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Classification and Compensation Committee Agenda Packet - March 6, 2017
City of Colleyville Page 1 City of Colleyville Classification and Compensation Committee Agenda City Hall 100 Main Street Colleyville, Texas 76034 817. 503.1000 www.colleyville.com Monday, March 6, 2017 6:00 p.m. Executive Conference Room Third Floor – City Hall 1.CALL TO ORDER 2. APPROVAL OF MINUTES January 23, 2017 3.PRESENTATION AND DISCUSSION 3a Presentation and discussion of the consultant's draft presentation of City's Classification and Compensation Plan 4.ADJOURNMENT I hereby certify this agenda was posted on City Hall bulletin boards Friday, March 3, 2017, by 5:00 p.m. Amy Shelley, TRMC City Secretary A quorum of the Colleyville City Council and/or any other Colleyville Board, Commission, or Committee may be in attendance at this meeting. Any matter on this agenda may, at the discretion of the governing body, be opened for public comment and discussion. If you plan to attend this public meeting and have a disability that requires special accommodations, please advise the Economic Development Marketing Coordinator at least 48 hours in advance at 817.503.1050, and reasonable accommodations will be made to assist you. City of Colleyville Page 1 City of Colleyville Classification and Compensation Committee Minutes - DRAFT City Hall 100 Main Street Colleyville, Texas 76034 817. 503.1000 www.colleyville.com Monday, January 23, 2017 6:00 p.m. Executive Conference Room Third Floor – City Hall 1. CALL TO ORDER Human Resources Director Rachel Huitt called the meeting of the Classification and Compensation Committee to order on Monday, January 23, 2017, at 6:02 p.m. ROLL CALL: Mayor Richard Newton, Councilmembers Tammy Nakamura and Nancy Coplen, citizen committee members Bo Bottger, Lenonna Nichols, Scott Redfearn, staff committee members Parks Manager Heather Dowell, Public Works Director Jeremy Hutt, Assistant Police Chief Robert Hinton, Fire Battalion Chief Tim Folden, and Human Resources Director Rachel Huitt. Absent: Mayor Richard Newton, Scott Redfearn, and Strategic Services Manager Adrienne Lothery 2. APPROVAL OF THE MINUTES OF THE JANUARY 18, 2017 MEETING Councilmember Tammy Nakamura made a motion to approve the minutes of the January 18, 2017 meeting. The motion was seconded by Parks Manager Heather Dowell. Approved by acclamation. 3. PRESENTATION AND DISCUSSION 3a Interview and discussion of consultants to conduct a classification and compensation analysis Interviews were conducted with Arthur J. Gallagher & Co. Fox Lawson division, and Management Advisory Group International, Inc. 4. REGULAR MEETING OF THE CLASSIFICATION AND COMPENSATION COMMITTEE Director Huitt explained a contract would be presented to the City Council for consideration at the next regularly scheduled City Council meeting on February 7, 2017. Director Huitt confirmed the next meeting with the Committee is March 6, 2017 at 6:00 p.m. to go over a draft report from the consultant. Classification and Compensation Committee Minutes - Draft January 23, 2017 City of Colleyville Page 2 5. ADJOURNMENT There being no further business before the Committee, the meeting adjourned at 10:16 p.m. Minutes taken and prepared by: Rachel Huitt Director of Human Resources City of Colleyville Page 1 City of Colleyville Classification and Compensation Committee Agenda Briefing City Hall 100 Main Street Colleyville, Texas 76034 www.colleyville.com Agenda Number 3a Agenda Date 03/06/2017 Number Type Presentation and Discussion Department Human Resources Title Presentation and discussion of the consultant's draft presentation of City's Classification and Compensation Plan Attachments 1.Presentation 2.Integrated Original Pay Plans by Original