Mayor Proposed SALARY PLAN FY 2019

Transcription

1 Mayor Proposed SALARY PLAN FY 2019 May 21, 2018

2 Table of Contents 2019 Salary Plan Executive Summary... 3 Annual Salary Plan Information... 4 Salary Survey Information Salary Budget Request... 7 Proposed Salary Increase Percentages of Cities Surveyed... 8 Proposed Salary Increase Percentages of ND Cities Surveyed /2019 Market Breakdown Detail Chart 1- Council Approved Yearly Percentage Chart General Fund Budget Breakdown Chart General Fund Budget Breakdown Chart 4 Employees Below 80% Market Chart 5 Employees Below 80% Market (General Fund Only) Chart 6 Employees Between % Market Chart 7 Employees Between % Market (General Fund Only) Chart 8 Employees Between % Market Chart 9 Employees Between % Market (General Fund Only) Table 1 Exempt/Non-Exempt Listing/Changes Table 2 Position Classification Plan Table 3 External Prevailing Rates Comparison Table 4 Salary Ranges by Department Table 5 Salary Ranges Per Job Class Table 6 Statistics of 2019 Salary Plan (Total) Table 7 Statistics of 2019 Salary Plan (GF Only) Department Head/Council/Judge/Mayor Survey Data Permanent Salary Range Table Market Data... 47

3 City of Grand Forks Human Resources Department 255 North Fourth Street - P. O. Box Grand Forks, ND An Equal Opportunity Employer Daryl Hovland Director (701) Fax # (701) EXECUTIVE SUMMARY 2019 ANNUAL SALARY PLAN Since January, the Human Resources Department has collaborated with the City Administrator, the Finance Department and other city departments to gain a greater perspective of current organizational concerns and goals as we look to the future. Similar to last year, we are seeing less market movement for most positions than we have in previous years. The positions that are seeing the majority of the market movements are some upper management positions, the positions linked to them, the Fleet Maintenance, IT, Human Resources, and the Building Maintenance groups. This year s initial General Fund budget request for market and performance adjustments was 2.58% ($547,236). Market adjustments account for a little over 10% ($55,536), with the remaining 90% ($491,700) for performance increases. The average market increase is 72 cents per hour. Of the 318 general fund employees, one fell below the minimum of their respective job class, resulting in a $384 allocation in the budget request. The general fund has 287 employees within the % range and 30 employees who are in the % of their salary range for The salary plan for the City of Grand Forks has been a robust plan and continues to aid in the City s competitiveness with the state s continued workforce shortage. Like with many plans, there is maintenance that should be sought in order to continue effectiveness. The Human Resources Department, along with Administration, will be recommending review of the salary plan s survey participants as well as an overall review of the internal equity alongside the consultant group who developed the plan, Public Sector Personnel Consultants. It is hoped that this would be accomplished prior to the 2020 Salary Plan. The Human Resources Department plans to keep the Council updated and aware of progress as well as any recommendations of changes. Upon approval of the budget, a concurrent motion will be required to approve the Salary Plan. An updated addendum of all positions with the performance evaluation increases added to the market increases will be provided at the City Council meeting on December 17, This would also be the time that the Human Resources Department would bring any recommended updates for the 2020 Salary Plan composition forward to Council for approval. 3

4 ANNUAL SALARY PLAN The Human Resources Department maintains the Salary Plan on an on-going basis throughout the year. This process is a separate from the Performance Evaluation (PFP) system, however the two parts come together on January 1 of the following year in the form of a potential salary increase. 1) HR determines the amount required for in-range pay for market increases to request from City Council during the annual budget process. HR surveys each benchmark survey city to obtain COLA increases, grade/step increases and overall % increase information. Amounts from each survey City are averaged to compute the City of Grand Forks Defined Market Increase for our survey area. This % amount increase is then multiplied by the general fund salary line item amount and reported to the Finance Director. This amount is then requested from City Council during the annual budget process to apply to Market/PFP increases and is the number used in computing the cost matrix. e.g % (reported average increase from all benchmark cities) x $21,210,697 = $547,236 budget request to apply to Market/PFP for General Fund increases as approved by City Council. 2) HR obtains the latest individual pay plans by creating and sending out a compensation survey to the same participants each year to obtain benchmark position data. City of Bismarck, Devils Lake, Fargo, Jamestown, Minot, Valley City, West Fargo, Sioux Falls, Alexandria, Bemidji, Fergus Falls, Moorhead, Rochester, St. Cloud, Rapid City, Crookston, Detroit Lakes, Duluth, East Grand Forks, Hibbing and Thief River Falls. Private data is collected from the Bureau of Labor Statistics for the Grand Forks, ND-MN MSA Region and from the North Central Region 50K 100K population. Also approved are County locations for various positions, Olmstead County (Rochester); Ward County (Minot); Pennington County (Rapid City); St. Louis County (Duluth); Ottertail County (Fergus Falls); Douglas County (Alexandria), Brown County (Aberdeen); Stearns County (St. Cloud); Minnehaha County (Sioux Falls); Polk County (East Grand Forks); Clay County (Moorhead); and Burleigh County (Bismarck). 3) Next HR uses a position Salary Survey to compute MARKET. The market is based on the Salary Surveys for each benchmark from all reported salary minimums and maximums to obtain an average market midpoint (middle) for each position. This averaged survey mid-point is compared to the current range mid-point for the position to see if it is greater. If the survey mid-point is greater, the City range is increased to meet or slightly exceed the survey mid-point, rounding up to the nearest dollar. The City of Grand Forks uses as feasible, the same benchmark positions yearly to maintain consistency in market data. 4) Pay Range Reassignment. Benchmark positions (and subsequent linked non-benchmark positions) are reassigned to the nearest corresponding pay range from the Permanent Salary Range Table. This range movement results in comparative ratios for individual employees to move down as the midpoint for the position increases. 5) HR identifies all employees who fall below the 80% minimum of the new range The General Fund dollar amount is budgeted separately from the total salary amount received from City Council for Market/PFP increases and is also included in budget request (#1). 6) HR meets with each department for Salary Plan discussion and then with the City Administrator. 7) Salary Plan Annual Approval by City Council with Budget. 8) Annual PFP process begins in October of each year for application on January 1 of the following year. The reporting period is October 1 September 30 annually. 9) City Council is presented, in December of each year, with the finalized Salary Plan with the Pay For Performance Addendum. 4

