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 Assistant, Senior and Chief Assistant City Attorneys Resolution.

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 re-leveling 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 Assistant, Senior and Chief Assistant City Attorneys Technical Resolution, 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:  Assistant City Attorney I – Criminal                      Pay Range:  $68,932 to $103,398              Level:  14 to 16

Title:  Assistant City Attorney II – Criminal                 Pay Range:  $76,491 to $114,736                  Level:  15 to 17

Title: Assistant City Attorney I – Civil                          Pay Range:  $76,491 to $114,736                  Level:  15 to 17

Title: Assistant City Attorney II – Civil                         Pay Range:  $85,693 to $128,539                  Level:  17 to 18

Title: Assistant City Attorney Senior – Criminal          Pay Range:  $85,693 to $128,539                  Level:  17 to 18

Title: Assistant City Attorney Senior – Civil                 Pay Range:  $95,963 to $143,944                  Level:  18 to 19

Title: Chief Assistant City Attorney                              Pay Range:  $115,106 to $172,659                Level:  20 to 21

1.  The City Council may approve the Appendix A changes as presented.

2.  The City Council may not approve Appendix A changes as presented.

3.  The City Council may not approve Appendix A changes but provide direction or alternatives to the City Manager.

I move to approve the amendments to the Assistant, Senior and Chief Assistant City Attorneys Resolution, Appendix A effective October 1, 2018 to include changes to the levels and pay ranges for the positions of Assistant City Attorney I and II – Criminal, Assistant City Attorney I and II – Civil, Assistant City Attorney Senior – both Criminal and Civil, and Chief Assistant City Attorney.