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Home My WebLink About67-17 RESOLUTION113 West Mountain Street Fayetteville, AR 72701 (479)575-8323 Resolution: 67-17 File Number: 2017-0096 2017 TOTAL COMPENSATION IMPLEMENTATION AND COMPENSATION PHILOSOPHY: A RESOLUTION TO APPROVE AN UPDATED COMPENSATION PHILOSOPHY, TO ACCEPT THE JOHANSON GROUP CLASSIFICATION, COMPENSATION AND BENEFITS STUDY REPORT AND ADOPT THE FINANCIAL RECOMMENDATIONS OF THE MAYOR, AND TO APPROVE A BUDGET ADJUSTMENT IN THE AMOUNT OF $1,700,300.00 TO IMPLEMENT THE 2017 COMPENSATION PLAN WHEREAS, in September 2016, the City Council approved a contract with Johanson Consulting, Inc. d/b/a Johanson Group for a Classification, Compensation, and Benefits Study; and WHEREAS, the Johanson Group has submitted its report, a copy of which is attached to this Resolution, recommending the adoption of an updated compensation philosophy and several measures to implement a new classification, compensation and benefits 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 an updated City of Fayetteville Compensation Philosophy as set forth below: "The City of Fayetteville is committed to attracting, engaging and rewarding a multi -generational workforce. By offering a total rewards package including competitive compensation and benefits plans and a purposeful work life, the City will be an employer of choice focused on serving our community." Section 2: That the City Council of the City of Fayetteville, Arkansas hereby accepts the Classification, Compensation, and Benefits Study Report submitted by the Johanson Group and adopts Mayor Jordan's financial recommendations with respect to that Report. Page 1 Printed on 318117 Resolution: 67-17 File Number: 2017-0096 Section 3: That the City Council of the City of Fayetteville, Arkansas hereby approves a budget adjustment, a copy of which is attached to this Resolution, in the amount of $1,700,300.00 to implement the 2017 compensation plan. PASSED and APPROVED on 3/7/2017 Attest: Sondra E. Smith, City Clerk Treasurer *��r �{tK / TRS. ►rli f Y 00''9'� %. ZU• ■tn. FAYE7TEVILLE r '- rte• :Sti-.` iijN TON ©`�� Page 2 Printed on 318117 '- City of Fayetteville, Arkansas 113 West Mountain Street i Fayetteville, AR 72701 (479) 575-8323 Text File - File Number: 2017-0096 Agenda Date: 3/7/2017 Version: 1 Status: Passed In Control: City Council Meeting File Type: Resolution Agenda Number: C. 5 2017 TOTAL COMPENSATION IMPLEMENTATION AND COMPENSATION PHILOSOPHY: A RESOLUTION TO APPROVE AN UPDATED COMPENSATION PHILOSOPHY, TO ACCEPT THE JOHANSON GROUP CLASSIFICATION, COMPENSATION AND BENEFITS STUDY REPORT AND ADOPT THE FINANCIAL RECOMMENDATIONS OF THE MAYOR, AND TO APPROVE A BUDGET ADJUSTMENT IN THE AMOUNT OF $1,700,300.00 TO IMPLEMENT THE 2017 COMPENSATION PLAN WHEREAS, in September 2016, the City Council approved a contract with Johanson Consulting, Inc. d/b/a Johanson Group for a Classification, Compensation, and Benefits Study; and WHEREAS, the Johanson Group has submitted its report, a copy of which is attached to this Resolution, recommending the adoption of an updated compensation philosophy and several measures to implement a new classification, compensation and benefits plan. BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section l: That the City Council of the City of Fayetteville, Arkansas hereby approves an updated City of Fayetteville Compensation Philosophy as set forth below: "The City of Fayetteville is committed to attracting, engaging and rewarding a multi -generational workforce. By offering a total rewards package including competitive compensation and benefits plans and a purposeful work life, the City will be an employer of choice focused on serving our community." Section 2: That the City Council of the City of Fayetteville, Arkansas hereby accepts the Classification, Compensation, and Benefits Study Report submitted by the Johanson Group and adopts Mayor Jordan's financial recommendations with respect to that Report. Section 3: That the City Council of the City of Fayetteville, Arkansas hereby approves a budget adjustment, a copy of which is attached to this Resolution, in the amount of $1,700,300.00 to implement the 2017 compensation plan. City of Fayetteville, Arkansas Page 1 Printed on 3/8/2017 Brenda Reed Submitted By City of Fayetteville Staff Review Form City Council Meeting Date - Agenda Item Only N/A for Non -Agenda Item 2/17/2017 Human Resources/ Chief of Staff Submitted Date Division / Department Action Recommendation: A RESOLUTION APPROVING A COMPENSATION PHILOSOPHY AND A BUDGET AMENDMENT IN THE AMOUNT OF $1,700,300 FACILITATE CITY-WIDE EMPLOYEE COMPENSATION ADJUSTMENTS FOR 2017 AND ADOPTING POLICE AND FIRE STEP PAY PLANS AND A MERIT PAY PLAN. xxxx.xxx.xxxx-51xx.xx Account Number N/A Project Number Budgeted Item? Yes Budget Impact: CITYWIDE Fund N/A Project Title Current Budget $ 52,070,473.00 Funds Obligated $ 7,629,489.84 Current Balance Does item have a cost? No Item Cost Budget Adjustment Attached? Yes Budget Adjustment $ 1,700,300.00 Remaining Budget V20140710 Previous Ordinance or Resolution # Original Contract Number: Comments: Approval Date: CITY OF • le aay ARKANSAS MEETING OF MARCH 7, 2017 TO: Mayor and City Council FROM: Don Marr, Chief of Staff DATE: February 17, 2017 CITY COUNCIL AGENDA MEMO SUBJECT: 2017 Total Compensation Implementation and Compensation Philosophy RECOMMENDATION: Staff recommends Council approval of the 2017 Total Compensation Implementation and Compensation Philosophy. BACKGROUND: In 2006, Management Advisory Group (MAG) facilitated the development of the City's Compensation Philosophy, which was approved by City Council. The most recent philosophy adopted in 2010 is below: The City of Fayetteville is committed to recruiting, retaining and motivating an excellent workforce by providing a high quality of work life to City employees through a competitive compensation structure, competitive benefits program and a challenging and enriched work environment. Along with the Compensation Philosophy, the City established measures to conduct a market survey every four years. The City last conducted a market survey in 2012 and updated its pay structures in 2013. In fall of 2016, the City of Fayetteville entered into an agreement with the Johanson Group to complete a Classification, Compensation and Benefits Study and update the Compensation Philosophy. The proposed, updated philosophy is below: The City of Fayetteville is committed to attracting, engaging and rewarding a multi -generational workforce. By offering a total rewards package including competitive compensation and benefits plans and a purposeful work life, the City will be an employer of choice focused on serving our community. Mailing Address: 113 W. Mountain Street www.fayetteville-ar.gov Fayetteville, AR 72701 DISCUSSION: In October 2016, the Johanson Group conducted a total compensation survey inviting the City's established group of target organizations to participate. Survey work included collecting raw data, applying a geographic compensation differential average to the data and aging the data through the first quarter of 2017. Following this staff memo is the 'Johanson Group packet, which provides a detailed executive report about job description ratings, market review, pay plans, additional compensation, benefit findings and 2017 total compensation implementation recommendations. 2017 Compensation Implementation There are three types of adjustments that need to be made in order to implement the proposed 2017 compensation plan. 1. The first adjustment will be to the structure of the pay plans. 2. The second adjustment will be to actual employees' pay rates to place them on the new structure. 3. The third adjustment will be to provide eligible employees annual increases of either a merit increase or a step increase. The City maintains a merit pay plan for non -uniformed employees and step pay plans for uniformed employees. For both merit and step pay plan structures, the pay ranges will be adjusted based on the market survey results. • The merit pay plan structure for non -uniformed employees will be increased by 100% of the market survey results and only the employees whose pay falls below their new pay grade minimum will receive a pay increase due to the adjustment of the pay structure. The step pay plan structures for uniformed employees will be increased and all employees on the step pay plans will receive a pay increase due to the adjustment of the pay structure. For example, a Firefighter on step C of the current structure will receive a pay increase to move to step C on the new pay structure. Because all these employees will receive a pay increase to move to the new structure, a partial implementation of 25% of the adjusted market survey results is recommended to financially sustain the step pay plans. Pay Plan Structure Adjustments: All market pay plan results were geographically modified (see page 2 of the Johanson Group Classification, Compensation and Benefits Study Report for more information). Merit Pay Plan The Johanson Group recommends an 11.47% overall average structure adjustment to the current (2013) merit pay plan. Step Pay Plans For the uniformed current (2013) step pay plans, the Johanson Group report recommends changing the minimum and maximum pay points by an average of 14.03%. Pay Increases to Move Employees to the New Structures: Merit Pay Plan • 177 merit employees would be moved to the minimum of their new pay ranges o 165 of these employees are in positions that are in the lowest pay ranges of the merit pay plan • The 2017 cost to move these 177 merit employees to their new minimum pay ranges is approximately $406,600 Step Pay Plans • 233 uniformed employees would be moved to the new pay plan on the same step placement as the current plan • The 2017 cost to move these 233- uniformed employees to their same step placement on the new plan is approximately $340,900 Annual Merit or Step Pay Increases for Employees: Annual increases are provided each year as funding is available. 