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Human Resources - 02/06/2003Cl*ty of Spokane Valley Human Resources System • Organization and Staffing Plan • Personnel Ordinance Benefit. Plans • Compensation Plan 211312003 CITY OF SPOKANE VALLEY Contract City Staffing Comparison -3pukafre.Valley% .Vnrversify.Placc~7!Sa►rirtrdmish~Zakewood, S#iureline ' F[rr~e~lona3! Area 0 Rnp- u.:-` 29 83 55 fop. ':29r4U0 o~ s G3 8 op.: ` 53,2 5 r:, _Posmom TjT LF ' . • Prn used F7E }a°7F 20~~ ?s[;8ud et 96 :FTE'2 003. AFSISt.CAlrosrutor ' ~Adliliilfegal } t_ v,. A99ist CVS ni P t Ad ;.0 ¢ ed e'+Otib 0 ° a 0f rosecu or mWLe al 0 U 0 1 0 Paralegal AdMirsll,egal:, ;:y . Victim Advocate AdNWLega€ 0 0 0 1 . A~SI$ts~n~~.t~~tt4rrl$~+ ,....A~r741i3I5tf~ki4l1:-. : - AlglStarrt City ManacgerlAdmin Srvrs Dir. Administration ~ p y 1 ~ y Cif Atlorne . ~ Y~Y Adrnirl5kratEon . ' i. . U : 1 7 C"t Clerk Administration 1 1 , . y 1 y City Mariager' ' -Adrpini'skrakion.: " ~ Gommunicetion s NIana er. Adminlskrdtion 0 p 0 Komrnlinity.l0.c~vora" P66 IC safety . Adrrkinistratian ..0 C,00fact Administrator AdminiMralion 4 C~urtClgl',~ . .Ai~n7lnlstration '0 . '0 0:; #S . . Q Cusiomer Service Reps. Adukinistrakion Q 0 0 0 4 _-Y Clerk - AdminiskraGan.' Deputy Ciiy Manager Adrniniskralion 1 U y ExeL iveAssl9ia~~t Adrninlstradbrr Grants Specialist Adrninistra€ipn 0 0 0 1 Huri7on Resources Anal sl. AdmiriistryUprti f} . Q, .0 3 Human Resources Manager Adrniniskralion 0 0 . 0 1 Iii;c:: ernmental.R6lailori5 Director Administra€ion IT Manager Administfal-ion t} 1 p IT_or g18 Analyst ;;Adrnirristr2aUon:.. IT Specialist or Ad ill irF. Admi*Ltfallon 9 q ~uluriiGipal Court AkdtnanistratorY' ..'.,;D 4 1 .:0 Nelgl1borhood Coordialator Adminiskr2aUon 0 0 0 . Assista.tii Cornmurrity:I aV. Dire tor. v',-,• oES11Jrdty'4rvvelopmemt.: :0 Assistana Planner Cnmmunity Develo ment 2 1 1 0 2 Assnc10ke Planner CunirriuFiity E elopl~l 2 3 : 4 4 Building Inspeclor I ' Cornmunit Development. 1 0 2 0 13uilcllno,lnsper.-ou11 Commu iity'; evelopT4n# 1 Building DFfirial Community Develo meat 1 1 1 u[te ~n#arcerne~~t Uffirgr - .,Comm1jN Qeveloplnent,,:° Commuiilty DevetoRrnent Director Corn munit Davelo rnent 1 0 1 1 OepUtyCamtTliirrtyDevelrne,)F:Dir: orrl~rlur~Ity.Developm$nt.~ 0,'. :4i `7 Emnomic Deval❑ nient Markager Cornmunit D~ evelopment p p x p Permll,ecaalisi. ammV ity De+ielc~pmEnt Permits Manager Co mifnurlity Development p 1 U E'laflllinl Man @gr~°, orrimtan,Ity.Deyelopme R + Plannin Techniciian Y_. ComiYiunity ouwelopmisnt 1 0 0 p 1 Plans ~:,.C".m tllty~ eGolopmasrlk _ _ 0 ' 3 Senior Planner Community Development 0 0 2 . . 1 2 Aecounta nt ; Fln nce _ Accounlinq Manager Firkanco - 1 1 1 0 1 Prepared by Dan Frlorrikal . Source: Respeclive City Budget bocumanls 2113/2003 CITY OF SPOKANE VALLEY Contract City Staffing Comparison Spokane Valley University Place Santntamish Lakewood Shoreline Functional Area 83,000 Pop. 29,550 Pop. 29,400 Pop. 63,820 Pop. 53,250 POSITION TITLE - Proposed FTE FTE 2002 FTE 2002 1st Sudget 6) FTE 2003 Accounting Tedtrnician Finance 2 2 2 3 3 Finance Director Finance 1 1 1 1 1 Financial Analyst Finance 0 1 1 1 2 Purchasing Agent Finance 0 0 0 0 1 Senior Finance Specialist Finance 0 1 0 0 0 Asst. Parks and Rec. Director Leisure Services 0 0 0 0 1 Human Services Planner Leisure Services 0 0 0 0 1 Leisure Services Director (parks/rec) Leisure Services 1 1 1 0 1 Life Guard Leisure Services 0 . 0 0 0 4 Park Maintenance Supervisor Leisure Services 0 1 0 0 1 Park Project Manager Leisure Services 0 1 0 0 0 Park Resource Supervisor Leisure Services 0 0 1 1 0 Parks and Recreation Manager Leisure Services 0 0 1 0 1 Recreation Assistant Leisure Services 2 1 0 2 7 Recreation CoordinatoriSupr. Leisure Services 1 3 1 1 S Administrative Assistant Multiple 6 5 4 4 14 Adminstrative Supervisor Multiple 0 0 0 0 2 Management Analyst Multiple 0 1 0 0 3 Office Assistant I Multiple 0 2 2 1 0 Office Assistant II Multi le 2 3 3 3 2 Assistant Engineer Public Works 1 2 0 0 City Engineer Public Works 0 1 1 0 1 Consyycllon Manager Public Works 0 0 1 0 0 Engineering Inspector (PW Construction) Public Works fl 1 0 0 0 Engineering. Manager Public Works 0 0 0 1 0 ~ineeriiig Technician Public Vdorks 1 0 0 3 1 Faoiltty Coordinator Public Works 0 0 0 0 1 Facility Maintenance Worker (Custodial) Public Works 0 1 0 0 1 Maintenance Supervisor Public Works 0 0 0 0 1 Project EngineerlManager Public Works 0 0 0 0 6 Public Works Director Public Works 1 1 1 0 1 Public Works Maintenance Supt. Public Works 1 1 1 0 1 R01^d Inspectors Public Works 0 0 0 0 2 Senior Engineer Public Works 1 3 3 0 0 Surface Water Program Coordinator Public, Works 0 0 0 0 1 Surface Water/Environmental Specialists Public Works 0 0 0 0 2 Transportation Ivtaanger Public Works 0 0 1 0 1 Maintenance Worker Public WorkslParks 3 10 a 7 12 TOTAL 41 66 61 55 130 C', GYt g 1 Other Spokane Valley positions outlined in inourporation study not included in the draft staffing plan include: HRlf2isk Manager. HR Analyst, 1'1°. Budget Analyst, Purchasing Agent, IT Director, IT Programmer, Desktop Specialist, and full in-(louse legal staff QU Prepared by Dori Morrison Source: Respective City Budget Documents STAFFING COMPARISONS Contract and Full Service Cities/Counties AGENCY " - TYPE • ' POP.. , = . #FT: EMP V #PT- EMP ' FT1,1000: ` ,NOTES., Burien Contract 31830" 7 1 29 Federal Way Contract 83890 276 19 3.29 Own Police Lakewood.,., Contract ;,.5y81,90 _ 81,: -y .7 139 Muni Court Sammamish Contract 34560 61 _ 2 1'.76 Shoreline Contract 5.3250 130 9 4 Liberty Lake Contract 3265 10 0 3.03 University Place .;.Contract,, ...v.::3_0,190.. 66, 6 x;2;1 g Bellevue Full Service 1 11500 1142 66 10.24 . Bellingham ,F.uII Service _68890._- Everett Full Service 95900 1069 20 11.15 Kennewick Service 55780.;} X335 ' r,,,~, ,;16~ „6,.00 Pullman Full Service 24540 154 21 6.29 Richland FuII.Service 39350 ,..468 $ 11 88 n ~u ~ Spokane Full Service 19570g 2088 33 10.67 Spokane:,County .F.uIISer`iice,, X418000' ,',~a1950i; y s 67 f:' 4 67 L . Stevens County Full Service 40066 276 69 6.88 Whitman. Count '•17'.FuII~Service << 41300°' >230 21 ' 5.57 Average Staffing Per 1,000 Pop. Contract Cities: 1.81 (w/o Federal Way Liberty Lake Figures based on full-time employees only 2.19 with Federal Way & Liberty Lake) 1 1 , Comparative Staffing for the City of Spokane Valley: 1 .1 Spokane Valley at 1.81 employees per 1,000 Pop.(83,000 pop.) = 150 Employees Spokane Valley at 2.19 employees per 1,000 Pop. (83,000 pop.) = 182 Employees 1 2/1312003 Prepared by Don Morrison. Source 2002 AWC Salary Survey and City Budget Data • i t f r F, Memorandum 'Date: February 6, 2003 To: Stan McNutt, Deputy City Manager From: Don Morrison, Interim Human Resources Manage , j RE: Human Resources System U" Attached is a binder containing the proposed human resources system for the City of Spokane Valley. Also attached is some supplemental information about deferred compensation and social security substitute plans. The binder is divided into four (4) basic parts: ,-Recommended Organization and Staffing Plan for 3/31/03 - 12/31/03 c \aining the proposed organization charts and staffing allocations for the balance of this fiscal year. These would be incorporated into the post- incor, ation budget for the balance of this year. You will note from the included survey data, we are proposing far few positions (only 41) than would generally be included in a City our size. However, we feel that we can operate successfully for the remainder of this year with the positions proposed. The only "Us exception may be in the size of the building division staff, and that will bldnven by the number and valuation of building permits received. Obviously, not.all positions would be recruited at once. It is anticipated that revenues will be more than ample to fund the proposed positions. The data in the binder includes: Proposed organizational charts. The organzation proposed contains only five departments and is organized in a functional marmer typical of streamlined efficient municipalities. It would also be possible to combine the finance operation into Administrative Services if desired. • Staffing Comparison Spreadsheets which show the comparative staffing levels of the larger recently incorporated contract cities. Another sheet shows the relative staffing levels per 1,000 population of various contract and full service cities and counties. • 2. Proposed Personnel Ordinance containing the basic personnel policies and employee benefits f*or the City. Included at the end of the draft ordinance is a discussion paper addressing each section of the ordinance. The ordinance and discussion paper address benefits, the information for which is included in the section on .Benefits, or in the attachments. The key features of the proposed personnel ordinance include: Interoffice Memo • No Participation in Social Security for employees in a qualified retirement • plan (PERS). A 401A Social Security substitute program would be adopted (ICMA RC recommended). Seasonal and part-time employees, including council members, would participate in Social Security as required by law. • Participation in the Public Employees Retirement System (PERS) • Establishment of a deferred compensation plan (ICMA RC 457 plan recommended) funded exclusively by employee payroll deduction. • Participation in the AWC Employee Benefit Trust ivledical Plan with the Plan "C" Preferred Provider option. This is the least expensive option. The City must also offer a HMO alternative, which is proposed to be Group Health, Also, City participation in the AWC dental and life insurance-programs. • We would "self.-insure" fir unemployment compensation, but participate in the state-wide plan for worker's compensation. • Combine vacation, sick, funeral and other paid leaves into a single Paid Time Off (PTO) account. 3. Benefit Plan Options and infortnation, including medical; dental, life, and other • employee benefits. The plans proposed i.n the ordinance are briefly described above. It is proposed that the City participate the Association of Washington Cities (AWC) Employee Benefit Trust, and choose an appropriate plan from among the Trust options. Periodically, the AWC requests proposals from various health care providers on behalf of cities statewide. The rates they obtain are generally better than any one city could obtain individually. The information in the binder includes: • Current health insurance cost comparisons by comparable agencies. • AWC Employee Benefit Trust health insurance plan comparisons, including R.egence/GHC plan options. The average comparable public employer now contributes an average of S 1,010.49 per month toward employee medical insurance, and S 164.25 toward dental insurance. The proposed AWC plan C "PPO" costs $683 per month for medical, and $134.60 for dental. • A survey sheet. of paid leave comparisons for comparable agencies. 4. Proposed Pay Plan for the City, including the proposed salary grades and ranges for proposed positions. I conducted two salary surveys using the latest (2002) AWC Salary and Benefit Survey data. The "mixed comparables" salary survey included NVA cities similar in size to Spokane Valley, larger contract • cities, and larger Eastern WA cites and counties. The second salary plan survey 114103 2 Interoffice Memo was limited to larger Central/Eastern WA cities and counties. N~-Vfiile, as • suspected, the Eastern WA salary survey resulted in slightly lower salary averages, it was not across the board for all positions. The recommended pay grades are based upon a variety of factors including the salary survey data, whether the comparable position was higher or lower (responsibility and qualifications) than the envisioned Spokane Valley position, and internal equity issues such as reporting relationships, etc. There were not comparable for all positions. However, there were enough related positions such that it was easy to place the positions in relative order. The Pay Plan includes two alternatives. One is a traditional 6 step longevity based plan, and the second a combination plan, including both fixed steps and an open merit range. Once the employee reached the open part of the range, salary progression would be dependent upon successful completion of a performance plan. The plan would be developed annually with each employee and could include a variety of goals, objectives, behaviors or other performance related matters. The range and step design is based upon standard principles and reflects the plans common in other WA cities (see Staffing/Compensation Plan Comparison spreadsheet). There is a great amount of information to digest. It is currently scheduled for Council study session on Thursday February 13''. Because of the volume of information and the magnitude of the decisions involved, I would rcco amend that a special workshop be scheduled simply for the RR system. • E 1/14103 3 City of Spokane Valley Departmental Staffing and Service Chart 3/31./03 - 1.2/31/03 Citizens of Spokane Valley City Council City Manager (l.) Administrative Asst. (1) Depute Cigl Manager Department of Public Works (9) Public Works Dir. (1) Dept. Admin. Asst. (1) Senior Engineer (1) Assistant Engineer (1) Engineering Tech (1) Maintenance Supervisor (1) Maintenance Worker (3) Engineering Capital Improvements Infrastructure maintenance Facilities Mgt. Properly Mgt. Department of Comm. Development (14) Community Dev. Dir. (1) . Dept. Admin. Asst. (1) Current Planning Mgr. (1) Long Range Planning Mgr. (1) Associate Planner (2) Assistant Planner (2) Planning Technician (1) Building Official (1) Plans Examiner (1) .Building Inspector (2) Permit Specialist (1) Planning Division Long range planning Current Planning Building Division - Building Inspection - Code Enforcement Economic Development Department of Admin. Services (6) Deputy City Manager (1) City Clerk (1) ,Administrative Asst. (2) Office Assistant (1) IT Specialist (1) Records Mgt Mail Room Human Resources Information Tech Public Safety Contracts Customer Service Coordination R.isk Mgt,/Loss Control Public Information City Attorney (Contract) Department of Finance (5) Putance. Director (l) Office Assistant (1) Accounting Manager (1) Accounting'I'ech. (2) - Budget - Accounting - Payroll - Purchasing Department of Leisure Services (5) Leisure Services Dir. (1) Dept, Admin. Asst. (1) Recreation Coordinator (1) 1ecreation Assistant (2) Parks Planning Development Open space R trails - Parks Maintenance Recreation Senior Services City of Spokane Walley Depatiment of Public Works City Manager E~ Public Works T)epartntent Puhlio Works Direotor Senior rngincer A4ainttenancc Sapen isar 4ssi,41.t Engineer M ngineering Terluricien Meintennnce Worker Meinknaneo 1Vorkcr 11 E Maintenance Wonixr n E Wn,nintg Misim CD Director-N:une Current Plmnbig Mona6,7 Nine hssocrn!a Jlannu A.mtstam Pl:tnn I'Iwuz Tea Nino I Nacre City of Spokane Valley Department of Community Development city 1~~::~ Adrrt rris=ive Assistant Name BuildrgDivisim BtriIdintg O(liciai . mm Cotmrtunity Dcvclcpmcm Dcpmotmcil CD IXrector - d 4rme LcmS Rampe Platmii>i; M7. M=c A=c=me Mmincr Nance Assistett Plumes Name Plan Rcviester Building inTaetorl Buidldirr'; Inspeetar U Name 1111 Nnma ii r N:eno Pearnil Specialist Narita 0 0 0 City of Spokane Valley Department of Administrative Services • II City ZMMnager Ir Name I Administrative Services Director N-e. Dcpuly City \•fanagcr • City Clerk AcLnin. As.9isimfUHR rr Special Name Name Name Admin. Arsistlmt 09ice Assistant/Rcception Name Name } 0 City of Spokane Vallcy Department of.FinAnce E II City Nfzn FizanuN=c c Director Office AasisinntlCeshier Name II AccountingN f=ag- II • Accowttii% Tcuhmician I~ ~I Accounting Tenhnieian \*ame Name 0 City of Spokane Valley Department of Leisure Services • City MwLagcr Name It II Leisure Scrviic Director III dmi, II Dept A N nnc0.ssistartl IN Recreation Coordinator Name • Recreation Assistant Recreation Assist-wit Name Name • 215/2003 CITY OF SPOKANE VALLEY Staffing Comparison -1epareo oy uon Morrison • 0 Source: Respective City Budg 0 urnents 215/2003 CITY OF SPOKANE VALLEY Staffing Comparison !r~Prin4 ' opal"Functional ' ` //ey Area'. b 83;000 Po p University,Pla~ces,S x~ J ' { 9 50 Po ammamish ► Lak ewoodtr_ Notes t i•N ; POSITION T&LE- t ~ r:a,{ r,~ 1 ' 2 ; pNy ~ ~ ? c,.!* 9,400 PopY ~1 G3;820-Pop A(;coUnting.Tochnician v • : Finance Pro ased FTE_ "~'4 FTE:3002 fl_ 'FTE 2002 1st;Budgct (96) Leisure Services Director Leisure Services y77. 3 Recreation Coordinator leisure Services 1 • 1 1 0 Recreation Assistant Leisure Services { a:• ' r1 Z'';~'r,. 3 ' ;1, ~.