5. Ordinance 1506 - Salary Schedule - 1st ReadingCity of Kalispell
Post Office Box 1997 - Kalispell, Montana 59903-1997 - Telephone (406) 758-7000 Fax - (406)
758-7758
REPORT TO: Honorable Mayor and City Council
FROM: Chris Kukulski, City Manager
SUBJECT: Salary Ordinance
MEETING DATE: July 19, 2004
BACKGROUND: 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 recommendations 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 132 utilizes a three year implementation schedule. In addition, based on the advice of Fox
Lawson these multi -year implementation schedules reflect the current Western US Consumers
Price Index (CPI) in order to ensure that one goal of the compensation study is met and these
ranges remain valid. If a CPI factor is not utilized the pay ranges become outdated within the
second year of implementation. Use of the CPI is also consistent with what previous City
Councils have done when adjusting pay ranges over the past decade.
I encourage the Council to adopt the salary ordinance with Exhibit BI for the following
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
assuming the employees receive a 2% (CPI) wage increase effective July Is` 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
B1.
Respectfully submitted,
&C';
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, CHAPTER 4, 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 II. 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" or `B-2"), attached hereto
and which, by this reference, is made a part hereof. Appropriations shall be made to
pay same when due.
SECTION IH. 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 lst 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 lI 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
schedules
I. Elected City Officials
Mayor
Councilor
Municipal Judge
II. Police Department (Bargaining unit Employees)
SCHEDULE C: 2003/2004
2.40%
16.83
Base Pay:
517.23
YEARS
EXHIBIT "A"
CURRENT
INDEX
59,000 per annum
55,000 per annum
548,000 per annum
HOURLY
RATE
0
1.0000
17.23
1
1.0130
17.46
2
1.0260
IT68
3
1.0390
17.91
4
L0520
18.13
5
1.0650
18.35
6
L0780
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
20.37
15
1.1950
20.59
16
1.2080
20.82
17
L2210
21.04
18
1.2340
21.27
19
1.2470
21.49
20
L2600
21.71
21
1.2730
21.94
22
1.2860
22.16
23
1.2990
22.39
24
1.3120
22.61
25
1.3250
22.83
SERGEANT IL Base Pay x Index Value (I T23 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 - Jane 30, 2005
Base Hourly Rate
$15.83
Prevention 2080 Dep Fire Mi 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 -I
Certification Pay EMT-L
Rank/Cert Hourly Rate RankXert Yearly
S1.5827 S3,292.10
$0.7914 $1,646.05
$1.5827 $4,244.90
$0.7914 $2,122,45
$0.8591 S2,304.00
$0.4161 $1,116.00
S0.1924 $516.00
Hourly
Yearly
YEARS
INDEX
Salmi
Salary
0
1.0000
$15.83
S42,449.04
1
1.0130
$16.03
$43,000.87
2
1.0260
$16.24
S43,552.71
3
1.0390
$16.44
$44,104.55
4
1.0520
$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
S46,863.74
9
1.1170
S17.68
$47,415.57
10
1.1300
SIT88
$47,967.41
11
1.1430
$18.09
$48,519.25
12
1.1560
$18.30
$49,071.09
13
1,1690
$18.50
S49,622.92
14
1.1820
S18.71
S50,174.76
15
1.1950
$18.91
$50,726.60
16
1,2080
S19.12
$51,278.44
17
1.2210
$19.33
$51,83027
18
1.2340
S19.53
$52,382.11
19
1.2470
$19.74
$52,933.95
20
1.2600
S19.94
S53,485.79
21
1.2730
S20.15
S54,037.62
22
1.2860
S20.35
S54,589.46
23
L2990
S20.56
$55,141,30
24
1.3120
S20.77
$55,693,14
25
1.3250
$20.97
$56,244.97
26
1.3380
S21.18
S56,796.81
27
1.3510
S21.38
$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
L4030
$22.21
$59,556.00
32
1,4160
$22.41
560,107.84
33
1.4290
$22.62
$60,659.67
34
1.4420
$22.82
561,211.51
35
1.4550
$23.03
$61,763.35
Firemen have eleven (11) paid holidays.
IV. AFSCME
Classification Sass
2004-2005
$0.35
Com Dev Administrative Aide $12.62
Clerk of Municipal Court 513.69
Court Clerk $11.55
Accounts Payable Clerk SI 1.55
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
513.96
Forester/Gardener
S 13.96
Rec. Coordinator
$14.13
Rec. Supervisor
512.41
Dispatcher/Trainer
S 14.32
Dispatcher
513.51
Night Shift Dispatcher
513.71
Animal Warden
$13.80
Police Department Clerk
SI 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
Uniform
Tool
Allow
$285.00
$285.00
$400.00
Truck Driver
$13.96
Meter Reader
$13.86
Surveyor's Aide
$13.77
Public Works Clerk
SIL55
Meter Installer
$12.60
Service Lube
S10.46
Laborer III
S 13.80
Laborer II
S12.70
Laborer I
$I L55
Building Maint Person
$11.11
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 1 % of a base of S5.00 per hour (which
is 5 cents) times years of service. Longevity pay increases will be computed at July 1 st. Employees will be eligible for
longevity only after at least six (6) months service prior to each July 1 st.
