City of Missoula July 26, 2007

 FY07 compensation and classification plan  25 Pay Grades  Entry level, midpoint and maximum  30% spread from entry to maximum

 Recommended by Fox Lawson, salary survey consultants.  Implemented during FY05 and FY06.  Increased the entry level of each position by 9.4% over the two year period.  FY05 increase for everyone above entry level was 3%, in FY 06 it was 3.5%.  FY07 3% increase for everyone.

 Some employees were at the entry level of the grade for 5 years.  New employees were being paid the same as employees who had been with the City for 5 years.  No plan to move people from entry to midpoint.  No stability and much uncertainty.  People needed and wanted recognition for experience with the City.

 Plan Goals: 1.Be responsive to employee concerns. 2.) Develop structure so that employees would move from entry level to midpoint over 8 years. 3.) Move existing employees away from entry level and closer to the midpoint. 4.) Recognize employees that had been with City in current position for more than 8 years and were still not at the midpoint. 5.) Alleviate compression.

1. Develop structure with 1% steps between entry, midpoint and maximum. 2. Increase matrix by 1%. 3. Raise entry level from 85% of the midpoint to 86%. 4. Give each employee a two step increase. 5. Give current employees who are not on the step they should be another 1% step increase. 6. Give current employees who have been in the same position with the City for more than 8 years and are still not at midpoint another 1% step increase.

 Two Senior Accounting Clerks in Finance were hired in 2001 and were at the entry level until last year. By applying the proposed increase, the employees would get a 1% cost of living adjustment and a two step increase. They would also get an additional 1% because they aren't at 92% of the midpoint. This adjustment would put them at 92% of the midpoint, or $  Court Clerk hired in 1999 is making $ /hr, 94% of the midpoint. This person would get two steps to 96% and another two steps to 98%, or $  Vehicle Maintenance Superintendent is at 91% of the midpoint, applying the proposal would move him to 95%, or $  Supervisor in Wastewater since 1997 is at 92%. After the proposal he would be at 96% or $ /hr

 Administrative Secretary – In 1996 prior to salary survey, position was paid at $8.18/hr. July 1, 2005 position starts at $ /hr. Currently one of the Administrative Secretaries is making $ /hr., a 3% increase would put her at $ /hr. or 111% of the midpoint  Vehicle Maintenance Superintendent made $16.33/hr. In 1996 and currently is at $ /hr.  Personal Computer Specialist in 1996 made $12.15/hr. and now starts at $ /hr.

Fire Chief: Billings - $99,154 Helena - $82,883 Bozeman - $79, % Deferred Comp. Missoula - $74,060 Great Falls - $73,500 + $4,000 Deferred Comp.

 Billings - 3% COLA  Helena – 2.5%  U of M – 3% COLA plus.46% merit increase  Missoula County – 2% increase on the base $.57/hr for everyone $750 one time bonus 11.32% for lower paid 6.82% for middle, and 4.12% for upper level management.