2017 Merit Increases Only merit employees who received less than a 4% increase to move to the new structure or employees whose pay was within the new structure may be considered for a merit pay increase based on eligibility criteria. • Approximately 337 employees meeting eligibility criteria may receive -a merit increase • The estimated 2017 cost for merit increases for these employees is approximately $646,400 2017 Step Increases • Approximately 193 employees meeting eligibility criteria may receive a step increase • The estimated 2017 cost for step increases for these employees is approximately $306,400 BUDGET/STAFF IMPACT: The impact of this proposal to the 2017 budget across various funds is as follows: FUNDING SOURCE 2017 PARTIAL ANNUAL IMPACT IMPACT 1010 - General $ 1,213,000 $ 1,662,000 2100 - Street 106,200 145,000 2130 - Parking 29,500 40,000 2180 - Community Development 10,800 15,000 2250 - Parks Development 56,500 77,000 2930 - Drug Law Enforcement Grant 5,700 8,000 5400 - Water and Sewer 153,700 211,000 5500 - Recycling and Trash Collection 81,400 112,000 5550 - Airport 14,200 19,000 9700 - Shop 29,300 40,000 Total $ 1,700,300 $ 2,329,000 4 CITY OF FAYETTEVILLE JOHANSON GROUP CLASSIFICATION, COMPENSATION AND BENEFITS STUDY REPORT February, 2017 PRESENTED To: The Honorable Mayor Lioneld Jordan Honorable Members of the City Council PRESENTED BY: Blair and Bruce Johanson President and Vice President johanson group NIANAGENIENT CONSULTING SERVICES 2.928 McKe.e. Circle, Ste 123 Fayetteville, AR 72703 479.521.z£x), Page 1 of 197 February 17, 2017 To: The Honorable Lioneld Jordan, Mayor Honorable Members of the City Council From: Blair and Bruce Johanson, President and Vice -President Subject: 2016 Compensation and Benefits Final Report Johanson Group is pleased to provide this Classification, Compensation and Benefits Study Report. It is based on an analysis of job descriptions and job ratings for the City positions and a general survey of compensation and benefits with competitors in the City's labor market and similar peers. This memo narrative summarizes the 2016 Classification, Compensation and Benefits study results. Background Information In 2006 the City adopted a compensation philosophy. An updated philosophy was vetted by the management team and is proposed for Council approval — See Appendix 16. A key element of that commitment to employees is to achieve total compensation competitiveness through an on-going internal evaluation of job descriptions with a proven job valuing point and factors system and an external comprehensive market compensation and benefits survey. In addition, the City will periodically adjust its Fire, Police and Merit pay plans instead of its historical every four years plan. Internal Job Descriptions Update, Reviews and Job Rating Results for 2016 In anticipation of the 2016 Classification, Compensation and Benefits Study, the City Chiefs, Department Directors and Human Resources team members reviewed and updated City job descriptions. The job - descriptions were transferred into a compensation management software program called DBCompensation and utilized by the Johanson Group consultants. The City of Fayetteville has licensed the DBCompensation software from DBSquared, LLC. The City will be able to maintain its job classification and compensation plan internally as jobs change or new positions are needed to meet growing City demands. The Chiefs and Department Directors reviewed their respective job ratings with the Johanson Group job rating system which is embedded in the DBCompensation software system. The Chiefs and Department Directors requested further review of 102 job ratings of which 89 were revised after receiving input on the job description requirements and skills. The job evaluation fifteen factors used in the DBCompensation job rating process follow: 1. General Experience 2. Management Experience 3. Education 4. Initiative and Ingenuity 5. Mental Demand 6. Analytical Ability and Problem Solving 7. Responsibility for Supervision of Others 8. Responsibility for Funds, Equipment and Property 9. Responsibility for Accuracy 10. Accountability for End Results 11. External Communications 12. Internal Communications 13. Machine and Computer Operations 14. Working Conditions 15. Physical Demands Page 2 of 197 External Market Compensation Findings for 2016 This report recaps the market compensation findings for 2016 and makes recommendations for the 2017 Proposed Pay Plans for three tiers of Merit positions, Fire Uniformed Ranked positions and Police Uniformed Ranked positions. For the Merit positions, the market pay study included 67 benchmarked positions and for the Fire and Police ranked positions pay range minimums and maximums were obtained from the results of the pay study, which included regional municipalities targeted since 2006. Responding Municipalities and Geographic Compensation Differential (GCD): To maintain consistency with the 2013 market pay survey, Johanson Group obtained data from 22 municipalities that participated in the previous study and data from three published compensation studies inclusive of CompAnalyst, Department of Labor — NWA Region and the NOARK 2016 Study. The targeted municipalities and published compensation studies are listed in Appendix 15.0. In addition, Johanson Group applied a geographic compensation differential (GCD) to the survey data. Six sources for geographic compensation differential data were used for this 2016 compensation study. The Geographical Salary Comparison table with the six sources is noted in Appendix 1.0 of this report. The GCD Multiplier was applied to the pay data from the participating municipalities and the GCD's for the survey respondents are listed below. Responding Organizations GCD Multiplier Bentonville, Arkansas 1.00 Conway, Arkansas 0.99 Fort Smith, Arkansas 1.03 Jonesboro, Arkansas 1.03 Little Rock, Arkansas 0.96 North Little Rock, Arkansas 0.96 Rogers, Arkansas 1.00 Springdale, Arkansas 1.00 Lawrence, Kansas 0.95 Manhattan, Kansas 0.96 Blue Springs, Missouri 0.89 Columbia, Missouri 0.94 Florissant, Missouri 0.90 Lee's Summit, Missouri 0.90 O'Fallon, Missouri 0.92 Springfield, Missouri 0.98 St. Joseph, Missouri 0.96 Broken Arrow, Oklahoma 0.97 Edmond, Oklahoma 0.94 Midwest City, Oklahoma 0.96 Norman, Oklahoma 0.98 Stillwater, Oklahoma 0.96 Johanson Group applied a data aging percentage of 1.5% so the market pay data provided by the respondents will be current through March, 2017. Johanson Group obtained average wage inflation Page 3 of 197 percentages for 2016 and 2017 from eleven national, state and local sources. The average salary inflation table with the eleven sources is noted in Appendix 1.0 of this report. Discussion of the Merit Pay Plan Unlike the MAG 2012 study where the behind the market variances were applied to the City's current 2006 merit compensation structures to establish the 2013 pay plan, the 2017 Proposed Merit Plan for the three separate tiers will be created by applying the actual average behind market pay variance to the internal average pay line for the employees within each of the three Merit pay plan tiers. The market actual pay, pay range minimum, midpoint and maximum average variances worksheet for the benchmarked positions by each pay plan tier are noted in Appendix 2.0 of this report. Tier I: Adjust Tier I Employees' Average Pay Line to match the market survey pay mean. The average pay range midpoint percentage variance between the City's current 2013 pay plan and the Tier 12017 Proposed Merit Pay Plan is 11.6%. Tier II: Adjust Tier II Employees' Average Pay Line to match the market survey pay mean. The average pay range midpoint percentage variance between the City's current 2013 pay plan and the Tier 11 2017 Proposed Merit Pay Plan is 12.8% Tier III: Adjust Tier III Employees' Average Pay Line to match the market survey pay mean. The average pay range midpoint percentage variance between the City's current 2013 pay plan and the Tier 111 2017 Proposed Merit Pay Plan is 10.0% The Merit Pay Plans for Tiers I, II and III are marked as "Proposed" 2017 Merit pay plans and they are noted as Appendix 3.0 of this report and the market pay study results by benchmarked position title are located in Appendix 7.0. Please note that with the 2017 Tier I Pay Plan, the lowest pay grades under the City's current pay plan (Grades 103 to 106) will be rolled into one pay grade and the new pay grade will have a pay range hourly minimum of $13.05 and a Midpoint of $15.00. This will fulfill the City's desire to provide a reasonable living wage and pay range structure for 20 positions that are placed in the new 1410 pay grade. Discussion of the Fire and Police Step Pay Plans The methodology for the proposed Fire and Police pay plans differs from that used for the proposed Merit pay plan because the Fire and Police pay ranges are not created by the market actual pay averages as are the Merit pay ranges. The Fire and Police Pay Plans are instead, based on the actual market pay average minimums and actual market pay average maximums for each rank. Pay ranges for the proposed Fire and Police pay plans were determined by the actual market minimum and maximum, adjusted for GCD, then increased by the 1.5% aging adjustment to advance the current pay structures for 2017. The overall market average pay range minimums and maximums for the Fire and Police positions are noted in the upper half of the tables on the one page document in Appendix 5.0. The lower half of the tables represent the adjusted market pay range minimums and maximums by -3.0% based on the Total Compensation impact of the LOPFI 2 retirement plan. The market study of statutory holiday pay in base pay is posted in Appendix 4.0. Page 4 of 197 The steps were then created by calculating the dollar amount to develop equitable increases from the minimum to the maximum step. The 2017 Fire and Police uniformed rank positions step pay plan minimum and maximum ranges based on implementing 25% of the full market study ranges are noted at the bottom of the 2017 Pay Grid matrix in Appendix 3.0. The market pay study results for the Fire and Police positions reside in Appendix 6.0. City Mayor and Council Market Pay Study for 2016 Johanson Group completed a pay study for the City Mayor and City Council positions. A pay comparisons worksheet is located in Appendix 8.0. The salary for the Fayetteville Mayor is behind the market salary average by 20.3% and the average annual base pay for the City Council members is 29.7% ahead of the market average. Additional Compensation Findings for 2016 As part of the market compensation study, Johanson Group asked the respondents to provide - information on additional compensation items. The additional compensation study worksheet appears in Appendix 9.0. Noteworthy additional compensation offerings for non -uniformed and uniformed positions are discussed below. Longevity Pay: 54% of the pay study responding municipalities offer longevity pay for non -unformed and uniformed positions. A majority of the longevity pay plans start with five (5) or more years of service and the average annual additional pay ranges from $180 to $1,352 for non -uniformed positions and $230 to $1,477 for uniformed positions. On -Call Pay: Approximately 55% of the pay study respondents offer on-call pay for non -uniformed and uniformed positions. The average daily additional compensation for on-call pay per day is $15 to $16 for non -uniformed and uniformed positions. Certificate Pay: Close to 20% of the respondents offer certificate pay for non -uniformed positions as compared to just under 55% for uniformed positions. There was insufficient data from the survey respondents to provide a valid certificate pay average