HomeMy WebLinkAboutCOUNCIL - AGENDA ITEM - 12/07/1999 - SECOND READING OF ORDINANCE NO. 179, 1999, ADOPTIN Amorm"MWW
AGENDA ITEM SUMMARY ITEM NUMBER: 12
DATE: December 7, 1999
M FORT COLLINS CITY COUNCIL STAFF: Fischbach/
Bruno/DeLaCastro
SUBJECT :
Second Reading of Ordinance No. 179, 1999, Adopting the 2000 Classified Employees Pay and
Classification Plan.
RECOMMENDATION:
Staff recommends adoption of the Ordinance on Second Reading.
EXECUTIVE SUMMARY:
The pay for each pay grade has been reviewed by comparing the benchmark jobs in each
occupational group to similar jobs in the local private and public sectors. This analysis permitted
an evaluation of the competitiveness of the pay grade. Each of the pay grades in an occupational
group was similarly analyzed,and if it was observed that a structure adjustment was needed,the pay
ranges in that occupational group were adjusted. Ordinance No. 179, 1999 was unanimously
adopted on First Reading on November 161999. Between First and Second Reading page 14 of the
Pay Plan,under the heading Protective Services Sworn,was amended to fix a typographical error.
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AGENDA ITEM SUMMARY ITEM NUMBER: 19
DATE: November 16. 1999
FORT COLLINS CITY COUNCIL Fischbach/
STAFF: Bruno/DeLaCastro
SUBJECT:
First Reading of Ordinance No. 179, 1999, Adopting the 2000 Classified Employees Pay and
Classification Plan.
RECOMMENDATION:
Staff recommends adoption of the Ordinance on First Reading.
FINANCIAL IMPACT:
Funding for the Pay and Classification Plan will be accomplished with existing funds, as proposed
by the 2000 budget. ",
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EXECUTIVE SUMMARY:
When the City initiated the project of revising the compensation and classification system, there
were specific objectives to be naoet as'follows
• Develop labor market comparisons that are.consutent with=the Cin•'s compensation
philosophy of total compensation set at the 700"percentile `
• Implement an effective, dependable job classification system
• Consolidate job titles
• Develop a structured compensation plan
• Develop a compensation plan that is understandable to employees and easily implemented by
managers 4
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DATE: November 16, 1999 2 ITEM NUMBER: 19
BACKGROUND:
This pay plan represents "Phase II" of the new pay plan implementation. In addition,this pay plan
continues in the philosophy of market comparability and competitiveness.
PRIMARYDATA SOURCES:
Mountain States Employer's Council (MSECI:
MSEC's Colorado Front Range Compensation Survey represents Colorado employers of all sizes,
from as few as 16 employees to more 1ian32;000.-Dat4iscollected4om 468 respondents situated
all across the front range, in tiding
the four o16F uc= reds of Denver/Boulder, Northern
Colorado,Colorado Springs arid Pueblo end representing 80,360��mployees. TheNorthem Colorado
survey information includes 43�employets.of'various sizes representing a total of over 20,000
employees. Although public sector employers are included in the survey, they represent only 8%
of the employers. MSEC surveys 352 benchmark jobs.
Colorado Municipal League (CML):
CML reports compensation information from 93 jurisdictions in the State of Colorado,including 71
municipalities, 16 counties and five special districts. Seventy-six of the 93 participants have
populations over 5,000. The survey provides information on 79 benchmark jobs commonly shared
by most municipalities,as well second survey of32,executive and management level jobs in the
public sector. '
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Longnnont Total Compnsapod Survey
Produced by the City of Longmont,this survey provides compensation information on 72 benchmark
jobs from 76 public and private employers in the Denver/Boulder and Northern Colorado areas.
Many jobs in the Longmont survey are included in the CML survey, but this survey is the only
source for electric utility jobs.
Results:
Pay Plan: The pay structures were again established by calculating the 70th percentile on
benchmarks and allowing approximately a,10% difference between pay grades. Pay ranges still
capture a 36%spread. This calo ation' was done4in concert with an examination of the benefit plans
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and structures offered by the ity and those provided4by co` arative municipalities. This was
conducted to meet the need to manage the Cttya total competition philosophy. Several changes
to the benefit premiums and plan designs have been instituted for 2000 that will result in an increase
in employee contributions and bring the benefit reserve fund into a more fiscally viable position.
The pay for each pay grade has been reviewed by comparing the benchmark jobs in each
occupational group to similar jobs in the local private and public sectors. This analysis permitted
an evaluation of the competitiveness of the pay grade. Each of the pay grades in an occupational
group was similarly analyzed,and if it was observed that a structure adjustment was needed,the pay
ranges in that occupational group were adjusted.
These analyses indicated that 6 of the 10 occupational groups needed to be adjusted to remain
competitive with the market. The proposed average structure adjustment is 3.65%
ATE: November !« !«9 J ITEM NUMBER- m
Job Classifications: s jobs have been »Eade¢ bringing the pay range for pie into
alignment with market a± Themajority ofjobs continue to w properly classified, aevia
R the exhaustive markeaalyG _ar
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