HomeMy WebLinkAbout187-03 RESOLUTION187-03
RESOLUTION NO.
A RESOLUTION APPROVING THE 2004 CITY AND EMPLOYEE
PREMIUM AMOUNTS FOR THE GROUP MEDICAL PLAN.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
FAYETTEVILLE, ARKANSAS:
Section 1. That the City Council of the City of Fayetteville, Arkansas
hereby approves the 2004 City and Employee premium amounts for the Group
Medical Plan.
PASSED and APPROVED this 2nd day of December, 2003.
By:Mn
SONDRA SMITH, City Clerk
APPROVED:
By:
NAME OF FILE:
CROSS REFERENCE:
Item #
Date
Resolution No. 187-03
Document
NOTES:
1
10.28.03
memo to mayor & city council
Group Application,
draft resolution
copy of 2004 Proposed Police Step Rates
copy of
2005 Proposed Police Step Rates
copy of 2004 Proposed Non-exempt Pay Ranges & Hourly
Rates
copy of 2005 Proposed Non-exempt Pay Ranges & Hourly
Rates
copy of 2004 Proposed Exempt Pay Ranges 8 Hourly Rates
copy of
2005 Proposed Exempt Pay Ranges & Hourly Rates
copy of 2003 Merit Increase Salary Guide
copy of 2004 Proposed Merit Increase Salary Guide
staff review form
2
12.8.03
memo to Michele Bechhold
3
12.12.03
memo to mayor & city council
4
12.12.03
email to Michele Bechhold from HayGroup
NOTES:
attached Starmount Group
DentaWision/Life Insurance
Group Application,
Group No. COF104
effective 01/01/2004 for vision only
• •
CITY COUNCIL AGENDA MEMO
City Council Meeting of December 2, 2003
Md,eG1/ ifiefiel
Agin 5
TO:
THRU:
FROM:
DATE:
SUBJECT:
Mayor Dan Coody and the City Council
Hugh Earnest, Chief Administrative Officer
Stephen Davis, Finance & Internal Services Director,
Michele Bechhold, Human Resources Director
October 28, 2003
Pay Plan Adjustment Recommendations
RECOMMENDATION:
Adopt Hay's recommendations contained in the 2003 Compensation Practices Update;
with an implementation plan to adjust the pay structure by 50% of the Hay
recommendation in January 2004 and achieve full implementation in January 2005.
This action would result in the following percentages of increase to the various pay
structures for 2004 and 2005.
Non -Uniformed Employees
Police Department
The salary survey showed the Fire Departmen 's pay ranges were very competi ive to
the market. On average, the overall pay structure is .2% above market. Based on this
data, Hay did not recommend any increase to he pay ranges for the Fire Department.
(See Fire Pay Comparison Chart, Appendix C of report.)
Coordination of this Decision with Group Medical Premium Amounts
When the renewal of our group benefit plans came before Council, Staff asked that any
decision regarding funding the premium increase be made concurrent with any decision
regarding possible pay range adjustments. If pay plan adjustments are approved, Staff
recommends adopting the rate structure below to fund the increased medical premium.
2004 City & Employee Monthly Premiums
NonExempt
Exempt
Executive
Officer
Sergeant
Lieutenant
Captain
% of
Structure
Increase
3.95
3.1
7.8
3.4
1.8
3.05
4.4
The salary survey showed the Fire Departmen 's pay ranges were very competi ive to
the market. On average, the overall pay structure is .2% above market. Based on this
data, Hay did not recommend any increase to he pay ranges for the Fire Department.
(See Fire Pay Comparison Chart, Appendix C of report.)
Coordination of this Decision with Group Medical Premium Amounts
When the renewal of our group benefit plans came before Council, Staff asked that any
decision regarding funding the premium increase be made concurrent with any decision
regarding possible pay range adjustments. If pay plan adjustments are approved, Staff
recommends adopting the rate structure below to fund the increased medical premium.
2004 City & Employee Monthly Premiums
The current rate structure is below.
2003 City & Employee Month v Premiums
2004 Individual
2004 Family
City
182.20
408.73
Employee
8.26
54.52
The current rate structure is below.
2003 City & Employee Month v Premiums
1
2003 Individual
2003 Family
City
173.94
373.26
Employee
0
49.80
1
BACKGROUND:
For your reference, the chart below depicts salary survey results and pay structure
adjustments, (implemented and proposed), since the new public sector methodology
developed by the Oversight Committee has been in place.
SUMMARY OF SURVEY RESULTS & STRUCTURE ADJUSTMENTS
Employee :' Changes Changes Ir Changes 1s 2n° Total
Group Recommended .; Made i Recommended 1; Phase ;. Phase Adjustments
For 2003 1 In 2003 I, For 2004 Iof of
NonExempt 0
Exempt
Executive 11
Firefighter 18
Fire Captain 11
Battalion 9.4
Chief
Police
Officer
Police
Sergeant
Police
Lieutenant
Police • i 4
Captain
13
11
:1
1' Change II Change
li 2004 ' 2005
JL ---------'t
- -----
0 7.9 3.95 3.95 7.9
'0. _;;6.19---JL.1- .•3..09 ,L6.19-
0 15.6 7.8 7.8 15.6
11
9.4 ' 0 .;0
li
13 6.8 3.4
0 0 0
11
3.4
19.8
I
lly 13.6 -- �
�1$- ! 1.8 117.6
LI
it_ ..
11 6.1 3.05 3.05 17.1
1`4
8.8
jr4.4 ' 4.4 --"I12.8
_I
DISCUSSION:
Staff's recommendation and two other possible options are presented below. Both
Options 1 and 2 result in actual increases in base pay for all uniformed police employees
on January 5, 2004. For the non -uniformed sector, Option 1 results in less than thirty
employees receiving an increase on January 5, 2004 due to the pay range adjustments.
The movement of the pay ranges under Option 2 would create an increase in pay for
less than eighty non -uniformed employees.
Option 1: Phased - In Implementation
Staff is recommending a phased -in approach to implement the survey, in order to more
closely match increases in personnel costs with projected revenue streams. Key
considerations in developing this recommendation were to present a plan that would
allow the City to contain costs, while at the same time maintaining our systems and
remaining competitive in the market. By phasing in the structure increases over a two
year period, the City is able to minimize the associated costs, provide partial benefit of
the survey to employees, and make incremental adjustments to maintain our position in
the market. When the pay ranges are adjusted in January 2005 to complete this
process, we will achieve our policy goal of setting our pay range midpoints at average
market pay, as determined by the latest salary survey.
If labor market conditions remain constant, this option generates very little risk for the
City. We would not expect any measurable increase in tumover directly attributable to a
phased in approach.
