HomeMy WebLinkAboutAgenda - Mail Packet - 5/21/2019 - Direct Reports Compensation Ad Hoc Council Committee Agenda - May 22, 2019Fort Collins
Human Resources Department
215 N. Mason, 2"' Floor
PO Box 580
Fort Collins, CO 80522
AGENDA
Direct Reports Compensation Ad Hoc Council Committee
May 22, 2019, 2:00pm to 3:00pm
CAO Large Conference Room, City Hall, 300 Laporte Ave, Fort Collins, CO 80521
Committee Members:
Mayor Wade Troxell
Mayor Pro Tem Kristin Stephens
Councilmember Susan Gutowsky, District 1
City Staff Members:
Teresa Roche, Chief Human Resources Officer
Jamie Heckman, Senior Compensation Manager
Jenny Lopez Filkins, Senior Assistant City Attorney
Jeanne Sanford, Paralegal
Joaquin Garbiso, Senior Benefits Manager (as needed)
• Call Meeting to Order
• Public Comments (limited to approximately 2 minutes per speaker)
• Review and approval of Minutes from May 1, 2019 meeting
• Discussion Items:
o Confirmations from last meeting
o Process Design
o Salary Analysis Methodology
• Adjournment
Next Meeting: June 10, 2019
There are three or more members of City Council that will likely attend this meeting. Formal action may
be taken by the Committee at this meeting and the discussion of public business will occur. Therefore,
the meeting is open to the public.
Direct Reports Compensation Ad Hoc Council Committee
May 1, 2019 4:00 to 5:00 pm
Minutes
Members in Attendance: Mayor Wade Troxell, Councilmember Susan Gutowsky, Mayor Pro Tem Kristin
Stephens; Teresa Roche, Chief Human Resources Officer, Jamie Heckman, Senior Compensation
Manager, Jenny Lopez Filkins, Senior Assistant City Attorney, Jeanne Sanford, Paralegal.
Public in Attendance: None.
A meeting of the Direct Reports Compensation Ad Hoc Council Committee ("Committee") was held on
Wednesday, May 1, 2019, in the CIC Conference Room at City Hall.
Agenda:
1. Review and approval of April 3, 2019 Minutes.
2. Discussion Items:
a. Review Committee Approach and Proposed Plan of Action
b. Talent and Leadership Philosophy Discussion
c. Market and Peer Cities Discussed
3. Adjournment
The meeting began at 4:00 p.m.
Mayor Troxell called the meeting to order. Mayor Troxell recognized Susan Gutowsky being on this
Committee and noted Kristin Stephen's new title of Mayor Pro Tem.
Susan Gutowsky noted there was a misspelling of her name and was assured that would be corrected.
The minutes of the April 3, 2019 meeting were approved.
Jamie Heckman summarized and discussed what the Committee was hoping to accomplish at each
meeting, including timing, catch-up with Council and peer cities discussions. Ms. Heckman further
explained the final deliverable of the total compensation strategy for direct reports will be a guide for
Council with a philosophy, strategy and timeline.
Mayor Troxell agreed this would be a good approach. The Committee discussed the best timing for
check -ins with Council with July being a possible timeframe.
Mayor Troxell added that timing near mid -year evaluations would be good.
There was a consensus by the Committee that stated objectives and timeline work.
Teresa Roche discussed a recommended philosophy for the Committee and the current beliefs around
competitiveness and talent market positioning for the similarly situated direct report positions.
Mayor Pro Tem Stephens asked how one gathers information around competitiveness. She noted the
City Manager is a highly competitive market and that this is perhaps a nationwide market, not regional.
Mayor Troxell stated the Committee needs to learn more about this issue.
There was discussion about the last city attorney recruitment process and geographic location of the
candidates.
Councilmember Susan Gutowsky asked about the municipal judge position and since judges are
appointed from the State and whether the chief judge position more of a local search. Historical
information suggests that candidates for the chief municipal judge position typically come from the local
legal community, which is a benefit because of the nature of the position.
The Committee discussed education requirements, the talent pool and whether recruitment is better to
come from within the City organization or an outward looking search.
Teresa Roche described research that was conducted regarding differences when you hire externally vs.
within the organization. The results showed if companies hire outside, the length of service from that
employee is generally short. If an individual is promoted from within the organization, there are more
sustainable results. Ms. Roche stated she was not sure if Council is ready to think along those lines, but
if so, perhaps developing a pipeline for these three positions might be beneficial.
Mayor Pro Tem Stephens stated she believes Fort Collins is in an elite group due to the programs
accomplished and that we may need to tailor our peer cities to those that are very successful mid -size
cities such as Fort Collins and not just look at population to assign peer cities.
The Committee discussed the question, in 5 years from now, what is important for the City Manager
role. The committee also discussed the nature of the leadership required for the future of Fort Collins.