-s ':1' Park Maintenance Su ervisor P Le)lsure SgaV ces 2 1 0 2 Park Project Manager . Leisure Services t . :1 - p , ' Park Resource Supervisor... Leisure Servit u , 0 1 0 0 Parks and Recreation Mana er g Leisure Serv ices _ p t 1 1 . AdministrativeAsslstanL • Multflr3 ; 0 0 1 0 Office Assistant II ; Multiple 0 _ 1 '5 'A 4 Ofiiae'Assistant l Mlulllple 2 3 3 3 Public Works Director Public Works 0 ` 2 1 . Assistant En meet.:. _ g , , Public Vlorks 1 1 1 0 Engineering Manager . . Public Works 1 : 2, 4 0 Senior En sneer g n _Public 1 Works p 0 0 1 Engineering Technician Public Works ' 1 ' - ' 3 3 0 Public Works Maintenance,Supt: Public Works ' 1 0 0 3 Maintenance Worker . Public Works • • Facilit Maintenance.Woker. Custodial a 10 g 7 City Engineer Public Works ,4 0 '^0 • 0 En9ineering n I spector(PVJ,Construction); ,;.FublicWorks 0 1 1 ~ 0 Construction Manager , U Pu tic Works b • 0: -k 11 7 "1 0 Trans' arlaUon Ivlaan er _ , .Public Nlorics s 0 ' 0 1 TOTAL . 0 i. ~ p ~ 41 66 61 - 55 -rwndnu varrey posmons outlined in incorporation study not included in the draft staffing plan include: HR/Risk Manager, HR Analyst, Budget Analyst, Purchasing Agent, IT Director, IT Programmer, Desktop Specialist, and full in-house legal staff Prepared by Don Morrison • 0 Source: Respective City Budgefuments STAFFING/COMPENSATION PLAN COMPARISON AGENCY TYPE POP. #FT EMP #PT EPAP FT11000 PAY PLAN NOTES Burien F d r l W Contract 31830 41 7 _ 1.29 Formal 5 Steps 5 yrs e e a ay Contract 83890 276 19 3.29 Combo 5 Steps 4 yrs Own Police Laketi rood Contract - 58190 81 7 1.39 Merit 0 Steps 4-8 yrs Sammamish Contract 34560 61 2 1.76 Formal 5 Steps 4 yrs Sh li J ore ne Contract 53150 112 9 2.11 Combo 6 Steps 5 yrs Liberty Lake Contract 3265 10 0 3.03 Formal 8 Steps 8 yrs University Place B ll Contract 30190 66 6 2.19 Combo 7 Steps 6 yrs _ e evue Full Service 111500 1142 66 10.24 Combo 6 sle s 5 yrs Bellingham Full Service 68890 744 181 10.80 Formal 7 Steps 6 yrs Everett Full Service 95900 1069 20 11.15 Formal 5 Steps 4 yrs Kennewick Full Service 55780 335 16 6.00 Formal 6 Steps 5 yrs Pullman Full Service . 24540 154 21 6.29 Formal 5 Steps 4 yrs Richland Full Service 39350 468 8 11.88 Merit Only Spokane Full Service 195700 2088 33 10.67 Formal 6 Steps 5 yrs Spokane County. Full Service 418000 1950 67 4.67 Formal 6 Steps 5.5 yrs Stevens County Full Service 40066 276 G9 6.88 Formal 7 Steps 13 yrs Whitman County Full Service 41300 230 _ 21 5.57 Formal 14 Steps 18 yrs Average Staffing Per 1,000 Pop - . Contract Cities: 1 .75 (w/o Federal Way & Liberty Lake T 1 2.15 (wit h Federal Way & Liberty Lake) Spokane Valley at 1.75 per 1,000 Pop. = 145 (83, 000 pop. S okane Valle at 2.15 er 1,000 Po P. = 178 83, 000 pop.) 1 2/5!2003 Pre red by Don Morrison. Source 2002 AWC Salary Survey and City B t Data 0 0 PRELEMNARY DISCUSSION DRAFT` • CITY OF SPOKANE VALLEY SPOKANE COUNTY WASHTNGTON OR:D1NANCE NO. AN ORDNANCE OF THE CITY OF SPOKANE VALLEY, WASHINGTON ES T ABLiSI-1ING A HUMAN RESOURCES SYSTEM FOR THE CITY AND OUTL NNG THE BASIC PERSONNEL POLICIES AND EMPLOYEE BENEFITS OF CITY ENiPL OYEES. WHEREAS, the City Council is desirous of establishing a human resources system for the City to provide the framework for the classification, compensation, recruitment, selection and employment of city staff, and WHEREAS, the City Council desires to set forth the policies governing the management of the human resources functions of the city administration; NOW THEREFORE, the City Council of the city of Spokane Valley, Washington, do ordain as follows: Section 1. Human Resources System Established. A. "there is hereby established a human resources system for the City of Spokane Valley to provide a uniform system of personnel administration throughout the City service, and ensure that recruitment, selection, placement, compensation, promotion, retention and separation of City employees are based upon • qualifications and fitness, and are in compliance with Federal and state laws. B. The City !Manager is authorized, directed and empowered to develop and promulgate administrative policies, procedures, rules, form and materials as needed to implement the human resources system of the City. Said policies and procedures shall comply with all related state and Federal laws, as well as City ordinances and resolutions. Section 2. Equal Employment Opportunity. It is the policy of the City to ensure equal employment opportunity for all employees and appointed representatives. This commitment includes a mandate to promote and afford equal treatment and services to all citizens, employees and City representatives, and to assure equal employment opportunity based on ability and fitness to all persons regardless of race, religion, color, creed, national origin, sex, marital status, age, or the presence of any sensory; mental, or physical disability unless such disability effectively prevents the performance of the essential duties required of the position and which are bonafide occupational qualifications. Section 3. Non Discrimination. A. The City of Spokane Valley will not discriminate on the basis of race, color, national origin, sex, religion, age, marital status, or disability in employment or the provision of services. Tt is also the intent of the City to guarantee disabled persons equal opportunity to participate in or enjoy the benefits of City services, programs, or activities, and to allow disabled employees a bias free work environment. The City, upon request, will provide reasonable accommodation in compliance with the Americans With Disabilities Act (ADA). B. The City is committed to creating an environment in which facilities for public meetings • and general public use are accessible. Furthermore, the City will provide auxiliary aids and services (interpreters, readers, assisted listening devices, text telephones, large print materials, audio tape, help in filling out forms, and other similar services and actions) if necessary and if such PR>E;L1ib1INARY DISCUSSION DRAFT • reasonable accommodation can be provided without undue hardship to the City. Disabled persons may request the auxiliary aids and services of their choice, which will be given primary consideration. Communication of accessibility will be included in City publicity announcements. C. The City has a commitment to ensure equal opportunities for disabled City employees. Every reasonable effort will be made to provide an accessible work environment and additional accommodations, including auxiliary aids and services. Employment practices (e.g. hiring, training, testing, transfer, promotion, compensation, benefits, termination, etc.) will be administered in such manner as to not promote discrimination of disabled employees. D. Recruitment and selection processes will grant equal opportunity for employment to qualified applicants and will not discriminate on the basis of race, color, national origin, sex, religion, age, marital status, or disability. Reasonable accommodation will be provided upon request during an application/interview process. E. The City is also committed to ensure equal opportunity for disabled persons , to participate on boards and commissions. Board and conunission meetings will be held in accessible locations, requested auxiliary aids will be provided, and accommodation provided during the selection process of botu-d and commission members. Tlu-ough the recruitment process, the City will actively seek and invite the participation of board and commission members who are disabled. F. Future construction and renovation of City-owned buildings and facilities will be carried out in accordance with any State Barrier-Free Code regulations and A.DA Accessibility Guidelines. The City Manager is authorized and directed to develop policies and procedures for addressing accessibility complaints in the event citizens, employees, or other participants in the City's programs, services, and activities feel the City has violated their rights under the ADA. • Section 4. Sexual :Harassment. A. It. is the policy of the City to seek to eliminate 4and/or prevent sexual harassment in general, as well as to alleviate any effects sexual harassment may have had on the working conditions of an employee. In response to formal reports of sexual harassment, the city will seek to protect all parties involved from retaliation, false accusations, or future harassment, and, where indicated, wi_I.l take reasonably prompt and adequate remedial measures. B. The City Manager or designee shall investigate and appropriately respond to al complaints of sexual harassment. Any records related to sexual harassment shall be sealed and retained in a separate peronnel filed maintained by the Human Resources Manager for a minimum of six years. Once the material in the sealed file is determined to have no reasonable bearing on job performance or on the efficient and effective management of the city, it may be destroyed prior to the expiration of the six year period, to -ether with any cross-references in an employee's personnel file. C. No information from the sealed Bile nor any indication of the cross-reference to the sealed file will be disclosed to persons who do not have confidential access to the personnel affairs of the city, provided, that there are two exceptions which permit some disclosure. First, an employee who reported sexual harassment and/or an employee who was allegedly affected by sexual harassment may request that the city provide information to another regarding the investigation of sexual harassment. On a case-by-case basis, the city, as a matter of its own discretion, may agree to release specified information, Secondly, whenever the city would provide general information to persons who are not officers or employees of the city regarding an employee or former employee .for the city's personnel file and the employee's personnel file is reflects a Finding or reasonable cause for disciplinary action, then the city will also send information regarding the investigation of sexual harassment, except that no readily identifiable reference to other parties involved would be included, and any statement which the employee has 1) PRELIM NARY DISCUSSION DRAFT • requested be held in his/her file will accompany the disclosure. Information about the finding or reasonable cause for disciplinary action would not be given in response to a request for verification of dates employed. Section 5. Reporting Improper Governmental Action - Whistleblowing. A. In accordance with RCW 42.41, City officials and staff shall conduct City business with the utmost integrity and in strict accordance with all applicable federal; state and local laws. Accordingly, employees are encouraged to bring to the attention of the City Manager improper actions of City officials and employees. The City will not retaliate against any employee; who makes such a disclosure in good faith and in accordance with the procedures set forth in this policy. B. improper actions are actions undertaken by an officer or employee in the performance of his or her official duties which (a) are in violation of any federal, state or local law, (b) constitute an abuse of authority, (c) create a substantial and specific danger to public health or safety, or (d) grossly waste public funds. Improper actions do not include common personnel actions: such as the processing of grievances, decisions regarding hiring, promotion, firing and other discipline, or alleged violations of labor (collective bargaining) agreements, employment contracts or policies or procedures set forth hi the City's policy manual. C. The City Manager is authorized and directed to develop and implement administrative policies and procedures to carry out the intent of this section and otherwise comply with State law related hereto. Section G. Drug Testing. A. The City Manager may conduct pre-employment drug and alcohol tests of prospective employees as deemed appropriate by the Manager. is B. Employees required to maintain a Conunercial Driver's License (CDL) shall be subject to periodic random drug testing as required by law. C. Upon a finding by an employee's supervisor of reasonable suspicion that the employee's ability to properly perform the job has been lessened by the use of intoxicating liquor and/or drugs, the employee may be required to submit to alcohol or drug testing. In addition, an employee may be required to submit to alcohol or drug testing if the employee is injured or injures another employee during work hours or is involved in a work-related accident and the city reasonably suspects that. the employee's actions or failure to act. contributed to the injury or accident. Section 7. Employee Classification. A. Position classifications shall be developed and maintained for all positions in the classified City service. A job description shall be prepared and maintained in such a way that the classifications and accompanying salary grade reflect the current duties and responsibilities of the job. .B. Significant changes in the duties and responsibilities of any position within the city service shall result in an evaluation of the position and possible reclassification based on such changes. All position classifications shall be reviewed periodically to assure that the classification reasonably reflects the current duties and responsibilities of the position. C. Whenever the designated Human Resources Manager has classified a new position or reclassified an existing position, as required by subsections (a) and (b) of this section, the Human Resources Manager shall submit the changes to the city manager for approval. To the extent the foregoing results in a change in an employee's current salary or wages, such change shall not • become effective until inclusion and adoption in the next annual budget, unless sooner approved by motion of the City Council. 3 \ PRELTV1INNARY DISCUSSION DRA-FT • Section K. Salarv Plan -Hiring, Rate. A. The City Manager shall develop an annual salary plan covering all City positions. Preparation of the proposed salary plan shall be based upon the classification resulting from an evaluation of duties and responsibilities, and any change in the salary plan shall be made on the same basis. B. The salary plan shall be presented and considered as part of the annual budget adoption process, and shall include the grade, title and salary range of all classified City positions. C. New prospective City employees meeting the minimum qualifications for the position shall normally be hired at the minimum rate of pay within the salary range for their respective job titles. However, when a prospective employee's current rate of pay exceeds the minimum rate of pay of the respective job title, or a prospective employee's qualifications, experience, and record of achievement considerably exceed the minimum requirements for the position, the Human Resources Manager may authorize a starting rate of pay up to the mid-point of the salary range. Any proposed starting rate of pay exceeding the mid-point of the salary range must be approved by the Human Resources Manag=er with the written concurrence of the City Manager. No employee shall be hired in excess of the approved salary range established for the position. Section 9. Overtime - Compensatory Time Off. A. For the purposes of computing eligibility for overtime pay, the term employee refers to those employees identi.fied by RCW 49.46.130 who are eligible for overtime compensation. Employees who are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and RCW 49.46.130 shall not receive any overtime pay. Employees who are not exempt from the FLSA shall by compensated for overtime at the rate of one and one-half for hours worked in excess of the number of hours allowed per work week as • designated under the Fair Labor Standards Act. B. Upon request of the non-exempt employee, the City may grant compensatory time off in lieu of overtime at its discretion at the rate of ne and one-halt. C C. Compensatory time off may be accumulated to a maximum of SO hours to be used at a later time upon mutual agreement of the employee and the City. D. Compensatory leave for exempt employees is hereby granted in recognition of extraordinary work time required in overtime exempt positions. Compensatory leave is not intended to be balanced hour for hour with extra time worked. Exempt employees sh!llH be granted 30 hours per year of compensatory time off for overtime worked in excess of the regular work week. This compensatory time must be used in the same year it is accrued, and may not be carried-over to a new year. Section 10. Social Security and Medicare. A. The City of Spokane Valley shall offer a substitute social security program, and shall not participate in the Social Security System (FICA) for employees covered by a qualified retirement program. B. Casual, part-time and temporary employees who are not covered by a qualified retirement program shall participate in the Social Security System (FICA) as required by law. C. The Social Security Substitute Program shall be a 401A plan approved by the City Council. 