2
• •
Option 2: Full Implementation
Council may wish to consider adjusting the pay ranges by the full amount Hay has
recommended to meet the average market pay of the survey group. The City's practice
in past years has been to implement the full recommendation in one year.
Implementation of the survey percentages across the board would allow the City to be
consistent in this practice.
For non -uniformed employees, compensated through a merit pay system, this option
provides the greatest opportunity for supervisors to reward employees for performance
at their review date.
The downside of this option is that all implementation costs are incurred in 2004 and
these costs are a factor for 2004 and 2005.
Option 3: Delay Implementation - 2.5% COLA on Anniversary Date
This option does not correct any of the differences between the market and our pay
range structures. It delays, but does not eliminate, the costs associated with maintaining
our pay ranges. This approach achieves short-term cost savings. Savings would be
generated by two separate actions. One, no changes would be made to the pay
structures in 2004, and two, the City would suspend merit and step raises for 2004. In
this scenario, employees would receive a 2.5% COLA on their anniversary date instead
of a merit or step raise.
This approach creates the greatest potential risk for the City. By utilizing the COLA
process, the City would be setting aside the systems that have been developed to
administer base pay. Considerable funding and staff hours have been invested in the
process of fine tuning our existing systems. Abandoning these systems would be in
direct contradiction to the City's goal of building and maintaining trust and confidence in
our compensation system. By disabling the merit pay system for non -uniformed
employees, supervisors would lose the mechanism to reward individual performance. In
the assessment of downsides and possible negative effects, it is reasonable to project
that the elimination of the incentive to perform would have a negative impact on
organizational performance as a whole.
Of the three options, this situation is the one most likely to set the stage for a potential
increase in turnover and the associated recruiting, hiring and training costs.
Merit Budget
Staff is also recommending that the City adopt a revised merit matrix, one that yields
approximately 3.0% - 3.5% increase to non -uniformed base pay. According to Hay's
market data sources, public sector employers are projecting merit budgets to be
approximately 3.3% for 2004.
The 2003 and proposed 2004 Merit Increase Salary Guides are included as an
attachment to this document.
BUDGET IMPACT:
Option 1
The 2004 Proposed Budget includes the funding necessary to implement Option 1. The
immediate cost to accomplish a 50% structure increase for 2004 is $149,999.
3
• •
Option 2
The immediate cost to fully implement Hays recommendations in 2004 is $306,656.
The Proposed Budget does not include adequate funding for this option. To fund full
implementation, an additional $156,657 over the budgeted amount would need to be
allocated.
Option 3 "
This option generates a cost savings in comparison to implementing structure increases
and continuing to administer the merit and step increase plans. The cost of the COLA is
$379,049. The savings of this option as compared to Staffs recommendation is
approximately $231,156. This savings represents the difference between the cost of
implementing a 50% increase to the ranges and continuing our normal merit/step
increases; and the cost of the COLA alone.
" The cost figures for Options 1 and 2 reflect only the costs to adjust the pay structures and do
not include any costs associated with merit/step increases. Elimination of the merit/step
increases generates the savings amount referenced in Option 3.
Medical Premium Increase
As previously stated, Staff is proposing to fund the increase in the medical premium by
increasing both the City's and the employees' share if Council approves Option 1 or 2.
The 2004 Proposed Budget includes funding to cover the increase to the City's portion of
the premium based on the cost sharing arrangement on Page 1 of this memo.
Staff is available to answer any questions you may have.
Attachments: Proposed 2004 & 2005 Police Matrices
Proposed 2004 & 2005 Nonexempt & Exempt Matrices
2003 Merit Increase Salary Guide
2004 Proposed Merit Increase Salary Guide
4
• •
RESOLUTION NO.
A RESOLUTION ADOPTING THE HAY GROUP'S
RECOMMENDATION IN THE 2003 COMPENSATION
PRACTICES UPDATE; IMPLEMENTING 50% OF THE
RECOMMENDATION IN JANUARY 2004 AND THE
REMAINING 50% IN JANUARY 2005; AND APPROVING THE
2004 CITY AND EMPLOYEE PREMIUM AMOUNTS FOR THE
GROUP MEDICAL PLAN.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
FAYETTEVILLE, ARKANSAS:
Section 1. That the City Council of the City of Fayetteville, Arkansas
hereby adopts the I -lay Group's recommendation in the 2003 Compensation
Practices Update.
Section 2. That the City Council of the City of Fayetteville, Arkansas
hereby adopts City Staff's recommendation to implement 50% of the
recommendation in January 2004, and the remaining 50% in January 2005.
Section 3. That the City Council of the City of Fayetteville, Arkansas
hereby approves the 2004 City and Employee premium amounts for the Group'
Medical Plan. mom.
PASSED and APPROVED this 18th day of November, 2003..
APPROVED: / I
lB\ r
Y
ATT S r
By: I ,
SONDRA SM ITH1CittClerk
15AN COODY, Mavor'r
te,<00„)..,3‘.. j
roiscb
r
'.
III
0
0
XI
0
D
r
073-1M203
-1 -1 0 X 0 >
D D D O "I
r-
<< > v
pv
>O v<
< t
-I -I>
T m v<
N + >
j13
o O
m r_
W n
N m
11 0
w m
Its -n
o m
73
WW O 73-1 m 2
ti -1 O X O D
o(^
< > v<<
D > O v<
< r
-I ti >
m m 13<
-
N + >
-IN
+ CO CO tel(O
0A (D CO
a 0 A 00 V N
+ W (wJ N W V
N a Co A 0 W
al
y
6
11
_,
°
0 73 -1 m 2
-1-10X0>
g O
>v<<
vv
D D> O v<
-I m < r >
m m v <
N
>
++ W+ m
CO V 10 N CO
in U 'co W N
O ((�T KJ A N
N A V O
13 0
00 5 0
r_ m r
0 m 0
m N m
fn n r
m w m
m e m
= >
-1 z
CO 0 73 -1 m 2 CO
-1 <
vpO0>
m a m
> v
D < O 13<
-1 D >
m m v <
m
N + >
W _.a
+ O
a
0 N— a N G0 4+
O (O W A 0)
N 10 a -co W U V'Cl)
V N W N 01 a to
N O) N V W A 0
j 13
n y O
m r_
y fA 3
W r m
u x 0
d 20
. D
Z
A-1
< 0)
> g
-<
13
vv
><
-1
m
+
Na
W 00
((�T
10 O
STEP A
+
(
mmn a,
J a
W
W 21p a
5-1) L
A 0 V Co
W
CO
+ a+ V W
ID co V o w
O) CO co a to a 0) 0)
A
_ —. N
10 N A W IO A
pO 0 O U1 La
COm0 (OT v COWa
N 0'
a
01 b
L W
STEP B
_ _
O) (n
O) a
N W
O W
+
(J (O A+
A CO CO
N -4 '
V Cr.
