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Home My WebLink About006 94 c..:.e ; H'\A~. -I I -"1,,/ STATE OF WASHINGTON County of Jefferson IN THE MATTER OF ADOPTING A ADMINISTRATIVE MANAGER SALAR Y SYSTEM } } } RESOLUTION NO. 6-94 WHEREAS, Administrative Managers have been without a uniform compensation system, and; WHEREAS, it is desirous to have such a system to fairly compensate this class of employees for work performed, and; WHEREAS, such a system has been developed and adjusted to market rates for positions of similar working conditions; now, therefore; BE IT RESOLVED, that the Administrative Managers Salary System as presented in a memo from David Goldsmith, Director of Community Services to Elected Officials and Department Heads, dated December 20, 1993, and included herein as Attachment A, is hereby adopted and will be systematically applied to all employee in this classification of employment, and; BE IT FURTHER RESOLVED, that the pay rates established by this system will be automatically adjusted the first day of January 1995 and at the same time each year thereafter, by 75% of the percentage increase in the Consumer Price Index for All U.S. Cities (CPI-W) for the period of September of the prior year to September of the current year, but in no event shall the cost of living adjustment exceed 5%, unless otherwise adjusted by resolution of the Board of Commissioners. APPROVED this J() ~ day of January, 1994. SEAL: ~-,.._.- ,~--.; /..' ".:.'.. ."fi..ëOA#i;¡,,> "'I"~.."'."" ,. .&. ""~ /" . ..». <> ' \;',.....r.~..{t... "~~~,,.,~,y,.".4~."'~\." 04( . ,:X~; \ . - ... I":'~ 1 J ... ",\ -' .'1 .. ' \ . /: ..-" \.~. ' {'Of.:. ~ / '\".. .. ... / . . " ,,¡,. " . ,'. ..--... \)) / I' " ~. 0 ~ ~. /-AI" ~ --"."... --,W" JEFFERSON COUNTY OF COMMISSIONERS ATTEST:. .' ¡ (I ~ val. 20 fN.132 't'" ~ -.', "".t'H ;;'" ':£~' \~. .;'" ::~:' iA. r- ". [, ~,' ¡"'.,.!",,~~',A>,," ,,'i --""'", '""',,.i;r7"","'" ,'" ", 'I.. ......~..,~ ' .- /,¡ 'r ';~"')i.~' "r "",'J'1;",;(,.""',:~',",;, ;"', 'Z, .~~' ~,,'~: " '",".""""~\,,, ""'f,"', '/' ~,c:: ,f,' f' ',Hi 'P~(1f¡,:'j':'r:--" .t-:;f",r "tt\"',>"',.-Jl..""UJ., J~i\",ìJ~,"~-t,: I "',. f. '" "I/fJJ£"'. : '- ". ,J, ,( '",~'h::"'~-,"..:~, "';....), "'c,:':5!- 4f"":,,,,~~:. """'-"~-:-- - "-""""--'-~~~'-- " Jefferson County Board of County Commissione.rs P.O. Box 1220 Port Townsend, Washington 98368 Phone (206) 385-9100. 1-800-831-2678 JEFFERSON COUNTY COURTHOUSE NATIONAL HiSTORIC SITE PORT TOWNSEND. WASHINGTON ROBERT H. HINTON, DISTRICT 1 GLEN HUNTING FORD, DISTRICT 2 RICHARD E. WOJT, DISTRICT 3 December 20, 1993 TO: All Elected Officials and De ment Heads FROM: David Goldsmith, DCS SUBJECf: Administrative Manager The proposed salary scale for administrative managers attempts to combine the quality of a number of salary systems into a composite picture for this class of managers. The problem in attempting to devise a system is in many respects reinventing the wheel and repairing the wheel we currently have. The factors which are relevant are: 1. Management Scope, Responsibility, Accountability, Department Impact. This factor attempts to differentiate between working supervisors, working managers, and those acting as department heads. Supervisors are those having distinct section or divisional responsibility for a segment of the department. They are held accountable for the functioning of the section and those persons who they supervise. They are responsible for scheduling, progress and results for projects and activities initiated through the organization; they provide guidance and training of co-workers as well as review their work. Supervisory positions are the positions through which the work is accomplished. Supervisors supervise their own work and the work of ther employees within the limited authority of established policy or procedure. Managers are those who have responsibility for major functions of the department, or may act as the department head in the event of the department heads absence. Mangers are responsible for initiating and directing activities within functional area, planning, staff development, performance reviews and personnel relations, as