Click here to load reader

TOTAL COMPENSATION FY 2019 - Amazon Web Services · PDF file TOTAL COMPENSATION FY 2019. Total Compensation Goals •Competitiveness •Affordability •Sustainability Pay, Benefits

  • View
    3

  • Download
    0

Embed Size (px)

Text of TOTAL COMPENSATION FY 2019 - Amazon Web Services · PDF file TOTAL COMPENSATION FY 2019. Total...

  • TOTAL COMPENSATION FY 2019

  • Total Compensation Goals

    • Competitiveness

    • Affordability

    • Sustainability

    Pay, Benefits and Retirement options that attract, retain, reward and motivate current and future employees.

    We want to maintain:

  • Employee Demographics

    Age Years of Service

    3

  • Recent Enhancements

    Fiscal Year Pay Enhancements

    FY 2018 • Merit increases included • Increased Transit Subsidy by $50 per month • Implemented a Dependent Care Flexible Spending Account (FSA)

    employer match of $500 per employee

    FY 2017 • Merit increases included • 1.75% increase to the maximum of each grade/range and

    implemented open pay ranges • Lowest base pay rate increased to $14.50/hour from $13.13/hour

    for all permanent employees • Implemented a Commercial Driver’s License (CDL) bonus program • Increased New Parent Leave from 2 weeks to 4 weeks

  • 5

    Path Forward towards Compensation Goals

    Implementation of Classification Maintenance Plan

    - Focus on pay competitiveness for all classes and pay programs

    - Implementation over five years

    - External benchmark of salary range, Internal review of organizational structure, Updates to Admin Reg

  • 6

    FY19 Proposed Budget Items for Public Safety Employees

    • Year 1 of Classification Maintenance Plan - Emphasis on Police, Sheriff and Fire ($2.9M) - Subsequent years average $0.65M, annually

    • Implementation of Kelly Day for Fire Department - Provides an extra day off per 28-day cycle - Reduces the workweek to a level closer to other

    jurisdictions - Reduces burn-out and some overtime costs - Adds 36 uniformed employees over four

    years; adding nine new FTE’s per year

  • 7

    FY19 Proposed Budget Items for General Employees

    • Continued Open Range Pay Plan - 3.25% increase up to max of grade ranges

    • 1% Increase to Each Grade - General Employees’ salary range will increase by 1.0%

    • Base Rate Increasing to $15.00/hr (from $14.50/hr) for permanent and most temporary employees

  • Competitive Metrics

    8

    *Projected employees at max by end of FY18 is 17%

    Total

    Comp

    Element

    FY2015 FY2016 FY2017 FY2018 to

    Date

    Benchmark

    classes

    lagging at

    midpoint

    16% 16% 3%

    (due to

    increasing

    ranges by

    1.75%)

    13%

    Employees

    hired over

    midpoint

    35% all

    91% MAPs

    34% all

    75% MAPs

    24.2% all

    80% MAPs

    34.8% all

    67% MAPs

    Turnover 9.9%

    6.5% non-

    retirement

    10.5%

    7.4% non-

    retirement

    9.3%

    5.9% non-

    retirement

    5.7%

    4.0% non-

    retirement

    Employees

    at max

    11% 13% 10% 14%*

  • Comparison of Proposed FY 2019 Comp Adjustments in the Region

    Merit Increases Structure Change

    Average Increase

    Other

    Arlington 3.25% General 3.5% (PS and PFP)

    1% 2.85%

    Fairfax 1.25% - 3.0% General 2.25% Public Safety

    2.25% COLA or partially funded at 1.26% COLA

    4.25% General 4.5% Public

    Safety

    Funding for specific job

    classes

    Alexandria 2.3% -5.0% None N/A $1.5M public safety

    Prince William

    3.0% None N/A 1%-2% one-time bonus for EEs at

    max

    Loudoun 3.5% 3.0% N/A

    Arlington Public Schools

    5% (Teachers) 4% - (Other employees)

    None 2.8%

    9

  • 10

    FY19 Proposed Budget Items Other Benefits

    • New Adoption Assistance - Financial assistance of $5,000 per child adopted

    • Increased Volunteer Leave - Volunteer hours increased from 4 hours to 8 hours

    • Health Insurance Coverage - 5% increase to the overall budget - Premium increases may vary based on plan and tier - Smallest increase since FY14

  • Alexandria Arlington Fairfax Prince William*

    Major health plan

    2.2% 5.0% 5.5% 5.3%

    Cost Sharing Individual 2-Party/Family

    City/Employee

    80/20 80/20

    County/Employee

    80/20 75/25

    County/Employee

    85/15 75/25

    County/Employee

    95/5 75/25

    FY19 Proposed Health Care Increases Across the Region

    *Prince William does not cover retirees on their health plans

    • Clinic use avoided over $600K for ER/Urgent Care

    11

  • 5% Premium Increase Means: Cigna In-Network Coinsurance Plan

    Additional Cost Per Pay Period

    Individual Employee +

    Spouse Employee + Child(ren)

    Family

    Employee $3.00 $7.67 $6.56 $11.24

    County $12.00 $23.02 $19.65 $33.70

    THE BOTTOM LINE: An Employee’s Pay Slip

    Average Annual Salary $75,000.00

    Average Salary Increase: 3.25% $2,438.00

    Cigna Coinsurance Increase (Family) $292.24

    Gross Salary Increase after Health $2,145.76

    Note: All premiums are deducted pre-tax

    12

  • Retiree Medical

    13

    Alexandria Arlington Fairfax Prince William*

    Monthly Subsidy

    $260 $600 (hired before 7/1/08) $300 (hired on or after 7/1/08)

    $230 $210

    *Prince William – Health insurance “credit” - $165 from County and $45 from VRS for 30 yr career - No post-Medicare benefits

  • Recent Enhancements

    • Dependent Care FSA Reimbursement: increased enrollment by 30%

    • Increased Transit Subsidy: maintained ridership in sub-optimal service environment

    • Tuition Reimbursement:

    – Used by approximately 150 employees each year

    – Funds slots in COG-Certified Public Manager, GMU-Masters in Public Administration, and Leadership Center for Excellent (Leadership Arlington) programs

    • Live Where You Work: projected to be fully utilized

    14

  • Looking to the Future • Comprehensive Benefits Study

    -Phase One: Completed Survey, Focus Groups, Benchmarking

    15

    Health Care February - July

    Leave/Other Benefits April - September

    Retirement July - December

    Phase Two: Steering Committee

    W o

    rk in

    g G

    ro u

    p s

    2 – 5 Year

    Strategic Plan

  • Looking to The Future • Continue the classification maintenance plan

    for years 2-5

    • Re-evaluate total compensation principles including competitors beyond current 3 neighbors and market position of average midpoint

    Competitiveness

    • Maintain affordable pay and benefits for County and employees

    • Evaluate pay policies for hiring and internal movement

    • Continue strategic review of benefit programs

    Affordability & Sustainability

    • Consider choice in benefits

    • Encourage mobile work and flexibility Flexibility

    16

Search related