HomeMy WebLinkAbout34 23 STATE OF WASHINGTON
County of Jefferson
In the Matter of Amending Longevity Pay, Personal RESOLUTION NO 34 23
Time Off(PTO) and the 2023 Salary Schedule and
Adopting the 2024, 2025 & 2026 Salary Schedules
for the FLSA and Union Exempt Management and
Professional Employees
WHEREAS,the Board of Commissioners set the compensation and benefits of the FLSA Exempt and
Union Exempt Management and Professional employee positions of Jefferson County; and L`'
WHEREAS,after review by the County Administrator and the Board of Commissioners it has been w
determined that the compensation and benefits for FLSA Exempt and Union Exempt Management and Professional
employee positions need to be comparable and equitable in order to insure consistency and parity with other employee
positions and to keep compensation and benefits for these positions at a rate that will allow the County to retain and
recruit employees for these positions;and
WHEREAS,on July 17,2023,the County Commissioners adopted Resolution No.30-23 in the matter
of establishing objectives and procedures for the 2024-2025 Biennial County Budget,including a budget priority to
maintain a professional county workforce; and
WHEREAS, the Board of Commissioners set the amount of Longevity Pay for FLSA and Union
Exempt Management and Professional positions of Jefferson County by passage of Resolution No. 78-21 which
established longevity pay as follows:
Upon Employee completion of the following years of employment,the Employer
shall pay, as an annual longevity bonus, the amounts which follow to eligible
Employees at the pay period which follows their anniversary date or month of
employment. Employees once eligible for longevity shall be paid the lump sum
amount the month following their anniversary month and should they terminate
prior to their anniversary date a lump sum of the remaining earned but unpaid
longevity payment shall be included in the Employee's final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive $1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
25 years of employment shall receive $2,200; and
WHEREAS,the Board of Commissioners set the Personal Time Off(PTO)accrual rate of the FLSA
and Union Exempt Management and Professional positions of Jefferson County by passage of Resolution No.77-21
in order to keep the total compensation and benefits of FLSA Exempt and Union Exempt employee positions
comparable and equitable;and
NOW, THEREFORE,BE IT RESOLVED, by the Board of County Commissioners that effective the
first pay period of 2024,FLSA Exempt and Union Exempt Management and Professional employees of the County
shall receive longevity pay similar to other union-represented County employees by adding additional increments to
Longevity Pay as follows:
Upon Employee completion of the following years of employment,the Employer
shall pay, as an annual longevity bonus, the amounts which follow to eligible
Employees at the pay period which follows their anniversary date or month of
1
employment. Employees once eligible for longevity shall be paid the lump sum
amount the month following their anniversary month and should they terminate
prior to their anniversary date a lump sum of the remaining earned but unpaid
longevity payment shall be included in the Employee's final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive $1,000
15 years of employment shall receive $1,400
20 years of employment shall receive$1,800
25 years of employment shall receive$2,200
30 years of employment shall receive $2,600
35 years of employment shall receive $3,000
40 years of employment shall receive $3,400
45 years of employment shall receive $3,800
BE IT FURTHER RESOLVED,bythe Board of CountyCommissioners after review bythe County
Administrator and the Board of Commissioners it has been determined that in order to maintain equitable
compensation Department Heads shall have the ability to award a Merit Increase of one additional step,provided that:
1)the employee must have a minimum of two years of service in their current position;2)the increase must be based
on skills, ability, and a positive performance review; 3) if a FLSA and Union Exempt employee moves from one
classification to another classification, the employee may be eligible for an additional one step bump per
classification; 4) if an employee receives an additional step based on merit that date shall be the employee's step
anniversary date for all subsequent twelve-month anniversary step adjustments;and
BE IT FURTHER RESOLVED, by the Board of County Commissioners that effective January 1,
2024, the current Personal Time Off(PTO) accrual schedule is revised below, so that FLSA Exempt and Union
Exempt Employees who receive PTO shall receive one additional eight(8)hour Personal Time Off(PTO)floater that
must be used within the calendar year.
