HomeMy WebLinkAbout195-03 RESOLUTION•
RESOLUTION NO. 195-03
•
A RESOLUTION ADOPTING MOST OF THE HAY GROUP'S
RECOMMENDATIONS EN THE 2003 COMPENSATION
PRACTICES UPDATE WITH THE EXCEPTION THAT
PERCENTAGES WITHIN THE 2003 MERIT MATRIX REMAIN THE
SAME; IMPLEMENTING 50% OF THE RECOMMENDED INCREASE
IN THE MATRIX IN JANUARY 2004 FOR UNIFORMED EMPLOYEES
AND 50% REMAINING IN JANUARY 2005; AND IMPLEMENTING
ALL OF THE RECOMMENDED INCREASE FOR NON -UNIFORMED
EMPLOYEES IN JANUARY 2004
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
FAYETI'EVILLE, ARKANSAS:
Section 1. That the City Council of the City of Fayetteville, Arkansas hereby
adopts most of the Hay Group's recommendations in the 2003 Compensation Practices
Update with the exception that the percentages within the 2003 Merit Matrix remain the
same.
Section 2. That the City Council of the City of Fayetteville, Arkansas hereby
agrees to implement 50% of the Hay Group's recommended pay plan increase for
uniformed employees in January 2004 and the remaining 50% of the increase in January
2005; and agrees to adopt the full Hay Group recommended pay plan increase for non -
uniformed employees in January 2004.
PASSED and APPROVED this the 16`h day of December, 2003.
ee
04.t
ATTEST:
By: `C ]/a1.4 4,4-4.-)
SONDRA SMITH, City Clerk
APPROVED:
By
DAN COODY, Ma
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NAME OF FILE:
CROSS REFERENCE:
Item #
Date
Resolution No. 195-03
Document
1
12.4.03
memo to mayor & city council
copy of 50-50 Pay Plan Adjustment Recommendation
memo to mayor & city council
copy of email to
Michele Bechhold from Jodi Francies
draft resolution
memo mayor & city council
2004 Proposed Exempt Pay Ranges & Hourly Rates
2005 Proposed Exempt Pay Ranges & Hourly Rates
2
12.22.03
memo to Michele Bechhold
NOTES:
my afar saigral
Ictunaa-
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Sys
City Council Meeting of December 16, 2003 /Vat Groff 2263
CITY COUNCIL MEMO
TO: Mayor Dan Coody and the City Council
THRU: Hugh Earnest, Chief Administrative Officer
Stephen Davis, Finance & Internal Services Director
FROM: Michele Bechhold, Human Resources Director o)Pw mS
DATE: December 4, 2003
SUBJECT: Additional Information Requested for Hay Group Pay Plan Item
At the December 2, 2003 City Council Meeting, Council requested additional
information from Staff in regards to the Hay Pay Plan Item. The following
information is provided in response to that request.
Turnover Rates by Department — We are providing annualized, voluntary
tumover rates by department for the time period January 1, 2003 through
November 23, 2003. Turnover for uniformed employees in the Police
Department has been figured separately from turnover for non -uniformed
employees. The city-wide, annualized voluntary turnover rate for this same time
period is 8.5%.
Department
Annualized Voluntary Turnover Rate
General Government
18.3%
Community Ping & Engr Services
16.3%
Water & Waste Water
3.2%
Finance & Internal Services
7.4%
Operations
7.2%
Fire
3.7%
Police - Uniformed
3.1%
Police — Non -Uniformed
18.3%
•
Executive Pay Line Position Titles - Council also requested a listing of job titles
for the positions designated on the Executive pay line. That information is
provided below.
Mayor EX 1768
Chief Administrative Officer*** EX 1486
Finance and Internal Services Director EX 1124
Community Ping & Engr Services Dir. EX 1124
Operations Director EX 1124
Water & Wastewater Director EXD 1124
District Judge EX 1074
City Attorney EX 1074
Police Chief EX 904
Fire Chief EX 839
Asst Police Chief EX 732
Asst Fire Chief EX 682
Prosecuting Attorney EX 677
City Engineer EXD 677
"'The job description for the position of Chief Administrative Officer has recently
been finalized and graded. The salary range for the position is provided here,
due to the fact that the Exempt Charts in the agenda packet had not yet been
updated to include this information.
2004 Proposed Range for Grade Points 1486 $74,033 - $89,196 - $104,360
2005 Proposed Range for Grade Points 1486 $79,389 - $95,650 - $1111910
Staff is available to answer any questions you may have.
