Loading...
4. Ordinance 1506 - Salary Schedule - 2nd ReadingCity of Kalispell Pust 01 i„ bo% 19k)7 rtiau.pelI Mkmla?,a 51)903 1O)7 • IcIcphone W06) 7 58-79pR 1 at REPORT TO: Honorable Mayor and City Council FRONT: Chris Kukulski. City Manager SUBJECT: )„d Rcading of the Salary Ordinance MEETING ll):'*,TE: August 2. 2004 BACKGROUND: There have been NO changes to the salary ordinance as it was approved on first reading July 10h. At the City Council work session of June 21, 2004. Council directed the City Manager to prepare a revision to the salary ordinance that provides for a phased in approach to implementing the salary range recoinmendations made by Fox Lawson Associates. Attached is the revised salary ordinance which includes the three union contract salary addendums and also includes the pay ranges for all non -union personnel. Exhibit A reflects salary schedules detailed within each of the three labor contracts. In accordance with Council's direction to establish a phased -in implementation of the pay ranges recommended in the 2004 Fox Lawson compensation study, I have included for your consideration two options for non- union classifications: Exhibit BI implements the recommended pay ranges over a two year period: Exhibit 81 utilizes a three year implementation schedule. In addition, based on the advice of Fox Lawson these tntllti-year implementation schedules reflect the current Western [:S C0119U1MrS Price Index (CFI) in order to ensure that one goal of the compensation study is tact and these ranges remain valid. if a CPI factor is not utilized the pity ranges become outdated within the second year of implementation. Use of the CPI is also consistent with what previous City Councils have clone when aditrsting pay ranges over the past decade. I encourage the Council to adopt the salary ordinance with Exhibit £il for the tollowinjv reasons: + The two year implementation has almost no effect on the individuals who remain within their pay range. Upon implementation of the two-year 50; 50 approach. and assurning the employces receive a 2% ((:Pl) wave increase effective July V° only ONE individual falls off the bottom of the pay range. This is because the study recommends that the position be moved up two pay grades, • The, two, ,year implementation does NOT create,a financial hardship on'the city. However, failure to have competitive pay ranges when hiring has and will Continue to create problems. Where have we had problems? In order to fill the past four leadership, positions within the Fire Department, the Assistant City Attorney, the Community Development Director, and in at least a half dozen other hiring efforts over the past five years, the City has had to run multiple adds, with interviews and offer processes only to have highly desirable applicants turn down job offers. Although we are extremely fortunate to have exceptional talent now within our current staff, getting that talent has been more costly in time and money than was necessary. • The two year implementation schedule preserves the value of the original information detailed within the compensation study. Within three to five years the information in the study becomes stale because job markets do not consistently follow the CPI. I would further recommend having Fox Lawson update the market data in 2007 (3 years) in order to validate that the City has achieved its goals and is where it needs to be in comparison to the market. By adopting the salary ranges you are only indirectly affecting the salaries of those individuals who are not represented by a labor union. The actual implementation of adjustments is the responsibility of the City Manager and is based on performance. Generally, the City