City Council Packet - 05/06/2002
TIGARD CITY COUNCIL
SPECIAL MEETING
May 6, 2002
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PUBLIC NOTICE:
Upon request, the City will endeavor to arrange for the following services:
Qualified sign language interpreters for persons with speech or hearing Impairments;
and
• Qualified bilingual interpreters.
Since these services must be scheduled with outside service providers, it is important to allow
as much lead time as possible. Please notify the City of your need by 5:00 p.m. on the
Wednesday preceding the meeting by calling: 503-639-4171, ext. 309 (voice) or 503-
684-2772 (TDD - Telecommunications Devices for the Deaf).
SEE ATTACHED AGENDA
COUNCIL AGENDA - May 6, 2002 page 1
AGENDA
TIGARD CITY COUNCIL SPECIAL MEETING
MAY 6, 2002 - 5:30 PM
Tigard Water Building Lobby Conference Room
8777 SW Burnham Street
Tigard, Oregon
1. Roll Call and Call to Order
Mayor Griffith
If. Discussion - Management Compensation and Benefits
® Staff Report: Administration Staff
• Council Discussion
Ill. Non-Agenda Items
IV. Adjournment
1: W D MCAT FMC CA\020508. D OC
COUNCIL AGENDA - May 6, 2002 page 2
Agenda Item No.
Meeting of _57• :P 9, D a
MINUTES
TIGARD CITY COUNCIL SPECIAL MEETING
MAY 6, 2002 - 5:30 PM
1. Roll Call and Call to Order
• Mayor Griffith called the meeting to order at 5:30 p.m.
• Council Members Present: Mayor Griffith, Councilors Dirksen, Moore, Patton,
and Scheckla
IL Discussion - Management Compensation and Benefits
• Staff Report
City Manager Monahan introduced this agenda item and reviewed the four
items to be reviewed by Council regarding City of Tigard management staff.
1. Proposed cost of living allowance (COLA) adjustment for fiscal year 2002-
03.
2. Adjustment to Public Employee Retirement System (PERS) benefit proposed
for police management personnel.
3. Proposed salary adjustments resulting from a compensation study completed
for the City of Tigard management group.
4. Options for department head utilization of their life insurance benefit.
Human Resources Director Zodrow reviewed the above-referenced items with
the City Council. Detailed information on the proposals is contained in the
meeting packet material, which is on file in the City Recorder's office.
Finance Director Prosser advised that the proposed 3.5% COLA adjustment
had been calculated in the proposed budget submitted to the Budget
Committee. The additional expenses from the PERS adjustments and the
management compensation study adjustments have not been incorporated in
the proposed budget.
• Council Discussion
> Councilor Moore advised he has no problems with the COLA and PERS
adjustments as proposed. He also said he supports the proposal for the
department heads to choose how they want to utilize their life insurance
benefit (as proposed in the City Manager's memorandum dated April 26,
2002, which Is on file in the City Recorder's office). With regard to the
proposed adjustments to management compensation, he advised he was
COUNCIL AGENDA - May 6, 2002 page 1
concerned with implementing the adjustments all at once and suggested the
Increases be phased In over the next several years.
> Councilor Patton said she agreed with Councilor Moore's comments. She
said that due to the current economic climate, that this would not be a good
time to Implement these increases. She suggested the Council review the
matter again next budget year and concurred with Councilor Moore's idea
of a phased-in approach.
> Councilors Scheckla and Dirksen agreed with Councilors Moore's and
Patton's comments.
> Mayor Griffith also noted he agreed with the above Council member
comments. He suggested that it might be a good idea to look at individual
compensation amounts for those classifications that appear to be "way out in
left field" when compared to the market information. He also noted that
the economy is playing a role in his preference to defer addressing the
management compensation proposed adjustments.
> Councilor Dirksen suggested that it might be appropriate to consider an
increase if an individual has demonstrated a high level of performance, which
should be rewarded through a merit increase.
City Manager Monahan advised that the Council's direction on the PERS and
Department Head insurance option would be reflected In the budget figures that
will be presented to the Budget Committee next week. (The Management
COLA, as noted above by the Finance Director, has already been calculated in
the proposed budget.)
111. Non-Agenda Items: None.
IV. Adjournment: 6:26 p.m.
Catherine Wheatley, City ecorder
Attest:
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I:%AD M\CATHY\CC M\020506. D OC
COUNCIL AGENDA - May 6, 2002 page 2
CITY OF TIGARD, OREGON
AFFIDAVIT OF NOTIFICATION
In the matter of the proposed
STATE OF OREGON )
County of Washington) ss
City of Tigard )
I, Ca T ►1.LI r1- WlU~J , being first duly swom, on oath, depose and say:
That I notified the following persons by phone or personal contact of the Notice of Special Meeting for the
Council Meeting of 2 , a copy of said written notice being hereto attached and by
reference made apart he of on the knj_ day of y1 V , 49.E-&a-
CONTACT METHOD: PHONE PERSONAL DATE TIME
Tigard Times Reporter at 684-0360
Name:
Oregonian Reporter at 297-8861
or 639-9867
Name:
Subscribed and sworn to before me this 7M day of 2Q,OZ
OFFICIAL SEAL
GREER A GAST'ON Notary Public for Oregon
r.k)TARY PUBUC-OREGDk
COMMISSION N11527=1
My Commission Expires: ID /D
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A 05/02/2002 08:50 FAX 5036847297 City of Tigard ID 001
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1 0915039686061 Oregonian
[ 1115039687397 Regal Courier
ERROR INFORMATION
RCITY OF TIGA®
NOTICE OF
SPECIAL CITY COUNCIL MEETING
Please forward to:
Barbara Sherman, Newsroom, Tigard Times (Fax No. 503-546-0724)
Lee Douglas, Regal Courier, (Fax No. 503-968-7397)
Emily Tsao, The Oregonian, Metro SW (Fax No. 503-965-6061)
May b, 2002 - 5:30 p.m.
