ࡱ> QSRL( / 00DArial00** L)(0)z[ 0)DTimes New Roman)(0)z[ 0) DWingdingsRoman)(0)z[ 0)0D-3 00000Roman)(0)z[ 0)@ .  @n?" dd@  @@`` 0(`L      0AA@83ʚ;ʚ;g4?d?d )z[ 0ppp@ <4ddddL) 0*K 80___PPT10 ?  %G!Constitutional Officer Pay Update&City Council Briefing November 9, 2005 4Revisiting Constitutional Officer Supplement History55"6In 1994, then City Manager met with all the Constitutional Officers at the Council s direction to determine whether the Officers wanted to participate in the City pay plan or remain a participation in the State provided pay system This was in reaction to nearly annual requests by various Officers for supplements to the State Compensation Board provided salaries The problem as it was viewed at that time was that the Offices tried to get  the best of the State systems and the City systems simultaneously as opposed to sticking with one plan The stated policy was that any future  supplements would only be provided if there was full and complete participation in the City s pay plan; existing supplements such as the $95,000 provided to the Commonwealth Attorney s Office were grandfathered.Z5Z5 4Revisiting Constitutional Officer Supplement History55"The conversations with those Officers included a pay analysis to see where positions would slot on the City s pay plan as well as a discussion of the pros/cons to joining the pay system As a result of those conversations, the Commissioner of Revenue and Treasurer opted to join the City s pay plan while, for various reasons, the Sheriff and Commonwealth Attorney did not joinyZy4Revisiting Constitutional Officer Supplement History55"Upon joining the City pay plan, the employees of the Commissioner of Revenue and Treasurer offices were slotted onto the appropriate City pay scale based on internal equity considerations The employees then began to receive City pay raises, even when the State raises exceed those provided locally In years where State salary adjustments are higher than locally provided raises, the additional State revenue in essence helps to offset  supplemental funds provided as a result of participation in the Pay Plan Most years, however, the City raises have exceeded State raises and therefore the actual salaries of the employees in these offices is significantly higher than the Compensation Board provided salaries x+ZZZZobbb  4Revisiting Constitutional Officer Supplement History55"Upon joining the City pay plan, the employees of the Commissioner of Revenue and Treasurer offices were slotted onto the appropriate City pay scale based on internal equity considerations The employees then began to receive City pay raises, even when the State raises exceed those provided locally In years where State salary adjustments are higher than locally provided raises, the additional State revenue in essence helps to offset  supplemental funds provided as a result of participation in the Pay Plan Most years, however, the City raises have exceeded State raises and therefore the actual salaries of the employees in these offices is significantly higher than the Compensation Board provided salaries x+ZZZZobbb  4Revisiting Constitutional Officer Supplement History55"Since the Constitutional Officer, as an independently elected officer, could not legally be evaluated by anyone, annual raises for that officer have been given based on the average given to the department heads on the Executive Pay Plan Again, in most years, this formulaic raise calculation has resulted in higher increase than the State would have provided Thus, the Officers are receiving what can technically be called a  supplement However, this has resulted from participation in the Pay Plan, not a conscious choice of the City Council or Manager to favor one Constitutional Office over another Hnbnb[ 4Revisiting Constitutional Officer Supplement History55"Since 1994, the Council has fairly consistently adhered to the policy of that day  that supplements will not be given unless an Officer joins the City Pay Plan in total The only deviation made was with the Sheriff s Office wherein VDOT revenues earned through work crew efforts were returned to the office for salary supplements of the Sheriff s choosing  this is revenue that the Sheriff s Office generates through special effort; it is not automatically given to the City through the normal assessment of fees DZbE` ( E Current ConversationsIn September, Councilman Tignor asked questions about why some Constitutional Officers and their staff were benefiting from rather large City  supplements to salary while others were not The Commonwealth Attorney and Clerk of Courts were specifically noted The answer to that question lies largely in the history which has been outlinedBGP`G`P` S Current Conversations^However, we realized as a result of that dialog, that two things had not happened that perhaps should have The first was that new opportunities to  join or not join the City s pay plan had not been extended as new Constitutional Officers had taken office The