for the non -uniformed positions. For uniformed positions, the average additional certificate pay ranges between $47 and $87 per month. Achieved Education Level/Tuition Pay: The respondents provided information about this additional compensation in this part of the market compensation study and the offering of tuition reimbursement in the benefits study section. Based on input from the respondents, 32% offer education/tuition pay for non -uniformed positions and the average tuition reimbursement is $657 per semester. For uniformed positions, education/tuition pay is offered by 55% of the study respondents and the average reimbursement is $858 per semester. Based on the Benefits Study, 55% of the of the responding cities offer tuition reimbursement plans. Shift Differential Pay: Approximately 23% of the study respondents' offer shift differential pay. For non - uniformed positions, the average hourly shift differential for evening hours is 50 cents, and for night hours the average is 77 cents. For uniformed positions, the shift differentials are more varied and there was not enough information to provide a survey differential pay average. Page 5 of 197 For the remaining additional compensation study offerings inclusive of Top of Range Bonus and Bonus/Incentive Pay, very few of the municipalities offer these forms of additional compensation. For Service Recognition, less than 18% of the respondents have a plan for service recognition. Most service recognition programs include some form of service pins where the pins are distributed during a service recognition banquet or reception. External Market Benefits Findings for 2016 Health PPO and HDHP Plan Market Benefits Study A Health PPO Plan market comparison summary based on twenty (20) municipal survey respondents and five (5) municipal HDHP survey respondents are noted in Appendix 10.0. The City of Fayetteville's health insurance premium cost share with its employees is very competitive with the High Deductible Health Plan (HDHP). The employees pay 9% and 10% of the monthly health insurance premium cost respectfully for employee only and family plan coverages and the City covers 91% and 90% of the premium cost. The market study HDHP health insurance premium cost share averages based on the five municipal respondents is 16% for employee only coverage and 26% for family coverage. Approximately 76% of the eligible employees are enrolled in the City's HDHP health insurance plan and 14% are enrolled in the City's PPO plan. The City's monthly health insurance premium cost share plan is less competitive with its PPO plan but still respectfully beneficial to the employees with the City paying for 75% of the employee only coverage and 64% for family coverage. Additional Benefits Study Comparisons Highlights A Summary of Additional Benefits Study Comparisons worksheet based on eighteen (18) municipal survey respondents is displayed in Appendix 11.0. The City of Fayetteville benefit offerings are comparable with the survey respondents. - The City of Fayetteville is above the survey average with offering an HDHP Health Plan, Section 125 Plan, Flexible Spending Account and a Health Savings Account. The City offers a slightly lower pharmacy PPO co -pay expense compared to the market study average. The City is competitive with its employer contribution percentages provided for non -uniformed and uniformed retirement plans. Health and Wellness Programs Discussion For the Health and Wellness part of the benefits survey, there were eleven (11) of the surveyed cities that provided additional information about their respective employee health and wellness programs. A summary of health and wellness program highlights is noted in Appendix 12.0. The City of Fayetteville is competitive with the market benefits survey respondents with its offering of a disincentive of the health insurance premium cost share for wellness non -participants though most of the surveyed municipalities offer incentives instead of cost disincentives. There is opportunity for the City of Fayetteville to enhance its health and wellness program by evaluating the program offerings of the municipalities that shared information on their respective programs. Classification, Compensation and Benefits Study Recommendations and Implementation for 2017 • Adoption of the City's Total Rewards and Compensation Philosophy Statement—Appendix 16 Page 6 of 197 • Adoption of the 2017 Merit, Fire and Police Pay Plans • Adjust pay for merit employees with pay below the 2017 Merit Pay Grade minimums with the greater of 4% merit or the pay adjustment required to reach the employee's respective pay grade minimum • Place eligible Fire and Police ranked uniformed employees on 2017 Step Pay Plans with a step increase — this represents an average pay increase of 6% • Continuation of current competitive employee benefits - Review health and wellness plan offering by the surveyed cities to determine how to reduce health care expenses by increasing health assessments, illness prevention options and wellness programs • Utilize the DBCompensation compensation management software to internally manage job valuing as current jobs change and new jobs are needed to provide services as the City of Fayetteville's population continues to grow List of Appendices: Appendix 1.0 — GCD Comparison Worksheet and Pay Data Aging Percentage Table Appendix 2.0 — Merit Benchmarked Positions Pay Study Results by Pay Group Tiers I, II and III Appendix 3.0 — Proposed 2017 Merit, Fire and Police Pay -Plan Grid and Merit Pay Group Tiers I, II and III Appendix 4.0 — Market Study of Statutory Holiday Pay in Base Pay Appendix 5.0 — Fire and Police Uniformed Ranked Positions Pay Study Variances Summary Appendix 6.0 — Fire and Police Pay Study Results by Position Title Appendix 7.0 — Merit Benchmarked Positions Pay Study Results by Position Title Appendix 8.0 — City Mayor and Council Market Pay Study Comparisons Worksheet _ Appendix 9.0 — Additional Compensation Study Results Summary Appendix 10.0 — Health HDHP & PPO Plan Market Study Comparison Summary Appendix 11.0 — Summary of Additional Benefits Study Comparisons Appendix 12.0 — Benefits Study Health and Wellness Program Highlights Appendix 13.0 — Additional Compensation Study Results - Raw Data Appendix 14.0 — Market Benefits Study Results - Raw Data Appendix 15.0—Targeted and Responding Survey Participants/Data Sources Appendix 16.0 — City's Current & Proposed Total Rewards and Compensation Philosophy Statement Johanson Group would be pleased to answer any questions you might have concerning this report and the recommendations for the Proposed Pay Plans for 2017. We appreciate the opportunity to assist the City of Fayetteville on its Classification, Compensation and Benefits total compensation program. Sincerely, , 44-r Blair Johanson President, Johanson Group Phone: 479-521-2697 www.johansongroup.net Page 7 of 197 APPENDIX 1.0 GCD COMPARISON WORKSHEET AND PAY DATA AGING PERCENTAGE TABLE johanson group n O O m m m LO �,D O O Ln lD Ol t O O N 00 LO r- �t lD 00 lD o o rn o 0 0� Om o o am m 09 rn Oti C, (, m Om Om rn rn rn Om l7 3 ri ri o ri ri o o ` r1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 u o t . D- w C O O ri n n ,t V O O Ln Zzl. ri lD O O W N M lD N yam, c i O O O m m O O O O O O ri O ri ri O O O O O O O O OG Rk r4 ri r-1 O O rl r4 4 r4 ri ri ri rl ri rl ri rl rl ri ri r-I rl r-I D � U w O Ln 00 M -. 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O O O O O O O O O O O O o Q C C CL LD N W N LD i N N Ct r N N Ln Ln lD N lD N 91 I- 00 I- W I- 00 N 00 N 00 N 00 ri Ln I, Lr 1, Ln Ln � N n N N n N n E M m M M m m M M M m M M M M m m M M M m m m m in in to in to to to to in in to in, in in to in to in to to in to in u O u -0 C Q `�° O O ru ,ate-+ 0°c ` c v Ln O 3 E T C 3 C E v Ln C v+ v 00 r (6 v •" ^ QJ a W o Y O E -6 O 3 W m U Ll C J Z '2 Ln J c C CD U O Ll J O N l./l m W cc G Z (% I City of Fayetteville Salary Budget Increases National and Local Results Salary Study Sources 2016 2017 Worldat Work 3.0 3.1 Conference Board 3.0 3.0 ERI 3.0 3.0 Aon Hewitt 2.9 3.0 Korn Ferry Hay Group 3.0 3.0 Willis -Towers- Watson 3.0 3.0 DOL -BLS State/Local Gov. (9/15-9/16) 2.0 NOARK General Increase 2.9 2.8 NOARK Merit Increase 3.2 3.4 AR Comp. Assoc. Gen. Inc. 3.2 3.0 AR Comp. Assoc. Merit Inc. 3.5 3.5 Average 3.0 3.1 Salary Data Aging Adjustment: October, 2016 to March 2017 1.5% Page 9 of 197 Page 10 of 197 APPENDIX 2.0 MERIT BENCHMARKED POSITIONS PAY STUDY RESULTS BY PAY GROUP TIERS 1, li and III jc banson. group W 13 J � W CLL � c o Q O LL z:; �+ LL O CL O — H v w U � � C o 0 0 0 0 0 0 0 0 0 0 0 0 0 o o 41 O N 00 M(fl Lq O 00 Ln Ln O O Cq 00 N W w M W04 Cq N - a O Ch Ch N M N 00 (O M O 1 I 1 I 0 1 6) t T d MM LO Ln Ln O w 0 r O O r M M M W O M M � v Cfl co CD o r 0 o p o 0 Lo r CO Lo m vIn co eo LriLn 6 ri Ln 6 Co ri ri r o o ui m o a) Ln u0 In LO LO Lo "t 0 "t Lf) Lo M U-) In -,t " 0 u m 64 EA 6) 64 64 64 6? 61), 64 64 64 64 64 63 b4 64 64 64 64 C v to OO Lf) N Nt M r O O r O 00 V M N (O C Lo m Y x O - r Ln O M O (� Ln Lf0 00 00 O O N r O 10 O M N N M N O O M LO 't CO LO N L(0 LO r t r 0 Q M CO O Cfl CO M (.0 M 't Lo Lo 't LO LC) � u0 'T � Ln U (7 64 6) 64 64 64 64 EA 64 64 64 64 64 6) 6) 64 64 64 64 Efl C 0 0 0 0 0 0 0 0 0 0 0 0 0 \ 0 0 0 0 +' `l Ln N M M MOR O CA M M 00 M N N 7 CA C'? N00 r v. tC V 'cf 't O O O M co "t O O W LO LO r N d m r I r 1 N I N I co I I I M - I N P 0 C _ N N N M LO N Lo M M O Lr) Ln O Ln M O N O -p O O M o0 M r O 00 a0 r r CO r r r O M r - .