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Home My WebLink About21 2017 Unrepresented Employee Compensation Study ACTION ITEM #21Approval of Wage Ranges2017 Compensation Study and Consideration of the Approval of Wage Ranges2017 Compensation Study and Consideration of the April 4, 2018 2017 Compensation Study and Wage Ranges Bryce ConsultingIn June 2017, the Board awarded the contract for a salary study to •workforce and competitive compensation packagea qualified and maintain To ensure the District can continue to hire•Management and technical positions (unrepresented employees)•In 2017, the Board directed staff to have a salary study performed•BACKGROUND / HISTORY 2017 Compensation Study and Wage Ranges NEW INFORMATION considerAfter her presentation, there are additional items for the Board to •the studyShellie Anderson, Bryce Consulting, will be presenting the results of •2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges Truckee Donner , 20184April Board of Directors 2017 Compensation Study (Unrepresented)Utility DistrictPublic Agenda 5 Recommendations••ClassesSurvey •Data •Survey Agencies•Process• Process 6 Districtfindings with •Total Compensation •Total Cash •Maximum base salary•percentile for th based on 75Formed calculations •to confirm comparability of classesCollected data, along with organizational charts and job descriptions, •informationsurvey instrument to collect salary and benefit Developed • Survey Agencies Truckee Sanitary District•Truckee Meadows Water Authority•Town of Truckee•Tahoe City Public Utility District•South Tahoe Public Utility District•Plumas Sierra Rural Electric Cooperative•North Tahoe Public Utility District•Incline Village General Improvement District•Contra Costa Water District•City of Ukiah••City of Roseville•City of Redding•City of Palo Alto•City of Healdsburg•City of Alameda•7 Data Elements 8 leave (vacation, sick leave, holidays, administrative/management leave)Paid •informationhealth benefit Retiree •benefit, formula and employer’s rateRetirement •Cost of living information •Data Included in Summary Tables•members and PEPRA employees)up of employer contribution for retirement (for both new Classic -Employee pick•Social Security•Retiree Health Savings Account contribution•Employer paid long term disability insurance•Employer paid life insurance•health, dental, vision insurancetowards cafeteria, Employer contribution •PayEducation/Certification •10Pay at Year Longevity •employees)Employer contribution towards deferred compensation (for new Classic members and PEPRA •retirement (for new Classic members and up of the employee contribution for -Employer pick•monthly salaryMinimum and maximum •Title of comparable class•Data Included in Datasheets• Survey Classes 9 Water Utility Manager•Water System Engineer•Water Superintendent•Water Engineer•Special Projects Administrator•Senior Accountant/Analyst•Public Information and Strategic Affairs Manager•Customer Services/Conservation-Program Manager•Network and Systems Administrator••IT/IS/GIS Operations Manager•Human Resources Risk Manager•GIS Coordinator•Finance/Accounting Manager•Executive Assistant/District Clerk•Electric Utility Manager•Electric System Engineer•Electric Superintendent••Director of Administrative Services•Customer Service Manager•Associate Electric Engineer•Engineer/Electric Utility ManagerAssistant General Manager/Power Supply • Maximum 10.73%-15.93%-19.98%-30.08%-24.33%-24.33%-Water Utility Manager 23.94%19.67%22.70%17.57%16.65%16.65%Water System Engineer 5.52%1.39%5.66%-12.35%-14.60%-14.60%-Water Superintendent 14.22%10.32%7.12%0.95%0.55%-0.55%-Water Engineer------------------Special Projects Administrator 17.96%14.00%6.53%0.33%3.12%3.12%Senior Accountant/Analyst 0.83%4.76%-0.23%6.94%-2.75%-2.75%-Public Information and Strategic Affairs Manager------------------Services/ConservationCustomer -Program Manager 1.41%3.35%-9.17%-16.64%-15.50%-15.50%-Network and Systems Administrator------------------IT/ SCADA Engineer 6.03%-11.43%-7.38%-14.51%-10.33%-10.33%-IT/IS/GIS Operations Manager 4.32%0.34%-7.88%-15.04%-17.34%-17.34%-ManagerHuman Resources Risk 12.22%5.78%8.36%0.88%1.57%1.57%GIS