HomeMy WebLinkAboutCOUNCIL - AGENDA ITEM - 01/02/2001 - SECOND READING OF ORDINANCE NO. 191, 2000, ADOPTIN AGENDA ITEM SUMMARY ITEM NUMBER: 13
DATE: January 2, 2001
FORT COLLINS CITY COUNCIL Fischbach/
110 FROM: Bruno/DeLaCastro
SUBJECT:
Second Reading of Ordinance No. 191, 2000, Adopting the 2001 Classified Employees Pay and
Classification Plan.
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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. 191, 2000 was unanimously
adopted on First Reading on December 19, 2000.
AGENDA ITEM SUMMARY ITEM NUMBER: 27
DATE: December 19, 2000
FORT COLLINS CITY COUNCIL Fischbach/
STAFF: Bruno/DeLaCastro
SUBJECT:
First Reading of Ordinance No. 191, 2000, Adopting the 2001 Classified Employees Pay and
Classification Plan.
RECOMMENDATION:
Staff recommends adoption o CeOrdi0i PtReadyin
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FINANCIAL IMPACT:
1 Funding for the Pay and Classification Plan will be accomplished with existing funds,as proposed
by the 2001 budget with the sC(YFI
riati n in 2001 for Police Services.
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EXECUTIVE SUMMARY:
This Pay Plan continues in support of the practice of setting City pay ranges at the market 70th
percentile. Data from the public and private sectors, including reporte
d published survey data and
� a special City of Fort Collins pe a ' n S e we the prevailing market
rates for over 100 benchmark bs.
BACKGROUND:
This Pay Plan continues in the philosophy of market comparability and competitiveness.
PRIMARY DATA SOURCES:
Mountain States Employer's Council (MSEC):
MSEC's Colorado Front Range Compensation Survey represents Colorado employers of all sizes,
from as few as 16 employees to more than 32,000. Data is collected from 494 respondents situated
all across the front range, including the four geographic areas of Denver/Boulder, Northern
Colorado,Colorado Springs and Pueblo and representing 70,657 employees. The Northern Colorado
survey information includes 58 employers of various sizes, representing a total of over 32,000
employees. Although public sector employers are included in the survey,they represent only 14%
DATE: December 19, 2000 2 ITEM NUMBER: 27
of the employers. MSEC surveys 279 benchmark jobs. Information Technology is included in a
separate survey.
Mountain States Employer's Council (MSEC) Information Technology Compensation Survey:
Data is collected from 323 respondents. There are 7,929 employees and 91 benchmark jobs.
Information is not broken down by geographic or type of industry.
Mountain States Employer's Council (MSEC) Public Employers Compensation Survey:
This survey replaces the Longmont Compensation Survey. Data is collected from 55 respondents
from across the front range representing 79,823 employees and 22 benchmark jobs.
Colorado Municipal League ( ):
CML reports compensation in atio m 9 r fictions i he State of Colorado,including 71
municipalities, 16 counties an a specl ist Sev -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 as a second survey of 32 executive and management level jobs in the
public sector.
City of Fort Collins Compensation Survey:
This year, the Human Resources Department conducted a special survey of 60 jobs that were not
represented in the published sources. This data was combined with the other survey data to calculate
the prevailing market wage rate
Results:
Pay Plan: The pay structure ere Olab Pied Y-elculating the 70th percentile on
benchmarks and allowing an approximate 10% difference between pay grades. Pay ranges still
capture a 36%spread. This calculation was done in concert with an examination of the benefit plans
and structures offered by the City and those provided by comparative municipalities. This was
conducted to meet the need to manage the City's total compensation philosophy.
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 f the ay grade. Each of th"ay grades in an occupational
group was similarly analyzed, d if it obse e - at5 to adjustment was needed,the pay
ranges in that occupational gr p were , juste
These analyses indicated that occupational groups needed to be adjusted to remain competitive with
the market. The proposed average structure adjustment is 4.4%