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HomeMy WebLinkAboutItem 02 Market Study for Non-Union Employees AGENDA ITEM SUMMARY Meeting Date: 6/14/2021 Meeting Type: Work Session Staff Contact/Dept.: Chaim Hertz Staff Phone No: 541-726-3787 Estimated Time: 30 Minutes S P R I N G F I E L D C I T Y C O U N C I L Council Goals: Provide Financially Responsible and Innovative Government Services ITEM TITLE: MARKET STUDY FOR NON-UNION EMPLOYEES AND UPDATE TO COMPENSATION PLAN ACTION REQUESTED: Authorize City Manager to update the pay plan for Non-Union employees according to the implementation scenario described below. ISSUE STATEMENT: The City has adopted a compensation strategy that establishes pay plans that are more representative of market forces. The City has completed a market study and is ready to adjust pay plans based on the results. ATTACHMENTS: Attachment 1: Benchmarks & GEO by Participation Attachment 2: Springfield Compensation Study Final Report Attachment 3: City Manager Comparative Analysis DISCUSSION/ FINANCIAL IMPACT: The City contracted with Gallagher Benefit Services to perform the market survey and to update the compensation plan. The comparator participant list was updated to include 5 additional agencies. Criteria used to determine comparators included employer size and complexity, geographic proximity, and nature of services provided. It was recommended that the non-union and SEIU positions be combined onto one pay scale, helping to address several issues including pay equality (equal pay for similar work), compression, and complications created when employees promote. The general service positions (all benchmark titles) on average are lagging the market 50th percentile of salary range midpoints by 8%. This tells us that our pay plans have remained mostly competitive over the last three years, but are moving towards misalignment. Staff recommends that on July 1 non-union employees be moved to the closest step that provides a minimum 3% increase, mirroring SEIU contract language. This will result in an average increase of 4.92% in year one with an FY22 budget impact of $250,453. We do not anticipate any additional increases to the pay plans for the next two years; employees would continue to receive annual step increases if available. A comparison of the City Manager total compensation is included for review and discussion. For the Non-Union Public Safety employees, the consultants have recommended modifying the pay plan for Lieutenants from 5 to 7 steps, increasing the overall spread from 18% to 30%. The City’s Police Chief position is currently on the general service pay scale and is lagging the market midpoint for similar positions by over 20%. The consultants have recommended the Police Chief position be included with the Protective Service 7-step pay scale, with a wage range reflective of and competitive with the market. Non-union public safety pay plans are adjusted annually with the bargained increase for the police association. BENCHMARK JOBS 2021 Non-Union  Accounting Manager  Development & Public Works Division Director  Finance Director  Information Technology Director  IT Manager  Library Manager  Maintenance supervisor  Managing Civil Engineer/Principal Engineer  Office Supervisor  Operations Manager Non-Union Protective Service  Police Chief  Police Leiutenant  Police Sergeant SEIU  Accounting Technician  Administrative Assistant  Administrative Specialist  Building Inspector  Civil Engineer  Code Enforcement Officer  Court Clerk  Database Administrator  Engineering Techncian  Environmental Services Technician  IT Business Systems Analyst  IT Technician (Service Desk Specialist)  Librarian  Library Technician  Management Analyst  Management Support Specialist  Network Analyst  Planner  Plans Examiner  Surveyor Attachment 1, Page 1 of 2 PARTICIPATION & GEOGRAPHIC DIFFERENTIALS BY ORGANIZATION City of Springfield, OR Benton County, OR