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Home My WebLink About121305 Public Safety Comp () -a ~ c ~ m z r- (f) - ~ n - 0 tn ~ Þ ;0 ." 0 m ~ -I ~ -< ;0 m < - m ~ 0 CD (') CD 3 e- CD ., ....Jo. c..v N a a 01 . . . s: m C/) m 3 m c:: en -c <: r-+- -I Q) - ::z:: 0 CD c- '< '< - 0 -- CD CD en CD c.. :::T a - 01 CD 0 ::J c.. CD -c () ." c:: c.... r-+- c:: 0 :;a ., 3 -- m en 3 c.. < -- -- ('") r-+- - r-+- m r-+- CD -- 0 CD :E ::J en en . I -a z ~ Q) r-+- -- 0 - ::J UI Q) UI - - '< C m UI GAPS/CONCERNS . Recruitment challenges exist for police officers, emergency medical personnel and E911 employees . Retention issues are primarily among SWAT, investigative and specialized police personnel. Retention is also an issue for E911 . 5-year turnover analysis shows that the number of employees leaving has fluctuated annually while specialized police officers leaving for federal and quasi-federal agencies have increased GAPS/CONCERNS . Future efforts to moderate horizontal compression will require more funding . Along with overlapping pay ranges, addressing horizontal compression has contributed to vertical compression . A comprehensive approach is not being applied to structure and market increases to prevent horizontal compression from recurring GAPS/CONCERNS . Further enhancements to total compensation will require review for sustainability and balance against the overall budget and burden to the taxpayers . Existing HR/Payroll system is at risk and cannot accommodate major changes . Moderate changes to the current system delays and diverts dedicated resources from completing the new system (January 2008) GAPS/CONCERNS . EMS pay range equity concern . Addressing only public safety employees will raise pay equity concerns throughout the rest of the organization ALTERNATIVE COURSES OF ACTION . 1 a-Step Pay System . Police Supervisors' Association Pay Proposal . Current System - Enhanced . Current System 10-STEP PAY SYSTEM . F eatu res - Each pay range will consist of the pay range minimum and 10 steps to the pay range maximum - Each step represents the employee being in the job title one year - Provides a one-time pay increase to supervisors who receive less pay than their highest paid supervised employees - Structure/pay range adjustments resulting from market will be provided on Iy when City can absorb associated costs . Cost Real Estate Tax Rate Impact 2.65 cents .56 cents Citywide implementation: Public Safety only: $11,927,536 $2,516,999 10-STEP PAY SYSTEM . Gaps/Concerns Addressed - May help address recruitment for Police, EMS, and E911 employees - Addresses to some extent retention issue of Police and E911 - Has potential to reduce losses to federal and quasi- federal agencies - Addresses horizontal compression - Provides some opportunities to address severe cases of vertical compression - Consistent treatment of employees if applied citywide 10-STEP PAY SYSTEM . Remaining Concerns - May reduce funding available for total compensation components such as VRS and health/life insurance - Increasing employees' salaries with structure/market increases will prevent future horizontal compression but may require lowering other components of total compensation to be sustainable in the long-term - Not compatible with current HR/Payroll system and cannot be easily and timely addressed. Only feasible to implement with new HR/Payroll system in January 2008 POLICE SUPERVISORS' ASSOCIATION PAY PROPOSAL . F eatu res - Applies only to public safety personnel - Employees are placed on a step with a corresponding salary based on their overall tenure with the City (years of service) - Significantly increases pay range maximums - 2.1 % to 16% increase for all except entry level - Structure/pay range adjustments resulting from market will be provided on Iy when City can absorb associated costs . Cost Public Safety Implementation: Real Estate Tax Rate Impact $13,041,500 2.90 cents POLICE SUPERVISORS' ASSOCIATION PAY PROPOSAL . Gaps/Concerns Addressed - May help address recruitment for Police, EMS and E911 employees - Addresses to some extent retention issue of Police and E911 - Has potential to reduce losses to federal and quasi- federal agencies - Virtually eliminates horizontal compression and mov~s a large number of employees to pay range maximums - Reduction in vertical compression POLICE SUPERVISORS' ASSOCIATION PAY PROPOSAL . Remaining Concerns - May reduce funding available for total compensation components such as VRS and health/life insurance - Not compatible with current HR/Payroll system and cannot be easily and timely addressed. Only feasible to implement with the new HR/Payroll system in January 2008 - Large numbers of employees being topped out was a major concern leading to market salary survey implementation POLICE SUPERVISORS' ASSOCIATION PAY PROPOSAL . Remaining Concerns - Increasing employees' salaries with structure/market increases will prevent future horizontal compression but may require lowering other components of total compensation to be sustainable in the long-term - Does not provide consistent treatment of all City employees CURRENT SYSTEM - ENHANCED . Features - Open range pay plan provides flexibility to City Council in balancing resources available to support com pensation req u i rements - Features apply to all eligible employees - Horizontal compression based on years in title using a 15-year entry to top progression plan - Promotion increase of 200/0, instead of the current 50/0 or 100/0, when going from a position that earns overtime to one that does not CURRENT SYSTEM - ENHANCED . Features - Bonuses for quality career service and educational attainment/specialized training above the minimum requirements for positions with high turnover - Vertical compression initially addressed within public safety - Vertical compression would then be reviewed among the remaining workforce . Cost $4,700,000 Real Estate Tax Rate Impact 1.04 cents CURRENT SYSTEM - ENHANCED . Gaps/Concerns Addressed - To some extent addresses Police, EMS and E911 recruitment challenges with enhancements - Fully addresses horizontal compression - Reduction in vertical compression CURRENT SYSTEM - ENHANCED . Gaps/Concerns Addressed - Sustainability is more feasible - Compatible with current HR/Payroll system and enhancements can be easily and timely addressed - Treats all employees consistently CURRENT SYSTEM - ENHANCED . Remaining Concerns - Not providing structure and market increase dollars to employees' salaries will cause future horizontal . compression - May not significantly reduce losses to federal and quasi-federal agencies - Increasing employees' salaries with structure/market increases will prevent future horizontal compression but may require lowering other components of total compensation to be sustainable in the long-term CURRENT SYSTEM . Features - Open range pay plan provides flexibility to City Council in balancing resources available to support com pensation req u i rements - Applies consistently to all employees - Horizontal compression based on years in title using a 15-year entry to top progression plan - Structure adjustments increase all pay range minimum and maximum salaries . Cost $1,700,000 Real Estate Tax Rate Impact .38 cents CURRENT SYSTEM . Gaps/Concerns Addressed - Minimally addresses Police and E911 recruitment and retention challenges - Compatible with the HR/Payroll system - Fully addresses horizontal compression - Pay plan and total compensation benefits would be sustained CURRENT SYSTEM . Remaining Concerns - Does not address vertical compression - Not providing structure and market increase dollars to employees' salaries will cause future horizontal . compression - May not significantly reduce losses to federal and quasi-federal agencies NEXT STEPS . The following actions will be accomplished to finalize City Council's request to review public safety pay: - Communicate the four alternatives with the employee input group - Continue to refine the alternatives - Return to City Council in January to provide a full recommendation D C m tA -I - 0 Z tA