` M M M M M CO M r (P CA (A N M : N 6 y 'IT It d' Cl) Cl) N M M M Cl) M M M :I -'IT 64 vi 64 64 64 64 64 64 64 6- 64 64 64 (4 EA 64 6) 64 64 0) Li CL CU a+m It O r C'OLL0 L[) O Ln � 00 M (A N M 0 Ln O O A Y [f L() N N (D CO r M Cb M O r O O O N r M U > CO N N N (D - M Op L() O u) M r p m O r CO Ln LO Ln Ln LO It LO It 't M It It M Nt M M I* t Q 64 6) 64 64 64 64 64 64 64 CA 64 ER 64 64 64 64 64 63 64 Q ^ o 0 0 0 0 0 0 0 0 0 0 0 m N C \ \ \ \ 0 0 O N d Ln In N r Cl? r O N M c0 CO r M O v L Ln (D N (A O (O N O Ci O N O o0 6 m M W I I 1 cN,) I I I I I N r 1 r m 0 y N O Vt 'It N N N w 't N u0 w M N N N LO � r Ln M m Y N C M M L!i LL0 U? r*-: O Ln U?r r r N O (fl N CD O C M ao CO M M V Oan (fl M M r O M r N ar i M M M M M M M M M M co N M M N M N N M m E 64 64 64 64 64 64 64 6 - 64 64 64 u!) 64 64 EA 64 CA H-) 4A N a+ LL E m O M O r CA r M O O N M W N m M w V M E Q m c r N �t CD (3) N ', N M M � 00 � Lo O X On ro Y M N N N Lf) 0 O V M M (0 "t O (0 M n0 C M o o o a o 0 0 0 0 o 0 0 0 0 M o i co 10 Lo O O CO (A N M p M N M O m w w Q M L6p Oo O M Crj O (O CO c? 0 a a m O N — v M M Lf) Ln O co O O LOM 00 M O N O r vi C b 't It r M M O r Lo O O O 'tM N r O E f0 00 00 N 6 6 M 6 Nv 6 M u0 O O (A � CO Q) O LO LO 0 L) n Ln LP ,tu7 LO M LO Lo M "t M E N '� Q (R 64 64 64 64 64 64 64 GS 63 w 64 6-T FA 64 H3 b4 64 O 1aLT � y T N (O Lfj r O N O u0 (D 00 LO co M "t 4) (o N C O Cu Ln v N M O M O r co N O o0 M O L[) (A r Un e -E m 00 Lo co co 00 M 00 M r (D O r M r CD 6 a; � r' mO = (O l() In In LO LO 't u0 't "t'T co "T M 1 1* m C 64 64 64 64 64 64 V) EA v4 64 63 64 (R 64 64 fl4 64 64 bD m v � Q �O Y O O w W U O �e m O ujU c �_ U D Z v w_ U CO W 00 0 Oo y C7 LU LU Y Z U >. c �-' D O � U >- W w T U W J o i W Q Y � � vL Z U O LL Z Q� w Z D 0 m LL W _ LtJ O Cn D O od U cn w a, a n OLL W U U Q Z U) (n C7 J Q > U W f- 0O U W O Z U � qy >- Q LL Q U w z z z Q F -O a W W O U W z �_ j j ~ (n Q W = O I- 0 F -W of z U Cn W m U Q Y LL, z O W 2 w O W Q 06 CL J Z U z Oz J g LL Li U U Q W ~ Y Z U W 0 Q P w w w w OU = 2 O � w H Q ~ ~ O > U U Li Q U Gl Z a( CL U U d U 2 (n 111 (] N IL W J WLn CL w 'n '^ ao ° ._ �= LL , n LL O O d a(U LAJ a C X o o c \ \ o o o o a o 0 0 \ o 0 C -.P, o (4 N iO M 'r N N N O N (D 0) M LO (C)0 00 C A Ln (O Lr) I� O O C? p 1� M N LI) O Lci r N �, M O T d x M Cn w 1� w r O (D r M Lf) LO LO LO Cn t` 00 t` CO t` W t` (D r (D t` 00 N OA r •- V- LO It LO I CO N CA lO M h m a � lf) u-) co ,r 0 (A wi L6 I� I� C6 M V N N N 00 (A t0 d ani - IT CO qT CO CO CO CO c) M M CO N M Cl) CO CO N N M V) CR EA V) V) V) CO, V3 V) V) V) V) V) V) V) V} (a V) V) 69 V) 69 _ u -a m O O 07 M (A 00 M O 00 O N 'tIT 00 O CO I-_.. m Gi t` O O N t` O t` (O r O M O ti M M M O (q Cl? 0 ti m X p' 4 4 M w N M co N M O O r--: M Ob 0 4 co 4 t O w N O n 0 d V � U) M M It co M b9 M EA M EH M Ki M 6-169 M M Ki M ER M 61)6i M M 69 N EA M W. M ER M ER 0 b4 613- ER EA ER ER d4 Li O O O O O O O O O O � O O O O `I O O C N 00 - 0 0 � r-- V: It O C,O LO r N � M � A7 r M r N T (D 6 CO lt7 00 N CNV uir CV OD N w C O Cf) LO M O O rtO O O O N N N P- It N O a�. ti O O CO 0 r r N CO NCR (q N ti O O (q M ti N M a. N CO O V O N r 00 M M O 0 M N O CO M U) N M 00 M M M M N M Cl) M N N N N N N N N N N N N N N C (A) V) V) V) V) V) V) CR V) V) V) V) V) V) V) V) V) V) V) 69 V) 64 a LL d M M r r Cn OA O 'ItO It It h W) M 00 O CO CO M p N .% M M O) (O Il (A OA O (9 00 O h O) h N � O) 00 I- � U M O O N N N N 00 1'-0p M M I- In r w M d' M M M M V) M t» M V) M V) M C» M V3, M V) N 69 N V) N 69 N V) N V) N (9 N V) N V) M 0 L Q V) V) 69 V) V) O» a abb o o o M o 0 0 0 0 0 0 0 0 0 0 o .� y N M Cl? O -q-M (fl W O N M O M M O M co (7 L q '.. CO (A (p N O (Ni r N6 O] lO r O CO Cp O ti 4l a a O CO r N Cn Cn M N 'It N N I- N CO Lo Cn t` t` O N C N O O (fl � N GA OA CO I' u? r", [*'� CC) O M M M O M r 3 C N I- O O M N t` u) CO M V M 'T v M w N a0 (A a m E N U3, M 69 M V).. N V) N V) N V) N V) N V) N V) N V) N V) N (a N 6A N 69 V) N V) N V) N V) N V) V) V) N V) LE E 7 7�^ 00 N CO w N O N M_ N O M M O M m m h r- m M w Q c O M ti O) M M (A O tO O M M CO O r M r 00 �o �c y m m N CO LO � I` 0 CD O 4 0 � i M M N N N O O O W � c Q N V) M V) M V) N 69 N 64 N V) N V) N V) N V) N V) N V) N V) N V) N V3 N V) N V) N V) N V) V3 N V) N V) N to Q . a C f0 y o o o M o o �_ o 0 0 c N N O G CD O p CO CA C6 p O C'7 I� N O. a a a •� CO M Cl) O O CO � M O 1` O N r O CO r- r N Y > r 1� M 0 CO r 00 M (O O m �- O M 0 ti E p m O "i CO 00 co V 0 r I` m co 4 � N M N M p E Q 6W9 � 6�9 6M9 6q 6 � � � � 669 � � Y> � dN9 � Gq � W, 669 C G m W LO � M � O � OR M O M W « OM O N 000 CNO O � (D M Y M C*4 LO M OM M CO M M M M N N N M N N CO r C a -I j O = It M N N N N M w Q V} V) V) V) V) V) V3 V3 V} V} CA V} V} V) V) to V) V) V) V) V) a C0 m O Z j O Q U (n v w Z Z:) Y w CO m Y p W LL w mU Z Q z z c E O z F Q Q� O Q m a Q W H OU Q aa+ �• U 2EO W -i Q W z co v o Q p p w w } Q w z a Q z Z Q z w co � Y U O Z Z LL Q Q p o czn U w w w w U) o w do a an O Q z C�7 W O d W Q a FO < w �- �+ v� O z z Z Q¢ cn C7 z z U) w Z j a' Col o Z z z W c�7 F- O O z p Q O Z w O v Q U > w U Q Y � Z F Q Of z �_ �- Q Y U a Q w U� CD W W EL U O Z F— cn Z O LL Z W H Q w O D z O O z w Q Q O U 11 U_ Y O LL Q = W (n0� U U J Q W LL J E U P U U Q Z U ~ m W w U cn H cn O Q w w U w w Q w> UL z ? Q m c� (� ? n a z Q m F- (a (� (7 O UJ H to a° LL .+1 .= LL O O C) a a 41 F- w 0 - P v N o 0 o o 0 0 0 0 0 0 0 0 o y L (v) C M N C p O N O O (A V o\ c CO N M r N r00O C? M j (D u') LO C6 M 6 00 6 O OO N M CO ti � a v � •� CA (fl t LO CD (D CD D) u) V LO V (D 'IT W w I� O O I O 'Kt O LC') O M v W x (D CD LO (O (D CD M LO CD In (D (D LO 0 m m I- r- (D (O 1` Co LO I- LO r r LNO M N D) O N N N LO 0 0 6 O N I� 4 (o OO6 (A M O I� 00 O M4 r N ani N N N (14 N N NN N N N N N N N N m U) U} U) U) U) Eli U) ER U) EA U) U) Eli Page 14 of 197 APPENDIX 3.0 PROPOSED 2017 MERIT, FIRE and POLICE PAY PLAN GRID AND MERIT PAY GROUP TIERS I, II and III ejo ancon roup PAY PLAN GRID EFFECTIVE 2017 Annualized amounts are based on hourly rates. GRADE/DESC HOURS HOURLY RATE ANNUALIZED MIN I MID I MAX MIN MID MAX MERIT EMPLOYEES J410 T1 2080 $13.05 $15.00 $19.05 $27,144.00 $31,200.00 $39,624.00 J411 T1 2080 $13.66 $16.46 $19.75 $28,412.80 $34,236.80 $41,080.00 J412 T1 2080 $14.12 $17.01 $20.41 $29,369.60 $35,380.80 $42,452.80 J413 T1 2080 $15.02 $18.10 $21.72 $31,241.60 $37,648.00 $45,177.60 J414 T1 2080 $15.92 1 $19.18 $23.02 $33,113.60 $39,894.40 $47,881.60 J415 T1 2080 $16.83 $20.27 $24.33 $35,006.40 $42,161.60 $50,606.40 J416 T1 2080 $17.73 $21.36 $25.63 $36,878.40 $44,428.80 $53,310.40 J417 T1 2080 $18.63 $22.45 $26.93 $38,750.40 $46,696.00 $56,014.40 J418 T1 2080 1 $19.53 $23.531 $28.24 $40,622.40 $48,942.40 $58,739.20 J419 T1 2080 $20.43 $24.62 $29.54 $42,494.40 $51,209.60 $61,443.20 J420 T1 2080 $21.34 $25.71 $30.85 $44,387.20 $53,476.80 $64,168.00 J421 T2 2080 $21.37 $25.75 $30.90 $44,449.60 $53,560.00 $64,272.00 J422 T2 2080 $22.19 $26.73 $32.081 $46,155.20 $55,598.40 $66,726.40 J423 T2 2080 $23.05 $27.77 $33.32 $47,944.00 $57,761.60 $69,305.60 J424 T2 2080 $24.34 $29.33 $35.20 $50,627.20 $61,006.40 $73,216.00 J425 T2 2080 $26.07 $31.41 $37.69 $54,225.60 $65,332.80 $78,395.20 J426 T2 2080 $27.80 $33.49 $40.19 $57,824.00 $69,659.20 $83,595.20 J427 T2 2080 $29.52 $35.57 $42.68 $61,401.60 $73,985.60 $88,774.40 J428 T2 2080 $31.25 $37.65 $45.18 $65,000.00 $78,312.00 $93,974.40 J429 T2 2080 $32.98 $39.73 $47.68 $68,598.40 $82,638.40 $99,174.40 J430 T2 2080 $34.70 $41.81 $50.17 $72,176.00 $86,964.80 $104,353.60 J431 T3 2080 1 $34.53 $41.61 $49.93 $71,822.40 $86,548.80 $103,854.40 J432 -T3 2080 $36.38 $43.83 $52.60 $75,670.40 $91,166.40 $109,408.00 J433 T3 2080 $38.23 $46.06 $55.27 $79,518.40 $95,804.80 $114,961.60 J434 T3 2080 $40.08 $48.29 $57.95 $83,366.40 $100,443.20 $120,536.00 J435 T3 2080 $41.93 $50.52 $60.62 $87,214.40 $105,081.60 $126,089.60 J436 T3 2080 $43.78 $52.75 $63.301 $91,062.40 $109,720.00 $131,664.00 J437 T3 2080 $45.63 $54.98 $65.97 $94,910.40 $114,358.40 $137,217.60 J438 T3 2080 $47.48 $57.21 $68.65 $98,758.40 $118,996.80 $142,792.00 J439 T3 2080 $49.33 $59.43 $71.32 $102,606.40 $123,614.40 $148,345.60 J440 T3 2080 $51.19 $61.68 $74.02 $106,475.20 $128,294.40 $153,961.60 J441 T3 2080 $53.05 $63.91 $76.69 $110,344.00 $132,932.80 $159,515.20 J442 T3 2080 $54.90 $66.14 $79.37 $114,192.00 1 $137,571.201 $165,089.60 J443 T3 2080 $57.24 $68.96 $82.75 1 $119,059.201 $143,436.801 $172,120.00 FIRE EMPLOYEES (2912) 232 Firefighter 2912 $11.81 $17.13 $34,390.72 $49,882.56 235 Driver 2912 $14.59 $19.07 $42,486.08 $55,531.84 238 Captain 2912 $18.21 $24.03 $53,027.52 $69,975.36 242 Battalion Chief 2912 $20.84 $27.50 $60,686.08 $80,080.00 POLICE EMPLOYEES (2080) 330 Officer 2080 $17.60 $25.24 $36,608.00 $52,499.20 332 Corporal 2080 $20.87 $27.69 $43,409.60 $57,595.20 335 Sergeant 2080 $23.07 $31.30 $47,985.60 $65,104.00 337 Lieutenant 2080 $26.06 $34.88 $54,204.80 $72,550.40 15 of 197 W_ W J J_ W r - W Q LL LL 0 `a: I -- cc 0 a W CL' m H W to z a Cr ca W Q C� Q a L -i 0 N Ln LU F-- z 0 V) 0 Cl C1 3 0 CL z a Cl 0 W Q LL' w O LU LU d N w U z Q z LU H ~ Z w Q C7 � a p Y Z a ga oq O m r-1 n L!1 N m N O N p J Z m z LU W z_ Q z a X a N = Z U D t.L a Ln LU LU U z O N U H vi z U ? 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Z LL O Z w U a cn O a U Z Z z 0 Q l LLJ a Ca o� �= 0Wa��s- QZzC� Lu zF G LL a LL U (Wj w Z Y DO N W a c U L') Q OC v W �- W W -� > J a O d U 0 O c~ C W a a U U U U LL 0- 0 H z O � 0 d 0 0 0 2 m a N U U L H m W Q J � J W Q >- Ln r` Ql N N Ln r- O N Ln \ M O O M l0 Cl M l0 Cl N l0 Ql W Z r d N Ol l0 �t r -I 00 Ln M O h Ln N Ol W c 00 r- I- i- I- l� 0 L� to lG Ln Lf1 Ln Lu GC= Q LL 0 _G LL Q X O W B H Q) 5; >- < Q } W Rt r1 00 m r-1 00 Ln N m l0 m r -I a Q rn r -i m I-0 lzt N Cl r` Ln N O o0 I -o Is 00 "D m r-+ of r` lzr N o 00 L0 m r -i c lz 1�o Lo �.o Ln Ln Ln Ln Ln It N Z O a n_ O Ln m m 00 M 00 M 00 m 00 m Q N Ql O ri M �t l0 r Ql O N M Ln d r` .4 m r -I Ol r< Lr; M r4 O 00 lD Ln Ln Ln Ln tt It Zt "t Zt It M m M Z_ W QM N r� O Ql 00 r- l0 Ln It M d -:t �r �t M M m m m M M M m Page 27 of 197 APPENDIX 4.0 MARKET STUDY OF STATUTORY HOLIDAY PAY IN BASE PAY Johansoni group City of Fayetteville Holiday Pay Included or Not Included in Base Pay October, 2016 AR Bentonville Conway Fort Smith Jonesboro Little Rock North LR Rogers Springdale CO Fort Collins KS Lawrence Manhattan MO Blue Springs Columbia Florissant Lee's Summit O'Fallon Springfield St. Joseph NC Asheville OK Edmond Midwest City Norman Stillwater Broken Arrow Police Yes Yes Yes Yes Yes Yes Yes No Yes- Yes es Yes N/A Yes Yes No No Yes Yes Yes Yes Fire Yes Yes Yes Yes Yes Yes Yes No Yes Yes Yes N/A Yes N/A No N/A Yes Yes Yes Police 88 Hours 4.2% 88 Hours 4.2% 80 Hours 3.85% Page 28 of 197 Fire 88 Hours 4.2% 80 Hours 3.85% No No 90 Hours 4.3% 264 Hours 9.1% No No 80 Hours 3.85% 240 Hours 8.2% No No 88 Hours 4.2% 133 Hours 4.6% No Yes 80 Hours 3.85% No Yes 106 Hours 5.1% Page 29 of 197 FIRE AND POLICE UNIFORMED RANK POSITIONS PAY STUDY VARIANCES SUMMARY johanson group City of Fayetteville Pay Study Plans - Fire and Police Uniformed Rank Positions Pay Study Variances by Position Title Pay Range Minimiums and Maximums GCD and Aging Adjusted to 3/2017 Fire Position Title Average Pay Range Minimum Variance Average Pay Range Maximum Variance Battalion Chief -18.9% -19.7% Fire Captain -14.1% -13.1% Driver -11.6% -17.3% Firefighter -13.9% -15.3% Average -14.6% -16.4% Police Position Title Average Pay Range Minimum Variance Average Pay Range Maximum Variance Police Captain -20.2% -19.3% Police Lieutenant -23.0% -20.9% Police Sergeant -16.8% -18.2% Police Corporal -16.2% -22.5% Police Officer -13.6% -17.4% Average -18.0% -19.7% Average Pay Range Minimum and Maximum Variances are adjusted downward by 3% for Total Compensation impact associated with LOPFI-2 retirement plan. In addition, Police Corporal Range Maximum Variance adjusted from -22.5% to -19.7% for pay range compression with Police Sergeant pay range minimum step. Fire Position Title Average Pay Range Minimum Variance Average Pay Range Maximum Variance Battalion Chief -15.9% -16.7% Fire Captain -11.1% -10,1% Driver -8.6% -14.3% Firefighter -10.9% -12.3% Average -11.6% -13.4% Police Position Title Average Pay Range Minimum Variance Average Pay Range Maximum Variance Police Captain -17.2% -16.3% Police Lieutenant -20.0% -17.9% Police Sergeant -13.8% -15.2% Police Corporal -13.2% -16.7% Police Officer -10.6% -14.4% Average -15.0% -16.1% Page 30 of 197 Page 31 of 197 APPENDIX 6.0 FIRE AND POLICE PAY STUDY RESULTS BY POSITION TITLE 011,411SOD : group Police Captain Page 32 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group ,Job description Under the direction of the Deputy Chief, responsible for daily operational functions of the Fayetteville Police Department. Provides day-to-day operations oversignt to various divisions including vehicle, bicycle and motor patrols, detective, narcotics, firearms, and K-9 Law enforcement procedures, state and federal laws, civil service rules and regulations and department policy and procedures govern this position. Responsible for the protection of life and property, prevention of crime, apprehension of criminals and the enforcement of laws and ordinances. Qualifications H.S. Diploma or GED. 10 years as Fayetteville Police Officer. 