5 City of Grand Forks Human Resources Department 255 North Fourth Street - P. O. Box Grand Forks, ND An Equal Opportunity Employer Daryl Hovland Director (701) Fax # (701) Salary Surveys City governments often want to know the competitiveness of their salary ranges in addition to the competitiveness of their salaries. Local government salaries are affected by several variables other than individual expertise, including population, geographic region, and service delivery. Cities that have military bases or universities and that are full service will typically have higher salaries than those that do not have these characteristics. Population size has a major influence on local government salaries, in part because larger populations usually require more services to meet citizen demands and thus require more employees to provide those services. The complexity of managing cities with larger populations requires a salary commensurate with the level of expertise and experience demanded of the job. It is useful to examine average salaries by population group because such a breakout provides a picture of change in the average salary for smaller cities. Geographic region also affects salaries. The City competes with a variety of employers in different geographical areas for three (3) distinct groups of occupational job classes. The following are the areas approved by the Wage Committee and City Council in July of 2002 and are used year after year to ensure consistency within the Salary Plan. 1. Executive and Senior Management Positions (Group C) The salary structures for these size-sensitive and municipal-specific positions are compared annually to those municipalities in the tri-state North-Central region, generally from 50,000 to 99,999 population. Population, although not the only indicator of job complexity, is the most important, and is the standard utilized in salary surveys. It was the opinion of the wage consultant, Public Sector Personnel Consultants; the selected population spread represented the range of job complexity of the City s executive and senior management positions. The following benchmark positions are in this group: City Administrator Finance Director Fire Chief Human Resources Director Police Chief Public Works Director Information Services Director City Planner 2. Local Government-Specific Occupations (Group B) For a large number of non-executive positions, the City competes primarily within the local Grand Forks area. These occupations are not size-sensitive and the salary data is extracted on comparable occupations from the following municipalities over 5,000 population as well as the applicable counties for these some of the municipalities. Alexandria (Douglas County) Jamestown Bemidji Minot (Ward County) Bismarck (Burleigh County) Moorhead (Clay County) Crookston Rapid City (Pennington County) Devils Lake Rochester (Olmstead County) Detroit Lakes Sioux Falls (Minnehaha County) Duluth (St. Louis County) St. Cloud (Stearns County) East Grand Forks (Polk County) Thief River Falls Fargo West Fargo Valley City Fergus Falls (Ottertail County) Hibbing 5

6 The following benchmark positions are in the Local Government-Specific occupational group: Public Information Officer Police Officer Civil Engineer Street/Facility Maintenance Manager *911 Dispatcher *Public Health Nurse Building Inspector Laboratory Analyst Water Plant Supervisor *Denotes inclusion of Counties 3. Non-Municipal Specific Occupations (A) For occupations for which the City competes with both public and private employers, the comparators include private employers in the Grand Forks area as reported in the Bureau of Labor Statistics (BLS)/Occupational Employment Statistics (OES) for the Grand Forks North Dakota Survey, in addition to the following municipalities over 5,000 population. Bemidji Crookston Detroit Lakes Devils Lake East Grand Forks Fargo Jamestown Moorhead Thief River Falls Valley City West Fargo The following benchmark positions are in this group: Administrative Specialist Equipment Operator Fleet Maintenance Mechanic Building Maintenance Worker The City utilizes the above referenced prevailing rate comparisons for the following reasons: - Provides the largest sample of job classes for the most reliable comparisons - Contains the most specialized jobs found primarily in municipal government - Reflects a high correlation to the local/regional municipal rates In summary, wages are a marketplace commodity, subject to varying fluctuations due to general economic conditions and supply and demand for differing occupations. The City utilizes salary surveys to determine what the prevailing rates are in the marketplace with which we compete to obtain and retain competent employees. We compare our current salary practices to that of current or projected salary data to determine our relative position in the relevant employment marketplace. This provides the City with the basic data from which a determination can be made regarding the nature and extent of the salary adjustment, which may be required. Do we chase inflation or stay competitive? Cost of living reflects the demand for supply of goods and services while salary differentials reflects the demand for and supply of labor. The City has a competitive salary structure that assures we neither underpay nor overpay for labor. 6

7 2019 SALARY BUDGET REQUEST 2018 Survey Sources Surveyed Organization Reported Increase % Includes COLA/Steps City of Bismarck, ND 3.00% 3% overall salary increase City of Devils Lake, ND 2.00% 2% overall salary increase City of Fargo, ND 4.20% 2% COLA with 2.2% step increases 2018/2019 Reported Increase % NOTES City of Jamestown, ND 2.00% COLA 2%; Overall budget decreased by 1% City of Minot, ND 3.58% 1.79% increase as of Jan. 1; another 1.79% received on July 1, 2018 City of Valley City, ND 6.00% 6% increase due to change in salary schedules City of West Fargo, ND 4.50% 4.5% overall salary increase City of Rapid City, SD 2.00% COLA maximum increase on wage schedules City of Sioux Falls, SD 1.50% 1.50% overall salary increase for 2019 City of Alexandria, MN 2.00% 2% overall salary increase City of Bemidji, MN 2.50% 2.5% COLA increase City of Crookston, MN 2.50% 2.5% reported for 2019 overall % increase City of Detroit Lakes, MN 2.35% 2.35% for both 2018 & 2019 overall salary increase City of Duluth, MN 2.50% AFCSME 2018 Contract overall salary increase City of East Grand Forks, MN 2.00% 2% overall salary increase City of Fergus Falls, MN 2.80% %; %; %; 3 year contract based City of Hibbing, MN 2.25% 2019 Contract wage increase for 2019 City of Moorhead, MN 6.80% 6.80% increase due to change in salary schedules City of Rochester, MN 2.75% 2.75% overall salary increase for 2019 City of St. Cloud, MN 2.50% One 2019 contract completed at 2.5%, the rest will be similar City of Thief River Falls, MN 2.50% % Teamsters/NonUnion Increase Aging Factor 1.50% Aged to July 1, 2019 per plan design AVERAGE INCREASES 2.58% 2018 GENERAL FUND SALARIES ($21,210,697) $547,236 Note: Includes all vacant positions and General Fund Salaries as of Janaury 1 of the current year $0 ($ budgeted for less than 80%) Not aged $547,236 $88,871 $636,107 TOTAL BUDGETED WAGE REQUEST BENEFITS 16.24% (NDPERS 8.26%, Disability.33%, FICA/ Medicare 7.65%) TOTAL WAGE PLUS BENEFITS BUDGET REQUEST 7

