On September 10, 2018, City Council adopted a systematic process of determining pay using the HAY classification and compensation method for all positions in the Operating Engineers Non-Supervisory contract.

As presented to Council on September 10, 2018, a natural step in the implementation of a classification and compensation system is to re-evaluate the classification (leveling) for positions where the compensation (new pay range) differs significantly from the existing pay range.  The City prioritized the positions most negatively impacted as first to have their leveling re-reviewed.  Of 188 positions evaluated at the City, 16 were identified as outliers for immediate review because the new pay range was 15% or below the existing pay range.

These 16 positions spanned multiple resolutions and contracts.  The review of all 16 is complete.  However, as you will see in the tables below, a total of 24 positions had to be reviewed.  This is because new titles were added and because in some cases, the job family needed to be reviewed as a unit.

Here is a breakdown of the count of positions reviewed and the reason:

In the review process, there are three possible outcomes.  The classification level may be adjusted up, it may stay the same or it may go down.  All three of these outcomes occurred.  Represented below are the results:

The effective date recommended is October 1, 2018 to make these changes consistent in timing with the adoption of the HAY method.

The HAY review process included upfront work with departments to review materials sent to HAY in the original review, update job descriptions and update the organizational chart.  Only after that work was done was the new information reviewed and re-leveled by HAY.  HAY provided a new consultant independent of the original team for the second review.  In some instances, the nature of the work has changed since the original review, or the organizational chart has changed or both.  In other cases, the job description and organizational chart did not have material changes.

Before you today are the classification and compensation changes for the positions in the Operating Engineers Local 3, Non-Supervisory contract, Appendix A that result from the Hay review process described above. The changes are as follows:

Job Classification Levels and Pay Ranges to be changed in the Appendix A:

Title:  Administrative Assistant           Pay Range:  $49,345 to $62,803                      Level:  10 to 11

Title:  Office Assistant                        Pay Range:  $43,109 to $54,866                      Level:  10 to 9

Job Classification Titles, Levels and Pay Ranges to be added to Appendix A:

Title: Police Operations Specialist     Pay Range:  $49,345 to $62,803                      Level:  11

Complement:  In the complement, the number of Administrative Secretaries is reduced by two to account for two moving to this new title.

1.  The City Council may approve the Memorandum of Understanding (MOU) with the Operating Engineers, Local No. 3.

2.  The City Council may not approve the Memorandum of Understanding (MOU) with the Operating Engineers, Local No. 3.

3.  The City Council may not approve the Memorandum of Understanding (MOU) with the Operating Engineers, Local No. 3. but provide direction or alternatives to the City Manager.

I move to approve the Memorandum of Understanding (MOU) with the Operating Engineers, Local No. 3.