V. City Recreation Department Crew (Seasonal Employees)
Fitness Instructor
S20.00
Fitness Tester
$10.00
Wellness Coordinator
$15.00
Recreation Aide I
$5.50
Recreation Aide II
$6.50
Recreation Aide III
S7.50
Recreation Aide IV
$8.00-10.00
Aquatic Coordinator (same as Rec. Coordin.)
$14.13
Supervisor I
$10.39
Supervisor II
$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 I1
S12.70
Parks Seasonal - Laborer I
$5.50
Parks Seasonal - Laborer 1I
$6.50
Parks Seasonal - Laborer III
$7.50 - 10.00
Parks seasonal personnel will receive 10 cents per hour longevity for each full season worked.
V1. 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
536,963
527,380
$36,963
102
Administrative Specialist
$27,075
$39 066
$28,938
539,066
103
Reserved
$28,529
$41,289
$30,585
541,289
104
Community Development Specialist I
$30,060
543,639
$32,325
543,639
105
Zoning Administrator
$31,676
546,122
$34,164
546,122
Admin. Coordinator
Records Management Specialist -Police
Personnel Specialist
Surveyor
Community Development Specialist II
Assistant to the City Manager
106
City Treasurer
533,378
548,747
536,109
$48,747
City Clerk
107
Chemist
$35,171
$51,520
538,163
551,520
108
Community Development Manager
$37,062
554,452
540,335
$54,452
Associate Civil Engineer
Deputy Finance Officer
109
Design Tech/Project Manager
$39,054
557,551
$42,630
$57,551
WWTP Manager
110
Building Official
$41,153
$60,826
545,056
$60,826
Public Works Superintendent
III
Police Lieutenant
$43,367
$64,287
547,620
$64,287
Assistant City Engineer
112
Reserved
$45,700
567,945
550,330
567,945
113
Assistant Police Chief
547,605
$72,920
$52,086
572,920
Assistant Fire Chief/Operations
Assistant Fire Chief/Prevention
Adjutant Attorney
114
Director of Community Development
$50,165
$77,070
$55,050
577,070
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
561,493
586,090
117
City Attorney
558,704
$90,989
$64,992
$90,989
118
Reserved
561,864
596,167
$68,691
$96,167
119
City Manager
$65,195
$101,640
$72,600
$101,640
EXHIBIT B-2
PAY AND CLASSIFICATION
PLAN -3 year
implementation
PAY GRADE CLASSIFICATION TITLE
2004/2005
2005/2006
2006/2007
new bottom 33%
FLA top
new bottom 66%
FLA top
FLA top
101 Departmental Secretary
$25,135
$36,963
$26,257
$36,963
$27,380
$36,963
102 Administrative Specialist
$26,454
$39,066
$27,696
$39,066
$28,938
$39.066
103 Reserved
$27,844
541289
$29,214
541,289
$30,585
$41,289
104 Community Development Specialist I
$29,304
$43,639
$30,814
$43,639
532,325
$43,639
105 Zoning Administrator
$30,847
$46,122
$32,505
$46,122
$34,164
546,122
Admin. Coordinator
Records Management Specialist -Police
Personnel Specialist
Surveyor
Community Development Specialist II
Assistant to the City Manager
106 City Treasurer
532,467
548,747
534,288
$48,747
$36A09
$48,747
City Clerk
107 Chemist
$34,173
551,520
536,168
$51,520
$38,163
$51,520
108 Community Development Manager
$35,970
554,452
$38,152
$54,452
$40,335
$54,452
Associate Civil Engineer
Deputy Finance Officer
109 Design Tech/Project Manager
$37,862
$57,551
540,246
$57,551
$42,630
$57,551
WWTP Manager
I10 Building Official
$39,852
$60,826
$42,453
$60,826
$45,056
$60,826
Public Works Superintendent
III Police Lieutenant
541,949
$64,287
$44,784
$64,287
$47,620
$64,287
Assistant City Engineer
112 Reserved
$44,156
$67,945
$47,242
$67,945
$50,330
$67,945
113 Assistant Police Chief
546,110
$72,920
$49,098
$72,920
552,086
$72,920
Assistant Fire Chief/Operations
Assistant Fire Chief/Prevention
Adjutant Attorney
114 Director of Community Development
$48,536
$77,070
$51,792
$77,070
$55,050
$77,070
Director of Parks & Recreation
115 Finance Director
$51,089
$81,455
$54,635
581,455
$58,182
$81,455
Police Chief
Fire Chief
Public Works Director
116 Reserved
$53,778
$86,090
557,635
586,090
$61,493
586,090
117 City Attorney
$56,608
$90,989
$60,799
$90,989
$64,992
$90,989
118 Reserved
$59,588
$96,167
$64,139
$96,167
$68,691
596,167
119 City Manager
$62,726
$101,640
567,662
$101,640
$72,600
$101,640