1~irimicing of the program shall be accomplished by employee payroll deduction contributions and through a match paid by the City as required by law. The employer and employee contributions to the program shall be the same percentage amounts required by FICA. D. As required by law, the City shall participate in the Medicare program. • Section 11. Employee Benefits - Retirement. All regular full-time City employees, except the City Manager who has the option of joining an alternate portable retirement plan in lieu of PERS, 4 PRELINUNI ARY DISCUSSION DI;LkFT • shall be required to participate in the state mandated Washington State Public Employees Retirement System (F'ERS). Dart:-time or seasonal employees who will work more than 90 hours a month for five (5) consecutive months in eligible positions are required to participate in the Retirement System. Retirement benefits accrue from both errrployee and employer contributions. Contributions to the retirement system are mandatory for eligible positions and are deducted from the member's salary each payroll period. Section 12. Employee Benefits - Deferred Coniucnsation. A. The City may provide an option to any regular employee to invest a portion of his/her present earnings in a deferred compensation plan. B. Any deferred compensation plan selected shall be approved by the City Council. Contributions to the program shall be financed solely by the employee, either through direct deposit or payroll deduction. Benefits received through this program shall be in addition to any Social Security Substitute or public Employees' Retirement System benefits for which the participating e.ruployee would be eligible. Section 13. Employee Benefits - Medical. A. The City al offer to all regular full-time employees and all eligible dependents group medical insurance through Association of Washington Cities (A`B'C) Employee Benefit Trust. The current authorized plan shall be flan "C" which is a preferred provider plan. B. Regular part-time employees who work 20 or more hours per week on an ongoing basis may have the option of earolling in the City's medical insurance program on a pro rata basis. for example, if a regular part-tinge employee normally works four hours per day, and the department's • normal workday .is eight hours, the City shall pay 50% of the premiums it would have otherwise paid for a full-time employee. The remaining percent would be. paid by the employee at his/her own expense through payroll deduction. C. The employer and employee contribution amounts to the insurance premiums shall be established by the City Council as part. of the annual budget adoption process. Section 14. E°mplovee Benefits - Dental. A. All regular full-time and b gar part-time employees, who work 20 or more hours per week, and then eligible dependents " e enrolled in group dental coverage through the Association of Washington Cities (AWC) Employee Benefit Trust. The specific plan shall be adopted annually by the City Council as part of the budget adoption process. Section 15. Employee Benefits - Life Insurance. All regular full-time and regular part-time employees, who work 20 or more hours per week, shall be provided term life insurance coverage through the, Association of Washington Cities (AWC) Employee :Benefit Trust. The specific plan shall be adopted annually by the City Council as part of the budget adoption process. Section 16. Employee Benefits - Vision Care. The City may provide vision care benefits for employees through participation in an insured program or through self payment. The type of coverage provided, if any, shall be determined aunnually as part of the budget adoption process. Section 17. Workers Compensation. All employees are required to participate in the • Washington State Workers Compensation program as outlined in RCW Title 51. Employees who are entitled to receive compensation under the "Workers Compensation Act" of the state of 5 PRELIMINARY DISCUSSION DRAI'T • Washington (R.C.W. Title 51) shall receive from the City any Supplementary benefits in accordance with the applicable provisions governing benefits for such an employee. Section 18. Unemployment Compensation. The City is a covered employer under the Washington Unemployment Compensation law. The basic objective of the statute is to provide a partial replacement of wages for employees during short periods of involuntary unemployment. The City program shall be a state administered self-insured program Financed by City contributions to an internal service hind for unemployment compensation. Section 19. Holidays. A. The City shall celebrate the following holidays off with pay for regular full-time and regular part-time unrepresented employees: New Year's Day - January 1 Martin Luther King - 3rd Monday In January President's Day - 3rd Monday of February Memorial Day - Last Monday Of May Independence Day - July 4 Labor Day - 1st Monday of September Veteran's Day - 1\7overiber 11 Thanksgiving Day - 4th Thursday of November Day After Thanksgiving Christmas Day - December 25 Floating Holiday - One (1) at -Employee's Choice • B. In the event a holiday other than a floating holiday falls upon a Sunday, the following Monday shall be deemed to be the legal holiday. In the event the legal holiday falls on a Saturday, the preceding Friday shall be deemed to be the.legal holiday. C. Regular part-time employees shall receive a pro rata share of compensation at their regular straight time hourly rate for each approved holiday. D. If any holiday mentioned above, with the exception of a floating holiday, falls on an employee's regularly scheduled day off, the employee shall be granted another day off during the month in which the holiday was celebrated, whenever possible. If this is not possible, the employee shall receive holiday pay rather than equivalent time off. E. When a holiday falls within a period of paid leave, the holiday shall not be counted as a leave day in computing the amount of leave debited. F. An employee who is absent without leave on the day immediately preceding or following a holiday shall lose the holiday as well as pay for that day. G. Non-exempt employees required to work on any designated holiday shall receive the overtime rate of pay in addition to the holiday pay. I1. Each non-represented employee shall, after six (6) months continuous service from the last date of hire with the City, accrue vacation time on the following basis: Section 20. Paid Time Off (PTO). A. In lieu of separate vacation, sick leave, bereavement and related paid leaves, there is hereby established a single combined paid time off (PTO) program. • B. Regular hill-time non-represented City employees shall be provided paid time off (PTO) to use whenever they are absent. from work. Each eligible employee shall accrue PTO at the 6 PRELIMINARY DISCUSSION DRAF1' • rate of twelve (12) hours per month, provided he or she works at least one-half the work days in that month. Regular part-time employees shall receive a pro-rata share of PTO. PTO cannot be used until it has actually been earned by an employee. With approval of the City Manager, employees who require time off for illness or personal reasons before accruing PTO, or after exhausting earned PTO, may be entitled to unpaid time off. C. Employees may be paid for any PTO not used in the previous year. If an employee desires to carry over accred Kf0, he or she may carry over up to 360 hours (45 days) accrued PTO. D. An employee may accumulate up to a maximum of 480 hours (60 days) accred PTO. PTO time earned in excess of said maximum limit shall be used or forfeited, unless the PTO requested has been denied in writing by the department head or City Manager. E. Upon resignation or retirement from City employment an employee shall be paid cash at the normal rate of pay for his or her unused PTO, provided regular status has been attained. Section 21. Mihtarv Leave. 'In accordance with RCW 38.40.060 any employee who is a member of the Washington National Guard or a federal reserve unit shall be entitled to time off with pay for up to fifteen days during each calendar year while participating in officially ordered military duty. A copy of the employee's orders shall be placed in the employee's personnel file. Military leave shall not be charged to paid time off (PTO). Section 22. Jury or Court Duty. A regular employee who is required to serve on a jury or as a result of official city duties is required to appear before a court, legislative conunittee or quasi- judicial body as a witness in response to a subpoena or other directive, shall be granted paid • leave for the time that the employee needs to be released from regu.la.r duties; provided, that the supervisor is promptly notified of the conflict or if the employee is excused from the appearance such as for an afternoon. The employee shall be entitled to his or her regular pay; provided, that the employee shall pay to the city any fee or reimbursement received for such court or jury duty, up to the amount paid as paid leave. Section 23. Leave without Pay. Upon approval by the City Manager, leave without pay may be granted for a period not to exceed fifteen working days for illness, injury, educational purposes, or additional vacation. Section 24. Leave of Absence Without Pay. Upon the request: by the employee, the city manager may grant a leave of absence without pay for a period of not less than three (3) weeks and not more twenty-six (26). Approval of such leave shall be in writing and signed by the city manager. No vacation or sick leave benefits or other fringe benefits shall be accrued while an employee is on leave of absence. The employee's anniversary date will be adjusted by the length of the leave granted. Upon expiration of the leave of absence, the employee shall be reinstated in the position held at the time the leave was granted. Any employee on approved leave of absence may continue his/her medical insurance coverage by paying the full cost to the city in advance for each month of the leave of absence. Section 25. Family and ►\,ledical Leave. Employees shall be granted family and medical leave in accordance with the provisions of the State Family Leave Act, Chapter 49.73 RCW, and the Federal Family and Medical Leave Act of 1993. Family and medical leave granted under either of such Acts shall be unpaid unless otherwise provided therein. 7 PRELIMINARY DISCUSSION DRAFT • Section 26. Severability. If any section, sentence, clause, or phrase of this ordinance should be held to be invalid or unconstitutional, such decision shall not affect the- validity or constitutionality of any other section, sentence, clause, or phrase of this ordinance. Section 27. Effective Date. This ordinance shall be in full force and effect on the official date of incorporation provided publication of this ordinance or a summary thereof occurs in the official newspaper of the City as provided by law. Passed by the City Council of the City of Spokane Valley on .2003. Mayor, Michael.DeVleniing • ATTEST: Interim City Clerk, Ruth Muller Approved as to Form: Interim City Attorney, Stanley M. Schwartz, Date of Publication Effective Date: 8 • • Discussion Paper City of Spokane Valley Personnel Ordinance - SECI'ION COi\IMENTS llA1N ALI'E NATIVES 1. Human This section provides for the creation of a human Adopt one or more sections as separate Resources resources function in the City and authorizes the City ordinances. System Manager (through the designated HR Manager)to develop the additional administrative personnel rules, policies, Adopt every single personnel policy by Established procedures, forms, etc. to administer the human resolution and give the Manager resources function. discretion only on procedural matters, etc. 2. Equal The City has a legal obligation to promote and afford Employment equal treatment and services to all citizens, employees None Opportunity and City representatives, and to assure equal employment opportunity based on ability and fitness. 3. Non Title VII of The Civil Rights Act of 1964 prohibits Add additional protected classes to the Discrimination discrimination in employment practices based on race, color, ordinance. Some cities have included religion, national origin, or sex.. Other Federal Acts include sexual preference or orientation as a disability (ADA) and age (AREA). protected class. The State requires municipalities to adopt specific language Adopt a separate stand-alone ordinance by ordinance to deal with disabiD/ discrimination complaints, for dealing with ADA disability related That is why this section deals extensively with disability complaints. issues. 4. Sexual Sexual harassment is a violation of Federal civil rights. Adopt as a separate ordinance or Harassment The City should adopt language emphasizing that sexual resolution harassment will not be tolerated. Omit from ordinance and leave to administrative policy Adopt no policy and simply follow state and Federal lava 5. Whistle RCw 42.41 protects employees from retaliation for Adopt as a separate ordinance or Blowing reporting improper governmental actions resolution Leave to administrative policy Adopt no policy and simply follow state law 6. Drug Testing There are 3 common areas of drug testing. The first is Make pre-employment drug testing pre-employment testing which is option. The ordinance mandatory (time and cost impacts) leaves it open to use as needed. Delete one or more drug testing CDL holder random drug testing is mandatory. This would provisions from ordinance as simply not apply to the City until it established certain PW or fallow best practices and current state or other operations that required driving dump trucks or other federal laws and guidelines. equipment requiring a CDL. Reasonable suspicion drug testing is authorized a part of workplace safer revisions. 7. Employee Position Classifications (job descriptions) will be Do not develop any position descriptions Classification developed for all approved staff positions. Each position or otherwise classify city jobs will be assigned a pay grade. As duties, responsibilities and required KSAs (knowledge, skills and abilities) Fix time for reviews of position change over time, the comparable worth of the position classifications may also change (either up or down). A process is needed to address changes in positions. • • C J SECTION COTNI-NIEN7'S MAIN ALTERNAUVFS 8. Salary Plan Basing salaries upon bonafide compensable factors helps Set salaries without regard to market prevent salary setting based on politics or personalities. value or comparable worth. A salary plan will be prepared for adoption by Council. Develop and adopt a salary ordinance Most cities consider and adopt the salary plan as part of separate from the budget, the annual budget adoption process. Increase or reduce flexibility in starting The City needs some flexibility to hire people at an rates of pay appropriate starting rate of pay. 9. Overtime Both state and Federal law (FLSA) require the payment of overtime for non-exempt employees. The law also provides for compensatory time off in lieu of overtime Increase or decrease the number of payment, although the use of comp. time must be compensatory time off hours that can be requested by the Employee. It cannot be mandated by the accrued. employer. The City can limit how much comp. time can be accrued and when it is used. The City cannot adopt a .use or lose' policy on comp. time for non-exempt employees. Fallowing state and Federal requirements, the classification plan will fdentify which positions are exempt from overtime payments and which are not. Eliminate, increase or decrease the In recognition of the long hours exempt employees often amount of comp. time granted to exempt put in, exempt employee would be granted 80 hours stall who work extra hours. compensatory leave during the year. 10. FICA The City will not generally participate in Social Security. However, those employees who are not enrolled in an Enroll everyone in FICA approved retirement plan (PERS) will need to participate in social security. This will include Council members and those part-time, seasonal, and casual employees who swill not be eligible for the State retirement program. 11. Retirement The draft ordinance proposes that the City participate in the Public Employees Retirement System (PERS). This Establish qualifying 457 plan in lieu of would allow new PERS employees from other jurisdictions PERS to maintain their retirement plan. Many newly incorporating WA cities have chosen not to participate in PERS (but must establish a qualified retirement plan that meets IRS requirements). 