O V
CO
O
C)
-4
+ 0 a
N— a N 0+
0 (D W W N at
V W N W (D6
000.14342 N
CO W CO V V
N
W
+
+
+ N t
a (J O p
a J 0) a 01 A
w Co tO
W 0) N N
J W V+
N
N
J
+
(O
N
W
a
CO
0)
STEP C
W
v a m w W CTI
W+ 0)
V W co A a Co
co N 0 O) to 0
10
J
N
(O
A
N a N (O
43
O 0' 7. V
V (0 LJ O O
V V L a A
N
A
O
a
W
a
J
N W
a a
10 0 ND 4 N
W O (
W co a
N+ CO (O 0
N
0
0
(O
STEP D
_ _
co at
00)) co
+
V LJ OJ +
10 0 0
w
(n
0
O
0
a
a N W
I0 IV Jo L N 0)
N+ ( V4
V N O) a V+
(T
0
a
N 1Op
W N 1D W p 0
(OJ 100 O O O
0
O
(�
m
N
STEP E
a+ J
(D CO O 01 N+
W N -co 0) 0
W N (,J 01 O
N b A D)
0
0)
(D
10
- 0- 0)
CO V (D N CO
O) N /0' N
V W 00 a a
(O O 0) W O
A
0)
N
W
0
N N A a a 00)
0 a 10 0 2 0
0) iD — W (A
N a N O) U1
N 0) a 0 J O
N
0
(
W
CO
N CO
a a
N {,)
i O)
J
KJ
U1 W 10
N W V
W O J
W O 0)
a N O)
N
(O
N
-'
A
O1
O
V
0)
a
STEP F
_ a
N a 41•1/301.3
O CO N++
pWq m pA'
A m 0 N W
co 10
V
'
W
(00000'
m N
N 1100
a -•W
a+ V
C(,o� !pth� O
A Co O-•
10
--
T
100
A
N N UI a a a
A N+ N CO N
UU(T1I W O co co a
a O W N Co V
N N
V N
N
0 (w0
_ KJ
a 0 A O
O) + Al 0
UI N N P
(W)1 0 to 0 0)
W
0
W
1JD
01
W
a
CO0
1 STEP G
N+ A N CO
0 0 0 0 (T
0) V 0 CO CO
4 (xi 0 1O 1O
A_
0
10
V
N
0
N+
0 CO
L. V
N 01
_
a+ J
+ 10 (0
Fel m
A (T V
W
N
0)
a
N N 0 a N W
IT W N CO W N
W a V J 0) +
(T V W (O CO a
N N CT
-4 0 -4
'n..
O) W W CO
a 0, (T
0)
A
A
0)
W
a s
O) N
V CO
(O (D
W
O
0)
0
0)
a
CO
CO
YEAR 10
_ _
N— a N (D
— 0 A 0) O
0) N
0) t. N O 0 a CD co co
a
N
N
CO
V
N+
O 10
to to
W N
A
N
{Co ,J
a
-6 a
N CO
N W
W a
N W
w
V
V
A
W
_ a KJ tD
N N 0 N N N
0100-' J Co
OI {AT +
0) W W 01 A+
N
Co
—
N
-6t'
KJ
N (T 0) a W
CO m V O U
N 00 tWp
N (T 0 A 0)
W
-•
w
j
0)
(T
CO
1 YEAR 15
N N A N X+
— O N (O A
0) N a J N
N 0 0— V
-41:00000
a
TI
0
O)
0o
N+
— (O
O a,
V
A CD
a a
A N CO
W UI V
O N W
W N
A 0 10
A
0
V
0
N
V
0
(T
— N 0
WK./WTI/3N
a A
D D a V 0
a J (0 a N
000000
co
m
N
000'O
a N
m 01 O N N
U (T ' 10
V w 0 O N 0
0 W
W
10
+
OI
0
0
CO
YEAR 20
2004 PROPOSED POLICE STEP RATES
N a
0 0
7373
N
N N
O N
CO A
O O
o
r
m
n
0
zJ
o
r
OAO Xc 00 a
~
ppD vD r
- v
cD
2< jD
M m v<
N + {
II 0
tXtn
0)
m
°
on az.m
O-1OX -I m 0-a
{tij
tvvD Qp ' r
-
D x <
m m v<
+
N + >
+ w co W
CT A N N N
O) fap A V+
+ 0) N J CTT
0
r
m
O
-n
m
A
O)
v
N
N
0)
OA -1
-D_v >
r
<<AD
D D D
m m
N
+ a+
(0 pVp O
N O)
(WO N V
0
fXfni
00'
m
w
MO,C xO
r r
x<{
v<
{
_
V-
A+
W 4.1 a
W (D
0
r
m
Nm
m
z1
D
-i
D
N
v
N
CO
CO
O
MI
0 -o
tXmI r
(Dn m
r
II m
m c
aE m
z
O-1�
-0 O % 0
r N
<gpD
- v
D -71 D D xo <<
m m -0<
N + {
i
N N a N IO O)
+ O A Co N+
O m O O ( A4r
t
0) OV (T A O A
o a) o
fxfni '-c r
uwi x m
m— 0
0 D
m13
bp D_
2
p0
> ti
1-
<
D D
m
N N
A O
W O)
CT CD
STEP A
N A ) (T
A'V 0O
't
V 9b
(D CO co CO
m
o NOO
CD T V-Ap
V A o Si
NJCObN
.01 O• p rn O
A N N in
(0 +
cm "Ka
m a
STEP B
w
+ i
J N N O O O
O a V 0 0 0
A
+ ((0 '0
(NT a co
a
a a CD
v VI CCOO I9NO
W A (O.)
a
a ro N
W 8 NJ N (O poin iv d N CO
N O O O O O
m U
W O
STEP C
+ w
p
V O) V 0) (NO (OT
m (D Co
A w a o 0 o
A
+ N
N O N+ V+
( p .