Coordinator 3.25%0.84%-2.59%-9.39%-6.38%-6.38%-Finance/Accounting Manager 2.74%-7.35%-17.92%-32.08%-27.12%-27.12%-Executive Assistant/District Clerk 1.02%4.25%-2.60%-14.40%-8.47%-8.47%-Electric Utility Manager 10.83%6.17%6.94%0.98%-0.75%-0.75%-Electric System Engineer 9.83%5.16%3.26%6.49%-4.25%-4.25%-Electric Superintendent 0.59%-5.60%-14.28%-27.63%-22.59%-22.59%-Electric Engineer 3.02%-7.56%-10.60%-20.06%-17.32%-17.32%-Director of Administrative Services 3.70%-9.17%-21.27%-31.10%-31.95%-31.95%-Customer Service Manager------------------Associate Electric Engineer 16.47%-22.84%-29.28%-43.94%-36.92%-36.92%-Engineer/Electric Utility ManagerAssistant General Manager/Power Supply PEPRA75th PercentileLabor Market Above or Below % TDPUD Is Classic75th PercentileLabor Market Above or Below % TDPUD Is PEPRA75th PercentileLabor Market Above or Below % TDPUD Is Classic75th PercentileLabor Market Above or Below % TDPUD Is PEPRAMarket 75th Below Labor Above or % TDPUD Is ClassicMarket 75th or Below Labor % TDPUD Is Above Classification Total CompensationTotal CashBase Salary Findings 11 3.27% above market for total compensation•4.92% below the labor market for total cash•11.57% below the labor market for maximum base salary•For PEPRA Tier, on average, the District is:•1.63% below market for total compensation•13.78% below the labor market for total cash•11.57% below the labor market for maximum base salary•For Classic Tier, on average, the District is:• Recommendations 12 Approximately 20% between manager and highest level supervised.•15% between journey and advanced journey level classes in a series. -Approximately 10% •15% between entry and journey level classes in a series.-Approximately 10% •agencies:using internal relationship guidelines typically utilized by local government Classes where insufficient data was collected are then set to the benchmarks •District’s salary matrix.percentile is placed on the closest salary range of the th The adjusted labor market 75•maximum of the salary for the District’s benchmark classification salary.percentile maximum labor market salary adjusted for benefits is used to set the th The 75•Salary Setting Methodology• Questions 13 NEW INFORMATION Water Utility Director•Public Information Officer/Strategic Affairs Director•Information Technology Director/CIO•Human Resources/Risk Director•Electric Utility Director•Administrative Services Director•General Manager are better described as DirectorsIndustry standards are such that positions reporting to the 1.Unrepresented Employee Wage RangesStaff factored additional items into the study that are reflected in the •2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges NEW INFORMATION 7to exceed 10%Adjustment to range not increase/decreaseGreater than 10% of 6Adjust to the increase/decrease5% to 10% of 11No wage range changeincrease/decreaseless than 5% of AffectedNumber of Positions Staff RecommendationChangeSalary Study Recommended remain the samerated and -current wage range for those employees to be Y3. Positions identified with a decrease in wage range, allow 2. Adjust the salary recommendations as follows:2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges NEW INFORMATION review processperformance the employee annual In 2017, The District updated •the beginning of this pay period, March 31, 20185. Make the wage ranges reflective of these changes effective Engineer. Staff recommends limiting the wage increase to 5%the Assistant General Manager/Electric Manager/Power Supply 4. Electric Department reorganization will reduce the duties of 2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges FISCAL IMPACT processFuture fiscal impacts to be considered in the District’s budget •Sufficient funds exist in the approved FY18 & FY19 budgets•$67,000The FY18 cost from wage adjustments effective March 31, 2018 is •2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges RECOMMENDATION 2018effective March 31, range adjustments with the job title and wage Consulting and approve the Unrepresented Employees Wage Ranges Final Report from Bryce -Compensation Study •2017 Compensation Study and Wage Ranges2017 Compensation Study and Wage Ranges