Loading...
HomeMy WebLinkAbout4.D.3. policy on Benefits & Compensation for Non-Union Supervisor -- Resolution No. 7419Consent Business 4. A 2. SHAKOPEE TO: Mayor and City Council Mark McNeill, City Administrator FROM: Kris Wilson, Assistant City Administrator DATE: 02/18/2014 SUBJECT: Amendment to 2014 Non -Union Pay Plan - Resolution No. 7414 (F) Action Sought The Council is asked to offer Resolution No. 7414, a resolution amending Resolution No. 7393, a resolution adopting the 2014 Pay Plan for certain non -union employees of the City of Shakopee, and move its adoption. Background With the approval of a position description for the new position of Foreman / Forewoman in the Public Works Department, there is a need to place this position on the City's pay plan. Recommendation I recommend that the position be placed in Pay Grade 6 of the 2014 Non -Union Pay Plan. This results in the following wage progression for positions with the Public Works maintenance divisions: *NOTE: With the new structure funded in this year's budget, each of the 4 maintenance divisions will have either a Lead Maintenance Operator or a Foreman, but not both. Foreman are planned for the Streets and Utilities Divisions, while Leads have been approved for the Parks and Fleet Divisions. Budget Impact A total of $10,000 was included in the adopted 2014 budget for the Public Works Department to fund the promotion of two existing Maintenance Operators to Foreman positions. This will be sufficient to fund the cost of two Grade 6 positions. Relationship to Vision This is a housekeeping item. (F) Requested Action The Council is asked to offer Resolution No. 7414, a resolution amending Resolution No. 7393, a resolution adopting the 2014 Pay Plan for certain non -union employees of the City of Shakopee, and move its adoption. Attachments: Resolution No. 7414 RESOLUTION No. 7414 A RESOLUTION AMENDING RESOLUTION No. 7393, A RESOLUTION ADOPTING THE 2014 PAY PLAN FOR CERTAIN NON -UNION EMPLOYEES OF THE CITY OF SHAKOPEE WHEREAS, on December 17, 2013, the City Council of the City of Shakopee, Minnesota, adopted Resolution No. 7393, a resolution adopting the 2014 pay plan for certain non -union employees of the City of Shakopee; and WHEREAS, since that date, the City Council has approved the new position of Foreman / Forewoman and there is a need to place this new position on the pay plan; NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKOPEE, MINNESOTA, that the pay plan adopted by Resolution No. 7393 is hereby amended to include the position of Foreman / Forewoman within Pay Grade 6. Adopted in adjourned regular session of the City Council of the City of Shakopee, Minnesota, held this 18a' day of February, 2014. Mayor of the City of Shakopee ATTEST: City Clerk Consent Business 4. A 3. NI TO: Mayor and City Council Mark McNeill, City Administrator FROM: Kris Wilson, Assistant City Administrator DATE: 02/18/2014 SUBJECT: Policy on Benefits & Compensation for Non -Union Supervisors -- Resolution No. 7419 (E) Action Sought The Council is asked to authorize the payment of certain benefits and compensation to non -union supervisors in the Police and Public Works Departments through adoption of the attached policy. Background When the City sets out to fill a supervisory position within any Department, we most often look first to promoting from within. In the Police and Public Works Departments, this can mean moving from a union to a non -union position and the loss of certain contract benefits in exchange for the opportunity to move up in the organization. In most cases, this comes with the territory. However, given the structure of our current union contracts, the loss of certain union benefits can make it challenging to attract qualified applicants for the supervisory positions. The City needs tc make the pay and benefits of these supervisory positions competitive and attractive enough to motivate employees to want to take them on. This can be accomplished one of two ways -- either through the establishment of a base wage that is higher than the total wages earned in the union position or by establishing a more modest base wage and then extending certain components of the union contract to the non -union supervisors. The City currently does this in the Police Department, where the Chief and Captains are granted an annual uniform allowance and Pay for Performance in accordance with the terms and conditions of the current year's Sergeant's contract, despite the fact that they are non -union employees. The same issue presents itself with the addition of two Foreman positions to the Public Works Department. This Department currently has three non -union supervisors -- the Public Works Superintendent, the Street Maintenance Supervisor and the Park Maintenance Supervisor. They are currently extended the uniform and boot allowance benefits received by the union members, but nothing more. However, since these individuals were promoted from union to non -union positions, additional benefits have been added to the contract. For today's potential Foreman candidates there are other factors to consider. The attached policy has been drafted with the goal of ensuring a fair and equitable approach across Departments (i.e. to treat non -union Supervisors in the Public Works Department in a similar