2
Date of
Hire 1/1/2003
50 - 50 Pay Plan Adjustment Reccommendation
Proposed 2004 Merit Matrix
Grade # of Years Current Mid -Point
Rate of Pay
%of
Mid -point
Rate %
Increase
New
Salary
NA7
1
2
3
4
19,512.00
20,682.72
22 130 51
23,458.34
23,509
24,402
24,402
24,402
83.00% 3
84.76% 3.5
90.69% 3.75
96.13% 4
6%
7.00%
6.00%
7.00%
20,682.72
22,130.51
23,458.34
25,100.42
2004
2005
2006
*2007
Current 2003 Merit Matrix
Grade # of Years Current Mid -Point
Rate of Pay
% of Rate
Mid -point
Increase
New
Salary
NA7
1
2
3
4
19,512.00
21,072.96
22,969.53
24,807.09
23,509
24,402
24.402
24,402
83.00% 3
86 36% 3.5
94.13% 3.75
101.66% 4
8%
9.00%
8.00%
7.00%
21,072.96
22,969.53
24,807.09
26,543.58
2004
2005
"2006
2007
Full implementation
Proposed
2004 Merit Matnx
Grade # of Years Current Mid Point
Rate of Pay
% of
Mid -point
Rate %
Increase
New
Salary
NA7
1 20254
2 21469.24
3 22972.0868
4 24350.412
24402
24402
24402
24402
83.00% 3 6%
87.98% 3.5 7.00%
94.14% 3.75 6.00%
99.79% 4 6.00%
21469.24
22972.09
24350.41
25811.44
2004
2005
2006
"2007
Current 2003 Merit Matrix
Grade # of Years Current Mid -Point % of Rate % New
1NA7
Rate of Pay Mid -point
Increase Salary
1 20,254.00 24,402 83.00% 3 8% 21,874.32
2 21,874.32 24,402 89.64% 3.5 9.00% 23,843.01
3 23,843.01 24,402 97.71% 3.75 6.00% 25,273.59
4 25,273.59 24,402 103.57% 4 6.00% 26,790.00
2004
2005
"2006
2007
• Utilizing the proposed merit matrix, the employee will not reach maket until the their fourth
year of service This reflects evaluations of an employee stating they are completely acceptable (3)
and above(3.5 - 4.). This scenario does not include any movment in the market for 2006.
" Utilizing the current merit matrix, employee reaches market within three years if market
does not move with the same evaluations.
Employee comments regarding proposed pay plan recommendations
First comment is regarding the pay plan adjustment recommendation.
• By postponing full implementation of the current market rates shown in the
HayGroup report, City of Fayetteville employees will continue to fall below
market value. As our city has grown and the expectations of service levels remain
the same, attempts to budget additional employees have failed. This means
workload has increased but the number of employees has remained the same.
Second comment regarding the Proposed 2004 Merit Matrix
• If an employee was hired January 1, 2003, at entry level using the proposed 2004
merit matrix, this position will not reach market until their fourth year of service.
This scenario is utilizing an employee trained on the job and receiving average
evaluations scores from 3-4 during the four-year period. This does not take into
effect the mid -point (market) will be reevaluated after two years.
The HayGroup pay ranges are based on the mid -point equaling market. This
equates to an employee fully trained and performing their job at a completely
acceptable level. Therefore, maintaining the current matrix will allow employees
to move through the pay plan at the rate the plan intended. (3 years of good
service evaluations = Mid -point).
See attached worksheet
• A further concern and possibly a greater concern to employees is that once this
matrix is adopted the probability of it ever increasing again is nil. There is
already talk that in 2005 another reduction of this matrix will be implemented.
• •
City Council Meeting of December 16, 2003
CITY COUNCIL MEMO
TO:
THRU:
FROM:
DATE:
SUBJECT:
Mayor Dan Coody and the City Council
Hugh Earnest, Chief Administrative Officer
Stephen Davis, Finance & Internal Services 'rector
Michele Bechhold, Human Resources Director
December 12, 2003
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.
•
Michele Bechhold - 2002 vs 2003 Variate Page 1
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
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.
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 Hay 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.
PASSED and APPROVED this 16th day of December, 2003.
ATTEST:
\!ic
APPROVED:
By
i lr
DAN COO,DY;:Iayor
SONDRA SMI JH,
ity Clerk
•
CITY COUNCIL MEMO
QES
/z -/14/o3
/4S
City Council Meeting of December 16, 2003 �� 6rvvti93
TO: Mayor Dan Coody and the City Council
THRU: Hugh Earnest, Chief Administrative Officer
Stephen Davis, Finance & Internal Services Director
FROM: Michele Bechhold, Human Resources Director 61 Pw rn8
DATE: December 4, 2003
SUBJECT: Additional Information Requested for Hay Group Pay Plan Item
At the December 2, 2003 City Council Meeting, Council requested additional
information from Staff in regards to the Hay Pay Plan Item. The following
information is provided in response to that request.
Turnover Rates by Department — We are providing annualized, voluntary
turnover rates by department for the time penod January 1, 2003 through
November 23, 2003. Tumover for uniformed employees in the Police
Department has been figured separately from tumover for non -uniformed
employees. The city-wide, annualized voluntary turnover rate for this same time
period is 8.5%.
Department
Annualized Voluntary Turnover Rate
18.3%
General Govemment
Community Ping & Engr Services
16.3%
Water & Waste Water
3.2%
Finance & Internal Services
7.4%
Operations
7.2%
Fire
3.7%
Police - Uniformed
3.1%
Police — Non -Uniformed
18.3%
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FAYETTEVtLLE
THE CITY OF FAYITTEVIIIE, ARKANSAS
DEPARTMENTAL CORRESPONDENCE
•
To: Michele Bechhold
Human Resources
From: Clarice Buffalohead-Pearman
City Clerk's Division
Date: December 22, 2003
Re: Res. No. 195-03
Attached hereto is a copy of the above resolution passed by the City Council, December 16,
2003, approving the Hay Group's recommendation for 2003 compensation practices updates and
the 2003 merit matrix for 2004 and 2005 for uniformed and non -uniformed employees.
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