well as fiscal and budgetary activities of the function. Managers have full scope and authority to act independently in carrying out the mission of the function. VOL 20 t~¡: 133 c~ 100% Recycled Paper Mid Manager Salaries Page: 2 December 20, 1993 Acting Department Heads are those individuals who direct the work of a department in the absence of a full time elected department head. These positions have responsibility for the day to day functioning of the department and in managing departmental budgets, scheduling activities, and personnel related activities. Persons in these positions would otherwise be an appointed department head if it wasn't for the nature and structure of the organization. Management Scope was formulated using the above criteria and the following point system: Job Requirement Working Supervisor Working Manager Acting Department Head = 1 point = 2 points = 3 points Occasional Added Responsibilities Working Manager = add an additional .50 points Act. Dept Head = add an additional .50 points 3. Educationrrechnical Skills and Credentials. The education and technical aspects of positions were evaluated using a formula that attempted to differentiate between those components needed for the position held, and those which are desireab1e for the organization. Special certifications are to be evaluated equivalent to academic achievement and are part of the job description for the position. Educationrrechnical Skills were formulated using the following point system: Job Requirement High School = 1 point AA. or Cert. = 2 points B.S./B.A. or Cert. = 3 points Desireable or Obtained A.A. or Certification = add an additional .50 points B.S./B.A. or Cert. = add an additional .50 points M.S./M.A. or Cert. = add an additional .50 points 4. Market Rate. Using the comparison counties and throwing out those salaries that are obviously a poor fit, an understanding of the market rate for the positions being evaluated was established. This market rate comparison was also reviewed against the Local Government Personnel Institute's salary publication for Cities and Counties to assure creditability. FOR1\1UlA FOR SALARY CONSIDERATION: By applying the evaluation criteria to each position for required Education/Technical skills and Management Scope, a numerical score was derived. The scores ranged from 3.0 to 5.0 for the positions evaluated. A general pattern began to emerge as to the comparative nature of the positions. Applying the current salary against the market average this pattern was further refined. The analysis indicates at least three administrative series exist, as well as some major discrepancies between current salaries and the market average. VOL 2ot C') , . tJ ¡t~¡ .tt '.:;~:: ADMINISTRATIVE MANAGER'S SALARY SYSTEM Techical/ Managemen, Total A ve.Market Current Position Department Education Scope Points Salary Salary Administrative Manager Planning 1.5 1.5 3 $2,499 $2,101 Office Manager Health & Human Servo 1.5 2 3.5 2,293 2,083 Office Supervisor Auditor 1.5 2.5 4 2,484 2,163 Office Supervisor Superior Court 1.5 2.5 4 2,260 2,318 0 Accountant Auditor 2.5 2 4.5 2,990 2,244 Chief Deputy/Accountant Treasurer 2 2.5 4.5 2,818 2,265 Court Administrator District Court 2 3 5 2,788 2,318 Clerk of the Board Commissioners 2 3 5 2,528 2,333 ......... '=' , System Matrix Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Jan. '94 6 mo. 6 mo. 6 mo. 6 mo. 6 mo. Grade 1 $2,200 $2,250 $2,300 $2,350 $2,400 $2,450 Grade 2 2,300 2,350 2,400 2,450 2,500 2,550 Grade 3 2,400 2,450 2,500 2,550 2,600 2,650 N 0 ~' ,~ ~ ;:~ '..)1 Proposed Position Department 93 Mo.Sal. Points Grade Step Salary Increase Inc. '94 GRADE 1 Administrative Manager Planning $2,101 3 1 1 $2,200 $99.00 4.7% Office Manager Health & Human Servo 2,083 3.5 1 1 2,200 117.00 5.6% Office Supervisor Auditor 2,163 4 1 2 2,250 87.00 4.0% Office Supervisor Superior Court 2,318 4 1 5 2,400 82.00 3.5% GRADE 2 Accountant Auditor 2,244 4.5 2 2 2,350 106.00 4.7% Chief Deputy/Accountant Treasurer 2,265 4.5 2 2 2,350 85.00 3.8% GRADE 3 Court Administrator District Court 2,318 5 3 1 2,400 82.00 3.5% Clerk of the Board Commissioners 2,333 5 3 1 2,400 67.00 2.9%