w L'' (Oi V m
A
+ N V
a N -4 0 (OJ
N
(moi( D�i r:) �, ;co
CO O
0,
STEP D 1
_ _
+ W+
m J 100tpp3 + O) N
N f Cr) 0 0
+ N Si
N 0 A W O (T
W V V (T 0)
N a (�O + V+
A
+ N m
N N N co i0
01(.44)47010 ( T
O W A N a 0
N CO
(D O
+ S
STEP E
_ W
N+ a N CO (D
O CO N O O O)
N W+ N V W
V N V O N N
J (D CO W N A
+ _.W
++ AV J
(D CO O N w O)
W N co CO N
O OV (ND t0J io N A
pAa
N N A A N A
A N co N A
O j lo m N N
co a co OV + O
NJ
IJ N (T U W O
Of a N 0 (O V
(O (D (D V
(O WI
N O V W O O)
W 0)
O w
A"co
N 0)
STEP F
_ _ a
a+ A N CO 0
O co 10 V
(OT in V O) pN
A-• W W N A
W
O O0 N O O O)
N 00 + to V (WT
J (O 0) W CT a
a
a W- CoAN 00)
0 IJ O (T J N
10(pD
co W N co o -4a N (T
(T _ g
V N CO O a N
pN �'') C)
10 (in
(40(.7113)
+ N
Cr) W
(O +
I STEP G
a
N !D A V CO O
N (D J (D w
W (D co 9 co V 0)
N V W O+
A
NJ a S
O (O (AJ O U CO
V N+ CO O N
(T V V 0) > +
CO (T O) O++
a
N N N (T N-•
(T W N+ V CO
A O) (D (J CJ a
O) U V (T W N
ID O CT b CO N
_ 9
a
N N T 0) N O
CO m CO (O W V
A a N a V 10
O W O O) N W
N b V+ CO
W O
N 01
+ CO
a N
O
YEAR 10
+ N
+
N N a W N
N O N O 01 N
3 AJVN
(D w (T +
0) w W V CO CO
a
0+ A N CO O
t0 A O) (O N
W N V+ N Cr)O)
(D a 0) V 0) CO
N O
N N (T j+
N A W Al
IJI O(NO
(n %) N p
O O) N 0) W CO
+
N N CO J
CO OO N
a V p N
(3) (D 10 A
N
N N
N 10
CO O
W 6
V N
W m
N V
N N
IYEAR 15
_ (AJ
N N a C.) O A
1.4000001
A (0 a O CT O
V O (OJ 9 N N
N
a
j++
CD
a
_
N -a _ O
A N (0 (
O 01 (D W A
0 W CO
CO O) N N (NT
_ N
N N 9 in co O
01 A a V 9 A
A '0 O W co
W W CT W (OD O
_
N
N N 0) V OI N
(D V a a N O)
A co ppN oe W m
V N (O N N co
W 0)
W CO
+ CO
a+
1 YEAR 20
2005 PROPOSED POLICE STEP RATES
• •
N N N
A J O N (D
N (r (71 O O
z z z z z z z z z z z z z z Z Z Z Z z z
000 000 00M> 00W> 00M>
N N N-4 N N N ND N N N N W N N N W W co 0
N 4 - O O A W N a) W N A O (D Co Co W W N
O -4 co al .4,4-6---46 0JONA MI -46--4 W O N W
O J A n00) W N N (O O W O 0)00-4
N N N N --4-4-.1---4 _._. a N N N N (1 (J1 N V1
N N N N N N N N co co co N co co co W A co co co
al A co (D co J W N O (D W (n A W O (D CO J
(n U1 O (n A d A A *44-45.-4,4-4s W W W W W W W W
(OD (OD (OD (OD 0 0)) cn CD CO W W W W CoNcoNcoo co O O O O
co N N N
- (D CO J
6 -Co -COM
- A J O
m N at N
O - O CD (O
V1 -J J co
J J Co Co
Co (D O
N Co co co
A W N O
A W 0 O
J O W CO
N N N V1
- O O
W (D Cn
N N W
0
W O O
Ca
• 0 cnn
(D J V1 A
Co O) D N
(n (n (n (n
N N N
(D (n a J
W (D W A
W O
A A A co
CO -k O O
((Wn0 V_O
A Ut A
A A co co
V W (O N_
N O
Co (D O
A A A A
J M a1 A
J N W N
N a1 (O N
J J J J
CD - N (n (n
N Co A O
Co Co co co
- N W A
W V W O N
N D1 (n
0 O
Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z
00M> OC)W> OOw> 00M> 00M>
N A W N
? ND v (D
(n N (O W
co co co co
N - J W V1
O W a) a)
N N N N
A A A A
N N
O O W
J Q A N
(D N N W
0000
a- ) (n A co
N A Q) J
J A -D Co
Q) O W W
00-40
b)-0)-0-0)
0000
0000
N N N
N -u O (D
6--46A
A J O co
Co Co W co
J ▪ O) (n A
O N A W
W W co O
A A A A
N
O (D CO V
(71(71010)
(D (D (O (D
a1 a1 al N
N N N N
A N -iO
O (D J N
(D N N W
0)000
CO J a) V1
W -4:4 -CD -Co
N (D O W
N N N
N -+ O CO
O 000
J V J V
A A A A
N N N N
N A W N
6M -4,4W
N N W 0
00)0)0
(O (D Co J
(D NJ N A
N N (D W
J J J V
N N N N
A W N
A O O O
01010101
N N N N
W W N A
Co W (D N
N N N N
J J W Q) -I J J O) CO J J -I Co Co co J (D (D CO Co
A O N Co A O a) N_ -4 Co A O Co A O _W (n V Co
co co co co N N N N N N O O O (D (D (D
N co A A N a) J co co (O O -s CO CO O s (n a) J Co
0
v
cn
v
0
O
n
m
Z
0
K
Z
2
X
r
0
0
v
s3av a80
Z
K
Z
2
r
r
{
2004 PROPOSED NON-EXEMPT PAY RANGES AND HOURLY RATES
• •
N N N
A CJ1 CO
Cn N W O O
ZZZZ ZZZZ ZZZZ ZZZZ ZZZZ
0003> OnW> 0000> 0nW> 00M>
N N N N N N N N N N N N W (J W N W W W W
N O U A W N J J W W -A000 (T A W N
J (D O N N A W Co W -CD --I W Co W ID -I O N W W
A p0 (Jt
(00)100 W O J A 0)100J N N (0 O)
A A A A (O (O CO (O 0 0 0 0 J J J J
N N N N
J W O A
A A A A
O O O O
O N N N
W N N N
O (O W J
A A A A
- AL -5
10101010
WN -i0
A W A A
0101010
cnv scn
AAAA
(P010101
AAAW
10101010
J J J V
W W N N W W W W W W W W AAAA AAAA
N O (O W N A W N D W O) W A W N COM -.4th
O W J (n OI A ca— N O (O J W A N AI A N O (O
W (O N (n (n W A A J O W N in W A V O
O O O O -+ a N N N N (D CO (O CO J J J J
O - O O (O
(O in —
010100
