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HomeMy WebLinkAboutItem 3 - BudgetMEMO TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: BRUNO RUMBELOW, CITY MANAGER �� MEETING DATE: SEPTEMBER 8, 2015 SUBJECT: BUDGET WORKSHOP MEMO Attached are several items of information related to the August 28th budget workshop that will be reviewed on Tuesday, September 8. 1. A detailed summary of changes to the budget that resulted from the discussion 2. A summary of the compensation recommendations outlined in the budget and related data including: a. Results of a survey of our 18 peer cities on proposed compensation increases; b. Survey data of salary information relative to the markets 50th percentile in a sample set of positions; c. Historical data of merit and market adjustments since FY 99 3. A history of general fund ending balance since 2005 4. As a conservative approach, we will defer major capital purchases early in the fiscal year to monitor sales tax performance before proceeding. September 3, 2015 (4:44PM) FY2015-2016 REVISED BUDGET ISLs Source 8/26 Proposed 9/8 Revised Alt Funding General Fun Community Outreach Coordinator CCPD 27,796 27,796 9,238 Laser fiche General Fund 83,665 83,665 - 83,665 PARD Concession Stand Recreation Specialist General Fund 56,644 56,644 56,644 AV Broadcast Svstem for Conference Room Unfunded 18,577 - - GIS Applications Programmer Unfunded 37,656 10,000 10,000 IT Technical Support Specialist Unfunded 66,974 7,500 7,500 Upgrade Part -Time to HR Analyst II Unfunded 72,480 - - Total of ISLs CVB 363,792 140,309 27,796 140 309 Community Organizations Source 8/26 Proposed 9/8 Revised Alt Funding General Fun Alliance for Children General Fund 9,238 9,238 9,238 Grace General Fund 15,000 15,000 15,000 Gra vine Chamber of Commerce General Fund 35,000 35,000 35,000 M etroport Meals on Wheels General Fund 12,000 12,000 12,000 One Safe Place General Fund 10,000 10,000 10,000 Rotar Fla s Program General Fund 7,500 7,500 7,500 Chamber Business Retention and E anion Program Unfunded 12,000 - - CVB Funded Organizations CVB 35,000 35,000 533,000 Total 200,000 135,738 88,738 35 000 88 738 Certificates of Obligation Source 8/26 Proposed 9/8 Revised Alt Funding General Fun 2008 Pumper Fire Truck CO 688,293 688,293 IT Eg ui ment/Stora e/Structure CO 2,502,496 2,502,496 - 1999 Freig htliner FL70 Flatbed dump General Fund 115,000 CCPD 115,000 2000 Sterling L7501 single Me 6/8 yd dump truck General Fund 120,000 Street Improvements 120,000 2000 Frei htliner FL70 single aide 6/8 yd dump truck General Fund 120,000 120,000 2000 Freightliner FL70 Pothole truck General Fund 160,000 - 178,000 - Self -contained Leaf Collector Vehicle Storm Water 175,000 175,000 1 - Total Certificate of Obliq ation Sidewalk Additions and Improvements 3,880,789 3,190,7Q9 175 000 1 533,000 Qualityof Life Fund Source 8/26 Proposed 9/8 Revised Alt Funding General Fun Ongoing projects: Backlit Street Signs, DFW Connector Landscaping, Rockledge Park Grant Match QOL 987,250 987,250 Trails QOL 65,000 65,000 - Police and Fire Protective Equipment: (Ballistic vests, Tasers) CCPD 130,536 - 130,536 Street Improvements TBD - - Police and Fire Technology Fire Lucas CPR Device Pulse Point App General Fund 102,000 - 102,000 Police and Fire Technology Police bod worn cameras and video stora e CCPD 62,356 62,356 - Sidewalk Additions and Improvements General Fund 200,000 - 200,000 Animal Shelter Improvements Donation 33,000 33,000 - Christmas Decorations QOL 150,000 150,000 - Dog Park QOL 430,000 430,000 Wildlife Viewing Areas TBD TBD TBD Wi-Fi in Public Spaces QOL 40,000 40,000 - Total 2,200 1 672 250 225 892 302,0001 Capital Equipment & Vehicle Replacement: General Fun Reductions and transfers to other funds Total Reductions and Transfers 264 571 Line -Item Reductions to Training Travel Dues, General Fun Marketing, and Other Total Line -Item Reductions 148 999 Total Revisions 650,477 Proposed Budget 62,752,711 COMPENSATION RECOMMENDATION HIGHLIGHTS FY 16 2% Market Adjustment --� Recognizes Changes in the Value of the Job in the Marketplace • 