City of Albany, OR City of Beaverton, OR City of Bend, OR City of Corvallis, OR City of Eugene, OR City of Grants Pass, OR City of Gresham, OR City of Hillsboro, OR City of Medford, OR City of Lakewood, WA City of Olympia, WA Deschutes County, OR Jackson County, OR Lane County, OR Lincoln County, OR Washington County, OR Clackamas County, OR City of Keizer, OR City of Longview, WA City of Oregon City, OR City of Portland, OR City of Redding, CA City of Salem, OR Douglas County, OR City of Lake Oswego, OR Marion County, OR 100% 0.98 0.99 0.93 0.99 0.98 1.00 1.02 0.93 0.93 1.00 0.91 0.95 0.99 1.00 1.00 1.00 0.93 0.94 1.00 0.93 0.94 0.93 0.93 1.00 1.02 0.93 1.00 Survey data adjusted geographically to reflect ‘cost of labor’ as calculated by the Economic Research Institute (ERI). − “Cost of labor” refers to the difference in pay or labor market for a job from one location to another. The cost of labor is what a particular geographic market offers as the “going rate” or compensation for its jobs and reflects the local demand for and supply of labor. Geographic Differential Application Examples: − Beaverton, OR has a higher cost of labor than Springfield, OR; therefore, data reported by the City of Beaverton was adjusted down by 7.0% to normalize the rates of pay in Beaverton to equate to the cost of labor in Springfield. − Grants Pass, OR has a lower cost of labor than Springfield, OR; therefore, data reported by the City of Grants Pass, OR was adjusted upward by 2% to normalize the rates of pay in Grants Pass to equate to the cost of labor in Springfield. Attachment 1, Page 2 of 2 1 ©2020 ARTHUR J. GALLAGHER & CO. Gallagher HRCC | March, 2021 City of Springfield 2021 Compensation Study Final Report Attachment 2, Page 1 of 29 2 ©2020 ARTHUR J. GALLAGHER & CO. 2 Table of Content Study Background and Market Comparisons Salary Structure Development and Implementation Recommendations Appendix Attachment 2, Page 2 of 29 3 ©2020 ARTHUR J. GALLAGHER & CO. Study Background and Market Comparisons Attachment 2, Page 3 of 29 4 ©2020 ARTHUR J. GALLAGHER & CO. 4 Study Background •City of Springfield, OR (City), collaborated with Gallagher Benefit Services, Inc. (Gallagher) to conducted a study for the City’s base salary compensation. •Objectives of the study include: ‒Reviewing and confirming labor markets, survey sources, and benchmark jobs, including hard-to-recruit positions; ‒Developing a custom survey form to collect market data from comparable organizations; ‒Analyzing data to determine market competitiveness of the City’s base salary compensation; ‒Recommending updates to the salary structure as needed; ‒Recommending transition options and developing compensation guidelines for the City to facilitate system maintenance. Attachment 2, Page 4 of 29 5 ©2020 ARTHUR J. GALLAGHER & CO. 5 Data Collection Methodology Comparator Organizations •Gallagher and the City made minor updates to the 2018 survey participant list, which resulted in the inclusion of the following 28 comparator organizations. ‒17 organizations participated the survey (Green); Gallagher data mined salary range information for 9 other organizations (Orange). Benton County, OR City of Lakewood, WA City of Longview, WA City of Albany, OR City of Olympia, WA City of Oregon City, OR City of Beaverton, OR Deschutes County, OR City of Portland, OR City of Bend, OR Jackson County, OR City of Redding, CA City of Corvallis, OR Lane County, OR City of Salem, OR City of Eugene, OR Lincoln County, OR Douglas County, OR City of Grants Pass, OR Washington County, OR City of Lake Oswego, OR City of Gresham, OR Clackamas County, OR Marion County, OR City of Hillsboro, OR City of Keizer, OR Linn County, OR * City of Medford, OR * Linn County OR data was not available while we were collecting the market information, thus was not included in the analysis. Attachment 2, Page 5 of 29 6 ©2020 ARTHUR J. GALLAGHER & CO. 6 Data Collection Methodology