Tigard Water Building Auditorium
Lobby Conference Room
8777 SW Burnham Load
Tigard, Oregon 97723
Notice Is hereby given that the Tigard City Council will hold a Special City Council
Meeting on Monday, May 6, 2002, 2002, at 5:30 p.m., at the Tigard Water
Building Auditorium, 8777 SW Burnham Street, Tigard, Oregon, 97223.
The purpose of the meeting is to discuss compensation and benefits for the
management group.
For further information, please contact City Recorder Cathy Wheatley by calling
503-639.4171 or at 13125 SW Hall Boulevard, Tigard, Oregon, 97223.
rr°
CITY OF TIGARD
NOTICE OF
SPECIAL CITY COUNCIL MEETING
Please forward to:
Barbara Sherman, Newsroom, Tigard Times (Fax No. 503-546-0724)
Lee Douglas, Regal Courier, (Fax No. 503-968-7397)
Emily Tsao, The Oregonian, Metro SW (Fax No. 503-968-6061)
May 6, 2002 - 5:30 p.m.
Tigard Water Building Auditorium
Lobby Conference Room
8777 SW Burnham Road
Tigard, Oregon 97723
Notice is hereby given that the Tigard City Council will hold a Special City Council
Meeting on Monday, May 6, 2002, 2002, at 5:30 p.m., at the Tigard Water
Building Auditorium, 8777 SW Burnham Street, Tigard, Oregon, 97223.
The purpose of the meeting is to discuss compensation and benefits for the
management group.
For further information, please contact City Recorder Cathy Wheatley by calling
503-639-4171 or at 13125 SW Hall Boulevard, Tigard, Oregon, 97223.
~-2 JD
090 City Recorder
Post: City Hall Lobby
Date of Notice: May 2, 2002
MAMACATHYACCAWOTICE SPEC MTG 20020506.DOC
JEN
CITY OF TIGARD, OREGON
AFFIDAVIT OF POSTING
In the Matter of the Proposed
STATE OF OREGON )
County of Washington ) ss
City of Tigard )
1, La_ P-ri- being first duly sworn, on oath, depose
and say:
That I posted in the following public and conspicuous places a copy of Notice of
Special Meeting for the Council Meeting dated
a copy of said notice being hereto attached and by refer ce made a part hereof on the
d day of 20 0 L_.
Subscribed and sworn to before me this 7 day of Q 20 G Z
71-b 4Z"I
Notary Public for Oregon
My Commission expires: lD _ I - D
0 OFFICL& SEAL
RAGAS M
h:\login\caUiy\affpost.l NOTOOa~ X32.9
MY COMMISSION EXPIRES OCT. 10, 2003
CITY OF TIGARD
NOTICE OF
SPECIAL CITY COUNCIL MEETING
Please forward to:
Barbara Sherman, Newsroom, Tigard Times (Fax No. 503-546-0724)
Lee Douglas, Regal Courier, (Fax No. 503-968-7397)
Emily Tsao, The Oregonian, Metro SW (Fax No. 503-968-6061)
May 6, 2002 - 5:30 p.m.
Tigard Water Building Auditorium
Lobby Conference Room
8777 SW Burnham Road
Tigard, Oregon 97723
Notice is hereby given that the Tigard City Council will hold a Special City Council
Meeting on Monday, May 6, 2002, 2002, at 5:30 p.m., at the Tigard Water
Building Auditorium, 8777 SW Burnham Street, Tigard, Oregon, 97223.
The purpose of the meeting is to discuss compensation and benefits for the
management group.
For further information, please contact City Recorder Cathy Wheatley by calling
503-639-4171 or at 13125 SW Hall Boulevard, Tigard, Oregon, 97223.
(j&e~~kt JA)
City Recorder
Post: City Hail Lobby
Date of Notice: May 2, 2002
I:\ADM\CATHY\CCAWOTICE SPEC MTG 20020506.DOC
MEMORANDUM
CITY OF TIGARD, OREGON
TO: Honorable Mayor and City Council Members
FROM: Bill Monahan
DATE: April 26, 2002
SUBJECT: Special Council Meeting of May 6, 2002
On Tuesday evening, Council agreed to hold a special meeting on May 6 to discuss the
following:
1. Management cost of living
2. Police management PERS adjustment
3. Managements compensation
4. Department head life insurance and the option of long-term care
Attached for your review are memos from Sandy Zodrow on the first three items, and from
me on the fourth. Sandy and I will present the materials to you during the May 6 meeting.
I believe the materials are very complete as we attempted to detail the past practices, the
process used in our analysis, and the conclusions. Given that the economic climate is
somewhat uncertain at this time, I recognize that these are difficult issues to address. My
recommendation is that Council consider a COLA consistent with that given to represented
City employees. Further, I recommend adoption of the complete management
compensation package. By so doing, our compensation for management will be up to
date, competitive, and as consistent as we can make it at this time. I then recommend that
we update the analysis in a few years.
also recommend that Police management receive the same PERS benefit as TPOA
employees. While this continues to make the retirement contribution for Police
management different from that of other City management personnel, that is unavoidable
as long as we have two retirement plans. More important, in my view, is the fact that
adoption of the management compensation package places Police management where
they should be in terms of total compensation in the City management group.
also recommend the changes to the established department head life insurance benefit.