12. Deferred Almost all cities of any size adopt one or more deferred Do not provide a deferred compensation Compensation compensation plans for City employees. It is proposed plan option that the City use ICMA PC 457 plan as The single deferred compensation plan. Providing multiple plans creates an Substitute Nationwide as sole provider, administrative burden. ICMA RC is a highly respected or use dual providers (ICMA RC 3 provider in the public sector and serves many cities in the Nationwide). state. The proposed language does not provide for any City contribution to the plan. It is funded solely by City provide some fixed amount or employee contributions. Many County employees are percentage to match employee current) enrolled in a Nationwide Plan. contributions. 13. Medical With very few exceptions, all WA cities and towns provide Benefits employees with medical benefits. Almost every city in the Do not offer medical coverage state over 30,000 population pays 100% of the premium for the employee. Most cities also pay all or most of the Pay premiums for employee only, spouse and dependent premium. Medical care is a major concern to employees and affects the City's ability to Adopt AWC Plan A or B recruit and retain a top-flight work force. The ordinance proposes the AWC Plan C (Preferred Provider) which is Secure medical insurance other than the least expensive ACW medical plan option. through AWC • SECTION CONINTENT;S MAIN AUTERNAI'llIN' S 14. Dental With very feel exceptions, all WA cities and towns provide Do not offer dental coverage Benefits employees with dental benefits. Every city in the state over 30,000 population pays 100% of the premium for the Identify the specific AWC dental plan employee. In order to participate in the AWC Employee (least to most costly) or be adopted Benefit Trust, the employer must pay 100% of the premium for the employee, spouse and dependents. We Secure dental insurance other than recommend the ACW Plan 8 with Orthodontia Plan II. through AWC 15. Life Most cities provide employees with a term life insurance Insurance policy paid by the employer. The mro basic options are a Delete benefit from ordinance fixed amount or a sum of annual earnings. In order to participate in the A411C Employee Benefit Trust, the employer must pay 100% of the premium. It is recommended the City participate in Plan C with ADD. 16. Vision Care The proposed ordinance language gives the Council the Specify in ordinance the type of option of providing vision care benefits or not. Several program, if any, and the amount of cities have medical plans that cover vision benefits. Some reimbursement if self-insured. cities self-insure vision care by reimbursing employees up to $X amount ($200-5400) for allowable vision expenses (generally include an annual eye exam, 1 pair of glasses or contacts, corrective surgery not covered by medical). This may be the most cost-effective approach for the City. 17. Worker's Participation in the state worker's compensation (industrial Compensation accident) program is mandatory. However, there are 2 Self-Insure for Worker's Compensation basic choices: l) Participate in the state-wide pool, or self- insure payment. Since most of the City's initial emp"oyees will be office workers, it is proposed that we join the state pool, as the pool rates for office workers are lower than office worker rates for self-insured em la ers. 18. Participation in the state unemployment compensation Unemployment program is mandatory. However, there are two basic Do not self-insure unemployment Compensation choices: 1) Participate in the state-wide pool, or 2) self- compensation insure payment. It is anticipated that the City will be able to recruit and retain employees for a reasonable tenure and that the City could save money by self-insuring. The City should establish an unemployment compensation fund to cover potential claims. 19. Holidays RCW 1.16.050 grants all state and local government employees (exceptions for school districts and colleges) Increase or decrease the number of paid these 11 paid holidays including the one "floating holiday". holidays However, the statute is not binding on cities who pass an ordinance, resolution or labor agreement which varies from the schedule. All comparable cities offer 11 paid holidays. About hall (48%) of the cities over 30,000 pop. offer 12 paid holidays usual one additional floater 0 • SECTION CC)i1INIE NTS MAIN ALTERNATIVES 20. Paid Time Commonly, there are variety of separate paid leaves Increase the amount of PTO hours Off (PTO) granted to local government employees, including provided. vacation, sick, funeral, personal, etc. Sick leave is often abused. It is proposed to combine paid leaves into a Maintain separate traditional vacation single Paid Time Off (PTO) program. This is fairly and sick leave amounts. common in the private sector, but not as common in government and unionized work environments. The Combine holiday hours into PTO and relatively new City of Lakewood uses a PTO approach increase amount proportionately. with a total combined 24 days (192 hours). The average amount of vacation time in Washington local governments Add leaving sharing provision for is 12 days (96 hours) per year after 1 year and increasing catastrophic illnesses, to 15 days (120 hours) after 5 years. The average amount of sick leave granted is 12 days (96 hours) per year in Washington communities. The personnel ordinance proposes 18 days (12 hours per month -144 total hours) per year PTO. The City of Richland provides 40.5 days (324 hours) per year and includes holidays, vacation, and sick leave. The City of Lakewood used a modified PTO program. 21. Military RCW 38.40.060 grants state and local government Leave employees who are member of the Washington National Increase number of days of allowable Guard or a federal reserve unit to time off with pay for up leave beyond 15 (either paid or unpaid) to fifteen (15) days during each calendar year while participating in officially ordered military duty. The statute requires that this paid leave be in addition to any other leaves. Military leave cannot be deducted from accrued leave balances. 22. Jury or Most local governments grant time off with pay for Require the employee to take paid time Court Leave employees called for jury duty. The jury fee is then off (PTO) or leave without pay and then ' remitted to the city. Employees u fee. keep the 23. Leave Employees occasionally need to request a short term Do not allow short term leaves without Without Pay leave without pay. This usually occurs when the pay employee does not have sufficient vacation or PTO to cover the leave period. This may be for illness, Injury, a Increase time allowable number of days training class that may not be job related, for additional vacation, etc. The ordinance proposes up to 15 days. Add leaving sharing provision for catastro hic illnesses. 24. Leave of On rare occasions, an employee may need to request a Do not allow leaves of absence without Absence leave of absence without pay. This may be for an pay. Without Pay extended illness, injury, or to complete schooling, etc. The ' ordinance proposes a minimum of 3 weeks and maximum s position open Do not hold employee of 26 weeks (six months). during absence Add leaving sharing provision for catastrophic illnesses. 25. Family and The law entitles employees of employers with 100 or more Delete FMLA section until the City Medical Leave employees to take up to 12 weeks of leave during any 24 employs 100 employees. FMLA month period. 0 HEALTH INSURANCE PLAN COMPARISON AWC EMPLOYEE BENEFIT TRUST REGENCE BLUE SHIEIANMURIS NORTHti'1IEST HEALTH BENEFITS PLAN A Annual $50 Individual Deductible x;150 Family Max. Out of $375 Per Person Pocket lus deductible Hospital Covered at 100% Services Physician Covered at LOU°lo Services Preventive Not Covered Care Spinal 100% $700 year Manipulations max. Mental Health Managed depending on access of gate keeper Prescription $4 co-pay generic Drugs $15 co- ay brand PREMIUMS $237.00 per month for employee; $237.00 per month for spouse; $114.45 per month for I" dependent; $94.55 for second dependent No additional change for additional dependents Total premium with spouse and 2 or more dependents = $683.00 0 0 0 PREM.TU'kTS $301.70 per month for employee; $290.50 per month for spouse; $1.32.25 per month for 1s' dependent; $117.1.5 for second dependent No additional charge for additional dependents 'I"otal premium with spouse and 2 or more dependents = $841..60 PLAN B $50 Individual $150 Family $375 Per Person Plus deductible 80% after deductible is satisfied 100% after deductible Not Covered 100%; after $10 co- pLay; $400 yr.. nlax. Managed depending on access orate keeper S4 co-pay generic $15 co-pav brand PRI.MTUMS $249.50 per month for employee; $244.50 per month for spouse; $ 1 15.80 per rnonth for 15' dependent; $1.00.00 for second dependent No additional. charge for additional dependents 't'otal premium with spouse and 2) or more dependents $81.4.x0 PPO NA $1000 Individual; $3,000 Family Preferred Provider: 90% after $75-150 Co-pay for Participating Provider; 70%v after $75-150 Co-Pay 100% after $10 co- pay per visit Covered for adults and children 100%: after $1.0 co- pay; $400 yr. max. Managed depending on access of gate keeper $4 co-pay generic $15 co-pay brand HEALTH INSURANCE PLAN COMPARISON • AWC EMPLOYEE BENEFIT TRUST CROUP HEALTH COOPERATIVE BENEFITS COPAY PLAN 1 PREMIUMS COPAY PLAN 2 PRI.iVTIUMS Medical Covered in Full $272.43 per f Covered in Full $262.68 per. Center Visits month for I month for Office Visits Covered in Full, employee; Covered in Full, employee; $5 co-pay $1.0 co-pay Hospital Covered in Full, no $263.08 per $100 co-pay/day up $253.33 per Inpatient Care day or dollar limits; month for to $400; $50 ER month for $50 ER co-pay; spouse; co-pay; waived if spouse; waived if admitted admitted Maternity Covered in full; $5 $133.8'1 per Covered in full; $10 $128.90 per Care co-pay for office month for l" co-pay for office month for I" visits dependent; visits dependent; Chemical Co-payments apply; Co-payments apply; Dependency Covered up to $133.84 for Covered tip to $128.90 for $11,285/24 mos, second $1. („285/24 mos. second Mental Health $20 co-pay ind/fam dependent $20 co-pay ind/fam dependent session; $10 co-pay session; $10 co-pay to group session up . No additional group session up to No additional . 20 visits; 80% for charge for 20 visits; 80% for charge for 12 days inpatient additional 12 days in atient additional Prescription Covered in full; $5 dependents Covered in ful ; $10 dependents Dnigs co-pay; some co-pay; some exclusions apply Total Premium exclusions apply Total premium with spouse and with spouse and 2 or more 2 or more dependents = dependents = $803.19 $773.81 F_ 7 \J 1 HEALTH INSURANCE COMPARISON AGENCY MEDICAL DENTAL - _ Employee Only Cit E Spouse & Dep Employee Only Spouse & Dep VISION Employee Onl Spouse & Dep _ Bellevue y 338 mp 0 Clty 744 Emp 101 City 36 Emp City Emp City Emp City _ Em Bellingham 205 0 591 0 41 4 0 105 122 21 2 9 4 23 Burien Everett 263 0 684 47 36 0 112 0 p 4 22 0 0 4 22 0 0' Federal Way 334 216 0 0 581 - 579 0 40 39 0 104 0 5 0 _ 9 0 Kennewick 513 0 513 0 41 70 0 0 122 0 - 16 0 16 0 Lakewood 216 0 619 20 36 _ .0 70 112 0 0 20 0 20 0 _ Pullman 641 0 641 0 75 0 75 0 16 0 , 16 _ 0 Richland Samma i h 485 18 485 18 79 0 79 0 26 21 0 0 26 21 0 m s Shoreline 263 205 0 0 731 494 0 97 41 0 122 0 18 0 _ 18 0 0 Spokane 289 0 635 102 41 82 0 0 122 0 16 0 16 0 University Place 263 0 594 136 41 0 82 0 NA NA NA NA okane County _ 216 0 635 0 0S 0 122 0 16 0 _ 16 0 Stevens County 251 0 275 513 p 28 105 0 NA NA NA NA Whitman Count y 280 p 280 585 39 0 0 28 NA NA NA _ NA 39 0 9 0 9 12 2002 Ave. 2003 Adjusted $311.13 $357.79 $1.13 $1 29 $56-7 56 $652 70 $103.69 $119 2 $50.13 _S2.00 ' $93.31 $3.06 $11,94 $0.56 $12:31 $2.19 . . . 4 $57.64 $2.30 $107.31 $3.52 $13.73 $O.GS $14.16 $2.52 2003 ;E ployer $1,010.49 t Contion $27.89 - Prepared by Don Morrison, Interim HR Manager • 2/5/2003 Source: 2002 ACW City/County Salary/Ben Sruvey PAID LEAVE COMPARISON . _AGENCY VACATON HOLIDAYS SICK LEAVE TOTAL NOTES Burien 96 88 06 280 Federal Way 96 r 88 96 280 Lakewood 128 88 64 280 Partial Com bined Vac & Sick Sammamish 104 88 96 288 Shoreline 104 96 96 296 University Place 96 88 96 280 Bellevue 96 96 96 288 Bellingham _ 80 96 96 272 Everett 104 88 96 288 Kennewick 96 88 96 280 Pullman 96 88 96 280 Spokane 97 96 104 297 Spokane County 90 88 90 268 Stevens County 90 88 90 268 Whitman County9 96 92 96 284 AVERAGE --97.93 90.40 93.60 281.93 Richland 324 324 Combined Vac., Holida y & Sick All figures are for 1 year of service only Prepared by Don Morrison, HR Manager .7 • 1/22/2003 Source: 2002 AWC Salary/Ben06rvey 1111 ACTIVE EMPLOYEE PROGRAMS Annual Deductible r•. ' " .$5Oyinrfiui~lla - a )•.'.-n-f:r---,-f-[.F~' ,1 Maximum Out-of-Pocket T l 5", Hospital Services Inpatient (semiprivate morn) Lab, x-ray, etc.-•' _ Emergency Rooin___._ T Outpatient (surgery, etc) Physician Services Inpatient Outpatient --.v.. (Inc. lab, x-ray, minor surgery, etc.) r tj y~ N $100 individual $300 family $375 per person plus deductible jt •5 , f 0o6%' i IL4°Nt L~ q ; xr ~ r,y. r d T ~ h ~ lA~h x : •Y± Illness` iEE,,`,1r00% Preventive Care Spinal Manipulaltions Mental Health / Psychiatric / Chemical Dependency Prescription Drugs 1oa°ioK~$7~ 1 y 80% after deductible 80% _ after deductible 90% after deductible 90% after deductible 1_00% after deductible 100% after deductible [ r Not covered )`yearly maxitnumj 100%. $500 yearly maximum ivioral:}lealth s dependi S15 copay brand; az More eed ,elan companson available upon request. t 4•ti r ~ R Managed Behavioral Health Coverage varies depending on access of gatekeeper $A copay generic $15 copay brand 0 kti ~1f4 it ~/A h ~ ff -h ~t ~ ~ d. ~♦r t r •kx'l.. d 'Srt~, Lr t Z ` -Y i - _ e1 r-"~ el f 51000 individuals 4 $1 000 ndvidual $ 3 000F#a nai{~j ti S3 000 family. u,~'?'ti•;`•~"j"~str'Sr `~y -G.irr yr-• 9~ 1 "`a t tt t 1 ater'$~O copay 70% rafter, $1,50, co~a~ 9,0-Wafter $7-5xcopay:~ s i ; sr 700after $75.copay' ~r - 94°fol~af~errg75 topa~f ~"765'° after $75'copa - ~fter~~$1 U,co~yaper visit 7100% after $ t t] copay per visit' atte~ $10 co ay1per visit 100% after $1.0 copay per vislt~ fr }t` ~ 1 r +J fr. ~d for ef;ildrk,6nd~aclults, ,Covered' for children and adults rafter $.10~opy 10Q%i'after-510 copv'. 1 I _ . tearly rreaxunum $40U'yearly'maximum' ec~ QehavlOral Health . `r 4naged Behati~ioral Health. ge vanp_5 depending Coverage varies depending. - ess`of,-fq ekeeper on access ot-,gatekeeper { € t aysgenenc r $~t copay generic Pp-.6rand~ j= P* S15 copay brand.: i 13 e d wes[ealtG~ Re ence B lue Shi / Active Employee Medical Plans f '•a r 1 ~ .~u ~ ~ t, ' i ry r t ~t• ,:,~,,r. l`F i .}F J.~+~• r ~ r.Jt ei~Fa`t i ~ wa i ~ r• j.. w - - r, "350`70, 403130 tt'=:T "15'0 ,ll'EOrF I ACt~ve n;; ` Z I~ot Available. ~lot,,4vailable LEOFF.I'Active Re lar'q l ~OFF.II Active.:' rva 0 :4301 70~= r I4'8' ~Ular R~~LI 01 dill At~isle " t~ Z0 20'. 237 00 AL. _ ~tri.1 N t SY "L ; 4 t N C ~......£...~~1., S f• u r = ' ~F t = T y '.fy1,5.3~t L~ r ._2fi 'w F r 3 i 1 !r ) - (t 1 0♦ tSpoUSe: eT: t r° .,i3 205 20 v 237 00 15.5 , Spouse °l „ 251 95~r ' ' o-`29015 ~ = h~ ! t y~' a i •~i '~7,~ i ~ r 7? " -,,z~F1 T *~;'rt j 2`25'>~ (r` X15 3. ;;;;Flst:l7~peradent ,f; r ; 99;10 114 45 ' .15.5` II ^t 1 147E ","13 Fir_t Deperd nt 1 , ' -ti!= ~ %•y. .•z^ Y' M1i 4 't'J ~ ,x~ `:`'t~1f~t.t~: ;1~f4f1 ~ ' t.. ' = z , - Second .De enderit 60 117 15` 0.' 7` 5 3= Seri? ci`f?ependerit I, : ° ;81 85 94 55 L _ p , i _ _ , .ttY. ; i ~~}`tt" , t=✓.«~ y j.., ~ 'Y,` 1, ~.t'r_ a .ct5 y~ 7 t . ` 1 No acJclitiori~il cf►arn' e {or three'or.rnoCe'dependentS t r 11 S 1 ~0 3ad~tron3r;thatge d.,LVee,or// more dTer) cfM S l d ~t ' LEOFF I Retired (iiot on Medicare)? 620'5 714 45 ' ~~~1f5 Y c ~~^r 1 LEOFf l Retired (oiiivledicare) 0.13`50 ,;4Z5~60~,< X151} f ' w For_ Retrree,Plan;Rates please see page SO 44 v., ii" l F~ ~ ~ 10. air LEOFF I AcUve r I~ot~r wilabl0 is Plot Mbhble,'t~I . 1 Y Regular & LEOFF.II Attive_ 216 OC` tY 249:50 9 f i5 5 r L` - ~ ~ - ~ei 'gin'} _ s °'r249`50 f .r~15 r poUSe 216 Q0- I (First Dependent _ 40025,t ;`L rt115 80r` sz 75 5 tr Secor pendent r : ' 86 55' f r ,100:00 ,ter 15 5~ i 70. tiN ~~~t • 1VP•dc7Gnaltfiar4P ror Three oi,R]O C' C~efJ~flCrer)IS 5~ r r7 r "0.a ! w_.~~ C ~:_..a:.~y.~.,',..:..~ i v-.7s__.-..~...y,r~~=,+:+e•at~q=-:.:•i ~ _ ~ - 'i , l~ 9' C F i., .n'" 'rF ,.x,7`•? .:~J,.. <l^Sc?''j"}i. ;.-~'.Ty~ -1 i..$. !W;iN ~.ir aPlanul1:'~4GHCCo ayplan1.. ~yGHCCo a Plan' 2a P,Y .,s ri~ Y .n.-. Lt R'F ti• ..y~'r -r ~s`f:' o.,.r_~ ,~v' •e - T .a.'.:«`y :r. r~_ `sy -!•-e t ,ci 1 . -rt'-.tA,•.•..•+:•m~-t'"..tt•~~,:i•.!kS_. r -•.~i.c~ t.