City of Fayetteville. Classification, Compensation and Benefits Study. February 28, Presented to: City Council

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1 City of Fayettevie Cassification, Compensation and Benefits Study February 28, 2017 Presented to: City Counci 1 Presented by: Bair Johanson President, Johanson Group

2 Cassification, Compensation & Benefits Study Project Objectives: Maintain a compensation system that provides fair and equitabe saaries based on interna job requirements and externa pay with comparabe positions within the regiona area Provide a compensation and benefits (Tota Rewards) pan that is aigned with and supports the goas of the City 2

3 Cassification, Compensation & Benefits Study Project Objectives: Baance the desire to competitivey pay empoyees with the financia resources of the City and be fiscay responsibe Maintain a compensation management system that is fexibe to meet the changing needs of the City Attract and retain taented empoyees 3

4 Cassification and Compensation Study Phase I: Position Descriptions and Ratings Conversion of 300+ position descriptions within the DBCompensation software format Comprehensive, compete and compiant with empoyment reguations Rated positions utiizing 15 compensabe factors Job vauation of a position cassifications/tites Fine-tuned ratings with City s Executive Leaders 4

5 KNOWLEDGE & SKILL REQUIREMENTS 1. Experience Genera KNOWLEDGE & SKILL REQUIREMENTS 2. Experience Management 3. Education 1. Experience Genera 4. Initiative and Ingenuity 2. Experience Management 5. Menta Demand 3. Education 6. Anaytica Abiity/Probem Soving 4. Initiative and Ingenuity RESPONSIBILITES 7. Responsibiities for Work of Others (Supervision) 5. Menta Demand 8. Responsibiities for Funds, Equipment, Property, etc. 6. Anaytica Abiity/Probem Soving 9. Responsibiities for Accuracy Job Rating Factors Accountabiities (End Resuts) RESPONSIBILITIES CONTACTS/HUMAN RELATIONS 7. Responsibiities for Work of Others (Supervision) 11. Contacts with Pubic 8. Responsibiities for Funds, Equipment, Property, etc. 12. Contacts with Empoyees EFFORTS 9. Responsibiities for Accuracy 13. Machine and Computer Operations 10.Accountabiities (End Resuts) 14. Working Conditions/Hazards 15. Physica Demands DBSquared Johanson Group Copyright:

6 Cassification, Compensation & Benefits Study Phase II: Market Saary & Benefits Study Competion of a market pay and benefits study incusion of data from 22 regiona cities and three pubished studies incuding many of the same regiona cities surveyed since 2006 Comparison of 66 benchmark positions for the merit positions market pay study Comparison of fire and poice uniformed positions step pay pans with market study step pay pans 6

7 Cassification, Compensation & Benefits Study Merit, Fire and Poice Market Pay Ranges o Pay study data coected in October 2016 was adjusted for geographic compensation differentias and aged through the first quarter of 2017 o The current 2013 Merit pay pan is behind the market pay range averages by approximatey 11.47% o The current 2013 Fire and Poice step pay pan minimums and maximums are behind the market pay study averages by 12.5% and 15.6% respectfuy. 7 o The Fire and Poice market pay study averages were adjusted by -3% for the LOPFI-2 tota compensation impact

8 Cassification, Compensation & Benefits Study Phase III: Saary Administration 2017 Pay Pans New pay pan for Merit positions based on the interna job anaysis and externa market pay study New step pay pans for Fire and Poice based on the externa market pay study Pay increases for eigibe Merit, Fire and Poice empoyees Study resuts reviewed with City s eadership team 8 Presentation of Cassification, Compensation, and Benefits Study overview and recommendations to the City Counci

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10 CITY OF FAYETTEVILLE Merit Positions Pay Study TIER I Positions 10 Tier I - Pay Study Benchmarks Average Market Houry Rate Fayettevie Average Saary Difference at Average Saary Job Tite ACCOUNTANT - PAYROLL $21.64 $ % ACCOUNTING CLERK - PAYABLES $17.51 $ % ACCOUNTING CLERK - RECEIVABLE $17.89 $ % ANIMAL SERVICES OFFICER $16.96 $ % BENEFITS ADMINISTRATOR $22.00 $ % CODE COMPLIANCE OFFICER $18.81 $ % CREW LEADER $20.64 $ % CUSTODIAN $13.22 $ % CUSTOMER SERVICE REPRESENTATIVE $16.32 $ % DEPUTY COURT CLERK $17.03 $ % DISPATCHER $17.49 $ % EQUIPMENT MECHANIC I $17.73 $ % EQUIPMENT MECHANIC II $19.96 $ % FIELD OPERATIONS SUPV. - TRANSPORTATION $25.85 $ % GIS TECHNICIAN $21.22 $ % INSPECTOR/COMMERCIAL & RESIDENTIAL $22.59 $ % MAINTENANCE WORKER II PARKS $15.03 $ % MAINTENANCE WORKER III TRANSPORTATION $16.81 $ % MAINTENANCE WORKER III WATER SEWER $17.33 $ % MAINTENANCE WORKER IV ASPHALT $17.99 $ % METER READER $16.39 $ % OFFICE MANAGER - W&S $20.61 $ % OPERATIONS ASSISTANT - PARKS $17.18 $ % PLANNER $22.82 $ % POLICE CUSTOMER SERVICE REPRESENTATIVE $16.48 $ % ROUTE DRIVER $17.86 $ % SHELTER ATTENDANT $13.96 $ % OVERALL VARIANCE -8.59%