The addition of options as expressed in my memo make the benefit more equitable.
If you have any questions regarding the material which you wish us to research and
provide answers prior to or during the May 6 meeting, please let me know.
aft
lAkO ILLVAEWSWAYOR a C020OZOPECIAI CC MTG SOBAOC
MEMORANDUM
CITY OF TIGARD, OREGON
TO: Honorable Mayor and City Council Members
c
FROM: Bill Monahan
DATE: April 26, 2002
SUBJECT: Department Head Life Insurance
Background
Presently, each of our six department heads and the City Manager have the option of the
City funding additional term life insurance coverage. In the case of department heads, the
coverage equals two times their annual salary. In the case of the City Manager, the
employment contract provides for a City contribution of a fixed amount of $1,000 toward
coverage.
For a variety of reasons, only three of the six department heads accept the term life
benefit. Reasons given for not accepting coverage include: 1) the tax consequences of
accepting the coverage are too high; 2) the department head already has a universal life
insurance policy or some other coverage that he or she is satisfied with; or 3) the
department head would prefer some other benefit such as long-term care coverage.
I would like to explore providing options to department heads rather than offer only term
life insurance coverage as with the current program. This memo will discuss options for
Council consideration.
Options
I propose that the individuals filling the seven positions of department head and City
Manager have the ability to choose one or more options to utilize their life insurance
benefit. I further propose that the life insurance benefit be expanded to include long-term
care coverage.
The options I suggest be established are-
1) Life Insurance Coverage
The cost of coverage varies for each department head based on age,
projected salary, and health status. I suggest that a fixed amount be set
for the City's contribution. Based on information provided to me by
Sherrie Burbank of Human Resources, the estimated cost of life
insurance coverage for our six department heads, as of July 1, 2002,
Department Head Life Insurance
April 26, 2002 page 2
ranges from $91.37 to $719.43. The three department heads presently
accepting City coverage range from a cost of $563 to $695, estimated to
rise to $583 to $719 for the coming year. Again, these rates apply to the
cost of life insurance at a value of twice the annual salary of the
individual.
I propose that Council allow each of the six department heads to receive
City contributions toward life insurance coverage up to $750 annually.
2) Method of Payment of Life Insurance Coverage
Presently, the City pays for department head life insurance coverage on
behalf of the employee. A few years ago, I suggested to Council a
different approach for my life insurance. Council agreed to pay me the
lump sum of $1,000 which I apply to my term coverage. Utilizing this
method of payment, my federal tax consequences are less than if the
City paid directly for the coverage. I suggest that Council consider
making this option available to department heads-reimbursement of up
to $750 annually upon showing that the premium was paid directly by the
department head.
I should note that our present contract language states that the City will
pay the cost of a term life insurance policy, however, it is possible that a
department head would be denied coverage. Or, the cost could exceed
$750. A fixed benefit cost could be an advantage to the City in limited
cases, and be fair to all.
3) Type of Insurance
Some department heads may prefer applying life insurance payment to
universal life insurance rather than term. In fact, some of our department
heads may have an existing universal life insurance policy that they
began paying for prior to employment with Tigard. The department head
may prefer to apply their Tigard life insurance benefit to their universal
policy. i suggest that department heads have the option of applying their
life insurance allocation to a universal life policy. The amount allowed
would be determined by the "formula" described for term coverage in
Item 1 above.
4) Long-term Care Coverage
Long-term care coverage has appeal for some department heads
instead of life insurance. Such care can be quite costly. The sooner an
individual begins paying for this type of coverage, the lower the cost.
Estimated long-term care costs for our department heads as of July 1,
Department Head Life Insurance
April 26, 2002 Page 3
2002, varies from a "low range" of $972--$1,401 to a high of $1,731 to
$2,080. Obviously, the range is determined by the provider of the
coverage based upon age, current health status, and the level of care
sought. My recommendation is that the City provide a lump sum payment
to a department head which is reimbursement for a portion of the long-
term care secured by the department head. Presently, the City does not
have an arrangement with a coverage provider. Human Resources
recommends that if Council makes this coverage available to department
heads, the department heads should be responsible for obtaining their
own coverage. In that way, the coverage can be tailored to the
individual's needs.
5) Choice of More Than One Option
If Council chose to allow a fixed amount of payment, such as a flat
amount of $750, 1 suggest that the individual department head be able to
allocate the amount to more than one benefit. For instance, the
department head could choose to contribute some of the benefit to long-
term care insurance and some to their universal life coverage.
I would be pleased to discuss this memo and the options contained herein with Council.
Establishing options for department head benefits should assist us to have a more
competitive salary and benefit package. I would like to make any change effective July 1 or
when the individual department heads' insurance coverage periods reach their renewal
dates.
1AAOMIBILLWEMOSWAYOR 6 C4=0011DEPT HEAD LIFE INSURANCEAOC
April 25, 2002
TO: William A. Monahan, City Manager CITY OF TIG®
FROM: Sandy Zodrow, Human Resources Direct r OREGON
RE: Management/Supervisory/Confidential Employee Group
There are three (3) salary and benefit issues related to the Management,
Supervisory and Confidential Employee Group which need to be reviewed and
decided upon by Council in the near future. As you know, this group of
employees includes those non-union management job classifications covering
approximately 80 employees including department directors, managers,
supervisors, and some professional/confidential positions throughout the City
departments. These issues include:
a) A possible July 1, 2002 cost of living adjustment
b) Payment of the 6% employee contribution for PERS retirement for
Police management, a benefit recently extended to TPOA as part of
their new labor contract, and
c) Proposed salary adjustments resulting from a compensation study
completed for the Management Group
Cost of Living Adjustment
Each year the labor contracts for OPEU and TPOA bargaining units call for a
cost of living adjustment to be implemented on July 1. This year the two
bargaining units will each receive a 3.5% increase based on a the same formula
in each one of their contracts, which stipulates an increase based on the CPI -W,
(Consumer Price Index) West, annual average. The CPI-W is commonly used by
other organizations, and the annual average is a concept that the City's labor
attorney, Ken Bemis, discussed with Council when it was first considered for use
in the OPEU (Oregon Public Employees Union) collective bargaining agreement.