8 Proposed Salary Increase % of Cities Surveyed 8.00% 7.00% City of Moorhead 6.80% 6.00% City of Valley City 6.00% 5.00% City of Fargo 4.20% City of West Fargo 4.50% 4.00% City of Minot 3.58% 3.00% 2.00% City of Bismarck 3.00% City of Devils Lake 2.00% City of Jamestown 2.00% City of Grand Forks 2.58% City of Rapid City 2.00% City of Sioux Falls 1.50% City of Alexandria 2.00% City of Bemidji 2.50% City of Crookston 2.50% City of Detroit Lakes 2.35% City of Duluth 2.50% City of East Grand Forks 2.00% City of Fergus Falls 2.80% City of Hibbing 2.25% City of City of Rochester City of Thief 2.75% St. Cloud River Falls 2.50% 2.50% 1.00% 0.00% 8

9 Proposed Salary Increase % of ND Cities Surveyed 7.00% 6.00% City of Valley City 6.00% 5.00% City of Fargo 4.20% City of West Fargo 4.50% 4.00% City of Minot 3.58% 3.00% 2.00% City of Bismarck 3.00% City of Devils Lake 2.00% City of Jamestown 2.00% City of Grand Forks 2.58% 1.00% 0.00% 9

10 2018/2019 Market Breakdown Detail Breakdown of positions: 2019 General Fund Market Adjustments - $55,536 Department Heads 6 employees, 6 positions - $12,126 Avg. % Increase 1.6% Positions include: City Administrator, Finance Director, City Engineer, Human Resource Director, Public Health Director, Information Technology Director. Senior Management 10 employees, 9 positions - $17,430 Avg. % Increase 1.93% Positions include: Assistant City Engineer, Assistant Finance Director, Building and Zoning Administrator, Compensation & Benefits Administrator, Assistant IT Director, Environmental Health Manager, Nursing & Nutrition Manager, Electrical Division Manager, Street/Facility Maintenance Manager. All Other Positions 21 employees, 12 positions - $25,980 Avg. % Increase 1.94% Positions include: Building Maintenance Worker, Building Maintenance, Lead, Equipment Operator, Lead, Fleet Maintenance Mechanic, Lead, IT Technician, IT Specialist, IT Coordinator, Human Resources Generalist, Senior, Network Administrator, Programmer Analyst, Programmer Analyst, Senior, Principal Engineer General Fund Market Adjustments - $91,978 Breakdown of positions: Department Heads 4 employees, 4 positions - $14, Avg. % Increase 2.77% Positions include: City Administrator, Finance Director, Police Chief, Fire Chief. Senior Management 18 employees, 8 positions- $35,422 Avg. % Increase 2.21% Positions include: Assistant City Engineer, Assistant Finance Director, Building & Zoning Administrator, Deputy Chief of Police, Electrical Division Manager, Fire Battalion Chief, Police Lieutenant, Street/Facility Maintenance Manager. All Other Positions 28 employees, 6 positions - $41,892 Avg. % Increase 2.14% Positions include: Environmental Health Specialist, Fire Captain, Fire Marshal, Police Records Supervisor, Public Health Nurse, Public Health Team Leader. 10

11 Council Approved Yearly Percentage 4.50% 4.00% 3.94% 3.72% 3.50% 3.44% 3.36% 3.45% 3.00% 2.50% 2.58%* 2.22%** 2.74% 3.10% 2.71% 2.34% 3.07% 3.16% 2.00% 1.72% 1.50% 1.00% 0.50% 0.00% , , , , , , , , , , , , , ,750 *Proposed Salary Budget Request % **Council Approved Adjusted 11 % due to budget constraints

12 2019 General Fund Breakdown $55, % $491, % Market Adjustment PFP Adjustment Total Budgeted $547,236 * One employee fell below 80% by $384 (0.07%) 12

13 2018 General Fund Breakdown $92,403 Market Adjustment PFP Adjustment $361,004 Total Budgeted $453,407 * One employees fell below 80% by $425 (0.1%) 13

14 Employees below 80% Market - All Funds # Employees below Market Classified General Fund Employees: 318 Classified All Fund Employees:

15 Employees below 80% Market - General Fund Only # Employees below Market Classified General Fund Employees: 318 Classified All Fund Employees:

16 Employees between 80% & 100% Market - All Funds # Employees 80% to 100% Classified General Fund Employees: 318 Classified All Fund Employees:

17 Employees between 80% & 100% Market - General Fund Only Employees between 80% & 100% Classified General Fund Employees: 318 Classified All Fund Employees:

18 Employees between 100% & 120% Market - All Funds # Employees 100% to 120% Classified General Fund Employees: 318 Classified All Fund Employees:

19 Employees between 100% & 120% Market - General Fund Only Employees between 100% & 120% Classified General Fund Employees: 318 Classified All Fund Employees:

20 City of Grand Forks FY 2019 Salary Plan Table 1 - Schematic of Occupational Job Classes (Exempt/Non-Exempt Listing) Class Code Occupational Job Families and Job Classes FLSA Changes 1000 Administrative Series City Administration Group 1001 * City Administrator Exempt Office & Administrative Services Group 1101 Executive Assistant Non-Exempt 1102 NBS Administrative Specialist, Senior Non-Exempt 1103 City Clerk Non-Exempt 1104 * Administrative Specialist Non-Exempt 1105 Office Specialist, Senior Non-Exempt 1106 Adminstrative Services Coordinator Non-Exempt 1107 Clerk of Court Non-Exempt 1108 Office Specialist Non-Exempt 1110 Deputy Clerk of Court Non-Exempt Finance and Accounting Group 1201 * Finance Director Exempt 1202 Assistant Finance Director Exempt 1203 NBS Accountant, Senior Exempt 1204 * Accountant Non-Exempt 1205 Accounting Specialist Non-Exempt 1206 Accounting Technician Non-Exempt 1208 Budget Officer Exempt 1209 Grant Accountant, Senior Exempt 1210 Special Assessment Coordinator Exempt 1211 Accounting Technician, Senior Non-Exempt 1212 Accounting Specialist, Senior Non-Exempt Public Information Group 1002 Community/Government Relations Officer Exempt 1301 * Public Information Officer Exempt 1303 Communications Specialist Non-Exempt Human Resources Group 1401 * Human Resource Director Exempt 1402 Human Resource Assistant Director Exempt 1403 NBS Human Resource Generalist Non-Exempt 1405 Compensation & Benefit Administrator Exempt 1406 Human Resource Specialist Non-Exempt 1407 Human Resource Generalist, Senior Exempt 1404 Human Resource Technician Non-Exempt Information Technology Group 1501 NBS Information Technology Director Exempt 1502 Assistant Information Technology Director Exempt 1503 NBS Programmer Analyst Non-Exempt 1505 Network Administrator Exempt 1507 IT Specialist Non-Exempt 1508 IT Technician Non-Exempt 1509 Programmer Analyst, Senior Exempt 1510 NBS GIS Administrator Exempt 1513 GIS Infrastructure Specialist Non-Exempt 1514 IT Coordinator Exempt General Maintenance Group 1603 Building Maintenance Lead Non-Exempt 1604 * Building Maintenance Worker Non-Exempt 1605 Building and Grounds Worker Non-Exempt * : Benchmark Position NBS: Non-benchmark Surveyed Position 20