Mayor Troxell stated diversity and inclusion is important.
Councilmember Gutowsky stated it is important that the City Council resist the tendency to be provincial
and stick close to home too much; it is not a waste of money to send staff out through travel to connect
with people and discover new ideas. There should be encouragement around global awareness and
connecting with high powered people when traveling out of our sphere.
Mayor Pro Tem Stephens noted visionary, strategic focus was important.
Mayor Troxell and Councilmember Gutowsky spoke of the importance of bold, courageous, vulnerability
and daring greatly as well as high EQ and humility.
The Committee then discussed the beliefs around the talent recruitment market for the three positions
and whether the Committee sees this changing in the future.
The current salary data benchmarks were discussed for Colorado, the western region and nationally.
It was noted that the western region has been used for talent recruitment for the past decade. Mayor
Pro Tem Stephens stated there was no reason to confine our search to the western region any longer.
The Committee discussed the peer cities list that was put together by Ginny Sawyer which notes
population, services offered, college/student ration, square miles. Other qualities to be added to this
peer city list were discussed such as other Baldridge award cities, innovation, AAA bond rating, faster
growing cities like Fort Collins, etc.
The Committee discussed action items and next steps, including the next meeting scheduled for May 22,
2019.
Meeting adjourned at 5:10 p.m.
5/16/2019
Direct Reports Compensation Ad Hoc Committee
1
Confirmation
Leadership: Future Capabilities and Recruitment
Peer Cities Characteristics
Process Design
Salary Analysis Methodology
Next Steps
2
2
1
5/16/2019
.,
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City of
Fort Collins
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Leadership
Committee's current
beliefs about the
competitiveness and the
talent market positioning
for these three positions
➢ Reflections on future
leadership requirements
3
3
Fart_ City
Peer Cities Characteristics
HIGH
PERFORMING
EVIDENCE OF HIGH PERFORMING
✓ Alliance for Innovation
✓ Bloomberg Harvard
✓ Financial Performance
4
4
2
5/16/2019
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May
Jun
Jul
Aug
Public Lnaagenl n I
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DELIBERATE AND SYSTEMATIC APPROACH
• City Council
• Council Retreat
✓ Council Events (CML, NLC)
• Council Employees
✓ Performance Management
✓ Salary Review Process
✓ Total Compensation Review
Process Design
6
6
3
5/16/2019
Salary Analysis Methodology
PROCESS REVIEW
• Peer Cities data collection
• Geographic adjustments
• Data presentation and summary
T-r
7
Action Items and Next Steps
8
8
4
City Manager
National Market Information
January 3, 2019
Anaheim. CA
340.000
$259.281
$83.933
$7,800
$351,014
2018
$1.900,000,000
Burbank, CA
104,447
$262,583
$24,872
$6,000
$293,455
2016
$211,721,711
Cedar Rapids, IA
131.127
$318,826
$96,981
$3.600
$419,407
2010
$516,093,543
Eugene, OR
166,575
$239,494
$27,000
$6,000
$272,494
2008
$677,240,248
Denton, TX
136.268
$254,925
$18.025
$7,200
$280,150
2017
$677,516,946
Garland, TX
238,000
$276,477
$52,137
- $9,600
$338,214
2015
$737,900,000
Richardson, TX
108,617
$274.609
$19,476
$294.085
2012
$255,664.921
Bellevue, WA
144,000
$234,169
$35,057
$5,400
$274,626
2014
$595,719,811
Tacoma. WA
207.948
$228.619
$28,774
$0
$257,393
2017
$1,583.614.942
Fort Collins
171,000
$262,489
$34,124
$9,000
$305,613
2004
$549,000,000
MEAN
$260,998
$42.917
$308,982
DIFFERENCES
0.57%
-20.49%
-1.09%
Population Mean
Population Median
174.798
155,288
SALARY - Darin's salary is
0.57% ahead of the
National peer city market
mean.
RETIREMENT - The City's retirement
contribution on behalf of Darin is
20.49% behind the National peer
city market mean. An increase of
25.77% would bring his contribution
to the National peer city market
mean.
TOTAL COMPENSATION -
Darin's total compensation is
1.09% behind the National
peer city market mean.
