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Agenda Packet - 2002-01-15 SpecialCity Councilors Judie Hammerstad, Mayor Jack Hoffman. Council President Ellie McPeak Karl Rohde Bill Schoen Gay Graham John Turchi CITY COUNCIL SPECIAL MORNING MEETING Tuesday, January 15, 2002 7:30 a.m. Council Chambers City Hall 380 A Avenue AGENDA Also published on the internet at: ci.oswego.or.us Contact: Robyn Christie, City Recorder E -Mail: public_affairs@ci.oswego.or.us Phone: (503) 675-3984 This meeting is in a handicapped accessible location. For any special accommodations, please contact Public Affairs, (503) 635-0236, 48 hours before the meeting. 1. CALL TO ORDER 2. ROLL CALL 3. REVIEW EVENING AGENDA 4. REVIEW FUTURE AGENDA ITEMS 5. OTHER BUSINESS 5.1 Management Compensation Methodologies 6. EXECUTIVE SESSION If needed, pursuant to ORS 192.660(1) 7. RETURN TO OPEN SESSION 8. ADJOURNMENT City Council Morning Agenda January 15, 2002 Page 1 CITY COUNCIL / LORA TENTATIVE SCHEDULE ROLLING UPDATE DATE MORNING EVENING MEETINGS MEETINGS — 7:30 a.m. — 6:00 p.m. Thursday, Interviews for HRAB, 4:30 p.m., Council January 17 Workroom Tuesday, No Meeting (moved to January 29) January 22 Monday, LORA Special Meeting - 4:00 p.m. January 28 • Tax Increment/Expansion of District Special Meeting- 4:30 p. in. • Annexation Tuesday, �ecial Meeting January 29 • Variance Amendments (LU 99-0059) • Lake Forest Neighborhood Plan (LU 00-0023) • Revised Temporary Sign Code Ord. 2310 Tuesday, Agenda Review R_ jeular Session February 5 Future Agenda Schedule • Traffic Signal Hwy. 43 and A Avenue, ODOT • Selection of Arts for Purchase from Arts Downtown Collection • Extension of the Passenger Services Agreement with the Oregon Electric Railway Historical Society for the Operation of the Willamette Shore Trolley (Res. 02-02) Public Hearings • Waluga Neighborhood Plan (LU 00-0025) • Zoning Code amendments for neighborhood noticing requirements (LU 01-0045) • Code Consolidation (LU 01-0048) • Density Guidelines, deliberation and decision ZC 7-98 Tuesday, Special Meeting February 12 Public Hearings • Variance Amendments (LU 99-0059) • Lake Forest Neighborhood Plan (LU 00-0023) LORA Special Meeting • East End Plan Update, Crandall Arambula Tuesday, Agenda Review Regular Session February 19 Future Agenda Schedule Public Hearings • Long Term Care Housing LU 99-0070 Tuesday, No Meeting February 26 Tuesday, Agenda Review Regular Session March 5 Future Agenda Schedule Public Hearings • Floodplain Standards (LU 00-0024) • Willamette River Greenway Text Amendment (LU 00-0056) • Annexation of 5300 Meadows Road AN 02-0001/0rd. 2315 BOLD ITEMS — New issues added to schedule Items known as of 1/10/02 N:\Agendas\Agendafomis\Schedele.doc CITY COUNCIL / LORA TENTATIVE SCHEDULE ROLLING UPDATE DATE MORNING EVENING MEETINGS MEETINGS — 7:30 a.m. — 6:00 p.m. Tuesday, Special Meeting March 12 Tuesday, Agenda Review Regular Session March 19 Future Agenda Schedule Public Hearings Tuesday, No Meeting March 26 Tuesday, Agenda Review Regular Session April 2 Future Agenda Schedule Public Hearings AWAITING MEETING DATE NO SPECIFIC DATE AT THIS TIME STATUS • Joint Meeting with School Board ........................Quarterly • Council goal update.............................................Monthly • Water Policies ..................................................... Spring 2002 • Public Facilities ..................................................After March 15 • Sedoruk/Prince Zoning Map Amendments ........May 7, 2002 LU 01-0004 BOLD ITEMS — New issues added to schedule Items known as of 1/10/02 N:\Agendas\Agcndafonns\Schedule.doe CITY OF LAKE OSWEGO AGENDA REPORT SUMMARY MEETING DATE: January 15, 2002 SUBJECT: Resolution 02-05 a resolution of the City Council of