3 years as Lieutenant. Valid driver's license and certification as a commissioned law enforcement officer in the State of AR. Possess or ability of obtain certification to operate AFIS (Automated Fingerprint ID -System), the ACIC (AR Crime Info Ctr) and the NCIC (National Crime) job Salary Ran ge SubnlT(led *Adjusted Salary Range Minimum Nfaximmn Mininwro maswul n C'T'T V Match dtrttt a Width Be a tow, ille. AK Nfatch sf0)"653 $!16}170 $61.563 _-_ 54314A5 59.88% Con%vq. AR Fort Smith. Alt Match 562.105 $67.961 Sfa4.928 $71.050 9,43% Jonesboro. Alt Match `+71,000 $81.000 $74,227 $84,681 14.08% lattle Rock, Aft Match 568;019 $1(12,029 $66,278 $09,417 50M(Prh North Little Rock. AR Match 572,686 $79,826 $70,825 $77.782 9.82% Rogers, AR Match $70,272 $109.801 $71.326 $11 I A48 56.25%. Springdale. AR Match $66.130 $100.197 $67.122 $101,700 51.52% Lawrence, KS Match $83.692 5112,984 580.700 $108.945 35A*% Manfialtan, KS Blue Springs, MO Match 5617.0110 590.210 S54173 $81.491 50,15% Columbia, MO Match $75,362 $116,811 $71,903 $111,449 55.00% Fion%4.mt, MO Match 574.471 $98,420 $68,029 $89.907 .32.1.6% Ltx,s tiunlnlil. MO Match $72.499 $102,223 $66,228 $93,381 41.00% OTalton, y1O Match 578,000 Sl 10.074 572,536 $102.787 41.129,' Springfield, MO Match "x58,011 590.917 557,704 $90,435 56.72% St. Joseph. MO Match $W,512 $87.137 $58 X163 $84.906 ",W0 f Broken Arrow, OK Match $74,162 $102,774 "x73.016 $101.186 38.58% Edmond. OK Match $1013.061 $119,307 598.331 5113,1331 15.76Nr Midwest City. OK Match $87,289 $94,701 $85.054 $92,277 8.49% Norman, Match $73,665 $104,889 $73,275 $104,333 42.39ci6 Slillwater.OK Match 1 $90,896 1 $110.121 1 $118,569 $107,30' 1 21.15% $71,257 196.337 36.635�c (City of Fayetteville $59,274 $80,759 36.25% $ Difference -$11,983 -$15,578 % Difference -20.2% -19.3% *Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Police Corporal Page 33 of 197 Job Description Responsible for field level supervision of patrol officers as well as to provide traffic enforcement and enforcement of all state and city laws. Some of the critical functions of this position include enforcing laws, protecting person(s) and property, investigating criminal activity and preparing reports. Responsible for the protection of life and property, prevention of crime, apprehension of criminals and the general enforcement of laws and ordinances. Qualifications H.S. Diploma or GED. 6 hours of college English. 5 years as Fayetteville Police Officer. Valid driver's license and Intermediate Pollce Officer Certificate. Possess or ability of obtain certification to operate AFIS (Automated Fingerprint ID System), the ACIC (AR Crime Info Ctr) and the NCIC (National Crime). Must obtain various certificates to handle specialized equipment used by this position. Joh `:alar% Range Submitted *Adjusled SalaryRange 4lininu3rnt Masintum Minim-® ivl-ige nr C'ITV 11akh Range Width I3cntonville- Aft Match 561.901 542.414 IS62.830 4$.13(,: Conway. Alt Fort Smith, Alt Match 546392 5 49,GUs $48.710 551.863 647% Jonesboro. AR Little Rock, AR North Little Rock, AR Rogers. AR Match ?9, 0 11 560.986 539.616 '*'61 901 w6 25°., Springdale. AR Lawrence, KS Manhanan. KS 111 o Springs, MO Columbia, MO norieutnt. MO Lee's $vntmit, MO Match $59.404 $71,663 $54,266 $65,464 20.&1%,, oTallom Mil Sp;ingfield, MO Match $38:272 $65,045 $38.069 $61297 71.52% St. Joseph. MO Broken Arrow. OK Match $56.524 $83.917 555,651 $82.620 48.46% Edmond. OK Midwest City, OK Norman. OK Match 554.000 578,170 554,609 577,756 -12.:191 Stillwater. OK Above 1 $58,516 1 $75.927 1 $57,018 $73.983 29.75% AVERWf':S $49,378 $68.477 $48,794 $67,714 511.4+Cr City of Fayetteville $42,000 $55,280 31.62% "$ Difference -$6,794 -$12,434 % Difference -16.2% -22.5% Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Police Lieutenant Page 34 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Job Description Responsible for supervision and direction of a designated patrol shift for the Fayetteville Police department. Supervises and directs patrol officers, schedules, equipment, conducts investigations and handles public communications. Ensures cost effective scheduling of personnal to areas requiring services and maintains basic police services to the City. Responsible for the protection of life and property, prevention of crime, apprehension of criminals and the enforcement of laws and ordinances. May be assigned to lead specialized units involving uniformed and/or non -uniformed personnel. Qualifications H.S. Diploma or GED. 7 years as Fayetteville Police Officer. 2 years as Sergeant. Valid driver's license and certification as a commissioned law enforcement officer in the State of AR. Possess or have ability to obtain certification to operate AFIS (Automated Fingerprint ID System), the ACIC (AR Crime Info Ctr) and the NCIC (National Crime Info Ctr). 'To I., Salary Ran a Submitted *Ad uksted S ary Range Minhinum Maximum Minimum ,M,,',mutn CITY Match Runge Width Bentonville, AR. W(ch $52,395 $83.762 $53.181 585,1118 59.87% Conway, AR Match $54,000 506,000 $54,262 $66.320 22.22% Fort Smith. AR Jonesboro. AR Match S61.000 $+70,000 $63.772 $73,182 14.75% Little Rack, AR Malch 548.851 $88,277 $57,341 S86.017 50.(Wk North Little [tock, AR Match $66,589 $68,607 $64,884 $66.851 3.03% Rogers, AR Match 562,210 $97.104 :563,143 54ti,662 56.250 Springdale, AR Match 557,746 $87.493 $58,612 $88,805 51.51% Lawrvnm KS Munhatian, KS Blue Springs, MO Match S54,60fi $68.255 549,323 5.!51,651$ 25.01% colnnthia, MO Match $67.890 510!.835 $61,774 $97.161 50.00% norisxant. M10 Match 568,859 591.051 $02.903 $93,175 32.23% Lees Summit, MO Match $74,849 $89,983 $68,375 £82.199 20.22% CiTallon, MCD Match 562.670 588.566 558,521 $82.703 41,31% Springfield. MO Match $53,810 $84,802 $53,525 $84.353 57.600/0 St. Joseph. MO Broken Arrow, OK Edmond, OK Match SM578 $,104,856 $86.420 4100,043 15.767r Midwest City, OK Match 577380 $83.941 $75,399 $81,792 8.48% Nornum.OK Match S63,k1f37 590,994 $63.568 $90,512 42:3954. Stillwatcr, OK Match $83,639 $101,308 581 'm $98.715 21.13%r AVERAGES $65,351 $80,294) $63,5011 $83,951 33.63% +City of Fayetteville $51,622 $69,432 34.50% $ Difference -$11,878 -$14,519 % Difference -23.0% -20.9% $Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Wherc applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Police Officer Page 35 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Joky Description Responsible for the protection of life and property, prevention of crimes, apprehension of criminals and the general enforcement of laws and ordinances. Duties normally consist of routine patrol, preliminary investigation and traffic regulation. Provides a safe environment for citizens and visitors and answers calls for service ranging from friendly assists to highly stressful and dangerous incidents. 4ualilications H.S. Diploma or GED. Valid driver's license and be able to obtain a Basic Police Officer Certificate. Possess or have ability to obtain certification to operate AFIS (Automated Fingerprint ID System), the ACIC (AR Crime Info Ctr) and the NCIC (National Crime Info Ctr). Must obtain various certificates to handle specialized equipment used by this position. Joh Solar . Raq c Suhmilled `°Ad,jusfed Salary Range Minimum Nlaximum %fluimum Maximum (CITY Match Range Width Bentonville, AR Match $34,549 $51,168 $35,067 $51,936 48.10% Conway, AR Match $34,601 $42,290 $34,769 $42,495 22.22% Fort Smith, AR Match $36,234 $46,592 $37,881 $48,710 28,59% Jonesboro, AR Match $34,500 $51,600 _ $36,068 $53,945 49,57% Little Rock, AR Match $40,119 $60,205 $39,092 558,664 50.07% North Little Rock, AR Match $38,600 $57,000 $37,612 $55,541 47.67% Rogers, AR Match 530,969 $48,389 $31,434 $49,115 56.25% Springdale, AR Match $34,284 $52,440 $34,798 $53,227 52.96% Lawrence, KS Match $43,178 $74,337 $41,634 $71,679 72.165/v Manhattan, KS Blue Springs, MO Match $38,688 $63,253 $34,949 $57.140 63.50% Columbia, MO Match $43,911 $61,475 $41,895 $58,653 40.00% Florissant, MO Match 551,375 $68,380 $46,931 562,465 3310% Lee's Summit, MO Match $40,116 $55,848 $36,646 $51.017 39,22% OTallon, MO Match 551,750 $73,008 $48.324 568,175 4L08% Springfield, MO Match $35,214 $60,237 $35,027 $59,918 71.06% St. Joseph, MO Match $40.244 $61.428 $39,214 $59,855 52.64 i Broken Arrow, OK Match $49,212 $76,288 $48,452 $75,109 55,02% Edmond, OK Match $54,460 $88,510 $51,960 $84.447 62.52% Midwest City, OK Match $42,911 $54,972 $41,812 $53,565 28.11% Norman, OK Match $50,759 $72,272 $50,490 571,889 42.38% Stillwater, OK Match $47,803 1 $62,923 1 $46,579 $61,312 1 31.63% AVERAGES $41,594 $61,077 $40,506 $59,469 47.04% -City of Fayetteville $35,656 $50,657 42.07% $ Difference -$4,850 -$8,812 % Difference -13..6% -17.4% `Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjushnent to March 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Police Sergeant Page 36 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Job Description The primary purpose of this position is to supervise a designated shift of patrol officers. Ensures adequate staffing, identifies training needs, assist with budget requests and needs, monitors officers' activity and prepares performance evaluations. Coordinates response on patrol level and may supervise special assignments or units as directed by the Lieutenant or superior officers. Responsible for performing job duties in an accurate manner in order to protect the health and safety of the citizens and visitors of the City of Fayetteville. Responsible for the protection of life and property, prevention of crime, apprehension of criminals and the enforcement of laws and ordinances. Qualifications H.S. Diploma or GED. 5 years as Fayetteville Police Officer. Valid driver's license and certification as a commissioned law enforcement officer in the State of AR. Possess or have ability to obtain certification to operate AFIS (Automated Fingerprint ID System), the ACIC (AR Crime Info Ctr) and the NCIC (National Crime Info Ctr). Job Salary Runf�"Iaxirnurn mitted -*Arjus(ed Salo Range Minimum Minh-.. s Nlaxirnurn Match Range Width Bentonville. AR i•latch $45.947 S68.058 546.636 569,079 48.12' Conway, AR Match $44,504 S-54,394 $44,720 $54,658 22.22% Fart Smith, AR Match $51,438 $59.155 $53.776 561,844 15.00% Jonesboro, AR Match 552,000 $60.000 554363 562,727 15.38% Little Rock, AR Match 562.250 $66,858 560.656. :$615,146: 7.40% North Little Rock, AR Match $60,049 $62.315 $58.512 560.720 3.77% Rogers. AR Mach 546.086 $72,049 S4 jU $73.089 56.25% Springdale. AR Match $48,847 $74,012 $49.580 $75.122. 