City of Missoula July 26, 2007. FY07 compensation and classification plan 25 Pay Grades Entry...

City of Missoula

July 26, 2007

FY07 compensation and classification plan

25 Pay Grades

Entry level, midpoint and maximum

30% spread from entry to maximum

Recommended by Fox Lawson, salary survey consultants.

Implemented during FY05 and FY06. Increased the entry level of each position

by 9.4% over the two year period. FY05 increase for everyone above entry

level was 3%, in FY 06 it was 3.5%. FY07 3% increase for everyone.

Some employees were at the entry level of the grade for 5 years.

New employees were being paid the same as employees who had been with the City for 5 years.

No plan to move people from entry to midpoint.

No stability and much uncertainty.

People needed and wanted recognition for experience with the City.

Plan Goals:1. Be responsive to employee concerns.2.) Develop structure so that employees would move from entry level to midpoint over 8 years. 3.) Move existing employees away from entry level and closer to the midpoint.4.) Recognize employees that had been with City in current position for more than 8 years and were still not at the midpoint.5.) Alleviate compression.

1. Develop structure with 1% steps between entry, midpoint and maximum.

2. Increase matrix by 1%.3. Raise entry level from 85% of the midpoint to

86%.4. Give each employee a two step increase.5. Give current employees who are not on the

step they should be another 1% step increase.6. Give current employees who have been in the

same position with the City for more than 8 years and are still not at midpoint another 1% step increase.

Two Senior Accounting Clerks in Finance were hired in 2001 and were at the entry level until last year. By applying the proposed increase, the employees would get a 1% cost of living adjustment and a two step increase. They would also get an additional 1% because they aren't at 92% of the midpoint. This adjustment would put them at 92% of the midpoint, or $14.7644

Court Clerk hired in 1999 is making $14.8816/hr, 94% of the midpoint. This person would get two steps to 96% and another two steps to 98%, or $15.7273.

Vehicle Maintenance Superintendent is at 91% of the midpoint, applying the proposal would move him to 95%, or $25.2935.

Supervisor in Wastewater since 1997 is at 92%. After the proposal he would be at 96% or $23.7766/hr

Administrative Secretary – In 1996 prior to salary survey, position was paid at $8.18/hr. July 1, 2005 position starts at $13.5216/hr. Currently one of the Administrative Secretaries is making $17.0494/hr., a 3% increase would put her at $17.6531/hr. or 111% of the midpoint

Vehicle Maintenance Superintendent made $16.33/hr. In 1996 and currently is at $23.9353/hr.

Personal Computer Specialist in 1996 made $12.15/hr. and now starts at $16.7189/hr.

Fire Chief:Billings - $99,154Helena - $82,883Bozeman - $79,872 + 9% Deferred Comp.Missoula - $74,060Great Falls - $73,500 + $4,000 Deferred Comp.

Billings - 3% COLA

Helena – 2.5%

U of M – 3% COLA plus .46% merit increase

Missoula County – 2% increase on the base$.57/hr for everyone$750 one time bonus

11.32% for lower paid 6.82% for middle, and

4.12% for upper level management.