21 City of Grand Forks FY 2019 Salary Plan Table 1 - Schematic of Occupational Job Classes (Exempt/Non-Exempt Listing) Class Code Occupational Job Families and Job Classes FLSA Changes 2000 Public Safety Series Law Enforcement Group 2001 * Police Chief Exempt 2002 Deputy Chief of Police Exempt 2003 Police Lieutenant Exempt 2004 Police Sergeant Non-Exempt 2005 Corporal Non-Exempt 2006 * Police Officer Non-Exempt 2007 Community Service Officer Non-Exempt Law Enforcement Support Group 2011 NBS Police Records Supervisor Non-Exempt 2012 NBS Evidence and Property Coordinator Non-Exempt 2013 Police Records Specialist Non-Exempt Communications Group 2021 NBS 911 Center Director Exempt Team Leader Non-Exempt Training Specialist Non-Exempt 2024 * 911 Dispatcher Non-Exempt 2025 NBS 911 Center Supervisor Exempt Dispatcher Trainee Non-Exempt Center Manager Exempt Fire Operations Group 2031 * Fire Chief Exempt 2034 Fire Battalion Chief Exempt 2035 Fire Marshal Non-Exempt 2036 Fire Captain Non-Exempt 2038 Fire Apparatus Specialist Non-Exempt 2039 Firefighter, Senior Non-Exempt 2040 NBS Firefighter Non-Exempt 3000 Economic and Community Development Series Planning Group 3001 * City Planner Exempt 3002 Planner, Senior Exempt 3003 NBS Planner Non-Exempt 3004 Deputy City Planner Exempt 3021 Community Development Deputy Director Exempt 3024 Construction Compliance Officer Non-Exempt 3025 Program Compliance Officer Non-Exempt 3026 Community Development Specialist Non-Exempt 3027 Community Development Director Exempt Assessment Group 3031 NBS City Assessor Exempt 3032 Deputy City Assessor Exempt 3033 Real Estate Appraiser, Senior Non-Exempt 3034 NBS Real Estate Appraiser Non-Exempt 3036 Land Records Technician Non-Exempt 3035 Assessing Specialist Non-Exempt Building and Zoning Group 3041 Building and Zoning Administrator Exempt 3042 Building Inspector, Senior Non-Exempt 3043 NBS Building Trades Inspector Non-Exempt 3044 * Building Inspector Non-Exempt 3045 Permit Technician Non-Exempt 3046 Permit Technician, Senior Non-Exempt 3047 Construction Inspector Non-Exempt * : Benchmark Position NBS: Non-benchmark Surveyed Position 21

22 City of Grand Forks FY 2019 Salary Plan Table 1 - Schematic of Occupational Job Classes (Exempt/Non-Exempt Listing) Class Code Occupational Job Families and Job Classes FLSA Changes 4000/5000 Public Works Operations Series Public Works Administration Group 4001 * Public Works Director Exempt 4002 Public Works Coordinator Non-Exempt 4003 NBS Public Works Operations Director Exempt 4082 Public Works Operations Supervisor Non-Exempt Engineering Group 4011 NBS City Engineer Exempt 4012 Assistant City Engineer Exempt 4013 Civil Engineer, Principal Exempt 4014 Civil Engineer, Senior Exempt 4015 * Civil Engineer Non-Exempt 4016 Civil Engineering Specialist Non-Exempt 4017 Civil Engineering Technician Non-Exempt 4018 Engineering/GIS Specialist Non-Exempt 4019 Right-of-Way Officer/Development Specialist Non-Exempt 4020 Wastewater/Stormwater Compliance Inspector Non-Exempt Electrical Services Group 4021 Electrical Division Manager Exempt 4022 NBS Electrician Non-Exempt 4023 NBS Electrical Technician Non-Exempt 4024 NBS Master Electrician Non-Exempt 4025 Electronics Technician Non-Exempt Water Utility Group 4039 NBS Water Works Director Exempt 4040 Assistant Water Works Director Exempt Water Utility - Water Distribution Group 4032 Water Distribution Supervisor Non-Exempt 4033 Water Utility Worker, Senior Non-Exempt 4034 NBS Water Utility Worker Non-Exempt 4037 Water Service Worker, Lead Non-Exempt Water Utility - Water Treatment Group 4062 * Water Plant Supervisor Non-Exempt 4063 Water Utility Worker, Senior Non-Exempt 4064 Water Utility Worker Non-Exempt 4067 Water Plant Operator, Lead Non-Exempt 4068 Process Control Operator Non-Exempt Wastewater/Stormwater Systems Group 4043 Wastewater/Stormwater Service Worker, Senior Non-Exempt 4044 Wastewater/Stormwater Service Worker Non-Exempt 4045 Wastewater/Stormwater Service Worker, Lead Non-Exempt 4046 Wastewater Collections Supervisor Non-Exempt 4047 Stormwater Collections Supervisor Non-Exempt Wastewater Treatment Group 4053 Wastewater Treatment Plant Operator, Senior Non-Exempt 4054 Wastewater Treatment Plant Operator Non-Exempt 4055 Wastewater Treatment Plant Operator, Lead Non-Exempt 4056 Wastewater Treatment Supervisor Non-Exempt Water/Wastewater Plant Compliance Group 4072 Laboratory Supervisor Non-Exempt 4073 Laboratory Analyst, Senior Non-Exempt 4074 * Laboratory Analyst Non-Exempt 4075 Industrial Pretreatment Specialist Non-Exempt 4077 Environmental Manager Exempt 4078 Greenway Specialist Non-Exempt * : Benchmark Position NBS: Non-benchmark Surveyed Position 22

