METRO s Total Compensation Program. March 2016 Administration Committee

Transcription

1 METRO s Total Compensation Program March 2016 Administration Committee 1

2 Top 5 Items Most Important for Employees* 1. Enjoyment of the work Enjoyment of the actual work they are performing They tolerate highly stressful working environments and uncertainty about the future of their organization if they enjoy their actual work activities 2. Work-life balance Satisfaction with balance between work and personal life Especially true for younger employees 3. Pay satisfaction Pay is still very important Employees want to be paid fairly 2

3 Top 5 Items Most Important for Employees 4. Link between pay and performance Clear linkage between the quality of their job performance and the pay increases they receive Good performance should be recognized and appropriately compensated 5. Adequate staffing levels Appropriate staffing levels to handle the workload Downsizing and restructuring has led to longer working hours, a frenetic work pace, and lower quality service *Survey information source: The Discovery Surveys, Inc. More than 80 organizations participated representing the views of ~60,000 employees 3

4 Top Priorities for Millennials at Work* Job flexibility Ability to guide their own work, as well as manage their work location and hours; work-life balance Professional development Frequent feedback and acknowledgement of success Opportunities to grow and progress Focus on learning leadership skills Meaningful work Want to understand how their work supports the company, and how their work supports society Be respected, allowed to contribute Age should not be a factor *Survey Information Source: 2016 Deloitte Millennial Survey 4

5 2500 METRO Employee Comparison ( )* Silent Gen Baby Boomers Gen X Gen Y/Millenial *Represents regular, union and non-union employees 5

6 METRO Employee Comparison ( ) % % Silent Gen & Baby Boomer 60.3% Generation X,Y 39.7% % % Silent Gen & Baby Boomer 45.2% Generation X,Y 54.8% 6

7 How Does METRO Meet Employee Needs? Training and professional development is offered to all employees Leadership development is offered to all managerial employees Graduates of Leadership Development Programs are invited to work on special projects Training for managers on how to coach and provide feedback to employees METRO Values Family-friendly environment Community focused Programs to support Work Life Balance Vacation Employee Days Holidays Competitive pay (based on other transit and public agencies salaries) 7

8 Local Peer Agencies Paid Time Off Programs Monthly Vacation Accrual (hours) Max Annual Vacation Carryover (hours) METRO if hired prior to 1/1/16; 200 if hired on or after 1/1/16 City of Houston Holidays Sick Time Other Paid Time Off 8 per year per year Harris County per year Port of Houston Authority per year 80 hours per year; no rollover or buy back Up to 65 hours per year; rolls over; up to 1,040 paid at separation Up to 90 days per year Up to 96 hours per year; rolls over; paid out at end of calendar year & upon termination 3 days funeral leave; 3 employee days; 4 Well Days (no sick time is used in a quarter); 1 Wellness Incentive Day (if requirements are met) Comp time (varies by department); 1 Wellness Day 1 floating holiday; Funeral Leave; Up to 240 hours Comp time 3 days funeral leave; Comp time All of the employers surveyed pay out all unused, earned vacation credits at the time of termination. 8

9 Texas Transit Agencies Paid Time Off Programs Monthly Vacation Accrual (hours) Maximum Vacation Carryover (hours) Holidays Sick Time Other Paid Time Off VIA (San Antonio) DART (Dallas) (do have a buyback program) (includes sick time) 13 per year; birthday holiday after 2 years 120 hours per year; up to 1,440 rollover; paid up to $1500 for banked sick leave at termination per year PTO program; sick and vacation hours are combined May accrue Comp Time None Capital METRO (Austin) No limit max 240 hours paid at separation 13 per year 8 hours per month; up to 240 hours paid out at separation; hours over 240 are added to service credit None 9

10 State of Texas Agencies Paid Time Off Programs Monthly Vacation Accrual (hours) Maximum Vacation Carryover (hours) Holidays Sick Time Other Paid Time Off Texas State Agencies: Attorney General s Office Auditor s Office Department of Aging and Disability Services Department of Criminal Justice Department of Public Safety Department of Transportation Texas State Legislature University of Texas System Administration Hours in excess of the maximum carryover are credited to an employee s sick leave balance (Leave balances including vacation accruals for legislative employees are determined by the presiding officer or agency head.) 22 per year 8 hours per month Up to 32 hours Paid Administrative Leave for Outstanding Performance; Up to 10 days for Amateur Radio Operators; Up to 10 days for Assistance Dog Training; Up to 10 days for Certified American Red Cross Activities; Up to 30 days off for Bone Marrow and Organ Donation; 3 days Funeral leave; Comp time 10

11 Other Total Compensation Programs METRO Retirement Programs Other Employee Benefit Programs Offered Closed Defined Benefit Plan; Open 457(b) (employee contributions only); 401(a) Annual METRO contribution of 2% plus match up to 4% Fully Paid Health Benefits for Active Employees No Bonus, Commission or Profit Sharing Gain-sharing discontinued in 2003 City of Houston Defined Benefit Plans (varies by Department) No Incentive plans available Harris County Port of Houston Authority Defined Contribution Plan - Texas County and District Retirement System; variable employer contributions determined by the Commissioners Court each year Closed Defined Benefit Plan; Defined Contribution Plan; 457(b) Plan (employee contributions only) VIA (San Antonio) Information Requested No Information Requested No No None None DART (Dallas) Capital METRO (Austin) Texas State Agencies Closed DB Plan; Money Purchase Plan (7.7% employer contribution); 401(k) Plan (with a 50% match on contributions of 2-6%); 457(b) Plan (employee contributions only) No Bonuses for salaried employees meeting performance goals Defined Benefit Plan; 401K plan (no employer match) No None Defined Benefit Plan; Defined Contribution Plan (employee contributions only) 100% paid for employees; 50% split for dependents None 11