Grade Midpoint Committee Meeting Compensation and Classification Plan March 6, 2017 Ø Review of Scope of Work for the Project Ø Review of Major Work Plan Steps Ø Establishing the Comparative Market Ø Establishing Benchmark Positions for the Survey Ø Selecting a Broad Banding or Traditional Approach Ø Determining the Public Safety Structure Today’s Discussion… 2 3 Review of Scope of Work… Ø Conduct a compensation and classification study, to include a market salary survey and Job Analysis Questionnaires; Ø Develop a Compensation & Classification Philosophy based on practical needs of the organization; Ø Provide recommendations on whether revised or new individualized position titles and pay grade assignments are needed; and if so, assist in the development of these titles and pay grades; Ø Create new descriptions; Ø Provide software, manual and training for HR; Ø Analysis of the financial impact for implementation of the new plan; and, Ø Prepare a final report of recommendations. 4 Review of Major Work Plan Steps… Ø Project Initiation: Finalize approach; identify issues; gather data; detailed work plan; MAG’s Task Completion List. Ø Market Survey: Identify targets/benchmarks; develop survey; contact targets. Ø Classification Review: JAQ’s; AIF’s; interviews; job analysis. Ø Analyze Survey Data: Capture and evaluate data; integrate job/market data. Ø Develop Plan and Structure: Create structure and assign positions. Ø Draft Report: Prepare narrative and tables for internal review. Ø Finalize Report: Ensure feedback; run implementation options; present. Ø Training: Install software; train HR; ensure ongoing administration. 5 Establishing the Comparative Market… Organizations typically included as targets in a salary survey are those that are: Ø competing with the City for employees, for either lower level or higher level positions; Ø geographically situated in such a fashion as to almost automatically be considered a competitor; Ø structured similarly to the City, or providing similar types of services ; Ø attractive to highly valued City employees for one reason or another; and, Ø within a reasonable commuting distance. Samples are provided to start us thinking… 6 Selecting Broad Banding or Traditional Approach… Pros Cons Comments Very Broad Pay Ranges offer employees “room to grow”. Very difficult to establish “pay stops” within the ranges; can create unrealistic expectations for some employees. Broad banding is largely a private sector initiative; about 11% of private sector agencies polled by SHRM use the format. Originally designed for large multi-purposed or multi- national organizations that want to empower agencies or operational units to develop their own pay plans and rules. Hard to apply to a fully- integrated local city or county where there is both legal and operational need for pay equity and substantial equivalency in both job hierarchy and actual salaries. Was originally designed for establishing executive pay within large private organizations; enjoyed popularity in the late 80’s and early 90’s. Broad banding is supportive of organizational restructuring. Most public sector organizations have job comparability with others. In the absence of an organizational imperative, it is of questionable value. Jobs are very broadly defined.Jobs are too broadly defined.Difficult to establish recruitment guidelines; difficult to establish placement for existing or new position; can cause angst among employees who perceive the broader grouping as a downgrade. 7 Establishing Benchmark Positions for Survey… The job classes included as benchmarks in the survey will be clearly and concisely described. Classes should be representative of the various functional areas within the various work areas/units. Benchmarks are chosen from across all Occupation Categories, Departments and Pay Grades. Will need to “translate” broad title into market reference points. 