Personal Time Off(PTO)Accrual Schedule
PTO Yearly Maximum hours earned per
Completed Accrual Maximum straight time hour of PTO Bank Maximum
Months of Hours/(days)* employment. (PTO is earned Hours/(days)
Employment hourly and posted monthly.)
0 thru 36 168/(21) 0.0808 280/(35)
37 thru 60 192/(24) 0.0923 320/(40)
61 thru 120 216/(27) 0.1038 360/(45)
121 thru 180 240/(30) 0.1154 400/(50)
181 thru 240 264/(33) 0.1269 440/(55)
241 thru 300 264/(33) 0.1269 480/(60)
301+ 264/(33) 0.1269 520/(65)
*Calculated based on a standard scheduled work week of 40 hours,maximum 2,080 hours yearly.
In addition to the above,all employees shall receive one(1)floater PTO day of eight(8)hours each January
Pt of the calendar year. The floater PTO day must be used during the calendar year and cannot be carried
over to the next year. For an employee working less than full time,the amount of floater PTO days shall be
based on the percentage of an FTE the employee is working.
BE IT FURTHER RESOLVED, by the Board of County Commissioners that effective August 1,
2023, there will be a general wage increase of 4% for FLSA and Union Exempt Management and Professional
employees;and
2
BE IT FURTHER RESOLVED,effective the first full pay period in 2024: 1)Steps 3,4,and 5 of the
wage scale will be dropped and steps will be renumbered beginning from Step 1 through Step 7;and 2)for purposes
of the restructuring of the wage table all employees in Steps 3,4,and 5 shall be placed in the New Step 1 and shall
have a new anniversary date of January 1 for future steps; and 3) FLSA and Union Exempt Employees in steps 6
through 12 will be placed in the New Step having the same wage rate as the employee currently earns;and,4)there
shall be a general wage increase of 3%. The revised 2024 Exempt Wage Matrix will include a total of seven steps;
and
BE IT FURTHER RESOLVED,effective the first full pay period in 2025 there will be a general wage
increase of 2% for FLSA and Union Exempt Management and Professional employees;and
BE IT FURTHER RESOLVED effective the first full pay p1)a new step in 2026: 8 will be
added to the wage matrix; and 2) there will be a general wage increase of 3% for FLSA and Union Exempt
Management and Professional employees.The revised 2026 Exempt Wage Matrix will include a total of eight steps;
and
BE IT FURTHER RESOLVED,by the Board of County Commissioners that the 2023,2024,2025
and 2026 annual salaries of the FLSA and Union Exempt Management and Professional employees of the County
shall be set at the rates established in the revised Exempt Wage Tables as shown in ATTACHMENTS A through D.
BE IT FINALLY RESOLVED,that this Resolution repeals and replaces Resolution No.77-21 adopted
by the Board of County Commissioners on December 6,2021,Resolution No.78-21 adopted by the Board of County
Commissioners on December 6,2021 and Resolution No.75-21 adopted by the Board of County Commissioners on
December 6,2021.
APPROVED AND ADOPTED this Z- %day of AM
J°St 2023.