~"'y-,-" S-'a3"q~+,•~F•.du1:5f?,.T.,-=,,3;a±"rs};cfiic.::itl.f!terSs•rd:;:!??!c`~.rF.?R,J 'FS~r .e •-..-vs `c.-c 1 Medical Center Visits Y' f' "1'• a ~ 5~fr ~ s ,tom •t h " . ~ ~ ~ V Lab, X-ray, most imrnuniza- Co~~e[edtim~t~ll~ t: ~ y~ ~ ~ Covered in full _ CoVere~ ~n dull: . tiaras and vaccinations, home ~ ` ' - c w - ' health care and hospice r j f,r' e r 4 Y• L Y ~ Y S ~ • Office visits 1 {ft= Copayment per visit. _ar CoVefedPin`full Covered in full, after $5 copay Covered in full, after $1011copay i Preventive and other services FjjF~ +t Y n Tr { - MI• ~'~s. i._'^ _ ' ~_.y k~ ~~-o=•r ~~~::•a.r,~.•-...r.v-~•~.cn_.w.,..,...,-_.-_-•-r_. rs .q T r ,-,,..1, i_ ...I - - - .__-.,r.--....~. ~ el`f' - -s. ~ ` Hospital Inpatient Care t T ?'f ^ S L f µ~X 5 4t Ld ! ' 4 z L S~~` J j Room and board, inpatient Covered in full, no clay or dollar limits $100:copay /'day up'to $100, +C~oveied~tn Full no da f oridollar,hmrts ti's • surgery, anesthesia, intensive and coronary care unit { t ~ ~ ~ , ~ ~ r ~ J covered in'full thereafter - { y _ See above Laboratory and radiology ` ` CaverdnnfulR ; Covered in full Drugs and medicines; 'Coveted rn full, - Covered in full+ M u See above copay, +ntan~ed tf admitted i Emergency Room `$25copa~, waived tfradmrtied $50 copay, waived if admitted '-.550' ~ tifwr.-r -r " _ Ff e. ~ _ i ~L _ . r. .xov.:--er-.r. --a=.!.-.+cr.r:e .•rxo.v= m -•.c..'. n-. _ a i Prescription Drugs iCovc~cedtrn;tull r r H 5 x Covered in full, after S5 :,l o~ered rn*full~ after q10 Most drugs /contraceptives 5orne3eXclusibns,zppjly, copay ! some exclusions apply t+copa;;;f sofflp. tlusions apply t 4r iyi t' ~ _ ,r j - 4..~ •~`3 n` '~~vo--,w...--.►._-.-~•s•x.~~--o.._~ar+.~-~•-c-r. _ .v, r. _ • - •.'t~ ~ ~ t Z T R41t t Maternity Care 5 l rl. ; tFX Office visits, prenatal testing y~ wCb jeredl ict~full Covered in full, $5 copay Covered in full $10 copay. delivery and hospital care, for office visits _ T for office visits - Mental Health Care Y, r r r Authorized outpatient only$ZOrcopay fbt indt~iduaUfanaillr se5sfon;er~ $20 copay forindividuaVfarnily session or X20 copay #oC indival/famil'y session or Certain limits apply g 10 copay for OrouP 5essiontUp to , •ttisits S 10 copay for group sesslorl Up to 20 visits S>wt7 copay for. group session up to 20.visits _v Authorized inpatient only ? ,8046r~2~~avs, 80% for 12 days 80ukt>tor 12 days -n -r -t`S''~..{ ; ~ _ r'i S', ..x^r..A ^+.T°l'S4, f.-Y,.'a:cnror_.•.~rnrr:.~-s:~:=.~:..~..:..-. _ -c_ ~ ~ y ~ - 4 'rnents a ol+t Chemical Dependency o avmen aP ! " ~t CoPaY meats apply H= P p) Authorized by GHC ADAPT r Covered up to $11, 2851=24 ~tionths` Covered up 'to $11,285 1 24 months t'Coti~ered uj~ lo $1.1 285124 months program - in and outpatient -l ' Ae1e for LEOFF 1 employees only. • • ~S,H+ X 12 ealth"C-d o■/ ~~/~/eratIV ro;u~ =II kln_ its . tt ik< . (for. Leofi -1 J on ly) a W o`..s+. .•e-a. LW ~ ~.T.Sa?i..-•~•--~ •^^r' t 1 e~•+-•.r•t•W!'~...~ f .'.°~rJ 'r'^'TT-"-'~~~R- r^ 1:Ff JU - 1 . ti=riU41'.,1 ._.H.•~1- ~c r rr, ~e , _ 'I .,'/a r:11 f~y c J s~y l I } 3 ° t7 Q x ,7 r ( },J~i y I I~Eft,L Ur .{J{! 1 1 ~-SiE~T-~.{ •'F` • 1 t Tcy~ J F 4:l r ~•t. T 1 A i Y ~:''""ri L'.r .,,j o-l .f =t i'rl J.. J .a •L ~ Ac4rvel Employees r- ~ ' 5~ " t r: s ~ ~ % t ~t ~Ac4we~Erraployees ~ - r 28A g k~ ;s Y RegUla&tLEgFe ~l a tie T' T ':LEOFF I Ac#~~ + !-..2 26 - ; 73 'Y75; ~i tti I } _ + -J2'13'5 .7 272.43 27.6 J r I' / "1 1 i- Vw 2+~ i Y )rsti . f 4 7 7 w-T - T-- r^ ; $pot se > i 204;22 263.08 28.8 Retirees'' cr a 1#+rta~;Jfj 1 cr p 1 + n F r c, I rr d s Z. E' ' ::;4 r J~ F{rst Depentlent7; L4 t r l 104 03 133.84 , 28,6 fi r J, J? :i =s w~ ' Se c'an~l?be{~endent K 104:03 133.84 28.G v I,EOFI I Retiree A8o~38, 552 90t, r3 13k0 s .-•=v.'•}r-r- •-r- t r-.i=~> ,;4.r-i•-'... `,-+s.-- -='-ti' wo acldrtronar charge for:t~trE~Gtor mOr~r C~E'f?PRdeniS . 77- i Retlre'@s ° x w l ti { y = 7 tip.` s _ 7>..r. C,' vwr d~ y , u { !J y S.Z. J7 ' - + ' 55-out~iatient prescription drugs, 350 emergency room. ' :(Subscnber,: has Medicare'Rarfs A&B} 1 ~4 0~1~ r~1ot availfale 2tdtritd ofinnttnt',~ Copays `SS office -visit, t: , , ..fit ~ C ,Y u f L.w r!%1•' "-";sr _ : •f:Y 3 ~.r-'i i~,~ r<~ ~,~i~~' %y - - • , ' _ h"t~ f p~ f eG': J.( ~ R r . ' j'A.p ll ~ l~f ~.a tt . ~ L • . - ~ K ~ , , ~ r •i E 1 S 4 '1 Y'~ 4 ~~~~}•.~~~I~/1 ~~°f ~ _ {t +`rF 7J { / , 1 p e 7 ~ j. [ ~ ~Y _ `YVlN IJ ry ~ l J ~ E ~t ! 1VJ~ V "4lV✓4.• , Actdve°Employees ' ' ~teyuh~r S LCOFfa Il AciTre~ - 202;92 .262;68 29.4' • *:S~nusei` F 19357 253 33 30 9 ' , > . . 'rirst 060eh~eri~" r , . , 98:64 128.90 30.7 %S v cnd d i) ' 5 L t e or t p ea 4 _ 98. .128:90 30.7 r j 7tirbradOrtron~J fharge for thr~, chi r~or~ aepertderPt~ ' Copays $10 office visit, S 10 outpatient prescription drugs, $50 emergency room, 5100 inpatient hospital. 23 ACTIVE EMPLOYEE PROGRAMS 1 ~ a~ n3 7 ~S r ~ `;Benefits Class I Diagnostic/Preventive: Exam, x-ray, cleaning and fluoride l Class 11 r Restorative: Restorations, oral surgery, root canals, periodontal treatment Class 111 Major:Crowns, inlays, onlays t- Prosthetics, Bridges, Partials Maximum: Jan, I - Dec. 31 lan-FA. _ Plan~,B r, 70 100°, url+ie" Incentive ocerit~~p rl Incentive .70%S{ ~,~ons~it 3 ' 'a. -Rp 1 1:7 w ent~ve f Constant `i y o e 5006 aao 2~`~"t $1,000 rya- 1 f 'r''.. i r' ~ w'i h5 :=-•-akJ+tN't+ ~'tt2M. 6 se,i4a. Orthodontia ;Riders' s xsy y Yom" .~f rr ~ V T =1'. 'C i•Y ~V~1L L'SYN~_._.`~~•l° 1.1 ~."..".,T'.~ Plan I .Dependent Children - 50% to $500 lifetime maximum . 4 1 -1 l-rh.w 't'om%.kf t~L`J a~i~ ^JFJS4k.'C ''+".^.4,h~ } r r ,,7, } Plan II• f , + o z Dependent Children 50% to S1 000 lifet~me~maxrnium' Plan Ill Dependent Children and Adults - 50% to $1,000 lifetime maximum Plan IV's 000 l m D dre $2 fet ~ Chi 50 % d n i m xr um, epen to , ime t n _ e I l Plan V DepeoChildren and Adults - 50% to $2,000 lifetime maximum • PlanaD ' Plan E~ IanFF,'T~ ~+~J1PPO PIan)+> ~~odYti',-. wr~..'n -`!~'J~2S ~.~i':r. ..k a- try =~.Y.,-,.= .:•+.e+a s:~ , ~ 100% laa9~° 7a 70-100% loo°,~~ tl Constant I(tG~n(n1e~^ t , Incentive Constant 80°!° ,to;lao¢~° a 70-100°,o s0°~ Constant a }i'cenGve Incentive f ' Constant 509° r50%z ' 70-100% Constant , k ;"arjstailt ' , Incentive ConstantF 50% k , l 50% 50o10` aaa $l 000 , 0 { , p Plan A Employee t ' Employee + T;:depend`er1tJ y a` =L N Employee + 2'oitmare clependen~s y f f, ~]~,'1t18 75i s t ;131 35f:< z X1;0 6~ •a- w...i~~eu.u+~__. ` .c...l+. S Plan BEmployee > 34 60~ J ~r 3B!,2 5 1=dependent r r ,r' `G4 3{}~ f 71 10 =j nn # Employee +.1 'J E1 Y ' - ~-i t tj 1 ~J !i. 1 - ! FS r'• i 1.9 ~r-rfi~ 1 . Employee + 2',or more cieperidents x110,T0 5 118 35, Y Tu T - ,1.0 6rxJ ; 'y 1 ` 'Plan C< Ernpi y,, P , 28 2bL t , Y t ,7-? Y i •,Jt 3 .r x, ~ , a ,z~x .k ~•7, e tZ Y .f < e .i31 15rY~ G: Y z_1 t k~ Y S 4iz Y j :LE►nplayee + 1deperuient 2 Employee .4. 2,or more,deoenderlts 4 89 80 " s 99 25 ` r 10 S< - r i. ~ r Q,i 7,. ~.y a. fl y, t Y i , l+~~r _ 7 c~< G~...::.~..-r..d t` `r 4F i ~a•.tht { ttS'C ~s i c._..1.. YJ r c Plan D r Eilipldyee tL F " : y sF M 3G x`40 30ts Ernplojee + tU dependent { r t~ 1p 6 ~ '•r.., } -z ~ - r°{ 1. ~s'ti~ ~ ]t „rv~ ~ az ` i k'_ F +>•a~7 v .y,s'i . ~ ~ of , Employee 2tor more dependelifs F1 119 z F r F y R 1 x. T c t 5 127 10{ 10 G ~'i 4. - v w.'...~t - "-_TE._.'..rf...fc 1 b' _r . ~k _ ,•Y K`' .,J s < r R -~-r max, ~ 2 -n s, i "E r ~ - t . _ s. ti ...t._. :1 , <t<~,AGfK r 3Gsz0 rrj> T40 05' F 0~5~4 3 Plan E Employee xi F a t a Ernplayee 1 i"dependent n TM<< tt s zz r~ r_ J A j T4 x t j r - a tt 2 z. Gi 3~, t, ..7445~~ t 10~r x f f r Ernlitoyee + 2, ormo~e dependen#si _ t` 41 1 1 7~: t4 x';123`55-!j 3106 f Plan F (E:mp to y6e k 1tF a rt y zr > ht t rF r 40 g0 j ; . ;445 15 X10 7 1 ,f 1 mp1' 9s7; d6p6i;' n ka y 1.~ y , 6 ; ° <~j;t~ I~} Z~' v .jam ' 85f 35 ~r i r'i`0 G Employee + 2=or more ddp'jjdentsr ' 134 65 `t :~"t ' f 2 dd 8a' ' ff ' Plan PPO Employee BAOe" f36 951 s Tt' }`10 6 ,f t 4 ~r •C 4. ..F ti y t ¢ r 1 t d- '~rlployeer+ i.rdependent u3'~69 80i- -.10 "5 Em I' F 5 p c~yee + 2,' or more dependents r }x1105,25 " 11635 ' 1A0 r - ~ ~ ~ : I , - F . t i IF ~ ;,tom - . _ _R_a..~~y- - -~r.l cwn .~1 t•.-.1. ~-~lS--.t:]N .1y.3..:. F' 4~'I ~-.4 ~y{v t - ,1~ ~1~.. , for Retiree Plan Rates please see page 52. ; 24 • r rt _ c It f~ » ~r OU LL~- ' Ow 9 t J a Washi- ;toy D - _ 9 ~~[''''''```-~-•tr+--+..~• s--'•.•..•r•.r~ ^---s. •.w...x.--s-''.+--~-e -s.rlifv3.--+:•+r✓~• ~-'~s~••.~---+. ~;+-r-r. y •Wic+~•;---•..-.~.-~!•~,~,:,.~- ~r+~•+-'"`• , t1J i n •7.. S t F r t , G I' ?M 'i '4• r? K-1 -1~ ~..y} G N ~ r n , - r C~~ f~~ y `°~i`'•.}++~r's• t air 1a 1 P 1 J t , J s: 4 i t y~ w i.r y 1 ~i} N J ~ J h xJ•,. may-.-.~i + r . a rs -l..~ t 'k• a -n._a' y fv.~.i.T ,r rj i Plan 1 ; Erliployee; r 1 w ~T BOOM _ 4 ' ~ t a - + j r 7 ~ rIZ >ti x ` YC 3. ,~f~X.tr F Jt-2~.-T r 7 -~1!`- ~ s',~ ~h ~'t~y ~('4~.{, . r Employee l dependent 0 15J t- 15e 0 1 ! y - 'rr ti• < '-t r fi a' k 3-Y• --s e e f?.r z , E ; Employee a) or more;depenclertt5 91 0 y. h i r , ~ z2i t .ta ~ z 1 4 i. ri - a tL ~ ' t . r-^r--•-~-_•-r_,.•~^^^+ r~..~.~-a;~ ~ ~ r ~ a--~-T~-..'-ti.-r^^..'S.---,,E'''~-••es-r r'~.-:-^-•*.r^r~^~r- --•r-} Plan 11 T . rErnployeer r 00: / y yy' ' 1rrtiploye2 degcrident r. ~r y OY3(} m rY R, K'35,,, 71. ..jam rmploJee =-2'or more crependearts ,}4 G5, j,r, , r16 25 T ^ -11 0 ' 'Plan 111 J ,s t r YEmplayee 100 „ 7 k Employee i -dLp,endent' Q y , 7 35 i , " : '2 60~' 10 5 T ' Erri1)loyee + or inure dependents 1 16 ~15r~ " ; , '18 204` F :r r .10 6 r - -r^-"?• --'*rF-•-t r •-~-~+~-•:ri---^r^ ---J..+.••.-• •--c-rr ;Plan IV Employee = t't 100 _ 17 r ,b t Employee y l ;dependents 7S', r 85' 13 3 ; . > Employee + 2 or more dependents 25 i 5: _ 28 95- 10.7• ' 't 7 qJ. + .t ~.'Y ♦ 247 r 1 RF j-,~ Y Plan V t ~'t f ? Ernplayee _ 1,90 µz7 2 10 10 f " rr Employeeti+ l c}Qpendent~ s'; " 430 r + 417 5' 10 5 :i C Eriiployee A. 'Of more dependents' z9P3.5_ti 32 50 r x 10 i' is AIi ~I :~11 ::AI ~i Fla +Fa ~~~ca-F~af:w<~q-a Services are provided through Vision Service Plan (VSP). Benefits illustrated are based on services provided by VSP panel doctors. If services are obtained from a non- panel doctor, the patient will be reimbursed according to the indemnification schedule. ~icHir's7.Y. -:A.~ 1`.? .,~a.•-a-..i~ iJK'l.'4.a-7s r Benefits Frequency Gowe'rage 3 ` r Examination - Every 12 mons Paid mfFull. { t:1 'Refra ion _Everv 12rmonths r: Paid rn Fuld jj 1 : Tonometrjr s.veryra2 mprith3r Paid in Fall.: r. Prescription feet Every-.4 `2 months f?aid :in FtI~l f - Single Vision Lenses Everyy 12 rgoriths: Pahl iii Full µ •8ifocal•.Lens6 :Every_IZ:months• paidrn,Fu(t^ Trifocal Lenses (Very 12 -months. v Paid m FUIt' , Lenticular Lenses-, - Every-i2.months; Paid m dull :Pink Tints.1 and 2 'Every 12.months Paid in`FulI.- Visual . Fields Plot '.C~ eiy 1 Ztrnanths, P,aid m Full Contact Lenses'' . _ ~Arhen needed F Paid rn Full: v } -Cosmetic Contact'Lenses'`r EvPry tZ:monifis. toys first 515Q ' Prairies (Wide selection) 'Every'-24' .rtionths' 4 Pahl 'in F01- I h ©iIersize Blank ' Every _12:montl* ;Paid in, Full l Anti-reflective Coating -:Every I m'onths' '!'aid irr F_ photogtay/Bro~^m Lenses .Every"fz iron}hs aid ui FUII' ' When visual acuity cannot be corrected to 10170 is the better eye or after cataract surgery, tISf will ,oay 100% Of the cost of contact lenses. VVhen patients choose contact lenses for cosmetic reasons, allowance of $150 to- ward their cost is in lieu of all other materials for that 11-month period. Vision Service Plan offers plans with a $0, $10, and $25 deductible. The deductible applies to materials only. In the event materials are not required, that patient will to iv ay the deductible. 0 Lolru, Option Vision P1,111 In order to provide members a more affordable vision program, the A1n/C has devel- oped a low option vision program while still providing good vision benefits. The frequency of exam, lenses and frames will be covered every 24 months. Copays will apply to the exam at $10 and materials at $15. The plan will not cover tinting, coat- ing or oversizing; contact lenses will be covered at $105. Second 11"MR, Plan Rideir The AWC offers an additional rider to the basic vision program which would pro- vide for a second pair of glasses within a 24-month eligibility period, subject to a $20 deductible. The sarne participation and contribution requirements would apply (100% enrollment; 100% employer-paid) for the Second Pair Plan. Non-Me-unheri- ~a~ teat Q' ~ti9a arib~ a:aaAi~6~f Although over 90% of VSP patients typically receive services from Member Doctors, services may be secured from any licensed optometrist, ophthalmologist, arid/or dis- pensing optician. Bills for services from non-member doctors may be submitted to VSP for reimbursement up to the amounts shown in the following schedule. rn - ,?z. ~+Y.'r v,. r ~-•iF:~; ~,s:.~L tbs.; .?••~w. - . lr: Benefits + = y . Frequency ;.`.,Examination Every 12 months, Single Vrsi&r Lenses Ever 12 months } :Bl 6cal Lenses.,. - ' Every 12 rnonths Trifocal; Lenses Every' i 2 months . Lenticular I eriSes Every .l 2 rnonths ~':Ftame E'Very 24 rnonths i 4VAllotnrance` - - Every .12 months.-. C.o n?act1e.iises,` When needed , R;;Cosrtretc Contact Lehses Every 12 months, Coverage $40.00 $40.00/pair $60.00/pair $80.001pair $12 5.00/pair $45.00/pair $5,00/pair $210.00 $150.00 • 15 26 V t S , t i = 3 PI Is o ervice- a t . s 'r d F t 4 Option r7 a n j y ~ ~ r ♦ 1 t r 'r y 1y • r ~ , F t. J !'il .yt it - Full Family.-- g25 deductllile i Full. 66nly - $10 deductible 19 43,E t`t;r, 19 43 FuII;Farr►ily Np deductible ' x'22 6},~ 22 36, 13 Lov Qpt~ori PIGn t , X12 46 °r 12 46"' ~sr `f Q7l i } t Second Pair=QptiotiRider It ` k= , 2 i 5 'ts = 2 15 ? 0 1 - I~ dc+ 6~. LK r 4 1I t r id p1pl, F&&?-AjAre L Waiver of premium due to total disability to age 65 or plan termination (whichever occurs first). b for groups under 10 lives, guarantee issue of 510,000 of life insurance coverage without hav- ing to satisfy the evidence of insurability provision- No evidence of insurability is required for groups over 110+ lives for any amount. 'rhe group is as- sessed every Januai)y 1 for the number of lives and possible changes in rates. b Conversion privilege allows the employee to con- vert his/her group term life coverage to an individual permanent life insurance pollry without evidence of insurability if application and first pre- mium are received by the insurance company within 31 days of the date of termination of the group coverage. L /Additional insurance available to the employee via payroll deduction through the supplemental life plan. b Additional insurance available to the spouse via employee payroll deduction through the spouse supplemental life program. • D Life and Accidental Death and Dismemberment benefits will reduce at age 65 and thereafter ac- cording to the following ADEA approved schedule. Terminates upon retirement. }a i65-69f { j.650/0''Alf fa 75 79 .f30°ro ~ t %a ; $Q <2 0 Accelerated Death Benefit will be available to em- ployees who are terminally ill (less than 12 months life expectancy). 