has worked hard to ensure that its union personnel, particularly those who work in public safety, are paid competitively with the market. This has been a sound practice and should be consistently applied for, all employees; it makes no sense to hire, train and develop your greatest resource (people) and then send them a counter -productive message that when they seek opportunities to demonstrate their leadership skills they must either sacrifice pay to remain in this organization or move elsewhere to utilize their skills with another. The Council may ultimately determine that Kalispell cannot afford to pay its personnel at the market rate for skills. However, it also cannot afford to lose its best trained and most productive people, either to new opportunities elsewhere or to early retirement, because of a perceived inability, to compete in a rapidly growing local economy that has achieved national prominence through robust growth in many areas. The long term effect of a, hire -train -rehire trend is corrosive to the organization. The vacancies, created, when. re -hiring personnel, and their . extended duration, undercuts the goal of quality service to a Community That Expects Excellence. In the end, the attraction of short term economies that promote or perpetuate inequities between the several categories of City employees will cost the city much more in real dollars and taxes through lost opportunities. We cannot afford to fail in the effort to achieve balance and equity when measuring and setting the relative value of the city's employees, including those who have chosen not to organize in a union. The clear and evident message to all of our employees should be that they are all valued, will be fairly compensated and that this is true regardless of whether or not they are represented by a union. There is one change that has been made since the original ordinance was pulled from the agenda two weeks ago. The City Clerk position was placed in the wrong pay grade. Pay grade 106 is the correct pay grade per the Fox Lawson Study and thus it has been changed in the ordinance that is before you. There are NO other changes since your last review July 6, 2004. FISCAL EFFECTS: The salary ordinance sets in place the salary ranges that the City Manager utilizes in order to appropriately compensate non -union personnel. RECOMMENDATION: The City Council adopts Ordinance 1506 with Exhibit A and Exhibit 131. Respectfully submitted, Chris A. Kukulski, City Manager ORDINANCE NO. 1506 AN ORDINANCE AMENDING ORDINANCE NO. 1456, FIXING THE LIMITS OF THE SALARY AND COMPENSATION OF THE CITY OFFICIALS, SUPERVISORS, AND EMPLOYEES PURSUANT TO TITLE 7, CHAPTER4, PART 42, M.C.A., COMMENCING ON THE DATES INDICATED HEREIN, AND REPEALING ALL OTHER ORDINANCES IN CONFLICT THEREWITH. NOW THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF KALISPELL, AS FOLLOWS: SECTION I. The salaries and compensation of City Elected Officers for the period beginning January 1, 2004, are hereby established as set out in §I on Exhibit "A", attached hereto and which, by this reference, is made a part hereof. Appropriations shall be made to pay same when due. SECTION IL The salaries and compensation ranges of City Appointed Officers, Supervisors, and Employees for the period beginning July 1, 2004, are hereby established as set out in §§ VI on Exhibits "A" and "B-I", attached hereto and which, by this reference, is made a part hereof. Appropriations shall be made to pay same when due. SECTION HI. Longevity increments and medical insurance premiums shall be paid as provided by law, contract or as directed by the City Council. The annual service anniversary date for all Employees is July 1 st of each