Benchmark Jobs •Gallagher and the City identified 33 benchmark jobs covering union, non-union and Police positions. Custodian Engineering Technician Management Support Specialist Accounting Manager Environmental Services Technician Management Analyst Accounting Technician Finance Director Managing Civil Engineer/Principal Engineer Administrative Assistant Information Technology Director Network Analyst Administrative Specialist IT Business Systems Analyst Office Supervisor II Building Inspector IT Manager Planner Civil Engineer IT Technician (Service Desk Specialist) Plans Examiner I/Code Specialist Code Enforcement Officer Librarian Police Chief Court Clerk Library Manager Police Lieutenant Database Administrator Library Technician Police Sergeant Development & Public Works Division Director Maintenance Supervisor Surveyor Attachment 2, Page 6 of 29 7 ©2020 ARTHUR J. GALLAGHER & CO. 7 Data Collection Methodology Job Matching •Gallagher reviewed the data collected from participants. •Gallagher followed up directly with participants to clarify and validate missing or questionable information reported. •Gallagher asked organizations to make a match for only those jobs that reflected at least 80% of the duties as outlined in the benchmark summaries. •If there were any questions in job matching, we referenced job descriptions, organizational charts and other information to verify that the match was valid. •Gallagher follows the U.S. Department of Justice and Federal Trade Commission guidelines that state 5 job matches should exist per job in order to conduct statistical analyses or for drawing conclusions. Attachment 2, Page 7 of 29 8 ©2020 ARTHUR J. GALLAGHER & CO. 8 Data Collection Methodology Outlier Analysis •Gallagher applied statistical tools to identify, review, and eliminate any outliers. Aging Salary Data •All data are effective July 1, 2020 and reflect an annual basis. Geographic Adjustments •Survey data was adjusted geographically to reflect the “cost of labor” for the Springfield, OR area as calculated by the Economic Research Institute (ERI). −“Cost of labor” refers to the difference in pay or labor market for a job from one location to another. The cost of labor is what a particular geographic market offers as the “going rate” or compensation for its jobs and reflects the local demand for and supply of labor. Attachment 2, Page 8 of 29 9 ©2020 ARTHUR J. GALLAGHER & CO. 9 Market Comparison Analysis Market Comparison •The percentage difference between the City’s average salary and market salary was calculated to determine whether the City pay was above, below or competitive with prevailing market. −Positive (+) figure indicates that the City paid above the market. −Negative (-) figure indicates that the City paid below the market. •The following guidelines are used when determining the competitive nature of current compensation: −+/-5% = In alignment −+/-10% = Mostly aligned −+/-10-15% = Possible misalignment with market −>15% = Misalignment with market •Detailed market data is provided in the Appendix. Attachment 2, Page 9 of 29 10 ©2020 ARTHUR J. GALLAGHER & CO. 10 Market Comparison Analysis Base Salary Comparison •On an overall basis of all jobs combined, the percentage that the City is above or below the market’s base salaries by comparison are shown in the table below. •Overall, the City’s Base Salary was Highly Competitive with the market 50th percentile rate (median). •Individual comparisons vary. •Years of service, performance, special requirements and hiring conditions may explain some differences in base salary. Base Salary Comparison City vs Mkt 25th City vs Mkt 50th City vs Mkt 75th All Benchmarks Aggregate 12%4%-5% Attachment 2, Page 10 of 29 11 ©2020 ARTHUR J. GALLAGHER & CO. 11 Market Comparison Analysis Salary Range Comparison •On an overall basis of all jobs combined, the percentage that the City is above or below the market’s salary ranges by