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12 Pay Grades Now J Market Pay Line $19.05 $15.00 $13.05 City s 2013 Market Pay Pan Line

13 13 GRADE/DESC PAY PLAN GRID EFFECTIVE 2017 Annuaized amounts are based on houry rates. HOURS HOURLY RATE ANNUALIZED MIN MID MAX MIN MID MAX MERIT EMPLOYEES J410 T $13.05 $15.00 $19.05 $27, $31, $39, J411 T $13.66 $16.46 $19.75 $28, $34, $41, J412 T $14.12 $17.01 $20.41 $29, $35, $42, J413 T $15.02 $18.10 $21.72 $31, $37, $45, J414 T $15.92 $19.18 $23.02 $33, $39, $47, J415 T $16.83 $20.27 $24.33 $35, $42, $50, J416 T $17.73 $21.36 $25.63 $36, $44, $53, J417 T $18.63 $22.45 $26.93 $38, $46, $56, J418 T $19.53 $23.53 $28.24 $40, $48, $58, J419 T $20.43 $24.62 $29.54 $42, $51, $61, J420 T $21.34 $25.71 $30.85 $44, $53, $64, J421 T $21.37 $25.75 $30.90 $44, $53, $64, J422 T $22.19 $26.73 $32.08 $46, $55, $66, J423 T $23.05 $27.77 $33.32 $47, $57, $69, J424 T $24.34 $29.33 $35.20 $50, $61, $73, J425 T $26.07 $31.41 $37.69 $54, $65, $78, J426 T $27.80 $33.49 $40.19 $57, $69, $83, J427 T $29.52 $35.57 $42.68 $61, $73, $88, J428 T $31.25 $37.65 $45.18 $65, $78, $93, J429 T $32.98 $39.73 $47.68 $68, $82, $99, J430 T $34.70 $41.81 $50.17 $72, $86, $104, J431 T $34.53 $41.61 $49.93 $71, $86, $103, J432 T $36.38 $43.83 $52.60 $75, $91, $109, J433 T $38.23 $46.06 $55.27 $79, $95, $114, J434 T $40.08 $48.29 $57.95 $83, $100, $120, J435 T $41.93 $50.52 $60.62 $87, $105, $126, J436 T $43.78 $52.75 $63.30 $91, $109, $131, J437 T $45.63 $54.98 $65.97 $94, $114, $137, J438 T $47.48 $57.21 $68.65 $98, $118, $142, J439 T $49.33 $59.43 $71.32 $102, $123, $148, J440 T $51.19 $61.68 $74.02 $106, $128, $153, J441 T $53.05 $63.91 $76.69 $110, $132, $159, J442 T $54.90 $66.14 $79.37 $114, $137, $165, J443 T $57.24 $68.96 $82.75 $119, $143, $172, FIRE EMPLOYEES (2912) 232 Firefighter 2912 $11.81 $17.13 $34, $49, Driver 2912 $14.59 $19.07 $42, $55, Captain 2912 $18.21 $24.03 $53, $69, Battaion Chief 2912 $20.84 $27.50 $60, $80, POLICE EMPLOYEES (2080) 330 Officer 2080 $17.60 $25.24 $36, $52, Corpora 2080 $20.87 $27.69 $43, $57, Sergeant 2080 $23.07 $31.30 $47, $65, Lieutenant 2080 $26.06 $34.88 $54, $72,550.40

14 Cassification, Compensation and Benefits Study Recommendations 14 Adopt a new merit pay pan in 2017 o Move empoyees whose pay is beow the new pay grade minimum to the minimum amount on the new pan If this pay increase is 4% or greater, the empoyee is not eigibe for a merit increase If this pay increase is ess than 4%, empoyees who meet the criteria to be eigibe for a merit increase may receive the remaining difference as a merit increase Exampe: John received 3.5% to move to the new pay grade minimum of the pan, he is eigibe to receive.5% as a merit increase o Empoyees whose pay is within the new pay pan range are eigibe to receive a 4% merit increase based on the estabished merit criteria

15 Cassification, Compensation and Benefits Study Recommendations - continued 15 Adopt new step pay pans for uniformed Fire and Poice empoyees in 2017 o Adjust existing step pay pans for a partia impementation of 25% of the fu market pay study step pan impementation o Partia impementation of the fu market study in 2017 represents an average pay increase of 6.2% for empoyees eigibe for a step pay pan adjustment pus a step Partia impementation of the fu market study wi create competitive Fire and Poice step pay pans when compared to arge Arkansas cities

16 Cassification, Compensation and Benefits Study Recommendations There were no recommended additions to the City s benefit pan offerings for 2017 based on the 2016 Market Empoyee Benefits Study which incuded 20 municipa survey respondents. The City of Fayettevie s heath insurance premium cost share with its empoyees is very competitive with the High Deductibe Heath Pan. The City of Fayettevie is above the survey average with offering an HDHP Heath Pan, Section 125 Pan, Fexibe Spending Account and a Heath Savings Account. 16

17 Cassification, Compensation and Benefits Study Recommendations 17 The City offers a sighty ower pharmacy PPO co-pay expense compared to the market study average. The City is competitive with its empoyer retirement pan offered for non-uniformed empoyees and above the market average with the LOPFI 2 retirement pan for fire and poice uniformed empoyees. There is opportunity for the City of Fayettevie to enhance its heath and weness program by evauating other weness pans offered by the municipaities that shared information on their respective programs.