HomeMy WebLinkAboutCOUNCIL - AGENDA ITEM - 12/18/2001 - SECOND READING OF ORDINANCE NO. 205, 2001, ADOPTIN AGENDA ITEM SUMMARY ITEM NUMBER: 14
DATE: December 18, 2001
FFORT COLLINS CITY COUNCIL Fischbach/
FROM: Bruno/DeLaCastro
SUBJECT :
Second Reading of Ordinance No. 205, 2001, Adopting the 2002 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
410 was needed, the pay ranges in that occupational group were adjusted. Ordinance No. 205, 2001,
was unanimously adopted on First Reading on November 20, 2001.
AGENDA ITEM SUMMARY ITEM NUMBER: 43
DATE:
FORT COLLINS CITY COUNCIL November 20, 2001
STAFF: Fischbach/
SUBJECT:
First Reading of Ordinance No. 205. 2001, Adopting the 2002 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 ace lished with existing funds, as
proposed by the 2002-2003 budget.
EXECUTIVE SUMMA
This P Ian continues in s e prac ' of setting City pay range maximums at the
mar Oth percentile. Data fro d private sectors, including reported published
sury data and a special City of Fort Collins Compensation Survey, were used to determine the
pre 'ng market rates for 100 b chmark jobs.
This an continues in the p osophy of market comparability and competitiveness.
PRIMA SOURCE
Mountain States ver's Council MSEC :
MSEC Colorado Front Range Compensation Survey represents Colorado employers of all sizes.
Data is collected from 457 respondents situated all across the front range, including the four
geographic areas of Denver/Boulder, Northern Colorado. Colorado Springs and Pueblo and
representing 68,818 employees. The Northern Colorado survey information includes 54
employers of various sizes, representing a total of over 32,000 employees. Although public
sector employers are included in the survey, they represent only 10% of the employers. MSEC
surveys 307 benchmark jobs. Information Technology is included in a separate survey.
DATE: 2 I ITEM NUMBER: 41
Mountain States Emnlover's Council (MSEC) Information Technoloev Compensation Survey:
Data is collected from 286 respondents. There are 7,185 employees and 138 benchmark jobs.
Information is not broken down by geographic region or type of industry.
Mountain States Emolover's Council (MSEC) Public Employers Compensation Survey:
This survey replaces the Longmont Compensation Survey. Sixty-four respondents provided data
from the Front Range representing 81,250 employees and 94 benchmark jobs.
Mountain States Em lover's Council (MSEC) Utilities Com ensation Surve
Data is collected from 30 respondents. There are 15,339 employees an 41 nchmark jobs.
Information is not broken down by geographic region or type of industry.
Colorado Municipal Leaeue (CMLI:
CML reports compensation information from 89 jurisdictions nio o, including
69 municipalities, 15 counties and five special districts. Si -sev ants have
populations over 5,000. The survey provides information on 115 benchmar only
shared by most municipalities, as well as a second s executive and mana
jobs in the public sector.
Citv of Fort Collins Compensation Survev:
This year, the Human Resources departm t co a spec survey of 37 jobs that were not
represented in the published sources. This data ed with the other survey data to
calculate the prevailing market wage rates.
Results:
Pay Plan: The pay stru res were again est d by cal ating the 70th percentile on
benchmarks and allowin approximate 10% di ce bet en pay grades. Pay ranges still
capture a 36% spread. alculation was done i ncert with an examination of the benefit
plans and struc es offer the City and those pr ded by comparative municipalities. This
was conduc t the manage the City tal compensation philosophy.
The for each pay grade by comparing the benchmark jobs in each
occ ional group to similar jobs in private and public sectors. This analysis permitted
an uation of the competitive ss of the pay grade. Each of the pay grades in an occupational
gro ere similarly analyzed, if it was observed that a structure adjustment was needed, the
pay s in that occupational g up were adjusted.
These indicated tha cupational groups needed to be adjusted to remain competitive
with the average structure adjustment is 4.0%.