SEAL: %%%% tt,tttttp JEFFERSON COUNTY
.00"ttERSOVN,,y BOARD F COMMISSIONERS
MMiSSoZ06
f ▪ CVjo:'�
61
' J▪ _� ,• Greg Brotherton, Chair
ATTEST:
.4,'4,2'I'4SH►NG�O App oved Telephonically
K. • Dean,Member
(ak1y C" Gt ry
Carolyn allaway,CMC I
Clerk of the Board
Heidi Eisenhour, Member
3
2023 FLSA UNION EXEMPT POSITIONS 8/14/23
POSITION TITLE GRADE
County Administrator(contract position) Flat Rate
Community Health Improvement Plan Executive Director Flat Rate
Community Health Improvement Plan Project Coordinator Flat Rate
Central Services Director MGR23
Public Works Director/County Engineer MGR23
Chief Civil or Criminal Deputy Prosecuting Attorney MGR23
Undersheriff MGR22
Deputy Prosecuting Attorney III MGR22
Public Health Director MGR22
Community Development Director MGR22
Human Resources Manager MGR21
Jail Superintendent MGR21
Engineering Services Manager/Assistant PW Director MGR21
Deputy Director of Public Health MGR21
Port Hadlock Sewer-Wastewater Project Manager MGR21
Juvenile Services Director MGR20
Sheriff Chief Criminal Deputy MGR20
Public Works Road Operations Manager MGR20
Public Works Utility Manager MGR20
Planning Manager MGR20
Environmental Health &Water Quality Director MGR20
Community Health Director MGR20
Deputy Prosecuting Attorney II MGR19
District Court Administrator MGR19
Building Permit &Administrative Services Manager MGR19
Road Maintenance Superintendent MGR19
Solid Waste Manager MGR19
Environmental Health Manager MGR19
Water Quality Manager MGR19
Public Health Finance Manager MGR19
Public Health Supervisor MGR19
Public Works Financial Manager MGR19
Emergency Management Director MGR18
Fleet Services Manager MGR18
Planning Supervisor MGR18
Accountant-Auditor MGR18
Payroll Services Manager MGR18
Deputy Prosecuting Attorney I MGR18
Sheriff Chief Civil Deputy MGR18
Grants Administrator MGR18
Parks & Recreation Manager MGR17
Clerk of the Board MGR17
Chief Deputy/Office Supervisor-Assessor MGR17
Page 1 of 2
2023 FLSA UNION EXEMPT POSITIONS 8/14/23
Chief Deputy/Office Supervisor-Auditor MGR17
Chief Deputy/Office Supervisor-Clerk MGR17
Chief Deputy/Office Supervisor-Treasurer MGR17
Confidential Secretary-Sheriff MGR17
Human Resources Analyst II MGR17
Superior Court Administrator MGR16
Public Records Administrator MGR16
Human Resources Analyst I MGR15
Public Information Specialist- BOCC MGR15
Deputy Clerk of the Board DCOB
Executive Assistant EA
Executive Secretary II ESII
Executive Secretary I ESI
Page 2 of 2
APPENDIX'A'
EXEMPT WAGE TABLE EFFECTIVE AUG 1,2023
Increase 4% 3 4 5 6 7 8 9 10 11 12
3% 3% 3% 3% 3% 3% 3% 3% 3%
MG11 3,732.57 3,844.55 3,959.88 4,078.68 4,201.04 4,327.08 4,456.89 4,590.59 4,728.31 4,870.16
MG12 4,012.50 4,132.88 4,256.86 4,384.57 4,516.11 4,651.59 4,791.13 4,934.86 5,082.92 5,235.40
MG13 4,313.44 4,442.85 4,576.14 4,713.42 4,854.81 5,000.47 5,150.48 5,304.99 5,464.14 5,628.06
MG14 4,636.95 4,776.06 4,919.35 5,066.92 5,218.93 5,375.50 5,536.76 5,702.87 5,873.95 6,050.17
MG15 4,984.73 5,134.27 5,288.30 5,446.95 5,610.35 5,778.67 5,952.02 6,130.58 6,314.51 6,503.93
MG16 5,358.58 5,519.34 5,684.92 5,855.47 6,031.13 6,212.07 6,398.42 6,590.38 6,788.09 6,991.73
