bargaining contractual agreements
would accomplish this goal. For the current fiscal year (2011/12) union step increases are 1.3%.
The cost to accomplish this part of the first phase is approximately $36,600.
Phase 2:
The consolidated pay bands should be narrowed within each range. This would help reduce the
overlap in grades and begin moving the classification matrix toward a progressive organizational
model. In the implementation of narrowing the pay bands, several positions will "fall off' the
bottom of their pay band while a smaller number of positions will be over the maximum of their
pay band. The positions over will be "frozen" until the pay band catches up to them, but the
positions that are below the minimum should be moved up. The cost to accomplish moving
positions up to the minimum of the narrowed pay bands is $79,200. This could be implemented
over a 5 to 7 year period with the highest annual cost being the first year at approximately
$17,500.
Phase 3:
A pay for performance merit system of personnel evaluations should be implemented. The city
does employ a performance evaluation method currently, but it is not adequate to move people
through the organization strategically. The city has not had the funds in the past several years to
provide increases to the non -union personnel, but this is a great time to modify the evaluation
system so if and when funds become available in the future the city pays for performance not for
existence. The other elements of this phase will be the ongoing monitoring and evaluation of the
system and the position rankings. The cost to accomplish this phase is minimal for the
development of an evaluation tool as well as the monitoring aspect. The cost for merit would be
determined annually by council through the budgetary process.
Grade i
PROPOSED SALARY MATRIX - PHASE 1
Consolidated Salary Range Mid point EXAMPLE
GIS Specialist
$ 38,500
$ 51,800
$45,100
IGIS Specialist
Le al Secretn
$ 38,500
$ 51,800
$45,100
Legal Secretary
Administrative Specialist
$ 38,500
$ 51,800
$45,100
Office Coordinator (Police, Court, PW,
Planning, Parks)
Grade 2
Consolidated Salary Range Mid point
Revolving Loan Fund Manager
$ 45,500
$ 61,200
$53,300
Manager (Revolving Loan, CD)
Community Development Manager
$ 45,500
$ 61,200
$53,301
Community Development Manager
Chemist 2
$ 45,500
$ 61,200
$53,300
Chemist 2
Assessment Coordinator
$ 45,500
$ 61,200
$53,300
Assessment Coordinator
Planner 2
$ 45,500
$ 61,200
$53,300
Planner 2
Asst Civil Engineer
$ 45,500
$ 61,200
1 $53,300
jAsst Civil Engineer
Pa roll & HR Technician
1 $ 45,500
$ 61,200
1 $53,300
IPayroll & HR Technician
Grade 3
Consolidated Salary Range Mid point
Senior Civil Engineer
$ 50,600
$ 68,300
$59,500
Senior Civil. Engineer
Parks & Recreation Su erintendent
$ 50,600
$ 68,300
$59,500
Superintendent - Parks, Const, PW - (WWTP, Budget
Resource.. Sr. Project)
Building Official
$ 50,600
$ 68,300
$59,500
Building Official
Senior Planner
$ 50,600
$ 68,300
$59,500
Senior Planner
Grade 4
Consolidated Salary Range Mid Point
Airport Manager
$ 56,500
$ 76,300
$66,400
Airport Manager
Assistant City Attorney
$ 56,500
$ 76,300
$66,400
Assistant City Attorney
WWTP Water Resource Manager
$ 56,500
$ 76,300
$66,400
WWTP Water Resource Manager
Police Lieutenant - Detectives
$ 56,500
$ 76,300
$66,400
Police Lieutenant - (Detectives, Patrol)
Treasurer
$ 56,500
$ 76,300
$66,400
Treasurer
Grade 5
Consolidated Salary Range Mid Point
Assistant Chief (Police, Fire)
$ 58,500
$ 82,000
$70,200
Assistant Chief (Police, Fire)
City Engineer
$ 58,500
$ 82,000
$70,200
City Engineer
Adjutant Attorney
$ 58,500
$ 82,000
$70,200
Adjutant Attorney
Assistant Finance Director
$ 58,500
$ 82,000
$70,200
Assistant Finance Director
Grade 6
Consolidated Salary Range Mid Point
Directors
$ 65,400
$ 102,500
$93,950
PW, HR, Parks, Finance, Planning, 1T)
City Clerk
$ 65,400
$ 102,500
$83950
City Clerk
Jude
$ 65,400
$ 102,500
$83,950
Judge
City Attorney
$ 65,400
$ 102,500
$93,950
City Attorney
Chief (Fire & Police)
$ 65,400
$ 102,500
$83,950
Chief (Fire & Police)
CURRENT SALARY MATRIX STRUCTURE
PAY
GRADE Classification I Title Salary Range Mid -Point
101
Departmental Secretary
$ 30.757
$ 41,521
$36,139
102
Administrative Specialist
$ 32,506
$ 43,884
$38,195
Deputy City Clerk
$ 32,506
$ 43,884
$38,195
103
Legal Secretary
$ 34,356
$ 46,381
$40,369
Legal Secretary
$ 34,356
$ 46,381
$40,369
Admin Asst. to the City Manager
$ 34,356
$ 46,381
$40,369
Media Specialist
$ 34,356
$ 46,381
$40,369
104
Community Development Specialist I
$ 36,311
$ 49,021
$42,666
Planning Office Supervisor
$ 36,311
$ 49,021
$42,666
Payroll & HR Technician
$ 36,311
$ 49,021
$42,666
CD/City Manager Assistant
$ 36,312
$ 49,021
$42,666
Aquatic Coordinator
$ 36,312
$ 49,021
$42,666
105
Planner
$ 38,378
$ 51,809
$45,094
Planner 2
$ 38,378
$ 51,809
$45,094
Admin Coordinator
$ 38,378
$ 51,809
$45,094
Records Management Specialist -Police
$ 38,378
$ 51,809
$45,094
Surveyor
$ 38,378
$ 51,809
$45,094
Community Development Specialist 11(half time)
$ 38,378
$ 51,809
$45,094
GIs Specialist
$ 38,378
$ 51,809
$45,094
Admin. Coordinator
$ 38,378
$ 51,809
$45,094
106
$ 40,550
$ 54,759
$47,655
$ 40,550
$ 54,759
$47,654
107
Chemist I
$ 42,870
$ 57,761
$50,316
Chemist 1
$ 42,870
$ 57,761
$50,316
Municipal Court Admin.
