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.