MG17 5,760.48 5,933.29 6,111.29 6,294.63 6,483.47 6,677.98 6,878.31 7,084.67 7,297.20 7,516.12
MG18 6,192.50 6,378.28 6,569.63 6,766.72 6,969.73 7,178.82 7,394.18 7,616.00 7,844.48 8,079.82
MG19 6,656.95 6,856.66 7,062.36 7,274.23 7,492.45 7,717.23 7,948.75 8,187.21 8,432.83 8,685.81
MG20 7,156.22 7,370.91 7,592.04 7,819.80 8,054.39 8,296.03 8,544.91 8,801.25 9,065.30 9,337.24
MG21 7,692.93 7,923.73 8,161.43 8,406.28 8,658.47 8,918.22 9,185.77 9,461.34 9,745.18 10,037.54
MG22 8,269.90 8,518.01 8,773.54 9,036.75 9,307.85 9,587.08 9,874.70 10,170.94 10,476.07 10,790.35
MG23 8,890.15 9,156.86 9,431.56 9,714.50 10,005.94 10,306.12 10,615.30 10,933.76 11,261.78 11,599.63
MG24 9,556.90 9,843.61 10,138.92 10,443.09 10,756.38 11,079.07 11,411.44 11,753.79 12,106.40 12,469.59
Hourly Exempt
DCOB 28.64 30.08 31.58 33.17 34.81 35.86 36.95 38.04 39.20 40.37
EA 26.05 27.35 28.72 30.15 31.66 32.61 33.59 34.60 35.63 36.70
ESI 23.01 24.15 25.37 26.62 27.96 28.80 29.67 30.56 31.47 32.42
ESII 23.69 24.88 26.14 27.44 28.80 29.67 30.56 31.47 32.42 33.39
MG15 28.76 29.63 30.52 31.43 32.37 33.34 34.35 35.38 36.44 37.53
APPENDIX'B'
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1,2024* Increase 3%
Increase from
prior year 3% 1 2 3 4 5 6 7
3% 3% 3% 3% 3% 3% 3%
MG11 4,201.04 4,327.07 4,456.89 4,590.60 4,728.31 4,870.16 5,016.26
MG12 4,516.11 4,651.59 4,791.14 4,934.86 5,082.91 5,235.41 5,392.46
MG13 4,854.82 5,000.45 5,150.48 5,304.99 5,464.14 5,628.06 5,796.90
MG14 5,218.93 5,375.50 5,536.77 5,702.86 5,873.96 6,050.17 6,231.68
MG15 5,610.36 5,778.66 5,952.03 6,130.58 6,314.50 6,503.95 6,699.05
MG16 6,031.13 6,212.06 6,398.43 6,590.37 6,788.09 6,991.73 7,201.48
MG17 6,483.47 6,677.97 6,878.32 7,084.66 7,297.21 7,516.12 7,741.60
MG18 6,969.72 7,178.82 7,394.18 7,616.01 7,844.48 8,079.81 8,322.21
MG19 7,492.46 7,717.22 7,948.75 8,187.21 8,432.83 8,685.81 8,946.38
MG20 8,054.39 8,296.02 8,544.91 8,801.26 9,065.29 9,337.26 9,617.36
MG21 8,658.47 8,918.22 9,185.77 9,461.34 9,745.18 10,037.54 10,338.67
MG22 9,307.85 9,587.09 9,874.69 10,170.94 10,476.07 10,790.35 11,114.06
MG23 10,005.94 10,306.12 10,615.30 10,933.76 11,261.77 11,599.63 11,947.62
MG24 10,756.38 11,079.07 11,411.44 11,753.78 12,106.40 12,469.59 12,843.68
HOURLY EXEMPT
DCOB 34.16 35.85 36.94 38.06 39.18 40.37 41.58
EA 31.05 32.61 33.59 34.60 35.64 36.70 37.80
ESI 27.42 28.79 29.66 30.56 31.47 32.41 33.39
ESII 28.26 29.66 30.56 31.47 32.41 33.39 34.40
MG15 32.37 33.34 34.35 35.38 36.44 37.53 38.66
* Drop Steps 3,4,5 from 2023 table
Renumber Steps 1 - 7
Place dropped steps into new Step 1
Employees in Steps 3,4,5 shall be placed in New Step 1, with new anniversary date of Jan 1 for future steps
Employees in steps 6-12 shall be placed in new step having the same wage rate as employee currently earns
Increase wage 3%
APPENDIX'C'
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1, 2025
Increase
from prior
year 2% 1 2 3 4 5 6 7
3% 3% 3% 3% 3% 3%
MG11 4285.07 4413.62 4546.03 4682.42 4822.88 4967.57 5116.59
MG12 4606.44 4744.63 4886.97 5033.56 5184.57 5340.12 5500.31
MG13 4951.92 5100.46 5253.49 5411.09 5573.43 5740.63 5912.84
