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 Executive 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 order of leveling re-review by greatest adverse impact.  The first leveling re-review occurred in the fall of 2018 and results were approved by City Council on November 26, 2018.

The second group HAY reviewed consisted of seventeen positions and those with a level change are before Council today for approval. Of these, twelve were in the original group sent to HAY.  Eleven are mid-management positions and one is a department head position (presented today in a different agenda item).   Five additional positions from mid-management were included in the review because they were in job families or jobs in similar levels.  The effective date of these changes will coincide with Council approval of the Appendix A changes.

During the HAY re-review process, departments evaluated materials originally sent to HAY, updated the job description where applicable and updated the organizational chart.  The updated information was used as a foundation for the re-review and re-leveling by HAY.  In some instances, the nature of the work has changed since the original review.  In other cases, the job description did not have material changes.

The same HAY consultant who completed the first outlier review was commissioned to analyze the second outlier review and is independent of the original team.  When a position is reviewed by HAY, there are three possible outcomes.  The classification level may be adjusted up, it may stay the same or it may go down.  In this second round, the department head position went up.

The affected employee who now has more room from their current pay to the top of the new pay range as a result of this review will not see an immediate pay change.  They will be eligible for an increase at their individual merit review date.

Before you today are the classification and compensation changes for the department head position in the Executive Resolution, Appendix A that is a result from the HAY review process described above. The change is as follows:

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

The fiscal impact of this level change is estimated at $0 in the General Fund in FY19, $7,510 in FY20 and $8,114 in FY21.   

I move to approve the amendment to the attached Executive Resolution, Appendix A effective March 25, 2019 as by presented by staff.