A brief description of the annual average is attached for the Council's review, but
basically it averages the CPI over a 12 month period, as opposed to selecting
one month on which to base a cost of living adjustment.
It has been the Council's practice for at least the last ten (10) years (please see
attached history) to extend the same July 1 cost of living adjustment which is to
be received by the OPEU membership to the Management Employee Group.
If the Council wishes to extend a 3.5% cost of living adjustment to the
Management Group effective July 1, 2002, the annual cost including all related
payroll costs, would be approximately $188,325. Council is advised that 3.5%
has already been factored into the FY'2002-2003 year budget in the event
Council decides to proceed with a similar cola for management personnel. It is
13125 SW Hall Blvd., Tlgard, OR 97223 (503) 639-4171 TDD (503) 684-2772
timely given the budget formulation for FY2002-2003 currently taking place that
this matter be considered and decision made by the Council.
6% Employee PERS Contribution for Police Management
As Council is aware, the City recently settled contract negotiations with the
Tigard Police Officers Association (TPOA). Part of that settlement included the
City assuming the payment of the 6% employee contribution effective January 1,
2002 to PERS (Public Employee Retirement System) in addition to its employer
contribution currently at 6.67%*. Since 1995 TPOA employees and Police
management personnel have paid the 6% contribution, however prior to that time
the City paid the 6%. Most public sector employers, including all but one of the
cities which Tigard uses as market comparables, pay the 6% employee portion.of
the retirement.
Both the TPOA membership, and the Tigard Police Department management,
receive PERS as their retirement plan, however currently management
personnel pay the 6% employee portion, not the City. The Police management
positions include the Chief, Captains, Lieutenants, and Sergeants, or
approximately 15 staff. Other City department management staff (non-Police) are
covered under the ICMA retirement plan, not PERS. The current employer
contribution for ICMA is 11 with no employee contribution. If the City assumes
responsibility for the 6% employee contribution, total City contribution to Police
management will be 13.02% (some compounding of employee portion due to
PERS regulations). It should be noted that when the City first required employee
payment of the 6% following Measure 8, employee pay rates in Police were
increased by 6%. It is not proposed that Police management salaries be reduced
by 6% now. Salaries and PERS contributions were taken into account when the
Compensation Study in the following section of this memo was completed.
The question before the Council is whether they wish to begin paying the 6%
employee portion to PERS for the non-union Police management, just as is
currently done for the TPOA group. This issue will be a factor for employees
considering promotional opportunities within the department. As mentioned
previously, this 6% employee contribution is also typically paid by other public
sector law enforcement agencies, a matter which may impact outside recruitment
efforts for the management ranks.
If the Council decides to proceed with this change, the other element of this issue
that needs to be addressed would be an effective date. Possible options may
include a) an effective date identical to the TPOA contract settlement which
* Employer rates subject to change every two years based on actuarial studies
performed by the Public Employee Retirement System
called for the 6% adjustment to be made on January 1, 2002 b) an effective date
of July 1, 2002, given at the same time as the cost of living adjustment and/or
compensation study salary adjustments (see below) currently being considered
by Council for all City wide management positions, including Police management
personnel.
The estimated annual cost for the 6% assumption, should the Council decide to
extend this benefit to the Police management personnel, is approximately
$64,000 per year.
Compensation Study
A compensation review of the Management Group job classifications was
recently completed, including a market review with the City's seven public sector
labor market comparables (Cities of Gresham, Beaverton, Hillsboro, Lake
Oswego, Oregon City, West Linn and Milwaukie). The salaries for positions in
this group are currently set based on internal salary relationships, meaning the
internal equity of pay between positions within the City organization, as well as
some classifications which are set based on external market indicators, called
"benchmark classifications". When the City completed a comprehensive City
wide Job Classification and Compensation Review in 1995 the Council decided
that it would attempt to pay wages where appropriate that reflected the "median"
market position of selected public employers, as mentioned above.
Most positions in this group have not had the salary range for their job
classifications adjusted since the 1995 study, including department directors. In
late 1999 a second compensation review was conducted for this group, however
only about 25 positions out of 75 received adjustments due to internal or
external comparability factors, mostly ranging from .6% to 5%.
This recent study completed in early 2002 indicates that adjustments to the
salary ranges for approximately 36 positions (22 job classifications) would be
appropriate based on issues of internal salary relationship equity and/or market
indicators. Since the 1999 study nearly half of those public sector employers
used by the City of Tigard as comparables have completed compensation
studies and made wage adjustments within their organizations for similar job
classifications. A list of the proposed adjustments for the City of Tigard is
attached for the Council's review and include increases ranging from .50% to
7.5%, with one information system position proposed at a 12.5% adjustment. The
annual cost for these adjustments is approximately $103,960 including all related
payroll costs.