comparison are shown in the table below. •Overall, the City’s Salary Range was Competitive with the market for Range Midpoint and Maximum, and possibly misaligned with the market for Range Minimum. •Individual comparisons vary. Salary Range Comparison City vs Mkt Range Min City vs Mkt Range Mid City vs Mkt Range Max All Benchmarks Aggregate -11%-8%-6% Attachment 2, Page 11 of 29 12 ©2020 ARTHUR J. GALLAGHER & CO. Salary Structure Development and Implementation Attachment 2, Page 12 of 29 13 ©2020 ARTHUR J. GALLAGHER & CO. 13 Salary Structure Development Regression Analysis – Union & Non-Union Positions (excl. Police & Fire) $0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 $140,000 $160,000 0 1000 2000 3000 4000 5000 6000 7000 8000 Union & Non-Union Separate Trends for Two Groups - A&B, C&D&E Market 50th Percentile Market Midpoint City Range Mid Linear (Market 50th Percentile)Linear (Market 50th Percentile)Linear (Market Midpoint) The graph shows the overall competitive relationship between the City’s salary range and the market median base salary rate, as well as the market average midpoints. The Union and Non-Union jobs showed similar trends in the market comparisons. Overall the City salary range midpoints are competitive for A through C bands, and less competitive for D and E bands. A1 B2 B3 C4 C5 D6 D7 E8 Attachment 2, Page 13 of 29 14 ©2020 ARTHUR J. GALLAGHER & CO. 14 Salary Structure Development Regression Analysis – Union & Non-Union Positions (excl. Police & Fire) $0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 $140,000 $160,000 0 1000 2000 3000 4000 5000 6000 7000 8000 Union & Non Union Combined - Market Trend Market 50th Linear (Market 50th) The recommend new structure combines Union and Non-Union jobs based on the similar trend of market comparisons as well as equity considerations. The new structure midpoints are based on the market median base salary trend lines. A1 B2 B3 C4 C5 D6 D7 E8 Attachment 2, Page 14 of 29 15 ©2020 ARTHUR J. GALLAGHER & CO. 15 Salary Structure Development Recommend Salary Structure •The new structures will be implemented over three years: 7/1/2021 – 6/30/2024. •All ranges in the new structures are aged forward to be effective on 1/1/2023, which is the middle point of the implementation period. •The aging factor is set for 2% annually, based on WorldatWork salary structure adjustment trend. Implementation Year New Structures Market Competitiveness Year 1: 7/1/2021 – 6/30/2022 Lead the Market Year 2: 7/1/2022 – 6/30/2023 Meet the Market Year 3: 7/1/2023 – 6/30/2024 Lag the Market Attachment 2, Page 15 of 29 16 ©2020 ARTHUR J. GALLAGHER & CO. 16 Salary Structure Development Recommend Salary Structure – Union & Non-Union •The range midpoints are based on market median base salary trend lines, with 40% range spread for all grades. This keeps an equal dollar amount between the steps. Salary Structure: Union & Non-Union, Effective 1/1/2023 DBM Minimum 1 2 3 4 Midpoint 5 6 7 8 Maximum 9 Range A11 $27,435 $28,806 $30,178 $31,550 $32,921 $34,293 $35,665 $37,037 $38,408 40% A12 $32,248 $33,860 $35,473 $37,085 $38,698 $40,310 $41,922 $43,535 $45,147 40% A13 $37,062 $38,915 $40,768 $42,621 $44,474 $46,327 $48,180 $50,033 $51,886 40% B21 $41,890 $43,984 $46,078 $48,173 $50,267 $52,362 $54,456 $56,551 $58,645 40% B22 $46,703 $49,038 $51,373 $53,708 $56,044 $58,379 $60,714 $63,049 $65,384 40% B23 $51,517 $54,092 $56,668 $59,244 $61,820 $64,396 $66,972 $69,547 $72,123 40% B24 $56,668 $59,502 $62,335 $65,168 $68,002 $70,835 $73,669 $76,502 $79,335 40% B25 $60,635 $63,667 $66,698 $69,730 $72,762 $75,794 $78,825 $81,857 $84,889 40% C41 $56,834 $59,675 $62,517 $65,359 $68,201 $71,042 $73,884 $76,726 $79,567 40% C42 $61,261 $64,324 $67,387 $70,450 $73,513 $76,577 $79,640 $82,703 $85,766 40% C43 $65,689 $68,973 $72,258 $75,542 $78,826 $82,111 $85,395 $88,680 $91,964 40% C44/C51 $71,233 $74,795 $78,356 $81,918 $85,480 $89,041 $92,603 $96,164 $99,726 