A U O J
- J W CO
((00-L N
W - N N N
(0 (n
Acom
W O) m
Ot A A A
N W A O
N N N N
-I N W A
MOWN
(W A O O)
CA CP CP
A (n Of J
O J CO O N
01 (n W O O
ZZZZ ZZZZ ZZZZ ZZZZ ZZZZ
00W> 0nW> 0000> OnW> 00m>
NAL AL AL
(n - N A W
O0101 A -40)0101 W W V T O (O W W
(O N A J (O W lian Co (O -+ (0 O N A en J (0 la
In N (O 0) (0000 A AL CO In N (O 0) W N (O W W
O O O O (0 (D (O (D (0 (O (O 0 N N N N -a -A -L -L
(D - W J O)
_N N_ N_ N_
J J J J
N
O CO OD
N N N
AAAA
0000
N N Ak
- O (D CO
N N N
0)0)0)0)
W W W W
N N N
N -+ O CO
UD UD UD CD
J J V J
CO W CO W
N N N N
A W N
COW OD OD
AAAA
AAAA
N N N -A N N N N N N N N N N N N N N N N
N-LO W WN -LO A W N -k ° M A W W J O) N
A W t0 W (n W N J (n W W In (WQ+� O OD J (n
CO-44-4
AAAA A W_ A i OVD OOD OWD OD A A 4A A W (0 N
W W W W W
J V O) 0) Z' -4-J9) W OD J J (O W W J 0 (O (O W
W N W A O Co N D A O O) N O W N 0 (D N J
MM -4J J J V W W W W W 0000
W (O O -I J W (D O u10) -J� -J00 A VIM -4
S3OV aaO std OHO
Z
0
Z
2
r
S]OV aaO Std aaD
Z
0
Z
2
r
r
{
2005 PROPOSED NON-EXEMPT PAY RANGES AND HOURLY RATES
• •
J J CO (O 0 0
N CO CO 0 A A CO
v
N CO
A CO
m m m m m m m m m m m
X x
m
o x x x x x x x x x o x
O N 01 Ot O O O 0) 0) 0) O V
O J J O CO O N A U (0 O (D
la O V N O (D N b J V N V V
CO (D (D O 0 0) O (0 O -6 N N
0) 0) J V O O CO A CO W CO CO
J 0) 0) J V J J V J V CO CO (D
N (D (0 O O CO 01 J O CO (9 0 0)
i in O) Co A b N O W W b
co N co 01 CO N 01 V Co Co Co
CO CO 01 N N 01 0) O) W N (O 0 J
CO Co CO Co CO CO CO CO (0
A N N 01 V 0
A • • W J b ( 0 0 A 0 01
CO N 0) N N A
N N N N
0
( J J V
D J J (D
CO Co CO CO
O CO -4
OA N
J
0)) coOm
01 (T -4
W (0 CO CO CO CO
O (.4 N CO
Co in N O Co
A (0 J J CO
0) 0) CO CO O -s
CO CO A
Co (0 0
(0 N
N N (D
(D A J
A A A 01
co O
iJ iP iD
co A N
N 01 J Co
N N CO A A 01
O
0 0 0 0 0 0
M m m
0 CO 77
W N N
O 0) CO
J O
01 N
O O O
0▪ O A
O 0 0
0 0 0
O O O
A A CO
Co O (D
N (O J
0 0 0
A CO CO
J (0 01
O O 0)
A O J
M m m
o CO 73
Q O1
P O
O O O
O N co
• N N
N -6 O
No N
W o
A (0 J
M m m
0 w 73
01 01 01
A N -s
OI W
J 0)
O CO CO
m m m
0 Co 71
(T A A
O
W O W
0 A A
O O O
0) CO A
(0
-CO -CO -CO
0 0 0
V V V
J Cr) (T
(D CO
W (D N
A a a
M m m
o Co 73
(T A A
O CO CO
(T O O
CO 0 0)
0 0 0
Q 01 (T
O CO J
<O 0 (0
0 0 0
A A A
J 0) CO
CO J
CON<D a
Co CO Co
m m m
o co X
01 01 O
O 0) CO
- 6 A 0)
- 01 N
N N N
N CD
O CO
0_0_0_
A A A
co V
O CO
fD (T 0
0 0) 0)
N N(o N N N N N N
CO J J A CO O A W CO V V O
O CO A iT ib Co iJ 01 -• O -+ J
A CO CFI 0) O J 0 0 0 W A A
CO O CO 01 01 CO CO O CO O
N N N
01 A (0
N A O
A N 0)
CO CO O
N N N
CO J J
O
O W
CO A
CO CO
O)W N
N -6 01 N -6 N
v 01 A N 01 N
0 CO
N
0
0
S3DV aaa
Z
AIaH XVW AIaH New
AIaH XVW AIhH NIW
2004 PROPOSED EXEMPT PAY RANGES AND HOURLY RATES
•
rn rn V CO (D
V CO O CO CO 0
✓ N N N (0 A
m
0 mx
0
0) 0)
A
w _J
O V
•
0 o v
CONA ▪ CO
0
0
v
0
n y
m m mm m m m m x m m u o
x x x x x x x x 0X x„ m
S6L'SL 31.171Z9
9L619L 290'£9
OLL'8L 61£'99
CO N N CO W CO
0 (0 (D 0 0
CO A A (VO O
W U co O O
CO
O 0
0)) 0)) O
(0 N W
0) V CO
O N O)
£LSte S£L'89
CO
O)
O
(D
N
O
-4
0W) CO
0 b
V N
O CO
V V
O U
A U
O O
U U
L00'£OL 964'S8
(D O O N
(O A O 0
W W O U
CO V 0)
A 0 0 CO
CO Co CO A
W U A
CO U W
V (0 t0 0
(0 O CO A
A A A A A U
0 0 CO 0
N V _W O t0
(O N CO A N
V CO N U V W
N N W A A U
O 0 0 0 O CO
M m m
O w 73
CO NI NJ
O 0 CO
(O N
CO V A
N N N
M m m
0 w 73
A N CO
CJ O O
CO CO CO
W
O CO
Cu W W
(O (D (0
U U U
M m m
0 w 73
A A A
U A
"in Cn "Ln
co co CO
V V -4
M m m
v w
M m m
0 w
A A A j A A
A N N 0 O
O 0 • A O O
CO V A CO N (O
V V V (O (D (O
(41 U
W O
v v v
-4 V -4
(O (0 (D
M m m
0 CO
UO V 0U)
0 U V
CO OD CO
A A A A A A U U U 0) O U V V CO CO CO V
CO -a O CO O A U CO N N O 0 N O (O W-• O
O N O A O (O O W O U A (n N O A o (D
O 0) co CO CO N V W O N co co A V A O CO
N N N N N N V V V CO O CO
A A co
CO 0 in
V V V
W A
O CO O
O O W
N O W
U 0 CO
O U U
in v u
N N
O O -+
N N N
N —
WN o U
A (OO V
N N N
U A co
Cn ? (7D
A N O
CO W
(710101 cO U
A O V
CONJ NI NJ CO CO CO Co)
V V W N-' CO V O
O V N U N U
0) CO V V (n (O U N CO
W A (O A N O U N
2
0
AIZIH XHW A1HH NIW
0
0
O
13
1
U
0
0
0
cnm
2
0
Al2IH MN AlHH NIW
2005 PROPOSED EXEMPT PAY RANGES AND HOURLY RATES
•
•
CO
W o CD
CO
o
CA
-aUp o Q
O (D
(D
J
A C
CD
N
O
0
_.