8 Determining the Public Safety Structure… Ø Steps or Open Ranges? §The fundamental decision about deciding any structure is finding support for decisions. §MAG typically looks to the external market for comparative information in deciding both competitiveness and structure. Ø Current structure for Sworn: 6.1% to 18.92% from min to max §The proposed structure for Public Safety positions should be competitive with the external market, but should also be internally consistent with job placement and pay. §Finally, any structure for any employees, should be defensible, market driven and balanced with internal job value. §Whether Public Safety or General Service employees, the structure and the ranges should make sense. 9 Goals of this Study: Ø Consistent, valid and defensible methodology and approach for classifying work. Ø A system that will support the day to day functions of managing employees and their compensation in a logical way that references both internal and external values. Ø A classification/compensation program designed specifically for your needs. Ø Policy recommendations to support and sustain the proposed plan(s). Ø Extensive employee participation; extensive leadership participation. Ø Licensing of unique Classification Manager© software system. In-house ability to implement, administer and maintain system. Summary… Questions? 10 Min Mid Max Pay Plan %Range%Below%Above Integrated Original Pay Plan - By Midpoint Original Class Title Grade Survey #Pos'ns Colleyville TX 2017 Class Code $100 $100 $100 0.00% 0.00% 0.00%WAE Non-Sworn EVENT COORDINATOR ec $100 $100 $100 Non-Sworn 5 LABOR POOL lp $100 $100 $100 Non-Sworn 1 POLICE BAILIFF pb $100 $100 $100 Non-Sworn 1 PRODUCTION COORDINATOR proco $100 $100 $100 Non-Sworn 3 SCHOOL CROSSING GUARD scg $100 $100 $100 Non-Sworn 12 5 Unique Class Titles Total # of Positions:22 $13,298 $15,957 $18,615 39.99% 20.00% 16.66%A12 Non-Sworn LIBRARY CLERK PT lcpt $13,298 $15,957 $18,615 Non-Sworn 4 M&O TECHNICIAN mot $13,298 $15,957 $18,615 Non-Sworn 22 2 Unique Class Titles Total # of Positions:26 $16,828 $21,035 $25,242 50.00% 25.00% 20.00%B22 Non-Sworn ADMIN SUPPORT TECH adst $16,828 $21,035 $25,242 Non-Sworn 8 LIBRARY ASSISTANT PT libapt $16,828 $21,035 $25,242 Non-Sworn 10 2 Unique Class Titles Total # of Positions:18 $18,127 $22,658 $27,189 50.00% 25.00% 20.00%B23 Non-Sworn ADMIN SUPPORT SPEC adss $18,127 $22,658 $27,189 Non-Sworn 8 ADMIN SUPPORT SPECPT adsspt $18,127 $22,658 $27,189 Non-Sworn 1 2 Unique Class Titles Total # of Positions:9 $25,098 $31,373 $37,647 50.00% 25.00% 20.00%C41 Non-Sworn ADMIN SUPPORT SUPV adsup $25,098 $31,373 $37,647 Non-Sworn 2 LIBRARIAN PT libpt $25,098 $31,373 $37,647 Non-Sworn 2 M&O SUPERVISOR mosup $25,098 $31,373 $37,647 Non-Sworn 2 MANAGEMENT ANALYST ma $25,098 $31,373 $37,647 Non-Sworn 8 MGMT ANALYST PT mapt $25,098 $31,373 $37,647 Non-Sworn 1 5 Unique Class Titles Total # of Positions:15 $29,786 $35,743 $41,701 40.00% 20.00% 16.67%A13 Non-Sworn ADMIN SUPPORT ASST adsa $29,786 $35,743 $41,701 Non-Sworn 4 M&O TECHNICIAN PT motpt $29,786 $35,743 $41,701 Non-Sworn 2 2 Unique Class Titles Total # of Positions:6 $31,454 $39,318 $47,181 50.00% 25.00% 20.00%B21 Non-Sworn M&O SPECIALIST mos $31,454 $39,318 $47,181 Non-Sworn 16 1 Unique Class Titles Total # of Positions:16 $33,549 $41,936 $50,322 50.00% 25.00% 20.00%C42 Non-Sworn LIBRARIAN lib $33,549 $41,936 $50,322 Non-Sworn 3 SR MGMT ANALYST masr $33,549 $41,936 $50,322 Non-Sworn 5 SR MGMT ANALYST PT masrpt $33,549 $41,936 $50,322 Non-Sworn 1 3 Unique Class Titles Total # of Positions:9 $49,048 $49,048 $49,048 0.00% 0.00% 0.00%B22S Sworn FIREFIGHTER/PARAMEDIC para $49,048 $49,048 $49,048 Sworn 15 POLICE RECRUIT pr $49,048 $49,048 $49,048 Sworn 1 2 Unique Class Titles Total # of Positions:16 $39,743 $49,679 $59,615 50.00% 25.00% 20.00%B24 Non-Sworn M&O PROJECT SPEC mops $39,743 $49,679 $59,615 Non-Sworn 6 1 Unique Class Titles Total # of Positions:6 $44,819 $54,737 $67,451 50.50% 22.13% 23.23%B25 Non-Sworn $44,819 $54,737 $67,451 Non-Sworn 0 0 Unique Class Titles Total # of Positions:0 Thursday, March 2, 2017 Page 1 of 3 Min Mid Max Pay Plan %Range%Below%Above Integrated Original Pay Plan - By Midpoint Original Class Title Grade Survey #Pos'ns Colleyville TX 2017 Class Code $49,348 $55,762 $62,178 26.00% 13.00% 11.51%B21S Sworn FIREFIGHTER/EMT femt $49,348 $55,762 $62,178 Sworn 3 1 Unique Class Titles Total # of Positions:3 $52,931 $61,399 $69,868 32.00% 16.00% 13.79%B23S Sworn POLICE OFFICER po $52,931 $61,399 $69,868 Sworn 33 1 Unique Class Titles Total # of Positions:33 $61,547 $67,393 $73,241 19.00% 9.50% 8.68%B24S Sworn FIRE ENGINEER fe $61,547 $67,393 $73,241 Sworn 9 1 Unique Class Titles Total # of Positions:9 $69,082 $74,609 $80,135 16.00% 8.00% 7.41%B32S Sworn POLICE SERGEANT ps $69,082 $74,609 $80,135 Sworn 6 1 Unique Class Titles Total # of Positions:6 $73,307 $78,805 $84,303 15.00% 7.50% 6.98%C41S Sworn FIRE CAPTAIN fc $73,307 $78,805 $84,303 Sworn 9 1 Unique Class Titles Total # of Positions:9 $64,129 $80,163 $96,194 50.00% 25.00% 20.00%C45 Non-Sworn M&O PROJECT MANAGER mopm $64,129 $80,163 $96,194 Non-Sworn 3 1 Unique Class Titles Total # of Positions:3 $68,368 $88,877 $109,387 60.00% 30.00% 23.08%D61 Non-Sworn MANAGER man $68,368 $88,877 $109,387 Non-Sworn 14 1 Unique Class Titles Total # of Positions:14 $79,241 $89,145 $99,050 25.00% 12.50% 11.11%C52S Sworn $79,241 $89,145 $99,050 Sworn 0 FIRE BATTALION CHIEF fbc $79,241 $89,145 $99,050 Sworn 4 1 Unique Class Titles Total # of Positions:4 $84,537 $90,032 $95,527 13.00% 6.50% 6.10%C42S Sworn POLICE LIEUTENANT pl $84,537 $90,032 $95,527 Sworn 2 1 Unique Class Titles Total # of Positions:2 $71,714 $93,228 $114,742 60.00% 30.00% 23.08%D62 Non-Sworn $71,714 $93,228 $114,742 Non-Sworn 0 0 Unique Class Titles Total # of Positions:0 $75,061 $97,578 $120,097 60.00% 30.00% 23.08%D63 Non-Sworn $75,061 $97,578 $120,097 Non-Sworn 0 0 Unique Class Titles Total # of Positions:0 $92,094 $103,605 $115,117 25.00% 12.50% 11.11%D62S Sworn ASSTANT POLICE CHIEF apc $92,094 $103,605 $115,117 Sworn 1 1 Unique Class Titles Total # of Positions:1 $85,269 $105,167 $125,065 46.67% 23.34% 18.92%D61S Sworn DEPUTY FIRE CHIEF dfc $85,269 $105,167 $125,065 Sworn 1 1 Unique Class Titles Total # of Positions:1 $92,891 $120,759 $148,625 60.00% 30.00% 23.08%E82 Non-Sworn DIRECTOR dir $92,891 $120,759 $148,625 Non-Sworn 7 1 Unique Class Titles Total # of Positions:7 $97,535 $126,796 $156,057 60.00% 30.00% 23.08%E83 Non-Sworn $97,535 $126,796 $156,057 Non-Sworn 0 0 Unique Class Titles Total # of Positions:0 $102,412 $133,137 $163,860 60.00% 30.00% 23.08%E91 Non-Sworn Thursday, March 2, 2017 Page 2 of 3 Min Mid Max Pay Plan %Range%Below%Above Integrated Original Pay Plan - By Midpoint Original Class Title Grade Survey #Pos'ns Colleyville TX 2017 Class Code $102,412 $133,137 $163,860 60.00% 30.00% 23.08%E91 Non-Sworn ACM/DIR PUB SFTY acm $102,412 $133,137 $163,860 Non-Sworn 1 1 Unique Class Titles Total # of Positions:1 $119,644 $148,058 $191,471 60.03% 23.75% 29.32%E92 Non-Sworn DEPUTY CITY MANAGER dcm $119,644 $148,058 $191,471 Non-Sworn 1 1 Unique Class Titles Total # of Positions:1 $129,594 $156,735 $206,875 59.63% 20.94% 31.99%F101 Non-Sworn CITY MANAGER cm $129,594 $156,735 $206,875 Non-Sworn 1 1 Unique Class Titles Total # of Positions:1 40 Unique Class Titles Total # of Positions:238 Totals for Colleyville TX 2017 Thursday, March 2, 2017 Page 3 of 3