HomeMy WebLinkAboutIR 9687 INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9687
To the Mayor and Members of the City Council December 2, 2014
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•a SUBJECT: FY2015 CIVILIAN EMPLOYEE COMPENSATION STRATEGY
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In addition to the recent 4 percent pay raise for General employees, the adopted budget includes
a set aside of 1 percent of payroll to address specific compensation challenges. Specifically, this
funding will provide wage increases of varying dollar amounts for certain jobs that are difficult to
fill and/or are experiencing significant turnover.
This is part of a multi-year strategy to evaluate the City's compensation plan and ensure that the
City is poised to recruit and retain a high-caliber workforce. While not everyone is included in this
phase of the compensation plan, it is one additional step in the comprehensive effort to address
compensation and classifications in the organization. The vast majority of both positions and
people affected by these adjustments are non-managerial. In the coming days, department
management will notify affected employees.
Classifications identified for pay adjustments were based on the following:
• Human Resources Department and operating department input on jobs and job series' that
are difficult to fill or experience high turnover.
• Market data identifying jobs that are at least 3 percent behind the market after the 4
percent across-the-board increase was applied.
• When appropriate, the City also compared the ratio of actual average pay to the midpoint
(market median) for the respective pay grades.
• Final review by each department director of his or her respective lists; minor adjustments
were made to address any special needs in their departments. For example, some
positions were excluded because job duties and job classifications are inconsistent and
warrant a review during the full classification study.
Salary adjustment recommendations are not employee-specific; rather they are based on data
and average salaries of employees in certain job classification compared to matching
counterparts in the job market if possible. For the salary adjustments, flat-dollar adjustments
specific to each affected job classification rather than a percentage of pay in order to maintain
internal salary equity.
In all, Human Resources looked at 129 positions that were identified for review. Of those, 61
titles will receive increases representing 834 employees. The average increase is scheduled to
be 7.4% amounting to a FY 2015 cost of approximately $1 .85M.
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS
INFORMAL REPORT TO CITY COUNCIL MEMBERS No. 9687
To the Mayor and Members of the City Council December 2, 2014
h�T�i7 Page 2 of 2
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•a SUBJECT: FY2015 CIVILIAN EMPLOYEE COMPENSATION STRATEGY
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The salary adjustments will be effective in pay period 2 (Dec. 27, 2014, to Jan. 9, 2015) with a
pay date of Jan. 16, 2015. Employees hired on or after October 1, 2014 are not eligible for the
scheduled increases since market factors should be reflected in his or her starting salary.
If you have further questions, contact Brian Dickerson, Director of Human Resources at
817.392.7783.
David Cooke
City Manager
ISSUED BY THE CITY MANAGER FORT WORTH, TEXAS