b
0
CO
O
0
CO
O
0
(A
O
0
Ui
o
O
b
O
CO
O
O
O
O
U)
U)
O
A
O
O
CD
O
0
J
O
0
0)
O
0
CT
O
0
4.0
O
o
b
(D
O
0
N
O
0
m
O
0
U)
b
0
4.0%
CO
U)
OD
00
0
V
0
Ut
0
0
a
b
0
W
0
0
3.0
ARE BELOW
o
0
0
o
0
0
0
o
0
0
0
0
0
0
0
2.5
o
O
0
o
b
0
O
O
0
O
O
0
O
o
0
N
0
O
O
0
O
O
0
O
O
0
O
O
0
O
O
0
O
o
2003 MERIT INCREASE SALARY GUIDE
•
•
CO
CO o
CD
co 0 O
O
O
-4
T
m
T
0
D
z
0
m
2004 PROPOSED MERIT INCREASE SALARY GUIDE
CD
O
O
CO
O
O
01
O
)
01
Oo
(71
O
O
O
O
t0
OO
0
O
0
v
O
0
0)
e
0
01
o
0
A
c
O
0
�I
O
0
CO
O
0
C71
Cl1
0
a
C71
0
4.0
�1
O
0
0)
O
0
01
O
0
A
01
0
CO
(71
0
W
•
N SCORES ARE BELOW
0)
O
0
U1
O
0
A
O
0
0)
o
0
N
o
0
C.J
O
O
OO
0
O
0
O
O
0
O
O
0
O
O
0
O
O
0
o
O
0
O
O
0
O
O
0
O
6
0
N
•O
O
O
0
O
O
0
O
O
0
O
O
0
O
O
0
O
O
T
m
T
0
D
z
0
m
2004 PROPOSED MERIT INCREASE SALARY GUIDE
XX AGENDA REQUEST
CONTRACT REVIEW
GRANT REVIEW
STA! REVIEW FORM - FINANCIAL OBLIGIPoN
tCewdcn- c27 ol023
For the Fayetteville City Council Meeting of: Novcmbcrl8; 2003
FROM:
Michele Bechhold
Name
Human Resources Finance & Internal Services
Division Department
ACTION REQUIRED: Adopt Hay Group's recommendation in the 2003 Compensation Practices Update; with
an implementation plan to adjust the pay structure by 50% of the Hay recommendation in January 2004 and
achieve full implementation in January 2005. Approve 2004 City and employee premium amounts for the group
medical plan.
COST TO CITY:
$325,088.00 $
Cost of this request
Category/Project Budget Program Category / Project Name
Various $
Account Number
Project Number
Funds Used to Date
Program / Project Category Name
$ Various
Remaining Balance Fund Name
BUDGET REVIEW:
2001 ✓ Budgeted Item Budget Adjustment Attached
17- S-6 T
Budget Manager Date
CONTRACT/GRANT/LEASE REVIEW:
Accounting Manager n J
City Attoryicy
Date
X11 5;4
Date
Mew_ c=4., -1--e.
Internal Auditor
II (5(03
Date
os
Purchasing Manager Date
STAFF RE ND I
� 03
Division Head
Received in Mayor's Office
Cross Reference
Department Director
Previous Ord/Resp:
inance & Internal Services Dir. Date Orig. Contract Date:
Orig. Contract Number:
Chief Administrative Officer
New Item:
Date
Date
Mayor Date
Date
Yes No
• •
FAYETTEVILLE
THE CITY OF FAYETTEVILLE, ARKANSAS
113 W. Mountain St.
Fayetteville, AR 72701
TO: Mayor Dan Coody �
'brward `te, Cott -m..4 --Co
FROM: Wage & Benefit Committee C)>p 3.T.ti
DATE: November 14, 2003
SUBJECT: Implementation of Pay Plan and Proposed Decrease in the Merit
Matrix
The Wage & Benefit committee has carefully reviewed all data provided by
Human Resources and Budget staff. We believe it is essential for pay plan
conformance and employee morale that the full pay plan recommendations be
implemented in 2004. It should be noted that a fully implemented plan would get
employees to a 2003 average market figure.
We recommend no change be made to the merit matrix, which was
adjusted with input from the committee for the 2003 calendar year. We feel the
2003 matrix is working well. The amount proposed in the 2004 merit matrix
budget shows a decrease of $41,500 from the 2003 merit matrix. The committee
feels this amount should not significantly impact the 2004 budget, but could
negatively impact the 427 city employees on the merit system.
The employees are the City of Fayetteville's most valuable assets. Since
1989 the city has been able to implement the pay plan fully. This committee was
given the task of evaluating the proposal for fair compensation to both civilian
and civil service employees. This fair compensation as noted by the extensive
study performed by HayGroup recommends the following:
• Increase Non -Exempt midpoint policy by 7.9%
• Increase Exempt midpoint policy by 6.19%
• Increase Executive midpoint policy by 15.6%
• No Increase to Fire Department Salary Ranges
• Increase Police pay ranges by approximately 6.6% overall
It is important to maintain a plan that rewards all employees equally. The
committee respectfully submits this recommendation for your consideration.
FAYETTEVtLLE
THE CITY O1 FAYETTEVIIII, ARKANSAS
DEPARTMENTAL CORRESPONDENCE
To: Michele Bechhold
Human Resources
From: Clarice Buffalohead-Pearman
City Clerk's Division
Date: December 8, 2003
Re: Res. No. 187-03
Attached hereto is a copy of the above ordinance passed by the City Council, December 2, 2003,
approving premium amounts for the Group Medical Plan.
The original resolution will be microfilmed and recorded in the city clerk's office. If anything else
is needed please let the city clerk's office know.