23 City of Grand Forks FY 2019 Salary Plan Table 1 - Schematic of Occupational Job Classes (Exempt/Non-Exempt Listing) Class Code Occupational Job Families and Job Classes FLSA Changes Street Maintenance Group 4091 NBS Street/Facility Maintenance Manager Exempt 4093 Parking Compliance Attendant Non-Exempt 4094 Custodian Non-Exempt Transportation Group 5002 NBS Transportation Operations Supervisor Non-Exempt 5003 NBS Bus Operator Non-Exempt 5008 Bus Operator, Senior Non-Exempt 5009 Bus Operator, Lead Non-Exempt 5004 Transportation Dispatcher Non-Exempt 5005 Mobility Manager Exempt 5006 NBS Public Transportation Division Director Exempt 5007 Transportation Dispatcher, Senior Non-Exempt Fleet Maintenance Group 5012 * Fleet Maintenance Mechanic Non-Exempt 5013 Fleet Maintenance Technician Non-Exempt 5014 Fleet Maintenance Mechanic, Lead Non-Exempt 5016 Fleet Maintenance, Senior Non-Exempt Equipment Operations Group 5021 NBS Equipment Operator, Senior Non-Exempt 5022 * Equipment Operator Non-Exempt 5023 NBS Signs and Marking Specialist Non-Exempt 5026 Equipment Operator, Lead Non-Exempt 6000 Public Health Series 6001 Public Health Director Exempt 6002 Nursing and Nutrition Manager Exempt 6003 Environmental Health Manager Exempt 6005 Mosquito Control Manager Exempt 6006 Environmental Health Specialist, Senior Non-Exempt 6007 Environmental Health Specialist Non-Exempt 6008 * Public Health Nurse Non-Exempt 6009 Public Health Dietitian Non-Exempt 6010 Public Health Team Leader Non-Exempt 6011 Regional Emergency Response Coordinator Non-Exempt 6012 Mosquito Control Field Assistant, Lead Non-Exempt 6015 Mosquito Control Supervisor Non-Exempt 6018 Public Health Administrative Coordinator Non-Exempt * : Benchmark Position NBS: Non-benchmark Surveyed Position 23

24 City of Grand Forks Position Classification Plan Table 2 - Index of Current to Recommended Job Classes Transaction Codes: M = Merge Into Other Class T = Title Modification D = Delete Class Title S = Split into Two or More Classes N = No Change J = New Job Class Current Job Class 2019 Recommended Job Class Trans Code 1001 City Administrator N 1002 Comm/Government Relations Officer N 1101 Executive Assistant N 1102 Administrative Specialist, Senior N 1103 City Clerk N 1104 Administrative Specialist N 1105 Office Specialist, Senior N 1106 Administrative Services Coordinator J 1107 Clerk of Court N 1108 Office Specialist N 1109 Assistant City Clerk D 1110 Deputy Clerk of Court J 1201 Finance Director N 1202 Asst Finance Director N 1203 Accountant, Senior N 1204 Accountant N 1205 Accounting Specialist N 1206 Accounting Technician N 1208 Budget Officer N 1209 Grant Accountant, Senior N 1210 Special Assessment Coordinator N 1211 Accounting Technician, Senior J 1212 Accounting Specialist, Senior J 1301 Public Information Officer N 1303 Communications Specialist N 1401 Human Resource Director N 1402 Human Resource Assistant Director J 1403 Human Resource Generalist N 1404 Human Resource Technician N 1405 Compensation & Benefit Administrator N 1406 Human Resource Specialist N 1407 Human Resource Generalist, Senior N 1501 Information Technology Director N 1502 Assistant Information Technology Director N 1503 Programmer Analyst N 1505 Network Administrator N 1507 IT Specialist N 1508 IT Technician N 1509 Programmer Analyst, Senior N 1510 GIS Coordinator GIS Administrator T 1513 GIS Infrastructure Specialist N 1514 IT Coordinator N 1603 Building Maintenance, Lead N 1604 Building Maintenance Worker N 1605 Building and Grounds Worker N 2001 Police Chief N 2002 Deputy Chief of Police N 2003 Police Lieutenant N 2004 Police Sergeant N 2005 Corporal N 24

25 City of Grand Forks Position Classification Plan Table 2 - Index of Current to Recommended Job Classes Transaction Codes: M = Merge Into Other Class T = Title Modification D = Delete Class Title S = Split into Two or More Classes N = No Change J = New Job Class Current Job Class 2019 Recommended Job Class Trans Code 2006 Police Officer N 2007 Community Service Officer N 2011 Police Records Supervisor N 2012 Evidence and Property Coordinator N 2013 Police Records Specialist N Center Director N Team Leader N Training Specialist N Dispatcher N Center Supervisor N Dispatcher Trainee N Center Manager J 2031 Fire Chief N 2034 Fire Battalion Chief N 2035 Fire Marshal N 2036 Fire Captain N 2038 Fire Apparatus Specialist N 2039 Firefighter, Senior N 2040 Firefighter N 3001 City Planner N 3002 Planner, Senior N 3003 Planner N 3004 Deputy City Planner N 3021 Community Development Deputy Director N 3024 Construction Compliance Officer N 3025 Program Compliance Officer N 3026 Community Development Specialist N 3027 Community Development Director J 3031 City Assessor N 3032 Deputy City Assessor N 3033 Real Estate Appraiser, Senior N 3034 Real Estate Appraiser N 3035 Assessing Specialist N 3036 Land Records Technician J 3041 Building and Zoning Administrator N 3042 Building Inspector, Senior N 3043 Building Trades Inspector N 3044 Building Inspector N 3045 Permit Technician N 3046 Permit Technician, Senior N 3047 Construction Inspector N 4001 Public Works Director N 4002 Public Works Services Coordinator N 4003 Public Works Operations Director N 4011 City Engineer N 4012 Assistant City Engineer N 4013 Civil Engineer, Principal N 4014 Civil Engineer, Senior N 4015 Civil Engineer N 4016 Civil Engineering Specialist N 25