13 of the 18 comparator cities are giving an average market adjustment of 2.65% to public safety (sworn) employees and an average market adjustment of 2.44% to General Government (civilian) employees. See Attachment A, columns A and B, respectively • Grapevine's pay ranges are no longer positioned at the 50th percentile (middle of the market) based on survey data. A correction is needed if Grapevine's compensation philosophy is to continue to pay at the middle of the market. Sworn Public Safety (step pay plan) is at 451h percentile; General Government (merit pay plan) is at 48th percentile. See Attachment B • Competitive pay ranges attract and retain qualified, talented employees to deliver high quality public services Grapevine residents expect. • Grapevine has implemented a market adjustment once in the last five fiscal years. See Attachment C • A market adjustment is not related to employee performance. The adjustment reflects the value of the job in the marketplace • Cost of the 2% proposed market adjustment is $592,995 Step/Merit Raises -� Recognizes the Value of the Contributions from Individual Employees • 13 of the 18 comparator cities are using a combination of a market adjustment (See Attachment A, columns A & B) with a step/merit raise (Attachment A, columns C & D) or with a COLA (Attachment A, columns E & F) • 14 of the 18 cities are giving an average step raise of 3.91 % to public safety (sworn) employees and 15 of the 18 are giving an average merit increase of 3.26% to General Government (civilian) employees. See Attachment A, columns C and D, respectively • Step/Merit raises move employees through their pay ranges. If only market adjustments were implemented, employees would never move closer to the maximum pay step or pay range regardless of their tenure. New hires would be paid the same amount as employees with 10 years of experience. • Step/Merit raises are awarded only with a passing evaluation score on the employee's anniversary date. • Cost is $816,776 for 5% step for sworn employees (paid below the max step on 9/30/15), and $291,664 for 3% step for sworn employees (paid at max step on 9/30/15). • Cost is $613,635 for 3% merit increase for civilian employees. 1% Lump Sum --> Recognizes the Value of the Contributions from Individual Employees at the Maximum of their Pay Range • 11 of the 18 cities are giving an average 2.75% lump sum to their employees who are at the maximum pay step or maximum of their pay range. See Attachment A, column G • The lump sum is not automatic. Approved by Council for two out of the last five fiscal years based on the City's ability to pay and the employee's passing evaluation score. See Attachment C • The lump sum is not added to base pay so the amount is not included in the calculation of any type of future market adjustments nor merit/step increases • Affects 62 civilian employees who have an average tenure is 17.2 years of service to Grapevine. After 15 years, an employee should be at the maximum of their pay range regardless of whom they work for. • Of the 62 employees, 36 (58%) have 20 or more years of service. • Cost is $48,066 for 1% lump sum payment. Y N H U a > E 0 __ 0 E mU E Cc a n y C i E i0 3 LLl w E U Z.6 m 01 3 in c 0D w ANN d 00 W a Z D z z e m m c _ e 7 -0 0 L6 15 0 0 j W E w Lo 16 16 ori O16 Z o ° aE6N dw a 'o 'i co 66e o o vi g o 3� odn c m E o c12 aoii is i i iii NEmz° DELL °_$z i m o m le, O o° 3 w E p` 3: E as a a E EELL a y - 3 e 03 n=� �i 0 cozx of n o a E a V E w a W a $ a'o e 10, e e V � o O N C o ae W o N o U a a' O p neo EELL oo o mho ow a o v U- rn3 nO MI M V m c 3 0 °c m Nrco 'o rv�'> "Y ol DELL m °1mmdm N.