SAMPLE
City Manager
Colorado Market Information
January 3, 2019
• Car
: I To
y
_
2018 City
e . > rati , -
Aurora
366,623
$235.000
$44.600
$9,126
$288,726
2018
$597.107,905
Fort Collins
171,000
$262,489
$34,124
$9,000
$305,613
2004
$549,000,000
Lakewood
154.796
$249.371
$72.379
$8,400
$330,150
2009
$200.448,616
Thornton
138,901
$216,240
$14,812
$6,000
$237,052
2017
$368,708,501
Arvada
115.368
$236.000
$30,727
$6,600
$273,327
2011
$210,561,283
Westminster
113,130
$295,122
$30,250
$9,000
$334,372
2015
$211,576,684
Boulder
108.090
$264,725
$36,267
$0
$300,992
2008
$389.210,000
Greeley
108,000
$217,224
$26,067
$6,000
$249,291
2005
$367,858,520
Longmont
94,777
$227,772
$28.188
$5,000
$260,960
2012
$317,220,000
Loveland
76,899
$191,484
$17.233
$0
$208,717
2016
$470,334,295
Broomfield
69.086
$210.766
$15.807
$6,000
$232,573
2011
$137,192,108
MEAN
$234.370
$31,633
$271,616
DIFFERENCES
12.00%A
7.87°r!
12.52%
Population Mean
Population Median
134.567
110,610
SALARY - Darin's salary is
12.00% ahead of the
Colorado peer city market
mean.
RETIREMENT - The City's
retirement contribution on
behalf of Darin is 7.87%
ahead of the Colorado peer
city market mean.
SAMPLE
TOTAL COMPENSATION -
Darin's total compensation is
12.52% ahead of the
Colorado peer city market
mean.
City Attorney
National Market Information
January 3, 2019
Anaheim, CA
340,000
$242,000
$78,339
$0
$7,800
$328,139
2018
$8,390,483
NA
Burbank, CA
104,447
$223,004
$21,123
$0
$4,800
$248,927
2011
$3.870,683
12/31/2017
Boise, ID
223,154
$147,393
$20,528
$0
$2,800
$170,721
2014
$5,964,036
10/1/2017
Cedar Rapids. IA
131.127
$188,739
$16,936
$1,200
$0
$206,875
1986
$825,782
01/01/2018
Portland, OR
627,395
$195,153
$12,523
$0
$0
$207,676
2014
$13,639,244
07/01/2018
Denton, TX
136,268
$180,972
$12,796
$0
$9,000
$202,768
2017
$2,606,180
01/02/2018
Garland, TX
238,000
$231,064
$32,676
$1,275
$9,600
$274,615
1985
$2,684,575
01/03/2018
Bellevue, WA
144,000
VACANT
Tacoma, WA
207,948
$194,548
$24,486
$0
$0
$219,034
2005
$16,782,030
Fort Collins
171,000
$194,259
$25,254
$0
$0
$219,513
2015
$2,359,670
01/01/2018
MEAN
$200,359
$27,426
$232,345
DIFFERENCES
-3.04%
-7.92%
-5.52%
Population Mean
239,149
Population Median
207,948
SALARY - Carr e's salary is
3.04% behind the national peer
city market mean. An increase of
3.14% is needed to bring Carrie's
salary to the national peer city
market mean.
RETIREMENT - The City
s retirement contribution for Carrie is
7.92% behind the national peer city
market mean. An increase of 8.6% is
needed to bring Carrie's retirement
contribution to the national peer City
market mean.
SAMPLE
TOTAL COMPENSATION -
Carrie's total compensation is
5.52% behind the national
peer city market mean.
CITY ATTORNEY
Colorado Market Information
January 3, 2019
Colorado Springs
475.936
$196,723
$26,951
$0
$3,189
$226,863
2014
$5,519,259
Aurora
366,623
$184,787
$12,935
$0
$0
$197,722
2018
$6,565,614
NA
Fort Collins
171,000
$194,259
$25,254
$0
$0
$219,513
2015
$2,359,670
01/01/2018
Lakewood
154,796
CONTRACTED
Thornton
138,901
$189.251
$18.925
$0
$4,800
$217,856
2016
$2,268,150
12/24/2017
Arvada
115,368
$205,000
$31,160
$0
$4,200
$240,360
1995
$2,171,814
06/25/2018
Westminster
113,130
$225,050
$23,068
$0
$6.000
$254,118
2015
$1.674,612
01/01/2019
Boulder
108,090
$223,812
$30,662
$0
$0
$254,474
2010
$3,476,336
06/18/2018
Greeley
108.000
$194,376
$21,381
$0
$0
$215,757
2012
$1,813,268
03/01/2018
Longmont
94,777
$179,856
$9,123
$0
$3,587
$192,566
2009
$1,185,780
09/25/2017
Loveland
76.899
$160,014
$11,201
$100
$0
$171,315
2006
$1,640,631
04/17/2018
Broomfield
69,086
$198,016
$11,881
$6,000
$0
$215,897
2018
$787,005
NA
MEAN
$195,689
$19,7291
$218,693
DIFFERENCES
-0.73°41
28.00%f
0.37%
Population Mean
Population Median
165.601
113,130
SALARY - Carrie's salary is
0.73% behind the Colorado
peer city market mean. An
increase of 0.74% is needed
to bring Carries salary to the
Colorado peer city market
mean.
RETIREMENT - The City's
retirement contribution to
Carrie is 28.00% ahead of
the Colorado peer dty market
mean.
