HomeMy WebLinkAboutItem 09 - Compensation Planning FY18 MEMO TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: BRUNO RUMBELOW, CITY MANAGER
MEETING DATE: JULY 18, 2017
SUBJECT: WORKSHOP — COMPENSATION PLANNING FOR FY 18
Matt Weatherly of Public Sector Personnel Consultants (PSPC) will make a presentation
on the compensation survey and recommendations for the FY18 budget.
4 R:\Agenda\2017\2017-07-18\Comp Presentation Memo.doc
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Compensation Planning Process Overview and Review
Confirming Jobs and Services
• 596 full time and 97 part time employees perform job duties following their job
description to provide municipal services.
• The City has 241 civilian job titles and 18 Police and Fire job titles. Job Descriptions
are regularly reviewed at the HR level and the departmental level to ensure
accuracy of job duties and alignment with organizational service goals.
• Departments track service levels, work volumes, and employee performance as
part of the annual budget.
Identifying and Surveying the Competition
• An organization's approach to pay planning, and decisions about what to pay, are
most successful when there is a defined process in place and an intentional effort
made to regularly gather objective data, include policy makers in the process, and
make informed and defensible decisions as part of budgeting.
• The City of Grapevine has historically compared jobs and compensation with the
following 18 cities:
City of Bedford City of Euless City of North Richland Hills
City of Carrollton City of Farmers Branch City of Plano
City of Colleyville City of Fort Worth City of Richardson
City of Coppell City of Irving City of Southlake
City of Dallas City of Keller City of University Park
City of Denton City of Lewisville Town of Flower Mound
• Use of the same comparison cities over time provides a steady measure of any
market fluctuation. Some of these cities have fewer jobs in common with
Grapevine than others.
Matt Weatherly, President (888) 522-7772 matt@pspc.us
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Market Strategy and Budgeting for Salaries
• The City of Grapevine has maintained a market position at the 50th percentile (also
often called "the median" or keeping in the middle) per Council stated goal in 2005.
• Annually, the two (2) pay plans ("open range" pay table for civilians, and a
"grade/step scale for Police and Fire) are reviewed and compared to the 18 cities,
and as necessary a market adjustment is proposed to maintain the 50th percentile.
• Annual budget discussions consider merit increases for civilian staff using the
City's performance program, and step increases for Police and Fire staff.
Matt Weatherly, President (888) 522-7772 matt@pspc.us
Recent Increase History
Grapevine FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17
Market Adjustment 0% 0% 3% 0% 0% 0% 2% 2%
Merit Increase (Civilian) 1% 0% 0% 3% 3% 3% 3% 1%
Step Increase 1% 0% 0% 5% 5% 5% 5%/3% 5%/3%
Proposed FY 2018 Adjustments will be necessary to maintain 50th Percentile Goal