manner to the way we currently treat non -union Supervisors in the Police Department) and to ensure that the new Foreman positions are financially attractive to qualified candidates already within our organization. It simply puts in writing what has been current practice in the Police Department for many years. However, it does expand certain benefits and compensation within the Public Works Department. The attached policy would extend the eligibility for Licensure & Certification pay to all non -union supervisors within the Public Works Department. It would also extend Call -Back Pay and Early Call -In Pay to those supervisors who are non - exempt, or hourly wage, employees. Without extending these benefits, some current employees would have to take a pay cut if they were to apply for one of the new Foreman positions. This is all but certain to hamper the City's ability to fill these new positions with the most qualified candidates. Lastly, it should be noted that the proposed policy does not extend all union benefits to the non -union supervisors. There are multiple other contract provisions that an employee would have to leave behind if promoted to a non -union position. The policy being proposed addresses only those that are anticipated to be the most important to attracting qualified candidates and ensuring that those working in supervisory positions are earning more than the employees they supervise. Recommendation I recommend adopting the attached Policy on Benefits and Compensation for Non -Union Supervisors of Union Employees. Budget Impact The budgetary impacts are expected to be minimal, as we are looking to fill the Foreman positions with current employees who are already receiving these benefits. The cost for extending Licensure and Certification pay to the current Maintenance Supervisors is estimated at roughly $4,000 and can be accommodated within the Department's adopted operating budget. Relationship to Vision A competitive and equitable compensation system contributes to Goal E: Deliver effective and efficient public services by a staff of well- trained, caring and professional employees. Requested Action The Council is asked to offer Resolution 7419, a resolution adopting a Policy on Benefits & Compensation for Non -Union Supervisor of Union Employees, and move its adoption. Attachments: Resolution No. 7419 Compensation & Benefits for Non -Union Supervisors RESOLUTION No. 7419 A RESOLUTION ADOPTING A POLICY ON BENEFITS AND COMPENSATION FOR NON -UNION SUPERVISORS OF UNION EMPLOYEES WHEREAS, it is the goal of the City of Shakopee to retain talented employees and provide opportunities for positive career growth where possible; and WHEREAS, the City therefore finds it in its best interest to ensure that compensation and benefits for non -union supervisory positions are well aligned with those of the union employees being supervised; NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SHAKOPEE, MINNESOTA, that the attached Policy on Benefits and Compensation for Non - Union Supervisors of Union Employees is hereby adopted and made effective February 24, 2014. Adopted in adjourned regular session of the City Council of the City of Shakopee, Minnesota, held this 18th day of February, 2014. Mayor of the City of Shakopee ATTEST: City Clerk SHAKOPEE Policy on Benefits & Compensation for Non -Union Supervisors of Union Employees As it is the goal of the City of Shakopee to retain talented employees and provide opportunities for positive career growth where possible, the City finds it in its best interest to ensure that compensation and benefits for non -union supervisory positions are well aligned with those of the union employees being supervised. Therefore, employees holding non -union supervisory positions in the following departments shall be eligible for the following benefits and compensation, in addition to the benefits and compensation provided to other non -union employees. I. Police Department The Chief of Police /Emergency Management Director and Police Captains shall be eligible for benefits and compensation equal to those outlined in the following articles of the collective bargaining agreement for Police Sergeants: 1. Annual Uniform Allowance (Article 19 of Collective Bargaining Agreement as of the writing of this policy.) 2. Incentive Pay (Appendix B of the Collective Bargaining Agreement as of the writing of this policy.) 11. Public Works Department The Public Works Superintendent, Maintenance Supervisors and Foreman /Forewomen shall be eligible for benefits and compensation equal to those outlined in the following articles of the collective bargaining agreement for Maintenance Operators: 1. Coveralls /Uniform /Footwear (Article 28 of the Collective Bargaining Agreement as of the writing of this policy.) 2. Licensure / Certification Pay (Article 32 of the Collective Bargaining Agreement as of the writing of this policy.) Non - Exempt supervisors shall also be eligible for: 3. Call Back (Article 11 of the Collective Bargaining Agreement as of the writing of this policy.) 4. Early Call -In (Article 12 of the Collective Bargaining Agreement as of the writing of this policy.) If at any time, any of the above named positions become covered by a collective bargaining agreement the provisions of this policy shall cease to apply.