26 City of Grand Forks Position Classification Plan Table 2 - Index of Current to Recommended Job Classes Transaction Codes: M = Merge Into Other Class T = Title Modification D = Delete Class Title S = Split into Two or More Classes N = No Change J = New Job Class Current Job Class 2019 Recommended Job Class Trans Code 4017 Civil Engineering Technician N 4018 Engineering/GIS Specialist N 4019 Right-of-Way Officer/Development Specialist N 4020 Wastewater/Stormwater Compliance Inspector N 4021 Electrical Division Manager N 4022 Electrician N 4023 Electrical Technician N 4024 Master Electrician N 4025 Electronics Technician N 4032 Water Distribution Supervisor N 4033 Water Utility Worker, Senior N 4034 Water Utility Worker N 4037 Water Service Worker, Lead N 4039 Water Works Director N 4040 Assistant Water Works Director N 4043 Wastewater/Stormwater Svc Worker, Senior N 4044 Wastewater/Stormwater Service Worker N 4045 Wastewater/Stormwater Svc Wkr, Lead N 4046 Wastewater Collections Supervisor N 4047 Stormwater Collections Supervisor N 4053 Wastewater Treatment Plant Operator, Senior N 4054 Wastewater Treatment Plant Operator N 4055 Wastewater Treatment Plant Op, Lead N 4056 Wastewater Treatment Supervisor N 4062 Water Plant Supervisor N 4063 Water Utility Worker, Senior N 4064 Water Utility Worker N 4067 Water Plant Operator, Lead N 4068 Process Control Operator N 4072 Laboratory Supervisor N 4073 Laboratory Analyst, Senior N 4074 Laboratory Analyst N 4075 Industrial Pretreatment Specialist N 4077 Environmental Manager N 4078 Greenway Specialist N 4082 Public Works Operations Supervisor N 4091 Street/Facility Maintenance Manager N 4093 Parking Compliance Attendant N 4094 Custodian N 5002 Transportation Operations Supervisor N 5003 Bus Operator N 5004 Transportation Dispatcher N 5005 Mobility Manager N 5006 Public Transportation Division Director N 5007 Transportation Dispatcher, Senior N 5009 Bus Operator, Lead N 5008 Bus Operator, Senior N 5012 Fleet Maintenance Mechanic N 5013 Fleet Maintenance Technician N 5014 Fleet Maintenance Mechanic, Lead N 26

27 City of Grand Forks Position Classification Plan Table 2 - Index of Current to Recommended Job Classes Transaction Codes: M = Merge Into Other Class T = Title Modification D = Delete Class Title S = Split into Two or More Classes N = No Change J = New Job Class Current Job Class 2019 Recommended Job Class Trans Code 5016 Fleet Maintenance Mechanic, Senior N 5021 Equipment Operator, Senior N 5022 Equipment Operator N 5023 Signs and Marking Specialist N 5026 Equipment Operator, Lead N 6001 Public Health Director N 6002 Environmental Health Manager N 6003 Nursing and Nutrition Manager N 6005 Mosquito Control Manager N 6006 Environmental Health Specialist, Senior N 6007 Environmental Health Specialist N 6008 Public Health Nurse N 6009 Public Health Dietitian N 6010 Public Health Team Leader N 6011 Regional Emergency Response Coordinator N 6012 Mosquito Control Field Asst, Lead N 6015 Mosquito Control Supervisor N 6018 Public Health Administrative Coordinator J 27

28 City of Grand Forks FY 2019 Salary Plan Table 3 - External Prevailing Rates Comparison Class Code Current Benchmark Grand Forks Job Class Benchmark Grand Forks Job Class Group 1104 Administrative Specialist Administrative Specialist A & B 1604 Building Maintenance Worker Building Maintenance Worker A & B 5012 Fleet Maintenance Mechanic Fleet Maintenance Mechanic A & B 5022 Equipment Operator Equipment Operator A & B 1204 Accountant Accountant A & B 1301 Public Information Officer Public Information Officer A & B 2006 Police Officer Police Officer A & B 3044 Building Inspector Building Inspector A & B 4015 Civil Engineer Civil Engineer A & B 4062 Water Plant Supervisor Water Plant Supervisor A & B 4074 Laboratory Analyst Laboratory Analyst A & B Dispatcher 911 Dispatcher A & B 6008 Public Health Nurse Public Health Nurse A & B 1001 City Administrator City Administrator C 1201 Finance Director Finance Director C 1401 Human Resource Director Human Resource Director C 2001 Police Chief Police Chief C 2031 Fire Chief Fire Chief C 3001 City Planner City Planner C 4001 Public Works Director Public Works Director C 3027 Community Development Director City Planner C Job Group A = Non-Municipal Specific Occupations B = Local Government-Specific Occupations C = Executive and Senior Management Positions T = Transit Entities 28

29 City of Grand Forks FY 2019 Salary Plan Table 4 - Salary Ranges By Department Class Code Occupational Job Families and Job Classes 2018 Salary Range Salary Range 2019 Market Range Recommendations Minimum Midpoint Maximum 1000 Administrative Series City Administration Group 1001 * City Administrator $129,761 $162,201 $194,641 Office & Administrative Services Group 1101 Executive Assistant $43,782 $54,727 $65, NBS Administrative Specialist, Senior $42,714 $53,392 $64, City Clerk $45,998 $57,498 $68, * Administrative Specialist $35,934 $44,917 $53, Office Specialist, Senior $31,760 $39,700 $47, Administrative Services Coordinator 44 $45,998 $57,498 $68, Clerk of Court $45,998 $57,498 $68, Office Specialist $28,773 $35,967 $43, Deputy Clerk of Court 34 $35,934 $44,917 $53,901 Finance and Accounting Group 1201 * Finance Director $111,892 $139,866 $167, Asst Finance Director $87,410 $109,263 $131, NBS Accountant, Senior $63,409 $79,261 $95, * Accountant $52,043 $65,054 $78, Accounting Specialist $44,876 $56,095 $67, Accounting Technician $38,697 $48,371 $58, Budget Officer $63,409 $79,261 $95, Grant Accountant, Senior $63,409 $79,261 $95, Special Assessment Coordinator $66,619 $83,274 $99, Accounting Technician, Senior 40 $41,672 $52,090 $62, Accounting Specialist, Senior 45 $47,148 $58,935 $70,722 Public Information Group 1002 Comm/Government Relations Officer $77,258 $96,572 $115, * Public Information Officer $54,678 $68,347 $82, Communications Specialist $45,998 $57,498 $68,997 Human Resources Group 1401 * Human Resource Director $98,897 $123,621 $148, Human Resource Assistant Director 63 $73,535 $91,919 $110, NBS Human Resource Generalist $56,044 $70,056 $84, Compensation & Benefit Administrator $71,742 $89,677 $107, Human Resource Specialist $48,327 $60,409 $72, Human Resource Generalist, Senior $66,619 $83,274 $99, Human Resource Technician $35,934 $44,917 $53,901 Information Technology Group 1501 NBS Information Technology Director $98,897 $123,621 $148, Assistant Information Technology Director $73,535 $91,919 $110, NBS Programmer Analyst $56,044 $70,056 $84, Network Administrator $66,619 $83,274 $99, IT Specialist $52,043 $65,054 $78, IT Technician $45,998 $57,498 $68, Programmer Analyst, Senior $66,619 $83,274 $99, NBS GIS Administrator $66,619 $83,274 $99, GIS Infrastructure Specialist $56,044 $70,056 $84, IT Coordinator $66,619 $83,274 $99,929 General Maintenance Group 1603 Building Maintenance, Lead $39,664 $49,580 $59, * Building Maintenance Worker $35,934 $44,917 $53, Building and Grounds Worker $32,554 $40,693 $48,831 * : Benchmark Position NBS: Non-benchmark Surveyed Position (Variance related to 2018 Salary Range) 29

