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Home My WebLink About11 Salary Scale Agenda Item # q Memorandum To: Board of Directors From: Peter Holzmelster Date: January 13, 2006 Subject: Salary scale for managerial and professional employees Why this matter is before the Board: This matter concerns setting the salary scale for managerial and professional employees of the District. District policy is that the Board sets that salary scale. History: During discussion of the 2005 budget the Board expressed a preference for acting on the managerial and professional salary scale at the same time it considered the budget for 2006. When I was preparing the draft budget for 2006, 1 also conducted a survey of managerial and professional salaries in comparable agencies. That survey, a copy of which is attached, concluded that some of the District salaries were lower than other agencies. I then recommended a three-year salary scale for District managerial and professional positions with the goal of moving the salaries to the average of the comparable agencies over a three year period. During an earlier workshop, CATT recommended that the Board adopt the first year of my recommendation and conduct a more thorough compensation survey during 2006 to be a guide for making compensation decisions in 2007 and beyond. New information: I do not have new information at this time. I do believe it is important that we proceed as soon as possible with the compensation survey that CATT suggested Recommendation: I recommend that the Board approve year one of the recommendation in the survey report and authorize the General Manager to place employees within the scale. Management / Professional Salary Survey: Method Truckee Donner PUD has established a group of management and professional employees that perform services that are critical to the success of the District. We need to be able to recruit and retain these employees. We also need to compensate them fairly. It is important that our salaries are comparable to salaries offered for similar positions in agencies. The goal of the Management/ Professional Salary Survey was to test the level of salaries at TDPUD against similar salaries in a group of public agencies that perform services similar to ours. The following agencies were surveyed: City of Redding Electric City of Roseville Electric Incline Village General Improvement District North Tahoe PUD Placer County Water District, Plumas Sierra Rural Electric Cooperative South Tahoe PUD Squaw Valley CSD Tahoe City PUD Tahoe Truckee Sanitation District Town of Truckee Truckee Sanitary District In order to get salary data related to GIS Coordinator it was necessary to survey the following cities: Brentwood Cupertino Encinitas Sacramento Salinas San Mateo Santa Cruz Santa Monica Santa Rosa Watsonville The TDPUD positions that were surveyed are: General Manager, Power Supply Manager (AGM), Administrative Services Manager, District Engineer (water and electric), Superintendent (water and electric), GIS Coordinator, Human Resources Administrator, and Executive Secretary. These positions were used because there are positions in the surveyed agencies that are similar enough to our positions for purposes of the study. Other positions that TDPUD has within its management/professional staff were not surveyed because positions is the other agencies are not similar enough to our positions. An example is the position of Associate Engineer. In other agencies an Associate Engineer is not a P.E. It is a person who inspects minor construction and performs minor plan review. Another example is the position of Senior Accountant. In other agencies this position is a payroll clerk. Where a position was able to be surveyed the study uses that salary in the analysis. Where a position was not able to be surveyed, the study determined an appropriate salary scale by extrapolation. The goal in