4. Ordinance 1506 - Salary Schedule - 2nd ReadingCity of Kalispell
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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 if a CPI factor is not utilized the pity ranges become outdated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