ORDINANCE NO NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF BONNEY LAKE, WASHINGTON DO ORDAIN AS FOLLOWS:

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1 ORDINANCE NO AN ORDINANCE OF THE CITY OF BONNEY LAKE, PIERCE COUNTY, WASHINGTON, ESTABLISHING THE NON UNION SALARY SCALE FOR NON REPRESENTED EMPLOYEES. WHEREAS, the City Council desires to set the appropriate salary range levels for nonrepresented employees in order to be able to attract and retain quality employees: and WHEREAS, the City Council desires to retain competitive benefits to facilitate the attraction and retention of experienced non-union employees; NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF BONNEY LAKE, WASHINGTON DO ORDAIN AS FOLLOWS: Section 1. Ordinance No is repealed as of the effective date of this Ordinance. Section 2. Attachment A-I, consisting of a Position Classification Matrix and Attachment A-2, consisting of the Salary Schedule, are hereby adopted and incorporated herein by this reference. These position classifications, performance steps and salary rates for nonrepresented employees shall remain in effect until amended by subsequent ordinance of the City Council. Section 3. Advancement through the salary scale on steps shall be based solely upon merit performance as evaluated by the employee's supervisor and approved by the department head, and the Mayor or his designee. Step increases shall not be allowed to increase more than one step per year without approval of the City Council by motion and duly noted in the official minutes of the city. Advancement through the salary scale on steps shall additionally require a minimum service time of one year. Section 4. Each current or reclassified employee shall be placed at the step for his or her position that is at least equal to and closest to the current pay level of such employee; provided, that if there is no step for such employee's position that is at least equal to his or her current pay, then he or she shall be placed and remain at the top step, but shall continue to receive the current rate of pay unless and until the rate of pay provided for at the top step exceeds such employee's current rate of pay. Any employee previously placed at the top step because his or her existing salary was higher than that provided for in the top step in any previous salary ordinance shall remain at the top step, but shall continue to receive his or her current rate of pay unless and until the rate of pay provided for at the top step exceeds such employee's current rate of pay, in which case the employee shall receive the rate of pay specified for the top step. Section 5. All newly hired employees may be placed on their respective position salary scale commensurate with their qualifications for the position as determined by the City Administrator in consultation with the Human Resources Officer and department director, subject to final approval by the Mayor. No new employee shall be placed higher on the scale than the mid-point of the salary range without prior City Council approval. New positions or position reclassifications must be approved by the City Council. If an employee's position is

2 reclassified to a higher grade of pay, the initial placement shall be no less than the step that is at least equal to and closest to the current pay level of the employee. All reclassifications shall require approval by the City Council. Section 6. City approved health, dental, vision, life, and Employee Assistance Plan benefit premiums will be provided for full-time non-union employees, however each employee shall pay $30.00 per month towards coverage for medical premiums via an agreed payroll deduction. Dental and vision care coverage will be provided through A WC for all nonrepresented employees currently covered by A WC medical plans, with the exception of the exempt police department personnel who shall receive the same coverage as the police department union personnel. Employees shall also be responsible for paying any applicable deductible and co-pay amounts. Section 7. The City shall provide matching contributions to a Deferred Compensation Plan for regular full-time employees, not to exceed one hundred dollars ($100.00) per month per employee from available plans provided by the City. Section 8. The salary scale and other provisions set forth herein shall continue in effect until a new or revised salary scale is adopted by the City Council. Section 9. The provisions ofblmc (relating to the posting of vacancies and reclassifications), and the requirement for council confirmation of appointments, shall be waived with respect to the following positions, provided that the employee currently holding the existing position is retained by the Mayor in the new position: Existing Position Title City Clerk Senior Human Resources Analyst Information Technology Coordinator Public Works Operations Manager Assistant Public Works Director New Position Title Administrative Services Director/City Clerk Human Resources Officer Information Services Coordinator Assistant Public Works Director Community Services Director Section 10. This Ordinance concerning matters set out in RCW 35A.ll.090, it is not subject to referendum, and shall take effect five (5) days after its passage, approval and publication as required by law; provided, that this Ordinance shall not take effect prior to April 16, PASSED by the City Council and approved by the Mayor this 2.CJ day of /lv:j.,vc-h ATIEST: Neil Johnson, Jr., ayor