51.52% Lawrence- KS Match $73,737 $95.545 $71.141 $92.129 29.581b Manhattan. KS Blue Springs, MO Match 550,2.32 575.358 ra45.377 568,{175 50:02% Colauaabia. MO Match $56.108 '$84,161 $53.533 $80.298 50.00% Florissant. MO Match 362,593 $82.749 5.57.179 $75.59) 3-1-201"i Leis Summit. MO Match $59.714 $89.983 554.549 $82.199 50.69% OrTallom MO Match $62.046 $87,547 :57.939 581.751 -11.11i'.e Springfield, MO Match 545.201 $77,958 545,021 $77.545 72.24% St. Joseph, MO Match 547.931 $69.021 1.46.704 567.254 ,41,t10� Broken Arrow, OK Malch $64.090 $90.430 $163,100 $89.033 41.10% Edmond, OK Match $54.460 $88:510 551.960 $94.447 62.52% Midwest City, OK Match $55,614 $73,695 $54,190 $71,808 fi2.51'It , G Norman, OK Match 354.900 578,170 S54.6D9 377,756 42.39rn Stillwalur.OK Match $09.231 I 588.931 $67,459 $86.654 28,46" AVERAGES $55,173 $76,136 1 S54,1178 J $74.13'1 ;47.93% City of Favelleville $46,381 :$62,705 3-5.20% $ Difference -$7,797 -$11,434 % Difference -16.8% -18.2% *Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Where applicable. statutory pay if paid outside of base pay has been added to the sahwy rarngus submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Battalion Chief Page 37 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Job Description Supervision of all emergency and non -emergency operations (calls) in a 24 hour period. Responsible for maintaining readiness and staffing for fire department personnel and enforcement of City and Department policies and procedures. Quatificatfons H.S. Diploma or GED. 7 years related experience; 1 year management experience.. .lob Salary Rang! Submitted *adjusted Salary Range kliairnurls maxintttm Minimunl "vlaximum CITY � lt�latch . lunge 1i^idth 13cntunvilir, AR Match 560:091J S93,916i $61.000 595.325 5(..27�; Conway, AR Match $63,614 $77.787 $63953 $78,164 22.22% Fart Smith, AR Match S67.108 $75,497 $70,158 $711.928 12.50% Jonesboro, AR Match $71,000 $81,(}00 $74,227 $84,681, 14.08% Little Rock.AR Match 572,183 $89-583 570335 $87,2911 21.1 1 r.; [forth Little Rock, AR Match $72,149 $72,149 $70.302 $70,302 0.00% Rogers. All Match $66.242 S1103,503 567.236 S I L1i.056 56.25% Springdale, AR Match $57,746 $87,493 $58,612 $88.805 51.51% I,a wr:ncc. KS Mallrb 585.429 $1131330 $82,375 $111.207 35.00",'0 Manhatlan, KS Mauch $57.687 $01,553 556:210 $89,209 58.71% Bluc Springs, ;vita Columbian, MO Mauch $61,719 $92,578 $58.886 $88,329 50.00% Irrrisc:ln[. MO I.cw s Surnntil. MO Match '572,4951 $102,223 $662,228 $93,381 41.00% ('3'r:dlon, MO Springfield, MO Match $55,702 $80,371 $55,407 $79,945 44.29% St. Joseph. MO Match $00.512 $97,137 $58,963 $84.906 44.004/-• Broken Arrow, OK Match $5111215 $9 .825 $89,806 $93,360 396% 1'rdinond, OK Match 588,433 5130,65'7 584374 $12e4,660 47.75% 1Midwevt City, OK 6iornmo.OK Match 581,429 $118,216 580997 5117,589 45.48% Stillwater, OK Malgh S811.943 $86,921 x+79,845 $84,696 6,07% '1'4'FRAGES $70.374 :C97i.374 $69,384 591,991 34.05% (City of Fayetteville $58,347 $76,852 31.72% $ Difference -$11,037 -$15,139 '% Difference -18.9% -19.7% *Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Driver Page 38 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Job Description The incumbent is responsible for driving and operating emergency and other equipment in a safe and effective manner. Maintains all equipment in good working order. Ensures all safety rules and regulations are followed. Fills in as company officer in the absence of the Captain. Qualifications H.S. Diploma or GED. 3 years related experience. Successful completion of IFSAC Driver/Operator Program; Possesses Firefighter I and It, - and EMT certifications. Job Salar} Ran a Submilted °t 1d't>_stu! Salary Range Minimum Maximum Minimum Maxinnon CITY Match Rnnge Aridlh Bentonville. AR Match $31UM S8-135 538.573 $59.210 53,501-,r Conway, Alt Match $41,747 $51,02I $41,947 $51.269 22.22"/n Fart Smith, AR Match $45,485 $49,962 $47,552 $52,181 9.730/e Jon"lx)ro, AR Match $52.000 $60,006 $54,363 $62,727 15.381n Lithe Aork, Ail North Little Rock, AR Match $48,221 $50,759 $463)87 $49,460 5.26?Y� Rogers, AR Match S35.(1CN) $54,687 $35.525 $55,507 56.25% Springdale, AR Match SZU41 $51.911 $36,785 $55335 51.52% Lawfence, KS Match $46,4i1() $74,227 $44.741 $71;573 59.97%. Manhattan, KS Match $45,398 $05,141 $44.236 $63,473 43.49% Blue Springs, MO Coluatbia. MO Match $48,302 $67,623 .$46,085 $64.519 40.00% Florissant. MO F.ce's Summit. MO Match $41050 $58,461 $38.413 $53.404 39.03% O` -allo% MO Springfield, MO Match $37.960 $58,053 $37,759 $57.745 52.93% SL 3oseph. fwlO Match 543.298 $62.350 $42:190 SGif354 44.(X)%, Broken ArroW. OK Match $47.047 $62.683 $46.320 $61.715 33.23% Edmond, OK Match $61,886 $91:435 $59;445 $87.238 47.75% ;Midwest City, OK Match $71,283 $85,551 $69,458 $83,361 20.02% Nornian. OK Match $57.354 $83,266 557„050 582,825 45,189E Stillwater, OK Match $49,591 1 $6105 $48,321 1 $59,502 1 23.1456. A V EPUGE-S $47,070 $63,860 $46,408 $62,9011 36.81% City of Fayetteville $41,579 $53,603 28.92% $ Difference -$4,829 -$9,297 % Difference -11.6% -17.3% *Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjusttn 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Fire Captain Page 39 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Job Deserlptlan The incumbent is responsible for providing supervision over engine or truck company personnel and operations in emergency and non- emergency occurrences during a 24 hour shift. Supervise personnel and activities during emergency and non -emergency situations. The Captain develops personnel through training, education and on the job training. This position is responsible for performing job duties in an accurate manner in order to protect the life and property of the citizens of the City. Ounlif cations H.S. Diploma or GED. 5 years related experience. Successful completion of IFSAC Driver/Operator Program; Possesses Firefighter I and II, and EMT certifications. Jub Salary Ran eSubmittedl I OAd°usted Sulary Range Minimum Maximum Minimum Maximum CITY ...... Match RnagC Width Bentonville, AR Match $49,215 $76,484 $49,953 $77,631 55.41% Conway, AR Match $50,025 $61,141 $50,268 $61,438 22.22% !Fort Smith, AR Match $56,520 $61,911 $59.089 $64,725 9.54% Jonesboro, AR Match $61,000 $70,000 $63,772 $73,182 14.75% (Little Rock, AR Match $63,442 $68,786 $61,818 $67,025 8.42%r INorth Little Rock, AR Match $52,430 $58,256 $51,088 $56,765 11.11% (Rogers, AR Match 546,086 $72,009 546,777 $73,089 56,25% :Springdale, AR Match $48,847 $74,012 $49,580 $75,122 51.52% (Lawrence, KS Match $75,268 $101.612 $71577 $97,979 35.00% Manhattan, KS Match $56,784 $77,925 $55,330 $75,9.30 37.23% (Blue Springs, MO Columbia, MO Match $56,108 $84,161 $53,533 $80,298 50.00% Florissant, MO ]Leers Summit, MO Match $60,372 $89,048 $55,150 $81,345 47.50% OTullon, MO Springfield, MO Match $44,678 $66,082 $44,441 $65,732 47,91% St. Joseph, MO Match 550,807 $73,162 $49.506 $71,289 44.00%r, (Broken Arrow, OK Match $64,936 $80,314 $63,933 $79,073 23.68% Edmond, OK Match $75,178 $111,073 $71.727 $105,975 47.75% Midwest City, OK Match $86,436 $91,978 $84,223 $89,623 6,41% 1Vor-man, OK Match $66,557 $94,388 $66,204 $93,888 41.82% Stillwater, OK I Match $71.432 $78.043 $69,603 $76,045 9.25% AVERAGES $59,796 $78,441 $58,872 $77,166 32.62%m City of Fayetteville $51,576 $68,257 32.34% $ Difference -$7,296 -$8,909 Difference -14.1% -13.1% 'Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Firefighter Page 40 of 197 City of Fayetteville Salary Study 2016-17 Johanson Group Jab Description Responds to emergency and non -emergency calls for service including but not limited to rescue, fire suppression, back up, ventilation, salvage and overhaul, hazardous material tactics, emergency medical assistance, utilities, air supply, rehabilitation, exposure, water supply, and specialized rescue tactics. Assist with safety education for the community. Cleans and maintains station and equipment. Participates in personal, company and department training. QualiliCOliOnS - H.S. Diploma or GED. 12 college credit hours in core curriculum courses. 2 years honorable service in US Armed forces. Accredited Fire Academy certification (NFPA, Pro -Board, etc.). Ability to obtain EMT -B, Firefighter I & II within 12 mos of hire doh Sa Ran a Submitted -Adjusted Salary Ran&e Minimum Maxinvuttt Minimum Maxilrttrm ICITY Match Range Width Bemun% ille. A R tiiatch S3*.581 553.282 536.115 S54.081 411.75% Conway, AR Match $35,060 $42.852 $35.230 543.060 22,22% Fort Smith. AR Match $30,023 843,826 531.388 $45.9t8 45.97% Jonesboro, AR Match $34,500 $51,600 536.068 "x53.945 49.57% Little Rock, AR Match $17,594 555.306 536.632 $53,890 47.11% North Little Rock. AR Manch ` $32,567 €46,525 $31,733 ,45334 42.86% Rogers, AR Match 528,953 $45;239 $29,387 845.918 5625%e Springdale, AR Match $34,284 552„440 534.798 $53.227 52.96% Lawrentm KS Match 543.087 M,928 '541,547 $66,464 519.97% Manhatian. KS Match $41,350 $57,745 $40,291 $56,267 39,65% Btue Springs, MO Columbia, MO Match $391)19 $55,887 538.087 553,322 40.00% Florissant, MO r Lees Summit, MO Match $39.076 $54,354 $35.696 549.652 39.10% O` WIon. Mil Springfield. MO Match $34,486 $52,770 534,303 557.490 53.02% St. Joseph. MO Match S39.(XXI $56,160 538,002 554.722 44.00 Broken Arrow, OK Match $42,154 +359.773 $41,503 %58.850 41.80% Edmond, OK Match $56,895 $84.047 S54.274 580,189 47.75{1( Midwest City, OK Match 543,423 $09,55.1 $42.311 567,773 60.18% Norman, OK Match $49.861 $72.386 $49,597 5720)2 45.189 Stillwater. OK Math $38,293 $54251 537.313 552.862 41.67% AVERAGES T7$38.742 556,680 $38,1211 :$55,783 46.26!'1• [,City of Fayetteville $33,469 $48,373 44.53% :$ Difference -$4,651 -$7,409 % Difference -13.9% -15.3% Range adjusted for Geographic Compensation Differential (GCD) and increased by 1.5% to account for Salary Data Aging Adjustment to March r 2017. Where applicable, statutory pay if paid outside of base pay has been added to the salary ranges submitted. City of Fayetteville Salary Study 2016-17 Johanson Group Page 41 of 197 APPENDIX 7.0 MERIT BENCHMARKED POSITIONS PAY STUDY RESULTS BY POSITION TITLE johanson group _N O [� N1 M r OV] M N CO ,L^ a ,O Y_ r M '� M r Vl f�1 M M• ^� O C oC N rl O C Q N O C U O � Q U -p ¢ x v •-. -• x ,G In a C vl x M [� In C r M x r: x N r �4` �a-Inlnrn-gM�cMx�Ira M o.m.Mr.�,. !n 7� r rrS° .�. Cr !/1 Hf EF d3 H9 � fR ff.•. J3 69 fP 6? EA � `.A EA b9 64 fF. 