30 City of Grand Forks FY 2019 Salary Plan Table 4 - Salary Ranges By Department Class Code Occupational Job Families and Job Classes 2018 Salary Range Salary Range 2019 Market Range Recommendations Minimum Midpoint Maximum 2000 Public Safety Series Law Enforcement Group 2001 * Police Chief $109,163 $136,454 $163, Deputy Chief of Police $85,278 $106,598 $127, Police Lieutenant $73,535 $91,919 $110, Police Sergeant $61,863 $77,328 $92, Corporal $54,678 $68,347 $82, * Police Officer $48,327 $60,409 $72, Community Service Officer $39,664 $49,580 $59, Evidence and Property Coordinator $43,782 $54,727 $65,673 Law Enforcement Support Group 2011 NBS Police Records Supervisor $57,446 $71,807 $86, NBS Police Records Specialist $37,753 $47,191 $56,629 Communications Group 2021 NBS 911 Center Director $96,485 $120,606 $144, Team Leader $45,998 $57,498 $68, Training Specialist $45,998 $57,498 $68, * 911 Dispatcher $42,714 $53,392 $64, NBS 911 Center Supervisor $57,446 $71,807 $86, Dispatcher Trainee $35,057 $43,822 $52, Center Manager 59 $66,619 $83,274 $99,929 Fire Operations Group 2031 * Fire Chief $106,501 $133,126 $159, Fire Battalion Chief $79,189 $98,987 $118, Fire Marshal $64,994 $81,243 $97, Fire Captain $64,994 $81,243 $97, Fire Apparatus Specialist $54,678 $68,347 $82, Firefighter, Senior $52,043 $65,054 $78, NBS Firefighter $48,327 $60,409 $72, Economic and Community Development Series Planning Group 3001 * City Planner $96,485 $120,606 $144, Planner, Senior $63,409 $79,261 $95, NBS Planner $53,344 $66,680 $80, Deputy City Planner $71,742 $89,677 $107,612 Community Development Group 3021 Community Development Deputy Director $71,742 $89,677 $107, Construction Compliance Officer $57,446 $71,807 $86, Program Compliance Officer $57,446 $71,807 $86, Community Development Specialist $53,344 $66,680 $80, Community Devlopment Director 74 $96,485 $120,606 $144,727 Assessment Group 3031 NBS City Assessor $96,485 $120,606 $144, Deputy City Assessor $71,742 $89,677 $107, Real Estate Appraiser, Senior $58,882 $73,602 $88, NBS Real Estate Appraiser $45,998 $57,498 $68, Land Records Technician $44,876 $56,095 $67, Assessing Specialist $35,934 $44,917 $53,901 * : Benchmark Position NBS: Non-benchmark Surveyed Position (Variance related to 2018 Salary Range) 30

31 City of Grand Forks FY 2019 Salary Plan Table 4 - Salary Ranges By Department Class Code Occupational Job Families and Job Classes 2018 Salary Range Salary Range 2019 Market Range Recommendations Minimum Midpoint Maximum Building and Zoning Group 3041 Building and Zoning Administrator $81,169 $101,461 $121, Building Inspector, Senior $58,882 $73,602 $88, NBS Building Trades Inspector $58,882 $73,602 $88, * Building Inspector $45,998 $57,498 $68, Permit Technician $35,934 $44,917 $53, Permit Technician, Senior $42,714 $53,392 $64, Construction Inspector $52,043 $65,054 $78, /5000 Public Works Operations Series Public Works Administration Group 4001 * Public Works Director $109,163 $136,454 $163, Public Works Services Coordinator $45,998 $57,498 $68, NBS Public Works Operations Director $98,897 $123,621 $148, Public Works Operations Supervisor $57,446 $71,807 $86,168 Engineering Group 4011 NBS City Engineer $103,903 $129,879 $155, Assistant City Engineer $81,169 $101,461 $121, Civil Engineer, Principal $71,742 $89,677 $107, Civil Engineer, Senior $64,994 $81,243 $97, * Civil Engineer $60,354 $75,442 $90, Civil Engineering Specialist $54,678 $68,347 $82, Civil Engineering Technician $47,148 $58,935 $70, Engineering/GIS Specialist $54,678 $68,347 $82, Right-of-Way Officer/Development Specialist $60,354 $75,442 $90, Wastewater/Stormwater Compliance Inspector $54,678 $68,347 $82,016 Electrical Services Group 4021 Electrical Division Manager $69,992 $87,490 $104, NBS Electrician $50,774 $63,467 $76, NBS Electrical Technician $44,876 $56,095 $67, NBS Master Electrician $58,882 $73,602 $88, Electronics Technician $48,327 $60,409 $72,490 Water Distribution Group 4032 Water Distribution Supervisor $57,446 $71,807 $86, Water Utility Worker, Senior $44,876 $56,095 $67, NBS Water Utility Worker $39,664 $49,580 $59, Water Service Worker, Lead $50,774 $63,467 $76, NBS Water Works Director $98,897 $123,621 $148, Assistant Water Works Director $81,169 $101,461 $121,754 Wastewater/Stormwater Systems Group 4043 Wastewater/Stormwater Svc Worker, Senior $44,876 $56,095 $67, Wastewater/Stormwater Service Worker $39,664 $49,580 $59, Wastewater/Stormwater Svc Wkr, Lead $50,774 $63,467 $76, Wastewater Collections Supervisor $57,446 $71,807 $86, Stormwater Collections Supervisor $57,446 $71,807 $86,168 Wastewater Treatment Group 4053 Wastewater Treatment Plant Operator, Senior $44,876 $56,095 $67, Wastewater Treatment Plant Operator $39,664 $49,580 $59, Wastewater Treatment Plant Op, Lead $50,774 $63,467 $76, Wastewater Treatment Supervisor $57,446 $71,807 $86,168 Water Treatment Group 4062 * Water Plant Supervisor $57,446 $71,807 $86, Water Utility Worker, Senior $44,876 $56,095 $67, Water Utility Worker $39,664 $49,580 $59, Water Plant Operator, Lead $50,774 $63,467 $76, Process Control Operator $50,774 $63,467 $76,160 * : Benchmark Position NBS: Non-benchmark Surveyed Position (Variance related to 2018 Salary Range) 31