year; however, an Employee must have at least six months continuous employment by the City before being considered to have one year longevity. SECTION IV. This Ordinance shall be in full force and effect as regularly provided by law; salaries and compensation provided for under Sections II through V shall be paid commencing as designated in the respective sections. SECTION V. All prior salary and compensation ordinances of the City and any ordinance or parts of ordinances in conflict herewith are hereby repealed. PASSED AND APPROVED BY THE CITY COUNCIL OF KALISPELL AND SIGNED BY THE MAYOR THIS 2ND DAY OF AUGUST, 2004. Pamela B. Kennedy Mayor ATTEST: Theresa White City Clerk EXHIBIT "A" I. Elected City Officials Mayor $9,000 per annum Councilor S5,000 per annum Municipal Judge $48,000 per annum It. Police Department (Bargaining Unit Employees) SCHEDULE C: 2003/2004 2.40% 16.83 Base Pay: $17.23 CURRENT DOURLY YEARS INDEX BATE 0 1.0000 17.23 1 1.0130 17.46 2 1.0260 17.68 3 1.0390 17.91 4 1.0520 18.13 5 1.0650 18.35 6 1.0780 18.58 7 1.0910 18.80 8 1.1040 19.03 9 1.1170 19.25 10 1.1300 19.47 11 1.1430 19.70 12 1.1560 19.92 13 1.1690 20.15 14 1.1820 2037 15 1.1950 20.59 16 1.2080 20.82 17 1.2210 21.04 18 1.2340 21.27 19 1.2470 21.49 20 1.2600 21.71 21 1.2730 21.94 22 1.2860 22.16 23 1.2990 22.39 24 13120 22.61 25 1.3250 22.83 SERGEANT 11: Base Pay x Index Value (17.23 x .13) SERGEANT: Base Pay x Index Value (17.23 x .11) PATROLMAN: 0 to Probation Completion, Full Base Pay. The Anniversary Date for all Unit Members will Become July 1 st of each fiscal year. Employees Must Work 135 Days to Qualify for the Step Increase for the next step. Pager pay - any bargaining unit member required to carry a pager shall be paid an additional $50.00 per month. Policemen have the following paid holidays: New Year's Day, Martin Luther King's Birthday, President's Day, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, Day after Thanksgiving, Christmas Day, and General Election Day. III. Fire Department (Bargaining Unit Employees) July 1,2004 - June 30, 2005 Base Hourly Rate $15.83 Prevention 2080 Dep Fire M; 0.100 2080 Inspector 0.050 Captain 0.100 Lieutenant 0.050 Suppression Cert Pay Certification Pay EMT-F 2682 Per Month Certification Pay EMT-1 Certification Pay EMT-1 Rank/Cert Hourly Rate Rank/Cen Yearly $1.5827 $3,292.10 $0.7914 $1,646.05 $1.5827 $4,244.90 $0.7914 $2,122.45 $0.8591 $2,304.00 $0.4161 $1,116.00 $0.1924 $516.00 Hourly Yearly YEARS INDEX Salary salary 0 1.0000 $15.83 $42,449.04 1 1.0130 $16.03 $43,000.87 2 1.0260 $16.24 $43,552.71 3 L0390 $16.44 $44,104.55 4 L0520 $16.65 $44,656.39 5 1.0650 $16.86 $45,208.22 6 1.0780 $17.06 $45,760.06 7 1.0910 $17.27 $46,311.90 8 1.1040 $17.47 $46,863.74 9 1.1170 $17.68 $47,415.57 10 1.1300 $17.88 $47,967.41 11 1.1430 $18.09 $48,519.25 12 1.1560 $18.30 $49,071.09 13 1.1690 $18.50 $49,622.92 14 1,1820 $18.71 $50,174.76 15 1.1950 $18.91 $50,726.60 16 1.2080 $19.12 $51,278.44 17 1.2210 $19.33 $51,830.27 18 1.2340 $19.53 $52,382.11 19 1.2470 $19.74 $52,933.95 20 1.2600 $19.94 $53,485.79 21 1.2730 $20.15 $54,037.62 22 1.2860 $20.35 $54,589.46 23 1.2990 $20.56 $55,141.30 24 13120 $20.77 $55,693.14 25 1.3250 $20.97 $56,244.97 26 1.3380 $21.18 $56,796.81 27 1.3510 $21.38 $57,348.65 28 1.3640 $21.59 $57,900.49 29 1.3770 $21.79 $58,452.32 30 1.3900 $22.00 $59,004.16 31 1.4030 $22.21 559.556.00 32 1.4160 $22.41 $60,107.84 33 1.4290 $22.62 $60,659.67 34 1.4420 $22.82 $61,211.51 35 1.4550 $23.03 $61,763.35 Firemen have eleven (11) paid holidays. IV. AFSCME Classification . alary 2004-2005 $0.35 Com Dev Administrative Aide $12.62 Clerk of Municipal Court $13.69 Court Clerk $11.55 Accounts Payable Clerk SI L55 Utility Billing Clerk $11.55 Building