the City of Lake Oswego adjusting the compensation for management and confidential positions. Should the City Council adopt Resolution 02-05 adjusting management and confidential salaries effective January 1, 2002. RECOMMENDED MOTION: Move to approve Resolution 02-05 adjusting management and confidential salaries effective January 1, 2002. EST. FISCAL IMPACT STAFF COST: $100,000 BUDGETED: Y X N FUNDING SOURCE: (;cncral Fund ATTACHMENTS: • 1/11/02 Memo to City Council • Resolution 02-05 • Exhibit A to R-02-05 NOTICED (Date): Ordinance no.: Resolution no.: 02-05 Previous Council consideration: T. DIRECTOR A T. CITY MANAGER ITY MANAGER I �� ► / p .L I � t t �O Z �- /�.� oZ-- signoff/date signoff/date signoff/date P ACouncil CorrespondenceAlieport Cover_02.doc HUMAN RESOURCES TO: Judie Hammerstad, Mayor City Council Members 14V FROM: Janice Deardorff, Assistant City Manager DATE: January 11, 2002 MEMORANDUM 51111.1 FCT: Management Compensation for Calendar Year 2002 ACTION RECOMMENDED Adopt the attached Resolution adjusting the compensation for management and confidential classi fications and corresponding pay ranges effective January 1, 2002. BACKGROUND The City Council, through the City Charter, is charged with establishing salary ranges. The placement of individual employees within the range is the responsibility of the City Manager or appropriate supervisor. ANALYSIS Annually, the City reviews its management compensation program to ensure that its salary ranges for management and non -represented position classifications are competitive with similar positions in other public agencies. The City also checks each year to be sure that positions are properly aligned internally. The City is in the process of revising management pay practices and will be reviewing the plan and practices over the next year. The cost of living adjustment will help to maintain otir relative position in the market, as established in 2001. Management Compensation Memo ,January 11, 2002 Page 2 COST OF LIVING INCREASE I am recommending a 2% cost of living increase for all managemenUnon-represented employees. 1 am also proposing the same cost -of -living increase for all confidential employees. As you will recall, confidential employees are in positions that have been deemed to be confidential and therefore not included in the bargaining unit. BUDGET IMPACT The increase to the City's personal services costs is approximately $100,000. The proposed cost of living increase is budgeted and spans two fiscal years. C: Doug Schmitz, City Manager Attachments PACouncil Correspondencekc re management pay 2002.doc RESOLUTION 02-05 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE OSWEGO ADJUSTING THE COMPENSATION FOR MANAGEMENT AND CONFIDENTIAL POSITIONS NOT REPRESENTED BY A BARGAINING UNIT SO THAT THE CITY MAY MAINTAIN ITS COMPETITIVE POSITION IN THE MARKETPLACE WHEREAS, the City of Lake Oswego annually reviews and considers the salary rates of its management and confidential positions (positions not represented by a collective bargaining unit) for possible adjustment and such adjustments, if any, are made effective January 1 of each calendar year; and WHEREAS, a market analysis for management and confidential position salaries was conducted in 2001; NOW THEREFORE, BE IT RESOLVED, THAT THE City Council of the City of Lake Oswego hereby adopts the salary ranges, for management and confidential positions not represented by a bargaining unit, attached hereto as Exhibit A, to be implemented effective January 1, 2002. Approved and adopted by the City Council of the city of Lake Oswego at a regular meeting held on the day of AYES: NOES: ABSTAIN: EXCUSED: Judie Hammerstad, Mayor ATTEST: Robyn Christie, City Recorder APPROVED AS TO FORM: i David Powell, City Attorney PACouncil Correspondenc6RESOLUTION Mngmnt_Confidential Pay_02.doc City of Luke Oswego - 2002 2% Salary Increase Itecomme n d a lion Grade Classification title Slep 1 Step' Step 3 ).