Discussion with Council regarding these above issues is scheduled for 5:30 p.m.,
May 6"'. Prior to that meeting date an updated pay plan incorporating the existing
salary ranges/scales with the results of the proposed compensation study and a
3.5% cost of living adjustment will be prepared for the Council's information.
Please let me know if you need any further information. Thank you for your
consideration.
ESTIMATED SALARY AND BENEFIT COSTS OF POTENTIAL COLA FOR MANAGEMENT GROUP
Annual Payroll COLA FICA MEDIC. RETIRE. DEF.COM. TOTAL
4423128 154,809 3.50% 9,598 2,245 17,029 4,644 188,326
150,386 3.40% 9,324 2,181 16,542 4,512 182,945
145,963 3.30% 9,050 2,116 16,056 4,379 177,564
141,540 3.20% 8,775 2,052 15,569 4,246 172,184
137,117 3.10% 8,501 1,988 15,083 4,114 166,803
132,694 3.00% 8,227 1,924 14,596 3,981 161,422
128,271 2.90% 7,953 1,860 14,110 3,848 156,041
123,848 2.80% 7,679 1,796 13,623 3,715 150,661
119,424 2.70% 7,404 1,732 13,137 3,583 145,280
115,001 2.60% 7,130 1,668 12,650 3,450 139,899
110,578 2.50% 6,856 1,603 12,164 3,317 134,518
106,155 2.40% 6,582 1,539 11,677 3,185 129,138
101,732 2.30% 6,307 1,475 11,191 3,052 123,757
97,309 2.20% 6,033 1,411 10,704 2,919 118,376
92,886 2.10% 5,759 1,347 10,217 2,787 112,995
88,463 2.00% 5,485 1,283 9,731 2,654 107,615
84,039 1.90% 5,210 1,219 9,244 2,521 102,234
79,616 1.80% 4,936 1,154 8,758 2,388 96,853
75,193 1.70% 4,662 1,090 8,271 2,256 91,473
70,770 1.60% 4,388 1,026 7,785 2,123 86,092
66,347 1.50% 4,114 962 7,298 1,990 80,711
61,924 1.40% 3,839 898 6,812 1,858 75,330
57,501 1.30% 3,565 834 6,325 1,725 69,950
53,078 1.20% 3,291 770 5,839 1,592 64,569
48,654 1.10% 3,017 705 5,352 1,460 59,188
44,231 1.00% 2,742 641 4,865 1,327 53,807
COST OF LIVING INCREASES BY UNIT
DATE MANAGEMENT/ OPEU TPOA
PROFESSIONAL
7/1/01 3.5% 3.5%. 3.5%
CPI-W West CPI-W West
Annual avg Annual avg
Non-sworn only
7/1/00 2.6% 2.6% 3% Flat
CPI-W West 1.5% 1/01, Flat
(Jan-Jan)
7/1/99 2.5% 2.5% 1.5% Flat
CPI-W West
(Jan-Jan)
7/1/98 2.75% 2.75% 3%
CPI-W West CPI-W-All
(Jan-Jan) Cities (Jan-Jan)
7/1/97 3% 3% Flat 3%
CPI-W-All
Cities (Jan-Jan)
0
711196 3% 3% 3°
°
7/1/95 3% 3% °
7/1/94 3.3% 3.3% 5%
7/1/93 4.2% 4.2% 3.2%
7/1/92 3% 3% 3%
NEIN
Protected COLA's and CP' indexes for Tigard Comparable Agencies
Junsdiction Group Index 1-Jul-02
City of Gresham Non-Reps No CPI recommend 3%
Police No CPI 3%
Teamsters No CPI 3%
Fire No CPI 5% to top step employees only
City of Mihvaukie Non-Reps' No CPI recommend 3%
Police CPI-U, Portland, January in arbitration
AFSCME No CPI 3%a
City of Oregon Cfij Non-Reps No CPI recommend 3%
Police CPI-W, April 3% limit per Council
AFSCME CPI-W, April 3% limit per Council
City of Beaverton Non-Reps CPI-W, January 02 2%
Police unknown negotiating
OPEU CPI-W, January 02 2%
City of Hillsboro Non-reps CPI-W, All US, Jan-Jan not determined
Police no COLA
Fire CPI-W, All US, Jan-Jan not determined
City of West Linn Non-reps No CPI not determined
Police CPl-W, Portland min 4%, max 5.5%
AFSCME CPI-W, Portland negotiating
City of Tualatin' Non-reps No CPI usually same as OPEU
Police CPl-W, West, Annual Ave. 3.50%
OPEU 85% CPI-W, Portland, Jan-Jan .2.13%
City of Lake Oswego Non-reps No CPI not determined (possible 2.5%)
Police unknown negotiating
Fire unknown negotiating
City of Tigard Non-reps No CPI not determined
Police CPl-W West (Annual avg.) 3.50%
OPEU CPI -W West (Annual avg.) 3.50%
City of Tualatin is not a standard comparable; for informational purposes only '
low
CPI - W. West - Annual Ave~ee
This formula is an average of 12 months. The premise for using the CPI - W (Annual
Average) is that over time, it is typically a more fair average. The CPI - W reflects costs of
urban wage earners and clerical workers for a selected basket of goods and services. It
excludes temporary workers and the unemployed. The CPI - U is a broader index,
measuring all consumer units, for a set basket of goods and services.
Each month's figures in the annual average are determined by calculating the actual
increase (or decrease) over that same month the previous year (i.e. January shows an
increase/decrease from the previous January).
Many organizations have "rolled the dice" by selecting a certain month, instead of an
annual average, to use as their CPI formula. As an example, an agency might use
CPI -W, West, January to January, which just measures the adjustment for that one month.