Inspector $14.63 Sr. Building Inspector $14.84 Plans Reviewer $15.68 Ambulance Billing Clerk $11.55 Meter Attendant $11.37 Working Foreman $15.11 Caretaker $13.96 Forester/Gardener $13.96 Rec. Coordinator $14.13 Rec. Supervisor $12.41 Dispatcher/Trainer $14.32 Dispatcher 513.51 Night Shift Dispatcher $13.71 Animal Warden $13.80 Police Depaitment Clerk $1 L55 Finish Grader $15.39 Working Foreman $15.11 Construction Inspector $14.56 Engineering Technician $14.56 Grader $14.56 Lab Technician $14.56 Maintenance/Repair $14.56 Mechanic $14.56 Signs & Signals $14,56 W WTP Operator $14.56 Night Shift Street Sweeper Operator $14.55 Equipment Operator $14.35 Truck Driver $13.96 Uniform Tool Allow $285.00 $285.00 $400.00 Meter Reader $13.86 Surveyor's Aide $13.77 Public Works Clerk SI L55 Meter Installer $12.60 Service Lube $10.46 Laborer 111 $13.80 Laborer1I $12.70 Laborer 1 $11.55 Building Maint Person $I1.11 Between 12:00 midnight & 4:00 a.m. $5.00 The above base pay is to be supplemented with longevity pay based on a rate of f% of a base of $5.00 per hour (which is 5 cents) times years of service. Longevity pay increases will be computed at July I st. Employees will be eligible for longevity only after at least six (6) months service prior to each July Ist. V. City Recreation Department Crew (Seasonal Employees) Fitness Instructor $20.00 Fitness Tester $10.00 Wellness Coordinator $15,00 Recreation Aide I $5.50 Recreation Aide II $6.50 Recreation Aide III $7.50 Recreation Aide IV $8.00-10.00 Aquatic Coordinator (same as Rec. Coordin.) $14.13 Supervisor I $10.39 Supervisor 11 $11.39 Shift Manager $7.75 WSI (Swim Instructor) $7.25 Lifeguard $6.75 Water Monitor $5.75 Front Desk $5.75 Maintenance S6.50 Building/Pool Maintenance $11.11 Laborer II $12.70 Parks Seasonal - Laborer I $5.50 Parks Seasonal - Laborer II $6.50 Parks Seasonal - Laborer Ill $7.50 - 10.00 Parks seasonal personnel will receive 10 cents per hour longevity for each full season worked. VI. Salaried, Non -Union Employees Top and bottom ranges for fiscal years 2005, 2006 and 2007 will be automatically adjusted by the West Urban CPI. EXHIBIT B-I PAY AND CLASSIFICATION PLAN-2 year implementaion PAY GRADE CLASSIFICATION TITLE 2004/2005 2005/2006 50% FLA top FLA top 101 Departmental Secretary $25,696 $36,963 $27,380 $36,963 102 Administrative Specialist $27,075 $39,066 $2&938 $39,066 103 Reserved $28,529 $41,289 $30,585 $41,289 104 Community Development Specialist I $30,060 $43,639 $32,325 $43,639 105 Zoning Administrator $31,676 $46,122 $34,164 $46,122 Admin. Coordinator Records Management Specialist -Police Personnel Specialist Surveyor Community Development SpecialistIl Assistant to the City Manager 106 City Treasurer $33,378 $48,747 $36,109 $48,747 City Clerk 107 Chemist $35,171 $51,520 $38,163 $51,520 108 Community Development Manager $37,062 $54,452 $40,335 $54,452 Associate Civil Engineer Deputy Finance Officer 109 Design Tech/Project Manager $39,054 $57.551 $42,630 $57,551 WWTP Manager 110 Building Official $41,153 $60,826 $45,056 $60,826 Public Works Superintendent III Police Lieutenant $43,367 $64,287 $47,620 $64,287 Assistant City Engineer 112 Reserved $45,700 $67,945 $50,330 $67,945 113 Assistant Police Chief $47,605 $72,920 $52,086 $72,920 Assistant Fire Chief/Operations Assistant Fire Chief/Prevention Adjutant Attorney 114 Director of Community Development $50,165 $77,070 $55,050 $77,070 Director of Parks & Recreation 115 Finance Director $52,863 $81,455 $58,182 $81,455 Police Chief Fire Chief Public Works Director 116 Reserved $55,707 $86,090 $61,493 $86,090 117 City Attorney $58,704 $90,989 $64,992 $90,989 118 Reserved $61,864 $96,167 $68,691 $96,167 119 City Manager $65,195 $101,640 $72,600 5101,640