{sung Step 4 of MGMT & CONil Closslilcatiom 'iter - .__ StcP 6 716 Admin. Secretary (Couftdential) Hourly 16.292308 17.105769 17.959615 18.859615 19.801923 116 Secretary to City Manager Muntilly 2,824 2,965 3,113 3,269 3,432 Annually 33,888 35,580 37,356 39,228 41,188 5 � 3 Human Resources Assistant Hourly 17.763462 18.651923 19.586538 20.567308 21.596635 523 Office Manager Monthly 3,079 3,233 3,395 3,565 3,743 523 Payroll Adminisirator Annually 36,948 38,796 40,740 42,780 44,921 515 Recreation Supervisor 1 hourly 18.484615 19.407692 20.376923 21.398077 22.467308 515 Social Services Supervisor Monthly 3,204 3,364 3,532 3,709 3,894 Annually 38,448 40,368 42,384 44,508 46,732 531 Legal Assistant Hourly 19.621154 20.601923 21.634615 22.713462 23.850481 531 Municipal Court Supervisor Monthly 3,401 3,571 3,750 3,937 4,134 Annually 40,912 42,852 45,000 47,244 49,609 535 Adult Community Center Director Hourly 21.409615 22.482692 23.607692 24.790385 26.027885 535 City Recorder Monthly 3,711 3,897 4,092 4,297 4,511 535 Golf Course Manager Annually 44,532 46,764 49,104 51,564 54,138 535 Library Supervisor 535 Recreation Superintendent 535 Recreation Supervisor 11 534 Accounting Manager Hourly 22.632692 23.763462 24.951923 26.198077 27.510577 Monthly 3,923 4,119 4,325 4,541 4,769 Annually 47,076 49,428 51,900 54,492 57,222 546 Facilities Manager Hourly 23.653846 24.836538 26.076923 27.380769 28.752404 546 Motor Pool Superintendent Monthly 4,100 4,305 4,520 4,746 4,984 546 utility Superintendent Annually 49,200 51,660 54,240 56,952 59,805 570 Chief Water Plant Operator Hourly 25.673077 26.953846 28.303846 29.717308 31.206250 570 Deputy City Attorney I Monthly 4,450 4,672 4,906 5,151 5,409 $70 lingineering Project Supervisor Annually 53,400 56,064 58,872 61,812 64,909 570 Human Resources Project Manager 570 Network Administrator 570 Park Superintendent 570 PemtitCculerMOgr/BIdgOfcial 570 Police Sergeant 571 Communications Manager Hourly 26.976923 28.326923 29.746154 31.234615 32.795192 571 Financial Planning Manager Monthly 4,676 4,910 5,156 5,414 5,684 571 Maintenance Field Svcs Mngr Annually 56,112 58,920 61,872 &1,968 68,214 API -15 -NIM A lee nu,nx M-uto A 54IyM1 IV A,4 -A. In IteSuLAbn 1 City of Lake Oswego - 2002 2% Salary Increase Neronunrndafion 36.790385 6,073 6,377 72,876 I.isfing of NIGM'1' S C iNt' Classifications Grade Classification title 6,784 Sten I ___ Step 2 Step 3 Step 4 Stvp 5 Stet 576 Fire Battalion Chief (40/hr week) Ilourly 28.394615 29.803846 31.292308 32.855769 34.49567.1 576 Info'fechnology Manager Monthly 4,920 5,166 5,424 5,695 5,979 576 Police Lieutenant Annually 59,040 61,992 65,088 68,340 71,731 576 Principal Engineer 576 Fire Battalion Chief (561hr week) Hourly 20.275282 21.289046 22.352262 23.469051 24.640443 (utilims 291 i.92/hr/yr vs. 2080) Monthly 4,920 5,166 5,424 5,695 S ,Q79 Annually 59,040 61,992 65,088 68,340 71,751 585 Assistant City Engineer Hourly 31.321154 32.884615 34.528846 36.253846 38.067788 585 Deputy City Attorney 11 Monthly 5,429 5,700 5,985 6,284 6,598 585 Fire Marshal Annually 65,148 68,400 71,820 75,408 79,181 585 Planning Project Manager 585 Police Captain 585 Redevelopment Director 420 420 420 420 420 420 460 460 460 465 465 470 City Engineer Director Parks @ Recreation Human Resources Director Library Director Mai ntenanceServices Di rec for Public Affairs Director Comm De�Tloprncnt Director Fire Chief Police Chief Assistant City Manager Chief of staff City Attorney 480 City Manager M - Man V-A S.Wes 02 A14w4k se Raasaalarr Hourly Monthly Annually