11iis feature has also been re- ferred to as a living benefit whereby a policyholder may access up to 50%fl of his/her life insurance policy. This would, of course, reduce the policy for the beneficiary once the employee were to pass away. Supplemental Group Life Insurance For employers who have established a Basic Group Life Insurance Plan, their individual employees are eli- gible to purchase Supplemental Group Life Insurance for themselves or their spouse through a convenient payroll deduction. Employers will be billed directly by States West for this coverage. • This coverage is available for an employee in incre- ments of $10,000 to $100,000 maximum, and in increments of $5,000 up to $50,000 for a spouse. Spousal supplemental life coverage cannot exceed 50% of employee supplemental coverage. The monthly rates depend on the insured's current age and are adjusted annually (on January 1). Evidence of insurability must be submitted to States West for underwriting approval if more than $20,000 of coverage is desired for the employee; all spouses requesting supplemental life cov- erage will be requested to complete an Evidence of Insurability form. Supplemental Group Life insurance becomes effec- tive on the first of the month following the date the application is approved by the insurance company. If the employee is not actively at work due to accident or sickness on that date, Supplemental Group Life Insur- ance will not be effective until he/she returns to active work. Supplemental urge ftedLICHOVI The supplemental life will reduce to 65% at age 65, to 50% of the original amount at age 70, and termi- nate upon retirement. Spousal benefits reduce on the same schedule as employee's, based on ages listed pre- viously. • E. 9 F F ~k ~t 1 Group Life Insurance 1 Accidental Death and Dismemberment Insurance 1 Dependent Life Insurance 1 Voluntary Supplemental Group Life Insurance, 1 Voluntary Spouse Supplemental Group Life Insurance The Association of Washington Cities Employee Benefit Trust offers a number of life insurance options to its participating employers. Employers participating in the basic life program [nay acid accidental death and dismemberment` and dependent life to their base plan and make available to their employees on a self-pay basis additional life insurance through supplemental coverage- Ph o Pg5igl1 opktow?. ' Maximum basic life policy 5300,000. Plan A Employees.covered for identical amounts of group life insurance (i.e., 55,000, $10,000, $20,000, etc.). Plan B Employees covered forvarious amounts of group life insurance based on "clas- sification" or "position" such as "union", "non-union," "manager," "supervisor," "department head," "hourly," "salaried," "a specific bargain- ing unit,"etc. (Employers electing Plan B are advised to consult legal counsel to assure that their assignment is not discriminatory in nature.) Plan C Employees covered for various art}ounts of group life insurance based on a "multiple of earnings" rounded to the next higher $ 1,000. The maximum coverage available would be two times annual earnings and the minimum would be 50% of annual earnings subject to a minimum arnount of $10,000 on each individual. Plan D There may be other "plan designs" that you wish to consider. Benefit amounts must be based on a plan which precluded individual selection. In order to receive consideration, submit a proposal to the AWC Employee Benefit Trust and it will be reviewed by the underwriter, States West, for approval. ~j Optional lawlefit", Accidental Death & Dismemberment (AD&D) This optional coverage provides an amount equal to your group life insurance ben- efit for bodily injury or death from accidental means for the following losses: (a) life ( b) both hands, both feet or sight in both eyes ( c) combinations of two of the above (b) In addition, an amount equal to one-half of the group life insurance benefit will be .paid for the following losses: (a) one hand ( b) one foot ( c ) sight in one eye The AD&D coverage also provides an additional benefit to the beneficiary should the insured die as a result of an automobile accident (either driver or passenger) while wearing his/her seat belt. The additional benefit would be the lesser of 100% of the AD&D coverage or 575,000. Dependent A-Ke This optional coverage provides life insurance coverage for the-employee's eligible dependents as follows: 'Option Option r' Dependent Plan_#1 Plan #2 pot►se X1,000 S2,000- Chilelien (age at deatt►) - = a - . birt3 to 180,d~ys •5100 $200 i 180;days to;dye Z3 $1,000 $2,000 0 *11 as v . ~ "S , ~ = ~ j'; t S -""ly, y?f ~ ~F ' ~.r~^~~^-• i7'7..C T } 2, F-' r ~c rx • ~s+: -7 - _.`i ♦ ~L~.A' t r-{:F}S..s rt• ,J YY ` - k t . iY y ra- s t.. - r ~ t 2 , 2r r, r -.,'-W .a .r r-l'3 t Zr• fl r''. ~ - GI'OUp 1.Ife - - , t 1 r ' i r a Zy * t !t [[L N _ 'y r e ! /-J t / Y ~ Tst , >r~ f a t 1? 1 0. i i f''G• .r s r..d' f 1, Y _ Grou s under 14 Ihres i,- ti 1 0 207 +r e f-A t j' • ; a L ✓i4 r{t ♦ ~.s~Q 2 Q tN r 1 Cf 1 tti:t~ rF !TI f : lV Grqupsover r0lrves rj `7 r f r~4+' f-s 0 16s .j •,0.16 p ~ - - ~ M ._Ji4 ~ -J. L,. trT-J. Z.w-~l V1 ~ -i 1 - f c va r , r } J Tz Pren7ium.rate for baste Accidental Death Dismemberments l 0.05 0 ,life.and.AD&D is'per. 'Dependent fife' $Jr000 bE'neflr-Aer - t. ~ 1 t h 'l" } - S .'l. T , t l J` 1 :r ~ W , ni• ~ S F ~ . ae erident L,fa Plan 1 w tr > r j, m.onth; premium fafE' P F ?tar , rt r; a~ 0r35 Dependent Life Puri 2 r t r«} r" f ~`y NOz65 di` ` 0 65 ` F.0 G for dependent life i's r s' yt c y r > v3 < t it@r.,f3rT7fly'per mOrlt'T jt111~3~,~~a~.it~~~;1~~3~1~1r~•~[~~19 t ~e p F DIoaaoo 'Iia QO- Iz oo 1 ~ '~9a 000 a; I r .9 df0~~ ~`~`l,fl 8d r 6$x,000 ''8 00 , ?r > 9 60 `r S70r000 ` ,.7 QQ "."',8;, 7 $60 oaa 6 QQ i zo , $50,000 S 00 z 6 OOx 540 000 4'00 4 $0` F $30,Oa0 3 00 j 60 , $20,000 2 a0 t :Monthly Cost by A;ge Groiifis~ -r~7t+;~'-s . ~ •e .e-a";r '-3scr~.,.:.,~-^r--r'- '1- z.`. ~3 --fir. :rt r ~r--z,..• , ' F i ; 5 tt Gt .s rC :tom ,4 -13~fr y~~-'3 M~. ~-.F.,'yri~^'~¢ H~ •t yy ,~t-•S z 4 t EF t t `ice tr ~F,IA;d'7 h i' R}' ' ~,~TF I r r r 7 t' p,~, "tt ry -y~..r - y i s +l r ? 7~.? ..v ! . . . s tia- i . +V, »..,.-.~a•w r 1 L ~(a~r ;:r ~ .J r . T 'S 7 '.`3 ~ r Z~. ~ 4 r .,i a r• 7 " 25 Oa" 38 00r 6G 00,,r 1n12f0r' ~i 53 0V r ~26e00' l y~r F r { , c s yy i'~t~rT! l+n y ,t r~ c nE ►a 5o zza o 4~zo 5 f i oa >3o~ ,i 17!4 0r 7 rz o -4a 12 a0 20 00' 4} 30 40r ' S2;80~~, m r 89 u0?" J'21`40' 20180 . I . 10 50 17 SO ' 26 60 °~6?a+ 7 F , 7 _'r <t a t s r, c t }8 4r#(): , 107 i 0 A` 1x79 2 f~. it yfQt ti ` , r ~.X2~ _z^»i,•t~~ ~ ,•~',?L ~~-,.r-w `t". `.s- f_•N, ;9 00~ 215,00 A r '22 80~ 39}6a , ~ 67 ~Q « 91,80 r, ~ 1:53°60 r r - .u.~... -3'.---::v ..t TL! __~L.-t • r 5-. r- 4~: S f T. n ._w .r17i~'' , t '7 50 ~r 1 Z~50~ l,r. :19 0Q X33,00 56 050' 12$'QO 7,L 6- 00• '.ih 20 , 26'40, 4~l 80 x~4 ` :G1~2d. +102 40 , +t Jam, so ~ t r, ~a, x ~ tea „ao>rFr ~1 ~ Sat a , 33 ~a * t -~:a~~aa ~6-so 7--T~ L1 l 3`40 --Soo s 7 6Uf 13 20 +2240?' x30,60 ~ Y 5,1x20 ' ~,i ~ ..fit- -+..i,. r`i~...~ rJ._ .a - t v. Z r .~...,_,.3..f ?F- •~S' .r2 r ? f+ ! } •{•t ~ - t'-_-~ ar~.~"' t '3._c•~ i .at- Hr. Sa :z s z SO i 3 f80 b0r ~ a ~ , , • 11 2b" ~ i S 30r r ff 25 GO ;.r f19'= i~• r~= i411iG ~PC Af: Iw t~ • I ~i Through Standard In the AINC Trust is able to offer an integrated long-term; disability plan covering LFOFF 11 and regular active employees. The employer selects either a 60% or a 67% benefit payment level following a 90- or 180-day waiting period. In the event the employee is disabled, benefits will be reduced by other disability coverage (i.e., workers' compensation? and social security) and paid to the benefit level selected (while disabled until age 65). Waith ig Period for Lire-Exis-thig Conditions Long-term disability benefits are not payable for men- tal or physical conditions in which the employee: (a) consulted a physician; (b) received medical treatment or services; or (c) took prescribed drugs or medications at anytime during the Pre-Existing Condition Waiting Period. The Pre-Existing Condition Waiting Period for em- ployers with •fewer than 20 employees is 180 days; employers with more than 20 employees have a 90- day pre-existing condition waiting period. No benefits would be payable for a disability due to a pre-existing condition if the disability begins before the employee has been continuously insured under the plan for (a) 12 months if the employer has more than 20 em- ployees, and (b) 24 months if the employer has fewer than 20 employees. Other 111311 FeM.-umi b Disability is defined as: Until benefits have been paid,for 24 months (12 months for safety employ- ees), an employee must be unable, as a result of sickness, injury or pregnancy, to perform the ma- terial duties of the employee's own occupation. Thereafter, an employee must be unable, as a result of sickness, injury or pregnancy, to perform the material duties of all occupations for which the employee is reasonably fitted by education, training and experience. b Employees disabled after age 62 can receive ben- efits beyond age 65. (See contract under Maximum Benefit Period for specific requirements.) 6 The plan includes a survivors benefits in which, upon death of the subscriber receiving LTD ben- efits, a lump sum amount equal to three times the monthly LTD benefit will be paid to (a) the surviving spouse; (b) any surviving unmarried children under 25; or (c ) any person providing the care and support of the spouse and/or children. '15 is 0 0 f, Sian. .4a :Insurance1~ t' J j•,+- rn s _ ^ :-Y ..F.1-..~ S +'r`'a.4-. '.~i-.•--Z ; :.Y..~--•-5-.~' 141..~C.F•. ~.r..-~v';'~'Y•..~-.-wt.,` •r-••w-••~~L-~ 'La 4 i ' c 4 1; J c` w t s i} zt • ~ r C 1 f r r~ r I F±h ~ 4 ' ' Y ] 4 Y~ tf rdLF 7 'ice r•ai r r 4+4•.. ~ i t.r . -y.'' t; ~ ;,«..~G~ t r''~ r ,r x'~W sl. ~ st, ` ti. ~ a r~~ ~ eF:•!; r. - r « { , - +El O Lion 1 60°lo Benefit } 90 d'ay Qlimina#ton 593' ' z k _ S _ ' _ t r r a r rk AN: n r , t• k r a.yw,_J rsr ~ . ( --t s ~--t4 vt ti as c ~ rr t'~ -h .J P Option 2 ,60% Benefit r,1 80da7'I'.eliminattnn i t • Jpf I 7-tJF S J J i s ? r, as w t ti' 3.0: r, +L' c eta q ~ . - L.F ,x r...~. t.t tl~ .1 e~ r s-I..a r• ~;~r ~ .>:r .~{'i,.~ F. •Y.•f r 1•iT t /S' i. ~.'Sr RI t h.x S=r x y,l iut'"'~ rYr4aS-.r S 'rl r Option 3 r G7 Beiiefiit K• , i' r ' 90 day elimination 00a r s r " 7 5go 17' {{{j22 T - •t -~1 r,.re. 1 i=J hr t S^~ ~~3 i+nJ•-.ri n ~'L. .t:..~~ r..G.`.~--.r.~"7.~ -.y 'L ----'^-•r/~- .S1 j..c-{• 'T'•ac..•~ 4 Option 4: 67°/p Beiiefit 180 day.elninatiQp ` 6 3°fo; $4 Q00~ , ` 5% h$75z ~ t~•. T e l' ~Y>: ~ - -S.~i1 ~r"=`t,- t+Y•! t Z 'T,~k f+ Entities with more than 1017 employees will fie indi.vidualiy undeiwritfen by 5tahdard ihsurooce = c e • 29 J 0 L' { . a r j i 22 22 1-3 :13 :1i Al •a"ll?IR~'rrcr,?. Program? Personal problems are a part of everyone's life. Some of these problems becorne too big to be solved alone and can interfere with job performance. Whether these problems are work or home-related, the results are the same: c Higher absenteeism P More on-the-job injuries P Lower productivity P Greater employee turnover P Increased medical costs due to delayed intervention Of course, all of these affect your municipality's over- all costs. Now you have a solution. The Employee Assistance Program -a confidential re- source outside of the workplace that assists your em- ployees and their families in coping with life's many complexities and challenges. Through the employee assistance program, employ- ees and family mernbers can access professional help by calling a 24-hour-a-day, 7 day-per-week toll-free number. The counselor on the other end will carefully assess the situation and arrange, for the individual to meet with a local professional counselor within your geographical area. The initial diagnostic and referral interviews are free to all employees and their families. If outside referral or continued treatment is required, fees are paid by the employee and often can be inte- grated with their medical insurance plan. • Confidentiality is assured by protection of the Fed= eral Privacy Act of 1974. Neither the employer or the AWC Trust will receive information on who is using the program. The employee assistance program ad- dresses a variety of concerns including: D Marital / relationship concerns D Family and,parenting issues ® Alcohol / drug problems P Financial questions P Personal / emotional concerns D Stress P Elder care D )ob/career issues D Legal concerns P 't'rauma debriefing The employee assistance program includes the following servicels: P Immediate help with crisis type problems. P Problem assessment and evaluation to identify the major issues and develop a plan of action for change. D Thorough knowledge of community resources and direct referral to the-best available resource when needed. D Follo+nr-up counseling to ensure change is taking place and that the employee/farnily member is sat- isfied with the referral. 0 A sample program introduction letter for the err ployer to send to employees and their family. • } :t l P Sample newsletter articles for use by employers for inclusion in the employee newsletter. D Posters for your worksite to help promote and re- mind employees of the program and its benefits. In addition to the basic assess and refer program, APS Healthcare offers expanded assessment and brief counseling packages which offers up to 5 or 8 hours of counseling services at very low premium cost. This would be an excellent enhancement to the existing medical plan which has limited mental health benefits. Additional benefits include: P Measurable results. National surveys indicate the employers will have a return of $4 for each dollar invested, based on reduced absenteeism and in- creased productivity. D An effective management tool, Now supervisors have an ongoing resource for dealing with specific employee problems, including problems they may not be trained to handle. Introduction includes a special supervisor orientation and program manual. P Enhanced employee relations. Increased morale, lower employee turnover, and a decrease in-the number of employee grievances are among addi- tional benefits reported by employers. 0 ,t, : ' ram'.. APSs.-tsta ce Pao .7 Lc) r, q (t4 t if S0% or._rnore of the employee Population are covered under an AWC ;'lirust medical, den4al`'* , • , ,z , j t n~ to yees who are insured on : vision, hfeJor long terms AWC's:Regence Blue Shield/Asuris . disabiilrty:plan Yt = Ufa ~lorthwest Health plans autoniati S i T ; , '31 67 r~ 30 : l j -3' SeSSion_ Program r ~S tF~ 167 ,c-ally have tl~e ? -3 sessior? prograrr? . ~p 1-5 Session.Rr.ogram 270 ineluded•for•no charge.- j '2 85 x' 2,85 14 .,Session Program r 11 T 1 Regence/Asuris, Plaeo , I t *y _ ~f, t, Buy-Up Option I (5-session) _ r X78 78 ; i 0 _ 93 ` r r Bu j-Up Option 11 (8` se~sinij}T ' _ 93 > { 4 If less than 509/0 of the'employee~'yr rt r} .`Sir, y ; , I ,:I)Oplllatlon areCObered>underaan "I 1 AWE YYus4>merdical, dental, f . lr ty' ;bision, life or long 1teran r r -Jl~ 4 i z I~` _ t disability plan:'r r 1 z pi -fir U7 _ I Of ' fj a ;r I ~ 1-3 Session Program J T67 r 4 1-5 Session.Wrograrn 4370` `470`=f 0' 485:x, 1-t3 Session 1'ragram Y' _ ri _ X185 T ry A~~ Note: premium rate is per family per month. L] z7 City of Spokane Valley Proposed Classification & Compensation Matrix GRADE ADMIINTSTRATION FINANCE LEISURE SERVICES COMMUNITY PUBLIC WORKS 1. DEVELOPNt 4 NT 2 3 4 S 6 7 8 9 1.0 Office Assistant I 1.1 Office Assistant Tl ]2 Administrative Asst. Accounting Technician Administrative Asst. Adnnistrative Asst Maintenance Worker :1 Maintenance 1'Vorker :11 13 Penult Specialist Administrative Asst Recreation Assistant Building Inspector I . _T4- - Plan 1i Assistant Planner Engineering Technician :Building inspector II ].5 IT S pecialist Plans E Examiner 1G City Clerk Accounting Mana er Recreation Coordinator Associate Planner Assistant. Engineer 17 7 g Senior Planner Associate Engineer 1 PW Maintenance Su t. Planning Manager Senior Engineer Iy Building Official 2Q 21 22 De~ut City Mann cr Finance Director Canrnunit Development Dir. Public Works Director 23 • • 2/5/20031 CITY OF SPOKANE VALLEY Proposed Salary Grades Prepared by Don Morrison Based upon AWC and Prothman Salary Survey Data ` Previously set by Council in consultation with Prothman Company +/1 22% Spread. 10% Grade Differential at Max. 5% Steps • • 0 CRY-of Spokane Valley Pav Plan City of Spokane Valley Pay Plan Alternative 1 22% Spread. 10% Grade Differential at Max. 4% Between Steps i 0 • 1 2/5/2003 0 Prepared by Don Morrison. Source 2002 AWC Salary Survey and City B et Data STAFFING/COMPENSATION PLAN COMPARISON • 2/5/20031 CITY OF SPOKANE VALLEY Mixed Comparable Survey Data 2003 Salary Ranges and Grades POSITION TITLE Deputy City Mana MIN MAX SPREAD - MIN MAX GRADE ger Administrative Assistant $6,666 $2 603 58,750 $3 346 0.76 0 78 $6,666 S8,750 21 Office Assistant II ` , S2,299 , $2;974 . Q.77 $2,655 $2,345 $3,413 $3,033 12 11 Office Assistant 1 $2,003 $2,584 0.78 52 043 52 636 10 11 5ecialist , , $3,081 $4,040 0.76 $3 143 $4 121 14 Cit Clerk , . , y Community Development Director S4,338 $6,250 $5,257 58 333 0.83 0.75 $4,425 $6 37257 $5,362 $8 SQQ 17 21 Planning Manager , -E..:.:__ ^d---- 18 VI A~Ssociate Planner $3,553 $4,490 0.79 $3,624 $4 580 16 15 sistant Planner , ! uilding Official 14 uilding Inspector 11 18 15 Building Inspector 1 $3,289 S4,269 0.77 S3,355 $4 354 14 Permit Specialist $2,821 $3,686 0.77 $2,877 , $3 760 13 Plans Examiner ' $3,820 $4,726 0.81 $3,896 , $4 821 16 Planning Te chnician , Finance Director ' ' $6,666 $8,750 0.76 S6,666 $8 750 133 21 accounti ng Manager 53,799 $4,836 0.79 $3 875 , $4 933 16 Accounting Technician $2,550 $3,274 0.78 , $2,601 , $3 339 12 Leisure Services Director $5,575 S7,265 0.77 $5,687 , $7 410 20 Recreation Coordinator S4,040 $5,173 0.78 $4 121 , $5 276 15 Recreation Assistant $3,098 $4,003 0.77 , $3,160 , $4 083 13 Public Works Director $6,666 58,750 0.76 $6,666 , S8 750 21 Assistant Engineer . Associate Engineer $4,016 $5,110 0.79 $4,096 $5 212 15 16 Senior Engineer $4,629 $5,977 0.77 $4,722 , S6 097 18 Engineering Technician $3 067 $4,040 0.76 $3,128 , 121 $4 14 Public Works Maintenance Supervisor $3,657 $4,545 0.80 $4,563 , $5 841 17 Maintenance Worker i , 11 Maintenance Worker II $2,872 S3,486 0.82 S2,872 S3,486 12 2002 Rates 0.78 2003 Rates is C 2/5/20031 CITY OF SPOKANE VALLEY Eastern Washington Comparables 2003 Salary Ranges and Grades City Mana er MIN MAX SPREAD MIN MAX GRADE g trative Assistant $2 421 8,750 $3 155 0.76 0 77 $6,666 $8,7 21 ssistant II , , . 