��- cl U '3 c tM al O. N dVo `3 iu iu NwNmW -Ey wo °3a3"n nE mKo v e`c s hE _ aE2m c N E z ° E- o U _.2 o.E a 3 �o c-�'- C4 N oar uo EELL e e o e n o =maN a x y o o io ID �3 of O a zl ae ma- m 3 a u y c U ro U U U O O W LLo z Y Z d K N j Q (•f PUBLIC SAFETY SALARY SURVEY USING 50TH PERCENTILE DATA Conducted Spring, 2015 PS01 Fire Fighter Average = -5.25% GENERAL GOVERNMENT SALARY SURVEY USING 50TH PERCENTILE DATA Conducted Spring, 2015 Difference at Difference at Difference at Difference at Difference at Difference at Current Midpoint Minimum Midpoint Maximum Pay Grade of Range of Range of Range PS08A Police Captain 1.35% -6.12% -5.57% PS06A Police Lieutenant -8.21% -7.12% -6.25% PS05 Police Sergeant -5.83% -4.04% -3.88% PSO4 Senior Police Officer -7.89% -7.82% -6.57% PS03 Police Officer -4.19% -7.09% -7.57% PS03A Fire Inspector/Investigator 1.68% -0.38% -1.80% OP017 Fire Inspector -3.31% -1.24% 38 Municipal Court Judge PS08 Battalion Chief -7.55% -6.14% -5.53% PS06 Fire Captain -6.55% -5.80% -5.74% PSO4A Fire Fighter Driver/Engineer -3.27% 0.98% 1.27% PS03 Fire Fighter/Paramedic -1.93% -3.88% -6.10% PS02 Fire Fighter/EMT -4.87% -5.47% -8.08% PS01 Fire Fighter Average = -5.25% GENERAL GOVERNMENT SALARY SURVEY USING 50TH PERCENTILE DATA Conducted Spring, 2015 Average = -1.16% ATTACHMENT B Insufficient Data Matches for Adequate Sample (3 matches) This is a casual position Insufficient Data Matches for Adequate Sample (3 matches) Difference at Difference at Difference at Current Minimum Midpoint Maximum Pay Grade of Range of Range of Range 41 Assistant City Manager -22.14% -9.88% -1.46% 37 Information Tech Manager -9.85% -13.27% -8.08% 34 Enterprise GIS Manager 7.59% 6.36% 5.53% 30 LAN/WAN Administrator -0.17% 0.06% -3.66% 35 City Secretary -16.55% -10.96% -0.12% 36 Mgmt Sery Dir (was Budget Mgr) -11.50% -6.22% -5.18% 28 Accountant 1.62% -4.18% -6.84% 25 Payroll Administrator 1.68% -0.38% -1.80% 38 HR Director -2.98% -3.31% -1.24% 38 Municipal Court Judge -16.98% -2.15% 15.82% 20 Municipal Court Clerk -1.30% -2.46% -4.55% 22 Jailer/Detention Officer 3.28% 2.80% 2.17% 23 Telecommunicator 0.39% 0.57% -1.15% 21 Animal Control Officer -2.67% -2.82% -4.29% 40 Fire Chief -4.86% -7.53% -5.30% 39 Park & Rec Director -7.05% -3.51% -3.86% 33 Rec Facilities Manager -4.93% 1.34% 3.91% 25 Recreation Coordinator 0.10% -1.69% -5.32% 17 Parks Crew Worker -5.51% -4.77% -6.34% 37 Library Director -7.60% -5.68% -4.30% 29 Librarian II 6.38% 3.45% -2.83% 19 Library Assistant 3.86% 3.57% 3.36% 32 Planner II 13.13% 10.53% 6.42% 40 Public Works Director -1.03% -1.10% 2.17% 33 Civil Engineer -1.96% -0.22% -0.83% 27 Building/Construction Inspector 0.33% 2.76% -0.40% 33 Street Drainage Manager 1.85% -2.19% -4.80% 24 Water/Wastewater Plant Oper 10.19% 12.67% 9.36% 27 Foreman -4.84% -7.09% -6.81% 24 Water/Wastewater Crew Leader -2.09% -2.31% -6.09% 20 Equipment Operator 1 -3.48% -3.32% -5.54% 18 Meter Reader 0.03% 0.13% -2.13% 23 Building Maint Tech 1 4.68% 5.13% 1.97% 24 Journeyman Mechanic 4.68% 1.68% -0.29% 17 Facility Worker 8.06% 4.90% 5.06% 21 Secretary -0.32% -2.54% -1.88% Average = -1.16% ATTACHMENT B Insufficient Data Matches for Adequate Sample (3 matches) This is a casual position Insufficient Data Matches for Adequate Sample (3 matches) C6 �LUFL § ( k� §>- m ) §ED L� )� ZIL \IL LLJ� /z \LU � � \� LU M LU§ k3 2LL � ( a.� ( ( 0 $� L / � r r Cl) e a. \\ }° / r r Cl) e \\ \ \ § r r m = 11 \ \ m r m = } = _. cq {[ƒ CD e c c U. m \\\ {\ \ \ C> CD C>\ _ 12 mco \3 }\CD \\ D _ \ CD r r c � F co 75 6 / r r = � \\ > \ / co r r = a \\ \ \ _0 \RE co ¢ § ±3t / ` , c / / E /)~ e©f - - ID - CU / r r = a \E \ [ q CD r r a \ r cm m ±e / CD c c r $/ = /\{ ( }\ ° f E f _ % } §«2 = w /E Co $/[ a§ j [ r / } r CD 2 27 ) 2 / } / CD n r / } 00 Cl) \'COD e fr Cl) / } /\ $ ` CL �E / Q\ o (\ cu \ E/ / \ ± $ }° \ co - \\ \ \ 11 \ m \ } _. 2 {[ƒ \\\ {\ \ 12 mco \3 }\CD \\ D \\\ \\ / F co 75 6 cJ §\� \\ > \ \\ \ \ _0 \RE D ¢ § ±3t ck ` c § / E /)~ e©f - - ID - CU �(c \E \ [ )\j )\ \ cm m ±e [§R!f 0 /\ $/ /\{ ( }\ ° E f /0 §«2 w /E Co $/[ a§ k [ co /) CD 2 27 ) 2 e- W U Z Q LL O� r w Q) L- n O Z LO Do LL CD J N Q fy W Z w 0 0 0 0 0 0 0 0 0 0 0 0 O LO O LO O Ln O d' M C') N N LO LL N r o OD LL N Ci o r o } OJ LL N No 0, r �- O LL CO O O >- 00 LL � rn o C3 LL N 00 CD o � N LL N I'- o O >- 00 LL � O o LL LO v O a LL Ln c U czcz m m LL N LO LL N r o OD LL N Ci o r o } OJ LL N No 0, r �- O LL CO O O >- 00 LL � rn o C3 LL N 00 CD o � N LL N I'- o O >- 00 LL � O o LL LO O a LL Ln O U czcz m m C 7 LL I