TOTAL COMPENSATION -
Carrie's total compensation is
0.37% ahead of the
Colorado peer city market
mean.
SAMPLE
Chief Municipal Judge
Colorado Market Information
January 3, 2019
Judge
2018
Salary :
FT
Annual
Retirement,'
Longevity P
and r
Total
Can
S.
_=curity'
• re,
!mpio •
(not inc.! •,.
Jud.:.
1`
Liquor
Licensing
Duties
LAS .
Pay +
Incr :. .
,:tee
.ROJE
2019
,,- ,
•er Cap
•perati
Bud .et,'
Colorado Springs
CONTRACTED
Aurora
366,623
$148,000
$18,860
6166,860
7.65%
26.0
6.0
2016
NA
38,197
12/23/2017
Unknown
$2,898,127
$7.90
Fort Collins
171,000
5150.834
$19,608
S170.442
7.65%
11.0
0.8
1989
392
31.399
Yes
01/01/2018
Unknown
61,069,712
56.26
Lakewood
154,796
$164,170
$26,969
$191,139
1.45%
38.0
2.0
2008
4,032
12,905
No
03/25/2018
Unknown
$3,764,549
$24.32
Thornton
138,901
5158.661
S16.265
$174.946
7.65%
0.0
1.0
1988
770
13,662
No
12/24/2017
3%
$1,975,550
$14.22
Arvada
118,807
$160,000
$20,832
$180,832
1.45%
11.0
1.0
2013
830
9,963
No
06/25/2018
2.25%
$1,617,372
$13.61
Westminster
113.130
$166.615
617,078
5183.693
7.65%
19.8
2.0
2017
1,002
7.732
No
01/01/2019
Unknown
51.968,256
$17.40
Boulder
108,090
$161,051
$22,064
$183,115
1.45%
19.35
1.0
2001
Unavail-
able
137,550
No
06/18/2018
4 %
$2,258,016
$20.89
Greeley
108,000
5146,000
616.060
5162.060
7.65%
9.25
1.0
2018
Unavail•
able
Unavail-
able
Yes
05./21 /2018
Anticipate 4 %
51,157.017
510.71
Longmont
94,777
$140,400
$17,529
$157,929
1.45%
3.0
1.0
2016.
Unavail-
able
4,516
Unavail-
able
09/25/2017
Unknown
$570,120
$6.02
Loveland
76.899
S145.017
58.701
6153.718
7.65%
4.0
1.0
2015
1,755
6.482
No
01/01/2018
2.70%
5821,039
S10.68
Broomfield
69,086
$158,704
$9,522
$168,226
7.65%
3.00
1.00
2011
146
4,701
No
01/01/2018
Unknown
5445,665
$6.45
MEAN
DIFFERENCES
Population Mean
134.911
Population Median
110,610
$154, 864
-2.60°.
SALARY - Kathleen's salary is
2.60% behind the Colorado peer
city market mean. An increase of
2.670/0 would be needed to bring
her salary to the Colorado peer
city market mean.
$17,3881,
12.77%j
RETIREMENT - The City's
retirement contribution on
behalf of Kathleen is 12.770/0
ahead of the Colorado peer city
market mean.
$172,252
-1.05 %
TOTAL COMPENSATION -
Kathleen's total compensation
is 1.05% behind the
Colorado peer city market
mean.
SAMPLE
What are the Committee's current beliefs about the competitiveness and the
talent market positioning for these three positions?
Given the community's expectations and the national and international recognition for the City of Fort Collins,
the talent requirements are high and impact the attraction, development and reward strategies for the three
Council appointed positions. The ad hoc committee members reflected on the past, current and future in this
discussion and illuminated points from their other experiences related to talent.
Specific comments for each position outlined below:
City Manager
If need arose, position would be recruited nationally and high probability the candidates would need
public sector experience.
- Unique characteristics of our City were highlighted: comprehensive Utility service provider, including
Broadband; focus on operational excellence and innovation.
City Attorney
- If need arose, previous assumptions about Colorado only requirement may not apply, the most recent
recruitment was national and current belief is this would be true in the future.
Chief Judge
- If need arose, belief is given the unique requirements, the position would need to focus on the regional
talent pool.
- Specific thoughts were that the judicial approach and demeanor would be critical and having the
opportunity to observe candidates from experience would be important —this led to the question of
making succession planning strategies more explicit to ensure a competitive pipeline is being developed.
What do we believe is the leadership required for the future of Fort Collins?
Comments made by committee members:
Total quality perspective
Diversity and inclusion
Global awareness and engagement
Visionary, strategic focus
Bold, courageous, vulnerable, "daring greatly"
Relationships with varying stakeholders, including Council
Authentic leadership
Anticipatory, future trends
Co -creation (not personal agenda)
- Learning agility
High EQ and humility