52,4 12 $2,299 52,974 0.77 $2 5 $3 033 11 ssistant I iafist F $2,131 $2,768 0.77 , 52,174 , $2,823 10 rk 52,879 $3848 0.75 2937 $3 925 14 -n nity Develo ment Di t $368 $4,656 0.79 53,731 $4,749 15 p rec or $5.250 $8,333 0.75 $6 375 $8 500 2'i Manager , , lanner 17 Associate Planner 15 $3,158 54,118 0.77 $3 221 $4 200 14 Assistant Planner , , v~uuniy vnicid~ Building Inspector If Building Inspector I Permit Specialise Plans Examiner Planning Technician Finance Director Accounting Manager Accounting Technfcfan Leisure Services Director Recreation Coordinator Recreation Assistant Public Works Director Assistant Engineer Associate Engineer Senior Engineer Engineering Technician Public Works Maintenance Su Maintenance Worker l Maintenance Worker II $5,250 $6,500 0.81 $5,250 $6,500 18 14 $2,892 $3,802 0.76 $2,950 $3,878 13 $2,559 $3,412 0.75 $2,610 $3,480 12 $3,330 $4,127 0.81 $3,397 $4,210 14 13 $6,666 $8,750 0.76 $6,666 $8,750 21 S3,423 S4,449 0.77 $3,491 $4 538 15 $2,365 $3,088 0.77 52,412 53,150 12 $4,855 $6,303 0.77 $4,952 $6,429 18 $3,523 $5,076 0.69 $3,593 $5,178 15 $2,794 $3,595 0.78 $2,850 $3,667 13 $6,666 S8,750 0.76 $6,666 $8,750 21 15 $4,016 S5, 110 0.79 $4,096 S52121 16 $4,117 $5,412 0.76 $4,199 $5,520 17 .2,905 $3,898 0.75. $2,963 $3,976 14 $3,399 $4,166 0.82 $3,425 $4,925 16 $2,763 $3,289 0.84 52,872 $3,486 11 12 2002 Rates 0.77 2003 Rates 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Office Assistant 1 AGENCY POP. TITLE SALARY RANGE Kennewick Pullman Richland Spokane Spokane County Stevens County Whitman County Yakima Moses Lake Walla Walla Wenatchee Cheney Pasco 55,780 Office Assistant 24,540 Administrative Clerk 39,350 Clerical Assistant 195,700 Clerk 1 418,000 Office Assistant 11 40,066 Mail Clerk 41,300 Office Assistant 73,040 Department Assistant II 15.210 NCP 29.500 NCP 27,030 Secretrary/Raceptionist 9.200 NCP 33,010 Department A_5sistant I LOW $2,100 $2,075 $1,757 $1,705 $1,408 $1,121 $1,558 S1.869 NIGH $2,809 $2,524 $2,635 $2,129 $1,898 $1,817 $2,297 $2238 $2,378 $2,753 $1,905 $2.512 COMMENTS Lower positron Source: 21302 AWC City and County Salary Survey 2/5/2003 CITY OF SPOKANE VALLEY SALARY SURVEY 1/31/2003 POSITION: Office Assistant II AGENCY ppp, SALARY RANGE TITLE LOW HIGH COMMENTS pokane o"my ice ssstan Spokane 195,700 Clerk IV Kennewick 55,780 Office Specialist $2,182 $2129 Whitman County 41,300 Office Assistant $2,238 $2,990 Slovens County 40.066 NCP $1,558 $2,287 Richland Pullman 39,350 Support specialist $2,335 $3 502 Yakima 24,540 73 040 Adminisiralive Assistant $2,524 , $3,077 Moses Lake , 15.210 Departrnont Assistant 111 Community Development Clerk 52.04'! $?,458 Walla Walla 29,500 Secretary 908 $1 $1 $2,385 Wenatchee 27,930 Department Secretary $2.4 ,088 $ $3 Cheney 9,200 Adminlstraitve Clerk it 2,545 3,078 Pasco 33,010 Secretary 1 $2.329 $2,432 $2.108 $2,777 ,r Suer SOW-' 2002 AWC City and County Salary Survey 0 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Administrative Assistant AGENCY POP SALARY RANGE . TITLE LOW HIGH COMMENTS Kennewick Pullman 55,780 Administrative Assistant $2.613 $3 495 Richland 24,540 Adminlatralive Specialist $2.400 , $2 930 Spokane 39,350 Executive Assistant 2.,689 , $3 Spokane County 195,700 418,000 Administrative Secretary Office Assistant IV $ ,858 $ ,20 $ 3 Stevens County 40.066 Clerk/Secrntt+ry 1 $1 ,717 .32 $22.323 Millman County 41,300 Office specialist $1,859 $2,271 Lower position Yakima 73,040 Executive Assistant $1,558 $2, Layer position Moses Lake Walla Wake 16,210 Department Secretary $2.3f3p 390 838 $3,838 $2 t387 Wenatchee 29,500 Administrative Secretary $2,753 , 514 S3 Chaney 27,930 Administrative Assistant $3,080 , $3,779 Pasco 9,200 Administrative Secretary 458 $2 184 $3 -MEA 33.010 Seec retrary II . S2,463 , $3,260 N S2,;fTT- - 155 1/31/2003 SOWrr:". 0 2 AVV( City and County SaIM Survey 0 CITY OF SPOKANE VALLEY SALARY SURVEY 1/31/2003 POSITION: ITIIS Specialist SALARY RANGE AGENCY POP. TITLE LOW HIGH COMMENTS l)a ane ount% Spokane 195,700 ec nice uppo(p a 5l Computer Operations Specialist Kennewick Whitman Count 55,780 41 30 Network Analyst 1 $3,022 $3,452 $3.780 $4.611) y Stevens County , 0 40,1386 Computer SuppOrt S peclall6t Carnputer Support Specialist $?.2(18 $3,243 3 Richland 39.350 Network Tec;hniclantEngineer 1/11 $2,832 $2 833 $3,94 $5 131) Yakima Moses Lak 73.040 Computer Services Technician , $3,358 356 , $4,025 e Walla Walla 15,210 29 600 Microcomputer Support Specialist N $2, $3,233 .2 Wenatchee , 27.030 etwork!PC Specialist IS Assistant $3,102 $3 30 Cheney 9,7.00 NCP $3,0$0 $3,779 Pasco Pullm n 33,010 information Systems Specialist $3,019 $3,AH3 a 24,540 Intomalion Syst>ramc Specialist $?..537 $3,001 j*'- fV1,11 C-DWIlly -Saiiiry CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: City Clerk AGENCY POP, SALARY RANGE TITLE LOW HIGH COMMENTS Spokane ounly Spokane 195,700 County o City Cleric Flat Rate Kennewick r 55,780 City Clerk $3,718 $3 452 $4,631 $4 019 Whilman County Slevelcs County 41,300 40,066 Canty Clerk County Clerk , , $3,368 Flat Rate Richland 39,350 City Clerk $3,575 Flat Rate Pullman 24,540 NCP $4,143 $6,214 Yakima Moses Lako 73,040 15,210 City Clerk NCP $4,228 $6,141 Walla Walla Wenatche 29,500 City Clerk $3,320 $4,245 e Cheney 27,930 4 200 City Clark/Exec. Sec, $3,080 $3,779 , NCP Pasco 33,010 NCP $4.659- 1/31/42003 Suun.~c!2 AWC City and County Salary Survey 0 0 CITY OF SPOKANE VALLEY SALARY SURVEY 1131/2003 POSITION: Accounting Technician AGENCY POP. SALARY RANGE TITLE LOW HIGH COMMENTS . pa ane ounly cco li ► T Spokane 165,700 c n ng echnician III NCP $2,U15 $2,79r Kennewick Sl'ardiirie 55,780 Accounting Specialist $2 813 $3 495 , WhKman County 53,150 41,300 Finance Technician Finance Specialist , $2,672 , $3, Stevens County 40,066 Accounting Clerk 65$1 1 $1 729 $2 .77 Richland 30,350 Acaount,ng SpecialW $1.656 $2,271 Yakima 7:3.040 NCP 52,335 $3,502 Moses Lake 15,210 NCP Walla Walla 28,500 NCP Wenatchee Cheney 27.930 9 200 Accountlnp Technician $2 $ 951 Pasco , 33,010 Account Clerk Accounting Clark ."O $ 2. $ 9T3 p►:ll,nan 24,540 Sr. Accounting Speclatist $22.483 .403 $3150 $2.587 52r365 $3,.150 -'f ~ SourGO 20 0 0 2 AWC City anti Caunly Salary Survey 0 CITY OF SPOKANE VALLEY SALARY SURVEY 1131/2003 POSITION: Accounting Manager AGENCY SALARY RANGE POP, TITLE LOW HIGH COMMENTS Spokane county Spokane 195,700 ccoun an Accountant 111 $3.OT3 $4,146 Kennewick 55,780 Accountant $4,173 $5,119 Whitman County 41,300 Accounting Senior $3,838 $4,870 Stevens County 40,000 PV`1 A=unting Manager $2,523 $3,853 Richland 39,350 Accountant $3,829 Fla! Rate Pullman 24,540 NCP $3,4203 S5,i39 Yakima Moses Lake 73,040 15,210 Accountant Accountant 3,838 $4,607 Walla Walla 29,5013 ACrounlant $3 ,10t3 $3,957 Wanalchea 27,830 Stair Accountant $3,531 $4,500 Cheney 9.200 Accountant $3,509 $4,379 Pasco 33,010 Accounting Supervisor $3,028 $3,970 $3,742 $4,543 r3, ,4 Suur,:=~,; "i 0 AWc; City and County Salary Survey • CITY OF SPOKANE VALLEY SALARY SURVEY 1131/2003 POSITION: Recreation Assistant AGENCY POP SALARY RANGE . TITLE LOW HIGH COMMENTS po ►na County 419,000 MA Spokane Kennewick 105,700 55,78U Recreation Supervisor Lesium Services Coordin t $3,533 $4,398 Higher position Whitman County 41,:300 a or NA $3.312 $4,431 Hi her 9 position Slovens County 40.066 NA Richland Yakima 39,350 73 040 Parks and Recreation Coordinator R S3,111 $4,887 H Higher position Moses Lake , 15.210 ec ealion Leader Recreation Coordinator $1,889 $2,?.38 Walla Walla 29.500 NCP $2,521 $3,151 Higher position Wenatchee Cheney 27,930 20 9 Recreation SpeciaMl $2,582 57,%8 Pasco 0 , 33.010 Roc:reatlon Coordinator Recreation Specialist $2,721 $3,513 Higher position Pullman M 24,540 Recreation Suparvisor $2,727 $2,787 $3,597 $3,394 Higher position Souro -w-2 ,N"'.C l,-;ty t111-t Coif ty Siirir y S,Jrvi,y 0 is 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Recreation Coordinator AGENCY POP. TITLE SALARY RANGE LOW HIGH COMMENTS Spokane County Spokane 4 185,700 ecrea on rr~rn►n oor ►na or ParWRecreatlon Division Manager 4 Kannewick 55,780 Leisure Services Manager $ ,576 $4 499 $5,700 742 $5 Whitmar► County 41,300 NCP , , Stevens County 40,066 NCP Richtanci Yakwna 39.350 Recreation Program and Facility Manager $4,143 $6.21" Moses Lake 73,040 15 210 Recreation Program Supervisor $3,007 $3,650 Walla Walla , 20.500 Recreation Supervisor Recreation Supervisor $2,873 $3,716 Wenaiclice 27,930 Recreation Supervisor $3,011 $3 784 $3,843 $4 644 Cheney Pasc 9,200 Recreation Division Manager , $3,148 , $4,153 o P1 Illtnan 33,010 Recreation Services Manager $5,330 24.540 Recreation Superintendent $3,384 $4,136 mr-AN $3,523 Higher position Higher position Higher positlon Higher position 1/31/2003 S„urc►~rJl)~' Utv ar'-1 (At.r'ity S.ji~}'y ~u'~ey 0 CITY OF SPOKANE VALLEY SALARY SURVEY 1131/2003 POSITION: Permit Specialist SALARY RANGE AGENCY POP. TITLE LOW NIGH COMMENTS Spokane ours y Permit oc uiic an Spokane 195,700 Permit Coordinator $2,615 551 $3 Kennewick 65,780 NCP , Whitman County 41,300 Building Permit Specialist $2 026 $2 975 Stevens County 40,066 Building Permit Specialist , $2 318 , $3 302 Richland 39,350 Permit Speciallst/Piana Examiner , 53 783 , 644 $5 Yakima 73,0+10 Permit Technician , $2 510 , $2 988 Moses Lake 15,210 Building and Planning Technician , $2 447 , $3 059 Walla Walla Wenatclvee 29,500 Permit Coordinator . $2,543 , $3.245 Cheney 27,930 9,200 Permit Specialist NCP $2.841 $3,289 PaBco 33,010 NCP Pullman 24,540 NGP mr-Arm S2.559 $377- 1. 11 - 0 jej~' CITY OF SPOKANE VALLEY SALARY SURVEY 1/3112003 POSITION: Building Inspector SALARY RANGE AGENCY POP. TITLE LOW HIGH COMMENTS Spokane County 418,000 Budding/Firn Prevention Inspector $2 652 $3 576 Spokane Yakima 195,700 Certified Inspector , $2,615 , $3,551 Kennewick 73,040 55,780 Code Inspector Building Inspector 1 $2,988 $3 032 $3,5138 057 $4 Whitman Courtly 41,300 Building Inspector , $2 623 , $3 853 Stjovens County 40,08$ Building Inspector , $2 267 , $3 234 Richland Pullm 39,350 Building Inspector , $3,111 , $4,667 an Moses take 24,510 15,210 Building Inspector Building Inspector $3,150 $3,843 Walla Walla 29,500 ComWnMion Building Inspector $2,910 $2 952 $3,638 767 $3 Wenatctme Clrmey 27,930 9 Inspector , $3,255 , $3,994 Pasco ,200 Certified Building inspetAor $3,017 $3,6617 33,010 Building Inspector $3,019 $3.083 SU'.1f1:~' '~llj~' j;t,N(; (_;ti of;t: (;t)tJf1t Lral- r" 5' c1 ~ ~urv~ ~ • • CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Plans Examiner AGENCY POP, SpokarteColi-rity Spokane 418.000 Plans am net Kennewick 195,700 Plans Examiner 55,780 NCP Whitman County 41,300 NCP Stevens County 40,066 NCP Richland 39,350 NCP Yakima 73,040 Plans Exarnirx ►r Ills Moses Lake 15,210 . NCP Walla Walla 29,500 NCP Wenatchee 27,930 NCP Cheney 0,200 NCP Pasco 33,010 NCP Pullnnan 24,540 NCP SALARY RANGE TITLE LOW HIGH COMMENTS ,Oc.(Do 40,ru1 $13,779 S4,506 Plat Admin 53,123 $4.115 .TTr Nola: Many municipaiitie6 have quaff led senior building inspectors perform plan review, or contract to architect for big projects 1/31/2003 . . n~~r~c: c;~ly a,~~1 C~,urity Sal;,r~ 5~► . rvey CITY OF SPOKANE VALLEY SALARY SURVEY 1/3112003 POSITION: Associate Planner SALARY RANGE AGENCY POP. TITLE LOW HIGH COMMENTS Spokane oun y annoy 195,700 City Planner II $3 441 $4 285 Kenneick Kennewick Whitma n County 65,780 41 300 Associate Planner , S3,638 . $4,870 StOven Stevens County , 40,066 Joumey Level Planner NCP $3.174 S3,340 Richland 39,350 Planitier $3 429 $5 139 Yakima 73,040 NCP . , Moses Lake 15,210 Associate Planner $3 012 $3 765 Walla Walla 29.500 Planner , $3 133 , 798 $3 Wenatchee 27,930 Community Planner . , $4 t84 Cheney 9,200 NCP , Pasco PuAr 33,010 Associate Planner $3,019 ,983 $ $3 nan MEAN 24,540 Assistant City Planner 3, 3, 983 'TTF Suurc,= ~ 1102 Nh(-': Dty -'Md County Sa!ary Surrey • CITY OF SPOKANE VALLEY SALARY SURVEY 1/31/2003 POSITION: Maintenance Worker it SALARY RANGE AGENCY POP. TITLE LOW HIGH COMMENTS Do ane oilfitY 418.000 Road Maintenance pee a ist 1/11 ST 4Tr -rn%T' Spokane 195,700 Street Maintenance Operator II , $2 363 $3 083 Kennewick 55,780 General Craftsworker . $3.292 . $3 625 Willman County 41,300 NA , Stevens County 40,0813 Road Technician 1 $2,803 $2 9N Richland 38,350 Maintenance Worker 11 $2 903 , $3 338 Yakima 73,040 Street Maintenance Loader . $3 065 , $3 671 Moses Lake 15,210 Maintenance Worker , S2 568 , 208 $3 Walla Walla 29,500 Maintenance Worker II , 543 $2 , 278 $3 Wenatchee 27,930 Utility Worker , $2 949 , 414 $3 Chaney 9.200 NA . , Pasco 33,010 NA Pullman 24,540 Maintenance Worker $2,718 $3,309 MUR $2.763 2 SOU[('W;.) A.I.W. (Ay i (Il: C(~Ut1tY CirJlc3f~ SUfJI+y CITY OF SPOKANE VALLEY SALARY SURVEY 1131/2003 POSITION: Engineering Technician AGENCY ppp, SALARY RANGE TITLE MIN MAX COMMENTS ljo ne uun y Spokane .118,000- 195,700 g neertr►g In man 11111111 Engineering Technician [it 52.329 -74"Ar Kennewick 55,780 Engineering Technician Il $3,842 $3 123 S4,425 $4 181 Whitman County Stevens Count 41,300 40 06 Engineering Technician , $2,407 , $3,535 y Ricl►land , 0 Engineering Technician 11111111 $2,803 $3 112 Yakima 38,350 Engineering Tectinictan 111111 $2,560 , $4 667 73,040 NA , Moses Lake Walla Walla 15,210 29 500 Engineering Technician II E $2,910 $3,845 Wonalcheo , 27,930 ngineering Tec►iniclan Engineering Technician $2,809 $3,585 Cheney 9,200 NCn $3,272 $3,787 Pasco Pullman 33,010 Engineering -rechnician $2,780 53 869 1GIEAN 24,54() Senior Engineering Technician $3,309 , $4,032 fl r CITY OF SPOKANE VALLEY SALARY SURVEY 1/3112003 POSITION: Associate Engineer AGENCY ppp, SALARY RANGE TITLE LOW HIGH COMMENTS Spokane oun y n Spokane 195,700 glnoer Associate Engineer , Kennewtrrk 55,780 NA $3,533 '54,398 Whitman County 41,300 NA Stevens County 40,006 NA Richland Yakima 39,350 Civil Engineer 1/11 3 111 644 $4 Moses Lake 73.0-to 15,210 ProJect Enginew Design Engineer , $3 5,848 , $4,612 Walla Walla 29,500 NA $3,386 $4,233 Wenatchee Cheney 27,930 9 2 Associate Engineer $3,674 $4 253 Pasta . 00 33,010 NCP Associate Engineer , Pullman 24,540 NA 53,520 $4,657 SOItrCC~{1J: AWC: t;!ty ailc1 Cnt.i;icy Satvey • • CITY OF SPOKANE VALLEY SALARY SURVEY 1131r2003 POSITION: Senior Engineer SALARY RANGE AGENCY POP. TITLE LOW HIGH COMMENTS Spokane, oun y 4418,000 nginear 480 49- Spokane 195,700 Senior Engineer . $4 021 .36,0 $4 997 Kennewick Whitman County 65,780 41 300 Project Engineer , $3,824 , $5,119 , NCP Stevens County 40,08$ NCP Richland Yakima 39,350 Civil Engineer III $4,553 $6,830 Mazes take 73,040 15,210 Senior Engineer Proleci Engineer $4,442 S5.398 Walla Walla 20,600 Utility Engineer $3,754 $4,692 Wenatchee 27,930 NCP $3,979 $5,076 Cheney 9,200 NCP Pasco Pullman 33,010 Utility Engineer S3,888 S5 13$ ' 24,540 NA MEA 7)-.M - '01J.' AWC City aryl County Salary survey • • 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Public Works Maintenance Supervisor AGENCY ppp, SALARY RANGE TITLE LOW HIGH COMMENTS SPaKane County Spokane 195 700 fie Maintenance .5uperIntendent $4,262 , - Kennewick , 55,780 Street Maintenance Supervisor Malnt1tn tnee & Operations Su S3,459 $4,734 Shoreline 53,150 pervisor Public Works Maintenance Su pervisar 53,824 5,419 Whitman County 41,304 NCP $4,477 $ 55.449 Stevens County 40.060 NCR Richland 39,350 Streets Supervisor Pasco 33,010 Field Manner $3,426 $5,139 Cheney 9.200 Street Supervisor $5,535 Flat Rate Wenatchee 27.930 NA $3.017 $3.667 Walla Walla 29.500 Street Supervisor Moses Lake 15.211) Street Division Sut rviaor $3.531 $4,506 Yakima 73.040 Street and Traffic Operations Mana $3,356 $4,195 Pullman 24..5A0 ue3r NCP $4,898 $5,954 zJ5r2003 ~!?IJ(i;t? ` (1? iir YL. idly ar:(: C :jwlly CXw) j(,IfVr'i CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Office Assistant I AGENCY POP, TITLE SALARY RANGE LOW HIGH COMMENTS Gei,e:uc t-00 office AmnlDtant - Dall1ngjj4at roil, 590 _ Office Ana.lgtailt Z $2 , $3, 201 Bur:ur. 31.830 SeerCt'ary/k eeoptionint $1,936 31+1 riveret.r 95.900 Office Assintant $2,300 62,796 Pederal way 83,R9u Oftice Teehiti.clan :I $2.352 S2.555 Kennewick 55,'T80 t?ff-ice Aatllt3tant: $2,403 $2.836 Lakewxs 581190 Office, Aaalat anm $7,100 $2.805 1111! lman 24.541) . AdruiniatzACive Clerk $2. 283 $2, 782 Richland 19.35u Cloric~tl Advintant $2,075 $2,524 Saltmaminh 34,560 3tiitre litlnSDkatit $1,' 57 $2,635 S}tor$lJnn 53.1.5o Mminiotrat.Cve rtjnintrartt l 02,251 $2,854 Spokane 195,700 Clerk I 5.n.,475 63.OL2 :=PO"lle County 416.003 Office Apuiat-attt: 1 1 $1.705 P2.129 St even, r_oidntY 401U66 , Mat.l Clerk $1,406 $1, 848 Univernitr Places 30. tAtt t7CP $1,121 $1,817 UMerpogffan WhItntan c.,owlt:Y 41.1Uo Office Asaistnnt AftiA2i Sl, 558 S:t, 297 $2.043 71:.S04 Sattrl:0. 2W2 AWc 0 city and County Salary Survey 0 1129/2003 9 1 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Office Assistant II AGENCY POP, SALARY RANGE TITLE LOW HIGH COMMENTS :1.. _A~ie ~'vunr.