extrapolating was to maintain an internal consistency within the salaries of the District. For example, the salary of Water Operations Manager is equal to the salary of the Administrative Services Manager. The salary of Associate Engineer should be lower than the salary of the District Engineer. The survey asked for the top salary in the range for each position. The average for the top ranges was then calculated. That average was then used as the maximum salary for our ranges. The bottom salary for each of our positions was then calculated to equal fifteen percent less than the maximum. The salary scale was established with five steps. It may not be advisable to use the average top salary as the maximum for our salary scale. It may be better for the District to set its maximum salary for Management 1 Professional positions at the seventy-fifth percentile of the surveyed agencies. To recruit and retain an excellent staff we need to have competitive compensation, not just average compensation. Not all compensation factors were surveyed. In talking with other agencies it was clear that all are similar in fringe benefits such as vacations, holidays and sick leave. The larger fringe benefits are medical insurance and pensions, and there are significant differences among the surveyed agencies in these areas. Generally, TDPUD has a better medical insurance program, but a lower pension benefit. It is difficult to deal with medical insurance and pensions when considering management and professional compensation because these plans must be identical for Union and exempt employees. Medical and pension plans need to be evaluated, but with a broader focus than was possible in the survey conducted. Following is Appendix A which lists the position by position results of the survey. Next is Appendix B which is the proposed Management and Professional Employee Salary Scale. General Manager $ 127,296 Incline Village CID $ 139,125 Plus bonus North Tahoe PUD $ 133,960 Placer County Water Agency $ 156,360 Plumas Sierra Rec $ 163,770 Redding $ 168,000 Roseville $ 175,259 South Tahoe PUD $ 159,012 Squaw Valley CSD No response Tahoe City PUD $ 141,397 Tahoe Truckee Sanitation Agency $ 155,328 Town of Truckee $ 133,152 Truckee Sanitation District $ 125,400 Average $ 150,069 Assistant General Manacier $ 120,200 Palo Alto $ 140,795 Palo Alto $ 130,686 ** Redding $ 138,876 ** Roseville $ 130,366 ** Average $ 135,181 Assistant Utiltiy Manager **Power Supply Manager District Engineer (Water and Electric) $ 92,882 South Tahoe PUD $ 110,904 Roseville $ 105,440 Tahoe City PUD $ 102,519 Truckee Sanitary District $ 95,980 Town of Truckee $ 90,684 Incline Village CID $ 88,780 North Tahoe PUD $ 85,080 Redding $ 105,303 Placer County Water Agency $ 76,788 Plumas Sierra REC $ 108,072 Squaw Valley PSD N/A Tahoe Truckee Sanitation Agency Truckee Sanitary District $ 98,757 Average $ 97,119 Administrative Service Manager $ 98,345 Roseville $ 147,753 South Tahoe PUD $ 121,800 Placer County Water Agency $ 112,092 Town of Truckee $ 104,832 Tahoe City PUD $ 95,857 Tahoe Truckee Sanitation Agency $ 100,720 North Tahoe PUD $ 92,400 Squaw Valley CSD $ 75,958 Incline Vilage GID $ 112,299 Redding $ 104,772 Plumas Sierra REC $ 102,074 Truckee Sanitary District N/A Average $ 106,414 Superintendents (Water & Electric) $ 87,418 South Tahoe PUD $ 110,904 Tahoe Truckee Sanitation Agency $ 93,604 Roseville $ 93,361 Squaw Valley CSD $ 87,576 Tahoe City PUD $ 85,656 NorthTahoe PUD $ 83,196 Truckee Sanitation District $ 80,580 Redding $ 94,$78 Incline Village GID $ 70,980 Placer County Water Agency $ 86,534 Plumas Sierra REC $ 88,000 Town of Truckee $ 63,660 Average $ 86,577 ............ GIS Coordinator $ 85,233 San Mateo $ 97,510 City of Brentwood $ 96,225 Santa Monica $ 91,404 Sacramento $ 88,579 Santa Cruz $ 86,880 Santa Rosa $ 84,900 Salinas $ 82,464 Watsonville $ 77,819 Encinitas $ 76,860 Cupertino $ 75,216 Average $ 85,786 Human Resource Administrator $ 68,003 Placer County Water Agency $ 111,048 South Tahoe PUD $ 98,844 Tahoe City PUD $ 90,781 Roseville $ 70,876 Squaw Valley CSD $ 68,388 Palo Alto $ 65,915 North Tahoe PUD $ 47,679 Incline Village GID $ 53,539 Redding $ 61,162 Pumas Sierra REC $ 67,066 Tahoe Truckee Sanitation Agency N/A Town of Truckee $ 49,200 Truckee Sanitation District N/A Average $ 71,318 f Executive Secretary $ 54,636 South Tahoe PUD $ 85,440 Truckee Sanitation District $ 83,070 Tahoe Truckee Sanitation Agency $ 67,548 Roseville $ 63,462 Tahoe City PUD $ 60,459 Placer County Water Agency $ 60,168 Palo Alto $ 60,112 Squaw Valley CSD $ 59,293 North Tahoe PUD $ 49,366 Redding $ 49,428 Incline Village GID $ 65,232 Plumas Sierra REC $ 67,066 Town of Truckee $ 58,836 Average $ 63,806 m x a �. a Q AANAGEMENT SALARY SURVEY COMPARISON & PROPOSED INCREASESPROPOSED (3°�°per year) f' position Currenry 2005 Survey 2006 2007 2008 general Manager $ 127,296 $ 150,069 Step 5 $ 142,849 $ 159,208 $ 163,984 Step 4 $ 137,492 $ 153,238 $ 157,835 s Step 3 $ 132,135 $ 147,267 $ 151,685 Step $ 126,778 $ 141,297 $ 145,536 Step 1 $ 121,422 * $ 135,327 $ 139,386 Curren_ _ _ t Sa1ary 200E Survey 2006 2007 2008 Assistant GM $ 120,200 $ 135,180 Step 5 $ 129,718 $ 143,413 $ 147,715 Step $ 124,854 $ 138,035 $ 142,176 ' Step 3 $ 119,989 $ 132,657 $ 136,636 Step $ 115,125 $ 127,279 $ 131,097 Step 1 $ 110,260 $ 121,901 * $ 125,558 Current Salary 2005 Survey 2006 2007 2008 Admin Services Manager $ 98,340 $ 106,414 step 5 $ 103,973 $ 112,894 $ 116,281 Water Utility Manager Step $ 100,074 $ 108,660 $ 111,920 E <'Electric Utility Manager Step 3 $ 96,175 $ 104,427 $ 107,560 Step 2 $ 92,276 $ 100,193 $ 103,199 Telecom Manager Step 1 $ 88,377 * $ 95,960 * $ 98,839 Curren_ _ _t SaiarY 2005 Survey 2006 2007 2008 Electric System Engineer $ 92,882 $ 97,119 Step 5 $ 96,457 $ 103,034 $ 106,125 Water System Engineer Step 4 $ 92,840 $ 99,170 $ 102,145 Finance ! Accounting Manager Step 3 $ 89,223 $ 95,306 $ 98,166 Step $ 85,606 $ 91,443 $ 94,186 step 1 $ 81,988 $ 87,579 * $ 90,206 Current Salary 2005 Survey 2006 2007 2008 Electric Superintendent $ 87,418 $ 88,731 Steps $ 91,393 $ 94,135 $ 96,959 Water Superintendent Step $ 87,966 $ 90,605 $ 93,323 Step 3 $ 84,539 $ 87,075 $ 89,687 Step $ 81,111 $ 83,545 $ 86,051 Step 1 $ 77,684 * $ 80,015 * $ 82,415 Current Salary 2005 Survey 2006 2007 2008 GIS co-ordinator $ 85,233 $ 85,786 Step 5 $ 88,360 $ 91,010 $ 93,740 Step 4 $ 85,047 $ 87,597 $ 90,225 Step $ 81,733 $ 84,184 $ 86,710 Step $ 78,420 $ 80,771 $ 83,194 Step 1 $ 75,106 * $ 77,359 * $ 79,679 Current Salary 2005 Survey 2006 2007 2008 Planning Director $ 76,676 $ 82,804 Step 5 $ 80,976 $ 87,847 $ 90,482 Senior Accountant Step 4 $ 77,939 $ 84,553 $ 87,089 Step $ 74,903 $ 81,258 $ 83,696 Step $ 71,866 $ 77,964 $ 80,303 Step 1 $ 68,830 $ 74,670 * $ 76,910 Current Salary 2005 Survev 2006 2007 2008 iuman Resources Administrator $ 68,003 $ 71,318 Step 5 $ 70,730 $ 75,661 $ 77,931 Step 4 $ 68,078 $ 72,824 $ 75,009 Step $ 65,425 $ 69,986 $ 72,086 Step 2 $ 62,773 $ 67,149 $ 69,164 f: Step 1 $ 60,121 * $ 64,312 * $ 66,241 s Current Salary 2005 Survev 2006 2007 2008 Executive Secretary $ 54,636 $ 63,806 Step 5 $ 60,178 $ 67,691 $ 69,722 $. Step $ 57,921 $ 65,153 $ 671107 Step 3 $ 55,665 $ 62,614 $ 64,493 x Step $ 53,408 $ 60,076 $ 61,878 Step 1 $ 51,151 * $ 57,537 * $ 59,263 Current Salary 2005 Survev 2006 2007 2008 Project Manager $ 81,955 $ 80,766 Step 5 $ 83,189 $ 85,685 $ 88,256 Step 4 $ 80,069 $ 82,472 $ 84,946 Step 3 $ 76,950 $ 79,259 $ 81,637 E Step 2 $ 73,830 $ 76,045 $ 78,327 Step 1 $ 70,711 * $ 72,832 * $ 75,018 Current ou 2005 Survev 2006 2007 2008 Associate Engineer $ 81,370 $ 88,943 Steps $ 91,611 $ 94,359 $ 97,190 Step 4 $ 88,176 $ 90,821 $ 93,545 Step 3 $ 84,740 $ 87,282 $ 89,901 step $ 81,305 $ 83,744 $ 86,256 Step 1 $ 77,869 * $ 80,205 $ 82,611 ` 15% reduction of step 5