Minutes 03/28/2000 - Laserfiche WebLink

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March 28, 2000 · Implementation of a new pay plan for sworn public safety effective January 1, 1999; · A study comparing general employee positions to their counterparts in our marketplace resulting in upgrades to 50% of our general employee positions to higher pay ranges. Approximately 200 employees whose salaries were below the minimum of their new pay range received pay increases to the minimum of the salary range in February 1999; · On January 1, 2000, a 5% wage increase for general employees plus a one-time adjustment for compression that averaged to an overall 1% additional increase in pay; and · A 3% general wage increase for fire personnel and exempt police officers on January 1, 2000 and for non-exempt police officers on April 1, 2000. It has been necessary to vary the implementation timing and amounts of the pay raises for the two employee groups as the adjustments needed to reinforce the foundation of the pay system could not all be funded at the same time. I believe that the steps undertaken over the last two years have placed public safety and general employees on an equal footing. Accordingly, I am recommending that all employees receive a 2.5% increase effective July 1, 2000. Combining this recommendation with the pay increases granted this year, employees will have averaged pay increases ranging from 5.5% to 8.5% for this calendar year. Pay is a multi-part issue, that includes not only the employee's base salary, but also funding for overtime, movement of the pay ranges, pay increases for part-time employees and adjustments for market comparison. In addition to the general wage increase recommended for July 1, I am also recommending a 2.5% increase in the minimum and maximum of the pay range for each job grade. The pay ranges have not been adjusted since FY 1998, and in order to meet our objective of attracting well-prepared employees, our ranges must keep pace with those of the cities in our market. The movement of the pay ranges will also provide a pay increase for part-time employees who provide a valuable addition to our full-time work force. With respect to overtime, the 2000 budget included a significant increase to provide a total of $600,000 for the funding of overtime for the Police Department. The payment of overtime has been essential to increase the number of officers on duty by reducing the level of compensatory time accrual and the amount of rescheduled time as well. Police is not the only department with on-going overtime needs. The Department of Fire, Rescue and Emergency Services has requested $450,000 in overtime pay to meet the requirements of "2 firefighters in, 2 out" at a fire scene. There are other employee groups that are working required overtime that I am also recommending for funding based on the department heads' request. These additional departments are refuse collection, engineering, traffic engineering, and public utilities. In summary, the work completed over the past two years has included development of objective systems that are easily maintained, has increased the levels of pay and improved our competitive position in the job market. These systems enable the City to fulfill its obligation to its employees through an on-going commitment to the pay philosophy. Building Human Capacity A major component in building capacity is a well-educated and motivated work force. To support this capacity building, the City has two programs, tuition assistance and training. The Tuition Assistance Program was reinstated in FY 1998, and due to the program's popularity, the funding has been increased each year. In FY 1999, employees enrolled in a total of 110 college courses. To date for this fiscal year, the number of courses taken has increased 18% to a total of 130 courses. It is exciting to see employees take advantage of an opportunity to improve their knowledge and skills. To support continued growth in this program, I am recommending an increase of $10,000 to provide a total of $40,000 for tuition assistance.