$ 42,870
$ 57,761
$50,316
Senior Surveyor
$ 42,870
$ 57,761
$50,316
Asst Civil Engineer
$ 42,870
$ 57,761
$50,316
Assessment Coordinator
$ 42,870
$ 57,761
$50,316
108
Community Development Manager
$ 45,309
$ 61,168
$53,239
Revolving Loan Fund Manager
$ 45,309
$ 61,168
$53,238
Associate Civil .Engineer
$ 45,309
$ 61,168
$53,238
Associate Civil Engineer
$ 45,309
$ 61,168
$53,238
Deputy Finance Director
$ 45,309
$ 61,168
$53,238
Chemist
$ 45,309
$ 61,168
$53,238
Chemist 2
$ 45,309
$ 61,168
$53,238
Treasurer
$ 45,309
$ 61,168
$53,238
109
Design Tech/Project Manager
$ 47,889
$ 64,648
$56,269
WWTP Manager
$ 47,888
$ 64,648
$56,268
Senior Planner
$ 47,888
$ 64,648
$56,268
Senior Planner
$ 47,888
$ 64,648
$56,268
Construction Manager
$ 47,888
$ 64,648
$56,268
Construction Manager
$ 47,888
$ 64,648
$56,268
Lab Supervisor
$ 47,888
$ 64,648
$56,268
PAY
GRADE Classification / Title Salary Range Mid -Point
110
Building Official
$ 50,613
$ 68,327
$59,470
Senior Project Manager - Public Works
$ 50,613
$ 68,327
$59,470
Public Works Superintendent
$ 50,613
$ 68,327
$59,470
Water Operations Superintendent
$ 50,613
$ 68,327
$59,470
Budget Resource Manager
$ 50,613
$ 68,327
$59,470
Senior Project Manager - Public Works
$ 50,613
$ 68,327
$59,470
Parks & Recreation Superintendent
$ 50,613
$ 68,327
$59,470
Parks & Recreation Superintendent
$ 50,613
$ 68,327
$59,470
Senior Civil Engineer
$ 50,613
$ 68,327
$59,470
Senior Civil Engineer
$ 50,613
$ 68,327
$59,470
1 1 I
Police Lieutenant - Detectives
$ 53,492
$ 72,215
$62,854
Police Lieutenant - Patrol
$ 53,492
$ 72,215
$62,854
Assistant City Engineer
$ 53,492
$ 72,215
$62,854
Assistant City Attorney
$ 53,492
$ 72,215
$62.854
112
WWTP Water Resource Manager
$ 56,537
$ 76,324
$66,431
IT Director
$ 56,537
$ 76,324
$66,430
Airport Manager
$ 56,537
$ 76,324
$66,430
Assistant Finance Director
$ 56,537
$ 76,324
$66,430
City Engineer
$ 56,537
$ 76,324
$66,430
113
Assistant Police Chief
$ 58,509
$ 81,913
$70,211
Assistant Fire Chief/Operations
$ 58,509
$ 81,913
$70,211
Assistant Fire Chief/Prevention
$ 58,509
$ 81,913
$70,211
Adjutant Attorney
$ 58,509
$ 81,913
$70,211
City Clerk
$ 58,509
$ 81,913
$70,211
Director of Human Resources
$ 58,509
$ 81,913
$70,211
Deputy Public Works Director
$ 58,509
$ 81,913
$70,211
114
Director of Community Development
$ 61,839
$ 86,575
$74,207
Director of Parks & Recreation
$ 61,839
$ 86,575
$74,207
115
Finance Director
$ 65,357
$ 91,501
$78,429
Police Chief
$ 65,357
$ 91,501
$79,429
Fire Chief
$ 65,357
$ 91,501
$78,429
Planning Director
$ 65,357
$ 91,501
$78,429
Judge
$ 65,357
$ 91,501
$78,429
116
Public Works Director
$ 69,077
$ 96,707
$82,892
117
City Attorney
$ 73,007
$ 102,210
$97,609
118
Reserved
$ 77,162
$ 108.027
$92,595
t 19 ICity
Mana er
$ 95,000
$ 125,0001
$110,000