/cbp
Attachment(s)
cc Nancy Smith, Internal Auditor
Michele Bechhold - 2002 vs 2003 Vari s - Page 1 j
From: <Jodi_L_Francis@haygroup.com>
To: "Michele Bechhold"<mbechhold@ci.fayetteville.ar.us>
Date: 12/12/03 11:37AM
Subject: 2002 vs 2003 Variances
Michele,
We completed a review of the variances in the market data between 2002 vs 2003
for Police Officers. As we discussed in our telephone conference with Mr. Marr,
the variances appear to be caused by the shift in participants. Below is a
summary of our findings:
Survey data for participants that participated both years increased
approximately 2% at the range minimum and 1.4% at the range maximum (these
variances ranged from 0-7%)
The average salaries for the cities that were added this year were
approximately 6.5% GREATER than the average of the cities that remained in
the database year over year and 10% GREATER than the cities that participated
in 2002 but declined participation in 2003.
Again, as we discussed, I believe that this wide swing in participants should
decrease next year and in following years due to cities getting used to adding
this to their yearly salary survey list and to it's increased use as another
source of summary data.
Hopefully, this information helps validate some of the information we discussed
on Tuesday. If you have any further questions, please call me at the office or
on cell phone (469/585-1394).
Jodi Francis
• •
City Council Meeting of December 16, 2003
CITY COUNCIL MEMO
TO: Mayor Dan Coody and the City Council
THRU: Hugh Earnest, Chief Administrative Officer
Stephen Davis, Finance & Internal Services irector
FROM: Michele Bechhold, Human Resources Director
DATE- December 12, 2003
SUBJECT: Additional Information Regarding the 2003 Salary Survey Results
Jodi Francis, our Hay Group consultant, has provided additional information
about the variance in the Police Department salary survey results as requested
by Alderman Marr. Her response is attached to this memo.
Staff is available to answer any questions you may have.
STA♦NT GROUP DENTAL / VISION / LIFE
AGROUP APPLICATION
Underwritten by Starmount Life Insurance Company
7800 Office Park Blvd., Baton Rouge, LA 70809 PH: 1-888-729-5433 FAX: 1-888-729-7827
Group No. C,oP 101 t
illegal Company Name City of Fayetteville Phone( 479 )575-8292
Mailing Address 113 W. Mountain Fax4( 79 ) 718-7698
2111. a7 -o3
ivi1CROFILMED
Physical Address SAME
City/State Fayetteville, AR
SIC Code Contact for Administration & Eligibility Bonnie Pay
EMAIL ADDRESS bpay@ci. faye tteville.2 r. us
Zip Code 72701
Phone ( 479 ) 575-8292 Contact for Billing Bonnie Pay
Phone ( 479 ) 575-8292 # Employees:669 # Eligible 619 # of Employees with Dependents
Group Effective Date: 01 / 01 / 2004
A check for the first month's premium and other applicable fees must be attached to begin processing. Eligibility data will be submitted
using:
❑ Starmount enrollment forms 0 Email or electronic media
We elect to otter the following coverages to our employees:
❑ Dental Insurance I Vision Insurance 0 Life Insurance
Eligibility:
Permanent, full-time employees working 40 hours per week are eligible for coverage (Standard: 30 hours).
An eligible employee must have been actively at work on a full-time basis for 1 months in order to be eligible for coverage.
An eligible dependent must be less than 1 q yrs. old or less than 23 yrs. old if a full-time student.
(same as employer health plan)
Participation: Depending on group size and coverage elected, specific participation requirements will apply. Participation must be met
before the insurance can be effective and must be maintained continuously while insurance is in force to prevent cancellation of
Ilicverage.
nderstand and agree that audits will be made by Starmount Life Insurance Co now and in the future to verify the number and names
of full-time employees of this firm. 1 will furnish with application, and upon any future request, a current census and State Quarterly
Unemployment Tax Report, and any other information requested.
Monthly Administration Fee:Jyaderstaa4ibereieameAihly-adaiieiekelweBilting-el4erge- Waived per Nick Meunier
Value -Added Marketing: We authorize Starmount Life Insurance Co. to send value-added marketing notices to those employees
enrolled in this program. Such marketing materials will offer additional, insurance products and will be mailed to each members home.
❑ Yes WNo
Please send Membership Materials and Enrollment Materials to (CHECK ONE):
a Group Attn: Bonnie Pay
❑ Broker or Agent
Phone: ( 479 ) 575-8292
Under ERISA (Employee Retirement Income Security Act of 1974), it is required that there be a named fiduciary for each employee
benefit plan. It is understood that the undersigned Employer is the named fiduciary for each employee benefit plan. I understand and
agree if, on the effective date, an employee is not in permanent full-time active work or unable to perform usual and customary duties,
coverage will not be effective until the employee retums to an active eligible status. I hereby certify that the information provided herein
is true and complete to the best of my knowledge and that I have read and understand this form.
The information contained herein describes the essential provisions of the elected coverage(s) discussed between the above client and
an authorized Starmount Life Insurance Co representative. By signing this form, both parties agree that these are the essential
provisions the client is purchasing. The details of this form may be changed by either party with mutual agreement.
ANY PERSON WHO KNOWINGLY PRESENTS A FALSE OR FRAUDULENT CLAIM FOR PAYMENT OF A LOSS OR
BENEFIT OR KNOW INCy1rY PRESENJ.. FALSE INFORMATION TO OBTAIN INSURANCE IS (IN TEXAS AND KANSAS
MAY BE GUILTY) GUI rY OF A C AND MAY BE SUBJECT TO FINES AND CONFINEMENT IN PRISON.
goad:
// /a3
Name / / / Title Date
Starmount Representative
GRPAPP1
Date
.MI elwaysVisionsm Insurancefor
AlwaysVision City of Fayetteville
for an effective date of January 1, 2004
Thank you for considering the AlwaysVisions"I insurance program! This plan's benefits are among the
best in the industry. This program allows your Employees to access benefits at a nationwide network
including Wal-Mart vision centers, as well as independent optometrists, opthamologists, and retail chains.
Why should your Employees enroll? They receive a vision exam and eye glass lenses every 12 months,
and eye glass frames every 24 months. As an alternative to eye glasses, they may choose elective contacts
every 24 months. You receive your exam benefit at participating providers for a small S10.00 co -pay and
materials at no co -pay when you visit Wal-Mart Vision Centers and 515.00 at other participating providers.