40% C45/C52 $77,881 $81,775 $85,669 $89,563 $93,457 $97,351 $101,245 $105,139 $109,033 40% D61 $83,425 $87,596 $91,768 $95,939 $100,110 $104,281 $108,453 $112,624 $116,795 40% D62 $87,852 $92,245 $96,638 $101,030 $105,423 $109,816 $114,208 $118,601 $122,993 40% D63 $92,280 $96,894 $101,508 $106,122 $110,736 $115,350 $119,964 $124,578 $129,192 40% D64/D71 $97,824 $102,715 $107,607 $112,498 $117,389 $122,280 $127,171 $132,063 $136,954 40% D65/D72 $104,472 $109,696 $114,919 $120,143 $125,366 $130,590 $135,814 $141,037 $146,261 40% E81 $110,016 $115,517 $121,018 $126,519 $132,020 $137,520 $143,021 $148,522 $154,023 40% E82 $114,444 $120,166 $125,888 $131,610 $137,332 $143,055 $148,777 $154,499 $160,221 40% E91 $124,415 $130,636 $136,857 $143,078 $149,299 $155,519 $161,740 $167,961 $174,182 40% Attachment 2, Page 16 of 29 17 ©2020 ARTHUR J. GALLAGHER & CO. 17 Salary Structure Development Recommend Salary Structure – Police and Fire •The range maximums are based on the benchmark jobs’ market data and range spreads are increased to 30% based on the market average range. This keeps an equal dollar amount between steps. Salary Structure: Union & Non-Union, Effective 1/1/2023 DBM Minimum 1 2 3 Midpoint 4 5 6 Maximum 7 Range C41PO $84,690 $88,924 $93,159 $97,393 $101,628 $105,862 $110,097 30% D64PO $108,135 $113,541 $118,948 $124,355 $129,761 $135,168 $140,575 30% E82PO $137,318 $144,183 $151,049 $157,915 $164,781 $171,647 $178,513 30% Human Resources Note – Recommend that C41PO (Sergeants) stay on the current 5-step plan while the D64PO (Lieutenants) and E82PO (Chief) move to a 7-step plan. This change will move the Chief position off of the general service pay plan and onto a separate public safety pay plan that reflects the market more accurately. Once on the adjusted pay plan for 7/1/2020, the salary scales will be adjusted to follow the union contract. Titles will continue to be included in future market studies to ensure position in market remains competitive. Attachment 2, Page 17 of 29 18 ©2020 ARTHUR J. GALLAGHER & CO. 18 Implementation Methodology and Costing Implementation Methodology •All employees are placed at the next higher step than their current salary. −A step increase rate is the difference between the new step rate and the current salary. −A 3% general increase is applied for all employees. •Option 1: All employees get the step or 3% general increase, whichever is larger. •Option 2: Employees in Band A to D get the step or 3% general increase, whichever is larger; employees in Band E get the step increase. Human Resources Note – All general service employees will move to the new pay plan to the step that provides at least 3%. All employees currently at step 10 will return to the core 9 step plan. Attachment 2, Page 18 of 29 19 ©2020 ARTHUR J. GALLAGHER & CO. 19 Implementation Methodology and Costing Implementation Costing •All costs are annual and reflect increases to base salaries only. •Costs are exclusive of overtime and/or benefit costs associated with payroll expenses. •The following table outlines costs associated with placing the employees into the proposed structure. Total Salary Budget:$12,860,952 No. of EE below New Minimum:13 No. of EE above New Maximum:0 Option 1:$409,197 Cost as % of Total Salary Budget:3.18% Option 2:$387,450 Cost as % of Total Salary Budget:3.01% Attachment 2, Page 19 of 29 20 ©2020 ARTHUR J. GALLAGHER & CO. Recommendations Attachment 2, Page 20 of 29 21 ©2020 ARTHUR J. GALLAGHER & CO. 21 Recommendations Recommended next steps •Adopt proposed salary ranges and step structure to ensure competitiveness with local market. •Adjust employee pay rates as outlined on the preceding slide. Long-Term Updates •The City should reevaluate its overall structure at regular intervals (e.g., 2 to 3 years depending upon market movement) to ensure that its salary levels are consistent with the marketplace. •This would involve conducting a market salary