Last year, the indexes were high until September.
January 2001 4.2%
February 4.2%
March 3.7%
April 3.8%
May 4.2%
June 4.4%
July 3.7%
August 3.3%
September 3.2%
October 3.0%
November 2.8%
December 2.3%
If you average the above, it equals 3.5%. This more accurately indicates the increase in
goods and services that employee are experiencing and what is actually going on in
terms of costs. It is not a gamble. Averaging helps avoid both the high and the low "blips".
0
Survey Proposed Proposed TOTAL
Established Current Diff. From Proposed Annual Annual ANWAL
Class Int.Sal.Rels. Int.Sal.Rels. Median Increase Sal.Costs P/R Costs COSTS
PROPOSED ADJUSTMENTS
Police Chief Range 112 Rg. 112 -13.38% 7.50% (1)6,631 1,176 7,807
CD Director Range 72 Rg. 72 -24.85% 7.50% (1) 6,284 1,382 7,666
PWD Director Range 72 Rg. 72 -6.55% 7.50% (1) 6,284 1,382 7,666
Library Director Range 70 Rg. 70 -7.55% 7.50% (1) 5,973 1,314 7,287
Finance Director Range 70 Rg. 70 -7.55% 7.50% (1) 5,973 1,314 7,287
City Engineer Range 70 Rg. 70 NA 7.50% (1) 5,973 1,314 7,287
HR Director 5% below 70 5% below 70 -4.97% 7.50% (1) 5,679 1,249 6,928
Network Director 5% below 70 5°x6 below 70 -3.17% 7.50% (1) 5,679 1,249 6,928
Asst. to City Mgr. 10% below 70 10% below 70 NA 7.50% (1) 5.400 1,188 6,588
Circulation Supervisor 20% + Sr. Lib. Asst. 15.56%+ Sr. Lib. Asst. NA 5.00% (2) 2,116 465 2,581
Police Records Sup. 20% + Sr. Rec. Spec. 12%+ Sr. Rec. Spec. NA 7.50% (1) 3,254 716 3,970
Assistant PW Direc. 10% below PW Director 10% below PW Dir. NA 7.50% (1) 5,679 1,249 6,928
Micro Computer 5% below Net Tech. -17.57% below Net Tech NA 12.50% (1) 5,156 1,134 6,290
Support Specialist
Volunteer Coordinator 5% below Librarian 6.2% below Librarian NA 2.50% (2) 2,136 470 2,606
Lib. Tech. Svs. Coor. Same as Vol. Coord. same NA 2.50% (1) 1,068 235 1,303
Lib. Tech. Svs. Spec. 200x6 above Tech. Coord. same NA 2.50% (1) 1,296 285 1,5131
Project Engineer benchmark 1.00% below median -1.00% 2.50% (1) 1,476 325 1,801
Engineering Manager 15% above Project Engr. same NA 2.50% (2) 3,432 755 4,187
Captain 8.5% above Lt. 7% above Lieutenant NA 2.00% (2)2,688 477 3,165
Lieutenant 1506 above Sergeant 15.2% above Sgt. 0.13% 0.50% (4) 576 102 678
Sergeant 32.5% above Police Officer 32% above PO 2.70°x6 0.50% (8) 1,920 340 2,260
NR Assistant sama as Sr. Admin. Specialist 1 % below Sr. Admin. Spec. NA 2.50% (1) 956 210 1,166
TOTAL ANNUAL COSTS 103,960
Soma other c/ass/fications in the Management Group were market surveyed for informational purposes only, however not
all classNlcations w,, np. The only benchmark classificatlons (meaning classifications set to market median) in this group
are the Associate Planner; ,,,,ding Official and Project Engineer.
Off OF'I'IGARD MANAGEMENT, $UPERVmRY AND CeNFII3ufmL GROUP
LABOR MARKET SALARY SURVEY
BENCHMARK CLASSIFICATIONS
ASSOCIATE PLANNER 2002
AGENCY MATCHING CLASS TITLE RANK SALARY SALARY
MINIMUM MAXIMUM
CITY OF GRESHAM ASSOCIATE CITY PLANNER 3741 4775
CI'T'Y OF BEAVERTON ASSOCIATE PLANNER 3337 4472
CITY OF IIILI.4BORO URBAN PLANNER 3371 4302*
CITY OF LAKE OSWEGO ASSOCIATE PLANNER 3293 4202
Cr" OF OREGON CITY ASSOCIATE PLANNER 3285 4190
CITY OF MILWAUKIE ASSOCIATE PLANNER 3259 4160
CITY OF WEST LINN ASSOCIATE PLANNER 2915 3786
* = SALARIES REDUCED BY
6% FOR PERS EMPLOYEE
CONTRIBUTION
CITY OF TIGARD 3140 4208
STATISTICAL ANALYSIS BASED ON MONTHLY TOP STEP
TIGARD RANKING:
MEDIAN LOCATION:
LABOR MARKET MEAN (AVE): 4270 -1.46%
LABOR MARKET MEDIAN (MID): 4202 0.14%
Crly OF'TIGARD MANAGEMENT, "ERVISORY AND CONFIDENTIAL GROIJN
LABOR MARKET SALARY SURVEY
BENCHMARK CLASSIFICATIONS
BUILDING OFFICIAL 2002
AGENCY MATCHING CLASS TITLE DANK SALARY SALARY
MINIMUM MAXIMUM
CITY OF HILLSBORO BUILDING DIRECTOR 5593 7138
CITY OF BEAVERTON BUILDING OFFICIAL 4805 6439
CITY OF GRESHAM BUILDING OFFICIAL 4685 6090
CITY OF LAKE OSWEGO PERMIT CENTER MGRIBLDG. OFF. 4450 5409
CITY OF OREGON CITY BUILDING OFFICIAL 4226 5393
CITY OF MILWAUKIE BUILDING OFFICIAL 3962 5056
CITY OF WEST LINN BUILDING OFFICIAL 3662 4671
* = SALARIES REDUCED BY
6% FOR PERS EMPLOYEE
COINTRIBUTION