MG14 5323.31 5483.01 5647.51 5816.92 5991.44 6171.18 6356.32
MG15 5722.57 5894.24 6071.08 6253.20 6440.79 6634.03 6833.04
MG16 6151.76 6336.31 6526.40 6722.18 6923.86 7131.57 7345.51
MG17 6613.14 6811.53 7015.89 7226.36 7443.16 7666.45 7896.44
MG18 7109.12 7322.40 7542.07 7768.34 8001.37 8241.41 8488.66
MG19 7642.31 7871.57 8107.73 8350.96 8601.49 8859.53 9125.31
MG20 8215.48 8461.95 8715.81 8977.29 9246.60 9524.01 9809.71
MG21 8831.64 9096.59 9369.49 9650.57 9940.09 10238.3 10545.45
MG22 9494.01 9778.84 10072.19 10374.36 10685.6 11006.16 11336.35
M G 23 10206.06 10512.25 10827.61 11152.44 11487.01 11831.63 12186.58
M G 24 10971.51 11300.66 11639.67 11988.86 12348.53 12718.99 13100.56
HOURLY EXEMPT
DCOB 34.85 36.57 37.68 38.83 39.97 41.18 42.42
EA 31.68 33.27 34.27 35.30 36.36 37.44 38.56
ESI 27.97 29.37 30.26 31.18 32.10 33.06 34.06
ESII 28.83 30.26 31.18 32.10 33.06 34.06 35.09
MG15 33.02 34.01 35.04 36.09 37.17 38.29 39.44
APPENDIX'DI
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1, 2026*
Increase
from prior
year 3% 1 2 3 4 5 6 7 8
3% 3% 3% 3% 3% 3% 3%
MG11 4413.63 4546.03 4682.42 4822.90 4967.57 5116.60 5270.09 5428.20
MG12 4744.64 4886.97 5033.58 5184.57 5340.11 5500.33 5665.32 5835.28
MG13 5100.48 5253.48 5411.10 5573.43 5740.64 5912.85 6090.23 6272.94
MG14 5483.01 5647.51 5816.94 5991.43 6171.19 6356.32 6547.01 6743.43
MG15 5894.25 6071.07 6253.22 6440.80 6634.02 6833.06 7038.04 7249.19
MG16 6336.32 6526.40 6722.20 6923.85 7131.58 7345.52 7565.88 7792.86
MG17 6811.54 7015.88 7226.37 7443.16 7666.46 7896.45 8133.34 8377.35
MG18 7322.40 7542.08 7768.34 8001.40 8241.42 8488.66 8743.32 9005.62
MG19 7871.58 8107.72 8350.97 8601.49 8859.54 9125.32 9399.07 9681.05
MG20 8461.95 8715.81 8977.29 9246.61 9524.00 9809.74 10104.01 10407.14
MG21 9096.59 9369.49 9650.58 9940.09 10238.30 10545.45 10861.82 11187.68
MG22 9778.84 10072.21 10374.36 10685.60 11006.17 11336.35 11676.45 12026.75
M G 23 10512.25 10827.62 11152.44 11487.02 11831.63 12186.58 12552.18 12928.75
M G 24 11300.66 11639.68 11988.87 12348.53 12718.99 13100.56 13493.58 13898.39
Hourly Exempt
DCOB 35.90 37.67 38.82 40.00 41.17 42.42 43.70 45.02
EA 32.64 34.27 35.30 36.36 37.46 38.57 39.72 40.92
ESI 28.81 30.26 31.17 32.12 33.07 34.06 35.09 36.15
ESII 29.70 31.17 32.12 33.07 34.06 35.09 36.15 37.24
MG15 34.02 35.04 36.10 37.18 38.29 39.44 40.63 41.85
* Add new Step 8
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
CONSENT AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, County Administrator
Sarah Melancon, Human Resources Director
DATE: August 21, 2023
SUBJECT: RESOLUTION re: Amending Longevity Pay, Personal Time Off(PTO)Accrual Rates
and 2023 Salary Schedule and Adopting the 2024, 2025 and 2026 Salary Schedule for
FLSA and Union Exempt Management and Professional Employees
STATEMENT OF ISSUE:
Request the Board of County Commissioners approval of the attached proposed Resolution for FLSA and Union
Exempt Management and Professional Employees to:
1) Approve a 4% general wage increase to the Salary Table for FLSA and Union Exempt Management and
Professional Employees effective August 1, 2023.