study, such as was conducted here, every 2 to 3 years (depending on the economy) to make sure that the City’s pay scales and employee salaries remain competitive. Attachment 2, Page 21 of 29 22 ©2020 ARTHUR J. GALLAGHER & CO. Appendix Attachment 2, Page 22 of 29 23 ©2020 ARTHUR J. GALLAGHER & CO. 23 Market Data – Base Salary BM #Benchmark Title DBM®City Actual Market 25th % Difference Market 50th % Difference Market 75th % Difference 1 Custodian A12 $35,849 $35,513 0.9% $39,573 -9.4% $42,528 -15.7% 2 Accounting Manager D62 $105,331 $81,653 29.0% $95,105 10.8% $100,331 5.0% 3 Accounting Technician B22 $54,704 $44,400 23.2% $47,790 14.5% $53,719 1.8% 4 Administrative Assistant A13 $47,507 $40,111 18.4% $44,987 5.6% $47,389 0.2% 5 Administrative Specialist B22 $52,117 $49,852 4.5% $51,808 0.6% $53,342 -2.3% 6 Building Inspector B25 $80,288 $65,755 22.1% $73,791 8.8% $81,081 -1.0% 7 Civil Engineer C44 $92,518 $83,068 11.4% $87,690 5.5% $93,714 -1.3% 8 Code Enforcement Officer B24 $66,622 $57,971 14.9% $65,383 1.9% $69,055 -3.5% 9 Court Clerk B22 $51,903 $45,561 13.9% $47,506 9.3% $54,300 -4.4% 10 Database Administrator C44 $93,184 $75,579 23.3% $83,472 11.6% $91,500 1.8% 11 Development & Public Works Division Director D72 $130,582 $125,381 4.1% $133,347 -2.1% $141,281 -7.6% 12 Engineering Technician B24 $71,739 $57,404 25.0% $62,360 15.0% $66,500 7.9% 13 Environmental Services Technician B23 $55,390 $54,726 1.2% $57,743 -4.1% $62,543 -11.4% 14 Finance Director E81 $126,464 $117,492 7.6% $132,606 -4.6% $150,566 -16.0% 15 Information Technology Director E81 $131,123 $117,029 12.0% $123,741 6.0% $143,613 -8.7% 16 IT Business Systems C43 $84,198 $76,459 10.1% $79,896 5.4% $88,644 -5.0% Attachment 2, Page 23 of 29 24 ©2020 ARTHUR J. GALLAGHER & CO. 24 Market Data – Base Salary BM #Benchmark Title DBM®City Actual Market 25th % Difference Market 50th % Difference Market 75th % Difference 17 IT Manager D62 $109,221 $97,697 11.8% $103,275 5.8% $118,485 -7.8% 18 IT Technician (Service Desk Specialist)B24 $66,622 $57,350 16.2% $61,489 8.3% $67,160 -0.8% 19 Librarian C42 $69,680 $59,846 16.4% $63,888 9.1% $69,454 0.3% 20 Library Manager D61 $96,491 $80,682 19.6% $86,681 11.3% $92,786 4.0% 21 Library Technician B21 $42,765 $44,822 -4.6% $47,575 -10.1% $51,715 -17.3% 22 Maintenance Supervisor C44 $80,486 $77,286 4.1% $79,696 1.0% $83,828 -4.0% 23 Management Support Specialist B23 $69,222 $57,199 21.0% $60,559 14.3% $67,995 1.8% 24 Management Analyst C42 $69,072 $69,278 -0.3% $74,170 -6.9% $78,107 -11.6% 25 Managing Civil Engineer/Principal Engineer D62 $110,517 $98,122 12.6% $107,196 3.1% $115,744 -4.5% 26 Network Analyst C43 $84,198 $67,681 24.4% $72,632 15.9%$78,158 7.7% 27 Office Supervisor II C42 $74,391 $62,782 18.5% $67,096 10.9% $73,173 1.7% 28 Planner C41 $66,102 $61,122 8.1% $65,124 1.5% $73,637 -10.2% 29 Plans Examiner I/Code Specialist B23 $59,987 $64,807 -7.4% $68,848 -12.9% $70,393 -14.8% 30 Police Chief E82 $139,110 $132,598 4.9% $146,942 -5.3% $159,279 -12.7% 31 Police Lieutenant D64 $123,718 $109,011 13.5% $117,413 5.4% $125,337 -1.3% 32 Police Sergeant C41 $99,518 $87,706 13.5% $92,770 7.3% $100,935 -1.4% 33 Surveyor B25 $80,288 $75,082 6.9% $79,805 0.6% $82,832 -3.1% Attachment 2, Page 24 of 29 25 ©2020 ARTHUR J. GALLAGHER & CO. 25 Market Data – Current Salary Range BM #Benchmark Title DBM®City Min City Mid City Max Market Min % Diff.Market Mid % Diff.Market Max % Diff. 1 Custodian A12 $29,869 $35,859 $41,829 $35,044 -14.8% $39,586 -9.4% $44,366 -5.7% 2 Accounting Manager D62 $78,022 $93,632 $109,222 $79,344 -1.7% $92,532 1.2% $106,039 3.0% 3 Accounting Technician B22 $42,078 $50,502 $58,926 $43,894 -4.1% $50,264 0.5% $56,869 3.6% 4 Administrative Assistant A13 $33,946 $40,726 $47,507 $39,682 -14.5% $45,561 -10.6% $51,628 -8.0% 5 Administrative Specialist B22 $42,078 $50,502 $58,926 $45,020 -6.5% $52,286 -3.4% $59,548 -1.0% 6 Building Inspector B25 $57,346 $68,806 $80,288 $66,485 -13.7% $76,080 -9.6% $85,793 -6.4% 7 Civil Engineer C44 $66,560 $79,872 $93,184 $76,788 -13.3% $89,552 -10.8% $102,415 -9.0% 8 Code Enforcement Officer B24 $51,251 $61,485 $71,739 $57,033 -10.1% $65,010 -5.4% $73,072 -1.8% 9 Court Clerk B22 $42,078 $50,502 $58,926 $42,508 -1.0% $48,401 4.3% $54,946 7.2% 10 Database Administrator C44 $66,560 $79,872 $93,184 $74,783 -11.0% $85,968 -7.1% $97,603 -4.5% 11 Development & Public Works Division Director E81 $90,065 $108,065 $126,086 $112,150 -19.7%$131,515 -17.8%$151,196 -16.6% 12 Engineering Technician B24 $51,251 $61,485 $71,739 $55,059 -6.9% $62,920 -2.3% $70,777 1.4% 13 Environmental Services Technician B23 $46,155 $55,390 $64,605 $53,711 -14.1% $61,853 -10.4% $70,115 -7.9% 14 Finance Director E81 $93,683 $112,400 $131,127 $111,587 -16.0%$130,269 -13.7% $149,262 -12.1% 15 Information Technology Director E81 $93,683 $112,400 $131,127 $107,702 -13.0% $125,968 -10.8% $144,478 -9.2% 16 IT Business Systems C43 $60,133 $72,155 $84,198 $70,590 -14.8% $81,569 -11.5% $92,974 -9.4% Attachment 2, Page 25 of 29 26 ©2020 ARTHUR J. GALLAGHER & CO. 26 Market Data – Current Salary Range BM #Benchmark Title DBM®City Min City Mid City Max Market Min % Diff.Market Mid % Diff.Market Max % Diff. 17 IT Manager D62 $78,022 $93,632 $109,222 $89,842 -13.2% $105,736 -11.4% $121,805 -10.3% 18 IT Technician (Service Desk Specialist)B24 $51,251 $61,485 $71,739 $53,525 -4.2% $61,304 0.3% $69,181 3.7% 19 Librarian C42 $55,016 $66,019 $77,022 $57,800 -4.8% $66,201 -0.3% $74,601 3.2% 20 Library Manager D61 $74,208 $89,050 $103,886 $78,052 -4.9% $89,631 -0.6% $101,210 2.6% 21 Library Technician B21 $38,079 $45,707 $53,315 $43,000 -11.4% $48,967 -6.7% $55,144 -3.3% 22 Maintenance Supervisor C44 $63,750 $76,500 $89,240 $70,170 -9.1% $81,549 -6.2% $93,214 -4.3% 23 Management Support Specialist B23 $46,155 $55,390 $64,605 $54,298 -15.0%$63,274 -12.5% $71,792 -10.0% 24 Management Analyst C42 $55,016 $66,019 $77,022 $65,726 -16.3%$77,087 -14.4% $88,550 -13.0% 25 Managing Civil Engineer/Principal Engineer D62 $78,022 $93,632 $109,222 $89,911 -13.2% $105,250 -11.0% $120,646 -9.5% 26 Network Analyst C43 $60,133 $72,155 $84,198 $65,144 -7.7% $74,948 -3.7% $85,154 -1.1% 27 Office Supervisor II C42 $56,143 $67,372 $78,600 $58,680 -4.3% $68,540 -1.7% $78,407 0.2% 28 Planner C41 $49,878 $59,862 $69,846 $59,445 -16.1%$67,619 -11.5% $76,143 -8.3% 29 Plans Examiner I/Code Specialist B23 $46,155 $55,390 $64,605 $62,078 -25.6%$70,908 -21.9%$80,007 -19.3% 30 Police Chief E82 $99,382 $119,241 $139,107 $129,874 -23.5%$149,943 -20.5%$170,012 -18.2% 31 Police Lieutenant D64 $110,457 $120,404 $130,330 $102,923 7.3% $118,222 1.8% $133,881 -2.7% 32 Police Sergeant C41 $87,685 $95,568 $103,452 $82,991 5.7% $93,811 1.9% $104,854 -1.3% 33 Surveyor B25 $57,346 $68,806 $80,288 $69,542 -17.5%$78,908 -12.8% $88,498 -9.3% Attachment 2, Page 26 of 29 27 ©2020 ARTHUR J. GALLAGHER & CO. 27 Market Data – New Salary Range BM #Benchmark Title DBM®City Min City Mid City Max Market Min % Diff.Market Mid % Diff.Market Max % Diff. 1 Custodian A12 $32,248 $38,698 $45,147 $35,044 -8.0% $39,586 -2.2% $44,366 1.8% 2 Accounting Manager D62 $87,852 $105,423 $122,993 $79,344 10.7% $92,532 13.9% $106,039 16.0% 3 Accounting Technician B22 $46,703 $56,044 $65,384 $43,894 6.4% $50,264 11.5% $56,869 15.0% 4 Administrative Assistant A13 $37,062 $44,474 $51,886 $39,682 -6.6% $45,561 -2.4% $51,628 0.5% 5 Administrative Specialist B22 $46,703 $56,044 $65,384 $45,020 3.7% $52,286 7.2% $59,548 9.8% 6 Building Inspector B25 $60,635 $72,762 $84,889 $66,485 -8.8% $76,080 -4.4% $85,793 -1.1% 7 Civil Engineer C44 $71,233 $85,480 $99,726 $76,788 -7.2% $89,552 -4.5% $102,415 -2.6% 8 Code Enforcement Officer B24 $56,668 $68,002 $79,335 $57,033 -0.6% $65,010 4.6% $73,072 8.6% 9 Court Clerk B22 $46,703 $56,044 $65,384 $42,508 9.9% $48,401 15.8%$54,946 19.0% 10 Database Administrator C44 $71,233 $85,480 $99,726 $74,783 -4.7% $85,968 -0.6% $97,603 2.2% 11 Development & Public Works Division Director E81 $104,472 $125,366 $146,261 $112,150 -6.8% $131,515 -4.7% $151,196 -3.3% 12 Engineering Technician B24 $56,668 $68,002 $79,335 $55,059 2.9% $62,920 8.1% $70,777 12.1% 13 Environmental Services Technician B23 $51,517 $61,820 $72,123 $53,711 -4.1% $61,853 -0.1% $70,115 2.9% 14 Finance Director E81 $110,016 $132,020 $154,023 $111,587 -1.4% $130,269 1.3% $149,262 3.2% 15 Information Technology Director E81 $110,016 $132,020 $154,023 $107,702 2.1% $125,968 4.8% $144,478 6.6% 16 IT Business Systems C43 $65,689 $78,826 $91,964 $70,590 -6.9% $81,569 -3.4% $92,974 -1.1% Attachment 2, Page 27 of 29 28 ©2020 ARTHUR J. GALLAGHER & CO. 28 Market Data – New Salary Range BM #Benchmark Title DBM®City Min City Mid City Max Market Min % Diff.Market Mid % Diff.Market Max % Diff. 17 IT Manager D62 $87,852 $105,423 $122,993 $89,842 -2.2% $105,736 -0.3% $121,805 1.0% 18 IT Technician (Service Desk Specialist)B24 $56,668 $68,002 $79,335 $53,525 5.9% $61,304 10.9% $69,181 14.7% 19 Librarian C42 $61,261 $73,513 $85,766 $57,800 6.0% $66,201 11.0% $74,601 15.0% 20 Library Manager D61 $83,425 $100,110 $116,795 $78,052 6.9% $89,631 11.7% $101,210 15.4% 21 Library Technician B21 $41,890 $50,267 $58,645 $43,000 -2.6% $48,967 2.7% $55,144 6.3% 22 Maintenance Supervisor C44 $71,233 $85,480 $99,726 $70,170 1.5% $81,549 4.8% $93,214 7.0% 23 Management Support Specialist B23 $51,517 $61,820 $72,123 $54,298 -5.1% $63,274 -2.3% $71,792 0.5% 24 Management Analyst C42 $61,261 $73,513 $85,766 $65,726 -6.8% $77,087 -4.6% $88,550 -3.1% 25 Managing Civil Engineer/Principal Engineer D62 $87,852 $105,423 $122,993 $89,911 -2.3% $105,250 0.2% $120,646 1.9% 26 Network Analyst C43 $65,689 $78,826 $91,964 $65,144 0.8% $74,948 5.2% $85,154 8.0% 27 Office Supervisor II C42 $61,261 $73,513 $85,766 $58,680 4.4% $68,540 7.3% $78,407 9.4% 28 Planner C41 $56,834 $68,201 $79,567 $59,445 -4.4% $67,619 0.9% $76,143 4.5% 29 Plans Examiner I/Code Specialist B23 $51,517 $61,820 $72,123 $62,078 -17.0%$70,908 -12.8% $80,007 -9.9% 30 Police Chief E82 $137,318 $157,915 $178,513 $129,874 5.7% $149,943 5.3% $170,012 5.0% 31 Police Lieutenant D64 $108,135 $124,355 $140,575 $102,923 5.1% $118,222 5.2% $133,881 5.0% 32 Police Sergeant C41 $84,690 $97,393 $110,097 $82,991 2.0% $93,811 3.8% $104,854 5.0% 33 Surveyor B25 $60,635 $72,762 $84,889 $69,542 -12.8% $78,908 -7.8% $88,498 -4.1% Attachment 2, Page 28 of 29 29 ©2020 ARTHUR J. GALLAGHER & CO. Thank you! 901 S. Marquette Avenue Suite 1900 Minneapolis, MN 55402 USA Attachment 2, Page 29 of 29 City Population Served (July 2020 PSU Estimate) Annual Salary Deferred Comp Retirement/ PERS PICKUP HRA VEBA or Other Car Stipend (Annual) Other Cash Equivalents Total Annual Cash Compensation GEO/Cost of Labor Adj Comp Albany 54,935 $171,486 4%6%$2,000 $3,600 $960 $194,336.91 0.99 $192,394 Beaverton (interim City Manager)99,225 $229,732 0%6%3%No None $250,407.84 0.93 $232,879 Bend 92,840 $212,184 $18,000 $12,731 $0 $3,600 $960 $247,475.00 0.99 $245,000 Corvallis 59,730 $193,588 8%6%$3,000 NO $540 $224,230.00 0.98 $219,745 Eugene 173,620 $218,000 $15,000 6%0%$5,980 $780 $252,840.00 1 $252,840 Grants Pass 37,725 $163,240 8%6% $2,808 $0 $0 $188,901.60 1.02 $192,680 Hillsboro 104,670 $211,012 $ 13,800.00 0%2%$5,700 900.00 $235,632.24 0.93 $219,138 Lake Oswego 39,480 $168,646 5%6%$600 $6,000 $600 $194,396.62 0.93 $180,789 Lane County 381,365 $216,486 10%6%$0 $6,300 $840 $258,263.76 1 $258,264 Medford 83,115 $170,000 1%6%4,200.00 $6,000 $780 $192,880.00 1 $192,880 Oregon City 35,885 $164,772 9%6%1%$4,200 $900 $196,235.52 0.94 $184,461 Tigard 54,520 $196,000 4%11% 600%$6,000 $360 $231,766.00 0.92 $213,225 AVERAGE TOTAL COMPENSATION:$215,358 Springfield 61,535 $175,000 4%6% $2,400 $3,480 $540 $198,920.00 1 $198,920 DIFFERENCE FROM AVERAGE -8% City Manager/CEO Compensation Study - Spring 2021 By Total Compensation Attachment 3, Page 1 of 1