CITY OF TIGARD 4478 6000
STATISTICAL ANALYSIS BASED ON MONTHLY TOP STEP
TIGARD RANKING:
MEDIAN LOCATION:
LABOR MARKET MEAN (AVE): 5742 4.30%
LABOR MARKET MEDIAN (MID): 5409 9.85%
CITY OETIGARIDMANAGENiENT, SUPERWORYAN DCONRDwiiALGROUP
LABOR MARKET SALARY SURVEY
BENCHMARK CLASSIFICATIONS
PROJECT ENGINEER 2002
AGENCY MATCHING CLASS TITLE RANK SALARY SALARY
MINIMUM MAXIMUM
CITY OF GRESHAM SENIOR ENGINEER 4451 5786
CITY OF BEAVERTON PROJECT ENGINEER 4163 5580
CITY OF HILLSBORO PROJECT ENGINEER 3896 4974*
CITY OF LAKE OSWEGO ASSOCIATE ENGINEER 3860 4926
CITY OF OREGON CITY SENIOR ENGINEER 3807 4860
CITY OF MILWAUKIE CIVIL ENGINEER 3593 4586
CITY OF Wm LINN NO MATCH
* = SALARIES REDUCED BY
6% FOR PERS EMPLOYEE
CONTRIBUTION
CITY OF TIGARD 3657 4901
STATISTICAL ANALYSIS BASED ON MONTuLY TOP STEP
TIGARD RANKING:
MEDIAN LOCATION:
LABOR MARKET MEAN (AVE): 5119 -4.44%
LABOR MARKET MEDIAN (MID): 4950 -1.00%
Human Resources
Apd12002
INTERNAL SALARY RELATIONSHIPS FOR MANAGEMENT GROUP
Classification Salary Relationship
Police Chief Range 112
Captain 8.5% above Lieutenant
Lieutenant 15% above Sergeant
Sergeant 32.5% above Police Officer
Police Records Supervisor 20% above Sr. Police Records Clerk.
Library Director Range 70
Library Division Manager same as Admin. Services Manager
Volunteer Coordinator 5% below Librarian
Circulation Supervisor 20% above Senior Library Assistant
Reader Services Specialist 20% below Library Division Manager
Library Technical Services Specialist 20% above Tech. Services Coordinator
Library Technicial Services Coordinator same as Volunteer Coordinator
Human Resources Director 5% below Range 70
Senior Human Resources Analyst 10% above Human Resources Analyst
Human Resources Analyst 5% above Associate Planner
Human Resources Assistant same as Sr. Administrative Specialist
Community Development Director Range 72
Building Official benchmark
Inspection Supervisor 15% below Building Official
Planning Manager 15% above Senior Planner
Senior Planner 10% above Associate Planner
Associate Planner benchmark
Assistant Planner 15% below Associate Planner
Finance Director Range 70
Financial Operations Manager same as Planning Manager
Administrative Services Manager 7.5% below Financial Ops. Manager
Sr. Budget/Financial Rptg. Analyst 10% above Budget/Fin. Rptg. Analyst
Budget/Financial Reporting Analyst 22.5% above Sr. Acctng. Asst.
Senior Accountant 12.5% below Fin. Opers. Mgr.
Buyer 10% above Sr. Acctng. Asst.
Public Works Director Range 72
Assistant Public Works Director 10% below Public Works Director
Public Works Manager 15% above Streets Supervisor
Parks and Facilities Division Manager same as Public Works Manager
Wastewater Operations Supervisor 20% above Senior Utility Worker
Water Operations Supervisor 20% above Senior Utility Worker
Grounds Supervisor 20% above Senior Utility Worker
Streets Supervisor 20% above Senior Utility Worker
Fleet Services Coordinator 20% above Mechanic
Facilities Services Coordinator same as Fleet Services Coordinator
Program Assistant same as Assistant Planner
Exec. Asst. to City Administration 5% above Conf. Exec. Assistant
Confidential Executive Assistant 5% above Sr. Admin. Specialist
Admin. Specialist i (City Admin.-) same as Admin. Specialist I
Admin. Special II (City Admin.) same as Admin. Specialist 11
Network Systems Director 5% below Range 70
WEB Administrator 15% above Police Systems Specialist
Police Systems Specialist 10% above Network Technician
Micro Computer Specialist 5% below Network Technician
City Engineer Range 70
Engineering Manager 15% above Project Engineer
Project Engineer benchmark
Assistant to the City Manager .10% below Range 70
City Recorder 25% above Exec. Asst. to City Admin.
Senior Management Analyst/Risk 7.5% above Sr. HR Analyst ,
Risk Technician 20% below HR Analyst
Ranges 70, 72, and 112 to be set in consideration of the following factors:
1) relevant labor market 2) size and complexity of operations 3) scope of
responsibility and span of control 4) salary level of the City Manager
5) internal salary relationships to other relevant classifications.
