HomeMy WebLinkAboutItem 02- Non-Represtned SEIU Wage Increases AGENDA ITEM SUMMARY Meeting Date: 6/17/2024
Meeting Type: Work Session
Staff Contact/Dept.: Chaim Hertz
Staff Phone No: 726-3787
Estimated Time: 30 mins
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 direct the Human Resources (HR)
Department to conduct a comprehensive market study every 3-years. HR has
completed a market study and is ready to adjust pay plans based on the results.
ATTACHMENTS: 1: Non-Rep Gallagher Results
2: Indexes
3: Proposed Police Management Pay Plan
DISCUSSION/
FINANCIAL
IMPACT:
The City contracted with Gallagher Benefit Services to perform the market survey
and to update the compensation plan. Criteria used to determine comparators
included employer size and complexity, geographic proximity, and nature of
services provided.
The results of the market survey indicated that general service positions (all
benchmark titles) are lagging the market at the salary range midpoints by 8.5%.
This tells us that our pay plans have moved towards misalignment. For
comparison, CPI-U and Social Security over the previous three years (2021-2023)
have increased by 16.8% and 15.9%, respectively. Nationally, salary data has
increased over 11% in budgeted dollars for wages, not including 2024.
Staff recommends that on July 1 non-union pay ranges be adjusted upward 15.5%
to maintain market comparability through June 30, 2026. If adopted by Council
employees would move to the closest step that provides a minimum 3% increase,
mirroring SEIU contract language. This will result in an average increase of 5.22%
in year one with an FY25 budget impact of $305,864 for non-union employees. We
do not anticipate any additional increases to the pay plans for the next two years;
employees would continue to receive annual step increases if available.
Staff additionally recommends that non-union public safety pay plans be adjusted
by 4% for FY25 consistent with the bargained increase for the police association.
Included is the proposed pay plan for management staff.
Current Gallagher Data HR Proposed
Position(s) Group
Grade Rate
Market Mid
Step
% to
Market
Aged
through
6/30/26
% to Aged
Market New
Proposed
Mid Step
Range
Increase %
Mid step %
Aged to
Market
City Recorder Non C42 36.40$ 45.35$ -24.59%48.30$ -32.7%C42 42.04$ 15.5%-14.9%
HR Analyst, Sr Non C43 39.03$ 46.03$ -17.93%49.02$ -25.6%C43 45.08$ 15.5%-8.7%
DPW Budget Manager Non C44/C51 42.33$ 42.75$ -0.99%45.53$ -7.6%C44/C51 48.89$ 15.5%6.9%
Environ Svcs Super Non C44/C51 42.33$ 46.68$ -10.28%49.71$ -17.4%C44/C51 48.89$ 15.5%-1.7%
Maintenance Supervisor I Non C44/C51 42.33$ 41.63$ 1.65%44.34$ -4.7%C44/C51 48.89$ 15.5%9.3%
Building Official Non C45/C52 46.28$ 55.46$ -19.84%59.06$ -27.6%C45/C52 53.45$ 15.5%-10.5%
City Surveyor Non C45/C52 46.28$ 45.80$ 1.04%48.78$ -5.4%C45/C52 53.45$ 15.5%8.7%
Accounting Manager Non D61 49.57$ 52.91$ -6.74%56.35$ -13.7%D61 57.25$ 15.5%1.6%
Library Manager I Non D61 49.57$ 49.10$ 0.95%52.29$ -5.5%D61 57.25$ 15.5%8.7%
Planning Manager Non D61 49.57$ 64.49$ -30.10%68.68$ -38.6%D61 57.25$ 15.5%-20.0%
Accounting Manager Non D62 52.20$ 52.91$ -1.36%56.35$ -7.9%D62 60.29$ 15.5%6.5%
Network Manager Non D62 52.20$ 62.95$ -20.59%67.04$ -28.4%D62 60.29$ 15.5%-11.2%
Civil Engineer Managing Non D63 54.84$ 58.14$ -6.02%61.92$ -12.9%D63 63.34$ 15.5%2.2%
City Engineer Non D64/D71 58.13$ 70.66$ -21.56%75.25$ -29.5%D64/D71 67.14$ 15.5%-12.1%
DPW Director Non E81 65.38$ 78.54$ -20.13%83.65$ -27.9%E81 75.51$ 15.5%-10.8%
Finance Director Non E81 65.38$ 68.93$ -5.43%73.41$ -12.3%E81 75.51$ 15.5%2.8%
Median=-8.5%-15.6%-0.1%
Attachment 1
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Base Salary Increases 2021 2022 2023 2024
Consumer Price Index - Urban Consumers (CPI-U 4.10% 8.00% 4.70% 4.40%
(as of April)
Social Security Cost of Living Adjustment 2022 1.30% 5.90% 8.70% 3.20%
WorldatWork - National Salary Budget Survey* 2.90% 4.20% 4.40% 4.10%
(projected)
*indicates self-reported data on budget increases for the US.
Attachment 2
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Grade 1 2 3 4 5 6 7
P10 Hourly 54.66$ 57.27$ 59.87$ 62.47$ 65.06$ 67.68$ 70.28$
Monthly 9,474$ 9,927$ 10,377$ 10,828$ 11,277$ 11,731$ 12,182$
SGTS Annually 113,693$ 119,122$ 124,530$ 129,938$ 135,325$ 140,774$ 146,182$
P20 Hourly 65.08$ 68.18$ 71.28$ 74.38$ 77.48$ 80.58$ 83.68$
Monthly 11,281$ 11,818$ 12,355$ 12,893$ 13,430$ 13,967$ 14,505$
LTS Annually 135,366$ 141,814$ 148,262$ 154,710$ 161,158$ 167,606$ 174,054$
P30 Hourly 72.24$ 75.68$ 79.11$ 82.56$ 85.99$ 89.43$ 92.87$
Monthly 12,522$ 13,118$ 13,712$ 14,310$ 14,905$ 15,501$ 16,097$
DC Annually 150,259$ 157,414$ 164,549$ 171,725$ 178,859$ 186,014$ 193,170$
P40 Hourly 89.33$ 93.59$ 97.84$ 102.10$ 106.35$ 110.60$ 114.86$
Monthly 15,484$ 16,222$ 16,959$ 17,697$ 18,434$ 19,171$ 19,909$
Chief Annually 185,806$ 194,667$ 203,507$ 212,368$ 221,208$ 230,048$ 238,909$
25% overall pay spread. Includes incentives for DPSST and education
Increased 4% over last pay plan from 12/2023.
Annual based on 2080 hours; Monthly based on annual amount divided by 12.
Annual and monthly amounts rounded to whole dollars.
PROPOSED POLICE MANAGEMENT PAY PLAN
Effective 7/1/2024
Attachment 3
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