'd9 ifl (f3 VI, IIF FR � A a � � o > Y 'F v N N lD r Y N d" a O M ,C. ,D O x tr1 r V' x �D a v. r M S v m Iri v; - r -- x r Inv — — v ,n r a In 1,4 o -� N N In vi r x cn t- a- oC T d o o- - ,O O, o N 1 N N "' (f3 H? FP S9 FA d9 64 fP Ff3 FP Y ffa N e9 `A taH 64 EA fR `fl 6P e9 til'F SI1 69 a or n 3 m s N O M ti M C vl h O x \O V'1 r to \C M x x 16 ,¢ *D 6 ,G W/1 a,. EA 69 fP, fA b9 H9 69 b4 d3 fR EP. Vi Eli fR `✓i 69 V! d'i lT i/1 bR V] "VI lw !/l Vl d3I �i. N C re Q u O N. 1 rt a 4 '� 0 .Z [ N a - N N ,O r x V 7 a a M ,D r0 Oo 0o M rt -- K a4 V't •'d '+L -- x r M �f O -- V O r a In r O 54 rd ,ry ++^� N fn �S' 'CI r N S U .� .Y_' M y Qe O f i`rl •-- N -+ N N N N N N .--• •-- N N N 1 1 r1 — rY hl CJ [�Iyy N yj r X W O C C 0 {A Y EP 64 Ei3 64 EA 64 Ji 64 s9 Vi to 693 69 Vf !f W 4S 8f! .A r/1 44 V3 4 OV g C to C *� �. P > LL z tozO e A U O u G ck 14 N a N %1 I` Y x G v, ,O a s t- r• T L O0 : VI JC M I I 1 N fel N N N •I N I N M N N Fl N I � £lj Y± F,? 69 H3 69 Hj fP. J} 64 ff 69 69 69. v9 69 fH (f3 Nf 69 b9 e9 Vf N fR Q V O T C i11 N C n.a i7 cr � N Cl N N N N— rl d N N N (d '✓' EF. J- 11 F! f3 fA if d -i FP V -d-. M I :/:fR i5 EA FP S� EF � 5f` 69 O A N O O o a � 7 �O N rl Vl N m � I/`. � (:I � O "' u✓ N x �C N x iCi r'i m 5 - - Ir----r;� >. -- - ti fag � Fr f3 fF- :f,- ffi `P � if FF fi FA � '✓3 di :f: EP, EF � "F, f 1A1 8.. 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Ir o d -o v a' Q (D N N N R m m 417 U Q J T O U m Q p y o LU m Y O L7 calam— LZ c, Ucc m g [] E 0 3 v ,�tb 5 25"-j" �q o.rac c c 'r_ o w a 00 OW21�,UU U W Uw�aZav7 mUu-Ov,v;mw�zZ L)CZ L " U N _ O N O •� � � �G vi rn +I} O -7 O �} N N C3 O CS' ✓� N >. 0 Q a w 0 o w O O O, [h +T O 11Y 90 ItOri In O U! Vn 71, V'1 M CD,C- rl M M M N N M. M M {^] r'1 M rl M ri yg o 'A b4 V! 69 69 Vf 69 Y- Vi :er• %/e CA V4 69 fn r_. A fl 2 m e o Cr _ a a 7 �D +r1 O [� oo •.. 10 rl 10 •-, '-f G s! M N Csnl ri i m j y N C rl N N iry N f•1' N r4 i Cl N N ri N N r N ER O ` OQ U! b9 to f/1 to b7 69 bR ff! dT 69 GA ^:CL C m 0 m � � O t c in N ,-. rn cl �n r�. �� a oo a c 1' O (D a C4:, ,-•r Pt. N M N Hr+i'J K 69 MJ rf'r Erg i/t ✓! +jqi n 2 a a yr Sp 0 - ern -0 o Q N 4 0 o E 0 CO x O r 'C+ no U O'. r ;L M oc o .-. rr o �0 d +n rn ri r� Y1 O t- cs S 1 N a) co Cr .°_, N4 'G �. ri �O 7 -- -. V`c .-: [a t` �y N n -+� N r: ►! t N N R N ri N rr��A N r+l N rl r+Y M `// '4 f`+1 N M 47 y9 `a d C ¢[� �' m m 9. O �_ 69 69 6, VI 69 Vl 69 Vl 64 </1 YA V3 .f° CA Vf ^' O C U _0 D a t i9 C � m 0 E u U 01 N a O rn 10 m q+� n r- N -. r. rp sw7 = aci a0i t tf� fiiy 4. O a ' 69 Ef. 69 'V! 1F1 yl 'Ja fi H9 LSI i/Y EP, fA 5A G] L 0 V Q N O c � � m E co E v E N 1 ..0 ami o aG". �- r r- in cr r•l -- - --- K a °ie E a '¢ y m Q ai r+� xvc�c opo ri 1^+ vi ri r-1 ri r- �a lv x C� �' r# AN rel 10 E rn 0 (D rl C•t M r] ry�ry1 rF A N Cl N rw, rl N +fr to WI 64 Sk9 t/j. aA 5A iFl FA VA (%Y V5 VA r V5 x c m ' � m U c v c O L ?w r°4 £^l P O - rA l-^ 10 CL Nr, I V, ifi iA Q tl E 0)c M 0. •t E c ECD c ar ri t-- a tri ri �4 r. M r r`i w c -• ri c m C :6. I. +1. M tf- ,A b9 :,n 69 S E f I m ) U v a)L _ L L „C L L L L � .l: „� Y � V_ a :6 r. :� a v _ _ gym• 'O C �• m C o N m C N .L m `m , v aci Q O'p y ar 4e — ` -0 v C 0�.>d md.4 M Q V � (L z N 00 L UuC4 co CJ Page 110 of 197 APPENDIX 8.0 CITY MAYOR AND COUNCIL MARKET PAY STUDY COMPARISONS WORKSHEET oliall Solt group Page 111 of 197 City of Fayetteville Pay Study Comparisons City Mayor and Council December, 2016 City Mayor/Manager Salary City Council Member Compensation City Mayor/Manager Salary City Council Member Compensation GCD and Aging Adjusted GCD and Aging Adjusted (Fayetteville $119,246 $13,928 Fayetteville $119,246 $13,928 (Bentonville $129,064 $8,995 Bentonville $131,000 $9,130 Conway $102,340 $7,800 Conway $102,836 $7,838 Fort Smith $137,500 Less Than $5K Fort Smith $143,749 Less Than $5K Jonesboro $119,646 $9,800 Jonesboro $125,084 $10,245 Little Rock $164,800 $18,540 Little Rock $160,581 $18,065 North Little Rock $103,486 $10,605 North Little_ Rock $100,837 $10,334 Rogers $136,928 $9,280 Rogers $138,982 $9,419 Springdale $115,721 $10,404 Springdale $117,457 $10,560 Lawrence .$190,000 $9,000 Lawrence $183,208 $8,678 Manhattan $143,963 $5,280 Manhattan $140,278 $5,145 Blue Springs $158,740 $7,800 Blue Springs $143,398 $7,046 Columbia $165,000 $6,000 Columbia $157,427 $5,725 Florissant $135,000 $15,000 Florissant $123,323 $13,703 O'Fallon $150,238 $12,000 O'Fallon $140,292 $11,206 'Springfield $209,457 Less Than $5K Springfield $208,347 Less Than $5K 'St. Joseph $142,217 Less Than $5K St. Joseph $138,576 Less Than $5K Broken Arrow $153,500 Less Than $5K Broken Arrow $151,128 Less Than $5K 'Edmond $162,433 Less Than $5K Edmond $154,977 Less Than $5K Midwest City $140,396 Less Than $5K Midwest City $136,802 Less Than $5K (Norman $170,000 Less Than $5K INorman $169,099 Less Than $5K Stillwater $148,610 Less Than $5K IStillwater $144,806 Less Than $5K (Market Average $143,437 $9,776 'Total Dollars Var. -$24,191 $4,152 'Variance % -20.3% 29.8% Page 112 of 197 APPENDIX 9.0 ADDITIONAL COMPENSATION STUDY RESULTS SUMMARY jobb son I group T 'O 7 Q� Ln Ln m 4 -1 v W L3. L LLU E `or- Ln c U Q o°1c C o UD C N i rl O v O M N O C v in r>o E s m Q i aEi a E m E ami o �i v} + v 1- Q m00 Ln ° 0 a mr*4 + CO v� r` m EX LL C + � C U LLQ fui Ln O_ 41 � E O_ 0 Ln o o o o c 4- 41 O N O N m N C Y O E V D Ln Ln � Ln E 0 z 0 0 \ o o v m OC r O N O 00 Ln Z ON -I N N N (U m O LU _. 0 0 o a O M 00 W 00 LO cM Z M i4 i4 O C. O 00 M N N N Ln N U +L+ u L r6 C GO 61 •- iY LL� C O -p - C Ln _ L C 3 .O vi O U0 u .� E O _C 'O o O ra 7 Mru N m vi \ 2 _C L m N O O m O 4. z = o Z } E ip m " eo m a LL v + m 3 v r -I 7 W � > N �C 4J L1 m -p L T L ^ L tW N O m U U (O m LLLn LI) E p m it O O -� J i `� Q -i cm N `1 m U O O D i ru > Q Q) L m N O i a O 00 ra O r}'0 p �^ N ? C }' 7 C L= A -r+ Ln E M L ° } Q L > v� - 1 in J •2 Li Ln o LL a v v E 0 ai o LX7 o Ln _ o O O Ln Ln N M C rl 7 � O O , O � D' n N O 00 C Ln Z w Q1 Ln O O n ri N N N j� M UJ p O M t\ N 00 t O Z M lD Ln O m Ln Ln N > C i _ . M C > C�� C � a O L C a)j O \ ^ M O v '2 ro N -o m' T mV} N N a ai u i >' m> p ra LL L u to v _C Ln v O r.. m N T CL '^ E ° m > o U T m m "O = m° _ a 7 � 4 v m O m d v +' CO m d a N _ Y T c m o > — m u +� m E = m .� 000 U ~ w i a m O E O 41CL 7 \ O W � a m LL u° E a- f0 O C O tA O 'A ! vOi V m m L O O > aJ m r -I v m v, Q L L a) v v a > L L O O OCl o O E y r• Ln N l0 � � 'o N a >- l00 O ^ N t.600 n A O 00 00 OC Z N N NAV V 0 0 rn 00 O m m 00 V1 Z 00 0 LD Ln V1 Ln M n � _0 -* m V) m aj O A .O I O •� O N O +�+ Z O O Z j. O. O LD fl_ u i u `•~ N f0 LL A O r -I a1 m aj Lal U mOm ^ ru Q LO r N i al 1A. O V) 7 tn m f0 b4 '= C3 - v L C: C: W V O j Z w � cu o E VVI � V G 0 09 M 4- C } O N O W 00 t0 c I 3 n C O Z o 0 o cc O 0 O O Z Ui �-i O O N Lf1 lf1 L OZ O N Z -zi O M Ln M A J Y i hd0 O •� O L O aJ O •}, O O L N�n N O >_ L �n M f0 Q) cu ++ -O CO aJ c c Oo L L o $ �_ 3 O V co O c O aJ ro O '� w u\ 0\ L O Y L Z i al N c vi w v 0 i O O �^ O A O N Q +' v � LL m +� a r -I -O N 3 U H C O fa VI =m = O m C a' CL a +. a O E m v u >_ O m aj `u O aa) u O _ O E C � :� D ai a v u a ++ C u 7 Q d � 4 L ii 000 LA Page 115 of 197 APPENDIX 10.0 HEALTH HDHP & PPO PLAN - MARKET STUDY COMPARISON SUMMARY Johan son group CITY OF FAYETTEVILLE Health HDHP Plan Market Benefits Study Comparison Study Page 116 of 197 Benefits Offered Average $ Average % Fayetteville $ Fayetteville % Health Insurance Type of Plan HDHP HDHP Health Plan Deductible Individual $1,420 $3,000 Family $2,940 $6,000 Out of Packet Individual $2,720 $3,000 Family $5,880 $6,000 Premium Cost Share % Emp. Only Employee $69.93 16% $21.32 9% Emp. Only City/Org. $438.22 84% $224.58 91% Emp. + Spouse Employee Emp. + Spouse City/Org. Emp. + Children Employee Emp. + Children City/Org. Emp. + Family Employee $312.00 26% $62.62 10% Emp. + Family - City/Org. $899.37 74% $588.96 90% Medical are Plan Bundle Includes? Medical 85% Yes Yes Dental 30% Yes Yes Vision 25% Yes No Prescriptions 90% Yes Yes Dental Cost Share % Emp. Only Employee $5.33 17.2% $26.20 100% Emp. Only City/Org. $27.55 82.8% $0.00 0% Emp. + Family Employee $32.03 46.6% $88.54 100% Emp. + Family City/Org. $46.20 53.5% $0.00 0% Vision Plan Employee $6.32 74.5% $6.54 100% City/Org. $7.68 25.5% $0.00 0% Exams $9.40 $10.00 Frames $72.50 $100.00 Lens $160.00 20% off Retail Contacts $80.00 1 1 $130.00 CITY OF FAYETTEVILLE Health PPO Plan Market Benefits Study Comparison Study Page 117 of 197 Benefits Offered Average $ Average % Fayetteville $ Fayetteville % Health Insurance Type of Plan PPO PPO Health Plan Deductible Individual $715.28 $1,000 Family $1,806.94 $2,000 Out of Pocket Individual $2,719.12 $3,000 Family $6,150.00 $6,000 Premium Cost Share % Emp. Only Employee $51.87 10.1% $101.66 25% Emp. Only City/Org. $414.92 89.9% $364.48 75% Emp. + Spouse Employee $304.47 30.4% Emp. +Spouse City/Org. $859.84 69.6% Emp. + Children Employee $321.06 30.8% Emp. + Children City/Org. $753.73 69.2% Emp. + Family Employee $287.60 26.1%_ $443.56 36% Emp. + Family City/Org. $983.21 73.9% $791.67 64% Medical Care Plan Bundle Includes? Medical 85% Yes Yes Dental 30% Yes Yes 'Vision 25% Yes No Prescriptions 90% Yes Yes Dental Cost Share % Emp. Only Employee $5.33 17.2% $26.20 100% Emp. Only City/Org. $27.55 82.8% $0.00 0% Emp. + Family Employee $32.03 46.6% $88.54 100% Emp. + Family City/Org. $46.20 53.5% $0.00 0% Vision Plan Employee $6.32 74.5% $6.54 100% City/Org. $7.68 25.5% $0.00 0% Exams $9.40 $10.00 Frames $72.50 $100.00 Lens $160.00 20% off Retail Contacts $80.001 1 $130.00 Page 118 of 197 APPENDIX 11.0 SUMMARY OF ADDITIONAL BENEFITS STUDY COMPARISONS johanson groups City of Fayetteville Summary of Additional Benefits Study Comparisons October, 2016 Employee Benefits Fayetteville Market Study Generic $10 $12 Health Care Plans $30 $31 Offer PPO Health Plan Yes 91% Offer HDHP Plan Yes 45% Offer Third Health Plan No 23% Offer HDHP as Primary Plan No 14% Section 125 Yes 75% Flexible Spending Account Yes 25% Medical Reimbursement Yes 85% Dependent Care Yes 85% HSA- Yes 20% HRA No 5% Pharmacy Co -pay Averages Fayetteville Market Study Generic $10 $12 Mid-range $30 $31 Brand $50 $50 Offer Pharmacy Mail-order Yes 80% Offer Step Therapy Plan Yes 25% Insurances Fayetteville Market Study Life Insurance Coverage Avg. 1.5X $30K or 1.8X Long-term Disability Coverage ER - Paid 80% AD & D insurance ER - Paid 1.5X 85% Short-term Disability Coverage Yes $25K 80% Offer Supplemental Insurances Yes 85% Offer Voluntary Life Insurances Yes 75% Long-term Care Insurance No 35% Retirement Plans Fayetteville Market Study Offer 401(A) Yes 35% Employee Contribution % 3% to 10% 4.4% Employer Contribution % 12% 5.4% Offer 457 Yes 75% Defined Benefit - Non -Uniformed No 90% Employee Contribution % N/A 4.8% Employer Contribution % N/A 9.8% Defined Benefit Police/Fire 90% Uniformed - Police and Fire Yes Yes Employee Contribution % 8.50% 5.03% Employer Contribution % 23.17% 21.68% 15.2% Page 119 of 197 City of Fayetteville Summary of Additional