second was that, with regard to the Commonwealth Attorney specifically, decisions had been hampered because the City did not have a specific attorney pay scale against which to compare the prosecutors Therefore, the City Manager agreed to revisit the issue with these Officers since they had not been a part of the original conversations and should not be locked into decisions of predecessors or prior hurdles to participationNkZbZZkbbbb  ProcessMet with Constitutional Officer to discuss City Pay Plan and Personnel Policies Including pros and cons of joining the pay plan Obtained background/input from Constitutional Office Job descriptions Current salaries Appropriate market comparisons\P05BP`0`5`B`   ProcessHuman Resources gathered peer city data and noted any upcoming raises For example, the State provided raise for non-City pay plan participants is 4.4 percent and is scheduled for December and will impact peer comparisons Human Resources compared job descriptions for the Constitutional Office jobs to like job descriptions already on City pay plan Human Resources made a recommendation to place each job on the appropriate salary scale and determined what, if any, financial impact would be for each positionNGZZ ZGbb b   ProcessHuman Resources shared preliminary findings with Constitutional Officer Constitutional Officer provided feedback, questions, concerns, etc. and Human Resources responded to those as necessary Human Resources provided final recommendation to City Manager s Office and the Constitutional Officer The Constitutional Officer then made election to either pursue or not pursue City Pay Plan participation &Pb  ProcessnWe have completed this process with the Commonwealth Attorney who has expressed a desire to join the City pay plan and all that it entails We have completed the initial review with the Clerk of Courts and she has asked for additional review before making a final decision We expect to be back to you with a final recommendation and report on her election in December._b_ _ RFindings ~ Commonwealth Attorney s Office**"Attorney positions were substantially behind peer communities Although positions were not exact matches, the prosecutors were also considerably behind attorney positions already on the City Pay Plan To address the external and internal disparities, Human Resources recommended 14.4% raise for the attorneys 10% for existing disparity 4.4% for planned December raises which will increase the disparity which already exists Due to participation in the City pay plan, employees were also entitled to longevity pay based on their years of serviceN4ZsZyZ4bsbyb    RFindings ~ Commonwealth Attorney s Office**"{For the Commonwealth Attorney, Human Resources looked at the salary at assumption of office and then applied the average department head raise for each year since This is the same formula used to apply raises for other Constitutional Officers on the City pay plan Ms. Curtis rejected this approach and instead opted to receive the same treatment as her attorney staff ~ 14.4% increase plus her longevity pay ~ this resulted in Ms. Curtis returning some funds to the City that she otherwise would have been entitled to under the Human Resources approach Human Resources created a new attorney scale for all attorney positions citywide NZeZsZbebsb |  RFindings ~ Commonwealth Attorney s Office**"SStaff positions were largely competitive All were brought onto the new pay range as dictated, if incumbents were below appropriate minimum, they were brought up to new minimum All employees were then given a 5% raise to account for the FY 06 raise that had not yet been given to them To account for senior staff with extensive experience, an additional 4.4% was given to those with 8 or more years experience to ensure that they were appropriately placed within the range Due to participation in the City pay plan, employees were also entitled to longevity pay based on their years of service(TZbyb T  RFindings ~ Commonwealth Attorney s Office**"The total cost of this change is as follows: Attorneys: $135,644 Support Staff: $ 55,791 Total: $191,435 Part of this cost will be covered by the State in raises that would have been provided anyway in December, 2005 State provided funds: $56,071 (4.4% raise) Final annual cost to the City: $135,364 FY 06 cost is less as the raises will occur effective 12/1/2005 ~ 7 month City expense: $78,962 We will cover this expense with contingency funds which Council will approve through quarterly budget adjustments assuming Council concurs with the staff work/recommendation to bring the Commonwealth Attorney s Office onto the City pay plan-ZEZpZ,Z(ZaZZ-bEp,(a  - [ ` gg3` ___ff3` ffB` 3f33f̙` JHBDXb`ff`  F-"nff` fBDXff33` 9 oVPc}` r!Lf.>?" dd@&?lPd@ F lA@" d` n?" dd@   @@``PR    @ ` `,p>> J B @ (  &T `y  "`y2 B Bo " x 202 B Bo "`x 202 B B o "Zy 202 B BȦo "Gx 202 B Bo "x 20$  00 " `  RClick to edit Master text styles Second level Third 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