32 City of Grand Forks FY 2019 Salary Plan Table 4 - Salary Ranges By Department Class Code Occupational Job Families and Job Classes 2018 Salary Range Salary Range 2019 Market Range Recommendations Minimum Midpoint Maximum Water/Wastewater Plant Compliance Group 4072 Laboratory Supervisor $57,446 $71,807 $86, Laboratory Analyst, Senior $50,774 $63,467 $76, * Laboratory Analyst $43,782 $54,727 $65, Industrial Pretreatment Specialist $50,774 $63,467 $76, Environmental Manager $69,992 $87,490 $104, Greenway Specialist $57,446 $71,807 $86,168 Street Maintenance Group 4091 NBS Street/Facility Maintenance Manager $69,992 $87,490 $104, Parking Compliance Attendant $36,832 $46,040 $55, Custodian $31,760 $39,700 $47,640 Transportation Group 5002 NBS Transportation Operations Supervisor $57,446 $71,807 $86, NBS Bus Operator $36,832 $46,040 $55, Transportation Dispatcher $31,760 $39,700 $47, Mobility Manager $63,409 $79,261 $95, NBS Public Transportation Division Director $81,169 $101,461 $121, Transportation Dispatcher, Senior $35,934 $44,917 $53, Bus Operator, Senior $41,672 $52,090 $62, Bus Operator, Lead $47,148 $58,935 $70,722 Fleet Maintenance Group 5012 * Fleet Maintenance Mechanic $43,782 $54,727 $65, Fleet Maintenance Technician $36,832 $46,040 $55, Fleet Maintenance, Lead $49,535 $61,919 $74, Fleet Maintenance Mechanic, Senior $48,327 $60,409 $72,490 Equipment Operations Group 5021 NBS Equipment Operator, Senior $41,672 $52,090 $62, * Equipment Operator $36,832 $46,040 $55, NBS Signs and Marking Specialist $41,672 $52,090 $62, Equipment Operator, Lead $50,774 $63,467 $76, Public Health Series 6001 Public Health Director $98,897 $123,621 $148, Environmental Health Manager $66,619 $83,274 $99, Nursing and Nutrition Manager $66,619 $83,274 $99, Mosquito Control Manager $66,619 $83,274 $99, Environmental Health Specialist, Senior $54,678 $68,347 $82, Environmental Health Specialist $48,327 $60,409 $72, * Public Health Nurse $54,678 $68,347 $82, Public Health Dietitian $54,678 $68,347 $82, Public Health Team Leader $60,354 $75,442 $90, Regional Emergency Response Coordinator $54,678 $68,347 $82, Mosquito Control Field Asst, Lead $47,148 $58,935 $70, Mosquito Control Supervisor $54,678 $68,347 $82, Public Health Administrative Coordinator 44 $45,998 $57,498 $68,997 * : Benchmark Position NBS: Non-benchmark Surveyed Position (Variance related to 2018 Salary Range) 32

33 City of Grand Forks FY 2019 Salary Plan Table 5 - Salary Ranges Per Job Class - (Salary Range Order) Class Code Occupational Job Families and Job Classes Salary Range 2019 Range Assignment Minimum Midpoint Maximum 1001 * City Administrator 86 $129,761 $162,201 $194, * Finance Director 80 $111,892 $139,866 $167, * Police Chief 79 $109,163 $136,454 $163, * Public Works Director 79 $109,163 $136,454 $163, * Fire Chief 78 $106,501 $133,126 $159, NBS City Engineer 77 $103,903 $129,879 $155, * Human Resource Director 75 $98,897 $123,621 $148, NBS Information Technology Director 75 $98,897 $123,621 $148, Public Health Director 75 $98,897 $123,621 $148, NBS Public Operations Director 75 $98,897 $123,621 $148, NBS Water Works Director 75 $98,897 $123,621 $148, NBS 911 Center Director 74 $96,485 $120,606 $144, NBS City Assessor 74 $96,485 $120,606 $144, * City Planner 74 $96,485 $120,606 $144, NBS Community Development Director 74 $96,485 $120,606 $144, Asst Finance Director 70 $87,410 $109,263 $131, Deputy Chief of Police 69 $85,278 $106,598 $127, Assistant City Engineer 67 $81,169 $101,461 $121, Assistant Water Works Director 67 $81,169 $101,461 $121, Building and Zoning Administrator 67 $81,169 $101,461 $121, NBS Public Transportation Director 67 $81,169 $101,461 $121, Fire Battalion Chief 66 $79,189 $98,987 $118, Comm/Government Relations Officer 65 $77,258 $96,572 $115, Police Lieutenant 63 $73,535 $91,919 $110, Assistant Information Technology Director 63 $73,535 $91,919 $110, Human Resource Assistant Director 63 $73,535 $91,919 $110, Deputy City Planner 62 $71,742 $89,677 $107, Deputy City Assessor 62 $71,742 $89,677 $107, Compensation & Benefit Administrator 62 $71,742 $89,677 $107, Community Development Deputy Director 62 $71,742 $89,677 $107, Civil Engineer, Principal 62 $71,742 $89,677 $107, Environmental Manager 61 $69,992 $87,490 $104, * Street/Facility Maintenance Manager 61 $69,992 $87,490 $104, Electrical Division Manager 61 $69,992 $87,490 $104,988 * : Benchmark Position NBS: Non-benchmark Surveyed Position (Variance related to 2018 Salary Range) 33