Benefits Study Comparisons October, 2016 Employee Benefits Fayetteville Market Study Flex Time* Yes 15% Paid Leave Days Yes 10% Number of Annual Paid Holidays 12 10.8 Number of Annual Sick Days 12 12.9 Number of Annual Personal Days 1 2 Number of Bereavment Days 3 4 Offer Parental Leave Days No 0% Annual Vacation Days Range 10-26 10.3-23.6 Annual Vacation Days Buy-back No 5% Offer Paid Time Off Plan No 5% Annual Professional Dev. Leave Days 2 / Year NA Tuition Reimbursement Plan L No 1 55% Working Arrangements Fayetteville Market Study Flex Time* Yes 15% Remote Working* Yes 10% Alternative Schedules* Yes 15% * With Department Director Approval Page 120 of 197 APPENDIX 12.0 BENEFITS STUDY HEALTH AND WELLNESS PROGRAM HIGHLIGHTS Joha son group I City of Fayetteville Benefits Study Health and Wellness Program Highlights Summary Page 122 of 197 • Screening biometrics • Health incentives • Health club: Employee paid fees or discounts for employees and dependents • Reward points: For healthy actions; $200/month max; $400/year deposited in HSA • Wellness program: flu shots, health fair and assessments — up to 3 days of vacation/year • City Care: On-site health and wellness center • Encouraging preventive care appointments • Free annual health risk assessments • HRA & wellness assessment - $600 to $1,200 annual health -insurance premium reduction. • On-site fitness facility • Wellness newsletter — games/incentives for participation in current healthy living challenges ± � > LU � ƒtA_ LLI Lj-tA{f LL O § } k Z $ bo 0 Lu § i = / 0 / { 0 e ] / j E > � e to \ / co: § ƒ _ , $ y 3 = \ § & \ § t [ E 10 & 7 2 / § 0 § & { \ / , ; Qj £ . 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[ ■ !ems - , � ! $; &� � � / � \}�\ � f� | ,,�� ) £! .f. \� � \k§) � �� - Page 191 of 197 I_1» 4 k 111 K6179( TARGETED AND RESPONDING SURVEY PARTICI PANTS/DATA S 0 U RCES ,jo anson group 4 2016 Salary and Benefits Survey Sources List Page 192 of 197 ARKANSAS Respondents Bentonville X Conway X Fort Smith X Jonesboro X Little Rock X N. Little Rock X °o„e QTR Pine Bluff is not a comparable City match due to declining economic conditions. Rogers - X Springdale X KANSAS Lawrence X Manhattan X bA1-115ANNA The Shreveport/Bossier City metro was rated last in economic growth during the 2013 calendar year. Bossier City will be replaced with Fort Collins, CO. Bess++-��- F Cis r�*y The City of Fort Collins provided data but their data was not included due to its mismatch on population and not being in the Fayetteville recruitment region. Blue Springs X Columbia X Florissant X Joplin NR Lee's Summit X O'Fallon X Springfield X St. Charles NR St. Joseph X St. Peters NR nki nNnnnn Broken Arrow X Edmond X Midwest City X Norman X Stillwater X TCS The Bryan -College Station metro represents a census in excess of 250,000. The Bryan and College Station data sources will be replaced with Asheville, NC. BFyap/Wieg The City of Asheville provided data but their data was not included due to its location not being in the City of Fayetteville's recruitment region. PRIVATE SECTOR DATA NOARK Salary Survey; DOL NWA SMSA and Salary.com CompAnalyst Page 193 of 197 APPENDIX 16.0 CITY's CURRENT & PROPOSED TOTAL REWARDS AND COMPENSATION PHILOSOPHY STATEMENT johanson group Page 194 of 197 CURRENT City of Fayetteville Compensation Philosophy The City's Compensation Philosophy is as follows: The City of Fayetteville is committed to recruiting, retaining and motivating an excellent workforce by providing a high quality of work life to City employees through a competitive compensation structure, competitive benefits program, and a challenging and enriched work environment. In order to deliver high quality municipal services, the City's workforce must possess key attributes associated with excellence. Therefore, the following key characteristics for all employees are desired: ■ highly skilled; ■ customer service oriented; • possess personal integrity and exhibit ethical behavior; ■ highly productive and focused on quality results; ■ team players; • seek opportunities to improve services; ■ understand technology; ■ value diversity; and, ■ committed to the City's welfare. The City will achieve this pay philosophy by implementing the following initiatives: Hiring provide a base compensation structure that is competitive and strives to be above average in market salaries as incorporated into the City's compensation and classification plan. provide for flexibility in both hiring rates and providing compensation for existing employees that is both flexible and internally equitable. ■ provide an appropriate set of benchmark positions which establish the foundation for the City's pay line and provide a consistent means for the City to review the market every year and conduct a comprehensive market survey every four years beginning in 2012. 4 Retaining Page 195 of 197 ■ provide for a meaningful way for employees to move through the compensation plan based on both experience and achievement so that employees can anticipate rewards based on contributions, experience and performance. ■ provide that the annual review of the market and adjustments to the City's overall compensation plan of not less than the cost of living increase become a part of the budgeting process through periodic surveys and the incorporation of the results into the City's proposed budget for personnel costs. ■ adopt a policy of regularly reviewing the City's benefits and rewards programs to maintain competitiveness with the City's market. Motivating provide for a performance and experience recognition program that incorporates the following: 0. the ability to review and rate performance for all employees and to provide adjustments to employees based on their consistent level of achievement and successful experience on the job; ° a bonus program to provide one-time, on -the -spot rewards for meritorious service; and, ° a compensation program that recognizes incentives_ based on job related professional or academic achievements. • PROPOSED Page 196 of 197 City of Fayetteville Compensation Philosophy The City of Fayetteville is committed to attracting, engaging and rewarding a multi -generational workforce. By offering a total rewards package including competitive compensation and benefits plans and a purposeful work life, the City will be an employer of choice focused on serving our community. In order to deliver high quality municipal services, the City's workforce must possess key attributes aligned with the City's goals. It is desirable for all employees to possess and demonstrate the following characteristics. • Customer service mindset • Professional integrity and ethical behavior • Self-motivation and a focus on high quality, accountable results • Creativity and resourcefulness to improve services • Value diversity • - Continuous learner • Adaptable to innovation and change • Commitment to the well-being of the City and its residents The City will achieve this philosophy by implementing the following initiatives - Attracting • Provide a base compensation structure that is competitive, financially sustainable and strives to be above average in market salaries as incorporated into the City's compensation and classification plan. • Provide for flexibility in both hiring rates and providing compensation for existing employees that is flexible and internally equitable. • Based on market conditions, the Mayor will conduct a market pay review every one to two years and a comprehensive market survey every four years to ensure the City retains a competitive position. Page 197 of 197 Engaging ■ Provide means for employees to move through the compensation plans based on both experience and achievement so employees can anticipate rewards based on contributions, experience and performance. ■ Provide that the review of the market and adjustments to the City's overall compensation plan of not less than the cost of living increase become a part of the budgeting process through periodic surveys and the incorporation of the results into the City's proposed budget for personnel costs. ■ Adopt a policy of -regularly reviewing the City's benefit and rewards program to maintain competitiveness with the City's market. Rewarding ■ Provide for a performance and experience recognition program that incorporates the following actions. o The ability to review and rate performance for -all employees and to provide adjustments to employees based on their consistent level of achievement and successful experience on the job. o A bonus program to provide excellent performance and service rewards. o A compensation program that recognizes incentives based on job related professional achievements and certifications. City of Fayetteville, Arkansas - Budget Adjustment Form (Legistar) Budget Year Division /Org2 BUDGET & INFORMATION MGMT (133) 2017 Requestor: Kevin Springer BUDGET ADJUSTMENT DESCRIPTION / JUSTIFICATION: Adjustment Number A RESOLUTION APPROVING A BUDGET AMENDMENT IN THE AMOUNT OF $1,700,300 TO FACILITATE CITY-WIDE EMPLOYEE COMPENSATION ADJUSTMENTS FOR 2017, AND APPROVING POLICE AND FIRE PAY PLAN GRIDS. RESOLUTION/ORDINANCE COUNCIL DATE: 3/7/2017 LEGISTAR FILE ID#: 2017-0096 Ke/v%*v Sp ri�r{1. e4- 2/1 6/201 7 4:05 PM Budget Director Date C TYPE: DESCRIPTION: 2017 Employee Compensation GLDATE: POSTED: 0 TOTAL 1,700,300 1,700,300 v,20161220 Increase / (Decrease) Pra'e� Gam# Account Number Expense Revenue Project Sub AT Account Name 1010.090.6600-5106.00 1,213,000 - EX Contingency - General 2100.410.4100-5106.00 106,200 - EX Contingency - General 2130.430.9130-5106.00 29,500 - EX Contingency - General 2180.642.4930-5106.00 10,800 - EX Contingency - General 2250.520.9250-5106.00 56,500 EX Contingency - General 2930.200.2960-5106.00 5,700 - EX Contingency - General 5400.720.4000-5106.00 153,700 EX Contingency - General 5500.750.5000-5106.00 81,400 EX Contingency -General 5550.760.3940-5106.00 14,200 EX Contingency - General 9700.770.1910-5106.00 29,300 - EX Contingency - General 1010.001.0001-4999.99 1,213,000 RE Use Fund Balance - Current 2100.410.4100-4999.99 106,200 RE Use Fund Balance - Current 2130.430.9130-4999.99 29,500 RE Use Fund Balance - Current 2180.642.4930-4320.00 10,800 RE Grant Funding CDBG - Grant Funding CDB 2250.520.9250-4999.99 56,500 RE Use Fund Balance - Current 2930.200.2960-4999.99 - 5,700 _ RE Use Fund Balance - Current C:\Users\Ismith\AppData\Roaming\L5\Temp\5376c715-87f0-461 a-8o2d-243116b48da4 1 of Increase / (Decrease) Praject.Sub# Account Number Expense Revenue Project Sub AT Account Name 5400.720.4000-4999.99 153,700 RE Use Fund Balance - Current 5500.750.5000-4999.99 81,400 RE Use Fund Balance - Current 5550.760.3940-4999.99 14,200 RE Use Fund Balance - Current 9700.770.1910-4999.99 29,300 RE Use Fund Balance - Current C:\Users\Ismith\AppData\Roaming\L5\Temp\5376c715-87f0-461 a-8a2d-2431 l 6b48da4 2 of 2 I"". 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