Hourly Monthly Annually Hourly Monthly Annually 35.036538 36.790385 6,073 6,377 72,876 76,524 37.275000 39.138462 6,461 6,784 77,532 81,408 40.223077 42.236538 6,972 7,321 83,664 87,852 7 38.630769 40.563462 42.592798 6,696 7,031 7,383 80,352 84,372 88,593 41.094231 43.148077 45.305769 7,123 7,479 7,853 85,476 89,748 94,236 44.348077 46.563462 48.889423 7,687 8,071 8,474 92,244 96,852 101,690 Hourly 46.945134 Monthly 8,137 Negogiated by City Council contract Annually 97,644 Ilourly 55.529914 Monthly 9,625 Ncgogialcd by City Council contract Annually 115,500 APPaNDIX A DMDensat-ion Overvie `, w • + • -w � 1I r Introduction • We will discuss: • Compensation philosophy • Compensation objectives. • Types of rewards. • Factors to consider. • How to determine what to employee. • Maintaining a compensati Introduction • My background.. • Why have a comp prograi • Typical compensation obj Types of Rewards • Extrinsic rewards. • Intrinsic rewards. Factors to Consider • Internal equity. • External equity. • Individual equity. • Process/Program equity. Factors to Consider • Performance/Productivity • Maximize financial resoui • Legal. • Administrative. Process To Determine What To Pay An Employee Job Analysi Job Documentation External —Pay Internal — Jo Comparison Evaluation Internal and External Reconciliation. Job Worth Hierarchy Salary Ranges Internal — Job Evaluation 1. Non -Quantitative, wholf • Ranking. • Job Classification. 2. Quantitative. • Factor Comparison. • Point System. Process To Determine What To Pay An Employee Job Analysi .Job Documentation External — Pay Comparison Internal —.Jo Evaluation. Internal and External lZecoiw i Nation .Job Worth Hierarchy Salary Ranges Reconciliation of Internal and External Consider • Part subjective, part obje • Grades assigned based n' valuation, ensuring respe is market competitive. Process To Determine What To Pay An Employee Job Analysi Job Documentation External —Pay Internal — Jo Comparison Evaluation Internal and External Reconciliation Job Worth Hierarchy Salary Ranges Salary Ranges / Salary Structures 11 - Grade Minimum Midpoint NOl $18,300 $21,000 NO2 $20,000 $23,100 NO3 $22,000 $25,500 N04 $24,000 $28,000 NOS $26,300 $30,800 N06 $28,800 $33,900 N07 $31,600 $37,300 aximum m $29, $32,0 $355301 $38,900 $43,000 Salary Ranges / Salary Structures • Decide on where to position s structure for the future. • Lead, Lag, Lead/Lag. 1-1 $s L Lag .Ian July Dec Pay Determination • Types of Pay Increases: • General (across-the-board • Cost -of -Living • Promotion • Step • Merit Maintaining a Compensa Program • Changes internally or externa • • the program to become outdated: tion Systems should be in place to respo internal changes on a timely basis. cause Market analysis performed in private sector annually. City of Vancouver reviewed market position every two years. City of Lake Oswego Year 2002 Compensation Program Transitions r;rF • Continue with current steppay until the end of 2002. • Develop merit based system to be installed as of January 2003. • Work with you during the year to prepare for this change. Transitions •Pay program will be designed to fit Lake Oswego. • New performance appraisal system developed. • Work with you and your employees to develop behavioral examples of performance criteria. Transitions • Performance tied directly to pay increases. , • Wider salary ranges allowing for ability to pay above market rates when appropriate. • Generic job families with multiple levels. • Career ladders. • Opportunity for additional compensation tied to performance. 0 What's Next? Compensation Overview Clean up current salary structure. Solicit information on what you would like to see in a merit based program. Work with committee to help design program.