2) Approve the ability of Department Heads to award a Merit Increase of one additional step.
3) Approve the following, effective the first full pay period in 2024:
a. Drop Steps 3, 4, and 5 of the Salary Table,then, renumber the Salary Table beginning from Step 1
through Step 7;
b. For purposes of restructuring the Salary Table, place all employees in Steps 3, 4, and 5 in the New Step 1.
These employees shall have a new anniversary date of January 1 for future steps;
c. Place FLSA and Union Exempt Employees in steps 6 through 12 in the New Step having the same wage
rate as the employee currently earns; and
d. Provide a general wage increase of 3%. The revised 2024 Exempt Wage Matrix will include a total of
seven steps.
4) Approve a general wage increase of 2% effective the first full pay period in 2025.
5) Approve a general wage increase of 3%effective the first full pay period in 2026 and add a new step 8. The
revised 2026 Exempt Wage Matrix will include a total of eight steps.
6) Adopt an increase to Longevity Pay to include additional increments for years of service. Currently Longevity Pay
increases end at 25 years of service. This action, effective January 1, 2024, will add additional increments
recognizing years of service as shown below:
Upon Employee completion of the following years of employment, the
Employer shall pay, as an annual longevity bonus,the amounts which
follow to eligible Employees at the pay period which follows their
anniversary date or month of employment. Employees once eligible for
longevity shall be paid the lump sum amount the month following their
anniversary month and should they terminate prior to their anniversary
date a lump sum of the remaining earned but unpaid longevity payment
shall be included in the Employee's final paycheck.
5 years of employment shall receive$600
10 years of employment shall receive $1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
Page 1 of 2
25 years of employment shall receive $2,200
30 years of employment shall receive $2,600
35 years of employment shall receive $3,000
40 years of employment shall receive $3,400
45 years of employment shall receive$3,800
7) Adopt an additional eight(8)hour Personal Time Off(PTO) floater to the current PTO schedule, effective January
1, 2024, as shown below:
* PTO Maximum hours earned per
Completed Yearly straight time hour of PTO Bank Maximum
Months of Accrual employment. (PTO is earned Hours/(days)
Employment Maximum hourly and posted monthly.)
Hours/(days)
0 thru 36 168/(21) 0.0808 280/(35)
37 thru 60 192/(24) 0.0923 320/(40)
61 thru 120 216/(27) 0.1038 360/(45)
121 thru 180 240/(30) 0.1154 400/(50)
181 thru 240 264/(33) 0.1269 440/(55)
241 thru 300 264/(33) 0.1269 480/(60)
301+ 264/(33) 0.1269 520/(65)
* Calculated based on a standard scheduled work week of 40 hours, maximum 2,080 hours yearly.
All employees shall receive one(1) floater PTO day of eight(8)hours each January 1st of the calendar year. The
floater PTO day must be used during the calendar year and cannot be carried over to the next year. For an
employee working less than full time,the amount of floater PTO will be based on FTE.
ANALYSIS:
The County Administrator and the Board of Commissioners have determined that these changes are needed in order to
keep the salaries and benefits for FLSA and Union Exempt Management and Professional Positions at a rate that will
allow the County to retain and recruit employees for these positions. The general wage, longevity, and PTO accrual
rate adjustments are consistent with the general wage adjustments made for union-represented employees.
FISCAL IMPACT
The wage adjustments for 2023, 2024,2025 and 2026 are reflected in the attached Exempt wage matrices. The 2024
matrix reflects the removal of steps 3,4, and 5 and the renumbering of the steps from 1 through 7, and the 2026 table
reflects the addition of a new step 8. Currently,there are 56 Exempt employees who will receive at least a 12%wage
adjustment over the next approximately 3.5 years.
RECOMMENDATION:
Approve and sign the resolution.
REV WED BY:
Mark McCa , County Administrator Date
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