~ .ti 1~ n1;p U! : , .ce ?.naigtant i7 abl Sl syx}knnr 7it0 Clerk Zv , , L1,(i98 1ieLlr~ue 111 500 Sr. rtffice Anaintant 52.162 $2. B29 hver:?r.t 95,900 (3f lice 3echstlc:ia:t §2.592 $3.716 1 irad~rAl Way 83.8911 AEhi.tlistrative ADnlatant :I $2, 59?. $3,147 Bell ingluuu be , 890 Of►ice_ 11,as,aLanC Z11 _ $2.653 $3,131 La kerwocni S8,190 t4r_ P $2,314 $2,762 f'errrr_uie;c 53,7A0 Otfice Specialist $2 238 $2 996 ellttr. 53,150 Acimiitistral:xve Anotmanr 11 , $ 3 . . „rhltMAn County -51,300 of five Affaiatarlt: 8 , 3 , SLevests county 40,066 NCY $1,558 $2. ?97 6=. HIChland 39,350 Support fpecialiat Sammaminit 34,56o ?t_.r P 315 $3, ,02 BLViett 31.8341 ?lrp University Place 3tt, 190 Office Assnlatant 11 Puiloran 24.'}40 1WruiIli Rtrative Aenistant $1 .r, ;~77 $2 524 $3, Ot19 µ3 077 , , M8A?t 974 Source, 2002 AWC City and County Salary Survey 1120/2003 0 0 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Administrative Assistant AGENCY POP. SALARY RANGE TITLE LOW HIGH COMMENTS eel lr. rug- 1_ 5U:► s d ~~l.i r•.ghan~ , $ f r. A mi11tat•rati.ve -hor.46manL v3.2li:~ 5a, 5j1 , Burinn , E39Q A4milllutrdtlve Seerrr.ary $2,603 S1, LOS E'varott 31.830 D6partmant AraLutAnt r ,r2. 830 $3.441 . 95.90() iJCp rederai way Kennewick $.1.119(1 1 Adntil3intj'ativd Asei.atttrlt 11: S2.85,7 $3.372 Lakewoo-1 5 4.70o Adminiatrat:ive Aneiatant $2.613 $3,495 Pullttlan 58,19f) Administrative seurataz Y ~ 839 $3 ~ra'4 Kichland 24.540 Adminiatrati.ve gpeci.aliat $2,400 , $2.930 3aror+lamiah 39, 35U - Ekecutive AmniatanL &2. 56P N54 S3 Shoreline 33. rrJ , 00 7u3minint:rat.ive Anuistant $3, 307 , $4.04.4 Spokane- 5.1, 15u Actniniatrative Asniatant III $3,D15 SI,674 J .,kane County 195,700 416 000 Administrative Secretary O $2,658 03,299 rtevelln County , 46, 466 ffice Annintant.: IV C:!@tk/sAcrnta $3,717 $2, 323 Univtxaity Place 30,190 rf Alittrisilnt. rat 1--re Aroninratlt $3.659 $"1,.71 Whitman Coustl:-y 41.100 Off.ire !3por_ialiat $3,239 D4,100 $1,5a8 $2,247 MEAft 2,60T S;t, 346 sour , AWC City and C;ounly Salary Survay • • 1/29/2003 • ' Lower position Lawor position CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: MIS Specialist AGENCY POP, Ep'.)kane Caul;ry Spokane He I I e%%,_. Rverert ,ederal Way Hel I inclham Lakawood XtI11I;ew i ck NhQreline WhitM411 (.CJW ty GLQVe:lts County R 1 ctrl And EsImmamia31 iduzian Un1.•reraily phyla Pul}man SALARY RANGE TITLE LOW HIGH COMMENTS 418, 0(10 Tt1vhr17 CIL supprji t. spet_•iaa: lilt 1.95.700 Crunputer uperatrirarsn Specialist 111.500 Workutatiun Support Speci.allat 95,900 Client Ses-vicen Technician 83.090 Information Syuteme Coarslinator 68,890 Technical Cupport Speciallat 58,190 NIS Rngineer 55, 780 Network Rs:al.yat 1 53, ISO romP%1t:e1'/`?jetw0zk speclal int 41.300 Computer Support Specialint. 4U.066 Canyuter Support 11pcria116L 1913so Network Trchniciar.!trig ineei• 1/_r 34.560 NCY .1t.n30 NCP 30,190 rntormatim Technology 5pecial int "4, 540 . Information syjst.enn spociallat 52.523 $3.404 $3,02: $3.)60 $3,283 $4.531 93,147 $1.8,79 $3,232 61,816 $3,495 $41,173 $3,975 $4,944 $3,453 "4,619 $3,586 $4.3U.1 $2. :on $3,243 $2.832 $3,945 S2. 933 G5,!39 ;r3, 001 $3, goo $2.531 $3,091 1/2912003 SOUtc:e; 2002 AWC City and County Salary Survcyy CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: City Clerk AGENCY ppp TITLE SALARY RANGE LOW HIGH 5pokat~e •,wv Gaut►ty Inr 1 M. 70t) C't e COMMENTS 3allovue Everett 111,5Uo ' y fork NCP S3,718 55,833 54 631 - f=lat Rate Ferjorai Way 83 890 clly Clerk , DCM Duty %ilingt►arri , 890 x City Clark $4.441 $8,775 Lakewuo4 58 190 ' NA $4.918 $5,1105 Kenr*wirh , 55 780 City C*k/Gonraral Services Dir Shoreline , 53 150 . City Clerk $5,349 S8.519 Whitman Count y , i City Clerk $3,452 $4,014) Stevens County 3 10 06 Cthinty Clark $4,7(}6 $5,728 RiOlona SaMma,nish . 34' 350 0, 3550 County C*k City Clark $3.568 $3 87 1=1-11 Rate Burion 3 91 R3830 0 City Clerk S4,143 , 5 $6,214 Flat Rate Untvarally Place , 30 t 40 NA $4,049 $5.112 Pullman ' 21 540 City Clark , NA 54,268 S5.403 t 50utl_~ 2002 AWC City and Ca►mty Salary Survey 0 0 aR, 63jo SS 2, 1120/2003 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Accounting Tochnician AGENCY POP. SALARY RANGE TITLE LOW HIGH COMMENTS S;w w4 Hors v Spokane 185,7(x1 --wrruutp I evinic:ian-i NCP U Eve(eUe varett 1111,5(}0 Accounting Aasoclate way et 95.9 00 Accounting Technician $2.692 $3,718 Bellingham 83.890 Accounting 'Technician II $2,855 S3,474 Liake wd Laketikcrud (18,89) At:caunllrrg Assiktnnl III S3.07© $3 Er30 1{ en~>n~+ick 58,190 Accounting Tectsnic:ian II 52,453 $2.f129 Slir~rdlbw 55,78117 53,150 ALCOCmtlrlp upec:Wllst FlculnCr Technicia $2,839 $2.613 $3,459 $3,495 Whllnwin County Stevens Ctaunt 41,300 4 n Finerx.e Specialist $2,872 $3,4!95 y Ric1~IRnr1 0.U86 Accour7 wtg I~lerk $1,851 $2.729 Samrn13n11sh 39,350 Accrjurtling SWI.11st S1,689 $2.271 Burner, 34,5W Flnai o Si c 'lattpt I $2.335 $:i.S07 University Place 31,81 30 itip Accountintl Asnistent $2,603 $2 707 S3,4p0 t'crtiman , 24.540 Finance Specialist Sr Accountin S e i li . $3.002 S3,290 53,800 -MEW g p c a st $2.587 $3,150 1/20/2003 _•ui~ n1rJc:: t:i;; .~~riJ CnuT ly Ss~1.1ry Surrey CITY OF SPOKANE VALLEY SALARY S UR VEY 1rx 9iaoo3 POSITION: Accounting Ma na ger AGENCY ppp SALARY RANGE , TITLE LOW HIGH COMMENTS i}a ar►~► my Spok.wie cr:aunt►►r» I3gllevim Belle 195,700 111, 500 Accountant III Senlot Financial Anal st r S~3,123 $5,11 ~ it FuderW Way 95,900 y Accountant I S4.tN34 $5,525 Bell►r~h,7rn tia 83,890 Finamial Mar moment Supfrrvfaor $3.847 $4, Lower position Lak~o tlti,8911 Acanuntant 1/11 $4,347 131 $5,23'1 Kannewtuk 58,190 Financial OPwatians Manager 2 54,487 Lower position Shoralrr►et 55,780 Accountat►! $4.38 54,3118 $5.340 Whitman county 53,150 41 300 Financial Operations Supervisor $3.8 $ 3 54,870 Ste3verne Crnrnly RicMlarid , 40,006 Acewnting Senior PW Accountin Maur D ~lw 2.52 52.523 $3.853 S3,8 SamrnamIsh 38,350 Arcountmt 20 S3,A Plat Rater surien ~,5W htCP S3,426 55.139 University Ptace 31,81io 30 t90 NCP Putirnon . 24,540 Financial Anatybt NCP S3.880 54.88E3 .,(I ,r J! 2 AV"T, C►ty and County Salary survey ~ i • CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Recreation Assistant AGENCY POP, spoKar.9 ()un;y TITLE SALARY RANGE LOW NIGH COMMENTS Spokano Bollevue 195,700 111 600 Recreation Supervisor $3.5&1 $4 3.98 Everett , 95,900 Recreation PrNram Coordillwar Recreation Leafier $3.810 . $5,257 Federal Way 83,590 Recreation Coordinator $2,352 $2,855 13eellingham 08.800 Re3crealion Cuordiruator $3.568 $4.211 Lakewood 58,190 Recmatlun Coordinator $2.762 53'207 Kennewick 55.780 1_esiura Stervtces Coorcllnaiar $3,134 $3,81g Shcuotlrto 53,150 NCP $1,312 $4,431 NAtman County 41,300 NA Slavens Coerrtly 40,066 NA 1310%land Sanrnrnamistl 39,350 34 5811 Parks and Rocmation Coordinator 3, t 11 681 4 Buhen , 31,830 Recreation Cotsrdljlator Re Lreatlon Spe3c1tt1tst $3 3, 207 $ , $4 t3t3~ Untverstly PjaCe. 30.190 NCP $2,503 $:1,042 Pullman 24.540 Recreawn supervisor $2, 767 $3,394 Higher posilwn 1•110her posrtlon Higher position higher position 1 /31 /2003 sa / lit;y :7117Vt•.'~ • i CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Recreation Coordinator AGENCY POP, Po c?rle oi.lr►ty Stx►Icar?es 418.001 195,100 ucrea on Pro-grain Coot ina ur PorWRecreaoon Division Mana er 53,632 lle flnvue 111,51 00 g Community Services Supervisor $4.576 421 $4 5,700 S $6 101 Ev►irall Feclaral Way 95,9m 83 BW Rec.rutlon Coordinator , $3,889 . $5,060 Bellingham , 613.11911 Recreat►uii SuMrviaor Recreation Manager $4.137 54,862 Lakewood 58.180 NGP $5,051 $0.033 Kennewick Shurellne 55,780 Leisure Services Marar ge $4.490 $5 742 53.150 NCP , Whitman County 41,30() NCP Stwifinis County 40,060 NCP Ricfuland sari ialarni~h 39.350 34 560 ROGreetion Program and Facility Manager r y d $,214 duNe3n , 31 830 Parks and Recreation Manager $4 ,549 $55,744 University Place , 30,1 Do Recreation Supervisor Recreation Supervisor $3.570 $4,350 Pullman 24,1540 Recreation Superintendent $3,355 S3,394 34600 b4,13e SALARY RANGE TITLE LOW HIGH COMMENTS 1-11oher position ftt)er positlnn Higher poaill► I-iiyher position t•ligher position F lighe l position 113112003 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Permit Specialist AGENCY ppp TITLE ~ ant .c►w i y Spokane 195 700 crrm oc mclan Bellevue , Permit Coordinator Everett 5 t 0n 00U00 ~ Ptffinit Pracessing Tachnician ' Fatleral Way , 83 690 l ermimevelopinenl Counter SpeclaGst Bellingham , Deyflloprnerit Specialist l.aknwrxtd 68,H9t) 58 180 Ptrrmit Tortlr►Ician Ktrrlnrnv►nlC , . 55 760 Permit Specialist 9htirellne , 57,150 NCI? NCN Whilnlan County St«yel IE Cuurily 41.3W 40 t Building Permit Specialist Rict trend , )6t) 30 350 BuOding Permit Specialist Sa►rinlamistl . 34 580 Parm't SpociOlisiManu Examtner purien , 31 11:30 Permit Coonllrlalor University Plr ► , .30 191) Penn Permit Technician Pullman , 26 540 PerMIL11 Specialist , NtCP SALARY RANGE LOW HIGH COMMEN't'5 •,ww $2,615 ~l.,pp~ 63,551 S2,9T:i $4,102 $3,147 $3,821) 53,078 S:3,63() $2,762 S3.297 $2,953 $3,599 52.020 $2,975 $2,318 $3.302 $3,7133 $5,644 S3,207 $4,04U $2,865 $3.482 $3,002 S i,8()0 guar i~J2 AWC City and County Salary Survey • • 1/2912003 0 CITY OF SPOKANE VALLEY SALARY SURVEY POSITION; Building Inspector AGENCY POP. TITLE SALARY RANGE LOW HIGFI COMMENTS Bu.r# en Federal tita}• ~ -tt~peCt.ur , Lakrwr~ ,890 U3,690 l C:gtnbination .Ina tj).nCtot $,6 , 3 ~ r ,1~t: Sattvr6imiu}t Sh. 190 Coetbi.nation InaPeCtOr 63,938 $4, b49 stt~~rcllna 34,560 bul •Idt ng jtlapeCL.or $3' Spy ~s, JO1 U11ivartt.it:y plrce S3, J.50 30 190 hrojcc` InnpacLor tI $.t. 6Q4 04 059 S~, S49 $4 9 . Bellevue 111.5110 8u:lciinc3 IndPrctar tnapector . $3,555 , 7 3 $4.500 Bellingham kvet'ntt t: f3, 890 Building Inspector I/Ir $3.916 $5,013 ~-~iiteWick 95,90o Building luragector $3,297 $4.381- V+t:l Iman 55,790 Auildla 9 2x30t=or Z $3, 664 04.01)5 Richland an 74.,417 flu l'1. lirlr3 inapcct~yt $3, 032 $4,057 `~puisa 39, 350 StAldinq inapertor $1,1%0 $i, g41 9r.,~~b L'~atte County 195,700 41 t:nrt t fire! lnapeat•or $3.211 $4,667 Stoven• County 8,000 40,066 thi i 1 ding/Fire Preve..,1t ion 1. SPector R i 52,625 5%2 5S3 $3,551 $3 Nhlrawn County 41,300 u ldlug Intl « P-ctor 6u_ ldl ng t'nwpect:nr . $3.267 .47$ $3,234 M13~1N $2,623 $3,853 '.289 $~.=63 1129/2003 Shur , :'1,r1~ AWC Qly attd County Salary Survey • • • CITY OF SPOKANE VALLEY SALARY SURVEY 1/29/2003 POSITION: Plans Examiner AGENCY POP SALARY RANGE . TITLE LOW HIGH COMMENTS po Pane oun y Spoka+1R laver xarrrinrir Bellevue i~iCi,7gQ 1 11.5DO Plane Examiner Pions Examt,"r S3. 779 5 o $ ,~5 Everett V5,900 NA 305 $ ~=.05 5 S5,511 Ferloral Way Bellingham 81,800 Pions Examinor/inspeclar Lakuwomi 68.890 Plans Examimr 3 .749 4, 425 Keru►ewlck 58,100 Plane Examiner .934 $ 3, $ 099 , 55,780 NA $ 820 53,620 056 $4 S4 ©5t3 SiwreRne WhJtman Count 5~;,150 41 Flans Examiner II S4 , y Stevens County ,300 4o NCF' ,159 S5,O60 Richland ,(w 39 350 NCP samcnamish , 34 560 NA Plat Admin. BUrien , 31,830 Plans Examiner NA S4,282 $5.418 Urilvvrsily Plot: Pullman 30,199 Plans Examiner/Inspector 24,540 NA $3.555 $4.500 Swuru-e: 2002 AVVG City • i ~ CITY OF SPOKANE VALLEY SALARY SURVEY POSITION: Associate Planner AGENCY oi)uKane UGUnty Spokane Bellevue Everotl Foderal Way Bellfngriarn Ltskewmi Kennewick Shoreline Whitman County Sterens C()unly Rrchtland Sammanprsh Burien unlyumily PWCe Ptillrnan POP. TITLE SALARY RANGE LOW HIGH COMMENTS 1/2912003 -,.a,vuu 195.7(X) rrannar I & II City Plannef it ' i t 1,5(,lp Assc)ciala Plaruter $3.441 S4,285 95.9110 ~soctale {Tanner $.1,(10a $5,575 83,890 Associate Planner $3,829 $4,656 68'syn Plantwr II 53,749 $4.426 58,190 Assnc:iata Planner $3, 751 54,487 55,780 Asnoclate Planrwr 3 . (372 72 $ $ , 641 475 53,150 Planner II 6 3 . $41, 87(1 41,3QU Journey Lowe} Plarumr 53,861 S~t,ti9~ 40,066 NCp $3,174 S3,340 39.350 Planner 34,560 Aasoafate planner S3.426 $5,1 3~ 31,83x} Planner b3.d7q S4,82.? 30.190 iUsoclato Planner, $3,712 54:513 24,64o Assistant City Planner $3,555 $4,5W S3,t?01 $3,65(i Scat:', AWC City arut rotmty Salary Survr;y 0 0 0 1 CITY OF SPOKANE VALLEY SALARY SURVEY 1129/2003 POSITION: Maintenance Worker II AGENCY POP, TITLE SALARY RANGE LOW HIGH COMMENTS F,ii ;cr.ct -Quit y Spokane 195,71x0 oa altti enan{:e pct ' a a Street Maintenance Opordlor II Bellevue 111,500 Skilled Worker $2,303 $3.083 EveWt 95.900 LIWIty Laborer $3,005 $;},77'1 Federal Way- B ll 83,890 Mlainteitanc:e Wacker 11 $2,592 $3 151 53,147 $3 876 e ingham Lakewood 68,890 58 190 Skiller Worker Ull , $2,762 , $3,405 , NCP Kennewick Shoreline 55,780 General Craf1swarker 53,292 $3 5 "'tilmart county 53,150 41 3011 Pultlic Works MMIlartanc:e Worker II S3 ,148 , 85 53,855 , NA S(evanf, County Richland 40,006 Road Technician 1 $2,80;3 $2 996 Sarrrmamiat: 39,350 34,53() Ma)ntananro Worker II M441lonanro Worker $2,903 , $3,338 Durlen Unlvemlly Ploce 31,830 30 flarkb Maintenance Wofker $3,207 $2,860 $4,049 $3 597 Pullman ,190 Maintenarico Worker II 848 $2 , 3 382 24,540 lriaintenance Worker , 52,718 . $3,309 lUf Dk Source; 2UU2 AWC City and County Salary Survey is 0 0 CITY OF SPOKANE VALLEY SALARY SURVEY 1f29120Q3 POSITION: Engineering Tectlnician AGENCY POP SALARY RANGE , TITLE MIN MAX COMMENTS cw rune County Spokane t 1 95 700 inecru 1 eLnnir,.ian 2 24G- 8nllovue . 111,500 Engineering Technician III Engineering TeOni i , _ $3.042 . , $4,7'15 Everett Federal Wa 05,900 c nn Engineering Technician 53,450 $4,761 y Bell"hern 83,890 EnOinesriw Technician $3,474 $ .1,221 L:flcev,•nrsd Lakewood 08,890 ' Senior Surface Water Technician $3,202 3.61 $3.818 Kenriewick : iA,it~ Eriqine wing Technician II E3,105 $3,7Q7 Shoreline ~k.780 Engineering Technician It 3,326 $7,p53 WhilmAn County 61.1.% q :1pO 3( NCt~ $ 5:3,12:1 S4,ig1 Steven>x Cuunty iclcle~r ►(1 i, 4 , Enginefering Technician Engineer irig To± c tuuclar~ UlUlll R $2.407 $3,535 Samnlain►ah 30.350 Engineering Technician Iulll $2.803 $3,112 Burian 34,500 NCP S2,509 $4.887 Univerr,ily plum 31.83U 30.190 Engineering Teclrnic:ian NCI $3,107 $3 776 Pullman 24,570 Senior Engineering Technician , 53,309 $4,0:12 S alary St lvft/ • CITY OF SPOKANE VALLEY SALARY SURVEY 1/29/2003 POSITION: Associate Engi neer AGENCY ppp SALARY RANGE . TITLE LOW HIGH COMMENTS Spokane aunty Spokane ngir>ttar Bellevue 195,700 111.500 Associate Engineer ENfr~r $3,533 $d, 0 Everett 95,900 Associnte Engineer $'1.208 6 $5,81, rrcleral Way 13eflin ha 83,890 SW/Stteat Systems Engineer 341 $4 4 5 5,775 g m 08,89() Utility Engineer , 2 $ $5,1 1 Lakewood Kennewick 58,190 55 780 Asnrrc Wa Civil Engineer $ . 29 $4,229 $4 135 $5,051 55 040 Shorerlina W1rlt►ilan Cotinly , 53,150 41,,100 NA Pro}acl Engineer , S4,159 , $5,t030 Non PE Steve:rs t:ot►nty 40.065 NA Ric tdanrt 39.350 Civil Engineer 1111 Sa►nmarrlintl 34.560 Associate E-N infer $3.1 t 1 $5 ESurtetn 31,©30 , Assistant Engineer . ` 2 .4113 18 University Place 30,100 Projoet Engineer S3 1 3,712 $,;.513 $4. Pullman 24.540 NA $ $3,8138 $4.890 A d, t 5, 0 Suur„<< ::,x?~ AWC City and County Salary SurveN, CITY OF SPOKANE VALLEY S ALAR Y SURVEY 1/2912003 POSITION: Senior En i g neer AGENCY POP. SALARY RANGE TITLE LOW HIGH COMMENTS .,po ir►G aun y SpraNarro Bellevue 1p5'7a0 -ng near Senlnr E+tflineflr r, Evc aJJ 111,500 Senior Englneer $1,021 $4,997 l=trtlt~al Way Federal W 06,900 83 801? Sdniar Engineer $4,883 $5,737 Qtrll+~ , 68 890 Project Engineer $5.101 $6,035 Lake voud . 58 100 Project Engineer $4,918 $5,8[15 Kenr~rick , 55 7A0 Chief Clv1J Engineer $4.76 t S5,t3t3t3 Shoreline , F'r(Ijact En{SIrrAUr $4,942 $6,033 Whilrr►ati County 53,150 41 300 Capitjrl Projects Manager $3.824 $5,119 Stevens Cgtrrtty . 40 006 NCP $5.089 $©,180 R1c:hlanrl Sarr lrnaf r►lgtl , 39.350 NCP Civil ENImn er III l3tr;An 34,5M) Senior Engineer $4,5$3 ~,83U Urtlveruity Plow 31,830 30 190 Engineer Sd.:~t11 EG,Q88 f'01man , 540 24 Senior Project Erttllne r $4,739 $5,760 . NA $4.578 $5. 79b 4.8 County Sal ary Survey I CITY OF SPOKANE VALLEY SALARY SURVEY / 2 5/2003 POSITION: Publ ic Works Maintenance Supervisor AGENCY ppp SALARY RANGE , TITLE LOW HIGH COMMENTS pU ano County Spokane 4181 Ovu 195,700 Road aintsnance Superin en en Street h1awlenaence Supervisor t3o11ovue 11i,5e~0 Operallons Manajmr $3,d59 $4,737 Everell 85,900 Maintenance Superintendent $,130 $7.080 Feclerd Way 83,890 Street Systems Manager $5.84 5 i3e~llingham 08.890 Maintenance Superintendent $5 ,51 $6, 66 $6'038 Lakewood 58.190 NCP $S,OS1 $.6,033 Ke3nrmmck Shorohne 55,780 Maintenaatcn & OperaMns Supervisor 827 53 r 19 Whitman County 53,150 41 3UO Public Works Maintenance Supervisor , $4 .477 $5.4 a9 Stevens County . 40,066 NCP NCP Richland 39,350 Streets Supervisor Sommamish 34,56() Pub4c Works Superlntende~nt S3. 4 $5,132 Surien 31,Et0 NCP 0 9 $4 ,049 $5,'112 University Place 30.190 Public Works Superintendent Pullman 24,540 NCp $5,050 $©,70Q -M EA ho , t Soot cs,-. 2002 AWC City and Counly Salary Survey 0 1 •