Real, Repeatable Savings: With Wal -Mart's renowned "Everyday Low Pricing" and savings at many
other participating providers Members receive real, dependable value on exams, lenses, frames and
contacts. Most people who wear glasses purchase additional eyewear, from spares to reading glasses and
sunglasses. With many participating providers, Members have repeatable savings: they benefit from lower
fees any time they present their membership card for direct purchases, regardless of how much or how
frequently they use their savings benefit. Members always benefit from Everyday Low Pricing at Wal-
Mart.
NVA
Vision Benefit Summary (Comprehensive Plan)
Vision Care Services
Wal-Mart Vision Centers
Other Participating
Optometrists, OphthsImoloants,
& Retail Outleb
Out -of -Network
Allowance
1
Exam
S10 Co -pay
510 Co -pay
Up to 530
Materials
SO Co -pay
S 15 Co -pay
See bclow
Standard Plastic Lenses:
Single Vision
Bifocal
Trifocal
Lenticular
Progressive
Lens Options:
Scratch resistant coating
Polycarbonate Lenses for children
Covered
• Covered
Covered
S80 allowance
550 allowance
Covered
Covered
Covered by Co -pay
Covered by Co -pay
Covered by Co -pay
S80 allowance
550 allowance
N/A
N/A
Up to S25
Up to 540
Up to $50
Up to S50
Up to S40
N/A
N/A
Frames:
Members choose from any frame available
at provider locations.
No Co -pay
Up to 574 retail allowance,
depending on plan selected. $74
covers two-thirds of frames
available at Wal -Man.
5100 retail frame (retail
amount may vary at some
providers. Covers a wide
selection of frames.
Up to S40 retail
Contact Lenses:
(Includes fit, follow-up and materials)
Elective
Comprehensive Plan Allowance
Medically Necessary
No Co -pay
Up to 5130 retail
Up to 5210 retail
Up to 5130 retail
Up to 5210 retail
Up to 5130 retail
Up to 5210 retail
Laser Vision Correction:
20% discount on Lasik or PRK real
prices with participating surgery providers.
Frequency
Examination
Spectacle Lenses
Frames
Contact Lenses
Once every 12 Months
Once every 12 Months
Once every 24 Months
Once every 24 Months
Monthly Premiums:
Employee Only
Employee + One
Employee + Family
$ 8.62
515.52
521.56
Underwritten by Starmouat Life Insurance Company. 7800 Office Park Blvd.. Baton Rouge, LA 70809.
Pbooe: 1-888-729-5433 • Fax: 1-888.729-7827 • www.slarmopntlife.com
imitations & Exclusions
This is a primary vision care benefit and is intended to cover
only eye examinations and corrective eyewear. Medical or
surgical treatment of eye disease or injury is not provided under
this plan. Coverage may not exceed the lesser of actual cost of
covered services and materials or the limits of the policy.
Covered Materials that are lost or broken will be replaced only
at normal service intervals indicated in the Plan Design;
however, these materials and any items not covered below may
be purchased at Preferred Pricing from a Participating Provider.
In addition, benefits are payable only for expenses incurred
while the Group and individual Member coverage is in force.
This plan will not cover:
Orthoptics or vision training and any supplemental
testing; Plano (non- prescription) lenses; or two pair of
eyeglasses in lieu of bifocals or trifocals.
Medical or surgical treatment of the eyes.
An eye exam or corrective eye wear required by an
employer as a condition of employment
Any injury or illness covered under Workers'
Compensation or similar law, or which is work related.
•
Plain or prescription sunglasses or tinted lenses, and no -
line bifocals and blended lenses (subject to allowance).
Sub -normal vision aids.
Services rendered or materials purchased outside the U.S.
or Canada, unless: the insured resides in the U.S. or
Canada, and the charges are incurred while on a business
or pleasure trip.
Charges in excess of Usual and Customary for services
and materials.
Experimental or non -conventional treatments or devices.
Safety eyewear.
Spectacle lens styles, materials, treatments or "add-ons" not
shown in the Schedule of Benefits.
Laser Vision Correction Network
Membership provides access to Preferred Pricing. Transactions
are handled directly between Members and Providers.
Refractive surgery is an elective procedure and may involve
potential risks to patients. Starmount cannot and does not
guarantee the outcome of any refractive surgical procedure or a
total elimination of the need for glasses or contacts. Providers
may not be available in all metropolitan areas.
How AlwaysVisionsM Works
1. Call (888) 729-5433 or visit www.alwaysvision.com to find a provider near you.
2. To schedule an appointment with your provider, please note the following:
a. When calling a Pearl Vision Center, Target/Super Target Optical Center, Sears Optical Center, or
JCPenneys Optical Center location, you should mention that your insurance is called AlwaysVisionsM
as this is how these locations will locate details of your coverage in their computer systems.
b. When calling an Eyemasters location, you should mention NVA-Starmount.
c. When calling a Wal-Mart Vision Center, Wal-Mart Associates will verify your coverage by using your
employer's name in their computer system.
d. When calling any other location, identify yourself as an AlwaysVisionsM and National Vision
Administrators (NVA) member. Most providers will recognize the NVA name. If, however, the provider
does not recognize AlwaysVisionsM or NVA, please contact Starmount for assistance and we will work
directly with you and the provider.
3. Present your card for Easy Access to your benefits at your Provider. No paperwork is involved; you
simply pay your co -payment and any expenses that are not covered.
*The contact lens benefit takes the place of spectacle lenses and a frame.
** Frame Allowance for Other Preferred Providers represents Wholesale Pricing.
*** Lens Pricing based upon CR -39 Plastic Material. Glass lenses may have an additional cost.
Wal-Mart Frames include a one year warranty and lifetime adjustments & cleanings (no cost).
Wal-Mart Lenses include a one year warranty and lens replacement if your prescription changes within 3 months of
your purchase at no charge.
Members will be responsible for sales tax at Wal-Mart vision centers.
Rates assume the greater of 25% of eligible employees or 10 employees participate. Each enrolled employee must stay
in the plan for 12 months.
Each employee enrolling in the Group Voluntary Plan must agree to remain enrolled during the designated plan period.
Those employees who elect not to enroll during the initial plan enrollment period must wait until the next plan
enrollment period to enroll. The plan enrollment period shall be the month prior to the beginning of the next plan year.
Remember: Our network is constantly growing and changing. If you cannot find a provider on our website or need
help locating a provider near you, please contact us. While we strive to provide the most up to date provider list for our
members, it is possible that a doctor may no longer participate in our network. We encourage you to contact your
provider to confirm participation prior to visiting their location.
Underwritten by Starmount Life Insurance Company. 7800 Office Park Blvd., Baton Rouge, LA 70809.
Phone: t-888-729-5433 • Fax: 1-888-729-7827 • www.starmountlife.com