CITY ®1F "rIGARD, OREGON
IO/I~NAG~I~IDE~~T']C/~~) ~ fl~X CONFMENTXAE GR®UP
S A,LAnY SCREDULE
2001-02
Range Category Classification Title Pay Range
r
32 M3 Confidential Administrative Spec I monthly 1,903 - 2,551
(City Administration) Hourly 10.98 - 14.72
Annually 22,836 30,612
38 M3 Confidential Administrative Spec 11 monthly 2,208 - 2,958
(City Administration) Hourly 12.74 - 17.07
Annually 26,496 35,496
41 M3 Human Resources Assistant Monthly 2,377 - 3,186
Hourly 13.71 - 18.38
Annually 28,524 38,232
44 M3 Volunteer Coordinator Monthly 2,565 - 3,437
M3 Library Technical Services Coordinator Hourly 14.80 - 19.83
M3 Micro Computer Support Tech Annually 30,780 - 41,244
M3 Confidential Executive Assistant
45 M3 Executive Assistant to City Administration Monthly 2,630 - 3,526
M2 Circulation Supervisor Hourly 15.17 - 20.34
M3 Risk Technician Annually 31,560 - 42,312
46 M3 Police Records Supervisor Monthly 2,699 - 3,616
M3 Assistant Planner Hourly 15.57 - 20.86
M3 Program Assistant Annually 32,388 - 43,392
47 M3 Buyer Monthly 2,769 - 3,710
Hourly 15.98 - 21.40
Annually 33,228 - 44,520
50 M2 Readers Services Specialist Monthly 2,984 - 4,000
Hourly 17.22 - 23.08
Annually 35,808 - 48,000
CITY OF TIIGARD, OREGON
MAIVA CAE 17ALC
SALARY SCHEDULE
2001-02
2OF4
Range Category Clawification Title Pay Range
51 M3 Budget & Financial Reporting Analyst Monthly 3,063 - 4,103
Hourly 17.67 - 23.67
Annually 36,756 - 49,236
52 M3 Associate Planner Monthly 3,140 - 4,208
M2 Technical Services Specialist Hourly 18.12 - 24.28
M3 Fleet & Facilities Coordinator Annually 37,680 - 50,496
53 M3 Human Resources Analyst Monthly 3,220 - 4,316
Hourly 18.58 - 24.90
Annually 38,640 - 51,792
54 M3 Wastewater Operations Supervisor Monthly 3,307 - 4,431
M3 Water Operations Supervisor Hourly 19.08 - 25.56
M3 Grounds Supervisor Annually 39,684 - 53,172
M3 Streets Supervisor
M3 Police Systems Specialist
55 M2 City Recorder Monthly 3,387 - 4,542
M3 Senior Budget & Financial Reporting Analyst Hourly 19.54 - 26.20
Annually 40,644 - 54,504
56 M3 Senior Accountant Monthly 3,476 - 4,658
M3 Senior Planter Hourly 20.05 - 26.87
Annually 41,712 - 55,896
57 M2 Senior Human Resources Analyst Monthly 3,564 - 4,775
Hourly 20.56 - 27.55
Annually 42,768 - 57,300
58 M2 Project Engineer Monthly 3,657 - 4,901
M2 Administrative Services Manager Hourly 21.10 - 28.28
M2 Library Division Manager Annually 43,884 - 58,812
CITY OF TIGARD, OREGON
MA14AGEMEN ISUPE WASORY CONFIDENTIAL GMIP
SALARY SCHEDULE
2001-02
3oF7
Range Category Classification Title Pay Range
59 M2 Plans Examination Supervisor Monthly 3,749 - 5,024
Hourly 21.63 - 28.98
Annually 44,988 - 60,288
60 M2 Senior Management Analyst/Risk monthly 3,845 5,153
M2 Inspection Supervisor Hourly 22.18 - 29.73
M3 WEB Administrator Annually 46,140 - 61,836
61 M2 Planning Manager Monthly 3,943 - 5,285
M2 Financial Operations Manager Hourly 22.75 - 30.49
M2 Property Division Manager Annuul'ly 47,316 63,420
M2 Utility Division Manager
M2 Parks & Facilities Division Manager
100 M3 Police Sergeant Monthly 4,058 - 5,438
Hourly 23.41 - 31.37
Annually 48,696 - 65,256
64 M2 Engineering Manager Monthly 4,256 - 5,704
Hourly 24.55 - 32.91
Annually 51,072 - 68,448
66 M2 Assistant to the City Manager Monthly 4,478 - 6,000
M2 Building Official Hourly 25.83 - 34.62
Annually 53,736 - 72,000
68 M2 Human Resources Director Monthly 4,709 - 6,310
M2 Network Services Director Hourly 27.17 - 36.40
Assistant Public Works Director Annually 56,508 - 75,720
105 M2 Police Lieutenant Monthly 4,673 - 6,265
Hourly 26.96 - '36.14
Annually 56,076 - 75,180
I
Cm OF TYGAm OREcoN
MAtw Fffcvn=YC ALGROJP
SALARY SCMMUL r
2001-02
4oF4
Range Category . Classification Tide Pay Range
70 M1 Library Director Monthly 4,953 - 6,637
M1 Director of Finance Fdourly 28.58 - 38.29
M1 City Engineer Annually 59,436 - 79,644
108 M2 Police Captain Monthly 4,998 - 6,699
(dourly 28.83 - 38.65
Annually 59,976 - 80,388
72 Ml Public Works Director Monthly 51211 - 61982
M1 Conununity Development Director Hourly 30.06 - 40.28
Annually . 62,532 - 83,784
112 M1 Police Chief monthly 5,497 - 7,368
Hourly 31.71 - 42.51
Annually 65,964 - 88,416