3 Wo Passed: March 28, 2006 Valid: March 28, 2006 Published: March Effective: April 16,2006

4 Attachment A-I to Ordinance No City of Bonney Lake Position Classification Matrix - Non-represented Employees GRADE ADMINISTRATION AND FINANCE PUBLIC SAFETY COMMUNITY SERVICES PLANNING AND COMMUNITY DEVELOPMENT PUBLIC WORKS Records & Information Specialist Payroll Officer Customer Services Specialist 8 Executive Assistant Accountant/Fiscal Analyst PW Support Services Coordinator 9 Senior Center Manager Project Manager Human Resources Officer Senior Accountant Court Administrator Information Technology Community Services Building Official Utilities Assistant City Engineer- Coordinator Director Planning Manager Assistant Public Works Administrative Services Director - Operations 12 Director/City Clerk Police Lieutenant City Engineer Chief Financial Officer 13 Police Chief Municipal Judge Planning and Community Development Director Public Works Director

5 Attachment A-2 of Ordinance No Non-Represented Salary Schedule Step Step Step Step Step Step Step Step Grade Grade 1 1,849 1,906 1,965 2,026 2,088 2,153 2,219 2, ,054 2,117 2,183 2,250 2,320 2,392 2,466 2, ,282 2,352 2,425 2,500 2,577 2,657 2,739 2, ,535 2,614 2,695 2,778 2,864 2,953 3,044 3, ,817 2,905 2,994 3,087 3,182 3,281 3,382 3, ,130 3,227 3,327 3,430 3,536 3,645 3,758 3, ,478 3,586 3,697 3,811 3,929 4,051 4,176 4, ,865 3,984 4,107 4,234 4,365 4,500 4,640 4, ,294 4,426 4,563 4,704 4,850 5,000 5,155 5, ,771 4,919 5,071 5,228 5,389 5,556 5,728 5, ,301 5,465 5,634 5,808 5,988 6,173 6,364 6, ,817 5,997 6,183 6,374 6,571 6,774 6,984 7, ,545 6,747 6,956 7,171 7,393 7,621 7,857 8, ,272 7,497 7,729 7,968 8,214 8,468 8,730 9, ,080 8,330 8,587 8,853 9,127 9,409 9,700 10, * 3% between steps; 10% between grades; 24% range spread.

6 City of Bonney Lake, Washington Council Agenda Bill (C.A.B.) Approval Form De(!artment/Staff Contact: CouncillWrkshl! Mtg Date: Agenda Bill Number Don Morrison March 28, 2006 AB06-18 Ordinance Number: Resolution Number: Councilmember S(!onsor: 1180 BUDGET INFORMATON 2006 Budget Amount Reguired Ex(!enditurc Iml!act Remaining Balance TBD; Included in revised 2006 budget proposal Ex(!lanation: The payroll cost increase of the reorganization, including the reclassifications and the addition of2 new positions (Exec. Asst. and Customer Services Specialist), is approx. $9,857 per month. Without the two new positions, the cost of implementation is est, at $2,514 a month. Agenda Subject: Amended Salary Ordinance to Implement Reorganization Administrative Recommendation: Approve as written Background Summary: This ordinance establishes a new salary plan for non-represented employees to implement the reorganization that has been incorporated into the revised 2006 budget. The basis for the salary ordinance was a comprehensive review of the A WC Salary Survey using all cities between 7,500-30,000 population in Pierce, Thurston, Kitsap, and King Counties. The proposed salary plan reflects the average salaries of the comparable cities, the range spread (% difference between beginning and top pay step) of the comparable cities, and the average % difference between pay steps. This makes the non-represented salary schedule truly comparable and competitive. Council Committee Dates: Commission Dates: Board/Hearing Examiner Dates: Finance Committee: \124/06; 2/14/06 Planning Commission: Park Board: Public Safety Committee: Civil Service Commission: Hearing Examiner: Community Development & Planning Comminee: Council Workshons: ; 2/17106 Council ActIOn Council Call for Hearing: Council Hearings Date: Council Referred Back to: Workshop: Committee Council Tabled Until: Council Meetine. Dates: Sienatures: A ', Dir. Authorization a I M r l/,,.. \ Date City Attorney Reviewed: