05/17/2022 - Work Session - Meeting MaterialsSALT LAKE CITY COUNCIL
AGENDA
WORK SESSION
May 17,2022 Tuesday 3:00 PM
Council Work Room
451 South State Street Room 326
Salt Lake City,UT 84111
SLCCouncil.com
3:00 PM Work Session
Or immediately following the 2:00 PM
Redevelopment Agency Meeting
7:00 pm Formal Meeting
Room 326
Welcome and public meeting rules
In accordance with State Statute and City Ordinance,the meeting may be held electronically.After 5:00 p.m.,please enter the City
&County Building through the main east entrance.
The Work Session is a discussion among Council Members and select presenters.The public is welcome to listen.Items scheduled
on the Work Session or Formal Meeting may be moved and /or discussed during a different portion of the Meeting based on
circumstance or availability of speakers.
Please note:Dates not identified in the FYI -Project Timeline are either not applicable or not yet determined.Item start times and
durations are approximate and are subject to change at the Chair’s discretion.
Generated:12:17:20
The Council has returned to a hybrid meeting approach.The hybrid meeting enables
people joining remotely or in-person to listen to the Council meeting and participate
during public comment items.
Public Comments:The public can give comments to the Council during the
meetings online through Webex or in-person in Room 326 of the City and County
Building.In-person attendees can fill out a comment card and online participants
will register through Webex in order to be added to the comment queue.
Agenda &Registration Information:For more information,including Webex
connection information,please visit www.slc.gov/council/virtual-meetings.(A
phone line will also be available for people whose only option is to call in.)
Public Health Information:Masks are no longer required in City Facilities,but
are welcome for any attendees who prefer to continue using them.We will continue
to monitor the situation take any reasonable precautions for the public and staff.
Work Session Items
Click Here for the Mayor’s Recommended Budget for Fiscal Year 2022-23
1.Informational:Updates from the Administration ~3:00 p.m.
30 min.
The Council will receive information from the Administration on major items or projects in
progress.Topics may relate to major events or emergencies (if needed),services and
resources related to people experiencing homelessness,active public engagement efforts,
and projects or staffing updates from City Departments,or other items as appropriate.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Recurring Briefing
Set Public Hearing Date -n/a
Hold hearing to accept public comment -n/a
TENTATIVE Council Action -n/a
2.Fiscal Year 2022-23 Budget:Police Department ~3:30 p.m.
45 min.
The Council will receive a briefing about the proposed Police Department budget for Fiscal
Year 2022-23.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -Tuesday,April 19,2022
Hold hearing to accept public comment -Tuesday,May 17,2022 and June 7,2022 at 7 p.m.
TENTATIVE Council Action -TBD
3.Fiscal Year 2022-23 Budget:Community and Neighborhoods
Department ~4:15 p.m.
45 min
The Council will receive a briefing about the proposed Community and Neighborhoods
Department budget for Fiscal Year 2022-23.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -Tuesday,April 19,2022
Hold hearing to accept public comment -Tuesday,May 17,2022 and June 7,2022 at 7 p.m.
TENTATIVE Council Action -TBD
4.Fiscal Year 2022-23 Budget:Proposed Compensation for City
Employees ~5:00 p.m.
15 min
The Council will receive a briefing about the proposed Compensation budget,which
accounts for personnel and payroll costs,for Fiscal Year 2022-23.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -Tuesday,April 19,2022
Hold hearing to accept public comment -Tuesday,May 17,2022 and June 7,2022 at 7 p.m.
TENTATIVE Council Action -TBD
5.Fiscal Year 2022-23 Budget:Human Resources Department ~5:15 p.m.
15 min.
The Council will receive a briefing about the proposed Human Resources Department
budget for Fiscal Year 2022-23.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -Tuesday,April 19,2022
Hold hearing to accept public comment -Tuesday,May 17,2022 and June 7,2022 at 7 p.m.
TENTATIVE Council Action -TBD
6.Board Appointment:Sugar House Park Authority Board of Trustees
–Sarah Sherer ~5:30 p.m.
5 min
The Council will interview Sarah Sherer prior to considering appointment to the Sugar House
Park Authority Board of Trustees for a term ending May 17,2026.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -n/a
Hold hearing to accept public comment -n/a
TENTATIVE Council Action -Tuesday,May 17,2022
7.Board Appointment:Parks,Natural Lands,Urban Forestry and
Trails (PNUT)Advisory Board –Aaron Wiley ~5:35 p.m.
5 min
The Council will interview Aaron Wiley prior to considering appointment to the PNUT
Board for a term ending May 3,2025.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -n/a
Hold hearing to accept public comment -n/a
TENTATIVE Council Action -Tuesday,May 17,2022
8.Board Appointment:Arts Council –Cale Newhouse ~5:40 p.m.
5 min
The Council will interview Cale Newhouse prior to considering appointment to the Arts
Council for a term ending May 17,2025.
FYI –Project Timeline:(subject to change per Chair direction or Council discussion)
Briefing -Tuesday,May 17,2022
Set Public Hearing Date -n/a
Hold hearing to accept public comment -n/a
TENTATIVE Council Action -Tuesday,May 17,2022
Standing Items
9.Report of the Chair and Vice Chair
Report of Chair and Vice Chair.
10.Report and Announcements from the Executive Director
Report of the Executive Director,including a review of Council information items and
announcements.The Council may give feedback or staff direction on any item related to
City Council business,including but not limited to scheduling items.
11.Tentative Closed Session
The Council will consider a motion to enter into Closed Session.A closed meeting described
under Section 52-4-205 may be held for specific purposes including,but not limited to:
a.discussion of the character,professional competence,or physical or mental health of
an individual;
b.strategy sessions to discuss collective bargaining;
c.strategy sessions to discuss pending or reasonably imminent litigation;
d.strategy sessions to discuss the purchase,exchange,or lease of real property,
including any form of a water right or water shares,if public discussion of the transaction
would:
(i)disclose the appraisal or estimated value of the property under consideration;
or
(ii)prevent the public body from completing the transaction on the best possible
terms;
e.strategy sessions to discuss the sale of real property,including any form of a water
right or water shares,if:
(i)public discussion of the transaction would:
(A)disclose the appraisal or estimated value of the property under
consideration;or
(B)prevent the public body from completing the transaction on the best
possible terms;
(ii)the public body previously gave public notice that the property would be
offered for sale;and
(iii)the terms of the sale are publicly disclosed before the public body approves
the sale;
f.discussion regarding deployment of security personnel,devices,or systems;and
g.investigative proceedings regarding allegations of criminal misconduct.
A closed meeting may also be held for attorney-client matters that are privileged pursuant to
Utah Code §78B-1-137,and for other lawful purposes that satisfy the pertinent requirements of
the Utah Open and Public Meetings Act.
CERTIFICATE OF POSTING
On or before 5:00 p.m.on May 13,2022,the undersigned,duly appointed City Recorder,does hereby
certify that the above notice and agenda was (1)posted on the Utah Public Notice Website created
under Utah Code Section 63F-1-701,and (2)a copy of the foregoing provided to The Salt Lake Tribune
and/or the Deseret News and to a local media correspondent and any others who have indicated
interest.
CINDY LOU TRISHMAN
SALT LAKE CITY RECORDER
Final action may be taken in relation to any topic listed on the agenda,including but not
limited to adoption,rejection,amendment,addition of conditions and variations of
options discussed.
The City &County Building is an accessible facility.People with disabilities may make requests for
reasonable accommodation,which may include alternate formats,interpreters,and other auxiliary aids
and services.Please make requests at least two business days in advance.To make a request,please
contact the City Council Office at council.comments@slcgov.com,801-535-7600,or relay service 711.
Administrative
updates
May 17, 2022
COVID-19
update
Current
status
summary
One million people in the U.S. have now died from COVID-
19. In Utah, 4,761 residents have died, with 1,636 of
those from Salt Lake County.
Utah has had a 76.5% increase in cases over the past 2
weeks, but hospitalizations and deaths are still low.
The CDC reports that boosters reduce the risk of
hospitalization from Omicron by 86 percent compared with
a 65 percent reduction from a two -dose vaccination.
Nonetheless, most Americans are not getting boosted.
Only 29% of Utahns are boosted, similar to the national
statistic of 31%.
Last week
This week
Last week This Week
www.slc.gov/feedback/
Regularly updated with ways to engage with the City.
Community Engagement Highlights
Transportation
•1100 East Reconstruction
•Presentation to ELPCO on Thursday, May 26th
•2100 South Reconstruction
•Surveys being done May 20th and May 25th
•Main Street Restriping
•Canvassing this week
Public Utilities
•Watershed Management Plan
•Public Open Houe May 25th –Main Library 5-7pm
•Water Reclamation Facility
•Virtual Open House May 26th
•In-person Rose Park Elementary June 2nd
•Public Utility Rate Increases
•Public hearing tonight on the budget
Housing Stability
•HUD Home-ARP Draft Allocation Plan
•Public Comment Period May 18th –June 3rd
•Hybrid Public Hearing June 1st 6-7pm
•Plan can be found slc.gov/housingstability
Homelessness Update:
HRC and Overflow Occupancy
May 9th -13th
STH -1000 West
Men's HRC
STH -King
Women's HRC
STH -Miller Mixed
HRC Total
Shelter Capacity 300 200 200 700
Avg number of beds occupied/night 289 194 197 681
Avg number of beds unoccupied/night 11 6 3 19
Avg % of beds occupied/night 96.3%97.1%98.6%97.2%
Avg % of beds unoccupied/night 3.7%2.9%1.4%2.8%
State Homelessness Dashboard
Homelessness
Data & Metrics
Jobs.utah.gov/homelessness/homelessdata.html
Cleaning and Abatements
Folsom Trail this week
Resource Fair Fri May 13th @
Fairmont Park
Ruff Haven-3
Lunch-Westpoint CC/ Troop 28
UTA-45 people
Utah Naloxone-11 people
SLC Justice Court:
o 19 engagements
o 17 cases heard (7 people)
o 1 mental health referral
o 1 client placed @ Inn Between
Kayak Court Fri May 20th @ Jordan River
Homelessness
Update
Contact/ Intake:
801-990-9999
Winter Overflow Shelter 2023
May-COM sub-committee mtg this week
-Review property submissions
June-Present ranked list to full COM
July-COM vote on proposed site(s)
Aug-COM present choice(s) to COG
Sept 1-Deadline for feasible plan
submission
Oct-Opening of overflow(s)
Homelessness
update
CITY COUNCIL OF SALT LAKE CITY
451 SOUTH STATE STREET, ROOM 304
P.O. BOX 145476, SALT LAKE CITY, UTAH 84114-5476
SLCCOUNCIL.COM
TEL 801-535-7600 FAX 801-535-7651
COUNCIL BUDGET
STAFF REPORT
CITY COUNCIL of SALT LAKE CITY
tinyurl.com/SLCFY23
TO:City Council Members
FROM: Ben Luedtke
Budget and Policy Analyst
DATE:May 17, 2022
RE: Fiscal Year 2022-23 Police Department Budget
BUDGET BOOK PAGES: Key Changes 40-42, Department Overview 197-202,
Staffing Document 270-273
ISSUE AT-A-GLANCE
The Police Department is funded by the General Fund and benefits from various federal and state grants. The
total FY2023 General Fund budget for the Police Department is proposed to be $103,944,583 which is a
$20,574,081 (25%) increase over the FY2022 budget. Most of the increased funding is for increased
compensation of existing employees and new FTEs. The proposed budget includes a net increase of 30 new FTEs
(4.2%) of which 21 are not sworn officers for a total staffing level of 750 FTEs. This includes 582 sworn officers,
148 civilian staff and 20 authorized but unfunded early hire police officers to mitigate turnover fluctuations.
Note that 66 of the sworn police officers work at the Airport. See Additional Info section for a summary of the
Police Department budget and staffing levels from FY2013-FY2023.
The Department leadership shared the following top priorities that informed the FY2023 budget proposal:
1. Implement recommendations from the Council’s operational audit of Police Department, Racial Equity
in Policing Commission, and the revised 2021 Crime Control Plan
2. Reach full staffing by improving recruitment, retention and hiring
3. Improve technology options for police officers and ways the community can interact with the
Department
$19.1 Million Increase for Personal Services
The proposed budget includes a $19.1 million (25%) increase for personal services which reflects a dozen line
items summarized in the table below. It’s important to note that the total cost for personal services is $96.3
million which is nearly 92.6% of the total Police Department budget. As of April, the Department had 56 vacant
sworn officer FTEs which is 9.6% of the authorized and funded 582 sworn officer FTEs. The Department is
adding two additional training academies in the next 12 months to accelerate efforts to reach full staffing. Hiring
bonuses for lateral officers and current officers helping recruit lateral hires have also been offered. There were
also 15 vacant civilian positions of which eight were in the social worker program. It’s important to note that 66
of the officers work at the Airport and some are not yet trained to be patrol officers responding to calls for
service in the field outside of the Airport. Removing the 66 Airport police would result in 516 remaining sworn
officers. See Additional Info section for more on current and historic staffing levels in the Department. The
proposed budget increases the use of Funding Our Future dollars by $2,456,437 over the FY2022 adopted
budget. The additional funds are for several personal services items. These are subtotals of many items in the
table below. Funding Our Future would continue to cover 27 police officer FTEs, 13 civilian FTEs, equipment
and body cameras.
Project Timeline:
Briefing: May 17, 2022
Budget Hearings: May 17 and June 7
Potential Action: June 14
Page | 2
Pe rso n al Se rv i c e s I t em A m o u n t
FY 2 0 2 2 Salar y Change s Shift fr o m No n-d e p ar t m e ntal 8,2 5 6 ,6 0 2$
4 .5 % Sa la r y Pr o po sa l 3 ,9 2 8,7 2 5$
Ba se to Base Cha ng e s 2 ,1 1 2 ,1 85$
2 1 Ne w Civ ilian FTEs and 1 Ne w Lie ut e na nt 1 ,7 3 6 ,3 81$
Me r it Change s fo r Re p r e se nt e d Em p lo y e e s 7 82 ,3 80$
1 Se r ge ant a nd 1 0 Po lic e Offic e r s fr o m Bu d ge t A m e nd m e nt #6 6 2 4 ,3 3 4$
Pe nsio n and I ns ur anc e Ch a nge s 6 1 6 ,3 89$
A nnu a lize FTEs Par t ia lly Fu nd e d in FY 2 0 2 2 3 6 0 ,1 6 7$
Wo r ke r s Co m p e nsat io n I nc r e ase 2 4 6 ,4 1 7$
Bu d g e t A d ju s tm e nt s b e tw e e n Ob je c t Co de s 2 1 0 ,3 6 0$
Stand b y Pay Change s 1 4 4 ,0 0 0$
Mar ke t Base d A dju st me nt s fo r No n-r e pr e s e nt e d Emplo y e e s 1 1 0 ,1 6 3$
Unifo r m A llo w a nc e Change s 2 5 ,0 0 0$
T OT A L 19 ,15 3 ,10 3$
Net Increase of 30 New FTEs (33 new FTEs and 3 FTEs transferred out of department)
11 of the new FTEs were initially approved by the Council in FY2022 Budget Amendment #6 which were one
sergeant to supervise detectives in the Special Victims Unit and 10 new police officers forming a Violent Crimes
Unit. The FY2023 annual budget includes $152,288 to fully fund the sergeant FTE and $472,046 for the
Violence Crimes Unit which is partially funded by a federal COPS hiring grant. 21 new civilian FTEs and 1 new
sworn officer (lieutenant) are listed below. There are also several reclassifications of job titles including creation
of a data scientist and two additional social work managers. Note that three social workers FTEs were
transferred from the Police Department to the Fire Department in FY2022 Budget Amendment #4 to expand the
Community Health Access Team.
-$130,143 for 1 Civilian Response Team Director funded for 10 months which is proposed to be a sworn
officer at the lieutenant rank
-$615,164 for 12 Civilian Responder Specialists funded for six months so the new director (above) has
time to design and build out the new program. Note that creation of a civilian responder program is a
recommendation from the Council’s operations audit of the Police Department in 2020 – 2021
-$375,016 for 1 Victim Advocate Program Director and 1 Volunteer Coordinator both funded at 10
months and program supplies
-$83,801 for 1 Victim Advocate funded at 10 months (current federal grant funding ends in August 2022)
-$273,980 for 4 Youth Specialists as part of the Promising Youth Program (three of these positions are
currently funded by a federal grant which ends in July 2022) and program supplies
-$101,270 for 1 GRAMA Program Manager to help with increasing workload funded at 10 months
-$157,007 for 1 Community Outreach and Recruiting Coordinator that would work with a new position in
HR and is fully funded for the fiscal year.
Two New FTE Positions for Police Recruitment (One in HR, another in the Police Department)
The Administration provided the below summary of how the two proposed positions would be coordinated:
“The Police Department (PD) indicates it included only one of the two positions recommended by the
Racial Equity in Policing Commission (REP) in its budget – which was the outreach coordinator. The
REP recommended two new positions (among others) for the PD. The first, the outreach coordinator,
will be assigned to engage with community partners to increase mutual understanding and develop
long-term relationships. As part of those responsibilities, this outreach will promote careers in law
enforcement to all of the diverse communities in SLC. This position will be housed in PD.
The other position, a recruiter, is dedicated to recruitments in PD. This position will handle the actual
processes of recruitment – creating job postings, sending job postings to a wide spectrum of
Page | 3
organizations, managing the application process, coordinating with PD as their extensive process moves
along, assisting with the interview process and onboarding new hires. This recruiter will manage
internal and external recruitments solely for the Police Department. Our recruitment team has been
managing these processes until now. But we have not had the staffing to dedicate a recruiter solely to
PD. This position will allow us to do so. The position will be housed in HR for several reasons, but
primarily to allow the incumbent to benefit from the synergy of working with other recruiters.”
$745,307 for Civilian Responder Pilot Program
See Attachment 4 for Civilian Responder Specialist Job Description
The Council’s operational audit of the Police Department recommended creating a new responder position called
civilian community service officers to handle low-priority calls that don’t require a sworn officer. The FY2023
proposed budget includes funding one lieutenant for 10 months to act as the program director and 13 civilian
responders funded for six months. The fully loaded annual cost for the 14 FTEs is estimated at $1.4 million.
Funding for FY2023 is $745,307. Additional FTEs may be requested in the future depending on the community
demand for eligible calls for service where a civilian responder can be deployed instead of a sworn officer.
The Department formed a pilot program steering committee with half members sworn officers and the other half
civilian employees. The committee is working on several aspects of crating the pilot program such as training,
equipment, policies and procedures, legal requirements and limitations, annual program budget, and
certification options. The committee identified a dozen call types eligible for a civilian responder deployment
instead of a sworn police officer which are: abandoned vehicles, animal problems, cold burglary without suspect
information or evidence, found property, illegal fireworks, illegal dumping, noise disturbances, notification of DV
releases, evidence pickup – videos, traffic hazards, VIN inspections, and traffic control including special events.
The audit identified 14,303 calls for service representing 26,297 hours of work that could be diverted away from
sworn officers. Most of these calls are for traffic related incidents (8,096). The other categories are cold reports
for thefts, burglaries, and vandalism (5,097) and a transient problem (1,109). The auditors provided the below
graphic visualizing the diversion of these calls from sworn police officers to the civilian community service
officers. This workload is recommended to be diverted to 20 civilian community service officer FTEs. The total
annual cost is estimated at $1,602,720 for the 20 positions. Additional funding may be needed for one-time
purchases of equipment, vehicles and office space building out.
Framework for Diverting Low-priority Calls from Police Officers to Civilian Officers
Page | 4
Other Expense Changes to Note:
-$978,748 increase to the Department’s fuel budget which is intended to cover the impacts of inflation.
The Department pays for fuel which is separate from the take home vehicle fees employees pay.
-$308,954 for multiple upgrades to the records management system and computer aided dispatch
software used by the Department including moving to the cloud, electronic ticketing, and new options
for how the public can communicate for non-emergency reporting. The new reporting options may
divert reports online which may otherwise be calls. These are new ongoing costs.
-$257,324 to account for several inflationary costs increases to continue providing existing services
related to technology, uniforms, officer supplies and equipment.
-$68,175 to cover ongoing costs in the social worker program including continuing education, training,
supplies, ongoing software, and data licensing.
-$55,000 for new printers at the Public Safety Building.
Increased Calls for Service and Longer Response Times
The Department continues to experience prolonged reduced staffing since 2020 which has continued into 2022.
The performance measure (see Attachment 2) tracking response time for priority one calls (the most serious)
worsened from 11:37 minutes to 12:55 minutes. Longer response times are due to calls being on hold longer
pending an officer being available. Officer availability is reduced because of vacancies and the Department has
experienced increased call volumes.
Council’s Operational Audit of the Police Department Recommendations
See Attachment 5 for the Department’s status updates on the 46 individual recommendations
The Department reports of the 46 individual recommendations in Matrix’s final report that 13 are done or
ongoing and 14 are in progress. The other 19 recommendations have not begun and/or need additional resources
(such as the civilian responder pilot program proposed in the FY2023 annual budget).
Remove $70,000 from Street Racing Mitigation Initiative
The proposed budget removes the $70,000 added in FY2022 for a street racing mitigation initiative. The
funding was used to address problems of illegal street racing in the City. It was split between $40,000 for
equipment including steel plates and signage and $30,000 for police officer overtime dedicated to respond to
this issue. The estimated cost to continue the initiative is $60,000. The Department rented steel plates as
needed for deterrence. Rental costs are approximately $3,000 per month and a similar amount for police officer
overtime. Senate Bill 53 of the 2022 Utah Legislative Session updated penalties and minimum fines for driving
over 100 miles per hour and allows seizure of vehicles used in street racing activities that are not street legal.
Pending Award from State Homeless Shelter Cities Mitigation Grant
The City’s application requested $2.75 million, and award is not guaranteed. The funds would be used for two
new sergeant FTEs overseeing 10 new police officers focused on patrols and responses at around the Geraldine
King Women’s Resource Center and the Gail Miller Resource Center. The 12 new FTEs would be scheduled for
the September training academy which means the officers would complete field training and be ready to patrol
and respond to calls for service in June next year. The full funding request also includes 239 hours of overtime.
$4.3 Million Holding Accounts for Police Reform and Carryforward Remaining Amounts
In recent years the Council created two holding accounts for implementing recommendations from the
operational audit of the Police Department by Matrix Consulting, the Racial Equity in Policing Commission, and
the public. The combined balance of the two holding accounts is $4,286,507. The FY2023 proposed budget
would use $1,663,315 from the holding accounts. This would leave a remaining balance of $2,623,192 to be
carried forward into next fiscal year. It’s important to note that the proposed civilian responder pilot program is
only funded for half a year and would need full annual funding in the FY2024 annual budget. So, the remaining
balance of the holding accounts could be a funding option in FY2024 and then ongoing revenues would need to
be identified in FY2025.
Page | 5
POLICY QUESTIONS
1.Coordinating Diversion of Mental Health Calls – The Council may wish to ask how will the
Administration coordinate diverting mental health calls between the social worker program, CIT co-
responder program, medical response team, the University of Utah’s Mobile Crisis Outreach Team, the
County’s Ungovernable Youth Stabilization and Mobile Response program and other providers?
2.Implementing Recommendations from Operational Audit (See Attachment 5 for status
updates on individual recommendations) – The Council may wish to discuss with the Administration
how the FY2023 budget implements some recommendations from the audit. The Council may also wish
to schedule a separate briefing to review the status of recommendations and discuss next steps with the
Administration.
3.Civilian Responder Pilot Program (See Attachment 4 for job description) – The Council may wish
to discuss with the Administration what new services the public might see from the pilot program. The
Council may also wish to ask the Administration if the program could take on traffic enforcement which
was one of the major workload categories identified by the operational audit of the Police Department.
4.Ongoing Need for Street Racing Mitigation Initiative – The Council may wish to discuss with the
Administration to what extent street racing mitigation is an ongoing need. The proposed budget
removes funding for the initiative. The Council may also wish to ask the Department about renting steel
plates for deterrence compared to purchasing.
5.Funding Automatic Body Camera Activation for Police Vehicles – The Council may wish to ask
the Administration how much additional funding is needed to add hardware to police vehicles for body
camera automatic activation integration. The Department estimates 259 vehicles need the hardware.
Two years ago, the estimated cost was $93,000.
6.Maintaining Certification for Crisis Intervention Training (CIT) – The Council may wish to
ask the Department what is needed for all officers to earn and maintain CIT certification in FY2023?
ADDITIONAL & BACKGROUND INFORMATION
A. Police Department Budget and Staffing Summary FY2013-FY2023
Council staff prepared the below chart and corresponding data table to provide a summary of the Council
approved budgets, total staffing, and annual changes from Fiscal Year 2013-2022. SLCPD currently has a
total of 711 employees of which 569 are sworn officers, 20 are authorized but unfunded early hire police
officers and 122 are civilian staff. The FY22 budget proposes a net increase of three more FTEs. The chart
shows that the Police Department budget increased every year except FY21 when the Council moved funding
for the Social Worker program into Non-departmental and created two holding accounts also in Non-
departmental using $3.1 million from the Department’s budget. During the same time two staffing level
decreases occurred; first there was a reduction of four FTEs from 2013-2014 which were clerical civilian
positions and then a reduction of three FTEs from 2016-2017 which were vacant civilian positions the
Department no longer needed (accountant, IT supervisor and technician) because other City departments
were handling these functions. The Police Department had significant staffing increases over recent years
which were:
-10 from 2017-2018: increase early hire authorized (but unfunded) police positions from 10 to 20 to help
smooth staffing volatility from retirements and turnover
-55 from 2018-2019: 27 new police officers, 13 new civilian positions and the City made permanent 15
existing police officers that were paid by a federal grant
-91 from 2019-2020: 23 new police officers, transfer of 66 Airport police officers into SLCPD and two
Airport civilian positions
-Net increase of nine FTEs in the FY2022 budget from hiring 12 more social workers, an in-house mental
health clinician and a data analyst while the Emergency Management Division with five FTEs moved to
the Fire Department
Page | 6
0
100
200
300
400
500
600
700
800
$-
$20,000,000
$40,000,000
$60,000,000
$80,000,000
$100,000,000
$120,000,000
2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
SLCPD Budget and Staffing
Fiscal Years 2013-2023
$ Amount # of FTEs
Note: FY22 is adopted and FY2223 is proposed budget figures, the rest are actuals
$ Amount Y ear Over
Y ear % Change # of FT Es Y ear Over
Y ear % Change
201 3 54 ,807 ,84 1$ -537 -
201 4 55,225,24 0$ 1%533 -1%
201 5 58,67 7 ,1 94$ 6%533 0%
201 6 60,7 4 4 ,71 6$ 4%558 5%
201 7 64,1 7 4 ,695$ 6%555 -1%
201 8 67,255,827$ 5%565 2%
201 9 74 ,4 28,837$ 1 1 %620 10%
2020 82,377,07 4$ 1 1 %7 11 1 5%
2021 79,097 ,332$ -4 %7 11 0%
2022 83,370,502$ 1%720 1 %
2023 1 03,94 4 ,583$25%750 4%
Fiscal Y ear
Budget T otal Staffing
B. Status Update on Body Worn Cameras Software Upgrades
In the FY2022 annual budget the Council approved $349,692 for a bundled software package called Officer
Safety Plan 7+. Some of the software upgrades were necessary to implement elements of the body worn
camera ordinance and provide further transparency, accountability, and operational capabilities to the
Police Department. The company Axon provides body worn cameras, other hardware, and software to the
Department. Four software features were identified as especially useful improvements to the Department
which are listed below along with implementation status.
Performance – provides monitoring and reporting about usage of body cameras at the individual, squad and
department levels which would allow analysis to determine compliance with some ordinance requirements.
Also includes a randomizer tool for selection of videos to be audited.
-The Department is currently working with Axon on setup and then the audit squad will customize the
software
Page | 7
Respond+ – provides live streaming of body worn camera video feeds to enhance operational capabilities
during an incident. Also shows a map of all cameras currently recording and last known locations once a
camera is turned off which can be valuable information during an incident.
-The Department is currently finalizing policy and working on education for use
Transcription and Redaction – provides a transcription service for body worn camera and other videos (such
as interviews). The transcription can be used to prioritize which videos should be reviewed such as
identifying key words or phrases to trigger a review.
-Fully implemented and being regularly utilized
Citizen for the Community – provides a public-facing portal for residents to submit potential evidence to the
Police Department which can be especially helpful for large-scale incidents and when someone wants to
anonymously share information.
-Fully operational and the public relations team is in the process of implementing
C. Revised 2021 Crime Control Plan Update
The Department issued this plan in response to increasing crime rates experienced in 2020 which was part
of a national trend of increasing crime rates since the pandemic began. The plan was revised in November
2021. Several of the program goals were recently approved by the Council like the Violent Crimes Unit and
take-home vehicle ordinance amendment. Others are included in the FY2023 proposed budget like the
civilian responder pilot program and compensation increases for improved retention and hiring. The
Department provided the following update about the plan:
1. Lowering crime – The grant for the violent crime apprehension team is in place and the goal to stand up
that team by fall of 2022 is on track.
2. Improve response times – currently working on call diversion strategies to include using overtime and
light duty to facilitate telephonic reporting. The strategy to implement civilian response is included in
the FY 23 budget proposal. An improved software package for online reporting is in the FY 23 budget
proposal which will improve customer service to the community.
3. Filling positions - Recruitment and retention – The FY 23 budget includes a new FTE for Outreach in
police and an HR position to facilitate recruiting.
4. Continue building community relations – The police department is continuing engagement with the
Native Hawaiian Pacific Islanders, the refugee community, and the Latino Coalition. It is actively
working to form a group for the black community and continuing work with the Community Action
Board (CAB). The Business Community Engagement Officer (BCEO) is in place and working towards the
goals of the crime control plan, working with local businesses.
5. Community reestablishment – the states Homeless Cities Mitigation Grant is being funded and will
facilitate staffing of 10 officers and two Sergeants by June of 2023.
D. Increasing Mandatory Officer Trainings
In recent years the number of mandatory training hours for City police officers increased. All officers in Utah
must complete the State Division of Peace Officer Standards and Trainings’ (POST) 40-hour basic course
covering tools, legal landscape, and certifications. The City’s mandatory trainings are in addition to POST’s
mandatory training. The Council requested and funded several additional trainings for City police officers
including:
4 Hours for Fair and Impartial Policing/Implicit Bias
16 Hours for Arbinger “Mindset Drive Behavior”
16 Hours for Blue Courage “Nobility of Policing” leadership development
40 Hours for Crisis Intervention Training or CIT
o The Department reports 472 officers are CIT trained and 43 need the certification but this does
not account for officers that need recertification after expiration.
Other trainings include de-escalation, working with survivors of sexual assaults, body cameras, working
with individuals that have autism or neurological disorders, electronic warrants and citations, and tasers
Page | 8
Additional specializing trainings include Public Order Unit trainings and SWAT trainings
E. Annual Report on Code R Kit DNA Testing
A report on processing of sexual assault evidence kits (a.k.a Code R Kits) during the previous calendar year
is required to accompany the Mayor’s recommended budget per Salt Lake City Code, Chapter 2.10 Article V
DNA Testing. Below is a table comparing figures since 2014 (first year data was required to be reported).
Sometimes kits are not sent to a qualified lab because the incident occurred in an outside jurisdiction or are
deemed restricted after the victim requested it not be tested at this time. The total increase of sexual offenses
reported from 2014 to 2021 represents a 45% increase however the increase was greater in some years like
2017-2019. This may represent an increased willingness of sexual assault survivors to report crimes to police
as the stigma around sexual offenses lessens in society and resources increase to support survivors.
Comparison of Annual Reports on Code R Kit DNA Testing
M e t ri c s 2 0 14 2 0 15 2 0 16 2 0 17 2 0 18 2 0 19 2 0 2 0 2 0 2 1 2 0 19 -2 0
% C h an ge
2 0 14 -2 0
% C h an ge
Se x ual Offe nse s Re po r t e d 5 0 9 5 89 6 9 5 7 85 84 1 84 1 6 9 8 7 3 6 5 %45 %
Co d e R Kit s Re c e iv e d b y
SLCPD 1 3 7 1 7 9 1 9 7 2 3 4 2 1 0 2 2 5 1 9 2 2 0 2 5 %47 %
Co d e R Kit s Se nt t o a
Qu alifie d Lab 87 1 7 9 1 9 7 2 2 3 1 9 7 1 9 3 1 84 1 9 3 5 %1 2 2 %
Co d e R Kit s Eligib le and
Up lo ad e d to CODI S*N/A N/A 1 2 0 1 3 3 3 5 2 5 8%
Case s Su b mitte d t o
Distr ic t A t to r ne y fo r
Sc r e e ning
1 0 7 1 5 5 1 7 0 2 1 1 2 7 0 2 6 1 2 0 1 2 1 3 6 %99 %
Case s Whe n V ic t im
De c line d t o Pr o c e e d 86 1 1 1 1 1 9 1 1 2 1 3 4 1 4 9 1 3 7 1 1 5 -1 6 %3 4 %
*No t e : CODI S is th e Co mb ine d DNA I nde x Sy ste m use d b y law e nfo rc e m e nt a nd mana g e d b y t h e FBI
F. City Crime Lab Accreditation
The Department has worked toward accreditation of the City Crime Lab for the last few years and achieved it
through ANAB (American National Standards Institute or ANSI National Accreditation Board). An annual
assessment is required as part of accreditation and a full re-accreditation is conducted every four years. One
area of concern to maintaining accreditation is over-extended span of control for the crime scene response
program because there is one supervisor for 13 crime scene technicians. The program continuously operates
year-round to meet the level of demand.
G. Drone Policy
The Department continues to develop a drone use policy. Outside stakeholders such as the ACLU were
invited to provide feedback on the draft policy. It will be finalized and implemented prior to deployment of
drones. The Department is proceeding with ordering drones for testing and police officer training. The
policy is expected to be added to the Department’s policy manual which is a publicly available document.
COUNCIL RETREAT – PROJECTS & PRIORITIES
At the Council retreat on January 25th, Council Members discussed a variety of policy projects that are of
particular interest and will likely affect either the City as a whole or individual districts. Below is a list of those
topics that related in some way to this Department budget. The Council may wish to ask for any updates the
Department representatives have on any of the projects or if there is funding that could help move a related item
ahead.
Homelessness:
- Code Blue / Code Red ordinances and implementation
- Neighborhood interactions with homeless resource centers
- Encampments
Public Safety & Resident Concerns:
Page | 9
- Neighborhood safety issues
- Police officer morale
- Full staffing of the Police Department and public safety alternative response programs
- REP Commission recommendations particularly recruitment and community outreach
ATTACHMENTS
1. Summary Comparison Budget Chart
2. Department Performance Measures
3. Revised 2021 Crime Control Plan
4. Civilian Responder Specialist Job Description
5. Status Update of Recommendations from Council's Operational Audit of Police Department
ACRONYMS
CCC – Community Connections Center PSB – Public Safety Building
CIT – Crisis Intervention Training SLCPD – Salt Lake City Police Department
FTE – Full-time Employee TBD – To Be Determined
FY – Fiscal Year YTD – Year to Date
GRAMA – Government Records Access and Management Act
LCSW – Licensed Clinical Social Worker
POST – Peace Officer Standards and Training
Page | 10
ATTACHMENT I
SUMMARY COMPARISON BUDGET CHART
Do l lars %
Offic e o f the
Chie f 3 0 6 ,1 7 2 ,3 7 0$ 7 ,1 89 ,4 3 5$ 9 ,6 1 0 ,9 7 2$ 2 ,4 2 1 ,5 3 7$ 3 4 %
A d m inis tr a tiv
e Bur e au 1 3 1 1 0 ,3 5 7 ,5 5 6$ 1 1 ,4 83 ,4 87$ 1 3 ,9 2 2 ,0 0 7$ 2 ,4 3 8,5 2 0$ 2 1 %
Po lic e Fie ld
Ope r a tio ns 1 2 1 2 2 4 ,9 4 9 ,1 2 8$ 2 5 ,1 1 5 ,0 0 6$ 2 9 ,0 2 1 ,1 2 6$ 3 ,9 0 6 ,1 2 0$ 1 6 %
Po lic e Fie ld
Ope r a tio ns 2 2 0 0 1 9 ,0 9 0 ,7 2 2$ 2 0 ,0 7 1 ,2 81$ 2 1 ,5 0 1 ,4 85$ 1 ,4 3 0 ,2 0 4$ 7 %
I nv e s tig at iv e
Bur e a u 1 7 7 1 9 ,9 3 4 ,7 1 1$ 1 9 ,5 1 1 ,2 9 3$ 2 9 ,888,9 9 3$ 1 0 ,3 7 7 ,7 0 0$ 5 3 %
T OT A L S 7 5 0 80 ,5 0 4 ,487$83 ,3 7 0 ,5 0 2$10 3 ,9 4 4 ,5 83$ 2 0 ,5 7 4 ,0 81$ 2 5 %
Proposed Bud get Comp arison by Division
Div isio n FT E s FY 2 0 2 0 -2 1
A c t u als
FY 2 0 2 1-2 2
A do pt e d
FY 2 0 2 2 -2 3
Pro po se d
Di ffe re n c e
Do l lars %
Pe r s o na l Se r v ic e s 7 7 ,0 5 3 ,4 1 8$ 7 5 ,6 1 4 ,6 7 4$ 7 7 ,1 3 8,0 5 7$ 9 6 ,2 9 1 ,1 6 0$ 1 9 ,1 5 3 ,1 0 3$ 2 5 %
Op e r at io ns and
Ma inte na nc e 1 ,1 5 2 ,6 3 5$ 85 9 ,888$ 2 ,2 5 5 ,2 5 1$ 2 ,82 8,5 7 5$ 5 7 3 ,3 2 4$ 2 5 %
Char ge s and
Se r v ic e s 4 ,1 7 5 ,2 2 6$ 4 ,0 0 9 ,5 2 3$ 3 ,9 7 7 ,1 9 4$ 4 ,7 6 9 ,84 8$ 7 92 ,6 5 4$ 2 0 %
Cap it al
Ex p e nd it u r e s (4 ,2 0 4 )$ 2 0 ,4 0 2$ -$ 5 5 ,0 0 0$ 5 5 ,0 0 0$ -
T OT A L S 82 ,3 7 7 ,0 7 5$80 ,5 0 4 ,4 87$83 ,3 7 0 ,5 0 2$10 3 ,944,5 83$ 2 0 ,5 7 4 ,0 81$ 2 5 %
Opera t ing Bud get Comp arison
De p art m e n t
Bu dge t
FY 2 0 19-2 0
A c t u al s
FY 2 0 2 0 -2 1
A c t u al s
FY 2 0 2 1-2 2
A d o pt ed
FY 2 0 2 2 -2 3
Pro po sed
Diffe re n c e
Page | 11
ATTACHMENT II
DEPARTMENT PERFORMANCE MEASURES
Pe rfo rm an c e Me asu re 2 0 18
A c t u al
2 0 19
A c t u al
2 0 2 0
A c t u al
2 0 2 1
A c t u al
2 0 2 2 & 2 0 2 3
T arge t
R esponse Tim e: Maintain a six
m inute or better response tim e for
priority 1 calls for service from tim e
of dispatch*
6:19 6:02 5:50 6:00 ≤ 6:00
R esponse Tim e: the m ean average
police response tim e for priority 1
calls for serv ice from the tim e the
call w a s receiv ed to the tim e the first
officer w as listed on scene
1 0:51 1 0:1 3 11:37 1 2:55 <10:00
Social Work & Hom eless O utreach:
200 referrals per qua rter for services,
jobs, housing, educa tion, benefits,
substa nce a buse or m ental health
trea tm ent
1 ,97 2 1 ,751 1,089 1 ,361 200
I nternal Affairs: R ev iew all ca ses of
officer inv olv ed critical incidents for
referral to training unit for
im provem ents in training
1 00%100%TBD 100%1 00%
Prov ide outreach serv ices a nd
pa rticipate in a gang free education
program m onthly
1 2 1 2 TBD 1 2 1 2
Crim e La b: Maintain officer w ait
tim e for priority 1 cases at 20
m inutes or less**
21 :42
m inutes
22:01
m inutes TBD 23:09 < 20
m inutes
*Note: from time of dispatch includes neither the length of time a call is in queue waiting to be answered nor
when a 911 call taker is speaking with the caller
**Note: this performance measure refers to the time for a crime lab technician to travel to the crime scene. The
Department used a different calculation method for 2018 to start the clock at time from the officer requested
rather than the technician is on the way
Police Department
FY 2022-2023 Budget
The FY 23 budget request
utilized a program based
budgeting process to identify
programs with insights that
focused on community needs,
equity, diversified response,
customer service and
efficiencies .
Salt Lake City Police Department
2
Program Based Budget allows you to see the
costs for a functional program
The Police Department and the
Finance Department piloted PBB
●Reviewed Data
●Identified programs
●Created insights
Program Based Budgeting
3
Civilian Response Team
Traditional Public Safety Call-For-Service model CRST/Social-Work Diverted Call-For-Service model
The Civilian Response Team will be a public safety response to low-hazard, non-emergency police related calls-for-service.
The intent is to augment and enhance the current police response within the city through diversity in response options.
The team will be an added program to the department’s repertoire of services offered to community members, businesses,
and visitors. It will have a defined leadership structure and consist of several full-time employees. Professional oversight,
training, policy requirements, and codes of conduct will be the same as every other department employee.
Program Insight #1 - 1.0 FTE Sworn Lieutenant / Program Director
Civilian Response Team
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
1.0 FTE - Sworn Lieutenant (10 months)The Civilian Response Team is conceptualized to be a public safety response to low-
hazard non-emergency police related calls-for-service. This would be in terms of
both telephonic case reports and in-person responses during high call-volume times
and days of the week. The intent is to augment and enhance the current police
response service within the city through diversity in response teams; similar to the
current co-response model with social workers.This lieutenant will be the director
over the various aspects of the program – field response, telephonic case-reports,
BWC audits, professional oversight, etc.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low Short Term $130,143
Program Insight #2 - 12.0 FTE Civilian Response Specialists
Civilian Response Team
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
12.0 FTE - Civilian Response Specialists
(6 months)
12 civilian employee FTEs to be hired on or about January 2023 to be trained and
integrated into the program. These positions will be trained on proper response,
safety, legal, and procedures prior to implementation of field work.
Additional Training Unit staff or paid instructors may be needed to facilitate training.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
High Long Term $615,164
Victim Advocate Program
Victim Advocates provide support and
services to victims of crime including
crisis intervention support, providing
information, referrals, assisting through
the court processes.
Victim Advocates also act as liaisons to
law enforcement, prosecutors and other
agencies to assist victims in all crime
categories. They also provide training
and education to community groups and
individuals.
Program Insight #1 - 1.0 FTE SVU Victim Advocate
Victim Advocate Program
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
1.0 FTE SVU Victim Advocate Fund a victim advocate position that is currently awarded through a federal OVC
grant and that ends in August 2022.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low
Short Term $83,801 $3,000 (IMS)
Program Insight #2 - Program Restructure
Victim Advocate Program
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
Program Restructure Restructure the police department’s Victim Advocate Program to create an effective
management structure and advocate career ladder.
- 1.0 FTE - NEW program director
- 1.0 FTE - NEW volunteer coordinator
- 2.0 FTE - reclassify two positions to senior victim advocates
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low
Long Term $332,936 $10,000 (IMS)
Program Insight #3 - Annual Program Budget
Victim Advocate Program
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
Annual Program Budget Annual budget for program expenses including emergency supplies, cell phones,
brochures, traumatic death handbooks, facility dog costs, laptops, jackets, training,
translation services, wellness items for staff, and victim comfort items. These
expenses have previously been covered through a grant program that is reducing
award amounts.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low
Short Term $42,080
•Provided victim services to 2,353 victims of violent crime (many had more than one case)
•Conducted outreach on an additional 1,253 cases where services were offered to victims
•Answered 1,035 hotline calls from victims (+calls from community partners, officers, etc.)
•Worked with victims to create 1,216 individualized safety plans
•Helped 102 victims access services in a language other than English
•Responded to the scene or hospital after 106 violent crimes
•Provided advocacy to 250 individuals from underserved populations
Victim Advocate Program
By the Numbers: January 2021 – December 2021
11
Promising Youth Project
This is a comprehensive crime, violence, and gang reduction program.
The purpose of the Promising Youth Project is to provide promising youth with the opportunities and support needed
to unlock their promising potential.
Program Insight #1 - 4.0 FTE Youth Specialists
Promising Youth Project
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
4.0 FTE Youth Specialists (11 months)Funding for four full-time positions, three of which are currently funded on a federal
grant which ends 7/31/22.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low
Short Term $258,980 $10,000 (IMS)
Program Insight #2 - Annual Program and Summer Opportunity Program Budget
Promising Youth Project
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
Annual Program and Summer
Opportunity Program Budget
Annual PYP program budget for expenses such as supplies, curriculum, training, etc.
Will also include budget for the annual PYP Summer Opportunity. These expenses
are currently funded through donations and grants and we expect to continue to
partially supplement the this program through external funding sources as they are
available.
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low Short Term $20,000 $5,000 (Donations)
•Cases Managed: 168
•Youth Enrolled in Extra-curricular
Activities: 153
•Graduates of PYP: 81
•Positive Interactions with
Youth: 1,790
•Community Partners: 60
•SLC Schools Served: 36
Promising Youth Project
•School-based Sessions: 71
•Home Visits (Welfare, Crisis, other types of
visits): 750
Summer Opportunity
●2018 – 10 Youth Graduated
●2019 – 29 Youth Graduated
●2021 – 42 Youth Graduated
●2022 – 100+ applications expected
By the Numbers: January 2021 – February 2022
15
Program Insight #1 - 1.0 Sworn FTE
Community Outreach and Recruiting
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
REPC Supported - 1.0 Sworn FTE for
Community Outreach and Recruiting
Coordination with HR
-Attend community outreach events
-Attend community recruiting events
-Work in conjunction with HR police recruiting (new position in HR)
-Diversity, Equity and Inclusion (DEI) events
-Meet with community groups
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low Short Term $157,007
Program Insight #1 - Versaterm Case Service (Non-emergency Online Reporting Solution)
Versaterm Case Service Program
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
Versaterm Case Service - Non-
emergency Online Reporting Solution
A non-emergency online reporting solution that:
-Allows the public to file police reports immediately on qualifying events through
voice, text, web, and mobile application thereby increasing the accessibility and
equity of filing a police report in a variety of languages.
-Reduces the number of community member call-backs to SLC911 needing tech
support or demanding officer response, allowing faster responses to emergency
calls for service
-Is fully integrated with RMS to provide faster policing services to the community
-Replaces current online reporting system that processes 900+ cases per month
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
High Short Term $48,954 $10,000
-FY 23 Budget request three areas for Versaterm upgrades
-Versaterm is the software program we use for a police report and
case management.
-First request is for $58,954 a new program called “Versaterm Case
Service
-This will allow us to expand our online reporting capabilities,
support call diversion and improve customer service.
-Other Versaterm upgrade requests include:
-Cloud-based storage ($200,000)
-e-Ticketing ($60,000)
Versaterm Upgrades
18
GRAMA Program
This program helps
coordinate the department’s
responses to requests for
information received by
community members and
others.
This will request will create a
two-person team within our
GRAMA Program.
Program Insight #1 - 1.0 FTE for Caseload Management
GRAMA Program
INSIGHT DESCRIPTION INSIGHT BUDGET IMPACT
1.0 FTE for GRAMA Program Request 1.0 FTE (10 months) to address an increasing workload, succession
planning, knowledge and skill redundancy (BWC) and legal requirements for timely
response
Complexity Timeline On Going Exp One Time Exp On Going Rev One Time Rev
Low
Short Term $99,270 $2,000 (IMS)
Police Department
FY 2022-2023 Budget
Questions
COUNCIL BUDGET
STAFF REPORT
CITY COUNCIL of SALT LAKE CITY
SLC Budget FY23
TO:City Council Members
FROM:Allison Rowland
Public Policy & Budget Analyst
DATE:May 17, 2022
RE: FY2023 BUDGET – DEPARTMENT OF COMMUNITY AND NEIGHBORHOODS
MAYOR’S RECOMMENDED BUDGET PAGES:
- Key Changes, 37
- Department Overview, 153 to 158
- Staffing, 259
KEY ISSUES AND POLICY QUESTIONS
General Fund Budget. The Community and Neighborhoods Department’s (CAN’s) proposed general fund
budget for FY23 is $38,296,635, which is nearly $9 million (31%) higher than FY22. Each of the six Division
budgets would grow, but much of the change is driven by a significant increase in Transportation Division
funding, which would grow by nearly $5 million, or 62% (see figure below). Part of the explanation for this large
amount is the sharp cut in Transportation Division funding in FY22; for this reason, a more relevant comparison
may be with FY21. Compared to FY21, the proposed FY23 increase change is a large but much more modest 10%.
(Additional information is provided in sections below titled Sales Tax Revenue Changes, and Transportation and
Transit.)
Three of the six other Divisions also would grow substantially relative to previous years, though at much lower
levels than Transportation:
1. Housing Stability ($1,494,518), driven primarily by new spending for ongoing funding of the
expanded Downtown Ambassadors Program;
2. Office of the Director ($981,300), in part because the lease on the new location of the Community
Connections Center ($300,000) is managed by Real Estate Services, and Department-wide CCAC
changes which are temporarily accounted for in the Division ($240,000).
3. Building Services ($815,343), due primarily to the high number of FTEs in the Division, which
amplifies any employment-related cost increases.
Item Schedule:
Briefing: May 17, 2022
Budget Hearings: May 17, June 7
Potential Action: June 14 (TBD)
2
Transportation Housing
Stability
Building
Services
Planning Office of the
Director
Youth &
Family*
$0
$2,000,000
$4,000,000
$6,000,000
$8,000,000
$10,000,000
$12,000,000
$14,000,000
FY21 Actuals
FY22 Adopted
FY23 MRB
General Fund Levels for CAN Divisions
* Youth & Family Services was shifted to CAN from Public Services in FY22.
Note: The line for Youth and Family is missing from the list of Division funding amounts on page 155.
The Finance Department confirmed that the correct figures are the following:
FY 2020-
21 Actuals
FY 2021-22
Adopted
Budget
FY 2022-23
Recommended
Budget
FY 2022-
23 FTEs
Youth & Family (Division was part of the
Public Services Department in FY21)1,870,718 2,222,114 2,566,219 20
A.Staffing Levels. As in many other City departments in FY23, increased costs in personal services
(including salary and grade increases, and insurance rates) are the biggest proposed change in CAN’s
budget, amounting to an additional $2,855,897, or 15%. The net number of authorized CAN FTEs would
grow by nine (5%), to 188 in FY23, including three positions currently funded by the ¼ Cent Sales Tax
Transportation Fund which would be shifted to the General Fund.
In the MRB, the costs listed for new FTEs are for 10 months; they would need to be fully funded in FY24.
The proposed new employees are the following:
- Building Services:
o Two Building Inspectors ($143,213 for both);
o One Civil Enforcement Officer ($66,060).
o One Economic Development Business Coordinator (the Northwest Quadrant Liaison,
$106,175), who may be shifted to the Planning Division.
- Transportation:
o Two Transit Program Planners for traffic calming ($203,747 from Funding Our Future, for
both).
- Youth & Family,
o One Community Programs Manager for My Brother’s Keeper initiative, ($93,815).
Two current FTE positions in CAN were funded by ARPA through FY22 but shifted to General Fund
funding through FY22 Budget Amendments. This includes one Housing Stability Special Projects
3
Coordinator for the Community Connections Program ($96,175) and one Youth and Family Community
and Program Manager ($92,899). The three FTE positions that would shift from Transportation Fund
funding to the General Fund would cost $368,336. Council staff’s understanding is that the Transportation
Fund is transferring revenue into the General Fund in an equivalent amount, to cover this cost.
BACKGROUND AND ADDITIONAL INFORMATION
A.Sales Tax Revenue Changes. The two types of CAN sales tax revenue are Funding Our Future (FOF, or
the Sales Tax Option), and a State-designated form of transportation revenue known as the Quarter-Cent
Sales Tax. The FY23 MRB forecasts strong growth in sales tax revenue even with conservative projections,
but there is some risk that these amounts could not materialize, depending on whether the pandemic
continues to subside, and the economy does not stall.
1.Funding Our Future (FOF). The proposed change to FOF revenue would add one additional
category (Public Lands Maintenance) to the four already reserved this purpose—Housing,
Transportation, Street Infrastructure and Public Safety. In some cases, these categories overlap City
department designations, so more than one is involved. For example, FOF Housing revenue is
shared between Housing Stability and RDA. This is reflected in the chart below, which breaks out
total proposed FOF allocations to highlight the amounts proposed for the two CAN departments
eligible for these funds.
Transportation - CAN Housing - CAN
$-
$2,000,000
$4,000,000
$6,000,000
$8,000,000
$10,000,000
$12,000,000
FY21
FY22
FY23 MRB
FY23 MRB Proposed Changes to CAN FOF Allocations
CAN’s total FOF allocation would grow by nearly $2.7 million (27%) in FY23, driven entirely by a
large increase in FOF Transportation funds, as show in the chart above. The Housing Stability
Division actually would receive slightly less FOF revenue than in FY22, close to -$57,000, or 2.1%.
As in past years, FOF funds would also support housing development through $2,590,000 allocated
to the RDA. The proposed allocations in each CAN Division are considered in more detail in the
Housing and Transportation Division sections below.
2.Quarter-Cent Sales Tax for Transportation and Transit Projects. Revenue from the State’s
Quarter-Cent Sales Tax for Transportation is passed to the City via Salt Lake County. It began to
flow midway through the City’s 2020 fiscal year. The Administration tracks this revenue in a
separate fund to enhance transparency and for State reporting purposes (see page 65 of the MRB). If
4
projections hold true the amount available to the Transportation Division for its eligible FY23
projects would increase by $4.1 million over FY22. These funds, combined with the existing balance
and several other sources, are directed to the CIP budget, with $8.5 million is proposed to be
allocated to eligible transportation and transit projects in FY23. This also includes a transfer from
the State Infrastructure Bank of $3.2 million to cover debt service on a Granary District parking
garage for the next 7-8 years. This pass-through loan was approved by the Council in 2021.
B.Housing Supports. The Housing Stability Division (previously known as Housing and Neighborhood
Development, or HAND) is charged with administering housing support programs, among other duties.
These are funded with both Federal and local sources, including Funding Our Future revenue.
1.FOF Housing Funds. The bulk of Housing Stability’s FOF funds are passed through to
community-partner organizations, and most of these housing programs are proposed to continue
from previous years. The reduction in funding for the Shared Housing program reflects a shift of
$62,000 to the Landlord Insurance program. CAN’s share of the FOF Housing funds continues to
include salaries for two FTEs, a Planner and a Community Development Grant Administrator (see
chart below). For current names and short descriptions of each program, see Attachment C1.
FY23 MRB Funding Our Future Housing Allocations
FY2021 FY2022 MRB FY23
Planner (Planning Division)118,796 101,160 120,786
Census Coordinator 83,310 - -
Community Development Grant
Administrator 98,964 99,408 103,220
Civic Engagement specialist
(transferred to IMS in FY22)80,054 80,054 -
Shared Housing 100,000 162,000 100,000
New House 20 250,000 250,000 250,000
Build a more equitable City 300,000 388,000 388,000
Community Land Trust 500,000 - -
Expanded Housing Opportunity
Program - Landlord Insurance 350,000 53,000 115,000
Incentivized Rent Assistance 900,000 671,620 671,620
Mortgage Assistance 500,000 50,000 50,000
Marketing home ownership programs 300,000 300,000 300,000
Service Models for most vulnerable 200,000 525,380 525,380
TOTAL $3,781,124 $2,680,622 $2,624,006
2.Community Land Trust. The Administration discontinued funding for CAN’s Community Land
Trust program in FY22. This program received $500,000 in FOF funds in FY21, but it was not spent
and dropped to fund balance. The Westside Community Initiative (WCI), which is beginning to get
underway in the RDA, may include some aspects of a community land trust. It is helpful from an
organizational efficiency perspective that the City’s community land trust efforts will be focused in
one rather than multiple departments.
3.Additional ARPA Funds. In the previous two fiscal years, Federal emergency funds from ARPA
(the American Recovery Plan Act) were used to support and expand existing Housing Stability
programs funded by the City. Housing Stability administered supplemental awards through ARPA,
5
which amounted to over $13.8 million to assist people who needed help to pay their rental and
utility bills (Emergency Rent Assistance Program, ERAP, rounds 1 and 2 for $9 million and $4.8
million, respectively), and for housing and shelter assistance for people experiencing homelessness
(Supplemental HUD HOME Investment Partnership Program). This amount is not included in the
general fund budget. No new Federal awards of this type have been announced for FY23.
4.Repurposing Accounts. Over the past year, the Administration identified dormant accounts that
held $12 million in repaid loans originally from HUD Grant Programs. The Mayor’s Recommended
Budget includes recognition of these dollars in two different grant accounts ($1.64 million in Fund
Class 72 and $10.4 million in Fund Class 78), although the dollars cannot be spent until the Council
goes through a separate process governed by HUD that includes amending the City’s Consolidated
Plan for federal grants. A separate transmittal outlines how to repurpose these funds for affordable
housing-related activities that comply with the original HUD Grant guidelines and will likely be
discussed by the Council in July. More information on this proposal is forthcoming.
5.Fix the Bricks Program. In an FY22 Budget Amendment, this Federal Emergency Management
Agency (FEMA) grant program was transferred from Emergency Management (Fire Department) to
the Housing Stability Division in CAN with the goal of involving existing employees who are familiar
with grant accounting who may be able to decrease wait times for program participants. The
Administration also is exploring funding options to assist low- and moderate-income homeowners
with the 25% match requirement but has not yet identified preferred funding options. The City has
applied for State funding to increase the number of single-family homes able to participate in the
program and potentially expand the program to multifamily and commercial properties. The IMS
Department is working with the Housing Stability Division to map program recipients and those on
the waiting list to allow the City to see relative participation rates between neighborhoods. A 2019
analysis showed most program applicants on the waiting list were from high- and middle-income
areas. The Council could allocate funds to cover a matching program for income qualified
participants, given the Council’s priority on social equity.
C.Homelessness. Within the Housing Stability Division, the HEART (Homeless Engagement and Response
Team) team provides services related to homelessness. These range from direct aid for unsheltered people
to mitigation programs for residents and businesses affected by encampments and other aspects of the
housing crisis. In FY22, the team broadened their services to include:
- overseeing the expanded Downtown Ambassadors coverage areas;
- helping launch the City’s new Rapid Intervention Team to address and assist mid-sized
homeless encampments;
- helping launch Kayak Court;
- assisting with the City’s efforts to collect and track all City homeless-related activities;
- expanding the Homeless Resource Fairs; and
- helping the City apply for and launch the Love Your Block grant program.
The FY23 MRB’s budget for Homeless Services would increase substantially, primarily due to ongoing
funding for expansion of the Downtown Ambassadors Program to the Central City and Ballpark
neighborhoods. The expansion of the Downtown Ambassador program ($1,288,101) was funded by a
Homeless Resource Center (HRC) Cities Mitigation grant from the State for FY22. The MRB proposes using
the FY23 State award differently: to add a HEART team coordinator, and to fund the development of
dedicated Police Department teams to support neighborhoods surrounding the HRCs. Council staff is
requesting additional clarification on this item.
The Council may wish to consider whether these approaches, along with other
recommendations in the FY 23 MRB, are likely to result in progress toward its goal of
6
mitigating neighborhood safety issues, and if there are specific metrics that can be
tracked this year to evaluate effectiveness for FY 24
FY23 MRB Expenditures Related to Homelessness
FY21 Adopted FY22 MRB FY23 MRB
Day Shelter 127,000 127,000 127,000
Clean Neighborhoods 777,000 777,000 777,000
Detox Program 84,000 84,000 84,000
Storage Program 85,000 85,000 85,000
Overflow Fund (Motel Vouchers & St Vincent) 360,000 360,000 360,000
Green Team 160,000 80,000 0
Community Connection Center 70,000 - 0
Community Commitment Program Expenses - 35,000 0
Landfill Camp Abatement Fees - - 17,000
Ambassadors Central City/Ballpark/N
Temple/Rio Grande
- - 1,288,101
Total $1,663,000 $1,548,000 $2,738,101
Expansion of the Ambassador program to the North Temple/Rio Grande coverage areas has been in
operation for nearly two years and has been well received by those neighborhoods. The FY23 MRB includes
costs to continue to support the North Temple/Rio Grande expansion.
The Community Connections Center no longer operates out of the Public Safety Building. Its 300,000
lease, utilities, maintenance, and common area maintenance fees will be paid through Real Estate Services
in CAN’s Office of the Director.
Would the Council like to consider requesting the Administration rebrand the
Downtown Ambassador program to reflect the additional areas served beyond
“Downtown.”
The Council may wish to ask the Administration for an update on state-level efforts to
address homelessness, as well as the progress of the Council of Mayors to identify a
temporary winter overflow.
D.Transportation and Transit. The Transportation Division is responsible for the City’s transportation
system, and for some transit programs and projects. (It does not maintain streets and gutters; these are
covered by the Streets Division in the Public Services Department.) Transportation’s goals for FY23 are to
create a more safe, equitable, and sustainable transportation system. They measure progress toward these
goals by tracking complaints, crash data, transit ridership, traffic speed and volume, miles of new bike
lanes, and the number of new or upgraded bus stops.
1. Transit Funding. Significant progress continues to be made toward implementing the City’s
Transit Master Plan and would continue with 38% more funding for FY23. Previously, City funding
was not available to improve transit access, apart from the Hive Pass program (see below). Several
years ago, new sources of sales tax funding (FOF and Quarter-Cent Sales Tax revenue) enabled a 20-
7
year interlocal agreement with UTA for enhanced bus services, specifically adding more frequent
service and extended hours on key Transit Master Plan routes. In FY23, new City-sponsored bus
service will connect Rose Park to the University of Utah, running on 1000 North and South Temple.
This “Route 1” service will run every 15 minutes Monday through Saturday, with 30-minute service
intervals on Sundays.
FY23 MRB FOF Support for Transit
FY21 FY22 MRB FY23
Transit Planner 88,974 103,304 105,410
Planner (Planning Division)90,446 109,398 132,628
Project Engineer (Engineering Division was
moved to Public Services in FY22)132,152 112,206 --
Transportation Engineer 120,922 120,922 138,228
Civic Engagement Specialist (moved to IMS)76,198 -- --
Transit Key Routes (1, 2, 9, and 21)4,700,000 4,500,000 6,600,000
On Demand Ride Services -- 1,100,000 1,900,000
Transit Route Improvements 1,100,000 -- 990,000
Branding and Outreach 100,000 100,000 100,000
Bus Service Mobilization for 1000 North -- 1,101,319 --
Total $6,408,692 $7,247,149 $9,966,266
Proposed FY23 FOF funding for other Transit Key Routes would increase by 47% over FY22, adding $2.1
million, including $998,000 from a FY22 Non-Departmental Transit Holding Account. Similarly, On-
Demand Ride Services would grow by 73%, using the remaining $800,000 from the FY22 Transit
holding account. According to the Transportation Division, the On-Demand Ride Services pilot program
will:
“provide on-demand service throughout the residential West Side, giving residents
corner-to-corner shared rides between home, neighborhood destinations, and fixed
route transit stops. The service will be provided in partnership with UTA, and will
be similar to UTA on Demand by Via service currently being piloted in southern
Salt Lake County. The pilot may include electric vehicles in the fleet. Such a service
would better serve West Side residents while also allowing for improvements in
fixed route service, especially the planned 600 North / 500 East route.”
Traffic Calming. The Transportation Division completed its Livable Streets Program report in Fall,
2021, and the Council discussed it in an October 5, 2021, briefing. Two Transit Program Planners would
begin implementation of the program in the upcoming fiscal year, and capital funding for project
implementation is proposed in the CIP budget. Council staff is clarifying whether the $3
million from County Funding titled “Complete Streets” is earmarked for this proposal.
Would the Council like to discuss with the Administration the amount designated
for the Livable Streets Program in the FY23 CIP budget
8
Hive Passes. The FY23 budget proposes to offer free Hive Passes for public transit for school children,
which appears in the Non-Departmental section of the MRB ($100,000).
Other Transportation Projects. Many other projects proposed in the FY23 MRB will be discussed in
further detail in the CIP briefings.
E.Additional Information from CAN Divisions
1.Building Services. The Building Services Division, like the Planning Division (below), is directly
affected by the ongoing construction boom across the City. This complicates the goal of increasing
the efficiency and consistency of inspections:
“We are encouraging equitable service and to maintain inspection times
proportionate to the time and complexity of each permit/project. We
are consistently tracking permit valuation with the number of
scheduled/completed inspections in relation to the current staffing
situation.”
a.Staffing. The Division currently has four FTE positions that are unfilled, including a Fire
Protection Engineer position which has remained vacant for several months. The other
positions are a Plans Examiner and two Building Inspectors. The Division notes that “Properly
balancing the workload and maintaining proficiency with the code will require an increase in
staffing,” since code requirements constantly change, pushed in part by constantly evolving
construction methods. As noted above, the FY 23 budget is recommending the following
additions to this division:
o One Economic Development Business Coordinator (the NWQ Liaison, $106,175);
o Two Building Inspectors ($143,213 for both);
o One Civil Enforcement Officer ($66,060).
b.Civil Enforcement. Similarly, the Division seeks to increase the capacity of the rental housing
inspections program, with the goal of inspecting all properties with three or more rental units
every four years.
2.Planning. Like Building Services, the Planning Division is directly affected by the ongoing
construction boom across the City.
a.Staffing. Currently, three FTE positions are vacant: Associate Planner; Development Review
Planner; and Urban Designer. The removal of the Special Exception process in 2022 has
resulted in freeing up some staff time that was not recuperated in the fee charged. In addition,
the Division continues to research software to assist in editing and codifying the zoning
ordinance.
b.Historic Preservation Survey and Process. The FY23 MRB proposes adding $75,000 to
the Planning Division budget for three historic preservation surveys: Avenues, Central City and
South Temple. This would improve the Division’s ability to administer the Historic Preservation
Program and provide data for master plan updates. The State Historic Preservation Office no
longer funds these surveys. This will improve Division efficiency, as well, because updated
surveys can be digitized to allow easy access to the public rather than requiring staff assistance.
The Division may impose new fees for the Economic Hardship process associated with the
Historic Preservation Program when demolition requests have been denied by the Historic
Landmark Commission. The process is labor-intensive and requires an outside financial expert
9
to review information provided, which can cost more than $15,000 per request. Council staff
will follow up on this question with Planning staff.
3.Youth and Family. The Youth and Family Division, which was shifted to CAN from Public
Services in FY22 has expanded and broadened the variety of programming it provides. The FY23
MRB proposes hiring an additional FTE to work on the targeted mentoring program My Brother’s
Keeper Salt Lake City, which is affiliated with the Obama Foundation’s MBK Alliance. Other local
non-profits and education institutions that participate in the program are Salt Lake City Mayor’s
Office, Salt Lake City School District, Voices for Utah Children, University Neighborhood Partners,
NeighborWorks SLC and United Way are the current community partners. The Division is also
reaching out to other local organizations, nonprofits and community groups that work with boys and
young men of color.
COUNCIL RETREAT – PROJECTS & PRIORITIES
At the Council retreat on January 25, Council Members discussed a variety of policy projects that are of
particular interest and will likely affect either the City as a whole or individual Districts. Below is a list of those
topics that related in some way to this Department budget. The Council may wish to ask for any updates the
Department representatives may have on any of the projects or if there is funding that could help move a related
item ahead.
A.Homelessness
1. Neighborhood interactions with Homeless Resource Centers: Identify issues around the HRCs that
impact neighborhoods, identify action plan to address issues, public engagement, coordination with
administration and service providers. Note: initial conversations have been held with providers
about the extent to which they can influence the behavior of clients and other visitors outside
and nearby the Homeless Resource Centers.
2. Encampments
a. Identify solutions, outreach needs, resource barriers, models used in other cities, etc.
b. Services for people in encampments
3. Coordination with Homeless Service Providers
B.Public Safety & Resident Safety issues
1. Neighborhood safety issues (homelessness, speeding, crime, general police presence, city
resources, etc.) Note: there are continuing conversations with the Mayor’s Office and Police
Department about responsiveness to all neighborhood safety needs.
C.Equity
1. Anti-gentrification
a. “Thriving in Place” study. Potential Council actions, recommendations to come from the study
2. Follow-up from Racial Equity in Policing Commission recommendations
3. Transportation
a. Traffic Calming
b. 20 MPH default limit (The Council adopted this policy on May 10, 2022.)
c. Tools & programs to reduce speeding/ traffic issues on streets
10
D.Land Use & Development
1. Real estate assets
a. Old PSB specifically
b. Fleet Block
c. RMP Property on North Temple
d. Former DI Building and old Fire Station #3 in Sugar House
2. Neighborhood Impact
a. Fix the Bricks programs
3. Business & Procurement
a. Apprenticeship opportunities
4. Air Quality & Environment
a. Zero fare for all transit within the City
b. Integrate Bus Rapid Transit / fixed rail system to circulate the City
ATTACHMENT
Attachment C1. Updated Names and Descriptions of FOF Housing Programs.
11
Attachment C1. Names and Descriptions of FOF Housing Programs.
Shared Housing Provide supportive services and direct assistance to single adults.
Services may include: roommate matching, application fees, deposit
assistance, rental/utility assistance, barrier removal, and six months
case management.
Mortgage Assistance Provide certain homeowners financial assistance in a temporary
financial crisis.
Incentivized Rent Assistance Provide rent, utilities, deposits, application fees, and barrier removal
to certain households that are willing to participate in case
management programs.
Vulnerable Populations Case management services for specific populations, including, rent,
utilities, deposits, application fees, and barrier removal.
Build an Equitable City
(Prevent and Eliminate
Housing Discrimination)
Landlord-tenant mediation and/or legal representation and
consultation for renters facing eviction
Expanded Housing
Opportunity Program
(Landlord Insurance)
Provide incentives to landlords for leasing to a low-income individual
exiting homelessness.
Marketing Home Ownership
Programs
Down Payment Assistance and Home Rehabilitation for qualifying
buyers. Note that “loan forgiveness” is included in some of the funded
programs.
COMMUNITY & NEIGHBORHOODS
Budget Presentation FY22-23
FIFTEEN MINUTE CITY
UPWARD MOBILITY
HOUSING CHOICESAFE & HEALTHYBUILT ENVIRONMENT
COMMUNITY INVESTMENT
TRANSPORTATIONOPTIONS
SEGO
A GROWING CITY
Building Services Division processed 11,969 permits with a total valuation
that increased by more than $1 billion year-over-year
•1/1/2020 to 12/1/2020: $1.3 billion
•1/1/2021 to 12/1/2021: $2.4 billion
Planning Division entitled 6,251 housing units in 2021
•3,000 more than 2020
Transportation Division currently managing more than 60 projects
•Typically procure $5-10 million in grants annually
Housing Stability Division oversaw $7.1 million in Emergency Rent
Assistance that served 5,166 households at-risk of eviction or homelessness
•Another 18,000 low-income residents provided access to vaccines, medical needs, food, rent, shelter, and mortgage assistance through $4.6
million in supplemental HUD funds
Expanded Youth and Family programming on the west side
•Family Learning Center and YouthCity programming in the Fairpark neighborhood
Community & Neighborhoods 2022 Budget
Community & Neighborhoods 2022 Budget
THE TEAM
BUILDING SERVICES
Two Building Inspectors
•$143,213 total ($71,606 each w/ benefits at 10 months)
•Performed 25,000 inspections with permit valuation of $400
million in 2010
•Performed 50,000 inspections with permit valuation of $1.4
billion in 2020
One Civil Enforcement Officer
•$66,060 (w/ benefits at 10 months)
•Needed to get every-fourth-year apartment inspection up-to-
date
•Enforcement on boarded buildings
Community & Neighborhoods 2022 Budget
PLANNING
One Economic Development Business Coordinator
(Northwest Quadrant Liaison)
•$106,175 (w/ benefits at 10 months)
•Required by HB 433
Historic Preservation Survey
•$75,000
•Federal best practice is to update every five years and last
updates were 10+years ago
•Districts in need of updating:
•South Temple
•Central City
•Avenues
Community & Neighborhoods 2022 Budget
TRANSPORTATION
Livable Streets Program Launch
Two Transit Program Planners
•$203,747 total ($101,873 each w/ benefits at 10 months)
•Funding our Future
Frequent Transit Network
Routes 1, 2, 9, and 21 increase of $998,681 ($6.6 million total)
On-Demand Ride Service
Increase of $800,000 that was separately budgeted from $1.1M last
year ($1.9M total)
School District Bus Passes
Requesting shifting $100,000 from Hive Pass to School District Bus
pass partnership with UTA and Salt Lake Education Foundation
Community and Neighborhoods 2022 Budget
HOUSING STABILITY
Community Commitment Program Special Project
Coordinator
•$96,175
•Proposing moving existing FTE from ARPA to General Fund
City Ambassador Program
•$1,288,101
•Expansion to Ballpark and Central City (as well as
continuation of North Temple and Rio Grande)
•Proposing moving funding from State Mitigation Grant and
Non-Departmental to General Fund
Community & Neighborhoods 2022 Budget
REAL ESTATE SERVICES
Maintenance of Vacant City-owned Properties
•$500,000
•CIP Maintenance Fund
Community Connections Center Lease
•$300,000
•925 S West Temple
•New location to better serve community needs
Community & Neighborhoods 2022 Budget
YOUTH & FAMILY
Senior Community Program Manager
•$93,815 w/ benefits at 10 months)
•My Brother's Keeper Salt Lake City
Community and Program Manager
•$92,899
•Proposing moving FTE from ARPA to General Fund
Community & Neighborhoods 2022 Budget
Blake Thomas
Community and Neighborhoods Director //
blake.thomas@slcgov.com
Orion Goff
Community and Neighborhoods Deputy Director //
orion.goff@slcgov.com
Tammy Hunsaker
Community and Neighborhoods Deputy Director //
tammy.hunsaker@slcgov.com
Ken Anderson
Building Services Director //
ken.anderson@slcgov.com
Tony Milner
Housing Stability Director //
tony.milner@slcgov.com
Nick Norris
Planning Director //
nick.norris@slcgov.com
Jon Larsen
Transportation Director //
jonathan.larsen@slcgov.com
Kim Thomas
Youth and Family Director //
kim.thomas@slcgov.com
CITY COUNCIL OF SALT LAKE CITY
451 SOUTH STATE STREET, ROOM 304
P.O. BOX 145476, SALT LAKE CITY, UTAH 84114-5476
SLCCOUNCIL.COM
TEL 801-535-7600 FAX 801-535-7651
COUNCIL BUDGET
STAFF REPORT
CITY COUNCIL of SALT LAKE CITY
tinyurl.com/SLCFY23
TO:City Council Members
FROM: Ben Luedtke
Budget and Policy Analyst
DATE:May 17, 2022
RE: Fiscal Year 2022-23 Compensation Budget
ISSUE AT-A-GLANCE
Historically, personnel and payroll costs make up approximately two-thirds or 67% of the City’s General Fund
budget. Included in this figure are salaries, supplemental pay, health insurance, pension costs, and other
benefits. The proposed FY2023 budget includes $258.1 million for compensation which is 61% of the General
Fund budget. This would be an increase to the compensation budget of $29 million (12.97%) over the FY2022
adopted budget due to 110.60 new General Fund fulltime employees (FTEs) of which 46 were added through
budget amendments in FY2022, as well as 29 FTEs being transferred from ARPA funding last year to the
General Fund as an ongoing expense. It also includes a 4.5% proposed general pay increase for all employees,
market-based salary increases recommended by a salary survey of non-represented employees to maintain
competitive compensation levels, previously agreed upon merit increases for represented employees and a 6%
medical insurance premium increase. The Citizens’ Compensation Advisory Committee (CCAC) annual report is
Attachment 1 and a summary of their recommendations is in part A of the Additional Info section. The proposed
compensation budget includes:
$15.10/hour Living Wage Phase Two Increase ($599,231)
The proposed budget would provide the second of two phases to implement the City’s living wage for employees.
The first phase in the FY2022 annual budget was a $2.28 increase to $13.15 per hour. The second phase is a
$1.95 increase to $15.10 per hour. This increase affects employees in the Public Services Department ($44,524
estimated cost) and in the Public Lands Department ($554,707 estimated cost). Note that some part time
position in Golf are not included as that Division provides other incentives to maintain competitive hiring. Staff
is confirming information relating to part time golf employees and will include that as part of the Golf Budget
staff report.
Long-term Disability for All Employees ($1.25 million)
The proposed budget would change the existing long-term disability benefit from a voluntary opt-in program to
a City sponsored program for all employees. The total cost is estimated at $1.25 million of which $750,000
would come from the General Fund. The benefit provides a percentage of an employee’s annual salary after
short-term disability runs out which is typically after 12 weeks. Short and long-term disability benefits are
intended to provide income security when an employee is unable to work such as after an injury or illness. This
change will bring the City’s practice into compliance with URS regulations and is a benefit offered by many other
municipalities in Utah.
Health Savings Accounts (HSA) ($4.3 Million)
Project Timeline:
Briefing: May 17, 2022
Budget Hearings: May 17, and June 7
Potential Action: June 14
Page | 2
The Administration is proposing to continue the one-time annual contribution to front-load employees’ HSAs in
the amounts of $750 for singles and $1,500 for doubles and families. The total cost is $4,278,000 and assumes
all vacant positions are filled. Of this amount, $2,624,655 is covered by the General Fund.
Medical Insurance ($1.5 Million increase from General Fund)
The Utah Retirement System (URS) requires cities to hold a medical plan reserve sufficient to cover at least 55
days of typical claims. PEHP provided the below chart showing the City’s annual medical insurance premium
increases since FY2018 and the medical reserve balance measured in number of days of average claims that can
be paid.
The table below summarizes medical insurance premium increases and plan reserve funding since FY2016. The
estimated reserve balance is $11.3 million which is 105 days of typical claims. The City maintained a larger
reserve balance in recent years. This is primarily caused by two factors. First, claims were down during the
pandemic when elective surgeries were halted by state order and people voluntarily delayed / avoided healthcare
services. Second, PEHP recommends maintaining a larger than typical medical reserve because claims are taking
longer to be submitted than usual so the resulting number of claims in FY2022 may be larger than expected.
# o f Day s t o C o v e r T y pic al C laim s $ A m o u n t
2 0 1 6 5 .0 %86 $5 .9 m illio n
2 0 1 7 6 .6 %7 6 $5 .5 m illio n
2 0 1 8 3 .5 %7 6 $5 .9 m illio n
2 0 1 9 7 .0 %7 2 $6 m illio n
2 0 2 0 7 .5 %1 0 9 $1 0 millio n
2 0 2 1 4 .5 %1 2 2 $1 3 .1 m illio n
2 0 2 2 *3 .5 %1 0 5 $1 1 .3 m illio n
2 0 2 3 *6 .0 %9 5 $1 0 .2 m illio n
Fi sc al
Y e ar
Pre m i u m
C h an g e
M ed ic al Re se rv e A c c o u n t
*FY 2 0 2 2 and FY 2 0 2 3 a re e stim a t e s
As shown in the table above, the FY2023 budget includes a 6% increase to premiums for the Summit STAR high
deductible health plan (HDHP), the City’s only medical insurance plan. PEHP indicates national average
medical insurance increases are 5% to 7%. See the Additional Info section for a chart of the City’s medical claims
Page | 3
from FY2010-FY2021. It shows that the City’s HDHP resulted in lower overall costs compared to expected costs
under the prior traditional health plan if no action had been taken.
Premium Holidays – The FY2023 proposed budget does not include any premium holidays. There may
be pent up demand for healthcare which could result in greater claims. The medical reserve, incoming
claims and potential for a premium holiday will be reviewed next calendar year. Premium holiday for
medical insurance means the City and employees do not pay premiums for a pay period. The FY2022
budget had a single medical insurance premium holiday which added a one-time $915,195 transfer to
the General Fund from the Risk Fund. In recent years, the City had two premium holidays in FY2021,
one in FY2020, none in FY2019 and two in FY2018.
Medical Insurance Premium Cost Increases by Plan Type for City and Employees – The two tables below
summarize the premium increase cost impact to the City and to employees. The increase reflects
required annual actuarial contributions.
Pl an C it y ’s Biw e e k ly
C o n t rib u t io n
Biw e ek l y I n c re ase
t o C it y
A n n u al I n c re ase t o
C it y
Single $2 1 3 .3 0 $1 2 .0 6 $3 1 3 .5 6
Do u b le $4 7 9 .9 3 $2 7 .1 7 $7 0 6 .4 2
Family $6 3 9 .89 $3 6 .2 3 $9 4 1 .9 8
Pl an E m p lo y ee’s Bi w e e k l y
C o n t ri b u t io n
Biw e ek l y I n c re ase
t o E m p l o y e e s
A n n u al I n c re ase t o
E m p lo y ee s
Single $1 1 .2 3 $0 .6 4 $1 6 .6 4
Do u b le $2 5 .2 6 $1 .4 3 $3 7 .1 8
Family $3 3 .6 8 $1 .9 1 $4 9 .6 6
Represented Employee Merit Increases ($1.7 Million)
The $1.7 million covers step increases, previously agreed upon, based on years of service for employees
represented by the three bargaining units recognized by the City. These amounts are determined through
negotiations and part of the Memorandums of Understanding between each unit and the City. See the Additional
Info section for more on the City’s three bargaining units.
General 4.5% Base Salary Increase ($3.6 Million)
The $3.6 million would provide a 4.5% base salary increase for all non-represented General Fund employees. If
including enterprise funds, then the total cost increases to $6.4 million citywide. The City has provided general
pay increases to all employees in recent years when incoming revenues were growing. Although not directly tied
to the consumer price index, sometimes this type of pay increase is refer to as a cost of living adjustment or
COLA increase. There was a 4.5% base salary increase for non-represented employees in FY2022 and no base
salary increase for all City employees in the FY2021 annual budget because of the significant financial
uncertainty facing the City during the early stages of the pandemic and was accompanied by a half-year hiring
freeze. Employees did receive either a one-time $200 internet allowance or a $1,000 hazard payment. There was
also a one-time bonus of $500 to all employees except for employees in the Fire Union and AFSCME union who
received a one-time $2,000 bonus.
Negotiated Salary Increases with Bargaining Units ($TBD)
At the time of publishing this staff report, negotiations between the Administration and the Police Union were
ongoing. Previous negotiations with the other two unions concluded a 3% salary increase for employees
represented by the Fire union at an estimated cost of $929,967 and a 4.5% salary increase for employees
represented by AFSCME estimated to cost $3,744,708 overall of which $1,490,341 would come from the General
Fund. See the Additional Info section for more on the City’s three bargaining units.
Market-based Adjustments ($2.3 Million, located in individual line items across departments)
Salary adjustments for benchmarked employee groups who lag local market pay rates are reported annually by
the Citizens’ Compensation Advisory Committee (CCAC). See Attachment 1 pages 9-12 for detailed breakout of
employee benchmarks lagging the market. Also see Attachment 4 for the third-party salary survey of non-
Page | 4
represented employees by NFP. Cost recommendations per job benchmark are shown on pages 17-19. This year,
the Administration proposes funding market-based adjustments for approximately 130 job titles identified as
either slightly or significantly lagging the market affecting up to 525 existing employees. The total estimated cost
to the General Fund for these adjustments is $2.3 million. If including enterprise funds, then the total cost
increases to $4.5 million citywide.
Multiple Salary Increases for Some Employees
It’s important to note that some City employees could receive two or more of the above salary increases (merit,
negotiated, general 4.5% and market-based adjustments) depending on what position they are in. The
Administration is currently in wage negotiations with the Police Union. Additional compensation changes for
those represented employees may be recommended to the Council as part of the FY2023 annual budget based on
those ongoing negotiations.
Pension Contributions
In addition to the long-term disability changes mentioned above, the Utah Retirement System (URS) made
minor changes for FY2023. The net result for the General Fund is a decrease of $29,658 and an overall increase
of $67,646 across all City funds. Large mandatory contributions occurred in the years after the 2009 recession to
make up for retirement system funds lost during the financial crisis. Retirement funding and rates are based on
a rolling five-year average of investment returns. URS has an established process to change rates that requires
audited financial and investment return information as of December 31 annually.
New Paid City Holiday: Juneteenth
The FY2023 Compensation Plan includes a new paid city holiday for Juneteenth which was declared an official
city holiday by mayoral executive order (See Attachment 6). The order uses the same timing as Utah House Bill
238 which is “if June 19 falls on a Tuesday, Wednesday, Thursday or Friday, the holiday will be observed the
preceding Monday. If June 19 falls on a weekend, it will be observed the following Monday.” The list of paid city
holidays is on pages 16-17 of Attachment 2 and with the additional holiday the total increases to 14. Note that the
Friday after Thanksgiving is not observed by Justice Court employees who instead observe Indigenous People
Day (formerly Columbus Day). Individual employees receive 12 paid city holidays and one personal holiday
which is taken upon request of an employee and supervisor approval of the date.
Adding a paid city holiday would result in loss productivity time for some departments and others that operate
with mandatory minimum staffing levels would incur increased costs. At the time of publishing this staff report
the Administration was working to estimate those increased costs as well as potential revenue reductions from
programs that would not be collecting. The Federal Government and State of Utah have officially recognized
Juneteenth as a holiday. Many other public and private employers are also doing so. Adding Juneteenth as a paid
city holiday would help keep the City’s compensation package aligned with the market in a competitive position.
Annual Compensation Plan Changes: Miscarriage or Stillbirth Bereavement and K-9 Allowance
(See Attachment 2 for redlined version of the plan)
The proposed FY2023 Compensation Plan would “in the event of a miscarriage or stillbirth, the employee,
employee’s spouse or partner, or employee to be an adoptive parent, the city will provide an employee with up to
three working days of paid leave for bereavement.” (page 28) Three days was selected based on recent changes to
state law in Senate Bill 63 which also requires three days of bereavement leave for an employee pregnancy that
ends in miscarriage or stillbirth.
Another change in the proposed FY2023 Compensation Plan is adding 20 hours a month for police sergeants to
have the same K-9 allowance as police officers. The allowance includes 10 hours of canine care while on duty and
another 10 hours for care off-duty. The Administration reports this will not reduce on-duty time for sergeants
available to respond to calls. (Staff note: The only current K-9 unit operating in SLC focuses on drug and bomb
sniffing dogs. Review is still pending on other previous uses for K-9 squads)
Dental Coverage Changes
The City’s Benefits Committee voted to approve new dental insurance coverages for FY23. There is no additional
cost for these changes. The new benefits include:
-Removing the three-year waiting period requirement after voluntary termination
-Allowing married dependents to be covered through age 26
-Adjusting single, double, and family tier factors to avoid cross subsidization in the plan
Page | 5
-Increase post-deductible coverage from 50% to 90% in-network and 70% out-of-network for three
procedures: infertility treatments, TMJ (jaw) surgical and nonsurgical treatments, and leg veins
New Health Reimbursement Account (HRA)
Employees in Tricare, Medicaid or Medicare and traditional health plans are ineligible for a Health Savings
Account. Instead of an HSA those employees can use a Flex Spending Account (FSA) which unlike an HSA is use
or lose annually and has lower limits to how much an employee may contribute. Approximately 125 employees
would be eligible for the HRA plan administered by PEHP. The City contributes equal amounts to HSAs, FSAs
and the new proposed HRA. All three of the plans provide additional flexibility for employees to pay for
healthcare expenses with tax-free dollars.
Department Turnover Comparison
HR and the CCAC review department turnover annually. Overall, the City experienced a higher level of turnover
in 2021 than the preceding three years. The below color-coded table summarizes total turnover for any reason
(voluntary departure, involuntary termination, retirement, etc.). Relatively low turnover percentages are color-
coded blue, relatively high are red and those in between have little or no coloring. It’s important to note that
each department has a different number of FTEs. For example, in 2021, the Police Department had an 11%
turnover rate which reflects 70 employees leaving employment compared to the Attorney’s Office which had a
higher turnover rate of 38% reflecting 23 employees leaving which is a smaller number.
2018 2019 2020 2021
911 Department 19%22%31%24%
Airport 12%11%7%9%
Attorney's Off ice 18%28%23%38%
City Council 0%4%0%23%
Community & Neighborhoods 15%13%7%12%
Economic Development 24%23%15%19%
Finance 12%10%4%10%
Fire 4%3%6%7%
Human Resources 9%25%28%29%
Information Management Services 17%1%11%12%
Justice Courts 3%12%5%5%
Mayor's Office 22%38%43%21%
Police 10%10%13%11%
Public Services 9%13%6%14%
Public Lands*N/A N/A N/A 5%
Public Utilities 10%9%9%12%
Redevelopment Agency 14%0%4%4%
Sustainability 11%7%9%13%
Department Turnover Rate by Year
*Note Public Lands was a division of Public Services until FY2022.
Also, departments h ave different numbers of employees
POLICY QUESTIONS
1.Balancing Multiple Salary Increases for Employees – The Council may wish to the ask the
Administration how the proposed FY2023 annual budget balances some employees receiving multiple
salary increases with other employees that may receive a single increase. It’s important to note that
some City employees could potentially receive two or more of the above-mentioned salary increases
(merit, negotiated, general 4.5% and market adjustments) depending on what position they are in.
2.Increasing Mental Health Resources for Employees– Some Council Members expressed interest
in providing additional flexibility to the Administration for employees suffering from mental health
Page | 6
issues such as PTSD. Ideas mentioned in prior discussions were purchasing retirement years to help
reach full retirement, increase clinical advisory resources at the Midtown Clinic, suicide prevention
training or increased flexibility necessary for alternate work arrangements. The Council may wish to ask
the Administration what resources would be helpful and if the CCAC could research options and provide
recommendations in their next annual report. See Additional Info section for recent enhancements to
mental health benefits.
3.Reducing Turnover Rates – The Council may wish to ask how HR can help departments address
elevated turnover rates experienced in recent years as shown in the color-coded table above. In recent
years, CCAC Members and others suggested engagement surveys, cultural assessments and/or exit
interviews as potential tools the City could explore.
ADDITIONAL & BACKGROUND INFORMATION
A. Citizen’s Compensation Advisory Committee (CCAC) Findings and Recommendations
(Attachment 1)
Each year the CCAC is responsible for preparing and submitting a written report, with any
recommendations, to the Mayor and City Council for their consideration. The full CCAC report had a
briefing for the Council at the March 22, 2022 work session and is included as Attachment 1. One role of this
Committee is to study and compare the City’s salary groups, or job benchmarks, against the salaries of
comparable employers, especially those that compete with the City for talent, to see if the City’s
compensation levels are competitive in the current job market. A summary of the Committee’s
recommendations is available on page 2 of the attachment and is copied below for reference.
1. 4% - 5% Salary Adjustments to Maintain Competitive Position in Market – Consider impacts of the
current labor market and inflation on employer salary budgets in 2022, the Committee recommends
leaders increase the City’s overall salary budget, including employee base wage and salary adjustments,
at a rate equal to at least 4% average or 5% median.
2. City as a Pay Leader in the Market – The Committee expresses its support for the City’s compensation
strategy to position Salt Lake City as an area pay leader for employees. The Committee has long
recognized that Salt Lake City employees deal with a volume of diverse situations and problems not seen
by most other municipal entities in the state. Therefore, it is in the City’s best interest to attract the most
capable employees to all positions and to encourage them to stay. The Committee believes that
compensation should be an important factor in this equation and that this policy will prove beneficial to
the City’s citizens in the future.
The Committee agreed with the recommendation from NFP consultants conducting a salary survey of
non-represented employees (see Attachment 4) which suggested moving to a narrower range of +/- 2%
instead of 5% for determining a position’s compensation relative to the market. The Committee
recommends the following guidance (from page 7 of Attachment 1):
Significantly lagging when data indicates the benchmark job’s position relative to market is less than
or equal to 90%.
Slightly lagging when data indicates the benchmark job’s position relative to market is between
90.1% and 98%.
Competitive when data indicates the benchmark job’s position relative to market is between 98.1%
and 109.9%.
Significantly leading when data indicates the benchmark job’s position relative to market is greater
than or equal to 110%.
3. Market-based Salary Adjustments – Furthermore, as funds permit, the Committee recommends the
Mayor and City Council appropriate financial resources necessary to grant market salary adjustments
for employees in benchmark jobs identified in this report as lagging market.
First priority should be given to those lagging significantly
Second priority should be given to those lagging slightly behind the market
Detailed breakdowns of which job benchmarks are leading or lagging the market available in
Attachment 1 on the following pages:
Page | 7
AFSCME employees on page 9
Fire and Police employees on page 10
Non-represented employees on page 12
B. 2019 Benefits Study (Attachment 3)
The executive summary is available on pages 6-11. The CCAC and contracted Benefits consultant agreed the
City should conduct a benefits study every three to five years which is an industry best practice. Most of the
City’s individual benefits were found to be generous and leading the market. The value of the City’s benefits
package was significantly leading the market in some benefits such as offering a nearby health clinic
(Midtown Employee’s Clinic), tuition reimbursement amounts, longevity pay and employee participation in
ancillary programs.
The study concluded that overall the City’s benefits exceed the average value of benefits from the
comparative survey sample of employers and thus add value to compensation (compared to market), as
shown below.
Compared to other Public Sector organizations: $3,152.37
Note the 2022 NFP study estimated a higher value of $3,453
Compared to Private Sector organizations: $3,568.41
For Public Safety compared to Public Sector organizations: $4,694.33
For Public Safety compared to Private Sector organizations: $5,110.37
The one benefit that significant detracted in value was the dental plan which was found to be $593.37 less
economically valuable compared to market.
C. Recent Enhancements for Mental Health Benefits
Note that utilization reports for City benefits are typically available each fall. If Council Members have
questions about specific benefits or overall benefit utilization, then Council staff can request these reports
from the Administration.
1. In-house Clinician for Police Officers – A new FTE was approved in the FY2022 annual budget for the
Police Department to focus on mental health needs of employees. The clinical mental health
professional works at the Public Safety Building and is available to all Department employees and
specializes in first responder clients. The City recently received an $80,000 grant to fund additional
mental health provider sessions for first responders who are eligible for 15 sessions (five more than
other City employees).
2. Residential Treatment Expansion in FY2020 Budget – Part of the medical insurance premium increase
was to expand the residential treatment program for PTSD and substance abuse to provide up to 30 days
of treatment per fiscal year at 13 available locations of which two specialize in PTSD and one specializes
in fire fighter behavioral health treatment programs.
3. Additional Counseling Sessions for Public Safety Employees – All City employees have access to 10
counseling sessions at no additional cost. In FY19 a Request for Proposals (RFP) was issued to increase
available counseling sessions with providers specializing in PTSD up to 15 sessions for public safety
employees. The budget included $50,000 to cover the higher-than-expected cost.
4. Peer Support Groups – All three public safety departments (911 dispatch, fire and police) have
established peer support groups with employees who completed training in mental health and wellness.
D. Longevity Pay
As a long-standing policy, the City offers employees, except elected officials, a monthly longevity pay benefit
based on years of employment as detailed in the below table. In total, approximately 50% of the City’s total
workforce receive longevity pay.
Page | 8
Y e ar s o f
Em p lo y m e nt
Mo nthly
Be ne fit
A nnual
Be ne fit
Num b e r o f
Emplo y e e s
To tal b y
Cat e go r y
Six $5 0 $6 0 0 4 5 9 $2 7 5 ,4 0 0
Te n $7 5 $9 0 0 4 7 2 $4 2 4 ,80 0
Six t e e n $1 0 0 $1 ,2 0 0 2 2 3 $2 6 7 ,6 0 0
Twe nty $1 2 5 $1 ,5 0 0 5 1 4 $7 7 1 ,0 0 0
16 6 8 $1,7 3 8,80 0TOTALS
E. Bargaining Units
The City has three bargaining units with which the Administration negotiates compensation and comes to
agreements through three-year Memorandums of Understanding (MOU) – Salt Lake Police Association,
International Association of Firefighters Local 81, and the American Federation of State, County, and
Municipal Employees (AFSCME) Local 1004. Agreements with City bargaining units are developed prior to
and after the Mayor presents the recommended annual budget. The recommended budget includes total
compensation adjustments for all City employees, both union represented and non-represented alike.
However, depending on the outcome of negotiations, recommendations for union employees may be
modified. Negotiations are governed by the 2011 Collective Bargaining Resolution.
F. City Historical Medical Claims
PEHP provided the below chart showing actual claims in blue bars and projected claims as a red line if the
City had remained on a traditional health care plan instead of moving to a high deductible health plan in
2011. As of FY2021, the chart estimates the City saved money each year since the plan change. In FY2021 the
traditional claims are estimated to be $13.5 million more than actually incurred under the current plan.
ATTACHMENTS
1. Citizens Compensation Advisory Committee or CCAC 2022 Annual Report
2. Redlined FY 2023 Annual Compensation Plan for Non-represented Employees
3. 2019 Benefits Study
4. NFP Salary Survey of Non-represented Employees
5. Executive Order 01 of 2022 Juneteenth New Paid City Holiday
ACRONYMS
AFSCME – American Federation of State, County and Municipal Employees
CCAC – Citizens Compensation Advisory Committee
COLA – Cost-of-living-adjustment OR Cost-of-labor-adjustment
FTE – Full-time Employee
Page | 9
FY – Fiscal Year
HDHP – High Deductible Healthcare Plan
HR – Human Resources
HSA – Health Savings Account
MOU – Memorandum of Understanding
PTSD – Post Traumatic Stress Disorder
RFP – Request for Proposals
TBD – To Be Determined
URS – Utah Retirement System
Lisa Shaffer (Mar 8, 2022 15:20 MST)03/08/2022
03/08/2022
0
SALT LAKE CITY’S
Citizens’ Compensation
Advisory Committee
(CCAC)
2022 Annual
Report
2022
1
Purpose & Introduction
The Citizens’ Compensation Advisory Committee (CCAC) was formed with the purpose of
“…evaluating the total compensation levels of the city's elected officials, executives and
employees and making recommendations to the human resources department, mayor and
the city council…” (City Code Title 2, Chapter 2.35.050).
Each year the committee is responsible for preparing and submitting a written report to the
mayor and city council containing, among other things, recommendations on the “appropriate
competitive position for the city relative to the compensation practices of comparable
employers,” “wages and benefits of the city’s elected officials, executives and employees”
and “general recommendations regarding the mix of compensation for the city’s employees,
e.g., base salary, benefits, incentives” (City Code Title 2, Chapter 2.35.050.A.6)
To provide city officials with the most valuable and relevant information, this year’s report is
more streamlined to include a primary focus on the direct impact of current economic
conditions on salary budgets and overview of the city’s latest local area market pay analysis.
Finally, a grouping of informational appendices intended to provide city leaders with insight to
key measures and indicators impacting the city’s workforce are also incorporated at the end
of this year’s report.
Respectfully,
Citizens’ Compensation Advisory Committee
Ray Schelble, Chair
Mike Terry, Vice-chair
Jana Bake
Brandon Dew
Jeff Herring
Casey Lund
Jeff Worthington
2
Section One: Impact of the current
labor market and inflation on 2022
salary budgets
Historically, this committee has relied upon data obtained from employer salary budget
surveys conducted by WorldatWork when formulating recommendations to help city leaders
determine the annual salary budget, including amounts for employee pay increases.
Results of WorldatWork’s “2021-2022 Salary Budget Survey,” which were released in August
2021, reported 3.3% average and 3.0% median for 2022 planned salary budget increases.
However, given the onset of hyperinflation not seen for decades and the extreme recruitment
and retention challenges employers face nationwide, WorldatWork’s “Salary Budget Quick
Poll” (conducted December 14, 2021 through January 3, 2022) confirmed organizations have
re-evaluated the environment and are increasing their previously planned salary budgets to a
4% average and 5% median.
Reports of similar indicators were cited by WorldatWork’s Brett Christie, as follows—
• Pearl Meyer’s “2022 Projected Base Salary Increase Quick Poll” of 339 companies
found that 2022 increases to base salaries will surpass 4% for all employee groups
combined. Of the organizations with higher projected increases than was originally
expected earlier in 2021, 40% reported increases greater than 5%. Approximately half
of respondents anticipate 2022 base pay increases to be higher than what was
originally expected earlier in the year, with 12% expecting increases to be significantly
higher.
3
• Gallagher’s Labor Market Inflation Indicators for 2021-2022 report notes: “Wage and
salary increase models which gradually taper salary growth throughout 2022 from its
current 4.6% rate down to a 12-month 3.0% rate (equivalent to that experienced in Q1
of 2021) yield an overall average 12-month percent change rate of 3.7% for 2022.
Given these models, we advise 2022 salary budgeting in the 3.5% to 4.0% range and
structure increases a percentage point below the salary budget increase rate.”
• Mercer’s research found that the percentage of employers providing increases of 3.5%
or more doubled between its August and November pulse surveys from 13% to 27%
RECOMMENDATION:
Considering the impact of the current labor market conditions and inflation on employer
salary budgets in 2022, the Committee recommends leaders increase the City’s overall salary
budget, including employee base wage and salary adjustments, at a rate equal to at least 4%
average or 5% median.
Section Two: Local area market pay
comparison
The ability to effectively attract and
retain key talent is based first and
foremost on management, adaptability,
and administration of the city’s pay
structures and employee base wage and
salary rates.
To this end, the committee reviewed
market pay data obtained primarily from
multiple locally based private or public
employers with operations along the
Wasatch Front. This approach is due to the fact recruitment and applicant pool data reviewed
by the committee overwhelmingly suggest the city draws its talent from the local area.
Results of the market pay analysis conducted this year were presented by the city’s human
resources staff using the compensation management tool offered by Payfactors to aggregate
the latest sources of market pay information available.
To facilitate this review, the city organized its job titles into 99 distinct benchmark groups.
The committee reviewed job pricing information obtained for each of the 99 benchmark job
titles highlighted in this report. In total, these benchmarks cover 1,247 employees which
represents approximately 41% of the city’s regular, full-time workforce. Because market data
is not available to price all jobs, it is important to note that if a job title is not shown as a
4
benchmark title it is instead tied to a benchmark for pricing purposes. For example,
Accountant III is designated as the benchmark job for related titles in the same job family,
including:
- Accountant I
- Accountant II
- Accountant III (benchmark)
- Accountant IV
If market pay data indicates a particular benchmark job is significantly below market, then all
levels of the job should be reviewed for potential pay adjustments—not just the benchmark
job. This way the pay differences between levels of the same or similar jobs are appropriately
maintained.
The results of this year’s local market pay analysis are displayed in three separate work
groups. This is done not only to account for the differences in each group’s unique wage
structure and pay practices, but to also gauge the City’s success more effectively at
positioning itself as a pay leader. These three work groups include:
• AFSCME
• Public Safety (including Firefighters, Police Officers and Public Safety Dispatchers)
• Non-Represented Employees
In addition to the regular local market pay analysis presented for consideration as part of this
annual report, the Committee also received results of the special market study conducted by
NFP in January 2022 of the City’s non-represented group of benchmark jobs. It is the
Committee’s understanding that NFP’s full report, including their detailed benchmark
analyses, conclusions and recommendations, will be transmitted to be considered separate
and apart from this report. Among the recommendations cited in their report, however, NFP
concluded the City would be better suited to maintain its competitive advantage by adjusting
and setting pay scales within +/- 2% of the market base 50th percentile to be considered
competitive amid the highly dynamic market conditions that exist today.
The Committee also agreed that the previous standard of maintaining +/- 5% as a competitive
pay position compared to market is no longer an effective or desirable approach. Instead, the
Committee has now adopted the following new guidelines when determining an individual
benchmark job’s compensation position relative to the market:
- Significantly lagging when data indicates the benchmark job’s position relative to
market is less than or equal to 90%.
- Slightly lagging when data indicates the benchmark job’s position relative to market
is between 90.1% and 98%.
- Competitive when data indicates the benchmark job’s position relative to market is
between 98.1% and 109.9%.
- Significantly leading when data indicates the benchmark job’s position relative to
market is greater than or equal to 110%.
5
GROUP FINDINGS & OVERALL SUMMARIES:
Among the AFSCME workgroup, a total of 41 benchmark jobs, covering 338 employees,
were evaluated (representing 41% of the total jobs surveyed). Market median (50th percentile)
pay rates were compared to the Salt Lake City’s wage schedule top rate.
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading.
AFSCME Summary
BM Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)2 82%
Slightly Lagging (Between 90.1% and 98% of market)10 92%
Competitive (Between 98.1% and 109.9% of market)16 101%
Significantly Leading (Greater than or equal to 110% of market)13 109%
Overall Market Comparison 41 99.18%
6
2021 - Job Title (Job Code)SLC Top Rate
(union only)
# SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Top Rate vs
Market Median
AIRFIELD MAINT ELECTRICIAN (002618)*$80,080 15 $97,700 82%
LABORATORY CHEMIST UNION (001806)$66,498 2 $75,300 88%
BUILDING EQUIP. OP. II (006071)$52,458 0 $57,900 91%
ENVIRON SPECIALIST II UNION (000720)$73,320 1 $80,800 91%
AIR OPER SPECIALIST AIR UNION (002440)*$66,498 3 $71,900 92%
WRF OP II (002134)$57,325 9 $61,800 93%
WATER METER TECHNICIAN II (000997)$50,835 2 $54,500 93%
PLANS EXAMINER I (002127)$69,846 3 $74,000 94%
FLEET MECHANIC (001952)$57,325 40 $60,400 95%
CRIME SCENE TECH II UNION (001779)$52,354 9 $55,100 95%
WATER METER READER II (006326)$42,578 0 $43,700 97%
MAINT. ELECTRICIAN IV (000168)$62,754 8 $64,200 98%
PLUMBER II (000854)$59,051 1 $59,900 99%
POLICE INTELLIGENCE SPEC.UNION (001539)$57,450 3 $57,700 100%
EVIDENCE TECHNICIAN II (002277)$50,232 5 $49,900 101%
HVAC TEC. II (006050)$60,798 9 $60,300 101%
ASPHALT EQUIP OPERATOR II (000909)$52,458 32 $52,000 101%
BUSINESS LICENSING PROCESS II (001964)$55,869 4 $54,400 103%
WASTE & RECYCLING EQUIP OP II (002347)$52,458 26 $50,800 103%
CARPENTER II (001349)$55,578 7 $52,700 105%
ENGINEERING TECH IV UNION (000829)$63,315 10 $59,600 106%
SR UTILITIES REP CUST SVC (000199)$50,690 6 $47,600 106%
METAL FABRICATION TECHNICIAN (001925)$62,754 5 $58,800 107%
GENERAL MAINTENANCE WORKER II (002489)$52,458 1 $48,900 107%
JUDICIAL ASSISTANT II (002084)$55,869 8 $51,800 108%
FORENSIC SCIENTIST I (001973)$63,315 2 $58,700 108%
PAINTER II (001347)$55,578 6 $51,100 109%
WATER PLANT OPERATOR II (000966)$60,798 24 $55,600 109%
CUSTODIAN II (006090)$36,670 2 $33,400 110%
POLICE INFORMATION SPECIALIST (002463)$50,690 12 $45,800 111%
ACCESS CONTROL SPECIALIST (002340)*$52,520 7 $47,200 111%
ARBORIST II (001375)$53,976 4 $48,100 112%
BUILDING INSPECTOR III (001967)$76,981 10 $67,600 114%
PARKS GROUNDSKEEPER (001813)$39,042 9 $33,800 116%
SENIOR SECRETARY (003030)$50,690 1 $43,800 116%
WAREHSE SUP WORKER-AIRPORT (002022)$48,963 1 $42,200 116%
WATER SYSTEM MAINTENANCE OP II (000975)$53,976 16 $45,100 120%
CONCRETE FINISHER (001852)$57,325 9 $46,700 123%
CIVIL ENFORCEMENT OFFICER I (001893)$57,782 4 $46,900 123%
OFFICE TECHNICIAN II (001191)$50,690 18 $39,200 129%
CITY PAYMENTS PROCESSOR (000263)$52,520 4 $31,500 167%
* = Market salary normalized to Salt Lake City
AFSCME Breakout
7
Among the Public Safety workgroup, a total of 10 benchmark jobs, covering 722 employees,
were evaluated (representing 10% of the total jobs surveyed). Market top pay rates of pay
were compared to the Salt Lake City’s wage schedule top rate.
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading.
Public Safety Summary
BM Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)3 88%
Slightly Lagging (Between 90.1% and 98% of market)2 93%
Competitive (Between 98.1% and 109.9% of market)4 101%
Significantly Leading (Greater than or equal to 110% of market)1 111%
Overall Market Comparison 10 96%
2021 - Job Title (Job Code)SLC Top Rate # SLC
Incumbents
Market Salary
(Top Rate)
Market
Comparison
(SLC Top Rate vs
Market Top Rate)
FIREFIGHTER/ENGINEER - all levels $77,438 53 $90,275 86%
POLICE LIEUTENANT (000849)$112,653 25 $129,316 87%
POLICE OFFICER - All levels $81,723 275 $90,766 90%
POLICE SERGEANT (007008)$95,680 68 $103,898 92%
FIRE CAPTAIN (008040)$94,765 79 $100,838 94%
POLICE CAPTAIN (000851)$127,587 8 $127,982 100%
BATTALION CHIEF (008030)$116,896 13 $116,646 100%
FIREFIGHTER/EMT - all levels $72,405 58 $71,459 101%
FIREFIGHTER/PARAMEDIC - all levels $83,616 80 $80,687 104%
PUBLIC SAFETY DISPATCHER (002387)$67,642 63 $61,102 111%
Public Safety Breakout
8
Among the non-represented employee workgroup, a total of 48 benchmark jobs, covering
187 employees, were evaluated (representing 48% of the total jobs surveyed). Market
median (50th percentile) pay rates were compared to the non-represented employee actual
median wages/salaries.
As with the other groups, the following list ranks all related benchmark jobs sorted by those
which are most significantly lagging to most significantly leading.
Non-Represented Summary
BM Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)15 86%
Slightly Lagging (Between 90.1% and 98% of market)13 95%
Competitive (Between 98.1% and 109.9% of market)15 103%
Significantly Leading (Greater than or equal to 110% of market)5 116%
Overall Market Comparison 48 96%
9
2021 - Job Title (Job Code)
SLC Median
Employee
Salary
# SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Median vs
Market Median)
SYSTEMS ENGINEER III (002571)$97,760 1 $131,600 74%
CYBERSECURITY ENGINEER II (002573)$98,488 2 $127,100 77%
NETWORK ENGINEER II (002576)$91,666 1 $107,900 85%
FINANCIAL ANALYST III (001670)$74,797 6 $86,000 87%
LICENSED ARCHITECT (000752)$83,200 1 $95,600 87%
GIS SPECIALIST (002154)$57,595 1 $65,500 88%
AUDITOR III (001684)$71,261 1 $80,700 88%
FORENSIC SCIENTIST II (001974)$66,227 4 $74,800 89%
MANAGEMENT ANALYST (001092)$65,062 3 $72,900 89%
REDEVELOPMENT AGENCY PROP MGR (002509)$79,165 1 $88,600 89%
SR BENEFITS ANALYST (002122)^$75,337 0 $84,300 89%
EXECUTIVE ASSISTANT (001989)$65,062 12 $72,800 89%
HR LEAVE SPECIALIST (002451)$78,957 1 $88,200 90%
SAFETY PROGRAM MGR (002286)$91,666 2 $102,100 90%
OFFICE FACILITATOR II NON UNIO (001232)$51,334 30 $57,000 90%
SOCIAL SERVICE WORKER (001921)^$51,362 0 $56,300 91%
PROFESSIONAL LAND SURVEYOR (001890)$71,739 1 $78,100 92%
BUSINESS SYSTEMS ANALYST II (002338)$87,277 6 $93,900 93%
GOLF PROFESSIONAL II (002503)$76,523 2 $81,500 94%
HR BUSINESS PARTNER II (002591)$85,197 6 $90,000 95%
SENIOR CITY ATTORNEY (002319)$144,456 12 $152,500 95%
SENIOR HUMAN RESOURCE TECHNICIAN (001866)$49,358 4 $51,700 95%
PROCUREMENT SPECIALIST I (000533)$61,558 2 $63,900 96%
CLAIMS ADJUSTER (001995)^$65,056 0 $67,200 97%
SOFTWARE ENGINEER III (002145)$97,448 2 $100,500 97%
HRIS ANALYST (002155)$89,471 2 $91,900 97%
PARALEGAL (002201)$60,746 6 $62,300 98%
ENGINEER IV (002198)$87,069 13 $89,000 98%
REAL PROPERTY AGENT (000370)$68,016 2 $69,000 99%
COLLECTIONS OFFICER (001376)$45,978 4 $46,500 99%
NETWORK SYSTEMS ENGINEER II (001394)^$91,661 0 $92,700 99%
ACCOUNTANT III (001666)$75,338 13 $75,700 100%
PRINCIPAL PLANNER (001733)$69,867 9 $69,500 101%
HR RECRUITER (002297)$65,000 1 $64,500 101%
GOLF SUPERINTENDENT 18 HOLES (000936)$71,573 3 $70,800 101%
EMPLOYEE MARKETING & COMM (002225)^$68,295 0 $65,500 104%
SOFTWARE SUPPORT ADMIN II (001729)$82,909 8 $79,300 105%
LEGAL SECRETARY III (003136)$57,200 3 $54,700 105%
TECH SYSTEM ANALYST III (002203)^$75,337 0 $71,400 106%
CITY PAYROLL ADMINISTRATOR (001945)$63,492 2 $59,900 106%
CIVIC ENGAGEMENT PROGRAM SPEC. (001821)$60,798 2 $57,200 106%
EMPLOYEE TRAINING & DEVELOPMEN (000491)^$65,056 0 $60,600 107%
VICTIM ADVOCATE (001765)$47,310 4 $43,900 108%
VIDEO PRODUCTION MGR (002217)^$91,661 0 $82,800 111%
GRAPHIC DESING SPECIALIST II (002607)^$68,295 0 $60,700 113%
JUSTICE COURT JUDGE (001601)$160,306 5 $140,200 114%
PROG COOR ARTS COUNCIL (001799)$65,884 2 $55,900 118%
NET SUP ADM II (001396)$61,942 7 $47,800 130%
^ = Comparing against pay grade midpoint in lieu of median
wage as job is currently vacant.
Non-Represented Breakout
10
RECOMMENDATION:
The Committee wishes to express its support for the City’s compensation strategy to position
Salt Lake City as an area pay leader for employees. The Committee has long recognized that
Salt Lake City employees deal with a volume of diverse situations and problems not seen by
most other municipal entities in the state. Therefore, it is in the City’s best interest to attract
the most capable employees to all positions and to encourage them to stay. The Committee
believes that compensation should be an important factor in this equation and that this policy
will prove beneficial to the City’s citizens in the future.
Furthermore, as funds permit, the committee recommends the mayor and city council
appropriate financial resources necessary to grant market salary adjustments for employees
in benchmark jobs identified in this report as lagging market.
1. First priority should be given to those lagging significantly; and,
2. Second priority should be given to those lagging slightly behind
market.
11
Appendix A - Salt Lake City 2021 Overall Recruitment Statistics
(as reported 1/24/22)
o Total # of job postings = 510 (compared to 348 in 2020)
o Total # of applicants = 17,051 (compared to 13,818 in 2020)
o Total # regular, full-time employees hired (excluding seasonal and part-time workers) = 412
(compared to 379 in 2020)
2021 Turnover rates by department Voluntary turnover includes resignations, retirements, and job
abandonments. Involuntary turnover includes probationary releases, dismissals, separations, and deaths.
2020
Department # of Employees # total
Terminations
Overall
Turnover Rate Retention Voluntary
Turnover
Involuntary
Turnover
911 BUREAU 84 20 24%76%23%1%
AIRPORT 520 45 9%91%8%1%
ATTORNEY 64 23 38%60%36%2%
CITY COUNCIL 30 7 23%77%23%0%
COMMUNITY & NEIGHBORHOODS 176 20 12%88%10%1%
ECONOMIC DEVELOPMENT 16 3 19%80%19%0%
FINANCE 69 7 10%90%9%1%
FIRE 356 23 7%93%6%1%
HUMAN RESOURCES 30 8 29%68%29%0%
INFORMATION MANAGEMENT SERVICES 77 9 12%88%12%0%
JUSTICE COURTS 40 2 5%95%3%3%
MAYOR 25 5 21%77%17%4%
POLICE 628 70 11%89%11%0%
PUBLIC SERVICES 277 39 14%86%14%0%
PUBLIC LANDS 139 6 5%95%5%0%
PUBLIC UTILITIES 393 47 12%88%11%1%
REDEVELOPMENT AGENCY 26 1 4%96%4%0%
SUSTAINABILITY 62 8 13%86%12%2%
Department # of
Employees
# total
Terminations
Overall
Turnover Rate Retention Voluntary
Turnover
Involuntary
Turnover
911 BUREAU 85 25 31%67%29%2%
AIRPORT 491 32 7%93%6%1%
ATTORNEY 56 12 23%76%19%4%
CITY COUNCIL 23 0 0%100%0%0%
COMMUNITY & NEIGHBORHOODS 192 13 7%93%7%1%
ECONOMIC DEVELOPMENT 14 2 15%83%8%8%
FINANCE 68 3 4%95%4%0%
FIRE 344 21 6%94%5%1%
HUMAN RESOURCES 25 6 28%67%28%0%
INFORMATION MANAGEMENT SERVICES 62 7 11%89%11%0%
JUSTICE COURTS 38 2 5%95%3%3%
MAYOR 22 8 43%47%43%0%
POLICE 632 78 13%87%12%1%
PUBLIC SERVICES 384 24 6%93%5%1%
PUBLIC UTILITIES 404 36 9%90%7%2%
REDEVELOPMENT AGENCY 23 1 4%96%4%0%
SUSTAINABILITY 61 5 9%91%9%0%
APPOINTMENT 4
NEW HIRE 357
REHIRE 51
Grand Total 412
12
APPENDIX B - Salt Lake City 2021 Union Job Recruitment Statistics
Unless otherwise noted, the following statistics account for the total number of external
applicants and hires made between January 1, 2021 – December 31, 2021.
AFSCME
- Trade & Craft (100 Series) – Of 2,161 external applicants, 1,954 (or 90%) were from Utah. Out
of 124 hires, 122 (or, 98%) were from Utah.19 were rehires.
- Clerical & Administrative Support (200 Series) – Of 1,112 external applicants, 998 (or, 90%)
were from Utah. Out of 44 hires, 43 (98%) were from Utah. Four were rehires.
- Paraprofessional (330 Series) – Of 848 external applicants, 676 (or, 80%) were from Utah. Out
of 63 hires, 100% were from Utah. Six were rehires.
In total approximately 86% of all external applicants and 99% of new hires for all AFSCME bargaining
units were from the state of Utah.
Police Officers
- Of 1,468 external applicants, 1,085 (or, 74%) were from Utah. Of 65 hires made in 2020, 59
(or, 91%) were from Utah. 14 police officers were rehired.
Firefighters*
- Of 766 external applicants, 446 were from Utah (58%). Out of 27 hires, 25 (or, 93% were from
Utah. One firefighter was rehired.
*Note – Fire department hiring rosters typically have a hiring delay of up to two years. Applicants from
2021 may still be in the pipeline for 2022 or later.
Report date 1/24/2022
13
APPENDIX C - SLCPD SWORN PUBLIC SAFETY TURNOVER DATA
POLICE
2021 Total SLCPD Sworn Employees Voluntary Involuntary
511 64 5
TOTAL SWORN TURNOVER % 12.52% 0.98%
Voluntary Turnover includes:
46 Resignations
• 44 Police Officers
• 2 Police Sergeants
18 Retirements
• 1 Deputy Chief
• 1 Police Captain
• 2 Police Lieutenants
• 3 Police Sergeants
• 11 Police Officers
Involuntary Turnover includes:
1 Death
• 1 Police Sergeant
4 Probationary Releases
• 4 Police Officers
51 Total New Hires in 2021:
• 5 Lateral (experienced LEO) Officer New Hires
o Former agency listed below:
• 1 came from Tooele County Sheriff’s
• 1 came from Tooele City Police Dept.
• 1 came from Layton City Police Dept.
• 1 came from Santa Clara County Sheriff’s in California
• 1 came from Utah Highway Patrol
o Number of years in law enforcement when hired by SLCPD
• 2 laterals had less than 2 years of experience
• 1 lateral had between 2 to 5 years of experience
• 2 laterals more than 5 years of experience
• 46 Entry Level Police Officer New Hires
o 1 new hire moved from Idaho
o 1 new hire moved from California
o 1 new hire moved from Tennessee
o 1 new hire moved from Oregon
o 1 new hire moved from New Jersey
14
14 Rehires in 2021:
• 13 Police Officers came back after being gone for less than 1 year
• 1 Police Officer came back after being gone for more than 1 year
FIRE
2021 Total SLCFD Sworn Employees Voluntary Involuntary
338 19 2
TOTAL SWORN TURNOVER % 5.62% 0.59%
Voluntary Turnover includes:
5 Resignations
• 3 Firefighters
• 1 Fire Captain
• 1 Firefighter Heavy Rescue Technician II
14 Retirements
• 3 Airport Rescue Firefighter III’s
• 1 Battalion Chief
• 6 Fire Captains
• 2 Firefighter Engineer III’s
• 1 Firefighter/Paramedic II
• 1 Firefighter III
Involuntary Turnover includes:
1 Death
• 1 Airport Rescue Firefighter III
1 Probationary Release
• 1 Firefighter
27 New Hire Firefighters in 2021
Prepared for and on behalf of the Committee by:
349 South 200 East, Suite 500
Salt Lake City, Utah 84114-5464
(801) 535-7900
Deb Alexander, Chief Human Resources Officer
David Salazar, Compensation Program Manager
Michael Jenson, Compensation Analyst
ANNUAL COMPENSATION PLAN
for Non-Represented
Employees
i
FY 2022 2023 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
Table of Contents
EFFECTIVE DATE ....................................................................................................................................... 1
EMPLOYEES COVERED BY THIS PLAN ................................................................................................ 1
AUTHORITY OF THE MAYOR ................................................................................................................. 1
APPROPRIATION OF FUNDS .................................................................................................................... 1
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS ........................................... 1
SECTION I: DEFINITIONS ......................................................................................................................... 2
SUBSECTION I - DEFINITION OF TERMS ............................................................................................. 2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS ............................................................ 2
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES ....................................... 2
A. Determination ................................................................................................................................... 2
B. Salary Schedules ............................................................................................................................... 3
C. Other Compensation ......................................................................................................................... 3
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023 ..................................... 3
SUBSECTION III - EMPLOYEE INSURANCE ........................................................................................ 4
SUBSECTION IV - WORKERS’ COMPENSATION ................................................................................ 4
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ....................................... 4
SUBSECTION VI - RETIREMENT ............................................................................................................ 4
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES ................................. 5
SUBSECTION I – WORK HOURS ............................................................................................................. 5
SUBSECTION II- OVERTIME COMPENSATION ................................................................................... 5
SUBSECTION III - LONGEVITY PAY ..................................................................................................... 6
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY ................................................... 6
SUBSECTION V - EDUCATION AND TRAINING PAY ........................................................................ 9
SUBSECTION VI – OTHER PAY ALLOWANCES .................................................................................. 9
SUBSECTION VII - SEVERANCE BENEFIT ......................................................................................... 11
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL ............................................................ 13
SUBSECTION I – HOLIDAYS ................................................................................................................. 13
SUBSECTION II - VACATION LEAVE .................................................................................................. 15
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE ....................... 17
A. Plan “A ” ............................................................................................................................................ 17
1. Sick Leave ............................................................................................................................................... 17
ii
2. Hospitalization Leave ............................................................................................................................. 19
3. Dependent Leave .................................................................................................................................... 20
4. Career Incentive Leave, Plan “A” ........................................................................................................... 21
5. Retirement Benefit, Plan “A” ................................................................................................................. 21
B. Plan “B” .................................................................................................................................................. 21
SUBSECTION IV - PARENTAL LEAVE ................................................................................................ 24
SUBSECTION V - BEREAVEMENT LEAVE ......................................................................................... 25
SUBSECTION VI - MILITARY LEAVE .................................................................................................. 25
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES .......................................................... 26
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)............ 27
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE ................................................................. 28
SUBSECTION X - EMERGENCY LEAVE .............................................................................................. 28
APPENDIX A - SALT LAKE CITY CORPORATION ............................................................................ 29
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ....................................................... 30
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE .......................................................... 35
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022 ............................. 36
DISCLAIMER
City employment is subject to City ordinances, policies, practices and
procedures as well as state law, federal law, and constitutional limitations on
the City as a governmental entity. The policies, procedures, and practices of
the City and its departments and workgroups do not limit, affect, or alter any
legal or constitutional rights the City or its employees may have.
The City’s policies, procedures, and practices do not create any contractual
rights, either express or implied, or any other obligation or liability on the
City. The City also expressly reserves the right to amend or change its
policies, procedures, and practices at any time, with or without notice, and to
amend or change its ordinances, with the notice required by law.
1
FY 2022 2023 COMPENSATION PLAN FOR NON-REPRESENTED
EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 2726, 20212022, unless otherwise
noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full -time city employees. This plan does not apply to employees classified
as: seasonal, hourly, temporary, part-time or those covered by a memorandum of understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified, and advanced under
rules and regulations promulgated by the mayor within budget limitations established by the city
council.
Furthermore, the mayor may authorize leave not specified in this compensation plan to provide
for operational flexibility, so long as the additional leave does not exceed the equivalent of eight
hours of leave per employee, per year. However, with the exception of a benefit created or
expanded pursuant to Section IV, Subsection X (“Emergency Leave”), the mayor may not
otherwise create a new benefit or expand an existing benefit for employees covered by this
compensation plan if doing so will result in a direct, measurable cost. A direct, measurable cost
includes a circumstance where the total cost of the new benefit or expansion of an existing benefit
exceeds appropriated funds. Further, city council input and approval is required if the creation of
a new benefit has policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council .
2
SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of justice court judges who are
covered under this plan, means employees who are "at-will" employees serving at
the pleasure of the mayor (or the city council if they are employees of the Office of
the City Council).
2. “Adult Designee” means any individual with whom an employee has a long -
term, committed relationship of mutual caring and support. The adult designee
must have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with the
employee. The adult designee and the employee must be jointly responsible for
each other’s welfare.
3. "Exempt” refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. “FLSA” means the Fair Labor Standards Act of 1938.
5. “Full-time employee” means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt” refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city’s compensation system and program, in conjunction with this plan, is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit, employees shall be paid compensation that:
a. Is commensurate with the skills and abilities required of the position;
b. Achieves equal pay for equal work;
3
c. Attains comparability and is competitive with the compensation paid
by other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention. The city shall
consider itself competitive when data indicates actual median employee pay
rates plus the overall additional economic value of benefits equals at least
100% compared to market.
3. To the extent possible, market surveys shall be used to assess and evaluate the
city’s competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or more of
the following:
a. Compensation surveys, including actual pay and other cash
allowances paid to employees.
b. Benefits surveys, including paid leave, group insurance plans,
retirement, and other employer-provided and voluntary benefits.
c. Regular review of the city’s compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan (except for those designated as
“Elected Officials”) shall be paid base wages or salaries according to the General
Employee Pay Plan attached as Appendix “A.” Wages and salaries shall not be less
than the established range minimum or higher than the range maximum, unless
otherwise approved by the mayor or mayor’s designee.
2. Appointed Employees: The specific pay level assignments for Appointed
Employees are shown in Appendix “B.”
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The mayor or the city council may distribute appropriated monies to city employees as
discretionary retention incentives or retirement contributions; or special lump sum
supplemental payments. Retention incentives or special lump sum payments are subject
to the mayor’s or city council’s approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 20222023
For employees covered under this plan, the city will increase each employee’s base pay by four
and one-half percent. Salaries for elected officials will, also, be increased by four and one-half
percent.
4
The city’s living wage for regular, full-time employees is set and shall be no less than $15.11 per
hour.
SUBSECTION III - EMPLOYEE INSURANCE
The city will make available group medical, health and flex savings plans, dental, life, accidental
death & dismemberment, long-term disability insurance, voluntary benefits and an employee
assistance program (EAP) to all eligible employees and their eligible spouse, adult designee,
dependents and dependents of adult designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 20212022, the city’s contribution
toward the total premium for group medical will be 95% for the high-deductible
Summit Star Plan. For employees enrolled in the high-deductible Summit Star Plan, the
city will also contribute a one-time total of $750 into a qualified health savings account
(HSA) or a Medical FlexHealth Reimbursement Account (HRA) for those enrolled for
single coverage and $1,500 for those enrolled for double or family coverage per plan
year. Health savings account or Medical Flex Health Reimbursement account Account
(HRA) contributions will be pro -rated for any employee hired after July 1, 20212022.
B. 501(c) (9) Post Employment Health Reimbursement Account. The city will
contribute $24.30 per bi-weekly pay period into each employee’s Post Employment
Health Reimbursement Account. For any year in which there are 27 pay periods, no
such contribution will be made in the 27th pay period.
SUBSECTION IV - WORKERS’ COMPENSATION
The city will provide workers’ compensation coverage to employees as required by applicable
law.
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE
All sworn employees in the Police and Fire departments covered under this plan are exempt from the
provisions of the federal Social Security System unless determined otherwise by the city or
required by applicable law.
SUBSECTION VI - RETIREMENT
A. Retirement Programs. The city hereby adopts the Utah State Retirement System for
providing retirement benefits to employees covered by the plan. The city may permit or
require the participation of employees in its retirement program(s) under terms and
conditions established by the mayor and consistent with applicable law. Such programs
may include:
1. The Utah State Public Employees (Contributory and Non-Contributory);
Public Safety Retirement Systems; or, the Utah Firefighters Retirement System; or,
2. Deferred compensation programs.
5
B. The 2021-20222022-2023 fiscal year retirement contribution rates for employees,
including elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The city’s standard work week begins Sunday at 12:00am and ends the following
Saturday at 11:59pm. Alternatives to the standard work week may be authorized and
adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs, which
includes two consecutive 24-hour shifts immediately followed by 96 hours off.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The city will pay non-exempt employees overtime
compensation as required by the FLSA. The city will pay overtime hours at 1 ½ times
the employee’s regular hourly rate or, at the employee’s request and with their
department director’s approval, provide compensatory time off at a rate of 1½ hours for
each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2. The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3. The city will includ e only actual hours worked and holiday leave hours when
calculating overtime.
4. When used, personal leave and compensatory time will not be included in
the calculation of overtime.
5. The city will pay out all accrued compensatory hours whenever an
employee’s status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay exempt employees overtime pay for any hours worked
over forty (40) hours in a workweek at a rate equivalent to their regular base hourly rate
of pay during periods of emergency. The city shall only make such payment when all of
the following conditions occur:
1. The mayor or the city council has issued a “Proclamation of Local Emergency”
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
6
workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve the use of available funds to cover
the overtime payments.
The city shall distribute any overtime payments consistently with a pre-defined standard
that treats all exempt employees equitably. Hours worked under a declared or
extraordinary emergency must be paid hours and cannot be accrued as compensatory
time.
SUBSECTION III - LONGEVITY PAY
A. Eligibility. With the exception of elected officials, the city will pay a monthly
longevity benefit to full-time employees based on the most recent date an employee
began full -time employment as follows:
1. Employees who have completed six (6) consecutive years of employment with
the city will receive $50;
2. Employees who have completed ten (10) consecutive years of employment with
the city will receive $75;
3. Employees who have completed sixteen (16) full years of employment wit h the
city will receive $100; and,
4. Employees who have completed twenty (20) full years of employment with the
city will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or receive
longevity payments while on an unpaid leave of absence. When an employee returns
from an approved unpaid leave of absence, longevity payments will resume.
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call
Out pay based upon department director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed by an
appropriate department head or designated representative to return to work prior to
their next scheduled normal duty shift, will be paid for a minimum of three (3)
hours straight-time pay and, in addition, will be guaranteed a minimum four (4)
hours work at straight-time pay.
7
2. Call Out Pay for Police Sergeants. Sergeants who have been released from their
scheduled work shifts and have been directed by an appropriate division head or
designated representative to perform work without at least 24 hours advance notice
or scheduling, shall be compensated as follows:
a. Sergeants who are directed to report to work shall receive a minimum of
four (4) hours compensation at one and one -half times their hourly wage
rate, or one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to perform
work within eight (8) hours prior to the beginning of their regularly
scheduled shift shall receive a minimum of four (4) hours compensation at
one and one-half times their hourly wage rate, or one and one-half times
their hourly wage rate for actual hours worked, whichever is greater.
c. Sergeants who are assigned to afternoon or graveyard shifts, and who are
directed to perform work within eight (8) hours following the end of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or one and
one-half times their hourly wage rate for actual
hours worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based
upon the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not been released
from standby status will be paid either two (2) hours of straight time pay for each 24
hour period of limited standby status; or two (2) hours straight time pay for each 12-
hour period of standby status if they are Department of Airports or Public Utilities
Department employees.
a. First Call to Work. An eligible employee who is directed to return to his
or her normal work site during an assigned Standby period by a department
head or designated representative without advanced notice or scheduling will
be paid a guaranteed minimum of four (4) hours, which may include any
combination of hours worked and/or non-worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include any
combination of hours worked and/or non-worked straight-time pay, for each
additional occasion he or she is called to work during the same twenty-four
(24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member of
the Snow Fighter Corps shall not receive standby/on-call pay or shift
differential when on standby or called back to fight snow.
2. Standby for Police Sergeants: Police Sergeants directed by their division
8
commander or designee to keep themselves available for city service during
otherwise off-duty hours shall be compensated two (2) hours of straight time for
each 12-hour period of standby status. This compensation shall be in addition to any
callout pay or pay for time worked the employee may receive during the standby
period.
C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled
or unscheduled hours worked other than the sergeant's normally scheduled work shifts.
"Extra-duty shifts" do not include extension or carry over of the sergeant's normally
scheduled work shift.
1. Any sergeant required by the city to work extra-duty shifts shall receive a
minimum of three (3) hours compensation at one and one -half times their regular
base hourly rate, or time worked paid at one and one-half times their regular hourly
base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only non- exempt
employees who perform afternoon/ swing or evening shift work are eligible to receive a
shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is not eligible to also
receive shift allowance.
2. Day Shift: No allowance will be paid for work hours which are part of a regular
day shift.
3. Eligible Hours: For each non-day shift hour worked between the hours of 6:00
p.m. and 6:00 a.m., the city will pay an eligible non-exempt employee a differential
of $1.00 per hour.
E. Shift Differential for Police Sergeants & Lieutenants: The city will pay Police
sergeants & lieutenants shift differentials according to the shift actually worked. Actual
shift differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins
at 0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be
paid for swing shift, which begins at 1200 hours until 1859 1759 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate shall
be paid for graveyard shift, which begins at 1900 1800 hours until 0459 hours.
F. K-9 Squad Allowance: Police sergeants assigned to the K-9 squad will be
compensated as follows:
1. Police sergeants shall be allowed ten (10) hours per month to care for the
police service dog. Such hours shall be counted as part of the Police sergeant's
regular work shift(s).
9
1.2. Police sergeants shall be provided ten (10) hours per month while off duty,
at the rate of one-and-one-half (1 ½) times their wage rate, to care for the police
service dog. No more than ten (10) hours per month shall be spent off duty to
care for the police service dog unless authorized by the Police Chief or designee.
FG. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis,
whether in an acting capacity or otherwise, beyond the employee’s regular job
classification for any period lasting 20 or more working days. Unless approved by the
mayor or mayor’s designee, acting pay shall be limited to no more than 90 calendar days
from the start date and paid separately from regular earnings on each employee’s wage
statement. Compensation adjustments may be retroactive to the start date of the
temporary job assignmen t. Exceptions may be approved by the mayor or mayor’s
designee.
1. Acting pay shall be excluded when calculating any leave payouts, including
vacation, holiday, and personal leave.
GH. Snowfighter Pay. The city will pay employees designated by the department
head, or designee, as members of the Snow Fighter Corps a pay differential equal to
$200 per pay period for the snowfighter season not to exceed $2,000 during each fiscal
year for work related to snow removal. This pay shall be separate from regular earnings
on each employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized within
appropriate budget limitations established by the city council.
1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per year job-
related training allowance.
2. Fire Battalion/Division Chiefs are eligible for incentive pay following
completion of degree requirements at a fully accredited college or university and
submission of evidence of a diploma to Human Resources. The city will pay
monthly allowances according to the educational degree held, as follows:
Doctorate………….. $100.00
Masters………..…... $75.00
SUBSECTION VI – OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of $10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four-hour consecutive period of work which is in
10
addition to the normally scheduled work shift.
1. Fire and police department employees shall be provided with adequate food
and drink to maintain safety and performance during emergencies or extraordinary
circumstances.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
performing city business. Advance payment or reimbursement for expenses shall be
approved only when the amounts are documen ted and within the budget limitations
established by the city council.
C. Automobiles
1. The mayor may authorize, subject to the conditions provided in city policy, an
employee to utilize a city vehicle on a take-home basis and may require an
employee to reimburse the city for a portion of the take -home vehicle cost as
provided in city ordinance.
2. Employees who are authorized to use privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the rate
specif ied in city policy.
3. The city will provide a car allowance to department directors, the mayor’s
chief of staff, the mayor’s chief administrative officer, up to three additional employees
in the mayor’s office, and the city council Executive Director at a rate not to exceed
$400 per month. A car allowance may be paid to specific appointed employees at a
rate not to exceed $400 per month as recommended by the mayor and approved by
the city council.
D. Uniform Allowance. The city will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as follows:
1. Parking Enforcement Field Supervisor—$65.00
21. Non-sworn Police and Fire Department employees—$65.00
32. Watershed Management Division employees—$65.00
43. Fire: Battalion Chiefs will be provided uniforms and other job-related safety
equipment, as needed. Employees may select uniforms and related equipment from
an approved list. The total allowance provided shall be $600 per year, or the amount
received by firefighter employees, whichever is greater. Appointed employees shall
be provided uniforms or uniform allowances to the extent stated in Fire department
policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire department.
54. Police: Police sergeants, lieutenants, and captains in uniform assignments,
11
as determined by their bureau commander, will be enrolled in the department’s
quartermaster system.
a. The quartermaster system will operate as follows:
i. Necessary uniform and equipment items, including patrol uniforms,
detective uniforms, duty gear, footwear, cold- weather gear, headwear,
etc. will be provided to Police sergeants, lieutenants, and captains by the
department’s quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will provide to Police
sergeants, lieutenants and captains within the quartermaster system and
the manner in which they will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the quartermaster system
will be paid the sum of One Hundred Dollars ($100) each fiscal year for
the purpose of independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system. Payment will be
made each year on the first day of the pay-period that includes August
15.
b. The city will provide for the cleaning of uniforms as described in Police
department policy.
c. Police sergeants, lieutenants, and captains in plainclothes assignments,
as determined by their bureau commander, are provided a clothing and
cleaning allowance totaling $39.00 per pay period. Sergeants, lieutenants,
and captains who are transferred back to a uniform assignment will return to
the quartermaster system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will be
provided to the extent stated in Police department policy.
E. Allowances for Certified Golf Teaching Professionals. The mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson revenue
sharing between the city and employees recognized as Certified Golf Teaching
Professionals as defined in the Golf Division’s Golf Lesson Revenue Policy. Payment
to an employee for lesson revenue generated shall be reduced by: 1) a ten (10%) percent
administrative fee to be retained by the Golf division, and 2) the employee’s payroll tax
withholding requirements in accordance with applicable law.
F. Other Allowances. The mayor or the city council may, within budgeted
appropriations, authorize the payment of other allowances in extraordinary
circumstances (as determined by the mayor or the city council).
SUBSECTION VII - SEVERANCE BENEFIT
Subject to availability of funds, any current appointed employee who is not retained, not
terminated for cause and who is separated from city employment involuntarily shall receive
12
severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee’s salary rate in effect on
the employee’s date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the city attorney’s office.
1. Employees appointed on or after January 1, 1989 and before January 1, 2000
shall receive a severance benefit equal to one months’ base salary for each
continuous year of city employment in an appointed status before January 1, 2000.
Severance shall be calculat ed on a pro-rata basis for a total benefit of up to a
maximum of six m onths.
2. Current department heads, along with the mayor’s chief of staff and the
executive director of the city council office, appointed on or after January 1, 2000
shall receive a severance benefit equal to two month’s base salary after one full year
of continuous city employment in an appointed status; four months’ base salary
after two full years of continuous city employment in an appointed status; or, six
months’ base salary after three full years or more of continuous city employment in
an appointed status.
3. Current appointed employees who are not department heads, and who were
appointed on or after January 1, 2000 shall receive a severance benefit equal to one
week’s base salary for each year of continuous city employment in an appointed
status, calculated on a pro-rata basis, for a total benefit of up to a maximum of six
weeks.
B. Leave Payout: Appointed employees with leave hour account balances under Plan A
or Plan B shall, in addition to the severance benefit provided, receive a severance
benefit equal to the “retirement benefit” value provided under the leave plan of which
they are a participant (either Plan A or Plan B), if separation is involuntary and not for
cause.
C. Not Eligible for Benefit. An appointed employee is ineligible to be paid severance
benefits under the following circumstances:
1. An employee who, at the time of termination of employment, has been
convicted, indicted, charged or is under active criminal investigation concerning a
public offense involving a felony or moral turpitude. This provision shall not
restrict the award of full severance benefits should such employee subsequently be
found not guilty of such charge or if the charges are otherwise dismissed.
2. An employee who has been terminated or asked for a resignation by the
mayor or department director under bona fide charges of nonfeasance, misfeasance
or malfeasance in office.
3. An employee who fails to execute a Release of All Claims approved by the
city attorney’s office, where required as stipulated above.
4. An employee who is hired into another position in the city prior to their
separation date.
13
In the event an employee is hired into another position in the city after their
separation date and prior to the expiration of the period of time for which the
severance benefit was provided, the employee is required to reimburse the City (on
a pro-rata basis) for that portion of the severance benefit covering the period of time
between the date of rehire and the expiration of the period of time for which the
severance benefit was provided.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
Benefits-eligible employees shall receive pay for holidays, vacation and other leave as provided in
this section. Employees do not earn or receive holiday and vacation benefits while on unpaid
leave of absence. However, employees on an unpaid military leave of absence may be entitled to
the restoration of such leave benefits, as r equired by applicable law.
SUBSECTION I – HOLIDAYS
A. The following days are recognized and observed as holidays for covered employees.
Eligible employees will receive pay for non-worked holidays equal to their regular rate
of pay times the total number of hours which make a regularly scheduled shift. Except
as otherwise noted in this subsection, an employee may not bank a worked holiday.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day (Human Rights Day), the third Monday of
January.
3. President's Day, the third Monday in February.
4. Memorial Day, the last Monday of May.
5. Juneteenth National Freedom Day, June 19
a. If June 19 is on a Tuesday, Wednesday, Thursday, or Friday, the
holiday will be observed on the immediately preceding Monday. If June 19
is on a Saturday or Sunday, the holiday will be observed on the immediately
following Monday.
56. Independence Day, July 4.
67. Pioneer Day, July 24.
78. Labor Day, the first Monday in September.
89. Columbus DayIndigenous People’s Day, the second Monday of October
(only for eligible employees assigned to the Justice Court)
14
910. Veteran's Day, November 11.
1011. Thanksgiving Day, the fourth Thursday in November.
112. The Friday after Thanksgiving Day (excluding employees assigned to the
Justice Court)
123. Christmas Day, December 25.
134. One personal holiday per calendar year, taken upon request of an employee
and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day is
considered a holiday. When any holiday listed above falls on a Saturday, the preceding
business day is considered a holiday. In addition to the above, any day may be
designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than regular
full day or shift increments.
1. A Fire battalion/division chief may be allowed to use a holiday in less than a
full shift increment only when converting from a “support” to “operations” work
schedule results in the creation of a half-shift.
D. No employee will receive more than the equivalent of one workday or a regular
scheduled shift as holiday pay for a single holiday. Employees must either work or be in
an authorized paid leave status a working day before and a working day after the
holiday to qualify for holiday pay.
1. An employee who is off work and in a paid status covered by short-term
disability or parental leave receives regular pay as a benefit and, therefore, is not
entitled to bank a holiday while off work.
E. Holiday Exceptions: Except for employees assigned to the Justice Court, an eligible
employee may observe the Friday after Thanksgiving Day up to 50 days prior to the
actual holiday with prior management approv al. For Columbus Day, which is limited
only to employees assigned to the Justice Court, an employee may observe the holiday
up to 50 days following the actual holiday.
F. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled work day, a Police sergeant, lieutenant, or
captain may elect to take the day off work, subject to the approval of their supervisor, or
receive their regular wages for such days worked and designate an alternate day off
work to celebrate the holiday. For a Police sergeant whose assignment requires staffing
on either the graveyard shift prior to, or the day and afternoon shift on Thanksgiving
Day or Christmas Day, all hours worked will be compensated at a rate of one-and-one-
half (1 ½) times the employee’s regular base wage rate.
G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: Police
15
sergeants, lieutenants, and captains who retire or separate from city employment for any
reason shall be compensated for any holiday time accrued and unused during the
preceding 12 months. Employees will not be compensated for any unused holiday time
accrued before the 12 months preceding the employee’s retirement or separation.
1. Any Police sergeant, lieutenant, or captain who is transferred or promoted to
a higher level position within the department, including Deputy Chief, Assistant
Chief, or Police Chief, or to a position in another city department will be paid out at
their current base pay rate for any holiday time accrued and unused during the
preceding 12 months.
SUBSECTION II - VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Except as provided for expressly in either city
policy or this plan, vacation leave hours are ineligible to be cashed out or used to exceed the total
number of hours for which an employee is regularly compensated during a work week or a pay
period.
Vacation hours may be used on the first day of the pay period following the period in which the
vacation hours are accrued.
A. Full-Time employees and appointed employees (except for those noted in
paragraphs B and C of this subsection) accrue vacation leave based upon years of city
service as follows:
Years of Hours of Vacation Accrued
City Service Per Bi-Weekly Pay Period
0 to end of year 3 3.73
4 to end of year 6 4.42
7 to end of year 9 4.81
10 to end of year 12 5.54
13 to end of year 15 6.15
16 to end of year 19 6.77
20 or more 7.69
B. Department directors, the mayor’s chief of staff, the mayor’s chief administrative
officer, up to two additional senior positions in the mayor’s office as specified by the
mayor, the executive director of the city council, and justice court judges will accrue
7.69 hours each bi-weekly pay period.
16
C. Fire battalion chiefs in the Operations division of the Fire department will accrue
vacation leave according to the following schedule:
Years of Accrued Hours of Vacation
City Service Per Pay Period
0 to end of year 3 5.54
4 to end of year 6 6.46
7 to end of year 9 7.38
10 to end of year 12 8.31
13 to end of year 14 9.23
15 to end of year 19 10.15
20 or more 11.54
D. For any plan year in which there are 27 pay periods, no vacation leave hours will be
awarded in the 27th pay period.
E. Years of city service are based on the most recent date the person became a full-
time salaried employee.
F. Full-time employees re-hired by the city are eligible to receive prior service credit
for previous full-time city employment and time worked with other public jurisdictions
without a break in service. Prior service credit is applicable for vacation accrual, personal
leave accrual, short-term disability benefits, layoff, and awarding of employee service
awards and service certificates only. Prior service credit does not apply to longevity
pay.
G. Full-time and appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time years
of city Service, up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/ 280 hours
After 14 years Up to 40 days/ 20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and “shifts” means
“24-hour” combat shifts.
H. Department directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of employment
with the city.
17
I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless used before the end of the pay period in which an employee’s designated
longevity date occurs. calendar year in which the hours are accrued. However, in the
case of an employee’s return from an unpaid military leave of absence, leave hours may
be restored according to requirements under applicable law.
J. Vacation Payout at Termination: An employee separating from employment may not
exhaust more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. Employees shall be paid at
their base hourly rate for any unused accrued vacation leave time following termination
of employment, including retirement.
K. Vacation Allowance: As a recruiting incentive, the mayor or t he city council may
provide a one-time allowance of up to 120 hours of vacation leave.
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of income replacement for employees during
absence from work due to illness, accident or personal reasons. Some of these absences
may qualify under the Family and Medical Leave Act of 1993 (FMLA). Although the city
requires use of accrued paid leave prior to taking unpaid FMLA leave, employees will be
allowed to reserve up to 80 hours of non-lapsing leave as a contingency for future use by
submitting a written request to Human Resources. Employees are not eligible to earn or
receive leave benefits while on an unpaid leave of absence.
However, employees on an unpaid military leave of absence may be entitled to the
restoration of such leave benefits, as provided by applicable law.
Employees hired on or after November 16, 1997 receive personal leave benefits under Plan
B. All other employees receive personal leave benefits pursuant to the plan they participated
in as of November 15, 1998. Employees hired before November 16, 1997 shall receive
personal leave benefits under Plan B if they elected to do so during any city - established
election period occurring in 1998 or later.
A. Plan “A ”
1. Sick Leave
a. Sick leave is provided for full-time employees under Plan “A” as
insurance against loss of income when an employee is unable to perform
assigned duties because of illness or injury. The mayor may e stablish rules
governing the interfacing of sick leave and workers’ compensation benefits
and avoiding, to the extent allowable by law, duplicative payments.
b. Each full-time employee accrues sick leave at a rate of 4.62 hours per
pay period. For any plan year in which there are 27 pay periods, no sick
leave hours will be awarded in the 27th pay period. Authorized and unused
sick leave may be accumulated from year to year, subject to the limitations
of this plan.
18
1. Sick Leave Accrual for Fire Battalion Chiefs – Each covered
employee shall be entitled to 15 days of sick leave each calendar year,
except for members of the Operations division who shall be entitled to
7.5 shifts of sick leave each calendar year. The City shall credit a
covered employee’s sick leave account in a lump sum (either 15 days
or7.5 shifts) during the first month of each calendar year. Authorized
and unused sick leave may be accumulated from year to year subject to
the limitations of this plan.
c. Under this Plan “A,” Full-Time employees who have accumulated
240 hours of sick leave may choose to convert up to 64 hours of the sick
leave earned and unused during any given year to vacation. Any sick leave
used during the calendar year reduces the allowable conversion by an equal
amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire Battalion
Chiefs who have accumulated 15 shifts (for Operations employees), or
240 hours (for non-Operations employees) may choose to convert a
portion of the year sick leave grant from any given year to vacation, as
follows—
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Operations Only)
Number of Sick Leave Shifts
Available for Conversion
(Operations Only)
No shifts used 5 shifts
One shift used 4 shifts
Two shifts used 3 shifts
Three shifts used 2 shifts
Four shifts used 1 shift
Five or more shifts used No shifts
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Support Only)
Number of Sick Leave Shifts
Available for Conversion
(Support Only)
No days used 9 days
One day used 8 days
Two days used 7 days
Three days used 6 days
Four days used 5 days
Five or more days used 0 days
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no conversion,
or to convert less than the maximum allowable sick leave hours to vacation
time, must be made by notifying the employee’s department timekeeper or
the city payroll administrator, in writing, not later than the second pay period
of the new calendar year (or the November vacation draw for Fire Battalion
Chiefs). Otherwise, the opportunity to waive conversion or elect conversion
other than the maximum allowable amount will be deemed waived for that
calendar year. In no event may sick leave days be converted from other than
19
the current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as
above described, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee’s separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date of
separation from employment.
f. Sick Leave Benefits Upon Layoff. Employees who are subject to
layoff because of lack of work or lack of funds will be paid at 100% of their
hourly base wage rate as of the date of termination for each accumulated
unused sick leave hour.
2. Hospitalization Leave
a. Hospitalization leave is provided for full-time employees under Plan
“A,” in addition to sick leave authorized hereunder, as insuran ce against loss
of income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each
calendar year. Hospitalization leave does not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit at
time of retirement.
c. Employees who are unable to perform their duties during a shift due
to preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected shift
as hospitalization leave, with the prior approval of their division head or
supervisor.
d. An employee who must receive urgent medical treatment at a
hospital, emergency room, or acute care facility, and who is regularly
scheduled for work or unable to perform their duties during a shift (or work
day) due to urgent medical treatment, may re port the absence from the
affected shift as hospitalization leave. Similarly, an employee who is absent
from work while on approved leave is also allowed to claim hospitalization
leave.
1. An employee who wishes to claim hospitalization leave is responsible
to report the receipt of urgent medical treatment to the employee’s
division head or supervisor as soon as practical.
2. For purposes of use of hospitalization leave, urgent medical
treatment includes at-home care directed by a physician immediately
after the urgent medical treatment and within the affected shift.
20
e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, are unable to perform their duties, may report the
absence from duty while in the hospital as hospitalization leave.
f. Medical treatment consisting exclusively or primarily of post -injury
rehabilitation or therapy treatment, whether conducted in a hospital or other
medical facility, shall not be counted as hospitalization leave.
g. An employee requesting hospitalization leave under this section may
be required to provide verification of treatment or care from a competent
medical practitioner.
3. Dependent Leave
a. Under Plan “A,” dependent leave may be requested by a full-time
employee for the following reasons:
1. Becoming a parent through birth or adoption of a child.
2. Placement of a foster child in the employee’s home.
3. Due to the care of the employee’s child, spouse, spouse’s child, adult
designee, adult designee’s unmarried child under age 26, or parent with
a serious health condition.
b. Under Plan “A,” dependent leave may also be requested by a full-
time employee to care for an employee’s child, spouse, spouse’s child, adult
designee, an adult designee’s unmarried child under age 26, or a parent who
is ill or injured but who does not have a serious health condition.
c. The following provisions apply to the use of dependent leave by a
full- time employee:
1. Dependent leave may be granted with pay on a straight time basis.
2. If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3. An employee is required to give notice of the need to take dependent
leave, including the expected duration of leave, to his or her supervisor
as soon as possible.
4. Upon request of a supervisor, an employee will be required to
provide a copy of a birth certificate or evidence of child placement for
adoption, or a letter from the attending physician in the event of
hospitalization, injury, or illness of a child, spouse, spouse’s child, adult
designee, adult designee’s child, or parent within five calendar days
following a return from leave.
21
5. An employee’s sick leave shall be reduced by the number of hours
taken by an employee as dependent leave.
4. Career Incentive Leave, Plan “A”
Full-Time employees, who have been in continuous full-time employment with the
city for more than 20 years, and who have accumulated to their credit 1500 or more
sick leave hours, may make a one-time election to convert up to 160 hours of sick
leave into 80 hours of paid Career Incentive Leave . Career Incentive Leave must
be taken prior to retirement. Sick leave hours converted to Career Incentive Leave
will not be eligible for a cash payout upon termination or retirement even though
the employee has unused Career Incentive Leave hours available. This leave can
be used for any reason. Requests for Career Incentive Leave must be submitted in
writing to the appropriate department director and be approved subject to the
department’s business needs (e.g., work schedules and workloads).
5. Retirement Benefit, Plan “A”
a. Employees who meet the eligibility requirements of the Utah State
Retirement System and who retire from the city will be paid at their base
hourly rate for 50% of their accumulated sick leave hours balance based on
the schedule below:
Retirement Month 50% sick leave will be:
January 1st – June 30th Contributedion to 501(c)9 Health
Reimbursement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
B. Plan “B”
1. The benefit Plan Year of Plan “B” begins in each calendar year on the first day
of the pay-period that includes November 15. Under Plan “B,” paid personal leave
is provided for employees as insurance against loss of income when an employee
needs to be absent from work because of illness or injury, to care for a dependent, or
for any other emergency or personal reason. Where the leave is not related to the
employee’s own illness or disability—or an event that qualifies under the FMLA—
a personal leave request is subject to supervisory approval based on the operational
requirements of the city and any policies regarding the use of such leave adopted by
the department in which the employee works. Personal leave hours may be used on
the first day of the pay period following the period in which the hours are earned.
22
2. Each full-time employee under Plan “B” is awarded personal leave hours based
on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year are provided paid personal leave on a pro-
rated basis.
3. Not later than October 31st of each calendar year, employees covered by Plan
“B” may elect, by notifying their department timekeeper or the city payroll
administrator in writing, to:
a. Convert any unused personal leave hours availab le at the end of the
first pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee will be paid 50 percent of the
employee’s regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will total pay hereunder exceed
40 hours of pay (80 hours at 50%); or
b. Carryover to the next calendar year up to 80 unused personal leave
hours; or
c. Convert a portion of unused personal leave hours, to a lump sum
payment as provided in subparagraph (3)(a), above, and carry over a portion
as provided in subparagraph (3)(b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the plan
year in excess of 80 will be converted to a lump sum payment as provided in
subparagraph 3(a) above.
5. Termination Benefits. An employee separating from employment may not exhaust
more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. At termination of
employment for any reason, accumulated unused personal leave hours, minus any
adjustment necessary after calculating the “prorated amount,” shall be paid to the
employee at 50 percent of the regular hourly base wage rate (not including acting
pay) on the date of termination for each unused hour. For purposes of this
paragraph, “prorated amount” shall mean the amount of personal leave credited at
the beginning of the plan year, multiplied by the ratio of the number of pay periods
worked in the plan year (rounded to the end of the pay period which includes the
separation date) to 26 pay periods. If the employee, at the time of separation, has
23
used personal leave in excess of the prorated amount, the value of the excess
amount shall be reimbursed to the city and may be deducted f rom the employee’s
paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be
in no less than quarter-hour increments.
b. Except in unforeseen circumstances, such as emergencies or the
employee’s inability to work due to illness or accident or an unforeseen
FMLA-qualifying event, an employee must provide their supervisor with
prior notice to allow time for the supervisor to make arrangements necessary
to cover the employee’s work.
c. For leave due to unforeseen circumstances, the employee must give
their supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan,
personal leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated
during a work week or a pay period.
7. Career Enhancement Leave, Plan “B”: A full-time employee covered under
this Plan “B” is eligible, after 15 years of full-time service with the city, to be
selected to receive up to two weeks of career enhancement leave. This one -time
leave benefit could be used for formal training, informal course of study, job-related
travel, internship, mentoring or other activity that could be of benefit to the city and
the employee’s career development. Selected employees will receive their full
regular salary during the leave. Request for this leave must be submitted in writing
to the appropriate department head, stating the purpose of the request and how the
leave is intended to benefit the city. The request must be approved by the
department head and by the Human Resources director (who will review the request
to ensure compliance with these guidelines).
8. Retirement/Layoff (RL) Benefit, Plan “B”
a. Full-Time employees currently covered under Plan “B” who were
hired before November 16, 1997, and who elected to be covered under Plan
“B,” shall have a retirement/layoff (RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997, minus any hours withdrawn from that account since it was established.
b. Full-Time employees who were hired before November 16, 1997 and
who elected in 1998 to be covered under Plan “B,” shall have a
retirement/layoff (RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998, minus any hours
withdrawn after the account is established.
c. Full-Time employees who were hired before November 16, 1997 and
24
who elected in 2007 or later during any period designated by the city to be
covered under Plan “B,” shall have a retirement /layoff (RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account.
1. All hours in an employee’s RL account shall be payable upon
retirement or as a result of layoff. In the case of layoff, 100% of R/L
hours shall be paid to the employee according to the employee’s base
hourly rate of pay on date of layoff. Any employee who quits, resigns, is
separated, or is terminated for cause is not eligible to receive payment
for RL account hours.
2. In cases of retirement, an eligible employee shall be paid at their base
hourly rate for 100% of their RL account balance based on the schedule
below:
Retirement Month 100% RL hours will be:
January 1st – June 30th Contributedion to 501(c)9 Health Retirement
Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
e. Hours may be withdrawn from the RL account to cover an
employee’s absence from work due to illness or injury, need to care for a
dependent, any emergency or to supplement Workers’ Compensation
benefits after personal leave hours are exhausted. RL account hours, when
added to the employee’s workers’ compensation benefit, may not exceed the
employee’s regular net salary.
9. Short-Term Disability Insurance, Plan “B”: Protection against loss of income
when an employee is absent from work due to short -term disability shall be
provided to full-time employees covered under Plan “B” through short-term
disability insurance (SDI). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the city.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, adoption, or foster care
may take up to six consecutive weeks of paid parental leave to care for and bond with
the child. An employee may be allowed to take parental leave up to one year from the
date of a child’s birth or, in the case of adoption or foster care, the date a child is placed
in the employee’s home. Parental leave may be taken during a new employee’s
probationary period. The probationary period will be extended by an amount of time
equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA
and SDI (if applicable). Parental leave is limited to six weeks per twelve-month period.
25
For employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V - BEREAVEMENT LEAVE
A. An employee who suffers the loss of an immediate family member including a(n):
current spouse, domestic partner, or adult designee; child, mother, father, brother, sister;
current father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law; grandparent; current step-grandfather, step-grandmother; grandchild, or
current step grandchild, stepchild, stepmoth er, stepfather, stepbrother or stepsister,
grandfather-in-law, grandmother-in-law; or, domestic partner’s or adult designee’s
relative as if the domestic partner or adult designee were the employee’s spouse is
eligible to be released from work for bereavement, including attendance at a funeral,
memorial service, or related event(s).
B. In the event of death of an immediate family member, the city will provide an
employee with up to five working days of paid leave for bereavement, including
attendance at a funeral, memorial service, or related event(s). The employee will be
permitted one additional day of bereavement leave if the employee attends a funeral,
memorial service or equivalent event that is held more than 150 miles from Salt Lake
City and the day following the memorial service or equivalent event is a regular
working shift.
C. In the event of death of a first-line extended relative of an employee, or of an
employee’s spouse, domestic partner, or adult designee’s relative as if the adult
designee were the employee’s spouse not covered in paragraph A above (such as an
uncle, aunt or cousin), the city will provide an employee with up to one work shift for
bereavement, including attendance at a funeral, memorial service, or related event(s).
The employee will be permitted one additional day of bereavement leave if the
employee attends a funeral, memorial service or equivalent event that is held more than
150 miles from S alt Lake City and the day following the memorial service or equivalent
event is a regular working shift.
D. In the event of death of a friend, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as approved by an
immediate supervisor.
E. In the event of death of any covered family member while an employee is on
vacation leave, an employee’s absence may be extended and authorized as bereavement
leave.
E.F. In the event of a miscarriage or stillbirth, the employee, employee’s spouse
or partner, or employee to be an adoptive parent, the city will provide an employee with
up to three working days of paid leave for bereavement.
SUBSECTION VI - MILITARY LEAVE
A. Leave of absence for employees who enter uniformed service. An employee who
enters the uniformed services of the United States, including the United States Army,
26
United States Navy, United States Marine Corps, United States Air Force,
commissioned Corps of the National Oceanic and Atmospheric Administration, United
States Coast Guard, or the commissioned corps of the Public Health Service, is entitled
to be absent from his or her duties and servic e from the city, without pay, as required by
applicable l law. Leave will be granted in accordance with the Uniformed Services
Employment and Reemployment Rights Act (USERRA).
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces, including
the United States Army, United States Navy, United States Marine Corps, United States
Air Force, and the United States Coast Guard, or an y unit of the Utah National Guard, is
allowed military leave for up to 15 working days per calendar year for time spent on
active or reserve duty. Military leave may be in addition to vacation leave and need not
be consecutive days of service. To be covered, an employee must provide
documentation demonstrating a duty requirement.
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES
A. Jury Leave: An employee will be released from duty with full pay when, in
obedience to a subpoena or direction by proper authority, the employee is required to
either serve on a jury or appear as a witness for the United States, the state of Utah, or
other political subdivision.
1. Employees are entitled to retain statutory fees paid for service in a federal court,
state court, or city/county justice court.
2. On any day that an employee is required to report for service and is thereafter
excused from such service during his or her regular worki ng hours from the city, he
or she must forthwith return to and carry on his or her regular city employment.
Employees who fail to return to work after being excused from service for the day
are subject to discipline.
B. Court Appearances. A Police sergeant is eligible to receive compensation as a
witness subpoenaed by the city, the State of Utah, or the United States for a court or
administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will be
compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's regularly
scheduled shift, time will be counted as normal work time for the purpose of
computing an employee's overtime compensation.
3. Employees are entitled to retain statutory witness fees paid for service in a
federal court, state court, or city/county justice court.
4. Appearances made while off-duty will be compensated as follows:
(a) The city will pay employees for two hours of preparation time plus
actual time spent in court or in an administrative hearing at one and one-half
27
times their regular hourly rate. Lunch periods granted are not considered
compensable time. Compensation for additional preparation time for any
subsequent appearance during the same day is allowed only when there is at
least two hours between the employee’s release time from a prior court or
administ rative proceeding and the start of the other.
(b) If the time spent in court or administrative proceeding extends into the
beginning of the employee's regularly scheduled work shift, time spent in
court or in administrative proceeding will be deemed ended at the time such
shift is scheduled to begin.
5. An employee is required to provide a copy of the subpoena, including the
beginning time and time released from the court or administrative hearing, with
initials of the prosecuting or another court representative within seven working days
following the appearance.
6. Any employee failing to appear in compliance with the terms of a formal notice
or subpoena may be subject to disciplinary action.
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)
The city has established rules governing the administration of an injury leave program for sworn
police officers and firefighterspublic safety personnel under the following qualifications and
restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties or while exercising some form of necessary job-related activity as
determined by the city;
B. The employee must be unable to return to work due to the injury, as verified by a
medical provider acceptable to the city;
C. The leave benefit may not exceed the value of the employee's net sala ry during the
period of absence due to the injury, less all amounts paid or credited to the employee as
workers’ compensation, Social Security, long-term disability or retirement benefits, or
any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program may
not exceed the total of $5,000 per employee per injury, unless approved in writing by
the employee’s department head after receiving an acceptable treatment plan and
consulting with the city’s risk manager;
E. The city's risk manager is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city’s risk manager may be
reviewed by the Human Resources director, who may make recommendations to the
mayor for final decisions;
F. If an employee is eligible for workers’ compensation as provided by law and is not
receiving injury leave pursuant to this provision, an employee may elect to use either
28
accumulated sick leave or hours from the RL account, if applicable, and authorized
vacation time to supplement workers’ compensation. The total value of leave hours or
hours from an RL account combined with a workers’ compensation benefit may not
exceed an employee's regular net salary.
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE
Additional leaves of absence may be requested in writing and granted as identified in policy
to an employee at the discretion of a department director.
SUBSECTION X - EMERGENCY LEAVE
The city may provide additional paid leave to employees if: i) the mayor has declared a
local emergency; and ii) the mayor and/or city council authorize and approve the use of
available funds for such purposes during the period of local emergency.
Emergency leave may also be provided as a form of income replacement for part -time
(hourly) and/or seasonal employees whose work hours are either reduced or discontinued
temporarily, so long as there is an expectation they will return to work after the emergency
period is ended.
29
APPENDIX A - SALT LAKE CITY COR PORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 27, 2021June 26, 2022
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $11.87 $38.23
10 $12.60 $16.46 $20.31
11 $13.21 $17.28 $21.35
12 $13.88 $18.30 $22.71
13 $14.58 $19.06 $23.54
14 $15.30 $19.94 $24.58
15 $16.06 $21.10 $26.14
16 $16.86 $22.34 $27.81
17 $17.71 $23.24 $28.77
18 $18.60 $24.70 $30.80
19 $19.52 $25.79 $32.06
20 $20.51 $26.89 $33.27
21 $20.69 $28.22 $35.75
22 $21.75 $29.66 $37.57
23 $22.83 $31.15 $39.47
24 $23.97 $32.69 $41.41
25 $25.16 $34.32 $43.47
26 $26.43 $36.05 $45.66
27 $27.73 $37.86 $47.98
28 $29.11 $39.77 $50.42
29 $30.59 $41.76 $52.93
30 $32.11 $43.85 $55.58
31 $33.72 $46.05 $58.37
32 $35.40 $48.34 $61.27
33 $37.18 $50.77 $64.35
34 $39.04 $53.31 $67.57
35 $40.98 $55.97 $70.95
36 $43.03 $58.77 $74.50
37 $45.19 $61.70 $78.21
38 $47.45 $64.79 $82.12
39 $49.83 $104.65
40 $52.31 $109.86
41 $54.93 $178.21
30
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $24,692 $79,510
10 $26,214 $34,234 $42,255
11 $27,474 $35,940 $44,407
12 $28,865 $38,049 $47,232
13 $30,322 $39,646 $48,971
14 $31,822 $41,472 $51,123
15 $33,408 $43,885 $54,362
16 $35,060 $46,450 $57,840
17 $36,843 $48,341 $59,839
18 $38,690 $51,373 $64,056
19 $40,603 $53,644 $66,686
20 $42,668 $55,938 $69,207
21 $43,037 $58,698 $74,359
22 $45,233 $61,687 $78,141
23 $47,493 $64,795 $82,097
24 $49,862 $68,001 $86,140
25 $52,340 $71,381 $90,422
26 $54,970 $74,967 $94,965
27 $57,687 $78,739 $99,790
28 $60,557 $82,716 $104,876
29 $63,621 $86,857 $110,093
30 $66,795 $91,204 $115,614
31 $70,142 $95,780 $121,417
32 $73,642 $100,540 $127,438
33 $77,337 $105,593 $133,850
34 $81,206 $110,875 $140,545
35 $85,249 $116,407 $147,566
36 $89,509 $122,232 $154,956
37 $93,986 $128,329 $162,672
38 $98,703 $134,752 $170,801
39 $103,637 $217,664
40 $108,810 $228,511
41 $114,244 $370,686
31
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June
27, 202126, 2022
911 BUREAU Job Title Grade
911 DISPATCH DIRECTOR 041X
911 COMMUNICATIONS DEPUTY DIRECTOR 032X
EXECUTIVE ASSISTANT 024X026X
AIRPORT
EXECUTIVE DIRECTOR OF AIRPORTS 041X
CHIEF OPERATING OFFICER, AIRPORT 040X
DIRECTOR AIRPORT ENGINEERING 039X
DIRECTOR AIRPORT MAINTENANCE 039X
DIRECTOR FINANCE/ACCOUNTING AIRPORT 039X
DIRECTOR OF AIRPORT ADMINISTRATION/COMMERCIAL SERVICES 039X
DIRECTOR OF AIRPORT INFORMATION TECHNOLOGY 039X
DIRECTOR OF AIRPORT PLANNING & CAPITAL PROJECTS 039X
DIRECTOR OF OPERATIONS - AIRPORT 039X
DIRECTOR OF OPERATIONAL READINESS & TRANSITION 039X
DIRECTOR COMMUNICATIONS & MARKETING 038X
EXECUTIVE ASSISTANT 024X026X
CITY ATTORNEY
CITY ATTORNEY 041X
DEPUTY CITY ATTORNEY 040X
CITY RECORDER 03334X
CITY COUNCIL
COUNCIL MEMBER-ELECT N/A*
EXECUTIVE DIRECTOR CITY COUNCIL OFFICE 041X
COUNCIL LEGAL DIRECTOR 039X
DEPUTY DIRECTOR - CITY COUNCIL 039X
ASSOCIATE DEPUTY DIRECTOR COUNCIL 037X
LEGISLATIVE & POLICY MANAGER 037X
SENIOR ADVISOR CITY COUNCIL 037X
SENIOR PUBLIC POLICY ANALYST 033X
COMMUNICATIONS DIRECTOR CITY COUNCIL 031X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST III 031X
COMMUNITY FACILITATOR 031X
OPERATIONS MANAGER & MENTOR – CITY COUNCIL 031X
PUBLIC POLICY ANALYST 031X
POLICY ANALYST/PUBLIC ENGAGEMENT 028X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST II 028X
CONSTITUENT LIAISON/POLICY ANALYST 027X
CONSTITUENT LIAISON 026X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST I 026X
ASSISTANT TO THE COUNCIL EXECUTIVE DIRECTOR 025X
COUNCIL ADMINISTRATIVE ASSISTANT/AGENDA 024X
COUNCIL ADMINISTRATIVE ASSISTANT 021X
32
COMMUNITY & NEIGHBORHOODS
DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X
DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X
DEPUTY DIRECTOR - COMMUNITY SERVICES 037X
DIRECTOR OF TRANSPORTATION (ENGINEER) 037X
PLANNING DIRECTOR 037X
BUILDING OFFICIAL 035X
DIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT 035X
DIRECTOR OF TRANSPORTATION (PLANNER) 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X026X
ECONOMIC DEVELOPMENT
DIRECTOR OF ECONOMIC DEVELOPMENT 041X
DEPUTY DIRECTOR ECONOMIC DEVELOPMENT 037X
ARTS DIVISION DIRECTOR 032X
BUSINESS DEVELOPMENT DIVISION DIRECTOR 032X
FINANCE
CHIEF FINANCIAL OFFICER 041X
CITY TREASURER 039X
DEPUTY CHIEF FINANCIAL OFFICER 039X
CHIEF PROCUREMENT OFFICER 033X036X
FIRE
FIRE CHIEF 041X
DEPUTY FIRE CHIEF 037X
ASSISTANT FIRE CHIEF 035X
EXECUTIVE ASSISTANT 026X
HUMAN RESOURCES
CHIEF HUMAN RESOURCES OFFICER 041X
DEPUTY CHIEF HUMAN RESOURCES OFFICER 037X
CIVILIAN REVIEW BOARD INVESTIGATOR 035X
TRANSITION CHIEF OF STAFF 041X*
TRANSITION COMMUNICATIONS DIRECTOR 039X*
TRANSITION EXECUTIVE ASSISTANT 024X*
INFORMATION MGT SERVICES
CHIEF INFORMATION OFFICER 041X
CHIEF INNOVATIONS OFFICER 039X
DEPUTY CHIEF INFORMATION OFFICER 039X
JUSTICE COURTS
JUSTICE COURT JUDGE 037X
CITY COURTS ADMINISTRATOR 033X036X
33
MAYOR
CHIEF OF STAFF 041X
CHIEF ADMINISTRATIVE OFFICER 041X
COMMUNICATIONS DIRECTOR 039X
DEPUTY CHIEF ADMINISTRATIVE OFFICER 039X
DEPUTY CHIEF OF STAFF 039X
SENIOR ADVISOR 039X
COMMUNICATIONS DEPUTY DIRECTOR 030X
POLICY ADVISOR 029X
REP COMMISSION POLICY ADVISOR 029X
COMMUNITY LIAISON 026X
EXECUTIVE ASSISTANT 024X026X
OFFICE MANAGER - MAYOR'S OFFICE 024X
COMMUNITY OUTREACH - EQUITY & SPECIAL PROJECTS
COORDINATOR 024X
COMMUNICATION AND CONTENT MANAGER - MAYOR'S OFFICE 021X
ADMINISTRATIVE ASSISTANT 019X
CONSUMER PROTECTION ANALYST 016X
POLICE
CHIEF OF POLICE 041X
ASSISTANT CHIEF OF POLICE 039X
DEPUTY CHIEF POLICE 037X
ADMINISTRATIVE DIRECTOR - COMMUNICATIONS 037X
ADMINISTRATIVE DIRECTOR - INTERNAL AFFAIRS 037X
EXECUTIVE ASSISTANT 026X
PUBLIC LANDS
PUBLIC LANDS DIRECTOR 041X
DEPUTY DIRECTOR, PUBLIC LANDS 037X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
PUBLIC SERVICES
DIRECTOR OF PUBLIC SERVICES 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR OF OPERATIONS 038X
FACILITIES DIVISION DIRECTOR 035X
FLEET DIVISION DIRECTOR 035X
STREETS DIVISION DIRECTOR 035X
COMPLIANCE DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X026X
PUBLIC UTILITIES
DIRECTOR OF PUBLIC UTILITIES 041X
DEPUTY DIRECTOR OF PUBLIC UTILITIES 039X
FINANCE ADMINISTRATOR PUBLIC UTILITIES 039X
CHIEF ENGINEER - PUBLIC UTILITIES 037X
WATER QUALITY & TREATMENT ADMINSTRATOR 037X
EXECUTIVE ASSISTANT 024X026X
REDEVELOPMENT AGENCY
DIRECTOR, REDEVELOPMENT AGENCY 039X041X
DEPUTY DIRECTOR, REDEVELOPMENT AGENCY 037X
34
SUSTAINABILITY
SUSTAINABILITY DIRECTOR 041X
SUSTAINABILITY DEPUTY DIRECTOR 037X
WASTE & RECYCLING DIVISION DIRECTOR 035X
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay
plan may be added, removed or modified without approval of the City Council.
* Compensation for transitional positions, including city council member -elect, is set as provided under Chapter 2.03.030 of the
Salt Lake City Code. Benefits for transitional employees are equivalent to those provided to full-time employees. Except for
leave time, benefits for city council members-elect are also equivalent to those provided to full-time employees.
35
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 27, 2021June 26, 2022
Mayor $153,171160,064
Council Members $38,29340,016
Except for leave time, benefits for the mayor and city council members are equivalent to those provided to
full-time employees.
36
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022
Tier 1 Defined Benefit
System
System Employee
Contribution Employer Contribution Total
Public Employees Contributory System 6.0% 14.46%13.96% 20.46%19.96%
Public Employees Noncontributory System 0 18.47%17.97% 18.47%17.97%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 23.95%22.95% 23.95%22.95%
Tier 1 Post
Retired
System
Post Retired Employment
After 6/30/10 – NO 401(k)
Amortization of UAAL*
Post Retired Employment Before
7/1/2010
Optional 401(k)
Public Employees Noncontributory System
6.61%
11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 15.80%16.01% 0.89%0.18% 16.69%16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only)
2.27%2.59% (city
paid) 38.28% 6.00% 46.55%46.87%
Public Safety Noncontributory System
(for pay steps year four or more)
2.27%2.59% (city
paid) 38.28% 0% 40.55%40.87%
Firefighters Retirement System 2.27%2.59% (city
paid) 14.08% 0% 16.35%16.67%
Tier 2 Defined Contribution
Only
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 6.69%6.19% 10.00% 16.69%16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only)
0% 24.28% 22.27% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more)
0% 24.28% 16.27% 40.55%
Firefighters Retirement System 0% 0.08% 16.27% 16.35%
37
Executive Non-
Legislative
Position Employer Contribution
Public Employees Noncontributory System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Up to Two
Additional Senior Executives in the
Mayor’s Office, Executive Director
for City Council
Normal contribution into Utah Retirement
System (URS)with 3% into 401(k)
– OR –
If Tier 1 and exempt from system or Tier II and
exempt from vesting, 401k contribution equal to
the applicable URS system contribution plus 3%
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined
Benefit)
System Employee
Contribution Employer Contribution Total
Public Employees Noncontributory System 0 18.47%17.97% 18.47%17.97%
If exempt… 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement
System (may exempt from vesting)
Tier 2 Defined Contribution
Only
Employer 401K Total
6.69%6.19% 10% 16.69%16.19%
Tier 2 Defined Benefit Hybrid
System
Employer 401K Total
15.80%16.01% 0.89%0.18% 16.69%16.19%
Salt Lake City Benefit Study and
Compensation Analysis: 2019
Administered by NFP
Salt Lake City Executive Benefit Study
and Compensation Analysis
Table of Contents
PART 2
1. EXECUTIVE SUMMARY......................................................p3
2. SUMMARY RESPONSE DATA...........................................p11
3. APPENDIX............................................................................p132
PART 2
1. BENEFIT AND COMPENSATION ANALYSIS..................p133
Executive Summary
Salt Lake City Executive Benefit Study—Executive Summary
On behalf of Salt Lake City, NFP administered
a benefit study to city, county, and state
organizations, as well as private industry
organizations, from across the country.
Questions in the survey addressed all facets
of benefit offerings, including medical benefit
costs, wellness program initiatives, employee
assistance programs, paid leave, retirement,
disability, and more. We received responses
from organizations across the country, although
the highest concentration of responses was
from our neighbors in the state of Utah.
In total, 52 organizations, including Salt Lake
City, participated in the study. Over 90% of
those responses came from other public
administration organizations, although the
private industry firms who responded tended
to be around the same size, in terms of
employees, as the City.
Among respondents, the most common answer
in regards to the number of employees eligible
to receive benefits was 1,000+. Outside of
Utah, respondents tended to come from cities
of similar size to the City. Responses from
within the state came from organizations of
all sizes, both of similar size to Salt Lake City
and smaller. Both of these groups—in-state
and out-of-state—are valuable to the study.
Out-of-state cities of similar size show us how
the city compares to like-sized municipalities.
Organizations of all sizes in-state allow us to see
how Salt Lake City compares to those employers
who are geographically closest to them, even if
they differ in size from the City.
This executive summary focuses on how
Salt Lake City compares to a midpoint (most
common answer, or at market) benchmark of
all respondent data. This data shows where the
City exceeds the midpoint, where it falls behind,
and where potential opportunities may lie for
the City to set itself apart.
Benefit Objectives and Strategies
Compared to 2018, Salt Lake City reported that
it had improved its benefits overall this year,
placing them in a group of 35% of employers
who have seen their benefits improve this
year. Of all respondents, 98% reported that
their benefits either improved or stayed the
same. As was the case with the majority of
employers, this benefit increase was primarily
due to increased employee expectation and
demand with a goal of employee retention.
Other common factors influencing benefits
decisions were (1) escalating benefits costs,
and (2) a goal of recruiting new employees.
Salt Lake City’s top three employee benefit
strategy objectives were to (1) retain
employees), (2) attract employees, and
(3) control the cost of benefits. These
were the three most common answers from
respondents as well—that so many employers
maintained or increased benefits despite a
desire to control costs is due to a competitive
job market, especially within the State of Utah,
where the unemployment rate currently sits at
2.8%, per the Bureau of Labor Statistics.
Medical Insurance Benefit Options
In offering just one medical insurance benefit
option, Salt Lake City falls behind the midpoint,
with two benefit offerings being the most
common answer and more than three being
the second most common answer. In total,
81.48% of respondents offer two or more
benefit offerings. The City is consistent with the
midpoint in providing an HDHP with an HSA.
•For Individual Plans: The City leads in
everything but annual out of pocket max,
where they fall a bit behind the midpoint.
•For Two-party Plans: The City leads in
everything but deductible and annual out
of pocket, where they lag.
•For Family Plans: The City leads in
everything but deductible and annual out
of pocket, where they lag.
4
Salt Lake City pays a higher percentage of total
medical insurance premium than the midpoint
study group response, but tracks close to the
rest of Utah, where employers tend to pay more
toward premium than in other states. The City
sits at the lead of responses in their in-network
single deductible, but lags on maximum family
deductibles and both family and single out-of-
pocket max.
Although the City offers fewer plan options than
average, the HDHP it does provide beats the
overall benchmark in the following for its single-
party plan:
•Premium percentage paid by the employer
•Employer’s share in dollars (monthly dollar
amount)
•Premium percentage paid by the employee
•Employee’s share in dollars (monthly dollar
amount)
•Annual deductible
For its two-party and family plans, Salt Lake City
falls below the benchmark on annual deductible
and annual out of pocket max.
In short, Salt Lake City is better than the
midpoint of respondents with their premium
costs, leads the market for what employers
and employees pay by about half, but the City’s
chosen plans’ out-of-pocket maximums lag
behind the market.
While the City does not offer a second medical
benefit option, the majority of other survey
respondents listed a traditional plan as being
their second most popular option, while an
HDHP tended to be their top offering. The
average cost of a traditional plan was reported
to be 47.6% higher than that of an HDHP.
Salt Lake City joined 61.7% of respondents
in offering a Health Savings Account (HSA)
with a flat dollar employer contribution. The
City comes in at the midpoint of respondents
in annual employer funding provided toward
the HSA. Offering an HSA with employer
contribution based on a matching provision was
the second most common answer, and is
trending upward in Utah.
Gender Dysphoria Benefits
The top three gender dysphoria benefit
offerings were mental health counseling
(offered by 78.72% of respondents), gender
dysphoria related prescription medications
(36.17%), and reassignment surgery (25.53%).
Salt Lake City offers the first of these two
options.
Bariatric Surgery Benefits
The top three bariatric surgery benefit offerings
were gastric bypass surgery (offered by 34.04%
of respondents), sleeve gastrectomy (23.4%),
and adjustable gastric band (23.4%). Salt Lake
City offers each of these options. One potential
avenue to consider here would be to offer
biliopancreatic diversion as an option. This
procedure—along with the Roux-en-Y gastric
bypass procedure—has been shown to reduce
Type 2 Diabetes in patients. Additionally, the
biliopancreatic diversion is considered far
less invasive than a traditional gastric bypass
procedure.
On-Site and Near-Site Health Clinics
Salt Lake City sets itself apart by offering
a near-site health clinic, placing them in
a group of just over 20% of respondents
who offer this benefit. Of those who do offer
an on-or-near-site clinic, the most common
benefits include on-demand appointments
(which the City offers), prescription drugs
(which the City does not offer), and extended
hours (which the City does offer).
Short-Term Disability
Respondents were split into three nearly
equally-sized groups regarding their short-term
disability plan offerings:
•Voluntary 100% employee paid short-term
disability
•100% paid employer paid short-term
disability
•No short-term disability offering
5
Salt Lake City’s offering falls into the most
attractive of the three groups, with the City
paying 100% of plan costs.
The City also falls near the midpoint with a five
day waiting period before disability benefits
are paid. The City’s 12-week maximum benefit
period also matches average benchmark
data. The average short-term disability benefit
amount is 66%.
Long-Term Disability
Salt Lake City offers a voluntary 100% employee
paid long-term disability plan and a 100%
employer paid long term disability plan. This
puts the city slightly above the benchmark; while
64.52% of employers offer an employer-paid
option, only 25.81% offer a voluntary employee-
paid plan.
The City’s monthly long-term benefit amount
of 66.66% is better than average, with the
most common answer being 60%.
Salt Lake City’s 90-day waiting period for
employees to receive LTD payments sits at the
overall midpoint for respondents, as well as
the City’s maximum disability payment benefit
period of Social Security Normal Retirement Age
(SSNRA).
The most common mental health benefit in the
study group was a 24-month benefit period,
which the City matches.
Childcare
Overall, less than 10% of respondents offer
a childcare benefit for their employees.
Only one of the 53 survey respondents has a
childcare option at an on-or-near-site facility,
while the other could best be described as a
discounted referral service.
Tuition Reimbursement and Repayment
The midpoint for tuition reimbursement is to
offer it for current job-related courses; Salt
Lake City comes in above the benchmark by
offering reimbursement for both job-related
and non-job-related courses. At $4,000
annually, Salt Lake City reimburses more
than the majority of respondents.
Nearly three-quarters of respondents,
including Salt Lake City, require repayment of
reimbursed tuition if the employee separates
employment after receiving it. The City, along
with the majority of respondents, requires that
early-terminating employees repay reimbursed
tuition costs at 100%. Generally, employees
must remain with their organization anywhere
from one to two years after reimbursement to
avoid repayment.
Student Loan Assistance
Most employers do not offer student loan
assistance or repayment benefits—Salt Lake
City is part of a group of just over 10% of
respondents to offer a benefit by offering
student loan debt consolidation.
Longevity Pay
Salt Lake City is on the higher end of the
midpoint by offering longevity pay. The City is
at a leading position in the amount that they
offer; its program is the third-best offering
of all respondents. Additionally, Salt Lake City
makes longevity payments more frequently;
the midpoint offering was to distribute pay
annually, while the City distributes per pay
period.
Take-Home Vehicles
Public safety personnel has access to take-
home vehicles with 73.91% of respondents.
Take-home vehicle plan design varies
depending on the program—access and cost
tend to be influenced by employee type and
distance traveled.
6
Retirement
In offering additional funds for members of the
Police Department to equalize Tier 1 and Tier 2
Utah Retirement System participants, Salt Lake
City is slightly above the midpoint for in-state
respondents.
Regarding retirement benefits as a whole, the
City tends to be at market when compared
to other public sector entities, and above
the total market overall. The City’s retirement
matching rate sits at market compared to other
public sector respondents. The City is better
than average in that it does not have a matching
contribution requirement for employees. Salt
Lake City is better than 93% of respondents
by not requiring DC matching.
The vast majority of respondents’ employees
are eligible to participate in their organization’s
retirement plans at their date of hire.
Salt Lake City offers a slightly more generous
retirement package than most, in part because
the City includes personalized investment
advice with both an advisor and a technological
solution. The City’s 4-Year Cliff vesting schedule
is at market for the public sector but lags
behind what is generally offered in the private
sector.
Post-employment Health Reimbursement
Accounts
The City is better than the benchmark in
contributing to Post-employment Health
Reimbursement Accounts (HRAs) for employees
and meets or exceeds the benchmark
contribution level among those who do
contribute to such accounts.
Holidays and Leave
The study group benchmark for paid
holidays was 11-12 days per year. The City
met this benchmark.
Not including holidays, employers offer, on
average, 11-15 days for both exempt and
non-exempt employees with less than one
year of service to three years of service. Salt
Lake City meets each of these benchmarks.
The City falls slightly behind the benchmark for
paid leave for exempt employees with between
3-5 years of service, and significantly behind the
benchmark for employees (both exempt and
non-exempt) with over ten years of service. The
midpoint for employees with over ten years of
service was 22-30 days, with several other
respondents offering more than 30 days as
well. However, the City does track to the overall
Utah marketplace, as shown in the Utah
Employee Benefit Study, by offering 16-21 days
of paid leave.
Salt Lake City is at the market rate for unused
paid leave carryover and above average in
providing employees with a “buy-out” option for
their paid leave and holidays. The City is also
better than average by allowing employees to
buy out at 100% for each type of leave, and by
allowing personal leave buy out annually.
Paid and sick leave are accrued at the market
rate for City employees.
Health and Wellness Programs
Salt Lake City is at market with its wellness
program offerings but is better than the market
by offering additional HSA or HRA contributions
to those who participate in wellness programs.
7
Military Benefits
The City is also above market in providing
a program for employees who are active
members of the military.
The City offers full pay up to 15 days per year in
addition to vacation and leave pay, which leads
the market.
Employer-paid Life Insurance
Salt Lake City meets the study benchmark for
the employer-paid life insurance they offer
to employees. The City is also at market for
their life insurance offering for the spouses
of employees, although it is verging on falling
behind the market by not offering employer-
paid life insurance for the children of
employees.
Dental Insurance
The majority of respondents answered that
they only offer one dental plan—Salt Lake City
exceeds this benefit by providing two plans.
The City’s most popular dental plan requires
employees to pay 100% of the premium, which
falls behind the benchmark, where respondents
reported that employers pay 66%-80% of
premium costs.
Accordingly, the City also falls behind the
market as regards the share of the dental plan
employees are required to pay.
The City’s second-most popular dental plan
exceeds the benchmark in their maximum
annual benefit, and meets the benchmark in
their orthodontia benefit.
Ancillary Benefits
Salt Lake City provides ancillary benefit options
at a higher rate than average, and, with 60%
of employees enrolled in a program, does a
better job than most at getting employees to
participate in the products they offer.
Hiring Bonuses, Laterals, Seniority and
Referral Bonuses
Over 80% of respondents do not offer a
hiring bonus. Though the City does not offer
a traditional cash hiring bonus, it can offer up
to 120 hours of vacation upon hire for new
employees.
Most respondents who do offer hiring bonuses
reported that the amount they pay in hiring
bonuses ranges from $400-$1,000 depending
on the position, and is usually paid either at
hire or within 90 days of hire.
Salt Lake City is at or better than the
benchmark regarding hiring laterals. The
City joins 40% of respondents in crediting
experience from another organization to
employees for previous years of service. The
City’s offering (up to three years of vacation
and personal leave accrual) matches up well
with what others offer.
The City is part of a group of 31.71% of
respondents who offer rehired employees
credit for seniority, or time spent within the
organization. Their seniority credit (up to three
years of vacation and personal leave accrual) is
above-market as well.
The majority of respondents (71.79%) do not
offer referral bonuses. This is another avenue
where the City may consider differentiating
themselves—among those who do offer
referral bonuses, the average bonus offered
ranges from $500-$1,000, and is contingent on
the hired employee staying with the company
for a certain amount of time.
Note: The City does offer police: $300 upon
hire, and an additional $300 upon completion
of their probationary period.
8
Employee Assistance Program
Salt Lake City’s Employee Assistance Program
(EAP) is better than the benchmark in most
aspects, although it does fall behind in the
number of sessions it offers—the most
common answer here was to allow for unlimited
appointments. The City’s EAP is better than
average in part because it provides near-site
counseling and a peer support program for first
responders.
Alternate Work Schedules
The most common alternate work schedules to
be offered were (1) compressed work weeks,
(2) flex time, and (3) telecommuting. Salt Lake
City is slightly above average in their options
because the City offers job sharing as an option
as well. Overall, 90.95% of respondents offer
some type of alternate work schedule as an
option for employees.
Main Takeaways
•Salt Lake City’s benefits remain
competitive in most areas.
•The City is above average in offering two
dental plans but falls behind the market in
the costs those plans require of employees.
•The City is better than the average study
group response regarding both short and
long term disability.
•The City is better than market by offering an
on-site clinic.
•The City’s tuition reimbursement amounts
are on the higher end of the study group.
•The City’s medical insurance plan is better
than the majority of respondents regarding
premiums. It requires employees to pay
just about half of what others require,
but the City’s plan’s two-party and family
deductibles are higher than average, and
single, two-party, and family out of pocket
maxes are significantly higher than the
study group average.
•Salt Lake City’s retirement package is above
average compared to the private sector,
and generally at market when compared to
the public sector.
•Wellness programs, ancillary benefits,
and alternate work schedules can all be
distinguishers in a competitive job market.
Salt Lake City is at or above market in these
areas.
•Areas where the City can set itself apart
include (1) offering cash hiring bonuses to
new employees, and (2) even though most
of the study group participants do not
offer a bariatric surgery benefit, the City
may benefit from expanding its bariatric
surgery benefit to cover the biliopancreatic
diversion procedure, which is less invasive
and has been shown to be successful in
reducing Type 2 Diabetes.
9
Summary Response Data
10
Note: All of Salt Lake City's answers will be shown
in maize, and should look something like this.
If the City's answer does not fit within one of the
options for an individual question (examples:
"Varies," "Other,"Not Applicable"), no answer will
be highlighted. For further insight on these
specific questions, please direct inquiries to your
HR representative.
1.85%1
1.85%1
0.00%0
1.85%1
0.00%0
0.00%0
3.70%2
0.00%0
0.00%0
90.74% 49
0.00%0
Q2 In which general industry sector do you primarily operate? Please
select one.
Answered: 54 Skipped: 0
TOTAL 54
Building
Trades...
Education
(including...
Engineering &
Scientific...
Finance &
Banking...
Health Care
Industrial
(including...
Information
Technology
Media
(including...
Professional
Services...
Public
Administrati...
Retail &
Wholesale Tr...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Building Trades (including other Skilled Trades)
Education (including Professional Coaching)
Engineering & Scientific (including Architecture & Research)
Finance & Banking (including Insurance & Real Estate)
Health Care
Industrial (including Manufacturing, Transportation, Agriculture & Natural Resources)
Information Technology
Media (including Printing, Advertising & Communications)
Professional Services (including Law, Accounting, Collections, Payroll & Professional Writing)
Public Administration (including Government, Non-Profits & Churches)
Retail & Wholesale Trade (including Utilities & Hospitality)
Salt Lake City Benefit Study—2019
11
20.37%11
16.67%9
16.67%9
37.04%20
9.26%5
Q3 How many of your employees are eligible for at least one of the
following benefits through your company; insurance programs, retirement
plants, paid leave/or alternate work schedule?
Answered: 54 Skipped: 0
TOTAL 54
100-250
251-500
501-1,000
1,000+
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
100-250
251-500
501-1,000
1,000+
Other (please specify)
Salt Lake City Benefit Study—2019
12
Q4 Please indicate the city and state in which your employees are
located. Also, please indicate any other area in which you have at least
ten employees eligible for any of your benefit plans. (Select all that apply)
Answered: 49 Skipped: 0
Salt Lake City Benefit Study—2019
13
35.19%19
62.96%34
1.85%1
Q5 Pick the statement that best describes your overall benefit offerings in
the last year.
Answered: 54 Skipped: 0
TOTAL 54
Our benefits
have improve...
Our benefits
have stayed ...
Our benefits
have decreas...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Our benefits have improved overall
Our benefits have stayed the same overall
Our benefits have decreased overall
Salt Lake City Benefit Study—2019
14
42.59%23
11.11%6
74.07%40
0.00%0
40.74%22
Q6 Based on your selection in the question above, what is the main
factor(s) influencing your overall benefits package? (choose all that apply)
Answered: 54 Skipped: 0
Total Respondents: 54
Escalating Cost
Decreasing Cost
Increased
Employee...
Decreased
Employee...
Recruitment of
New Employees
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Escalating Cost
Decreasing Cost
Increased Employee Expectation and Demand—Employee Retention
Decreased Employee Expectation and Demand
Recruitment of New Employees
Salt Lake City Benefit Study—2019
15
Q7 Rank the following long term employee benefit strategy objectives in
order of importance to your organization (list the most important response
as #1, second most important as #2, etc).
Answered: 53 Skipped: 1
16.98%
9
35.85%
19
32.08%
17
7.55%
4
5.66%
3
1.89%
1
0.00%
0 53 5.45
40.38%
21
44.23%
23
5.77%
3
3.85%
2
5.77%
3
0.00%
0
0.00%
0 52 6.10
26.42%
14
5.66%
3
39.62%
21
11.32%
6
9.43%
5
5.66%
3
1.89%
1 53 5.04
1.96%
1
1.96%
1
7.84%
4
23.53%
12
29.41%
15
25.49%
13
9.80%
5 51 3.08
5.88%
3
9.80%
5
7.84%
4
39.22%
20
23.53%
12
9.80%
5
3.92%
2 51 3.90
0.00%
0
1.96%
1
0.00%
0
0.00%
0
11.76%
6
19.61%
10
66.67%
34 51 1.53
9.62%
5
0.00%
0
5.77%
3
15.38%
8
15.38%
8
36.54%
19
17.31%
9 52 2.94
Attract
employees
Retain
employees
Control cost
of benefits
Increase
employee...
Increase
employee job...
Decrease HR
administrati...
Help employees
make better...
0 1 2 3 4 5 6 7 8 9 10
1 2 3 4 5 6 7 TOTAL SCORE
(2) Attract employees
(1) Retain employees
(3) Control cost of benefits
(4) Increase employee productivity
(6) Increase employee job satisfaction
(5) Decrease HR administration cost
(7) Help employees make better
financial and benefit decisions
Salt Lake City Benefit Study—2019
16
16.67%9
40.74%22
18.52%10
20.37%11
1.85%1
1.85%1
Q8 How many different medical insurance benefit options are offered by
your organization? (List the most correct response)
Answered: 54 Skipped: 0
TOTAL 54
One
Two
Three
More than three
Multiple
options in a...
None, we do
not offer...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
One
Two
Three
More than three
Multiple options in a health exchange
None, we do not offer medical insurance
Salt Lake City Benefit Study—2019
17
16.67%9
12.96%7
70.37%38
Q9 If you do not currently offer an HDHP with an HSA, do you plan on
offering this within the next two years?
Answered: 54 Skipped: 0
TOTAL 54
Yes
No
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Not Applicable
Salt Lake City Benefit Study—2019
18
Q10 What percentage of the total medical insurance premium is paid by
the employer on your least expensive plan? (Select the most correct in
each category)
Answered: 54 Skipped: 0
3.85%
2
0.00%
0
5.77%
3
50.00%
26
9.62%
5
28.85%
15
1.92%
1
0.00%
0 52 4.56
6.25%
3
0.00%
0
10.42%
5
47.92%
23
12.50%
6
20.83%
10
2.08%
1
0.00%
0 48 4.31
Less than 50%50-65%66-79%80-94%95-99%
100%We offer a defined contribution in a health exchange N/A
Single Rate
Family Rate
0%10%20%30%40%50%60%70%80%90%100%
LESS
THAN
50%
50-
65%
66-79% 80-94%95-99%100% WE OFFER A DEFINED
CONTRIBUTION IN A
HEALTH EXCHANGE
N/A TOTAL WEIGHTED
AVERAGE
Single
Rate
Family
Rate
Salt Lake City Benefit Study—2019
19
Q11 What is the lowest annual deductible offered on a medical plan by
your organization? (Select the most correct in each category)
Answered: 49 Skipped: 0
In-Network
Single...
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
In-Network
Maximum Fami...
$0 - $249 $250 - $499 $500 - $999 $1,000 - $1,999
$2,000 - $2,999 $3,000 - $4,999 $5,000 - $5,999 Over $6,000
We use a health exchange N/A
$0 -
$249
$250 -
$499
$500 -
$999
$1,000
-
$1,999
$2,000
-
$2,999
$3,000
-
$4,999
$5,000
-
$5,999
OVER
$6,000
WE USE A
HEALTH
EXCHANGE
N/A TOTAL WEIGHTED
AVERAGE
8.51%
4
12.77%
6
23.40%
11
34.04%
16
12.77%
6
6.38%
3
0.00%
0
2.13%
1
0.00%
0
0.00%
0 47 3.60
8.51%
4
0.00%
0
8.51%
4
23.40%
11
19.15%
9
27.66%
13
8.51%
4
4.26%
2
0.00%
0
0.00%
0 47 4.83
In-
Network
Single
Deductible
In-
Network
Maximum
Family
Deductible
Salt Lake City Benefit Study—2019
20
HDHP
92.02%
$543.25
10.83%
$42.24
HDHP: $2262; Traditional: $609
$3,515
Q12 Please provide the following information for the most popular
medical plan offered (Individual Plans):
ANSWER CHOICES Average/Most Common Answer
Type of Plan (HDHP or Traditional Health Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
21
HDHP
95%
$403.11
5%
$21.21
$1500
$4,000
HDHP
89.26%
$1,113
12.69%
$285.13
$2,350
$6,115
Q13 Please provide the following information for the most popular
medical plan offered (Two-Party):
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
22
HDHP
95%
$906.99
5%
$47.73
$3,000
$8,000
Q14 Please complete the table for the most popular medical plan offered
(Family):
Salt Lake City Benefit Study—2019
HDHP
89.64%
$1,338
14.74%
$273.87
$2,291
$5,764
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Full data set from answers found in Appendix.
23
HDHP
95%
$1,209.30
5%
$63.66
$3,000
$8,000
73 3,410 47
Q15 What percentage of your population has elected your most popular
plan?
Answered: 47 Skipped: 7
Total Respondents: 47
0 10 20 30 40 50 60 70 80 90 100
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
24
94
Q16 Please complete the table for the second-most popular medical plan
offered (Individual):
Traditional
88.29%
$560.04
13.08%
$70.68
$1,361.11
$4,167
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
25
Q17 Please complete the table for the second-most popular medical plan
offered (Two-Party):
Traditional
86.56%
$1,131
14.538%
$214.15
$2,255
$5,500
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
26
Q18 Please complete the table for the second-most popular medical plan
offered (Family):
Answered: 36 Skipped: 13
Traditional
84.69%
$1,376
16.85%
$282.92
$2,478
$5,450
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
27
24 965 40
Q19 What percentage of your employees have elected your second-most
popular plan?
Answered: 40 Skipped: 14
Total Respondents: 40
0 10 20 30 40 50
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
28
61.70%29
8.51%4
2.13%1
4.26%2
10.64%5
0.00%0
12.77%6
Q20 Which of the following does your company offer? (Select all that
apply)
Answered: 47 Skipped: 7
Total Respondents: 47
Health Savings
Account (HSA...
HSA with
employer...
HSA without
employer...
HSA as an
option under...
Health
Reimbursemen...
Qualified
Small Employ...
Not
applicable, ...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Health Savings Account (HSA) with flat dollar employer contribution
HSA with employer contribution based on a matching provision
HSA without employer contribution
HSA as an option under a defined contribution arrangement
Health Reimbursement Arrangement (HRA)
Qualified Small Employer Heath Reimbursement Arrangement (QSEHRA)
Not applicable, we offer neither HSA nor HRA options
Salt Lake City Benefit Study—2019
29
Q21 If applicable, how much annual employer funding is provided toward
the HSA or HRA assuming that an employee maximizes any matching
provision? (Choose the most precise answer in each category)
Answered: 42 Skipped: 7
Single
Coverage
Two-
Party
Family
Coverage
0%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
10
0
%
90
%
0%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
10
0
%
90
%
0%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
10
0
%
90
%
$500 -$999 $,1,000- $1,999$0 funded by employer $499 or less
$2,000- $2,999 $3,000 - $3,999 $4,000 or more
Federal Maximum Contribution
Employee's choice based on defined contribution N/A
4.26%
2
8.51%
4
51.06%
24
17.02%
8
4.26%
2
0.00%
0
0.00%
0
2.13%
1
2.13%
1
10.64%
5 47
4.26%
2
2.13%
1
10.64%
5
44.68%
21
12.77%
6
4.26%
2
2.13%
1
2.13%
1
2.13%
1
14.89%
7 47
4.26%
2
2.13%
1
8.51%
4
46.81%
22
14.89%
7
6.38%
3
2.13%
1
2.13%
1
2.13%
1
10.64%
5 47
$0 FUNDED
BY
EMPLOYER
$499
OR
LESS
$500 -
$999
$,1,000-
$1,999
$2,000-
$2,999
$3,000
-
$3,999
$4,000
OR
MORE
FEDERAL
MAXIMUM
CONTRIBUTION
EMPLOYEE'S
CHOICE BASED
ON DEFINED
CONTRIBUTION
N/A TOTAL
Single
Coverage
Two-
Party
Family
Coverage
Salt Lake City Benefit Study—2019
30
78.72%37
36.17%17
29.79%14
25.53%12
19.15%9
4.26%2
Q22 Does your organization does offer any of the below gender
dysphoria benefits, which of the following does your plan offer? (Select all
that apply.)
Answered: 47 Skipped: 7
Total Respondents: 47
Mental Health
Counseling
Gender
Dysphoria...
Reassignment
surgery
Reconstructive
Surgery
Not Applicable
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Mental Health Counseling
Gender Dysphoria Related Prescription Medications
Reassignment surgery
Reconstructive Surgery
Not Applicable
Other (please specify)
Salt Lake City Benefit Study—2019
31
34.04%16
23.40%11
23.40%11
12.77%6
59.57%28
6.38%3
Q23 Does your organization does offer any of the below bariatric surgery
benefits? (Select all that apply)
Answered: 47 Skipped: 7
Total Respondents: 47
Gastric Bypass
Sleeve
Gastrectomy
Adjustable
Gastric Band
Biliopancreatic
diversion
Not Applicable
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Gastric Bypass
Sleeve Gastrectomy
Adjustable Gastric Band
Biliopancreatic diversion
Not Applicable
Other (please specify)
Salt Lake City Benefit Study—2019
32
Q24 If applicable, what does your bariatric benefit plan pay?
80%
100% after deductible
90% of AA after deductible
$1,000 co-pay after deductible
100% covered
50% coinsurance
100%
100% after deductible
$10,000 lifetime limit
50%
Up to $20,000
80% after deductible
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
33
23.40%11
76.60%36
Q25 Does your organization offer an on-site or near-site health clinic?
Answered: 47 Skipped: 7
TOTAL 47
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
34
90.91%10
72.73%8
27.27%3
18.18%2
45.45%5
9.09%1
27.27%3
Q26 What benefits does your clinic provide? (Select all that apply.)
Answered: 11 Skipped: 43
On-demand
appointments
Prescription
drugs
Occupational
physical exams
X-ray or
imaging
Extended hours
Weekend
appointments
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
On-demand appointments
Prescription drugs
Occupational physical exams
X-ray or imaging
Extended hours
Weekend appointments
Other (please specify) Total
Respondents: 11
Salt Lake City Benefit Study—2019
35
40.43%19
0.00%0
31.91%15
31.91%15
Q27 What type of short term group disability plans are offered by your
company, not including non-group ancillary coverage through vendors
like Aflac or Colonial Life? (Select all that apply)
Answered: 47 Skipped: 7
Voluntary 100%
employee pai...
Partially
employer pai...
100% employer
paid short-t...
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Voluntary 100% employee paid short-term disability
Partially employer paid short-term disability
100% employer paid short-term disability
Not Applicable
Total Respondents: 47
Salt Lake City Benefit Study—2019
36
Q28 What is the waiting period before short term disability benefits are
paid?
Answered: 28 Skipped: 21
8, 15, or 30 days
7 days or exhaust sick leave
14 days
10 days
3 days
7 days
6 months
7 days
15 days
2 weeks
7-14 days
14 days
7 or 30 days, depending on whether employee is city paid or employee paid, respectively
7 days
14 days
30, 60, or 90 days, dependent on employee choice
14 days
7 days
7 days
30 days
14 or 60 days, depending on whether employee is city paid or employee paid, respectively
7 days
30 days
7 days
14 days, or 90 days for pre-existing condition
14 days
None
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
37
Q29 What is the maximum short term disability benefit period?
26 weeks
13 weeks
13 weeks
12 weeks
26 weeks
26 weeks
90 days
3 months
160 days
12 weeks
90 days
26 weeks
6 months
180 days
13 months
17 weeks
6 months
90 days
90 days
120 days
13 weeks
90 days
13 weeks
11 weeks
12 weeks
520 hours (if accrued)
90 days
13 weeks
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
38
32%10
36%9
12%
4
Q30 What is your monthly short term disability benefit amount?
25
RESPONSESANSWER CHOICES
TOTAL
4%
16%
1
3
60%
66% (2/3)
70%
80%
100%
Salt Lake City Benefit Study—2019
39
25.81%8
12.90%4
64.52%20
6.45%2
Q31 What type of long term group disability plans are offered by your
company, not including non-group ancillary coverage through vendors
like Aflac or Colonial Life? (Select all that apply)
Answered: 31 Skipped: 23
Voluntary 100%
employee pai...
Partially
employer pai...
100% employer
paid long-te...
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Voluntary 100% employee paid long-term disability
Partially employer paid long-term disability
100% employer paid long-term disability
Not Applicable
Total Respondents: 31
Salt Lake City Benefit Study—2019
40
23.26%10
60.47%26
4.65%2
Q32 How is the premium for your long term disability plans determined?
8
RESPONSES
43
ANSWER CHOICES
Age-based
Flat rate
Combination
Other
TOTAL
11.63%
Salt Lake City Benefit Study—2019
41
56 2,567 46
Q33 What is the monthly long term disability benefit amount (as a
percentage)?
Answered: 46 Skipped: 8
Total Respondents: 46
0 10 20 30 40 50 60 70 80 90 100
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
42
67
Q34 What is the elimination period for employees to receive long term
disability payments?
Answered: 41 Skipped: 8
90 days
6 months
12 Weeks
90 days
90 days
90 days
12 weeks
90 days
90 days
90 days
90 days
90 days
90 days
90 days
120 days
90 days
90 days
90 days
90 days
120 days
13 weeks
90 days
90 days
180 days
180 days
90 days
180 days
180 days
90 days
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
43
36.96%17
23.91%11
19.57%9
19.57%9
Q35 What is the maximum disability payment benefit period?
Answered: 43 Skipped: 8
46
RESPONSESANSWER CHOICES
To SSNRA (Social Security Normal Retirement Age)
To age 65
Until eligible for retirement benefits
Other (please specify)
TOTAL
Salt Lake City Benefit Study—2019
44
95.12%39
97.56%40
Q36 What is the benefit period for mental health-related long term
disability claims?
Answered: 41 Skipped: 8
ANSWER CHOICES RESPONSES
Inpatient
Outpatient
24 months for outpatient
24 months
12 months (for age 69 or older)
180 days
Salaried: to SSNRA; Hourly: 2 years
24 months
24 months
90 days to 2 years, depending on circumstances
2 years
To SSNRA
60 days inpatient, 30 days outpatient
24 months
24 months
24 months
24 months
90 days
Individual answers below:
(All answers are the same for inpatient and outpatient, unless otherwise noted.)
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
45
6.52%3
89.13%41
4.35%2
Q37 Do you offer childcare for your employees?
Answered: 46 Skipped: 8
46
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
Discounted Mild Illness Care
Fitness center employees can use the facility's
day care at a reduced cost.
Responses under "Other":
Salt Lake City Benefit Study—2019
46
33.33%1
66.67%2
Q38 Is your childcare option at an on-site or near-site facility?
Answered: 3 Skipped: 51
TOTAL 3
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
47
100.00%1
0.00%0
Q39 Is childcare limited to the children of employees?
Answered: 1 Skipped: 53
TOTAL 1
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
48
Q40 What is the cost of your childcare program?
Answered: 1 Skipped: 53
$588/month 6 w-24 mth, $550 2 yrs and $540 Pre-K
Individual answers below:
Salt Lake City Benefit Study—2019
49
100.00%1
0.00%0
Q41 Do you offer a discount to your employees who have children
enrolled in the provided childcare?
Answered: 1 Skipped: 53
TOTAL 1
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
50
Q42 What is the discount you offer?
Answered: 1 Skipped: 53
Employee pays $87 under 2 and $106 over 2
Individual answers below:
Salt Lake City Benefit Study—2019
51
100.00%1
0.00%0
0.00%0
Q43 What type of services are provided? (Select all that apply.)
Answered: 1 Skipped: 53
Total Respondents: 1
Special
learning...
Special needs
care
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Special learning curriculum
Special needs care
Other (please specify)
Salt Lake City Benefit Study—2019
52
50.00%1
50.00%1
Q44 Do you have a preferred provider that you recommend to your
employees?
Answered: 2 Skipped: 52
TOTAL 2
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
53
50.00%1
50.00%1
Q45 Does this provider offer a discounted rate for your employees?
Answered: 2 Skipped: 52
TOTAL 2
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Salt Lake City Benefit Study—2019
54
Q46 What is the cost of your recommended childcare option?
Answered: 2 Skipped: 52
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
55
Q47 What discount is offered if any?
Answered: 1 Skipped: 50
$30-$100 weekly benefit for qualified employees
Individual answers below:
Salt Lake City Benefit Study—2019
56
0.00%0
50.00%1
50.00%1
Q48 What type of services are provided? (Select all that apply.)
Answered: 2 Skipped: 52
Total Respondents: 2
Special
learning...
Special needs
care
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Special learning curriculum
Special needs care
Other (please specify)
All day and after-school day care.
Responses under "Other":
Salt Lake City Benefit Study—2019
57
82.61%38
10.87%5
6.52%3
Q49 Does your organization offer tuition reimbursement?
Answered: 46 Skipped: 8
46
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
$1500 per year
For job related classes
If budget permits
Responses under "Other":
Salt Lake City Benefit Study—2019
58
100.00%38
39.47%15
2.63%1
Q50 If your organization offers tuition reimbursement, what types of
courses are eligible? (Select all that apply)
Answered: 38 Skipped: 16
Current
job-related...
Non-job courses
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Current job-related courses
Non-job courses
Not Applicable
Total Respondents: 38
Salt Lake City Benefit Study—2019
59
Q51 What is the maximum amount of tuition that your organization will
reimburse? (Enter dollar amount or percentage.)
Salt Lake City Benefit Study—2019
$1,000 annually
$3,000
$2,000 annually
Dependent on budget
$5,250 for FT employees
$4,000
$3,000/fiscal year
100% depending on institution grade
Based on grade and local public college
$2,000
$1,500/year
$2,500
$5,250/year
$3000 for bachelor's degree or $5,000 for
master's degree
$5,000
$1,500/yr
$4,000
$3,500 annually
50%
$5,000
$2,000 per year
$6,000 annually
$5,250
50% up to a max of $10,000 per year
$4,000 per fiscal year up to 4 years = Up
to$16,000 total
$5,120
100%
$2,500 annually
$2,000
$1,000
$2,000
$4,000/yr
$2,000
100%
$1,250
Individual answers below:
Full data set from answers found in Appendix.
60
73.68%28
26.32%10
Q52 If an employee separates employment after receiving tuition
reimbursement, do you require repayment of the reimbursement?
Answered: 38 Skipped: 16
TOTAL 38
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
61
28.95%11
0.00%0
2.63%1
0.00%0
68.42%26
Q53 If you require tuition reimbursement repayment, what are your
repayment terms?
Answered: 38 Skipped: 16
38
100%
75%
50%
25%
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
100%
75%
50%
25%
Other (please specify)
TOTAL
Prorated on quarterly increments within 2 years of receiving tuition reimbursement.
Varying
Varying based on time period
Dependent on how long the employee stays with the organization after receiving
reimbursement.
Nothing after one year.
Based on how long the employee was employed after tuition repayment.
Prorated amount owed per month on final check.
Prorated for previous 24 months
Prorated
100% of benefits paid within three years. After three years, 0%
Prorated for two years
100% if employee separates less than one year after completion
Based on length of service since reimbursement
Prorated
Responses under "Other":
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
62
Q54 If you require tuition reimbursement repayment, how long must the
recipient be employed to avoid repayment?
Answered: 38 Skipped: 16
Six months and work at least 20 hours a week
Two years
More than 12 months after receiving benefit
One year
Two years after reimbursement
One year post reimbursement
One year
One year
Two years
Two years beyond the last reimbursement
One year
One year
One year
Two years
Six months after every reimbursement
Two years
One year
One year
Three years
Two years
One year
One year
One year following course end date
Three years
Three years
Year for year worked
Individual responses listed below:
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
63
10.87%5
84.78%39
4.35%2
Q55 Does your organization offer student loan assistance and/or
repayment benefits?
Answered: 46 Skipped: 8
TOTAL 46
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Student loan debt consolidation benefits
Responses under "Other":
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
64
Q56 If you offer a student loan assistance and/or repayment plan, how is
the plan designed?
$50/month
Full-time employees who have been with the organization for one year are eligible to receive$50 monthly.
Eligibility is determined by position and department.
Plan is designed to provide conseling.
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
65
7 35 5
Q57 What percentage of your workforce participates in either tuition
reimbursement or student loan repayment programs?
Answered: 5 Skipped: 49
Total Respondents: 5
0 1 2 3 4 5 6 7 8 9 10
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
66
32.61%15
67.39%31
Q58 Do you offer employees additional pay based on length of service
(a.k.a. longevity pay)?
Answered: 46 Skipped: 8
TOTAL 46
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
67
Q59 If longevity pay is offered, what is the dollar amount or percentage of
pay in relation to years of service?
$50, increasing by $25 every five years.
$25 per year of service up to a maximum of $5,000 per year.
$2 for every year over five years.
1% for every five years.
$10 per month at 10 years; $20 per month at 18 years.
2.75% after 8 years and be [at] or above the current maximum of the salary range for at
least one year.
2%-5%
Program is only for uniformed officers, and varies by department (sheriffs, police, and fire).
Longevity pay offered on a scale based on years of service after 10, starting at $300 and
ending at $950.
Whichever option is the lesser of: .0025 x hourly rate or $500 for 5-9.9 years, $1000 for
7-14.9 years, or $1500 for 15+ years.
BUA
Longevity pay is offered at the following rates. 6 years: $50/month; 10 years: $75/month;
16 years: $100/month; 20 years: $125/month.
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
68
33.33%5
0.00%0
0.00%0
40.00%6
26.67%4
Q60 If longevity pay is offered, how often is this pay given?
Answered: 15 Skipped: 39
15
Per pay period
Monthly
Quarterly
Annually
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Per pay period
Monthly
Quarterly
Annually
Other (please specify)
TOTAL
Per collective bargaining agreement. Varying by employee group.
One-time bonus for employees on step plan. Percent increase to base pay for employees on general pay plan.
Responses under "Other":
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
69
73.91%34
15.22%7
10.87%5
Q61 Does your organization offer take-home vehicles for your public
safety personnel?
Answered: 46 Skipped: 8
46
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
70
Employees must pay for toll lanes.
A car allowance may be paid to department directors, the RDA chief operating officer, and up to three employees in the mayor’s
office at a rate not to exceed $400 per month as determined by the mayor. A car allowance may be paid to the Council Executive
Director at a rate not to exceed $400 per month as determined by the council chair. A car allowance may be paid to specific
appointed employees at a rate not to exceed $400 per month as recommended by the mayor and approved by the city council.
Personal income tax related to domicile to duty and other non work miles.
[Take-home vehicles are available] for uniform personnel.
[Take-home vehicle program design] varies.
No costs—only first responders can take home vehicles.
Taxable
No cost
Free up to 55 miles, then $20 per pay period.
Employees are responsible for any IRS-determined tax.
No cost to employees.
For officers who live outside of city limits, the cost is $1 per mile (one way) per pay period up to 50 miles; i.e., if you live 10 miles
outside of city limits, it will cost you $10 per pay period to take your car home.
$3 per day for employees, but no cost for law enforcement.
No cost for those that live in [CITY]. $25.00 monthly for those living in [COUNTY]. $50.00 monthly for those living outside the
county.
$62.50 per month for public works; no cost for police or fire departments.
No cost
No cost
We tax them for $3/day.
No cost to employees.
No cost
Cost of gas
Q62 Please detail any employee costs included in your take-home vehicle
plan design:
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
71
23.91%11
32.61%15
43.48%20
Q63 If applicable, does your organization offer additional funds to
equalize Tier 1 and Tier 2 Utah Retirement System participants?
Answered: 46 Skipped: 8
TOTAL 46
Yes
No
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Not Applicable
Salt Lake City Benefit Study—2019
72
100.00%9
88.89%8
Q64 What is the dollar value or percentage of additional funds added for
the following to equalize Tier 1 and Tier 2 employees?
ANSWER CHOICES RESPONSES
Civilian
Sworn Officer
6.69%
3% 401(k)
None
Difference between Tier 1 and Tier 2 contribution rates.
2% automatic and 2% match.
0
0
0
Individual answers below (Civilian):
6.69%
6% 401(k)
2% automatic and 2% match
10.91%
10%
10%
Difference between Tier 1 and Tier 2 contribution rates.
Tier 2: 10.21%
0
Provides 6% into 401(k) for new sworn officers for the first three years of employment.
Individual answers below (Sworn Officer):
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
73
82.61%38
93.48%43
34.78%16
6.52%3
0.00%0
0.00%0
Q65 What types of retirement plans are offered by your organization?
(Select more than one if applicable)
Answered: 46 Skipped: 8
Defined
benefit pens...
Defined
contribution...
SIMPLE IRA,
SIMPLE 401(k...
Non-qualified
deferred...
Cash balance
plan
None, we do
not offer a...
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Defined benefit pension plan
Defined contribution such as 401(k), 403(b) or 457
SIMPLE IRA, SIMPLE 401(k), Payroll Deduct IRA
Non-qualified deferred compensation plan
Cash balance plan
None, we do not offer a retirement plan
Total Respondents: 46
Salt Lake City Benefit Study—2019
74
2.17%1
10.87%5
10.87%5
10.87%5
19.57%9
17.39%8
21.74%10
6.52%3
Q66 As a percentage of employee income, what is the maximum
employer contribution (not including FICA matches for Social Security)
toward all of your retirement plans?
Answered: 46 Skipped: 8
TOTAL 46
1-2%
3-4%
5-6%
7-10%
11-15%
16-20%
More than 20%
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
1-2%
3-4%
5-6%
7-10%
11-15%
16-20%
More than 20%
Not Applicable
Salt Lake City Benefit Study—2019
75
58.70%27
39.13%18
2.17%1
Q67 Is there a matching contribution requirement for employees?
Answered: 46 Skipped: 8
TOTAL 46
Yes
No
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Not Applicable
Salt Lake City Benefit Study—2019
76
80.00%20
12.00%3
12.00%3
4.00%1
12.00%3
Q68 Which of the following requires a matching contribution? (Select all
that apply)
Answered: 25 Skipped: 29
Total Respondents: 25
Defined
contribution...
SIMPLE IRA,
SIMPLE 401(k...
Non-qualified
deferred...
Cash balance
plan
None, we do
not offer a...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Defined contribution such as 401(k), 403(b) or 457
SIMPLE IRA, SIMPLE 401(k), Payroll Deduct IRA
Non-qualified deferred compensation plan
Cash balance plan
None, we do not offer a retirement plan
Salt Lake City Benefit Study—2019
77
8%
For defined pension plans, 8% of base pay
8.5%
Executive Exempt Alternative Retirement Plan: 9%
Up to 2.5%
6 or 8.5% depending on date of hire
10% to receive full match
100 of first 5%
DB plan with a required employee contribution of 10.25%
5%
1:1 match up with 3% base salary
2%
One for one up to 4% (for less than 1%, there is no match)
3% and an additional 50% of any 401(k) contribution made in excess of 3% up to 5% of the
employee's salary, for a maximum additional contribution of 1% of employee salary
2%
4%
1.5%
4%
Employee: 5%; Employer: 3.5%
6.2%
9%
5.11%
Q69 If there is a matching contribution requirement, what is the matching
amount?
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
78
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
Q70 What is the eligibility requirement to participate in your retirement
plans? (Choose the answer that most closely matches your policy)
Employee
Contribution
Employer
Contribution
Incoming
Rollover...
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
Date of hire 30 days 60 days 90 days Six months
One year More than one year N/A
Salt Lake City Benefit Study—2019
88.89%
40
2.22%
1
2.22%
1
4.44%
2
0.00%
0
0.00%
0
0.00%
0
2.22%
1 45 2.20
86.96%
40
2.17%
1
2.17%
1
2.17%
1
2.17%
1
2.17%
1
0.00%
0
2.17%
1 46 2.33
57.50%
23
5.00%
2
2.50%
1
2.50%
1
0.00%
0
0.00%
0
0.00%
0
32.50%
13 40 2.26
DATE OF
HIRE
30
DAYS
60
DAYS
90
DAYS
SIX
MONTHS
ONE
YEAR
MORE THAN
ONE YEAR
N/A TOTAL WEIGHTED
AVERAGE
Employee
Contribution
Employer
Contribution
Incoming Rollover
Contribution
79
11.11%5
71.11%32
46.67%21
8.89%4
8.89%4
13.33%6
37.78%17
15.56%7
42.22%19
Q71 Which of the following does your retirement plan incorporate?
(Select all that apply)
Answered: 45 Skipped: 9
ANSWER CHOICES RESPONSES
None of the below or not applicable
Roth deferrals
Automatic enrollment
Auto escalation (automatic deferral rate increases)
Automatic rebalancing
Safe Harbor plan design
Personalized investment advice, not guidance, with an advisor
Personalized investment advice, not guidance, with a technological solution
401(k) Matching
Profit Sharing
Loans
QDIA
Employer Stock
Custom Model Portfolios
Self-directed brokerage account
Total Respondents: 45
4.44%
66.67%
8.89%
0.00%
11.11%
28.89%
2
30
4
0
5
13
Salt Lake City Benefit Study—2019
80
4.44%2
0.00%0
0.00%0
4.44%2
4.44%2
0.00%0
44.44%20
6.67%3
0.00%0
17.78%8
Q72 Which most closely describes your retirement plan vesting
schedule? (Those plans are receiving employer contribution.)
Answered: 45 Skipped: 9
TOTAL 45
Immediate
vesting
6-month Cliff
1-year Cliff
2-Year Cliff
3-Year Cliff
3-Year Graded
4-Year Cliff
5-Year Graded
6-Year Graded
None of the
above or not...
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Immediate vesting
6-month Cliff
1-year Cliff
2-Year Cliff
3-Year Cliff
3-Year Graded
4-Year Cliff
5-Year Graded
6-Year Graded
None of the above or not applicable
Salt Lake City Benefit Study—2019
81
34.78%16
6.52%3
26.09%12
32.61%15
0.00%0
0.00%0
Q73 In regard to their retirement, as a whole our employees today
(choose the best answer):
Answered: 46 Skipped: 8
46
Are more
concerned ab...
Are less
concerned ab...
Seem
indifferent...
Seem to
approach the...
Are confident
they are on...
Not
applicable, ...
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Are more concerned about their ability to retire than recent years
Are less concerned about their ability to retire than recent years
Seem indifferent about their ability of future retirement
Seem to approach their ability to retire similarly to how they have in recent years
Are confident they are on track to meet their planned retirement goals
Not applicable, we do not have a retirement plan
TOTAL
Salt Lake City Benefit Study—2019
82
Q74 How many paid holidays does your organization offer per year?
(Select one in each category)
Answered: 46 Skipped: 8
2.22%
1
0.00%
0
8.89%
4
17.78%
8
64.44%
29
6.67%
3 45 4.62
0.00%
0
0.00%
0
9.30%
4
16.28%
7
67.44%
29
6.98%
3 43 4.72
None Less than 6 days 6-8 days 9-10 days 11-12 days
More than 12 days
Exempt
Employees
Non-exempt
Employees
0%10%20%30%40%50%60%70%80%90%100%
NONE LESS THAN 6
DAYS
6-8
DAYS
9-10
DAYS
11-12
DAYS
MORE THAN 12
DAYS
TOTAL WEIGHTED
AVERAGE
Exempt Employees
Non-exempt
Employees
Salt Lake City Benefit Study—2019
83
0.00%
0
0.00%
0
0.00%
0
17.78%
8
42.22%
19
22.22%
10
15.56%
7
2.22%
1
0.00%
0 45 5.42
0.00%
0
0.00%
0
0.00%
0
22.22%
10
46.67%
21
15.56%
7
15.56%
7
0.00%
0
0.00%
0 45 5.24
0.00%
0
0.00%
0
0.00%
0
8.89%
4
37.78%
17
33.33%
15
15.56%
7
4.44%
2
0.00%
0 45 5.69
0.00%
0
0.00%
0
0.00%
0
13.33%
6
44.44%
20
24.44%
11
17.78%
8
0.00%
0
0.00%
0 45 5.47
0.00%
0
0.00%
0
0.00%
0
2.22%
1
17.78%
8
42.22%
19
31.11%
14
6.67%
3
0.00%
0 45 6.22
0.00%
0
0.00%
0
0.00%
0
2.22%
1
28.89%
13
35.56%
16
28.89%
13
4.44%
2
0.00%
0 45 6.04
0.00%
0
0.00%
0
0.00%
0
0.00%
0
2.22%
1
40.00%
18
44.44%
20
13.33%
6
0.00%
0 45 6.69
0.00%
0
0.00%
0
0.00%
0
0.00%
0
4.44%
2
44.44%
20
42.22%
19
8.89%
4
0.00%
0 45 6.56
1-3 Years of
Service:
Exempt
1-3 Years of
Service:
Non-Exempt
Between 3-5
Years of
Service:
Exempt
Between 3-5
Years of
Service:
Non-Exempt
>5 Years of
Service:
Exempt
>5 Years of
Service:
Non-Exempt
>10 Years of
Service:
Exempt
>10 Years of
Service:
Non-Exempt
2.17%
1
0.00%
0
2.17%
1
17.39%
8
50.00%
23
13.04%
6
13.04%
6
2.17%
1
0.00%
0 46 5.15
0.00%
0
0.00%
0
2.22%
1
22.22%
10
51.11%
23
11.11%
5
13.33%
6
0.00%
0
0.00%
0 45 5.11
NONE 1-3
DAYS
4-6
DAYS
7-10
DAYS
11-15
DAYS
16-21
DAYS
22-30
DAYS
MORE
THAN
30
DAYS
UNLIMITED
NUMBER
OF DAYS
TOTAL WEIGHTED
AVERAGE
<1 Year of
Service:
Exempt
<1 Year of
Service:
Non-Exempt
Q75 How many days of paid leave are offered per year, not including
holidays? (Select one in each category)
Answered: 46 Skipped: 8
Salt Lake City Benefit Study—2019
84
Q76 How many unused days of paid leave are permitted for carry over to
the following year? (Select one in each category)
None 1-3 days 4-6 days 7-10 days 11-15 days
16-21 days 22-30 days More than 30 days
Unlimited number of days
Exempt
Employees
Non-Exempt
Employees
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
NONE 1-3
DAYS
4-6
DAYS
7-10
DAYS
11-15
DAYS
16-21
DAYS
22-30
DAYS
MORE
THAN 30
DAYS
UNLIMITED
NUMBER OF
DAYS
TOTAL WEIGHTED
AVERAGE
4.88%
2
0.00%
0
4.88%
2
4.88%
2
0.00%
0
7.32%
3
21.95%
9
48.748.7%
20
7.32%
3 41 6.93
4.88%
2
0.00%
0
4.88%
2
4.88%
2
0.00%
0
7.32%
3
24.39%
10
46.34%
19
7.32%
3 41 6.90
Exempt
Employees
Non-exempt
Employees
Salt Lake City Benefit Study—2019
85
47.83%22
52.17%24
Q77 Is there a "buy-out" on leave accruals such as sick leave, vacation
leave, and organization holidays?
Answered: 46 Skipped: 8
TOTAL 46
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
86
28.89%13
0.00%0
0.00%0
68.89%31
2.22%1
Q78 What type of paid leave does your organization offer?
Answered: 45 Skipped: 9
45
Paid Time Off
(PTO)
Sick Leave only
Vacation only
Combination of
Sick Leave a...
None of the
above
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Paid Time Off (PTO)
Sick Leave only
Vacation only
Combination of Sick Leave and Vacation
None of the above
TOTAL
Salt Lake City Benefit Study—2019
87
Q79 What is your company's terminated employee leave policy payout?
Answered: 41 Skipped: 13
48.78%
20
36.59%
15
14.63%
6 41 1.66
45.00%
18
30.00%
12
25.00%
10 40 1.80
We offer PTO payout for all unused PTO
We offer PTO payout but limit the number of days
We do not offer any PTO payout
Voluntary
Termination
Involuntary
Termination
0%10%20%30%40%50%60%70%80%90%100%
WE OFFER PTO PAYOUT
FOR ALL UNUSED PTO
WE OFFER PTO PAYOUT BUT
LIMIT THE NUMBER OF DAYS
WE DO NOT OFFER
ANY PTO PAYOUT
TOTAL WEIGHTED
AVERAGE
Voluntary
Termination
Involuntary
Termination
Salt Lake City Benefit Study—2019
88
22.22%10
4.44%2
20.00%9
0.00%0
53.33%24
Q80 How is time for sick leave, vacation time, and PTO accrued?
Answered: 45 Skipped: 9
45
Hourly
Weekly
Monthly
Not Applicable
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Hourly
Weekly
Monthly
Not Applicable
Other (please specify)
TOTAL
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
89
82.86%29
80.00%28
57.14%20
28.57%10
Q81 Based on the frequency of your answer in Question 74, what is the
accrual rate for the following types of leave at your company:
ANSWER CHOICES RESPONSES
Sick Leave
Vacation Leave
PTO
Other
1 day/month
0.0333 classified, 0.03875 for unclassified
4 hours
8 hours
8 hour/month
3.70
4 hours biweekly
0.0577
4
3.69
3.7
3.08 hours
3.7 hours per pay period
3.64 hours per pay period
8 hours monthly
3.7 hours
3.7 hours per pay period
3.692 biweekly
3.7 hours
0
None
2 hours per month
4 hours biweekly accrued
Individual answers below:
Sick Leave:
0-2 years; 96 hours
FROHQG\HDU
>KRXUV@SHUSD\SHULRGLIKRXUVZRUNHGLQ\HDUV
WRKRXUVGHSHQGLQJRQ\HDUVRIVHUYLFH
9DU\LQJ
KRXUVSHUPRQWK
><5@ ><5@ ><5@ ><5@
>1HJ@
KRXUVELZHHNO\
9DULHVE\OHQJWKRIVHUYLFHDQGZKHWKHUHPSOR\HHLVH[HPSWRU
QRQH[HPSWXSWR
KRXUV\HDUV
3.08 up to 3 years;3.70 after 3 years;4.62 after 9 years;6.15
after 14 years
Varies, 3.46-6.54 hours, increases 0.22 hours for each year of
service
Varies by years of service
Civilian: 8 hours/month (1-4 years of service), 10 hours/month
(5-9 years of service), 12 hours/month (10-14 years of service),
13.33 hours/month (15 or more years of service) Sworn: 9.33
hours/month (1-4 years of service), 10.66 hours/month (5-9
years of service), 12.66 hours/month (10-14 years of service),
14.66 hours/month (15 or more years of service)
3.08-4.62-6.16 per pay period depending on yrs of svc
3.62, 4.308, 5.231, 6.769, 7.693/Bi-Weekly depending on years
of service
3.08 < 3 years; 4.62 >3 -10 years; 6.15 11-20 years; 7.69 >20
years
0
None
Total balance for year added in January
9DFDWLRQ/HDYH
One week deposited on service date, then remainder
accrued biweekly
Depending on tenure
10-19 hours/month, dependent on years of service
18.0 each July 1, must be used by June 30-use or lose
Varies by years of service
After 1 year of service a lump sum of 80 hours is given
to all employees plus: 4 hrs per pay period (ppp) 1-4
yrs, 5 hrs ppp 5-9 yrs, 6 hrs ppp 10-14 years, 7 hrs ppp
15-19 years, 8 hrs ppp 20+ yrs
0.0538 per hour worked
From:5.54 to 6.93 depending on years of service
Varies on length with company
Varies
5 hours every two weeks
4.62
PTO
0
3 floating holidays per year
Varies depending on years of service
Caregiver leave when approved (up to 80 hours); hospital
leave when approved (up to 160 hours).
Part-time employees accrue up to half on a pro rata basis
Personal Leave: Less that 6 mo: 40, Less that 24 mo: 60, 24+
mo: 80
Other
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
90
28.00%7
80.00%20
36.00%9
76.00%19
24.00%6
52.00%13
20.00%5
28.00%7
24.00%6
68.00%17
Q82 If applicable, what are the buy-out levels for each of the following
areas of leave? (Answer all that are applicable; please note any
maximum caps or thresholds)
ANSWER CHOICES RESPONSES
Sick leave ($ amount)
Sick leave (percentage)
Vacation ($ amount)
Vacation (percentage)
Holiday ($ amount)
Holiday (percentage)
Combination ($ amount)
Combination (percentage)
Compensatory time ($ amount)
Compensatory time (percentage)
Full data set can be found in Appendix.
Salt Lake City Benefit Study—2019
91
30.00%9
26.67%8
43.33%13
Q83 If applicable, is the buy-out option offered annually or only upon
retirement?
Answered: 30 Skipped: 24
30
Annually
Upon retirement
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Annually
Upon retirement
Other (please specify)
TOTAL
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
92
13.95%6
67.44%29
18.60%8
Q84 Does your organization contribute to Post–employment Health
Reimbursement Account (HRA) accounts for employees?
Answered: 43 Skipped: 11
TOTAL 43
Yes
No
Not Applicable
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Not Applicable
Salt Lake City Benefit Study—2019
93
Q85 If your organization does contribute to post–employment HRA
accounts for employees, what is the annual contribution (in dollars)?
Non represented: $24.30 biweekly, AFSCME: $32.08, Fire: $23.08, Police: $24.30
1k-10k depending on employee experience
One time only contribution of $10,000 if 1,000 hours sick leave are accrued
HRA contributions only for retirees who enroll in CDHP Plan
After 5 years of service - $530.40, after 10 years - 634.40, after 15 years - $738.40
Varies per employee
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
94
66.67%30
66.67%30
68.89%31
66.67%30
46.67%21
55.56%25
13.33%6
Q86 What type of wellness initiatives are offered at your organization?
(Select all that apply)
Answered: 45 Skipped: 9
Smoking
cessation
Health
education...
Testing for
biometrics...
Health risk
assessments...
Tracking of
biometric...
Weight loss
programs
Provide meals,
snacks, drin...
Flu shot clinic
Employee
Assistance...
Exercise
programs or...
Paid fitness
club or gym...
Onsite Fitness
Facilities
Fitness
Trackers...
Financial
Wellness
Not Applicable
Other, please
specify
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Smoking cessation
Health education courses
Testing for biometrics (height, weight, blood pressure, cholesterol)
Health risk assessments (health history questionnaire)
Tracking of biometric improvement
Weight loss programs
Provide meals, snacks, drinks in an on-site lunchroom or cafeteria at no/low cost
Salt Lake City Benefit Study—2019
95
84.44%38
91.11%41
53.33%24
24.44%11
60.00%27
28.89%13
62.22%28
0.00%0
6.67%3
Total Respondents: 45
Flu shot clinic
Employee Assistance Program (EAP)
Exercise programs or competitions that track results
Paid fitness club or gym membership
Onsite Fitness Facilities
Fitness Trackers (Fitbit, Apple Watch, Garmin, etc.)
Financial Wellness
Not Applicable
Other, please specify
Salt Lake City Benefit Study—2019
96
25.00%11
40.91%18
34.09%15
4.55%2
22.73%10
29.55%13
11.36%5
20.45%9
9.09%4
Q87 If your organization offers financial incentives for participation in
wellness initiatives, what types of incentives are offered? (Select all that
apply)
Answered: 44 Skipped: 10
Cash
Prizes
Gift cards
Paid fitness
club membership
Additional HSA
or HRA...
Employee
discounts on...
Extra paid
leave
Not Applicable
Other, please
specify
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Cash
Prizes
Gift cards
Paid fitness club membership
Additional HSA or HRA contributions
Employee discounts on insurance premiums
Extra paid leave
Not Applicable
Other, please specify
Total Respondents: 44
Salt Lake City Benefit Study—2019
97
40.91%18
59.09%26
Q88 Does your organization have a program/pay for those employees
who are active members of the military?
Answered: 44 Skipped: 10
TOTAL 44
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
98
Q89 If your organization does have a program/pay for those in the
military, what is it?
Standard FMLA for eligible employees
Pay up to 123 hours hours for sworn employees on military leave
Paid military leave of 15 days per fiscal year
Military differential pay for active duty service exceeding 179 days.
Supplement military pay with regular pay, and buy their retirement contribution.
Full pay if in a war (hot) zone. 24 days of military leave.
Military leave
State Law requires payment of 168 hours of military leave per calendar year for active members of
state and US reserves for training or active duty.
15 days
An employee on official military orders in entitled to paid military, which shall not exceed 80 hours
per calendar year to complete military duty. Unused PML may not be carried over year to year.
Up to 15 paid days off for short-term military leave (annual training)
120 hour of pay
110 hours of paid military leave per year plus full retirement contributions while on active duty.
120 hours of paid leave when called to military service
Regular wages paid for annual training for reserve members. None for full-time active duty military
personnel.
12 paid days per year.
15 days with pay per year (not including any vacation or other leave time)
Employees allowed full pay while on military duty up to: 15 calendar days (AFSCME); 11 days
(non represented); 7.5 operational shift (fire); 15 working days (police)
Individual answers below:
Salt Lake City Benefit Study—2019
Full data set from answers found in Appendix.
99
Q90 How much employer-paid life insurance is provided by your
organization? (Select the most correct answer in each category)
Answered: 42 Skipped: 9
Employee Spouse Children
0
%
1
0
%
2
0
%
3
0
%
4
0
%
5
0
%
6
0
%
7
0
%
8
0
%
9
0
%
10
0
%
0
%
1
0
%
2
0
%
3
0
%
4
0
%
5
0
%
6
0
%
7
0
%
8
0
%
9
0
%
10
0
%
0
%
1
0
%
2
0
%
3
0
%
4
0
%
5
0
%
6
0
%
7
0
%
8
0
%
9
0
%
10
0
%
$5,000-$9,999 $10,000-$24,999 $25,000-$49,999$4,999 or less
$50,000-$100,000
1X annual salary
Flat dollar amount more than $100,000
2X annual salary
Multiple of salary greater than 2X salary N/A
2.22%
1
0.00%
0
4.44%
2
20.00%
9
37.78%
17
4.44%
2
20.00%
9
11.11%
5
0.00%
0
0.00%
0 45
19.05%
8
28.57%
12
9.52%
4
2.38%
1
2.38%
1
2.38%
1
0.00%
0
0.00%
0
0.00%
0
35.71%
15 42
40.48%
17
14.29%
6
7.14%
3
0.00%
0
0.00%
0
2.38%
1
0.00%
0
0.00%
0
0.00%
0
35.71%
15 42
$4,999
OR
LESS
$5,000-
$9,999
$10,000-
$24,999
$25,000-
$49,999
$50,000-
$100,000
FLAT
DOLLAR
AMOUNT
MORE
THAN
$100,000
1X
ANNUAL
SALARY
2X
ANNUAL
SALARY
MULTIPLE
OF
SALARY
GREATER
THAN 2X
SALARY
N/A TOTAL
AVE
Employee
Spouse
Children
Salt Lake City Benefit Study—2019
100
55.56%25
44.44%20
Q91 Are your organization's employer-paid life insurance benefits
portable upon termination?
Answered: 45 Skipped: 9
TOTAL 45
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
101
55.81%24
30.23%13
11.63%5
2.33%1
Q92 How many dental plans does your organization offer?
Answered: 43 Skipped: 11
TOTAL 43
1
2
3
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
1
2
3
Other (please specify)
Salt Lake City Benefit Study—2019
102
Q93 What percentage of the total dental insurance premium is paid by
the employer on your most popular plan? (Select one in each category)
Single
Rate
Two-Party
Rate
Family
Rate
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
0
%
10
%
20
%
30
%
40
%
50
%
60
%
70
%
80
%
90%
100%
Less than 50% 50-65%
100%
$0, our plan is 100% employee paid
66-80% 81-94% 95-99%
Employee may purchase dental with defined contribution allowance N/A
Salt Lake City Benefit Study—2019
9.76%
4
7.32%
3
9.76%
4
26.83%
11
21.95%
9
0.00%
0
21.95%
9
2.44%
1
0.00%
0 41 5.44
12.20%
5
4.88%
2
12.20%
5
29.27%
12
21.95%
9
2.44%
1
7.32%
3
2.44%
1
7.32%
3 41 5.00
12.20%
5
4.88%
2
17.07%
7
31.71%
13
21.95%
9
2.44%
1
7.32%
3
2.44%
1
0.00%
0 41 4.95
$0, OUR
PLAN IS
100%
EMPLOYEE
PAID
LESS
THAN
50%
50-65% 66-80% 81-94% 95-
99%
100% EMPLOYEE
MAY
PURCHASE
DENTAL WITH
DEFINED
CONTRIBUTION
ALLOWANCE
N/A TOTAL WEIGHTED
AVERAGE
Single
Rate
Two-
Party
Rate
Family
Rate
103
4.88%2
0.00%0
4.88%2
4.88%2
51.22%21
31.71%13
2.44%1
0.00%0
Q94 What is the maximum annual benefit (per person) on your most
popular dental plan?
Answered: 41 Skipped: 13
41
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual
maximum benefit
Not
applicable, ...
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual maximum benefit
Not applicable, we do not offer a dental plan
TOTAL
Salt Lake City Benefit Study—2019
104
3.03%1
0.00%0
6.06%2
3.03%1
27.27%9
6.06%2
15.15%5
39.39%13
Q95 What is the maximum annual benefit (per person) on your second-
most popular dental plan?
Answered: 33 Skipped: 21
33
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual
maximum benefit
Not
applicable, ...
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual maximum benefit
Not applicable, we do not offer a dental plan
TOTAL
Salt Lake City Benefit Study—2019
105
2.44%1
2.44%1
9.76%4
2.44%1
51.22%21
24.39%10
2.44%1
0.00%0
4.88%2
Q96 What is the maximum orthodontia benefit (per person) on your most
popular dental plan?
Answered: 41 Skipped: 13
41
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual
maximum benefit
Not
applicable, ...
Not
applicable, ...
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
$0-$499
$500-$999
$1,000-$1,199
$1,200-$1,499
$1,500-$1,999
$2,000 or more
No annual maximum benefit
Not applicable, we do not offer a dental plan
Not applicable, our dental plan does not offer orthodontia
TOTAL
Salt Lake City Benefit Study—2019
106
81.93%
$31.06
40.62%
$15.69
Q97 Please complete the table for the most popular dental plan offered
(Single ):
ANSWER CHOICES Average response (for all non-zero responses)
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Full data set from answers found in Appendix.
Salt Lake City Benefit Study—2019
107
0%
$0
100%
$38.55
79.15%
$56.66
37.58%
$28.53
Q98 Please complete the table for the most popular dental plan offered
(Two-Party):
ANSWER CHOICES
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Full data set from answers found in Appendix.
Average response (for all non-zero responses)
Salt Lake City Benefit Study—2019
108
0%
$0
100%
$77.83
72.93%
$73.12
39.93%
$39.44
Q99 Please complete the table for the most popular dental plan offered
(Family):
ANSWER CHOICES
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Full data set from answers found in Appendix.
Average response (for all non-zero responses)
Salt Lake City Benefit Study—2019
109
0%
$0
100%
$101.70
60.00%21
62.86%22
57.14%20
37.14%13
31.43%11
28.57%10
2.86%1
34.29%12
22.86%8
11.43%4
11.43%4
Q100 Which of the following does your organization offer? (Check all that
apply.)
Answered: 35 Skipped: 19
Critical
Illness
Accident
Indemnity
Hospital
Indemnity
Legal Insurance
Auto Insurance
Discounts
Home Insurance
Discounts
Purchase of
Precious Metals
ID Theft
Protection
Pet Insurance
Hearing Loss
Discount...
Low Interest
Loans
Student Loan
Refinancing
Discount
Shopping
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Critical Illness
Accident Indemnity
Hospital Indemnity
Legal Insurance
Auto Insurance Discounts Home
Insurance Discounts Purchase
of Precious Metals ID Theft
Protection
Pet Insurance
Hearing Loss Discount Program
Low Interest Loans
Salt Lake City Benefit Study—2019
110
8.57%3
28.57%10
14.29%5
Student Loan Refinancing
Discount Shopping
Other (please specify)
Total Respondents: 35
Salt Lake City Benefit Study—2019
111
44 1,453 33
Q101 What percentage of your population is enrolled in one or more of
these products?
Answered: 33 Skipped: 21
Total Respondents: 33
0 10 20 30 40 50
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
112
60%
9.52%4
80.95%34
9.52%4
Q102 Does your organization offer hiring bonuses to new employees?
Answered: 42 Skipped: 12
42
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
On occasion
For hard-to-recruit positions
Typically no, but have offered for certain positions
$1000 for police officers
Yes, certain departments will use this as an
incentive
Responses under "Other":
Salt Lake City Benefit Study—2019
113
Q103 If your organization does offer hiring bonuses, how much is
offered?
$500 for certain positions
Differs by situation
Depends on position
$400 for a Custodian
Varies
$1,000
Individual answers below:
Salt Lake City Benefit Study—2019
114
Q104 If your organization does offer hiring bonuses, how and when is the
bonus paid?
Upon graduation of the EE
Within five days of employment
At hire
Half at hire, the other half at 6 months
After 90 days of employment
In their first paycheck
Individual answers below:
Salt Lake City Benefit Study—2019
115
40.00%16
40.00%16
20.00%8
Q105 Are hiring laterals (experience from another organization) credited
to employees for previous years of service?
Answered: 40 Skipped: 14
40
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSES
Police only
Sometimes, if agreed upon during negotiations of a job offer
Only for police
Mostly no, but can be negotiated
Yes for fire/police. Must show documentation of FR service with other employer.
Yes, for certain positions
Only for pay purposes
Yes, for sworn police officers only
ANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
Responses under "Other":
Salt Lake City Benefit Study—2019
116
Q106 If such laterals are credited, what is the credit given to employees
for previous years of service?
Varies on position
5 years for pay only
Up to 3 years of vacation and personal leave accrual
Depends
Determined on a case by case basis
Upon hire
1:1 for direct experience
Determined by hiring manager and department
Generally year for year
Credit determines placement in salary range
12 years for Fire/Policy only
Start at the same vacation accrual. Police will start at their year of service.
Police: Up to 8 years credited. General employees: Negotiable
Year for year
1:1 up to 9 years (Public Safety)
Vacation
100%
All years of applicable service up to a maximum of 10 years
Year for year
Credit to PTO
One year for each year
Increased starting salary based on years of previous service (Fire and Police only)
Individual answers below:
Salt Lake City Benefit Study—2019
117
31.71%13
60.98%25
7.32%3
Q107 Does your organization offer re-hires credit for seniority (time spent
within the organization)?
Answered: 41 Skipped: 13
41
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
Salt Lake City Benefit Study—2019
118
Q108 If re-hires are offered credit for seniority, what is the credit given?
Year for year
100%
Sick leave accrual.
If within 12 months, restored to original hire date for accrual rates.
If hired within a year of leaving, full credit.
If it has been less than one year since they left us, when they come back, they retain their seniority.
If it is more than one year, they don't keep their previous seniority.
Acknowledgment of previous work time.
To determine salary offering and leave accruals.
Full credit if hired within one year.
All "regular" (vs. "temporary") prior service is counted.
Upon hire only for pay purposes.
Based on adjusted
Up to 3 years of vacation and personal leave accrual.
Individual answers below:
Salt Lake City Benefit Study—2019
119
15.38%6
71.79%28
12.82%5
Q109 Are bonuses offered for employee referrals leading to new hires?
Answered: 39 Skipped: 15
39
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Other (please specify)
TOTAL
Salt Lake City Benefit Study—2019
120
Q110 If referral bonuses are offered, what is the dollar value of the
bonus?
Varying
$500
Varying
$1,000
$1,000
$25-$50
Depends on position—the higher in grade, the higher the bonus
$250-$2,000, depending on position
$500
$500
Individual answers below:
Salt Lake City Benefit Study—2019
121
Q111 If referral bonuses are offered, how is the referral bonus paid to the
employee?
Varying
Added on 6 months
Upon the successful completion of Police Office Trainee Program
Through payroll
At 6 months
Gift card or payroll deposit
Upon hire of candidate
Through payroll
In their regular paycheck
Individual answers below:
Salt Lake City Benefit Study—2019
122
97.67%42
2.33%1
Q112 Does your organization offer an Employee Assitance Program
(EAP)?
Answered: 43 Skipped: 11
TOTAL 43
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
123
11.90%5
33.33%14
21.43%9
33.33%14
Q113 How many sessions do you offer per incident, per year?
Answered: 42 Skipped: 12
TOTAL 42
1-3
4-6
6+
Unlimited
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
1-3
4-6
6+
Unlimited
Salt Lake City Benefit Study—2019
124
42.86%18
57.14%24
Q114 Do you offer any onsite or near-site counseling as part of your EAP
package?
Answered: 42 Skipped: 12
TOTAL 42
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
125
31.71%13
51.22%21
9.76%4
7.32%3
Q115 If your agency includes first responders (:911, Police/Fire
Departments), do you have a peer support team as part of your EAP?
Answered: 41 Skipped: 13
41
Yes
No
Not Applicable
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Not Applicable
Other (please specify)
TOTAL
Fire and police have implemented peer support groups but not with the EAP.
Responses under "Other":
Salt Lake City Benefit Study—2019
126
Q116 How do you train your peer support team members?
Outside hire to train
As a team and we bring in people from our EAP
Professional training
Attend external training
Professional Counselors train our peer support team
Professional trained as determined by PD/Fire
External vendor
Third party administrator
CIS psychiatrist trains each member
Members are trained by a Clinical Advisor and their department
Individual answers below:
Salt Lake City Benefit Study—2019
127
23.08%3
76.92%10
Q117 Do you have a separate EAP specifically for first responders?
Answered: 13 Skipped: 41
TOTAL 13
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
128
Q118 If you do have a first responder-specific EAP, please detail your
plan design.
Answered: 3 Skipped: 51
We have contracts with [LOCAL ORGANIZATION]
We offer a pilot program for our Police, Fire and Dispatch departments. They have additional
counseling sessions (up to 15 per event per year) and training throughout their department and
peer support programs.
12+ visits
Individual answers below:
Salt Lake City Benefit Study—2019
129
27.91%12
72.09%31
Q119 Do you plan on expanding your EAP offerings in the next 1-2
years?
Answered: 43 Skipped: 11
TOTAL 43
Yes
No
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Yes
No
Salt Lake City Benefit Study—2019
130
47.62%20
66.67%28
11.90%5
50.00%21
19.05%8
Q120 Which type of alternate work schedule(s) does your organization
offer? Consider the following definitions for this question: (Select all that
apply) ● Telecommuting is working away from a company office location
● Compressed work week is working less than five days per week for full-
time status ● Job sharing is allowing more than one part-time worker to fill
a full-time need ● Flex time is allowing an employee to choose their own
or alternative work hours
Answered: 42 Skipped: 12
Telecommuting
Compressed
work week
Job sharing
Flex time
None of the
above
0%10%20%30%40%50%60%70%80%90%100%
RESPONSESANSWER CHOICES
Telecommuting
Compressed work week
Job sharing
Flex time
None of the above
Total Respondents: 42
Salt Lake City Benefit Study—2019
131
Q121 What additional creative benefit practices do you have to help
attract and increase employee engagement to retain employees?
County offers a comprehensive benefits package
YOS program awards allow employees to choose his/her gifts from Amazon. It's been a big hit.
Employee wellness and emergency preparedness purchases through cashing of accrued leave time.
Police Officers receive a housing incentive $10,000 for the purchase of a home inside City limits and $200
per month towards rent/mortgage inside City limits.
Some agencies may have some programs to accomplish this but not the state as a whole.
Wellness Portal
Robust employee recognition program Frequent bonuses Family celebrations
We have a great team!
Parking
Family initiatives, smart commute benefits (paid time off for sustainable commutes)
Various challenges and intramural sports to support team building and boost morale.
Free Financial Planning Sessions
Employer Paid Transit Pass
Free Parking
Discounted GREENbike Annual Pass
Fitness Reimbursement Program and Altered Work Schedule
Discounts to Fitness Facilities
Parental Leave Policy (6 weeks)
Free Health Coaching Services
Near Site Mental Health Providers
Onsite Flu Clinics, Dermatology Screenings and Biometric Screenings
Employee Annual 5k Event
Service Awards Program
Individual answers below:
Salt Lake City Benefit Study—2019
132
Appendix
133
ORGNIZATIONS WHO COMPLETED THE BENEFT STUDY
ORGANIZATION STATE
1 UT
2 CO
3
4
NM
5
TX
6
WA
7
AL
8
WY
9
UT
10
TN
11
TX
12
AZ
13
UT
14
UT
15
UT
16
UT
17
UT
18
KS
19
UT
20
UT
21
AZ
22
OR
23
AL
24
UT
25
UT
26
UT
27
UT
28
UT
29
MN
30
UT
31
32
UT
33
UT
34
UT
35
UT
36
UT
37
UT
38
Brigham City Corporation
City and County of Denver
City of Artesia
City of Austin
City of Bellevue
City of Birmingham
City of Green River
City of Logan
City of Memphis Compensation
City of San Antonio
City of Scottsdale, AZ
City of South Jordan
Davis County
Eagle Mountain City
Heber City Corporation
Herriman City
Johnson County, Kansas Gov't
Lehi City
Lindon City
Maricopa County
Metro
Montgomery City County Personnel Board
Mountain America Federal Credit Union
Murray City
O.C. Tanner Company
Ogden City Corporation
Provo City
Ramsey County
Salt Lake City Corporation
Salt Lake County
Spanish Fork City
State of Utah
Tooele County
Unified Fire Authority
Unified Police Department
West Valley City UT
The following did not give NFP permission to disclose their information:
39
Jumbo Private Information Technology UT
40
Jumbo Municipality CO
41
Jumbo Municipality MO
42
Jumbo Municipality TX
43
Jumbo Public Admin OR
44
Jumbo Public Admin OR
45
Jumbo Public Admin DND
46
Large Municipality CO
47
Large Public Admin UT
48
Mid-Size Municipality CO
49
Mid-Size Municipality UT
50
Jumbo Private Building Trade UT
51
Small Municipality UT
52
Small Municipality UT
Small Municipality UT
Small Municipality UT
134
All Individual Free Responses
135
100.00%47
97.87%46
95.74%45
97.87%46
95.74%45
95.74%45
95.74%45
Q12 Please provide the following information for the most popular
medical plan offered (Individual Plans):
Answered: 47 Skipped: 7
#TYPE OF PLAN (HDHP OR TRADITIONAL HEALTH PLAN)DATE
1 HDHP
2 CDHP
3 Traditional Health Plan
4 Traditional Plan
5 Kaiser HMO
6 HDHP
7 Traditional - Choice EE
8 HDHP
9 HMO
10 PPO
11 x
12 PPO
13 Copay
14 HDHP
15 Traditional
16 HDHP
17 Traditional Health Plan
18 Traditional
19 HDHP
20 HDHP
21 Traditional Health Plan - PPO
22 PPO
23 HDHP
24 High Deductible
25 HDHP
26 HDHP
27 HDHP
28 PEHP Traditional
29 Traditional - SelectHealth SelectMed+
30 HDHP
31 Traditional EPO Health Plan
32 Traditional Health Plan
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Health Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
136
34 Traditional
35 Traditional
36 Traditional Health Plan
37 HDHP
38 HSA
39 HDHP
40 HDHP
41 Traditional Health Plan
42 HDHP
43 Traditional Health Plan
44 HDHP
45 HDHP
46 Blue Cross Blue Shield PPO
47 HDHP
#PREMIUM % PAID BY EMPLOYER
1 100%
2 94
3 90
4 80
5 92
6 95%
7 80%
8 70/80
9 97
10 98%
11 98%
12 80%
13 94.5
14 75
15 80%
16 89
17 80
18 92
19 94.5
20 92.5%
21 91
22 100%
23 100%
24 80
25 100%
26 100%
27 90
28 100%
29 85
30 80
31 80%
32 85-90-95 depending on tobacco use and biometrics
33 85%
34 80%
Salt Lake City Benefit Study—2019
137
35 100%
36 100
37 100%
38 80
39 100
40 90%
41 82
42 99
43 90
44 100%
45 80%
46 93%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $416
2 532
3 615.60
4 416.00
5 568.83
6 $403.11
7 533
8 398.40
9 661.80
10 $670.06
11 1
12 500
13 437.80
14 332.01
15 438.37
16 825.50
17 448
18 414
19 464.38
20 $799.05
21 746
22 $701.00
23 492.50
24 697.74
25 $380.90
26 497.96
27 542.30
28 $622.50
29 429
30 628.26
31 $421.04
32 428.66-453.88-479.10
33 455.04
34 294.15
35 23841.48
36 668.42
Salt Lake City Benefit Study—2019
138
37 520.64
38 418.32
39 $382.49
40 570.18
41 734
42 440.64
43 $472
44 $609.34
45 428.86
#PREMIUM % PAID BY EMPLOYEE
1 0%
2 6
3 93
4 20
5 8
6 5%
7 20%
8 30/20
9 3
10 2%
11 5
12 20%
13 5.5
14 25
15 20%
16 11
17 20
18 8
19 5.5
20 7.5%
21 9
22 0%
23 0%
24 20
25 0
26 0
27 10
28 0%
29 15-10
30 20
31 20%
32 15-10-5 depending on tobacco use and biometrics
33 15%
34 235.32
35 0
36 0
37 0
38 20
39 Deductible $3500 (employer contributes $922.08 to HSA)
Salt Lake City Benefit Study—2019
139
40 10%
41 18
42 1
43 10
44 0%
45 20%
46 7%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 0
2 33
3 51.65
4 104.00
5 49.46
6 $21.21
7 144
8 45.00
9 22.80
10 $10
11 .01
12 50
13 25.48
14 110.50
15 109.59
16 95.50
17 118
18 37
19 27.03
20 $65
21 74
22 $0
23 0
24 89.46
25 0
26 0
27 48.74
28 $0.00
29 51
30 157.06
31 $105.26
32 75.66-50.44-25.22
33 80.30
34 58.83
35 0
36 0
37 0
38 104.58
39 $43.33
40 125.67
41 25
Salt Lake City Benefit Study—2019
140
42 48.96
43 $0
44 $152.34
45 29.00
#ANNUAL DEDUCTIBLE
1 $2,000
2 1500
3 0.00
4 1000.00
5 150
6 $1500
7 350/ 700
8 2000.00
9 350
10 $500
11 500
12 0
13 1350
14 1500
15 1,500
16 300
17 600
18 1500
19 1450
20 $25
21 750
22 $2,850
23 3,000
24 2,000
25 $2700
26 2000
27 350
28 $750
29 2000
30 1000
31 $500
32 1350.00
33 750.00
34 250.00
35 $1500
36 1500
37 2500
38 2000
39 $750
40 1500
41 1000
42 1500
43 $2000
44 $500
Salt Lake City Benefit Study—2019
141
45 1500
#ANNUAL OUT OF POCKET MAX
1 $3,500
2 3500
3 1,500
4 3000.
5 1150
6 $4000
7 4000/ 8000
8 4000.00
9 1600
10 $4000
11 4000
12 2,500
13 2700
14 4000
15 3,000
16 2500
17 3500
18 2000
19 2900
20 $1200
21 2500
22 $5,500
23 3,000
24 3,000
25 $3000
26 3000
27 3000
28 $5,500
29 4000
30 2000
31 $3,000
32 2700.00
33 5,000.00
34 3000.00
35 $3000
36 2000
37 2500
38 2000
39 $2,500
40 3000
41 4000
42 3000
43 $4000
44 $2500
45 3000
Salt Lake City Benefit Study—2019
142
100.00%47
97.87%46
95.74%45
97.87%46
95.74%45
95.74%45
95.74%45
Q13 Please provide the following information for the most popular
medical plan offered (Two-Party):
Answered: 47 Skipped: 7
#TYPE OF PLAN (HDHP OR TRADITIONAL MEDICAL PLAN)
1 HDHP
2 CDHP
3 Traditional
4 Traditional Plan
5 Kaiser HMO
6 HDHP
7 Traditional - Choice EE+1
8 HDHP
9 HMO
10 PPO
11 x
12 PPO
13 copay
14 HDHP
15 Traditional
16 HDHP
17 NA
18 Traditional
19 HDHP
20 HDHP
21 NA
22 PPO
23 HDHP
24 High Deductible
25 HDHP
26 HDHP
27 HDHP
28 PEHP Traditional
29 Traditional - SelectHealth SelectMed+
30 HDHP
31 Traditional EPO Medical Plan
32 Traditional
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP or Traditional Medical Plan)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
143
34 Traditional
35 Traditional
36 Traditional Medical Plan
37 HDHP
38 Traditional
39 HDHP
40 HDHP
41 Traditional Medical Plan
42 HDHP
43 Traditional Health Plan
44 HDHP
45 HDHP
46 Blue Cross Blue Shield PPO
47 HDHP
#PREMIUM % PAID BY EMPLOYER
1 100%
2 84
3 85
4 80
5 92
6 95%
7 80
8 70/80
9 93
10 75%
11 XX
12 75%
13 87
14 68
15 80%
16 NA
17 80
18 92
19 87
20 NA
21 89
22 100%
23 100%
24 80
25 100%
26 100
27 90
28 75%
29 85
30 78
31 80%
32 85-90-95 depending on tobacco use and biometrics
33 85%
34 80
Salt Lake City Benefit Study—2019
144
35 100%
36 100
37 100%
38 80
39 100
40 94%
41 83
42 77
43 90
44 100%
45 80%
46 92%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $1,195
2 959
3 1,178
4 915.36
5 1137.65
6 $906.99
7 1,026
8 667.78
9 1228.08
10 $1143.76
11 XX
12 1,000
13 886.71
14 725.26
15 907.41
16 NA
17 822
18 865
19 940.55
20 NA
21 1310
22 $1,314.00
23 1,084.00
24 1,954.78
25 $823.40
26 1030.78
27 1118.13
28 $1,022.46
29 935
30 1226.43
31 $902.32
32 887.32-939.52-991.72
33 1,001.08
34 608.89
35 32536.76
36 1376.94
Salt Lake City Benefit Study—2019
145
37 1158.22
38 865.76
39 $1150.06
40 1397.46
41 1290
42 969.4
43 $1014
44 $1774.87
45 886
#PREMIUM % PAID BY EMPLOYEE
1 0%
2 16
3 15
4 20
5 8
6 5%
7 20
8 30/20
9 7
10 25%
11 191
12 25%
13 13
14 32
15 20%
16 NA
17 20
18 8
19 13
20 NA
21 11
22 0%
23 0%
24 20
25 0
26 0
27 10
28 25%
29 15
30 22
31 20%
32 15-10-5 depending on tobacco use and biometrics
33 15%
34 487.11
35 0
36 0
37 0
38 20
39 Deductible $5000 (employer contributes $1879.68 to HSA)
Salt Lake City Benefit Study—2019
146
40 6%
41 17
42 23
43 10
44 0%
45 20%
46 7%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 0
2 183
3 223
4 228.84
5 98.93
6 $47.73
7 260
8 209.00
9 99.38
10 $382.24
11 X
12 250
13 132.50
14 338.00
15 226.85
16 NA
17 217
18 78
19 140.54
20 NA
21 145
22 $0
23 0
24 246.58
25 0
26 0
27 100.50
28 $1,349.70
29 113
30 345.91
31 $225.58
32 156.60-104.40-52.20
33 176.66
34 121.78
35 0
36 0
37 0
38 216.44
39 $65
40 277.33
41 302
Salt Lake City Benefit Study—2019
147
42 107.72
43 $0
44 $443.72
45 66.32
#ANNUAL DEDUCTIBLE
1 $4,000
2 3000
3 0.00
4 2000
5 450
6 $3000
7 350/ 700
8 4000.00
9 700
10 $1000
11 1000
12 0
13 2700
14 1500/3000
15 3,000
16 NA
17 600/1200
18 3000
19 2900
20 NA
21 1500
22 $5,700
23 6,000
24 4,000
25 $5400
26 4000
27 700
28 $1,500
29 6000
30 2000
31 $500
32 2700.00
33 1,500.00
34 500.00
35 3000
36 3000
37 2000.00
38 4000
39 $1,500
40 3000
41 2000
42 3000
43 $4000
44 $1500 family
Salt Lake City Benefit Study—2019
148
45 3000
#ANNUAL OUT OF POCKET MAX
1 $7,000
2 8000
3 3,000
4 6000
5 3450
6 $8000
7 4,000/ 8,000
8 8000.00
9 3200
10 $4000
11 12700
12 2500
13 5400
14 4000/8000
15 6,000
16 NA
17 3500/7000
18 4000
19 5800
20 NA
21 5000
22 $11,000
23 6,000
24 6,000
25 $6000
26 6000
27 6000
28 $11,000
29 8000
30 3000
31 $3,000
32 5400.00
33 10,000.00
34 6000.00
35 6000
36 4000
37 12000.00
38 4000
39 $5,000
40 6000
41 8000
42 6000
43 $8000
44 $5000 family
45 6000
Salt Lake City Benefit Study—2019
149
100.00%47
97.87%46
95.74%45
97.87%46
95.74%45
95.74%45
95.74%45
Q14 Please complete the table for the most popular medical plan offered
(Family):
Answered: 47 Skipped: 7
#TYPE OF PLAN (HDHP/PPO)
1 HDHP
2 CDHP
3 PPO
4 PPO
5 Kaiser HMO
6 HDHP
7 Traditional - Choice Fam
8 HDHP
9 HMO
10 PPO
11 x
12 PPO
13 copay
14 HDHP
15 Traditional PPO
16 HDHP
17 Traditional PPO
18 Traditional
19 HDHP
20 HDHP
21 Traditional Health Plan - PPO
22 PPO
23 HDHP
24 High Deductible
25 HDHP
26 HDHP
27 HDDP
28 PEHP Traditional
29 Traditional Plan - SelectHealth SelectMed+
30 HDHP
31 Traditional EPO Medical Plan
32 Traditional
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP/PPO)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
150
34 Traditional
35 Traditional
36 Traditional Medical Plan
37 HDHP
38 Traditional
39 HDHP
40 HDHP
41 PPO
42 HDHP
43 Traditional Health Plan
44 HDHP
45 HDHP
46 Blue Cross Blue Shield
47 HDHP
#PREMIUM % PAID BY EMPLOYER
1 100%
2 85
3 83
4 80
5 92
6 95%
7 80%
8 70/80
9 91
10 70%
11 X
12 75%
13 84.5
14 78%
15 80%
16 82
17 80
18 92
19 84.5
20 74.7%
21 91
22 100%
23 100%
24 80
25 100%
26 100
27 90
28 70%
29 85
30 77
31 80%
32 85-90-95 depending on tobacco use and biometrics
33 85%
34 80%
Salt Lake City Benefit Study—2019
151
35 100%
36 100
37 100%
38 80
39 100
40 88%
41 83
42 80
43 90
44 100%
45 80%
46 92%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $1,195
2 1400
3 1,770.29
4 1248.32
5 1478.96
6 $1,209.30
7 1,552
8 856.82
9 1576.62
10 $1458.52
11 X
12 1800
13 1252.50
14 1649.16
15 1,227.42
16 940.50
17 1467
18 1172
19 1328.55
20 $1,536.90
21 2303
22 $1,314.00
23 1,459.90
24 2,166.30
25 $1144.60
26 1394.30
27 1492.69
28 $1,284.10
29 1274
30 1810.35
31 $1,214.56
32 1200.24-1270.84-1341.46
33 1,365.10
34 823.62
35 97199.88
36 1844.84
Salt Lake City Benefit Study—2019
152
37 1566.66
38 1171.20
39 $1,063.39
40 1397.46
41 1884
42 1321.92
43 $1391
44 $1774.87
45 1189.10
#PREMIUM % PAID BY EMPLOYEE
1 0%
2 15
3 17
4 20
5 8
6 5%
7 20%
8 30/20
9 9
10 30%
11 X
12 25%
13 15.5
14 22
15 20%
16 18
17 20
18 8
19 15.5
20 25.3%
21 9
22 0%
23 0%
24 20
25 0
26 0
27 10
28 30%
29 15
30 23
31 20%
32 15-10-5 depending on tobacco use and biometrics
33 15%
34 658.90
35 0
36 0
37 0
38 20
39 Deductible $5000 (employer contributes $2540.88 to HSA)
Salt Lake City Benefit Study—2019
153
40 12%
41 17
42 20
43 10
44 0%
45 20%
46 8%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 0
2 249
3 364.91
4 312.08
5 128.60
6 $63.66
7 479
8 296.00
9 158.14
10 $641.74
11 X
12 400
13 229.75
14 472.33
15 306.86
16 210.50
17 387
18 107
19 243.7
20 $522.32
21 187
22 $0
23 0
24 273.04
25 0
26 0
27 134.16
28 $541.30
29 154
30 540.76
31 $303.64
32 211.82-141.22-70.60
33 240.90
34 164.72
35 0
36 0
37 0
38 292.80
39 $151.67
40 277.33
41 389
Salt Lake City Benefit Study—2019
154
42 146.88
43 $0
44 $443.72
45 99
#ANNUAL DEDUCTIBLE
1 $4,000
2 3000
3 0.00
4 2000
5 450
6 $3000
7 350/ 700
8 4000.00
9 700
10 $1500
11 X
12 0
13 2700
14 1500/3000
15 3,000
16 900.00
17 600/1200
18 3000
19 2900
20 $25
21 1500
22 $5,700
23 6,000
24 4,000
25 $5400
26 4000
27 700
28 $1,500
29 6000
30 2000
31 $500 Individual / $1,500 Family
32 2700.00
33 1,500.00
34 500.00
35 3000
36 3000
37 2000.00
38 4000
39 $1,500
40 3000
41 3000
42 3000
43 $4000
44 $1500 family
Salt Lake City Benefit Study—2019
155
45 3000
#ANNUAL OUT OF POCKET MAX
1 $7,000
2 8000
3 3,000
4 6000
5 3450
6 $8000
7 4,000/ 8,000
8 8000.00
9 3200
10 $4000
11 X
12 5000
13 2400
14 4000/8000
15 6,000
16 5000
17 3500/7000
18 4000
19 5800
20 $1200
21 5000
22 $11,000
23 6,000
24 6,000
25 $6000
26 6000
27 9000
28 $11,000
29 8000
30 3000
31 $3,000
32 5400.00
33 10,000.00
34 6000.00
35 6000
36 4000
37 12000.00
38 4000
39 $5,000
40 6000
41 8000
42 6000
43 $8000
44 $5000 family
45 6000
Salt Lake City Benefit Study—2019
156
73 3,410 47
Q15 What percentage of your population has elected your most popular
plan?
Answered: 47 Skipped: 7
Total Respondents: 47
#
1 76
2 84
3 70
4 90
5 65
6 94
7 64
8 70
9 43
10 72
11 80
12 80
13 69
14 57
15 86
16 48
17 48
18 70
19 75
20 70
21 87
22 56
23 55
24 97
25 70
26 55
27 60
28 63
29 89
0 10 20 30 40 50 60 70 80 90 100
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
157
30 70
31 85
32 75
33 100
34 70
35 72
36 90
37 75
38 53
39 80
40 90
41 60
42 27
43 96
44 63
45 100
46 75
47 86
Salt Lake City Benefit Study—2019
158
100.00%42
90.48%38
92.86%39
88.10%37
90.48%38
90.48%38
90.48%38
Q16 Please complete the table for the second-most popular medical plan
offered (Individual):
Answered: 42 Skipped: 12
#TYPE OF PLAN (HDHP/PPO)
1 Traditional PPO
2 PPO
3 HMO
4 Traditional
5 Kaiser Added Choice
6 HDHP (Select EE)
7 PPO
8 PPO
9 CDHP
10 x
11 X
12 PPO
13 HDHP
14 PPO
15 PPO
16 HDHP
17 HDHP
18 PPO
19 DHMO
20 HDHP
21 HDHP
22 Traditional
23 PPO
24 HDHP
25 PPO
26 PEHP Star Plan
27 Traditional Plan - SelectHealth SelectCare+
28 HDHP
29 HDHP
30 PPO
31 HDHP
32 HDHP
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP/PPO)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
159
34 Traditional Medical Plan
35 PPO
36 Traditional
37 HDHP
38 N/A
39 N/A
40 ppo
41 Blue Cross Blue Shield HSA
42 HDHP
#PREMIUM % PAID BY EMPLOYER
1 82%
2 77
3 100
4 92
5 81
6 70/80
7 94
8 100
9 X
10 85%
11 94.5
12 90
13 80%
14 95
15 80
16 72
17 84%
18 97
19 100%
20 93%
21 80
22 94%
23 100
24 531.94
25 90%
26 80
27 80
28 80%
29 85-90-95 depending on tobacco use and biometrics
30 85%
31 90%
32 93%
33 96
34 100%
35 100%
36 80
37 80%
38 98
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
Salt Lake City Benefit Study—2019
160
1 $531
2 532
3 761.09
4 416.00
5 761.66
6 516
7 474.20
8 670.92
9 526.20
10 X
11 482
12 683.16
13 320.78
14 497.65
15 773
16 468
17 414
18 511.17
19 711
20 $872.00
21 612.90
22 184.82
23 379.41
24 567.12
25 100
26 $622.50
27 427
28 539.92
29 $421.04
30 428.66-453.88-479.10
31 386.78
32 294.15
33 51.35
34 736
35 559.52
36 $449.57
37 476.36
38 $545.06
39 428
#PREMIUM % PAID BY EMPLOYEE
1 22%
2 23
3 0
4 8
5 20
6 30/20
7 6
8 0
9 15%
Salt Lake City Benefit Study—2019
161
10 5.5
11 10
12 20%
13 5
14 20
15 28
16 16
17 3
18 0%
19 7%
20 20
21 6%
22 0
23 0
24 10%
25 20
26 20
27 20
28 15-10-5 depending on tobacco use and biometrics
29 15%
30 211.21
31 7%
32 4
33 0
34 0
35 20
36 20%
37 2
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $119
2 161
3 0.00
4 131.30
5 66.23
6 95
7 177.00
8 45.68
9 0
10 121
11 39.76
12 32.50
13 124.41
14 43
15 98
16 163
17 97.36
18 22
19 $0
20 44.30
Salt Lake City Benefit Study—2019
162
21 92.42
22 $21.49
23 0
24 0
25 $76.90
26 110
27 134.99
28 $115.86
29 75.66-50.44-25.22
30 68.26
31 23.47
32 693.40
33 30
34 0
35 0
36 119.10
37 $136.27
38 9
#ANNUAL DEDUCTIBLE
1 $500
2 500
3 0.00
4 1000
5 250
6 1,500/ 30,000
7 1500.00
8 750
9 $1500
10 750
11 1350
12 1500
13 500
14 1500
15 1500
16 750
17 500
18 1750
19 $1,850
20 1,500
21 2,000
22 $2700
23 750
24 1500
25 $750
26 2000
27 2000
28 $250
29 1350.00
30 1,500.00
Salt Lake City Benefit Study—2019
163
31 1350.00
32 1000
33 750
34 1000.00
35 $1,500
36 1250
37 $1700
38 2700
#ANNUAL OUT OF POCKET MAX
1 $3,500
2 2500
3 2,000
4 3000
5 1250
6 4,000/ 8,000
7 3500.00
8 3500
9 $5000
10 4500
11 2700
12 4000
13 4,000
14 3000
15 3000
16 2000
17 4500
18 3250
19 $3,500
20 3,000
21 4,000
22 $3000
23 3600
24 2500
25 $10,000
26 4000
27 3000
28 $2,500
29 2700.00
30 3,000.00
31 2700.00
32 2000
33 1500
34 6000.00
35 $3,000
36 3000
37 $3000
38 4000
Salt Lake City Benefit Study—2019
164
100.00%41
90.24%37
92.68%38
90.24%37
92.68%38
92.68%38
92.68%38
Q17 Please complete the table for the second-most popular medical plan
offered (Two-Party):
Answered: 41 Skipped: 13
#TYPE OF PLAN (HDHP/PPO)
1 Traditional PPO
2 PPO
3 HMO
4 PPO
5 Kaiser Added Choice
6 HDHP (Select EE+1)
7 PPO
8 PPO
9 CDHP
10 x
11 XX
12 PPO
13 HDHP
14 PPO
15 PPO
16 NA
17 HDHP
18 PPO
19 DHMO
20 HDHP
21 HDHP
22 Traditional
23 PPO
24 HDHP
25 PPO
26 PEHP Star Plan
27 Traditional Plan - SelectHealth SelectCare+
28 HDHP
29 HDHP
30 PPO
31 HDHP
32 HDHP
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP/PPO)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
165
34 Traditional Medical Plan
35 PPO
36 HSA
37 HDHP
38 N/A
39 ppo
40 Blue Cross Blue Shield HSA
41 HDHP
#PREMIUM % PAID BY EMPLOYER
1 82%
2 70
3 90
4 92
5 80
6 70/80
7 88
8 84
9 75%
10 87
11 83
12 80%
13 NA
14 80
15 72
16 76.5
17 96
18 100%
19 94%
20 80
21 94%
22 100
23 100
24 67%
25 80
26 78
27 80%
28 85-90-95 depending on tobacco use and biometrics
29 85%
30 90%
31 93%
32 96
33 100%
34 100%
35 80
36 80%
37 98
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $1,168
2 959
Salt Lake City Benefit Study—2019
166
3 1,515
4 915.36
5 1523.32
6 994
7 640.38
8 1222.64
9 996.84
10 996
11 1383.67
12 702.53
13 1,030.14
14 NA
15 720
16 866
17 1024.15
18 57
19 $1,640
20 1,369.40
21 2,071.24
22 $820.10
23 1173.94
24 1096.77
25 $1,022.46
26 932
27 1052.34
28 $902.32
29 887.32-939.52-991.72
30 850.92
31 485.79
32 4940.96
33 1516
34 1077.70
35 $915.09
36 1048.00
37 $1587.63
38 886
#PREMIUM % PAID BY EMPLOYEE
1 22%
2 30
3 10
4 8
5 20
6 30/20
7 12
8 16
9 25%
10 13
11 17
12 20%
Salt Lake City Benefit Study—2019
167
13 NA
14 20
15 28
16 13.5
17 4
18 0%
19 6%
20 20
21 6%
22 0
23 0
24 33%
25 20
26 22
27 20
28 15-10-5 depending on tobacco use and biometrics
29 15%
30 437.21
31 7%
32 4
33 0
34 0%
35 20
36 20%
37 2
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $261
2 417
3 83.72
4 288.94
5 132.46
6 171
7 662.00
8 169.74
9 183.56
10 265
11 206.76
12 145.17
13 257.54
14 NA
15 180
16 341
17 314.61
18 1264
19 $0
20 77.20
21 258.90
22 $46.80
23 0
Salt Lake City Benefit Study—2019
168
24 0
25 $493.74
26 240
27 296.81
28 $248.38
29 156.60-104.40-52.20
30 150.16
31 48.58
32 365.93
33 62
34 0
35 0
36 262.00
37 $396.91
38 17.62
#ANNUAL DEDUCTIBLE
1 $1,000
2 1200
3 0.00
4 2000
5 750
6 1,500/ 3,000
7 3000.00
8 1500
9 3000
10 750
11 2700
12 1500/3000
13 1,000
14 NA
15 1500
16 1500
17 1000
18 3500
19 $3,700
20 3,000
21 4,000
22 $5400
23 1500
24 3000
25 $1,500
26 4000
27 3000
28 $250
29 2700.00
30 3,000.00
31 2700.00
32 2000
33 1500
Salt Lake City Benefit Study—2019
169
34 5000.00
35 $3,000
36 1250/2500
37 $3450
38 5400
#ANNUAL OUT OF POCKET MAX
1 $7,000
2 7500
3 4,000
4 6000
5 3750
6 4,000/ 8,000
7 7000.00
8 7000
9 6850
10 4500
11 5400
12 4000/8000
13 8,000
14 NA
15 3000
16 4000
17 9000
18 6500
19 $6,500
20 6,000
21 8,000
22 $6000
23 7200
24 5000
25 $10,000
26 6000
27 5000
28 $2,500
29 5400.00
30 6,000.00
31 5400.00
32 6000
33 3000
34 5000.00
35 $6,000
36 3000/6000
37 $6000
38 8000
Salt Lake City Benefit Study—2019
170
100.00%41
90.24%37
92.68%38
90.24%37
92.68%38
92.68%38
92.68%38
Q18 Please complete the table for the second-most popular medical plan
offered (Family):
Answered: 41 Skipped: 13
#TYPE OF PLAN (HDHP/PPO)
1 Traditional PPO
2 PPO
3 HMO
4 PPO
5 Kaiser Added Choice
6 HDHP (Select)
7 PPO
8 PPO
9 CDHP
10 x
11 X
12 PPO
13 HDHP
14 PPO
15 PPO
16 HDHP
17 HDHP
18 PPO
19 DHMO
20 HDHP
21 HDHP
22 Traditional
23 PPO
24 HDHP
25 PPO
26 PEHP Star Plan
27 Traditional Plan - SelectHealth SelectCare+
28 HDHP
29 HDHP
30 PPO
31 HDHP
32 HDHP
33 HDHP
ANSWER CHOICES RESPONSES
Type of Plan (HDHP/PPO)
Premium % Paid By Employer
Employer's Share in Dollars (Monthly dollar amount)
Premium % Paid by Employee
Employee's Share in Dollars (Monthly dollar amount)
Annual Deductible
Annual Out of Pocket Max
Salt Lake City Benefit Study—2019
171
34 Traditional Medical Plan
35 PPO
36 HSA
37 HDHP
38 N/A
39 ppo
40 Blue Cross Blue Shield HSA
41 HDHP
#PREMIUM % PAID BY EMPLOYER
1 82%
2 72
3 90
4 92
5 80
6 70/80
7 86
8 74
9 75%
10 84.5
11 87
12 80%
13 87
14 80
15 72
16 74%
17 96
18 100%
19 94%
20 80
21 94%
22 100
23 100
24 63%
25 80
26 77
27 80%
28 85-90-95 depending on tobacco use and biometrics
29 85%
30 90%
31 93%
32 96
33 100%
34 100
35 80
36 80%
37 97
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $1,578
2 1400
Salt Lake City Benefit Study—2019
172
3 1,789
4 1248.32
5 1980.31
6 1,501
7 805.10
8 1561.48
9 1202.44
10 1431
11 1954.76
12 1481.57
13 1,393.42
14 853
15 1288
16 1174
17 1440.99
18 2114
19 $1,640
20 1842.00
21 2,295.36
22 $1140.10
23 1587.94
24 1464.17
25 $1,284.10
26 1270
27 1558.29
28 $1,214.56
29 1200.24-1270.84-1341.46
30 1,160.34
31 657.10
32 3714.52
33 2031
34 1457.76
35 $1,219.21
36 1429.08
37 $1587.63
38 1189
#PREMIUM % PAID BY EMPLOYEE
1 22%
2 28
3 10
4 8
5 20
6 30/20
7 14
8 26
9 25%
10 15.5
11 13
12 20%
Salt Lake City Benefit Study—2019
173
13 13
14 20
15 28
16 26%
17 4
18 0%
19 6%
20 20
21 6%
22 0
23 0
24 37%
25 20
26 23
27 20
28 15-10-5 depending on tobacco use and biometrics
29 15%
30 591.39
31 7%
32 4
33 0
34 0
35 20
36 20%
37 3
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT)
1 $348
2 557
3 114
4 393.88
5 172.20
6 285
7 888.00
8 259.10
9 422.16
10 380
11 358.57
12 212.33
13 348.36
14 123
15 322
16 462
17 506.30
18 92
19 $0
20 106.20
21 286.92
22 $64.70
23 0
Salt Lake City Benefit Study—2019
174
24 0
25 $766.30
26 327
27 465.47
28 $333.94
29 211.82-141.22-70.60
30 204.77
31 65.71
32 275.10
33 83
34 0
35 0
36 357.28
37 $396.91
38 34.10
#ANNUAL DEDUCTIBLE
1 $1,000
2 1200
3 0.00
4 2000
5 750
6 1,500/ 3,000
7 3000.00
8 1500
9 3000
10 1500
11 2700
12 1500/3000
13 1,000
14 3000
15 1500
16 1500
17 1500
18 3500
19 $3,700
20 3,000
21 4,000
22 $5400
23 1500
24 3000
25 $1,500
26 4000
27 3000
28 $250 Individual - $500 Family
29 2700.00
30 3,000.00
31 2700.00
32 2000
33 1500
Salt Lake City Benefit Study—2019
175
34 5000.00
35 $3,000
36 1250/2500
37 $3450
38 5400
#ANNUAL OUT OF POCKET MAX
1 $7,000
2 7500
3 4,000
4 6000
5 3750
6 4,000/ 8,000
7 7000.00
8 7000
9 6850
10 9000
11 5400
12 4000/8000
13 8,000
14 8000
15 3000
16 4000
17 9000
18 6500
19 $6,500
20 6,000
21 8,000
22 $6000
23 7200
24 7500
25 $10,000
26 6000
27 5000
28 $2,500
29 5400.00
30 6,000.00
31 5400.00
32 6000
33 3000
34 5000.00
35 $6,000
36 2500/6000
37 $6000
38 8000
Salt Lake City Benefit Study—2019
176
24 965 40
Q19 What percentage of your employees have elected your second-most
popular plan?
Answered: 40 Skipped: 14
Total Respondents: 40
#
1 24
2 18
3 15
4 15
5 30
6 35
7 30
8 37
9 15
10 15
11 15
12 5
13 35
14 14
15 27
16 39
17 16
18 25
19 25
20 26
21 46
22 3
23 30
24 31
25 40
26 34
27 11
28 18
29 15
0 10 20 30 40 50
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
177
30 20
31 0
32 30
33 28
34 8
35 15
36 47
37 40
38 48
39 25
40 15
Salt Lake City Benefit Study—2019
178
Q24 If applicable, what does your bariatric benefit plan pay?
Answered: 15 Skipped: 39
#RESPONSES
1 80
2 100% after deductible
3 90% of AA after deductible (pilot program)
4 N/A
5 1,000 copay after deductible
6 covered service paid based on plan enrolled (ded/coins/copay)
7 50% coinsurance
8 100%
9 PPO 100% once outpatient deductible is met
10 $10,000 lifetime limit
11 50% on one plan only
12 Up to $20K
13 80% after deductible is met. Pre-approval is required for bariatric procedures.
14 n/a
15 SAME AS ANY MEDICAL BENEFIT
Salt Lake City Benefit Study—2019
179
Q28 What is the waiting period before short term disability benefits are
paid?
Answered: 31 Skipped: 23
#RESPONSES
1 8, 15,or 30 days
2 7 days or exhaust sick leave
3 14 days
4 None
5 N/A
6 14 day elimination period, 90 day pre-ex condition limit
7 one week
8 30
9 x
10 7 days
11 14 for city paid / 14 or 60 day employee paid
12 30
13 7 days
14 7 days
15 14 day
16 Employees can choose 30, 60, or 90 days.
17 14 days
18 N/A
19 7 days
20 N/A
21 7 or 30
22 14 Days
23 7-14
24 2 Weeks
25 15 days
26 7 days
27 6 months
28 14 Days
29 10 days
30 3 DAYS
31 7 days - not voluntary, coverage is mandatory
Salt Lake City Benefit Study—2019
180
Q29 What is the maximum short term disability benefit period?
Answered: 31 Skipped: 23
#RESPONSES
1 13 weeks
2 26 weeks
3 13 weeks
4 12 Weeks
5 N/A
6 26 weeks
7 26 weeks
8 90
9 x
10 3 months
11 160 days
12 ?
13 12 weeks
14 90 days
15 26 weeks
16 6 months
17 180 days
18 13 months
19 17 weeks
20 N/A
21 6 months
22 90 Days
23 90 days
24 120 days
25 13 weeks
26 90 days
27 13 weeks
28 11 Weeks
29 12 weeks
30 520 HOURS IF ACCRUED
31 89 days
Salt Lake City Benefit Study—2019
181
22.58%7
9.68%3
67.74%21
Q30 What is your monthly short term disability benefit amount?
Answered: 31 Skipped: 23
TOTAL 31
#OTHER (PLEASE SPECIFY)
1 up to 60% of your earnings up to a weekly max of $1,000
2 60
3 66 2/3 up to a maximum of 1,000 per week
4 Varies depending on length of service.
5 N/A
6 Employee can choose 40%, 50%, or 60% plan
7 70
8 50 or 70%
9 70%
10 60% or 40%, employee chooses
11 60
12 70%
13 60%
14 80%
15 N/A
16 Depends on what the employee elects.
17 60%
18 60% of salary up to $1,000 per week
19 60%
20 60%
21 60
66% (2/3)
100%
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
66% (2/3)
100%
Other (please specify)
Salt Lake City Benefit Study—2019
182
23.91%11
36.96%17
39.13%18
Q32 How is the premium for your long term disability plans determined?
Answered: 46 Skipped: 8
TOTAL 46
#OTHER (PLEASE SPECIFY)
1 Employer paid
2 salary based
3 age of salary
4 N/A
5 Age and Base Annual Salary based
6 AZ State LTD Plan
7 Rate based on Salary Volume
8 NA - not offered
9 Wage based
10 Income based
11 percent of salary
12 The employer provides a 40% plan which is a flat rate. Employees can purchase an additional 20
which is age based.
13 Actuary
14 percent of income
15 % of salary
16 N/A
17 BASED ON SALARY
18 based on salary - not voluntary, coverage is mandatory
Age-based
Flat rate
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Age-based
Flat rate
Other (please specify)
Salt Lake City Benefit Study—2019
183
56 2,567 46
Q33 What is the monthly long term disability benefit amount (as a
percentage)?
Answered: 46 Skipped: 8
Total Respondents: 46
#
1 60
2 60
3 60
4 66
5 60
6 67
7 70
8 40
9 0
10 60
11 1
12 66
13 68
14 60
15 67
16 0
17 60
18 60
19 60
20 60
21 50
22 60
23 67
24 67
25 67
26 70
27 66
28 0
29 66
0 10 20 30 40 50 60 70 80 90 100
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
184
30 60
31 60
32 66
33 67
34 38
35 67
36 70
37 60
38 66
39 60
40 60
41 66
42 60
43 66
44 67
45 66
46 10
Salt Lake City Benefit Study—2019
185
Q34 What is the elimination period for employees to receive long term
disability payments?
Answered: 46 Skipped: 8
#RESPONSES
1 90
2 6 months
3 180 days
4 12 Weeks
5 90 days
6 90 days
7 180
8 26 weeks after short term
9 N/A
10 90
11 x
12 6 months
13 ?
14 180 days
15 90 days
16 NA
17 90 days
18 90 days
19 6 months or 26 weeks
20 6 months
21 180 days
22 90 days
23 90 days
24 13 weeks
25 3 Months
26 120 days
27 90
28 N/A
29 90 days
30 90 days
31 3 months
32 120 Days
33 90 days
34 90
35 Three months
36 90 Days
37 90
38 ?
39 Normal Retirement Age
40 90 days
41 90 days
42 90 days
Salt Lake City Benefit Study—2019
186
43 12 weeks
44 90 DAYS
45 age of social security
46 90
Salt Lake City Benefit Study—2019
187
32.61%15
17.39%8
19.57%9
30.43%14
Q35 What is the maximum disability payment benefit period?
Answered: 46 Skipped: 8
TOTAL 46
#OTHER (PLEASE SPECIFY)
1 N/A
2 Age 69 or older, 12 months
3 Varies
4 To age 65 or SSNRA, whichever is later.
5 NA
6 Salaried - to SSNRA, hourly for 2 years
7 It depends on their age at disability and the type of disability
8 Maximum benefit duration varies by age with under age 61 having a 60 month benefits and then
reducing each year until 65 + having a 12 month benefit.
9 Age 65 or retirement with Utah Retirement Systems
10 N/A
11 To age 65 or until eligible for retirement benefits which ever comes first.
12 younger than 60 to age 65, 60 - 64 5 years, 65 - 68 to age 70, 69 or older 1 year
13 Normal Retirement Age
14 2 years, with voluntary buy-up to SSNRA
To SSNRA
(Social...
To age 65
Until eligible
for retireme...
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
To SSNRA (Social Security Normal Retirement Age)
To age 65
Until eligible for retirement benefits
Other (please specify)
Salt Lake City Benefit Study—2019
188
93.48%43
95.65%44
Q36 What is the benefit period for mental health-related long term
disability claims?
Answered: 46 Skipped: 8
#INPATIENT
1 .
2 It is treated the same as other medicl conditions
3 N/A
4 24 months
5 24 months
6 Unknown
7 Unknown to me
8 N/A
9 Age 69 or older, 12 months
10 x
11 Varies
12 ?
13 180 days
14 Same as above.
15 NA
16 Salaried - to SSNRA, hourly for 2 years
17 same as any other disability
18 same as medical
19 24 months
20 N/A
21 unknown
22 unknown
23 24 months
24 When employees go on LTD with the State, they no longer are state employees regardless of
reason (at least until they come back - if they do). The approval periods range from 90 days to 2
years depending on the circumstances.
25 2 years
26 same as physical health - up to SSNRA
27 N/A
28 60
29 24 months
30 24 months
31 24 Months
32 ?
33 unknown
34 70%
35 na
36 n/a
37 24 months
ANSWER CHOICES RESPONSES
Inpatient
Outpatient
Salt Lake City Benefit Study—2019
189
38 24 months
39 unknown
40 N/A
41 90 DAYS
42 unknown
43 1
#OUTPATIENT
1 24 Month Outpatient
2 It is treated the same as other medical conditions
3 N/A
4 24 months
5 24 months
6 Unknown
7 unknown to me
8 N/A
9 Age 69 or older, 12 months
10 x
11 Varies
12 ?
13 180 days
14 Same as above.
15 NA
16 Salaried - to SSNRA, hourly for 2 years
17 same as any other disability
18 same as medical
19 24 months
20 N/A
21 2 years
22 24 months
23 When employees go on LTD with the State, they no longer are state employees regardless of
reason (at least until they come back - if they do). The approval periods range from 90 days to 2
years depending on the circumstances.
24 2 years
25 same as physical health - up to SSNRA
26 N/A
27 30
28 24 months
29 24 months
30 24 Months
31 ?
32 18 months
33 unknown
34 70%
35 na
36 n/a
37 24 months
38 24 months
39 24 months
40 unknown
41 N/A
Salt Lake City Benefit Study—2019
190
42 90 DAYS
43 unknown
44 6
Salt Lake City Benefit Study—2019
191
Q51 What is the maximum amount of tuition that your organization will
reimburse? (Enter dollar amount or percentage.)
Answered: 38 Skipped: 16
#RESPONSES
1 $5,250.00 FT employees
2 depends of budget
3 2,000/year
4 3000
5 1000 annually
6 $4000
7 $3,000 p/ fiscal year
8 100% depending on institution and grade
9 Based on grade and local public college
10 2000
11 x
12 $1500/year
13 2500
14 2500 annually
15 $5,250/year
16 $3000 for bachelor's degree or $5,000 for master's degree
17 5000
18 1500/year
19 $4000
20 3500 annually
21 50%
22 5000
23 2,000 per year
24 6,000 annually
25 5250
26 50% up to a max of $1000 per year
27 $4000 per fiscal year up to 4 years=up to $16000 total
28 5120
29 2000/year
30 100
31 2,500.00/annually
32 $2000
33 1,000
34 2000.00
35 4,000/yr
36 $2,000
37 100
38 1250
Salt Lake City Benefit Study—2019
192
28.95%11
0.00%0
2.63%1
0.00%0
68.42%26
Q53 If you require tuition reimbursement repayment, what are your
repayment terms?
Answered: 38 Skipped: 16
TOTAL 38
#OTHER (PLEASE SPECIFY)
1 Prorated on quarterly increments within 2 years of receiving tuition reimbursement.
2 .
3 Do not require
4 prorated based on termination date and benefit received
5 Repayment
6 n/a
7 Varies
8 varies based on time period
9 Depends on how long the employee works once he/she received the reimbursement.
10 NA
11 nothing after 1 year
12 N/A
13 Based on how long they were employed after tuition payment.
14 Prorate amount owed per month on final check.
15 prorated for previous 24 months
16 Prorated
17 100% of benefits paid within 3 years. After 3 years, 0% repayment
18 pro-rated for 2 years
19 N/A
20 100% if they separate less than one year after completion
100%
75%
50%
25%
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
100%
75%
50%
25%
Other (please specify)
Salt Lake City Benefit Study—2019
193
21 100% if employee separates in the 12 months following reimbursement. $0 repayment after 12
months.
22 based on length of service since reimbursement
23 Prorated
24 N/A
25 n/a
26 N/A
Salt Lake City Benefit Study—2019
194
Q54 If you require tuition reimbursement repayment, how long must the
recipient be employed to avoid repayment?
Answered: 38 Skipped: 16
#RESPONSES
1 6 months and work at least 20 hours a week
2 .
3 Do not require
4 2 Years
5 more than 12 months after receiving benefit
6 12 months
7 2 years after reimbursement
8 12 months post reimbursement
9 N/A
10 n/a
11 x
12 1 year
13 1 year is max.
14 2 years
15 2 years beyond the last reimbursement
16 1 year
17 NA
18 1 year
19 1 year
20 N/A
21 2 years
22 Six months after every reimbursement.
23 1 Year
24 24 months
25 One year
26 1 year
27 3 years
28 2 years
29 N/A
30 One year after completion
31 One Year
32 12 months following course end date
33 3 Years
34 3 years
35 Year for year worked
36 N/A
37 n/a
38 N/A
Salt Lake City Benefit Study—2019
195
10.87%5
84.78%39
4.35%2
Q55 Does your organization offer student loan assistance and/or
repayment benefits?
Answered: 46 Skipped: 8
TOTAL 46
#OTHER (PLEASE SPECIFY)
1 Student loan debt consolidation benefits.
2 n/a
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Salt Lake City Benefit Study—2019
196
Q56 If you offer a student loan assistance and/or repayment plan, how is
the plan designed?
Answered: 5 Skipped: 49
#RESPONSES
1 FT employees with 1 year are eligible to receive $50 monthly no max.
2 Certain eligible positions in certain eligible departments only
3 $50 per month
4 x
5 To provide counseling
Salt Lake City Benefit Study—2019
197
Q59 If longevity pay is offered, what is the dollar amount or percentage of
pay in relation to years of service?
Answered: 15 Skipped: 39
#RESPONSES
1 1% of base salary once maxed out in salary range
2 6 years- $50/month, 10 years- $75/month, 16 years-$100/month, 20 years- $125/month
3 BUA
4 Less of .0025 x hourly rate or $500 for 5-6.9yrs, $1000 for 7-14.9yrs, or $1500 for 15+ years
5 x
6 scale based on years of service after 10. Starting at $300 ending at $950
7 it is only offered to uniformed officers and it varies by employee group. It is different for sheriff,
police and fire. It is not offered to civilians
8 2%- 5%
9 2.75% after 8 years and be or above the current maximum of the salary range for at least one
year.
10 $10 per month at 10 years; $20 per month at 18 years
11 1% for every 5 years.
12 Don't know
13 $50 increases $25 every five years
14 $25 per year of service up to a maximum of $500 per year.
15 $2.00 for every year over 5 years
Salt Lake City Benefit Study—2019
198
33.33%5
0.00%0
0.00%0
40.00%6
26.67%4
Q60 If longevity pay is offered, how often is this pay given?
Answered: 15 Skipped: 39
TOTAL 15
#OTHER (PLEASE SPECIFY)
1 per collective bargaining agreement. It varies by employee group.
2 One time bonus for employees on step plan. % increase to base pay for employees on general
pay plan.
3 Every 3 years
4 One time gift card beginning at 5 years
Per pay period
Monthly
Quarterly
Annually
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Per pay period
Monthly
Quarterly
Annually
Other (please specify)
Salt Lake City Benefit Study—2019
199
73.91%34
15.22%7
10.87%5
Q61 Does your organization offer take-home vehicles for your public
safety personnel?
Answered: 46 Skipped: 8
TOTAL 46
#OTHER (PLEASE SPECIFY)
1 don't know
2 For some not all
3 Some
4 Only when required to be on-call.
5 No public safety personnel
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Salt Lake City Benefit Study—2019
200
Q62 Please detail any employee costs included in your take-home vehicle
plan design:
Answered: 34 Skipped: 20
#RESPONSES
1 unsure
2 Employees must pay for toll lanes
3 A car allowance may be paid to department directors, the RDA chief operating officer, and up to
three employees in the mayor’s office at a rate not to exceed $400 per month as determined by the
mayor. A car allowance may be paid to the Council Executive Director at a rate not to exceed $400
per month as determined by the council chair. A car allowance may be paid to specific appointed
employees at a rate not to exceed $400 per month as recommended by the mayor and approved
by the city council.
4 N/A
5 personal income tax related to domicile to duty and other non work miles
6 For uniform personnel
7 *
8 x
9 don't know of any
10 Varies
11 None - only First Responders can take home vehicles.
12 taxable
13 may require follow-up. Are you referring to costs to the employee or to the employer?
14 NA
15 Not available
16 Commuting Rule applied to any employees driving a Non Qualified taxable vehicle. A non-cash
fringe benefit value added to employee's wages.
17 $0
18 n/a
19 N/A
20 N/A
21 Free up to 55 miles then $20 per pay period
22 Employees are responsible for any IRS-determined tax.
23 I'm not sure. If you need to get this information from me, please e-mail me and I can get it for you.
asadler@tooeleco.org
24 no cost to employees
25 For officers who live outside of City Limits the cost is $1 per mile (one way) per pay period up to
50 miles, ie, If you live 10 miles outside of City limits it will cost you $10 per pay period to take your
car home.
26 $3 per day for none law enforcement
27 No cost for those that live in Murray. $25.00 monthly for those living in Salt Lake County. $50.00
monthly for those living outside the county.
28 $62.50 per month for Public Works $0 for Police & Fire Departments
29 na
30 0
31 We tax them for $3/day
32 NO COST TO EMPLOYEES
33 none
34 gas
Salt Lake City Benefit Study—2019
201
100.00%11
90.91%10
Q64 What is the dollar value or percentage of additional funds added for
the following to equalize Tier 1 and Tier 2 employees?
Answered: 11 Skipped: 43
#
1
2
3
4
5
6
7
8
9
10
11
#
1
2
3
4
5
6
7
8
9
10
CIVILIAN
6.69%
3% 401K
x
n/a
0
difference between Tier 1 & Tier 2 contribution rates
2% Automatic and 2% Match
0
0
unsure
0
SWORN OFFICER
6.69%
6% 401K
x
Tier 2/10.21%
0
difference between Tier 1 & Tier 2 contribution rates
2% Automatic and 2% Match
10.91%
10%
10%
Provides 6% into 401(k) for new sworn officers for
the first three years of employment.
ANSWER CHOICES RESPONSES
Civilian
Sworn Officer
Salt Lake City Benefit Study—2019
202
11
Q69 If there is a matching contribution requirement, what is the matching
amount?
Answered: 25 Skipped: 29
#RESPONSES
1 8
2 6% to Oregon PERS
3 8%
4 for defined pension plan, it is 8% of basepay
5 x
6 8.5%
7 Executive Exempt Alternative Retirement Plan. 9%
8 Up to 2.5%
9 6 or 8.5% depending on hire date
10 10% to receive full match
11 100% of first 5%
12 Unsure how to answer #53 for Denver. We have a DB plan with a required employee contribution
of 10.25%.
13 5%
14 1:1 match up to 3% base salary
15 2%
16 One for one up to 4% (less than 1% there is no match)
17 3% and an additional 50% of any 401k contribution made in excess of 3% up to 5% of the
employee’s salary, for a maximum additional contribution of 1% of employee salary
18 2%
19 4%
20 1.5%
21 4%
22 Employee 5% Employer 3.5%
23 6.2%
24 9%
25 5.11%
Salt Lake City Benefit Study—2019
203
22.22%10
4.44%2
20.00%9
0.00%0
53.33%24
Q80 How is time for sick leave, vacation time, and PTO accrued?
Answered: 45 Skipped: 9
TOTAL 45
#OTHER (PLEASE SPECIFY)
1 biweekly
2 hourly for sick, per pay period for vacation depending on classificaiton
3 bi-monthly (bi-weekly for 24 pay periods)
4 Bi-weekly
5 biweekly based on hours worked
6 one week deposited on service date, then remainder accrued biweekly
7 biweely
8 Bi-weekly
9 bi-weekly
10 Vacation and sick bi-weekly; PTO given once a year upon hire.
11 Per pay period
12 bi-weekly
13 per pay period
14 Per Pay Period
15 Per Pay Period
16 per pay period
17 Per Pay Period plus on lump sum annually
18 bi-weekly
19 Bi-Weekly
20 Bi-Weekly
21 bi-weekly
Hourly
Weekly
Monthly
Not Applicable
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Hourly
Weekly
Monthly
Not Applicable
Other (please specify)
Salt Lake City Benefit Study—2019
204
22 EVERY TWO WEEKS
23 Annual balance in January for vacation; sick leave accrues on a biweekly basis
24 bi-weekly
Salt Lake City Benefit Study—2019
205
82.50%33
82.50%33
55.00%22
27.50%11
Q81 Based on the frequency of your answer in Question 74, what is the
accrual rate for the following types of leave at your company:
Answered: 40 Skipped: 14
#SICK LEAVE
1 8
2 8 hours/month
3 1 Day per month starting
4 .05
5 NA
6 1 day per month
7 .0333 classified .03875 for unclassified
8 4 hours
9 x
10 8
11 8 hours per month
12 3.70
13 4 hours biweekly
14 N/A
15 .0577
16 4
17 3.69
18 3.7
19 3.08 hours
20 3.70 per pay period
21 3.70 hours / pay period
22 3.64 hours per pay period
23 8 hours monthly
24 N/A
25 3.7
26 3.7 per pay period
27 3.692/Bi-Weekly
28 3.70 hours
29 N/A
30 0
31 none
32 2 HOURS PER MONTH
33 accrues 4 hours biweekly
#VACATION LEAVE
1 0-2 years 96 hours
2 7.23
ANSWER CHOICES RESPONSES
Sick Leave
Vacation Leave
PTO
Other
Salt Lake City Benefit Study—2019
206
3 Starts at 8 hours/month
4 1 day per month starting
5 .0577
6 0-3: 37.3, 4-6: 4.42, 7-9: 4.81, 10-12: 5.54, 13-15: 6.15, 16-19: 6.77, 20+: 7.69
7 co lend year
8 4.65 per period if 40 hours worked in years 1-3
9 varies by years of service: 4.34 to 7.67 hours
10 x
11 varies
12 8 hours per month
13 3.70 [YR.1-5]; 4.62 [YR.6-10]; 5.24 [YR.11-15]; 5.85 [YR.16+]; 6.15 [Neg.]
14 4 hours biweekly
15 N/A
16 Varies by length of service and whether exempt or non exempt. 0.0462 up to 0.0962
17 4
18 4.0
19 3.08, 3.7, 4.62,6.16
20 3.08 hours years 1-3
21 3.08 up to 3 years;3.70 after 3 years;4.62 after 9 years;6.15 after 14 years
22 varies, 3.46-6.54 hours, increases 0.22 hours for each year of service
23 varies by yrs of service
24 Civilian: 8 hours/month (1-4 years of service), 10 hours/month (5-9 years of service), 12
hours/month (10-14 years of service), 13.33 hours/month (15 or more years of service) Sworn:
9.33 hours/month (1-4 years of service), 10.66 hours/month (5-9 years of service), 12.66
hours/month (10-14 years of service), 14.66 hours/month (15 or more years of service)
25 N/A
26 4
27 3.08-4.62-6.16 per pay period depending on yrs of svc
28 3.62, 4.308, 5.231, 6.769, 7.693/Bi-Weekly depending on years of service
29 3.08 < 3 years; 4.62 >3 -10 years; 6.15 11-20 years; 7.69 >20 years
30 N/A
31 0
32 none
33 vacation is put on in January (balance for the year)
#PTO
1 N/A
2 0
3 NA
4 n/a
5 N/A
6 NA
7 one week deposited on service date, then remainder accrued biweekly
8 depends on tenure - see question 59
9 10-19 hours/month, dependent on years of service
10 18.0 each July 1, must be used by June 30-use or lose
11 n/a
12 varies by yrs of service
13 N/A
14 after 1 year of service a lump sum of 80 hours is given to all employees plus: 4 hrs per pay period
(ppp) 1-4 yrs, 5 hrs ppp 5-9 yrs, 6 hrs ppp 10-14 years, 7 hrs ppp 15-19 years, 8 hrs ppp 20+ yrs
Salt Lake City Benefit Study—2019
207
15 n/a
16 .0538 per hour worked
17 From:5.54 to 6.93 depending on years of service
18 Varies on length with company
19 varies
20 5 HOURS PER TWO WEEKS
21 N/A
22 4.62
#OTHER
1 0
2 Personal Leave: Less that 6 mo: 40, Less that 24 mo: 60, 24+ mo: 80
3 n/a
4 haven't gotten to #74 yet
5 Part-time employees accrue up to half on a pro rata basis
6 NA
7 Caregiver leave when approved (up to 80 hours); hospital leave when approved (up to 160 hours).
.
8 Difficult Question - The accrual amount varies depending on years of service.
9 3 floating holidays a year
10 n/a
11 0
Salt Lake City Benefit Study—2019
208
30.77%8
80.77%21
38.46%10
76.92%20
26.92%7
53.85%14
23.08%6
30.77%8
26.92%7
69.23%18
Q82 If applicable, what are the buy-out levels for each of the following
areas of leave? (Answer all that are applicable; please note any
maximum caps or thresholds)
Answered: 26 Skipped: 28
#SICK LEAVE ($ AMOUNT)
1 N/A
2 600 hours
3 paid and with no limit only if hired beforee 10/01/86
4 x
5 n/a
6 Varies
7 na
8 0
#SICK LEAVE (PERCENTAGE)
1 25$
2 100%
3 100% prior to 2011, 50% after
4 Up to 25% of unused sick leave most recently accrued in calendar year.
5 Varies by employee type and length of service. 50% subject to maximum caps
6 20
7 50%
8 n/a
9 25% after 20 years 33%
10 100
11 50% up to a max of 480 hours
12 50% for any unused sick leave above max carryonver (480 hours), converts to Vacation time or
Retirement Health Savings
13 25% only upon retirement
14 100% at the rate when we discontinued sick leave
15 24 hours
16 10-25% at retirement based upon years of service
17 50% of accrued hours if employed prior to January 1, 2103; 0 if hired after 1/1/2013
18 50%
19 25% to 50% years of service
ANSWER CHOICES RESPONSES
Sick leave ($ amount)
Sick leave (percentage)
Vacation ($ amount)
Vacation (percentage)
Holiday ($ amount)
Holiday (percentage)
Combination ($ amount)
Combination (percentage)
Compensatory time ($ amount)
Compensatory time (percentage)
Salt Lake City Benefit Study—2019
209
20 na
21 0
#VACATION ($ AMOUNT)
1 N/A
2 EE Balance
3 Up to 240 hours
4 Unused vacation leave is paid out upon termination of employment.
5 n/a
6 n/a
7 N/A
8 0
9 na
10 0
#VACATION (PERCENTAGE)
1 100%
2 100%
3 N/A
4 100%
5 320 hours
6 100%
7 100
8 100%
9 n/a
10 100%
11 100
12 100%
13 100
14 N/A
15 0
16 100%
17 50% to 100% years of service
18 na
19 0
20 unused balance
#HOLIDAY ($ AMOUNT)
1 0
2 N/A
3 n/a
4 0
5 0
6 NA
7 0
#HOLIDAY (PERCENTAGE)
1 0%
2 100%
3 N/A
4 100%
5 100%
Salt Lake City Benefit Study—2019
210
6 n/a
7 0
8 0
9 100
10 100% for past holidays 0% for future holidays
11 0
12 100%
13 NA
14 0
#COMBINATION ($ AMOUNT)
1 0
2 n/a
3 0
4 0
5 NA
6 0
#COMBINATION (PERCENTAGE)
1 0
2 100%
3 n/a
4 0
5 100%
6 0
7 NA
8 0
#COMPENSATORY TIME ($ AMOUNT)
1 0
2 Unused compensatory time is paid out upon termination of employment.
3 n/a
4 n/a
5 0
6 na
7 0
#COMPENSATORY TIME (PERCENTAGE)
1 0
2 100%
3 100%
4 100
5 100%
6 100
7 100%
8 n/a
9 100%
10 100
11 100%
12 1x /year in October can cash out 100% of unused Comp time
13 100%
14 0
15 10%
Salt Lake City Benefit Study—2019
211
16 na
17 100%
18 unused balance
Salt Lake City Benefit Study—2019
212
30.00%9
26.67%8
43.33%13
Q83 If applicable, is the buy-out option offered annually or only upon
retirement?
Answered: 30 Skipped: 24
TOTAL 30
#OTHER (PLEASE SPECIFY)
1 Personal Leave buyout available annually.
2 N/A
3 upon retirement or separation from employment
4 Sick Leave Incentive-Annually; Vacation&CompTime-Upon Termination
5 Upon retirement or voluntary separation 100% for vacation up to the maximum accumulation of
456.4 hours and 50% of sick up to a maximum of 480 hours to pay out
6 Sick Leave - annual, others at termination/retirement
7 n/a
8 Retirement for vacation; Some sick yearly at 25%
9 annually 2 weeks, other amounts upon termination
10 Sick leave conversion 1/3 of over 120 hrs annually
11 Annually for anyone with over 20 years of service. Max of 40 hours per year.
12 N/A
13 n/a
Annually
Upon retirement
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Annually
Upon retirement
Other (please specify)
Salt Lake City Benefit Study—2019
213
Q85 If your organization does contribute to post–employment HRA
accounts for employees, what is the annual contribution (in dollars)?
Answered: 12 Skipped: 42
#RESPONSES
1 n/a
2 N/A
3 Non represented: $24.30 biweekly, AFSCME: $32.08, Fire: $23.08, Police: $24.30
4 1 K - 10 K depending on the EE
5 one time only contribution of $10,000 if 1,000 hours sick leave are accrued
6 HRA contributions only for retirees who enroll in CDHP Plan
7 x
8 After 5 years of service - $530.40, after 10 years - 634.40, after 15 years - $738.40
9 N/A
10 n/a
11 Varies per employee
12 n/a
Salt Lake City Benefit Study—2019
214
66.67%30
66.67%30
68.89%31
66.67%30
46.67%21
55.56%25
13.33%6
Q86 What type of wellness initiatives are offered at your organization?
(Select all that apply)
Answered: 45 Skipped: 9
Smoking
cessation
Health
education...
Testing for
biometrics...
Health risk
assessments...
Tracking of
biometric...
Weight loss
programs
Provide meals,
snacks, drin...
Flu shot clinic
Employee
Assistance...
Exercise
programs or...
Paid fitness
club or gym...
Onsite Fitness
Facilities
Fitness
Trackers...
Financial
Wellness
Not Applicable
Other, please
specify
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Smoking cessation
Health education courses
Testing for biometrics (height, weight, blood pressure, cholesterol)
Health risk assessments (health history questionnaire)
Tracking of biometric improvement
Weight loss programs
Provide meals, snacks, drinks in an on-site lunchroom or cafeteria at no/low cost
154 / 204
Salt Lake City Benefit Study—2019
215
84.44%38
91.11%41
53.33%24
24.44%11
60.00%27
28.89%13
62.22%28
0.00%0
6.67%3
Total Respondents: 45
#OTHER, PLEASE SPECIFY
1 Fitness Equipment for Employee Use [Coming Soon]
2 PEHP has Healthy Utah and a wide variety of programs to target individual employee health
needs.
3 ofered through health plan
Flu shot clinic
Employee Assistance Program (EAP)
Exercise programs or competitions that track results
Paid fitness club or gym membership
Onsite Fitness Facilities
Fitness Trackers (Fitbit, Apple Watch, Garmin, etc.)
Financial Wellness
Not Applicable
Other, please specify
Salt Lake City Benefit Study—2019
216
25.00%11
40.91%18
34.09%15
4.55%2
22.73%10
29.55%13
11.36%5
20.45%9
9.09%4
Q87 If your organization offers financial incentives for participation in
wellness initiatives, what types of incentives are offered? (Select all that
apply)
Answered: 44 Skipped: 10
Total Respondents: 44
#OTHER, PLEASE SPECIFY
1 Our medical provider includes wellness programs, resources, rebates, etc.
2 Points which are added to our recognition program
3 Lower co-pay costs in the medical insurance plan
4 PEHP gives rebates.
Cash
Prizes
Gift cards
Paid fitness
club membership
Additional HSA
or HRA...
Employee
discounts on...
Extra paid
leave
Not Applicable
Other, please
specify
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Cash
Prizes
Gift cards
Paid fitness club membership
Additional HSA or HRA contributions
Employee discounts on insurance premiums
Extra paid leave
Not Applicable
Other, please specify
Salt Lake City Benefit Study—2019
217
Q89 If your organization does have a program/pay for those in the
military, what is it?
Answered: 21 Skipped: 33
#RESPONSES
1 standard FMLA for eligible employees
2 We pay up to 123 hours for our sworn employees on Military leave
3 Military leave - paid 15 days per year for training. Job reinstatement after active duty
4 N/A
5 paid military leave of 15 days per fiscal year
6 x
7 military differential pay for active duty service exceeding 179 days
8 Supplement military pay with regular pay, and buy their retirement contribution.
9 Full pay if in a war (hot) zone. 24 days of military leave
10 Military Leave
11 State Law requires payment of 168 hours of military leave per calendar year for active members of
state and US reserves for training or active duty
12 15 days
13 N/A
14 An employee on official military orders in entitled to paid military, which shall not exceed 80 hours
per calendar year to complete military duty. Unused PML may not be carried over year to year.
15 up to 15 paid days off for short-term military leave (annual training)
16 120 hours of pay
17 110 Hours of paid military leave per year plus full retirement contributions while on active duty.
18 120 hours of paid leave when called to military svc
19 Regular wages paid for annual training for reserve members. None for full-time active duty military
personnel.
20 12 PAID DAYS PER YEAR
21 15 days with pay per year (not including any vacation or other leave time)
Salt Lake City Benefit Study—2019
218
100.00%41
90.24%37
95.12%39
90.24%37
Q97 Please complete the table for the most popular dental plan offered
(Single):
Answered: 41 Skipped: 13
#PREMIUM PERCENTAGE PAID BY EMPLOYER:
1 80%
2 70
3 88
4 80
5 92
6 0%
7 0
8 44.6
9 100
10 x
11 75%
12 100
13 80%
14 100%
15 80
16 39
17 64
18 66%
19 80
20 78
21 100%
22 80%
23 85%
24 90
25 69%
26 100
27 100%
28 80
29 80
30 80%
31 85
32 85-90-95
33 85%
34 0%
35 100%
36 80
ANSWER CHOICES RESPONSES
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Salt Lake City Benefit Study—2019
219
37 100
38 100
39 73
40 66%
41 50%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $45.60
2 34
3 49.44
4 37.94
5 64.24
6 $0
7 0
8 19.26
9 22.27
10 36
11 44.80
12 36
13 15.2
14 25.24
15 $28.57
16 25.75
17 21
18 $45.00
19 23.43
20 43.84
21 29.85
22 $28.15
23 35
24 $37.60
25 46
26 33.04
27 $43.92
28 54.34
29 23.28-24.66-26.02
30 40.31
31 $0
32 26.74
33 41.47
34 32
35 38
36 $11
37 $13.67
#PREMIUM PERCENTAGE PAID BY EMPLOYEE:
1 20%
2 30
3 12
4 20
5 8
Salt Lake City Benefit Study—2019
220
6 100%
7 100%
8 55.4
9 0
10 25%
11 0
12 20%
13 0
14 20
15 61
16 36
17 34%
18 20
19 12
20 0%
21 18.74
22 15%
23 10
24 31%
25 0
26 0%
27 20
28 20
29 20%
30 15
31 15-10-5
32 15%
33 100%
34 0
35 20
36 0
37 27
38 34%
39 50%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $11.40
2 14
3 6.74
4 9.48
5 5.59
6 $38.55
7 10.200 EE, 20.98 EE+1, 30.53 EE+Family
8 23.90
9 0
10 5
11 11.20
12 9
13 23.4
14 13.24
Salt Lake City Benefit Study—2019
221
15 $16.57
16 5.19
17 6
18 $0
19 4.69
20 8.00
21 3.32
22 $12.43
23 0
24 $0.00
25 11
26 8.26
27 $10.98
28 6.04
29 4.12-2.74-1.38
30 7.11
31 $34.67
32 0
33 10.37
34 0
35 13
36 $5
37 $1367
Salt Lake City Benefit Study—2019
222
97.44%38
89.74%35
89.74%35
89.74%35
Q98 Please complete the table for the most popular dental plan offered
(Two-Party):
Answered: 39 Skipped: 15
#PREMIUM PERCENTAGE PAID BY EMPLOYER:
1 80%
2 40
3 83
4 80
5 92
6 0%
7 N/A
8 44.6
9 60
10 x
11 45%
12 0
13 80%
14 80
15 39
16 58
17 NA
18 80
19 78
20 100%
21 80%
22 83%
23 90
24 70%
25 100
26 76%
27 80
28 80
29 80%
30 85
31 85-90-95
32 85%
33 0%
34 100%
35 80
36 100
ANSWER CHOICES RESPONSES
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Salt Lake City Benefit Study—2019
223
37 74
38 55%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $58.40
2 44
3 86.92
4 51.89
5 127.28
6 $0
7 42.44
8 30.22
9 42
10 61.25
11 66.36
12 28.15
13 51.07
14 NA
15 47.82
16 43
17 $142.00
18 32.04
19 58.90
20 59.68
21 $50.47
22 68
23 $60.98
24 58
25 66.54
26 $55.68
27 71.05
28 49.30-52.20-55.10
29 55.13
30 $0
31 53.08
32 56.72
33 64
34 $17
35 $13.67
#PREMIUM PERCENTAGE PAID BY EMPLOYEE:
1 20%
2 60
3 17
4 20
5 8
6 100%
7 55.4
8 40
9 55%
10 100
Salt Lake City Benefit Study—2019
224
11 20%
12 20
13 61
14 42
15 NA
16 20
17 22
18 0%
19 25.63
20 17%
21 10
22 30%
23 0
24 24%
25 20
26 20
27 20%
28 15
29 15-10-5
30 15%
31 100%
32 0
33 20
34 26
35 45%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $14.60
2 66
3 17.30
4 12.97
5 11.07
6 $77.83
7 52.66
8 25.23
9 48
10 15.31
11 16.59
12 43.55
13 14.34
14 NA
15 9.60
16 12
17 $0
18 6.41
19 12.00
20 6.63
21 $20.98
22 0
23 $19.12
Salt Lake City Benefit Study—2019
225
24 15
25 16.64
26 $13.92
27 7.89
28 8.70-5.80-2.90
29 9.73
30 93.89
31 0
32 14.18
33 23
34 $14
35 $64.91
Salt Lake City Benefit Study—2019
226
97.56%40
87.80%36
87.80%36
87.80%36
Q99 Please complete the table for the most popular dental plan offered
(Family):
Answered: 41 Skipped: 13
#PREMIUM PERCENTAGE PAID BY EMPLOYER:
1 80%
2 44
3 81
4 80
5 92
6 0%
7 N/A
8 44.5
9 60
10 x
11 40%
12 0
13 80%
14 100
15 80
16 39
17 56
18 56%
19 80
20 79
21 100%
22 80%
23 85%
24 90
25 65%
26 100
27 70%
28 80
29 80
30 80%
31 85
32 85-90-95
33 85%
34 0%
35 50%
36 80
ANSWER CHOICES RESPONSES
Premium percentage paid by employer:
Employer's share in dollars (monthly dollar amount):
Premium percentage paid by employee:
Employee's share in dollars (monthly dollar amount):
Salt Lake City Benefit Study—2019
227
37 100
38 74
39 73
40 55%
#EMPLOYER'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $88
2 44
3 143.18
4 78.54
5 198.47
6 $0
7 58.82
8 30.22
9 45
10 92.72
11 112.56
12 43.25
13 79.16
14 $56.50
15 87.06
16 87
17 $142.00
18 48.50
19 91.32
20 99.98
21 $76.36
22 112
23 $80.28
24 84
25 108.23
26 $81.76
27 103.55
28 82.78-87.66-92.52
29 83.45
30 $0
31 51.79
32 85.86
33 64
34 91.43
35 $27
36 $13.67
#PREMIUM PERCENTAGE PAID BY EMPLOYEE:
1 20%
2 56
3 19
4 20
5 8
6 100%
7 55.5
Salt Lake City Benefit Study—2019
228
8 40
9 60%
10 100
11 20%
12 20
13 61
14 44
15 44%
16 20
17 21
18 0%
19 38.80
20 15%
21 10
22 35%
23 0
24 30%
25 20
26 20
27 20%
28 15
29 15-10-5
30 15%
31 100%
32 50%
33 20
34 26
35 27
36 45%
#EMPLOYEE'S SHARE IN DOLLARS (MONTHLY DOLLAR AMOUNT):
1 $22
2 56
3 33.18
4 19.64
5 17.26
6 $101.70
7 73.46
8 25.23
9 77
10 23.18
11 28.14
12 66.95
13 61.66
14 $44.34
15 17.52
16 23
17 $0
18 9.70
19 16.00
Salt Lake City Benefit Study—2019
229
20 11.11
21 $39.76
22 0
23 $34.92
24 21
25 27.06
26 $20.44
27 11.50
28 14.62-9.74-4.88
29 14.73
30 132.35
31 51.79
32 21.46
33 23
34 34.67
35 $22
36 $64.91
Salt Lake City Benefit Study—2019
230
60.00%21
62.86%22
57.14%20
37.14%13
31.43%11
28.57%10
2.86%1
34.29%12
22.86%8
11.43%4
11.43%4
Q100 Which of the following does your organization offer? (Check all that
apply.)
Answered: 35 Skipped: 19
Critical
Illness
Accident
Indemnity
Hospital
Indemnity
Legal Insurance
Auto Insurance
Discounts
Home Insurance
Discounts
Purchase of
Precious Metals
ID Theft
Protection
Pet Insurance
Hearing Loss
Discount...
Low Interest
Loans
Student Loan
Refinancing
Discount
Shopping
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Critical Illness
Accident Indemnity
Hospital Indemnity
Legal Insurance
Auto Insurance Discounts
Home Insurance Discounts
Purchase of Precious Metals
ID Theft Protection
Pet Insurance
Hearing Loss Discount Program
Low Interest Loans
180 / 204
Salt Lake City Benefit Study—2019
231
8.57%3
28.57%10
14.29%5
Total Respondents: 35
#OTHER (PLEASE SPECIFY)
1 Dicount Program is offered to all employees
2 Various EAP discounts and Government Employee Discounts
3 Discount cell phone
4 We offer some of these through a third party and its all voluntary and it is 100% paid by the
employee.
5 $350 Weekly Accident Indemnity with PEHP-paid by SJC
Student Loan Refinancing
Discount Shopping
Other (please specify)
Salt Lake City Benefit Study—2019
232
44 1,453 33
Q101 What percentage of your population is enrolled in one or more of
these products?
Answered: 33 Skipped: 21
Total Respondents: 33
#
1 30
2 95
3 25
4 60
5 15
6 60
7 100
8 100
9 54
10 0
11 22
12 99
13 15
14 90
15 6
16 20
17 100
18 11
19 100
20 50
21 60
22 5
23 40
24 18
25 22
26 2
27 10
28 10
29 30
0 10 20 30 40 50
ANSWER CHOICES AVERAGE NUMBER TOTAL NUMBER RESPONSES
Salt Lake City Benefit Study—2019
233
30 46
31 94
32 30
33 34
Salt Lake City Benefit Study—2019
234
Q103 If your organization does offer hiring bonuses, how much is
offered?
Answered: 13 Skipped: 41
#RESPONSES
1 n/a
2 Varies on position
3 N/A
4 500 for certain positions
5 x
6 differs by situation
7 Depends on position
8 NA
9 N/A
10 $400 for a Custodian
11 n/a
12 Varies
13 $1000
Salt Lake City Benefit Study—2019
235
Q104 If your organization does offer hiring bonuses, how and when is the
bonus paid?
Answered: 13 Skipped: 41
#RESPONSES
1 n/a
2 Varies. Depending on position
3 N/A
4 upon graduation of the EE
5 x
6 within 5 days of employment
7 at hire
8 NA
9 N/A
10 Half at hire, the other half after 6 months
11 n/a
12 after 90 days employment
13 IN THEIR FIRST CHECK
Salt Lake City Benefit Study—2019
236
40.00%16
40.00%16
20.00%8
Q105 Are hiring laterals (experience from another organization) credited
to employees for previous years of service?
Answered: 40 Skipped: 14
TOTAL 40
#OTHER (PLEASE SPECIFY)
1 Police only
2 Sometimes, if agreed upon during negotiations of a job offer.
3 Only for Police
4 Mostly no, but can be negotiated
5 Yes for Fire/Police. Must show documentation of FT service with other employer. We typically will
ask to show their URS statement.
6 Yes, for certain positions
7 Only for pay purposees
8 Yes for Sworn Police Officers Only
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Salt Lake City Benefit Study—2019
237
Q106 If such laterals are credited, what is the credit given to employees
for previous years of service?
Answered: 23 Skipped: 31
#RESPONSES
1 Varies on position
2 5 Years for pay only
3 Up to 3 years of vacation and personal leave accrual.
4 x
5 Depends
6 Depends, reviewed on a case by case basis.
7 Upon hire
8 1:1 for direct experience
9 it depends and is up to the hiring manager and department
10 Generally, year for year.
11 credit determines placement in salary range
12 12 years for Fire/Police only.
13 Start at the same vacation accrual. Police will start at their year of service
14 Police: up to 8 years credited. General Employees: negotiable
15 year for year
16 1 for 1 up to 9 years (Public Safety)
17 vacation
18 100%
19 All years of applicable service up to a maximum of 10 years.
20 Year for year
21 Credit to PTO
22 ONE YEAR FOR EACH YEAR
23 increased starting salary based on years of previous service (Fire and Police only)
Salt Lake City Benefit Study—2019
238
31.71%13
60.98%25
7.32%3
Q107 Does your organization offer re-hires credit for seniority (time spent
within the organization)?
Answered: 41 Skipped: 13
TOTAL 41
#OTHER (PLEASE SPECIFY)
1 Only for pay purposes
2 Typically no but for hard to fill positions, exceptions have been made.
3 If rehired within 12 months
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Salt Lake City Benefit Study—2019
239
Q108 If re-hires are offered credit for seniority, what is the credit given?
Answered: 18 Skipped: 36
#RESPONSES
1 Year for year
2 N/A
3 Up to 3 years of vacation and personal leave accrual.
4 Based on adjusted
5 x
6 upon hire only for pay purposes
7 All "regular" (vs. "temporary") prior service is counted
8 full credit if hired within one year
9 NA
10 to determine salary offering and leave accruals
11 Not sure.
12 Acknowledgement of previous work time
13 If it has been less than one year since they left us when they come back, they retain their seniority.
If it is more than one year, they don't keep their previous seniority.
14 If hired within a year of leaving, full credit
15 If within 12 months, restored to original hire date for accrual rates
16 Sick Leave accrual
17 100%
18 Year for Year
Salt Lake City Benefit Study—2019
240
15.38%6
71.79%28
12.82%5
Q109 Are bonuses offered for employee referrals leading to new hires?
Answered: 39 Skipped: 15
TOTAL 39
#OTHER (PLEASE SPECIFY)
1 Occaionally, not all positions. Only offered on hard to fill positions
2 Only Police
3 Yes
4 Depends if department has approved each year.
5 FOR POLICE ONLY
Yes
No
Other (please
specify)
0%10%20%30%40%50%60%70%80%90%100%
ANSWER CHOICES RESPONSES
Yes
No
Other (please specify)
Salt Lake City Benefit Study—2019
241
Q110 If referral bonuses are offered, what is the dollar value of the
bonus?
Answered: 15 Skipped: 39
#RESPONSES
1 Varies. No set amount.
2 N/A
3 500.00
4 x
5 $500.00
6 $250 - $2000, depending on position
7 Depends on position - the higher in grade, the higher the bonus
8 NA
9 N/A
10 $25-$250
11 $1,000
12 $500
13 n/a
14 varies
15 $1000
Salt Lake City Benefit Study—2019
242
Q111 If referral bonuses are offered, how is the referral bonus paid to the
employee?
Answered: 14 Skipped: 40
#RESPONSES
1 Varies
2 N/A
3 added on 6 months
4 x
5 Upon the successful completion Police Officer Trainee Program
6 through payroll
7 at 6 months
8 NA
9 N/A
10 Gift card or payroll deposit
11 Upon hire of candidate
12 payroll
13 n/a
14 IN THEIR REGULAR CHECK
Salt Lake City Benefit Study—2019
243
Q116 How do you train your peer support team members?
Answered: 12 Skipped: 42
#RESPONSES
1 We hire someone to do it for us.
2 Members are trained by a Clinical Advisor and their department.
3 Dr. Dupont, out CIS psychiatrist trains each member
4 Third party administrator
5 This is a follow up question for our safety department. HR is not involved.
6 External vendor
7 Idk
8 Professional trained as determined by PD/Fire
9 Professional Counselors train our peer support team
10 Attend external training
11 professional training
12 AS A TEAM AND WE BRING IN PEOPLE FROM OUR EAP
Salt Lake City Benefit Study—2019
244
Q118 If you do have a first responder-specific EAP, please detail your
plan design.
Answered: 3 Skipped: 51
#RESPONSES
1 We have contracts with the U of U
2 We offer a pilot program for our Police, Fire and Dispatch departments. They have additional
counseling sessions (up to 15 per event per year) and training throughout their department and
peer support programs.
3 12+ Visits
Salt Lake City Benefit Study—2019
245
Q121 What additional creative benefit practices do you have to help
attract and increase employee engagement to retain employees?
Answered: 16 Skipped: 38
#RESPONSES
1 The county offers a comprehensive benefits package
2 N/A
3 n/a
4 Various challenges and intramural sports to support team building and boost morale
5 Family initiatives, Smart commute benefits (paid time off for sustainable commutes),
6 x
7 Parking
8 We have a great team!
9 Robust employee recognition program Frequent bonuses Family celebrations
10 wellness portal
11 NA
12 Some agencies may have some programs to accomplish this but not the state as a whole.
13 YOS program awards allow employees to choose his/her gifts from Amazon. It's been a big hit.
14 Employee wellness and emergency preparedness purchases through cashing of accrued leave
time.
15 Police Officers receive a housing incentive $10,000 for the purchase of a home inside City limits
and $200 per month towards rent/mortgage inside City limits.
16 none
Salt Lake City Benefit Study—2019
246
Additional answers provided by the City:
•Free Financial Planning Sessions
•Employer Paid Transit Pass
•Free Parking
•Discounted GREENbike Annual Pass
•Fitness Reimbursement Program and Altered Work Schedule
•Discounts to Fitness Facilities
•Parental Leave Policy (6 weeks)
•Free Health Coaching Services
•Near Site Mental Health Providers
•Onsite Flu Clinics, Dermatology Screenings and Biometric Screenings
•Employee Annual 5k Event
•Service Awards Program
Administered by NFP
247
Lisa Shaffer (Mar 8, 2022 15:19 MST)03/08/2022
03/08/2022
SALT LAKE CITY COMPENSATION
BENCHMARKING REPORT 2022
FOR NON-REPRESENTED JOBS
Prepared by: Michael
Ongkiko
SPHR, SHRM-SCP
Managing Director
Rachel Burt
PHR, SHRM-SCP HR
Consultant
February 22, 2022
Final Report
NFP
1
Contents
Contents................................................................................................................................................ 1
Chapter 1: Introduction ......................................................................................................................... 2
1.1: Study Methodology ........................................................................................................................ 2
Chapter 2: Assessment of Current Conditions ..................................................................................... 2
2.1: Current Pay Plan Analysis ............................................................................................................. 2
2.2: Verification of Current Method ....................................................................................................... 4
Chapter 3: Market Benchmarking Summary ......................................................................................... 4
3.1: Benchmarking Methods ................................................................................................................. 5
3.2: Compensation Benchmarking Results ........................................................................................... 7
Chapter 4: Solution and Recommendations ....................................................................................... 12
4.2: Cost Recommendations ............................................................................................................... 14
4.3: Compensation and Classification System Administration ............................................................ 16
SUMMARY .......................................................................................................................................... 18
Addenda- Salt Lake City Compensation Sheets ................................................................................. 18
NFP
2
Chapter 1: Introduction
Salt Lake City engaged NFP Human Resource Solutions to conduct a compensation benchmarking study of
public agencies and private industries to collect current compensation data for the Utah local market for the
City’s group of non-represented jobs. The collection of compensation data does not include all of the city’s 578
active job titles for non-represented employees, but rather includes only a subset of that group of only 64
benchmark jobs. Executives, some Directors and managers were not included in the benchmarking and
analysis project. Goals included assisting Salt Lake City to make improvements to their overall compensation
plan and the continued goal of maintaining Salt Lake City as a competitive employer. This includes
understanding what changes are required in terms of compensation in order to retain and attract top talent.
As part of the study, NFP was tasked with:
Collecting and reviewing current environmental data present at the City;
Conducting a benchmarking study utilizing market pay data from various sources and providing an
external assessment summary to the City regarding current market competitiveness;
Developing strategic positioning recommendations using market data and best practices;
Developing an implementation cost plan for the City and
Developing and submitting draft and final reports summarizing findings and recommendations.
1.1: Study Methodology
NFP combined qualitative and quantitative data analysis to produce an equitable solution to maximize the
fairness and competitiveness of the City’s compensation structure and practices. Project activities included:
Conducting an external market salary survey;
Developing recommendations for compensation management;
Developing detailed implementation plans; and
Creating draft and final reports.
Chapter 2: Assessment of Current Conditions
A brief analysis was conducted to assess the existing compensation structure within the City as well as a brief
review of current employee demographics. The process revealed information about the existing structure and
demographics and should be considered as a snapshot in time. By reviewing information about the City’s
compensation structure, philosophies, and employee demographics, NFP gained a better understanding of the
structures and methods in place. This assisted in identifying issues for further review and revision potential. A
summary of this assessment can be found in Chapter 2 of this report.
2.1: Current Pay Plan Analysis
Salt Lake City’s pay plan has a separate pay range (minimum, midpoint (City Market), maximum) for each job.
In the past, pay ranges have been established by reviewing data from external wage studies, including local
customized surveys and slotting jobs accordingly into the pay ranges most closely aligned with market.
A summary of Salt Lake City’s compensation plan is as follows:
There are thirty-two (32) grades from grade 10 to grade 41.
Pay ranges from a minimum to maximum average 69.11% (grades 39, 40, 41 were not calculated in
average)
NFP
3
Salt Lake City’s Current 2021 General Employee Pay Plan (GEPP)
GRADE MINIMUM CITY
MARKET
MAXIMUM GRADE MINIMUM CITY
MARKET
MAXIMUM
10 $25,083 $32,756 $40,429 26 $52,601 $71,751 $90,878
11 $26,301 $34,408 $42,494 27 $55,209 $75,337 $95,486
12 $27,626 $36,430 $45,189 28 $57,948 $79,163 $100,355
13 $29,018 $37,951 $46,863 29 $60,883 $83,118 $105,354
14 $30,452 $39,690 $48,928 30 $63,926 $87,270 $110,636
15 $31,974 $42,016 $52,014 31 $67,121 $91,661 $116,179
16 $33,560 $44,472 $55,340 32 $70,468 $96,225 $121,961
17 $35,256 $46,254 $57,253 33 $74,011 $101,051 $128,090
18 $37,016 $49,167 $61,296 34 $77,706 $106,093 $134,502
19 $38,864 $51,362 $63,817 35 $81,575 $111,397 $141,219
20 $40,820 $53,536 $66,230 36 $85,662 $116,961 $148,283
21 $41,190 $56,166 $71,164 37 $89,944 $122,808 $155,673
22 $43,276 $59,035 $74,772 38 $94,443 $128,960 $163,455
23 $45,450 $61,991 $78,554 39 $99,181 $208,296
24 $47,711 $65,056 $82,423 40 $104,115 $218,664
25 $50,080 $68,295 $86,531 41 $109,332 $354,732
Best practice of compensation salary plan structure ranges are:
Non-Exempt Job Range Widths: 40%
Exempt Job Range Widths: 50%
Executive Job Range Widths: 60%
Employee Salary Placement by Grade
It is important to analyze where employees’ salaries fell within each pay range when assessing the
effectiveness of the City’s pay plan and practices. It is equally important to determine where there may have
been clusters of employees’ salaries within the current pay plan, illuminating potential pay progression
concerns. It should be noted that employees’ salaries, and the progression of the salaries, are associated with
an organization’s compensation philosophy—specifically, the method of salary progression and the availability
of resources. Therefore, the placement of employees’ salaries should be viewed in this context.
Salary Placement of Employees’ Salaries Relative to Pay Grade Minimums and Maximums
There are 0 employees with salaries below the minimum or at the minimum of the grade,
There are 0 employees with salaries at the maximum and 0 employees with salaries above the maximum.
Employees with salaries at the grade minimum are typically new hires or new to the classification following a
NFP
4
recent promotion; also, employees with salaries at the grade maximum are typically highly experienced and
proficient in the classification.
Salary Placement of Employees’ Salaries Relative to Pay Grade Midpoints
Most of the employee’s average and median salaries are clustered near the City Market (midpoint). There is
not much variation and spread among employee’s salaries.
With a diverse workforce, having multi-generations in the workplace, and with differing levels of experience
and various years of tenure, one would expect that City salaries would be spread more evenly across the
grade.
An analysis was completed only utilizing the average and median pay of SLC non-represented employees.
Individual salaries were not compared to the midpoint of each grade and tenure and performance was not
taken into consideration. Even utilizing the average and median pay of employees within each grade can give
us some perspective on how competitive pay when compared to internal factors. In this case, an analysis was
completed for jobs that were 5% below the City Market or Midpoint.
Employees with salaries close to the midpoint of a pay range should be fully proficient in their classification and
require minimal supervision to complete their job duties while performing satisfactorily. Within this framework,
grade midpoint is commonly considered to be the salary an individual could reasonably expect for similar work
in the market. Therefore, it is important to examine the percentage and number of employees with salaries
above and below the calculated midpoint.
Twenty-eight (28) job titles had salaries below the City Market or midpoint of at least 5% with five (5) jobs more
than 10% below the City Market or Midpoint. Salt Lake City employees averaged 2.47% (comparing the
average salaries) and 2.49% (comparing the median salaries) below the City Market or Midpoint.
Only two (2) jobs were above the City Market or Midpoint:
Legal Secretary, 11.01% (comparing the average salaries)/16.34% (comparing the median salaries)
Risk Management Specialist, 17.27% (comparing the average and median salaries)
2.2: Verification of Current Method
Historically, employees in the non-represented group have not been advanced through their respective pay
ranges as frequently as employees covered under collective bargaining agreements. Typically, when
increases have occurred, increases have been significantly less than the employees who fall under collective
bargaining agreements. Annual salary increases have typically been below market rates. In July 2021, Salt
Lake City’s pay structure and pay grades were both increased 4.5%.
The compensation philosophy stated is to pay at market or midpoint for each job and strategically set market
pay at the highest wage found via wage surveys and benchmarking tools.
Targeted pay for an employee who is fully proficient in a role and meeting expectations is at the market range
(50th percentile) or midpoint. Pay scales set within +/- 2% of market average will be considered competitive.
Chapter 3: Market Benchmarking Summary
Market comparisons provide the best and most direct methods of determining an organization’s relative job in
the marketplace. Specifically, market comparisons focus on the average of the market and range
characteristics. Market data can be used to evaluate overall structure, to include pay ranges; summarize
overall market competitiveness; and capture current highs and lows of the City’s pay plan at a fixed point in
NFP
5
time. Using this methodology to collect market data is not an ideal tool for comparing individual salaries.
Rather, its intent is to provide an analysis of overall market competiveness of the organization’s salary
structure. When using a sampling approach of market characteristics, a market comparison is not typically the
sole determiner of recommended pay levels by classification, as it does not allow for specific, quantifiable
salary recommendations for individuals. Based on these factors, market analysis does not translate well at the
individual level, as individual pay is determined through a combination of factors including geographical job
market, performance, prior experience, and the individual’s negotiation skills during the hiring process, as well
as the supply and demand for the specific type of job. High demand fields can dictate higher salaries in
today’s labor market in much the same way as IT professionals have in years past. In this local market,
accountants, IT, engineering and technical jobs such as welders and HVAC personnel have seen both entry
and experienced levels increase at a rapid rate.
Prior to presenting the market analysis for the City’s group of non-represented benchmark jobs, it should be
noted that these comparisons are best thought of as a snapshot of current market conditions. Since market
conditions change, and in some cases change quickly, market wage surveys are useful for making updates to
a salary structure. However, surveys must be performed at regular intervals if Salt Lake City wishes to stay
current with the marketplace. Market data are most useful in making adjustments to overall pay plans, and
ultimately, and making job classification placements within the overall pay structure.
Salt Lake City’s Human Resources department targeted 64 jobs to be analyzed using published survey data.
3.1: Benchmarking Methods
ERI Data, CompAnaylst and PayScale Compensation Benchmarking
Four (4) main sources of compensation benchmarking data were utilized in Salt Lake City’s compensation
benchmarking project. These sources include:
CompAnalyst
ERI
Payscale
Compdata
Multiple cuts of data were employed within each published survey source which included:
Private industry
Public entities, government, public administration, non-profit
Revenue size
Budget
Numbers of full-time FTEs
Each cut of data found above was sourced for the Salt Lake City area, the State of Utah and the Wasatch
front. Survey data if applicable, was aged accordingly to reflect current data for early 2022.
Weighted Averages
A number of weighted average survey data was used in the analysis shown in each of the following
compensation sheets. Each survey utilized in the compensation analysis has four (4) cuts of data in which the
overall compensation for the job is calculated. Then, another weighted average is reflected between three
surveys for the final market data. Please refer to “Reading the Compensation Sheet” for further detail.
NFP
6
ERI
With current market data for more than 1,000 industry sectors, ERI (Economic Research Institute) compiles the
most robust salary, cost-of-living and executive compensation survey data available. The majority of the
Fortune 500 and thousands of other small and medium-sized organizations, rely on ERI data and analytics for
compensation and salary planning, relocations, disability determinations, board professionals, and setting
branch office salary structures in the United States, Canada, and worldwide. ERI collects data from thousands
of available salary surveys, not just those published by the largest survey firms. ERI collects available salary
survey data for jobs and areas; evaluates each survey for validity, reliability, and use; and compiles updated
market values for jobs with comparable responsibilities. Analysis is conducted on wages by geographic area,
size of company, years of experience, and industry. Data values are automatically updated to match today's
market movement rates, and the default projected market increase projections, like the other variables, can be
adjusted depending on preferences. ERI results are all market- based and reflect current market values.
CompAnalyst
CompAnalyst Market Data is a 100 percent HR-reported dataset. This data is gathered from employers and
does not include any self-reported data from employees. CompAnalyst purchases more than 300 commercially
available surveys annually.
The methodology behind Salary.com’s/CompAnalyst Market Data is a state-of-the-art process for
benchmarking and analyzing jobs that builds on the professional industry standards employed by
compensation analysts. When adding jobs to the CompAnalyst Market Data database, Salary.com’s team of
compensation consultants selects and validates surveys, benchmarks jobs to multiple surveys, aggregates
data, and reviews and adjusts results as necessary, to produce accurate results for every job, every time. To
determine the true market rate for each job reported in CompAnalyst, the Salary.com team reviews all
available market pay data on a monthly basis, ensuring that CompAnalyst users have access to up-to-date,
accurate market data.
With this unique methodology, Salary.com is able to publish an up-to-date estimated salary range for any job in
any market, even when individual surveys do not have sufficient data for that job or market. Utilizing
CompAnalyst’s architecture, which defines relationships between job family, function, and focus, Salary.com is
able to fill in the gaps left by traditional compensation surveys, producing accurate estimated salaries for jobs
that other data sources do not cover.
CompAnalyst Market Data includes data from more than 7,500 organizations across 225 diverse industry
breakouts. The data covers companies of all sizes, ownership types, and tax-exempt statuses.
Payscale
PayScale’s methodology leverages employee submitted data and a proprietary algorithm giving organizations
the ability to benchmark their jobs based on fresh market data. Derived directly from HRIS systems, Peer data
is 100% employer-reported, and never crowdsourced. Creator of the largest database of individual
compensation profiles in the world, PayScale, Inc. provides an immediate and precise snapshot of current
market salaries to employees and employers through its online tools and software. PayScale’s products are
powered by innovative search and query algorithms that dynamically acquire, analyze and aggregate
compensation information for millions of individuals in real time. P
Compdata Survey (Western region cut)
This cut of data provides access to executive and general staff compensation data from more than 3,700
organizations across most industries. 63,000 organizations submitted data for over 570 jobs. The survey was
NFP
7
aged accordingly to provide current wage data from the October 2021 release.
TERMINOLOGY USED IN THIS REPORT
Minimum - defines the lowest pay for a job.
Midpoint - defines the middle pay for a job.
Maximum Pay - defines the highest pay for a job.
Median Pay - The value separating the higher half from the lower half of a data sample. For a data set,
it may be thought of as the "middle" value.
Actual Average Base Rate - a number expressing the central or typical value in a set of data, in
particular the mean.
Compa-ratio - the percentage obtained by dividing the actual salary paid to an employee by the
midpoint of the salary range for that job.
Range Penetration - calculates where an employee’s salary specifically falls within a pay range.
Benchmarked Job -job that has a standard and consistent set of responsibilities from one organization
to another and for which data is available in valid and reliable salary surveys.
The Base 25th Percentile - marks where 25% of the reported values are lower than the figure given
and 75% are higher.
The Base 50th percentile – Median. The lower half of salaries for this job fall below the fiftieth
percentile while the upper half are above it. The 50th percentile is the most widely-used measure of the
“middle” of the possible pay values for a job..
The Base 75th percentile - marks where 75% of the reported values are lower than the figure given
and 25% are higher.
TCC – Total Cash Compensation, which can include but not limited to base salary, commissions, cash
bonuses, amounts vested.
3.3: Compensation Benchmarking Results
Market Minimums
Since the compensation, benchmarking data only details the “average 25% Base” and does not give a
minimum salary amount that an organization or public entity would spend at the minimum of the pay grade to
pay an inexperienced employee, this analysis was not completed.
Market Midpoints
The midpoint of the range is the level at which, typically, the most statistically accurate representation of the
actual value of a job can be measured. When examining the overall competitive job of a specific job, many
organizations will look solely at the midpoint in ascertaining a specific “market value.” Looking at the
organization’s competitive job against the market peer average at the midpoint is helpful in building the pieces
for a comprehensive solution that fits the overall needs of the organization.
The 3A exhibit found below depicts benchmarking data from the four (4) compensation tools and is averaged
from those sources. This data compares the following:
Salt Lake City’s Average Pay of job salaries compared to the benchmarked 50th Percentile. This data is
shown as a percentage and as the difference in salary.
Salt Lake City’s Midpoint compared to the benchmarked 50th Percentile. This data is shown as a
percentage and as the difference in salary.
NFP’s analysis is summarized below.
NFP
8
1. Reviewing all the sixty-four (64) job’s average salaries in each grade and comparing to the
benchmarked 50th Percentile data, the City is:
-3.09% below the market midpoint (average for all jobs).
This dollar amount averages -$3,366 below the market across all jobs or a median dollar amount of -
$1,991.
2. Reviewing Salt Lake City’s market midpoints in each grade and comparing to the benchmarked 50th
Percentile data, the City is:
-0.83% below the market midpoint
This dollar amount averages -$1,491 below the benchmarked midpoint of market or a median dollar
amount of $-926.
When comparing the benchmarked 50th Percentile and the City’s Midpoint, jobs ranged from a low of -25.81%
below market for the Fleet Management Service Supervisor position to a high of 32.4% above market for the
Collection Officer.
Below Market Jobs
Based on the data gathered at the market midpoint of the salary range, the following can be determined:
Of the 64 City jobs for which market midpoint data was collected, 34 jobs or 53.1% of the jobs are
below the benchmarked 50th Percentile when you compare the results to Salt Lake City’s average pay
for each job
Of the jobs below market, sixteen (16) jobs were greater than 10% below market and are listed below:
Job Title
% Difference Between SLC
Average Pay & Benchmarked
Midpoint (50th Base)
FLEET MANAGEMENT SERVICE SUPERVISOR -27.27%
LABORATORY PROGRAM MANAGER -18.19%
FINANCIAL ANALYST III -17.72%
SENIOR LABORATORY CHEMIST -17.16%
AUDITOR III -14.59%
RISK MANAGER -14.36%
ADMINISTRATIVE SECRETARY II -14.36%
SR PURCHASING CONSULTANT -14.19%
SOCIAL WORK DIRECTOR -12.69%
REGULATORY COMPLIANCE MNGR -12.53%
CYBERSECURITY ENGINEER II -12.36%
PAYROLL AND ACCOUNTING MANAGER -12.19%
FACILITY MAINTENANCE SUPERVISOR -12.14%
MANAGEMENT ANALYST -12.09%
NFP
9
SENIOR ARCHITECT (LICENSED) -10.37%
NETWORK SUPPORT ADMINISTRATOR II -10.13%
There are thirteen (13) that were more than 10% or more below the “benchmarked 50th Percentile when
you compared the results to the City’s Midpoint. The jobs are:
Job Title % Difference SLC Midpoint &
Benchmarked Midpoint
FLEET MANAGEMENT SERVICE SUPERVISOR -25.81%
LABORATORY PROGRAM MANAGER -19.00%
SENIOR LABORATORY CHEMIST -18.93%
LEGAL SECRETARY III -18.47%
LAW OFFICE MANAGER -17.62%
ADMINISTRATIVE SECRETARY II -14.35%
SOCIAL WORK DIRECTOR -12.69%
SR PURCHASING CONSULTANT -12.45%
FACILITY MAINTENANCE SUPERVISOR -12.29%
MANAGEMENT ANALYST -11.63%
RISK MANAGER -11.24%
FINANCIAL ANALYST III -10.73%
CYBERSECURITY ENGINEER II -10.08%
Above Market Jobs
Based on the compensation market data gathered at the market midpoint of the salary range, the following can
be determined:
Of the 64 City jobs for which market midpoint data was collected, 18 jobs or 28.1% of the jobs are
above the market benchmarked 50th Percentile
Of the jobs above market, five (5) jobs were greater than 10% above market and are listed below:
Job Title
% Difference Between SLC
Average Pay & Benchmarked
Midpoint (50th Base)
COLLECTIONS MANAGER 22.86%
COLLECTIONS OFFICER 19.20%
GIS PROGRAMMER ANALYST II 18.34%
SOCIAL WORK MANAGER 17.24%
PROFESSIONAL LAND SURVEYOR 16.13%
There are seven (7) jobs that were more than 10% or more above the benchmarked 50th Percentile when
you compared the results to the City’s midpoint. The jobs are:
NFP
10
Job Title % Difference SLC Midpoint &
Benchmarked Midpoint
COLLECTIONS OFFICER 32.47%
COLLECTIONS MANAGER 29.29%
GIS PROGRAMMER ANALYST II 23.36%
PROFESSIONAL LAND SURVEYOR 16.15%
SOCIAL WORK MANAGER 15.73%
LANDSCAPE ARCHITECT III 11.22%
SOFTWARE ENGINEER DATABASE 10.18%
At Market Jobs
Based on the data gathered at the market midpoint of the salary range, the following can be determined:
Of the 64 City jobs for which market 50th Percentile data was collected, 12 jobs or 18.8% of the jobs are
at market compared to the benchmarked 50th Percentile.
However, of the jobs above market, two (2) jobs were greater than 10% above the benchmarked 50th
Percentile compared to the City’s midpoint and are listed below:
Job Title % Difference SLC Midpoint &
Benchmarked Midpoint
CITY PAYROLL ADMINISTRATOR -12.94%
INFO TECH PROJECT MANAGER -9.64%
Market Maximums
The market maximum is significant because it represents the most that an organization would typically spend
to retain qualified incumbents. If incumbents’ salaries are clustered at or near the maximum, however, this
may be an indication that the salary range widths are too narrow, and that the salary maximums may be below
the market average. Since the compensation, benchmarking data only details the “average 75% Base” and
does not give a maximum salary amount an organization or public entity would spend to retain an employee,
this analysis was not completed.
Summary of Compensation Survey Results
The survey found that with Salt Lake City’s jobs related to the 50th Percentile:
18 jobs or 28.1% of the jobs are more than 2% above the market’s 50th Percentile.
12 jobs or 18.8% of the jobs are within +/- 2% of market’s 50th Percentile.
34 jobs or 53.1% of the jobs are more than 2% below market’s 50th Percentile.
Actual Salt Lake City average salaries and median salaries were in most cases were very similar when
comparing both. There are a few exceptions:
Legal Secretary Difference of $2,621 between Median ($57,200) and Average ($54,579)
Software Support Admin III Difference of $3,817 between Average ($96,294) and Median ($92,477)
Business Systems Analyst Difference of $2,219 between Median ($87.277) and Average ($85,058)
NFP
11
Collections Officer Difference of $2,194 between Average ($48,173) and Median ($45,978)
It should be noted that the standing of a job’s pay range compared to the market is not a definitive assessment
of the individual employee’s salaries being equally above or below market. It does, however, speak to the
City’s ability to recruit and retain talent over time. Since the results make a case that pay is below what the
market would offer, the City may experience the loss of employees to their market peers or lose out to other
competitor cities/entities when recruiting to fill a job. With the ranges at some levels being below that of the
City’s peers, long tenured employees may consider other options based on salary differences being offered by
the competition.
Exhibit 3A
Salt Lake City Salary Survey Market Differentials
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐Midpoint
(50th Base)
% Difference Between
SLC Average Pay &
Benchmarked
Midpoint (50th Base)
Difference in $‐SLC
Avg. Pay Compared to
Benchmarked
Midpoint (50th Base)
% Difference SLC
Midpoint &
Benchmarked
Midpoint
Difference in $‐SLC
Midpoint &
Benchmarked
Midpoint
Salt Lake City‐
Midpoint/Market
Comparison SLC
Average Pay of Salaries
to Benchmarked
Midpoint (50th Base)
027X ACCOUNTANT III 13 $74,800 $75,338 $78,324 -4.50%-$3,524 -3.81%-$2,987 $75,337 Below Market
021X ADMINISTRATIVE SECRETARY II 1 $56,160 $56,160 $65,574 -14.36%-$9,414 -14.35%-$9,408 $56,166 Below Market
028X AUDITOR III 1 $71,261 $71,261 $83,430 -14.59%-$12,169 -5.11%-$4,267 $79,163 Below Market
025X BILLING OFFICE SUPERVISOR 1 $68,994 $68,994 $70,528 -2.18%-$1,534 -3.17%-$2,233 $68,295 At Market
030X BUSINESS SYSTEMS ANALYST II 6 $85,058 $87,277 $81,991 3.74%$3,067 6.44%$5,279 $87,270 Above Market
029X CITY CONTRACTS ADMINISTRATOR 1 $78,957 $78,957 $76,422 3.32%$2,535 8.76%$6,696 $83,118 Above Market
026X CITY PAYROLL ADMINISTRATOR 2 $63,492 $63,492 $63,530 -0.06%-$38 12.94%$8,221 $71,751 At Market
030X COLLECTIONS MANAGER 1 $82,930 $82,930 $67,499 22.86%$15,431 29.29%$19,771 $87,270 Above Market
020X COLLECTIONS OFFICER 4 $48,173 $45,978 $40,413 19.20%$7,760 32.47%$13,123 $53,536 Above Market
029X COMPENSATION ANALYST 1 $83,117 $83,117 $79,247 4.88%$3,870 4.88%$3,871 $83,118 Above Market
029X CUSTOMER SERVICE MGR 0 $83,117 $83,117 $81,972 1.40%$1,145 1.40%$1,146 $83,118 At Market
023X CUSTOMER SERVICE SUPERVISOR 1 $62,608 $62,608 $63,599 -1.56%-$991 -2.53%-$1,608 $61,991 At Market
033X CYBERSECURITY ENGINEER II 2 $98,488 $98,488 $112,382 -12.36%-$13,894 -10.08%-$11,331 $101,051 Below Market
031X ENGINEER IV 13 $87,213 $87,069 $87,930 -0.82%-$717 4.24%$3,731 $91,661 At Market
025X FACILITY MAINTENANCE SUPERVISOR 5 $68,411 $68,286 $77,867 -12.14%-$9,456 -12.29%-$9,572 $68,295 Below Market
029X FINANCIAL ANALYST III 6 $76,610 $74,797 $93,112 -17.72%-$16,502 -10.73%-$9,994 $83,118 Below Market
035X FINANCIAL MGR III 2 $111,405 $111,405 $115,424 -3.48%-$4,019 -3.49%-$4,027 $111,397 Below Market
025X FLEET MANAGEMENT SERVICE
SUPERVISOR 6 $66,955 $67,621 $92,060 -27.27%-$25,105 -25.81%-$23,765 $68,295 Below Market
026X FORENSIC SCIENTIST II 4 $66,300 $66,227 $65,833 0.71%$467 8.08%$5,318 $71,151 At Market
033X GEO INFO SYSTEMS (GIS) MGR 3 $90,771 $92,685 $96,658 -6.09%-$5,887 4.54%$4,393 $101,051 Below Market
030X GIS PROGRAMMER ANALYST II 4 $83,720 $83,990 $70,746 18.34%$12,974 23.36%$16,524 $87,270 Above Market
025X GRAPHIC DESIGN SPECIALIST II 0 $68,286 $68,286 $65,972 3.51%$2,314 3.52%$2,323 $68,295 Above Market
024X HOUSING & REHAB LOAN OFFICER 1 $61,818 $61,818 $59,523 3.85%$2,295 9.30%$5,533 $65,056 Above Market
021X HOUSING LOAN ADMIN 1 $54,475 $54,475 $56,112 -2.92%-$1,637 0.10%$54 $56,166 Below Market
030X HR BUSINESS PARTNER II 6 $85,249 $85,197 $87,424 -2.49%-$2,175 -0.18%-$154 $87,270 Below Market
025X HR RECRUITER 1 $65,000 $65,000 $65,284 -0.44%-$284 4.61%$3,011 $68,295 At Market
030X HRIS ANALYST 2 $89,471 $89,471 $89,310 0.18%$161 -2.28%-$2,040 $87,270 At Market
030X HUMAN RESOURCES SUPERVISOR 3 $82,146 $82,909 $82,683 -0.65%-$537 5.55%$4,587 $87,270 At Market
035X INFO TECH PROJECT MANAGER 2 $100,589 $100,589 $101,602 -1.00%-$1,013 9.64%$9,795 $111,397 At Market
029X LABORATORY PROGRAM MANAGER 1 $83,949 $83,949 $102,615 -18.19%-$18,666 -19.00%-$19,497 $83,118 Below Market
029X LANDSCAPE ARCHITECT III 1 $78,957 $78,957 $74,730 5.66%$4,227 11.22%$8,388 $83,118 Above Market
021X LAW OFFICE MANAGER 1 $63,690 $63,690 $68,177 -6.58%-$4,487 -17.62%-$12,011 $56,166 Below Market
027X LEARNING & DEVELOPMENT SPECIALIST 1 $70,637 $70,637 $74,162 -4.75%-$3,525 1.58%$1,175 $75,337 Below Market
018X LEGAL SECRETARY III 3 $54,579 $57,200 $60,304 -9.49%-$5,725 -18.47%-$11,137 $49,167 Below Market
026X LICENSED CLINICAL SOCIAL WORKER 1 $68,182 $68,182 $72,758 -6.29%-$4,576 -1.38%-$1,007 $71,751 Below Market
024X MANAGEMENT ANALYST 3 $64,716 $65,062 $73,616 -12.09%-$8,900 -11.63%-$8,560 $65,056 Below Market
031X NETWORK ENGINEER II 1 $91,666 $91,666 $93,698 -2.17%-$2,032 -2.17%-$2,037 $91,661 Below Market
025X NETWORK SUPPORT ADMINISTRATOR II 7 $62,139 $61,942 $69,140 -10.13%-$7,001 -1.22%-$845 $68,295 Below Market
033X NETWORK SYSTEMS ENGINEER III 3 $101,525 $101,483 $111,065 -8.59%-$9,540 -9.02%-$10,014 $101,051 Below Market
019X OFFICE FACILITATOR II (OFFICE
MANAGER)30 $51,451 $51,334 $52,058 -1.17%-$607 -1.34%-$696 $51,362 At Market
023X PARALEGAL 6 $60,871 $60,746 $61,400 -0.86%-$529 0.96%$591 $61,991 At Market
031X PAYROLL AND ACCOUNTING MANAGER 1 $87,360 $87,360 $99,488 -12.19%-$12,128 -7.87%-$7,827 $91,661 Below Market
024X PROCUREMENT SPECIALIST I 2 $61,558 $61,558 $64,371 -4.37%-$2,813 1.06%$685 $65,056 Below Market
026X PROFESSIONAL LAND SURVEYOR 1 $71,739 $71,739 $61,777 16.13%$9,962 16.15%$9,974 $71,751 Above Market
031X REAL PROPERTY MANAGER 1 $91,666 $91,666 $88,668 3.38%$2,998 3.38%$2,993 $91,661 Above Market
033X REGULATORY COMPLIANCE MNGR 1 $95,992 $95,992 $109,748 -12.53%-$13,756 -7.92%-$8,697 $101,051 Below Market
024X RISK MANAGEMENT SPECIALIST 1 $76,294 $76,294 $73,100 4.37%$3,194 -11.00%-$8,044 $65,056 Above Market
034X RISK MANAGER 1 $102,357 $102,357 $119,526 -14.36%-$17,169 -11.24%-$13,433 $106,093 Below Market
026X SAFETY COORDINATOR 3 $72,793 $72,446 $74,742 -2.61%-$1,949 -4.00%-$2,991 $71,751 Below Market
031X SAFETY PROGRAM MGR 2 $91,666 $91,666 $100,962 -9.21%-$9,296 -9.21%-$9,301 $91,661 Below Market
033X SENIOR ARCHITECT (LICENSED)2 $99,757 $99,757 $111,304 -10.37%-$11,547 -9.21%-$10,253 $101,051 Below Market
028X SENIOR CLAIMS ADJUSTER 1 $77,189 $77,189 $77,760 -0.73%-$571 1.80%$1,403 $79,163 At Market
019X SENIOR HUMAN RESOURCES TECH 4 $49,457 $49,358 $52,847 -6.41%-$3,390 -2.81%-$1,485 $51,362 Below Market
026X SENIOR LABORATORY CHEMIST 1 $73,320 $73,320 $88,507 -17.16%-$15,187 -18.93%-$16,756 $71,751 Below Market
021X SOCIAL SERVICE WORKER (CSW)5 $58,082 $58,698 $56,615 2.59%$1,467 -0.79%-$449 $56,166 Above Market
031X SOCIAL WORK DIRECTOR 1 $91,666 $91,666 $104,985 -12.69%-$13,319 -12.69%-$13,324 $91,661 Below Market
029X SOCIAL WORK MANAGER 2 $84,198 $84,198 $71,820 17.24%$12,378 15.73%$11,298 $83,118 Above Market
036X SOFTWARE ENGINEER DATABASE 2 $109,023 $109,023 $106,157 2.70%$2,866 10.18%$10,804 $116,961 Above Market
033X SOFTWARE ENGINEER III 2 $97,448 $97,448 $104,073 -6.37%-$6,625 -2.90%-$3,022 $101,051 Below Market
032X SOFTWARE SUPPORT ADMIN III 4 $96,294 $92,477 $90,857 5.98%$5,437 5.91%$5,368 $96,225 At Market
027X SR PURCHASING CONSULTANT 1 $73,840 $73,840 $86,051 -14.19%-$12,211 -12.45%-$10,714 $75,337 Below Market
035X SR SOFTWARE ENGINEER 2 $108,753 $108,753 $116,508 -6.66%-$7,755 -4.39%-$5,111 $111,397 Below Market
033X SYSTEMS ENGINEER III 1 $97,760 $97,760 $102,235 -4.38%-$4,475 -1.16%-$1,184 $101,051 Below Market
024X WAREHOUSE SUPERVISOR 3 $63,412 $65,062 $61,484 3.14%$1,928 5.81%$3,572 $65,056 Above Market
NFP
12
Exhibit 3B
Salt Lake City Salary Survey Market Differentials
Sorted by Above, At and Below Market
Chapter 4: Solution and Recommendations
The proposed solution followed Salt Lake City’s compensation philosophy NFP’s recommendations in
conjunction with Salt Lake City’s Human Resources were made to improve the City’s compensation structure
based on the findings from the data analysis and the City’s desired market job. Chapter 4 of this report
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐Midpoint
(50th Base)
% Difference Between
SLC Average Pay &
Benchmarked
Midpoint (50th Base)
Difference in $‐SLC
Avg. Pay Compared to
Benchmarked
Midpoint (50th Base)
% Difference SLC
Midpoint &
Benchmarked
Midpoint
Difference in $‐SLC
Midpoint &
Benchmarked
Midpoint
Salt Lake City‐
Midpoint/Market
Comparison SLC
Average Pay of Salaries
to Benchmarked
Midpoint (50th Base)
027X ACCOUNTANT III 13 $74,800 $75,338 $78,324 -4.50%-$3,524 -3.81%-$2,987 $75,337 Below Market
021X ADMINISTRATIVE SECRETARY II 1 $56,160 $56,160 $65,574 -14.36%-$9,414 -14.35%-$9,408 $56,166 Below Market
028X AUDITOR III 1 $71,261 $71,261 $83,430 -14.59%-$12,169 -5.11%-$4,267 $79,163 Below Market
033X CYBERSECURITY ENGINEER II 2 $98,488 $98,488 $112,382 -12.36%-$13,894 -10.08%-$11,331 $101,051 Below Market
025X FACILITY MAINTENANCE SUPERVISOR 5 $68,411 $68,286 $77,867 -12.14%-$9,456 -12.29%-$9,572 $68,295 Below Market
029X FINANCIAL ANALYST III 6 $76,610 $74,797 $93,112 -17.72%-$16,502 -10.73%-$9,994 $83,118 Below Market
035X FINANCIAL MGR III 2 $111,405 $111,405 $115,424 -3.48%-$4,019 -3.49%-$4,027 $111,397 Below Market
025X FLEET MANAGEMENT SERVICE
SUPERVISOR 6 $66,955 $67,621 $92,060 -27.27%-$25,105 -25.81%-$23,765 $68,295 Below Market
033X GEO INFO SYSTEMS (GIS) MGR 3 $90,771 $92,685 $96,658 -6.09%-$5,887 4.54%$4,393 $101,051 Below Market
021X HOUSING LOAN ADMIN 1 $54,475 $54,475 $56,112 -2.92%-$1,637 0.10%$54 $56,166 Below Market
030X HR BUSINESS PARTNER II 6 $85,249 $85,197 $87,424 -2.49%-$2,175 -0.18%-$154 $87,270 Below Market
029X LABORATORY PROGRAM MANAGER 1 $83,949 $83,949 $102,615 -18.19%-$18,666 -19.00%-$19,497 $83,118 Below Market
021X LAW OFFICE MANAGER 1 $63,690 $63,690 $68,177 -6.58%-$4,487 -17.62%-$12,011 $56,166 Below Market
027X LEARNING & DEVELOPMENT SPECIALIST 1 $70,637 $70,637 $74,162 -4.75%-$3,525 1.58%$1,175 $75,337 Below Market
018X LEGAL SECRETARY III 3 $54,579 $57,200 $60,304 -9.49%-$5,725 -18.47%-$11,137 $49,167 Below Market
026X (LCSW)1 $68,182 $68,182 $72,758 -6.29%-$4,576 -1.38%-$1,007 $71,751 Below Market
024X MANAGEMENT ANALYST 3 $64,716 $65,062 $73,616 -12.09%-$8,900 -11.63%-$8,560 $65,056 Below Market
031X NETWORK ENGINEER II 1 $91,666 $91,666 $93,698 -2.17%-$2,032 -2.17%-$2,037 $91,661 Below Market
025X NETWORK SUPPORT ADMINISTRATOR II 7 $62,139 $61,942 $69,140 -10.13%-$7,001 -1.22%-$845 $68,295 Below Market
033X NETWORK SYSTEMS ENGINEER III 3 $101,525 $101,483 $111,065 -8.59%-$9,540 -9.02%-$10,014 $101,051 Below Market
031X PAYROLL AND ACCOUNTING MANAGER 1 $87,360 $87,360 $99,488 -12.19%-$12,128 -7.87%-$7,827 $91,661 Below Market
024X PROCUREMENT SPECIALIST I 2 $61,558 $61,558 $64,371 -4.37%-$2,813 1.06%$685 $65,056 Below Market
033X REGULATORY COMPLIANCE MNGR 1 $95,992 $95,992 $109,748 -12.53%-$13,756 -7.92%-$8,697 $101,051 Below Market
034X RISK MANAGER 1 $102,357 $102,357 $119,526 -14.36%-$17,169 -11.24%-$13,433 $106,093 Below Market
026X SAFETY COORDINATOR 3 $72,793 $72,446 $74,742 -2.61%-$1,949 -4.00%-$2,991 $71,751 Below Market
031X SAFETY PROGRAM MGR 2 $91,666 $91,666 $100,962 -9.21%-$9,296 -9.21%-$9,301 $91,661 Below Market
033X SENIOR ARCHITECT (LICENSED)2 $99,757 $99,757 $111,304 -10.37%-$11,547 -9.21%-$10,253 $101,051 Below Market
019X SENIOR HUMAN RESOURCES TECH 4 $49,457 $49,358 $52,847 -6.41%-$3,390 -2.81%-$1,485 $51,362 Below Market
026X SENIOR LABORATORY CHEMIST 1 $73,320 $73,320 $88,507 -17.16%-$15,187 -18.93%-$16,756 $71,751 Below Market
031X SOCIAL WORK DIRECTOR 1 $91,666 $91,666 $104,985 -12.69%-$13,319 -12.69%-$13,324 $91,661 Below Market
033X SOFTWARE ENGINEER III 2 $97,448 $97,448 $104,073 -6.37%-$6,625 -2.90%-$3,022 $101,051 Below Market
027X SR PURCHASING CONSULTANT 1 $73,840 $73,840 $86,051 -14.19%-$12,211 -12.45%-$10,714 $75,337 Below Market
035X SR SOFTWARE ENGINEER 2 $108,753 $108,753 $116,508 -6.66%-$7,755 -4.39%-$5,111 $111,397 Below Market
033X SYSTEMS ENGINEER III 1 $97,760 $97,760 $102,235 -4.38%-$4,475 -1.16%-$1,184 $101,051 Below Market
025X BILLING OFFICE SUPERVISOR 1 $68,994 $68,994 $70,528 -2.18%-$1,534 -3.17%-$2,233 $68,295 At Market
026X CITY PAYROLL ADMINISTRATOR 2 $63,492 $63,492 $63,530 -0.06%-$38 12.94%$8,221 $71,751 At Market
029X CUSTOMER SERVICE MGR 0 $83,117 $83,117 $81,972 1.40%$1,145 1.40%$1,146 $83,118 At Market
023X CUSTOMER SERVICE SUPERVISOR 1 $62,608 $62,608 $63,599 -1.56%-$991 -2.53%-$1,608 $61,991 At Market
031X ENGINEER IV 13 $87,213 $87,069 $87,930 -0.82%-$717 4.24%$3,731 $91,661 At Market
026X FORENSIC SCIENTIST II 4 $66,300 $66,227 $65,833 0.71%$467 8.08%$5,318 $71,151 At Market
025X HR RECRUITER 1 $65,000 $65,000 $65,284 -0.44%-$284 4.61%$3,011 $68,295 At Market
030X HRIS ANALYST 2 $89,471 $89,471 $89,310 0.18%$161 -2.28%-$2,040 $87,270 At Market
030X HUMAN RESOURCES SUPERVISOR 3 $82,146 $82,909 $82,683 -0.65%-$537 5.55%$4,587 $87,270 At Market
035X INFO TECH PROJECT MANAGER 2 $100,589 $100,589 $101,602 -1.00%-$1,013 9.64%$9,795 $111,397 At Market
019X OFFICE FACILITATOR II (OFFICE
MANAGER)30 $51,451 $51,334 $52,058 -1.17%-$607 -1.34%-$696 $51,362 At Market
023X PARALEGAL 6 $60,871 $60,746 $61,400 -0.86%-$529 0.96%$591 $61,991 At Market
028X SENIOR CLAIMS ADJUSTER 1 $77,189 $77,189 $77,760 -0.73%-$571 1.80%$1,403 $79,163 At Market
032X SOFTWARE SUPPORT ADMIN III 4 $96,294 $92,477 $90,857 5.98%$5,437 5.91%$5,368 $96,225 At Market
030X BUSINESS SYSTEMS ANALYST II 6 $85,058 $87,277 $81,991 3.74%$3,067 6.44%$5,279 $87,270 Above Market
029X CITY CONTRACTS ADMINISTRATOR 1 $78,957 $78,957 $76,422 3.32%$2,535 8.76%$6,696 $83,118 Above Market
030X COLLECTIONS MANAGER 1 $82,930 $82,930 $67,499 22.86%$15,431 29.29%$19,771 $87,270 Above Market
020X COLLECTIONS OFFICER 4 $48,173 $45,978 $40,413 19.20%$7,760 32.47%$13,123 $53,536 Above Market
029X COMPENSATION ANALYST 1 $83,117 $83,117 $79,247 4.88%$3,870 4.88%$3,871 $83,118 Above Market
030X GIS PROGRAMMER ANALYST II 4 $83,720 $83,990 $70,746 18.34%$12,974 23.36%$16,524 $87,270 Above Market
025X GRAPHIC DESIGN SPECIALIST II 0 $68,286 $68,286 $65,972 3.51%$2,314 3.52%$2,323 $68,295 Above Market
024X HOUSING & REHAB LOAN OFFICER 1 $61,818 $61,818 $59,523 3.85%$2,295 9.30%$5,533 $65,056 Above Market
029X LANDSCAPE ARCHITECT III 1 $78,957 $78,957 $74,730 5.66%$4,227 11.22%$8,388 $83,118 Above Market
026X PROFESSIONAL LAND SURVEYOR 1 $71,739 $71,739 $61,777 16.13%$9,962 16.15%$9,974 $71,751 Above Market
031X REAL PROPERTY MANAGER 1 $91,666 $91,666 $88,668 3.38%$2,998 3.38%$2,993 $91,661 Above Market
024X RISK MANAGEMENT SPECIALIST 1 $76,294 $76,294 $73,100 4.37%$3,194 -11.00%-$8,044 $65,056 Above Market
021X SOCIAL SERVICE WORKER (CSW)5 $58,082 $58,698 $56,615 2.59%$1,467 -0.79%-$449 $56,166 Above Market
029X SOCIAL WORK MANAGER 2 $84,198 $84,198 $71,820 17.24%$12,378 15.73%$11,298 $83,118 Above Market
036X SOFTWARE ENGINEER DATABASE 2 $109,023 $109,023 $106,157 2.70%$2,866 10.18%$10,804 $116,961 Above Market
024X WAREHOUSE SUPERVISOR 3 $63,412 $65,062 $61,484 3.14%$1,928 5.81%$3,572 $65,056 Above Market
NFP
13
discusses the findings, recommendations and implementation plans.
4.1: Recommendation #1: Adjust Salt Lake City’s Market (Midpoint) Utilizing
Benchmarked 50th Percentile as a Guide.
Securing the benchmarked 50th Percentile as a guide, Salt Lake City’s market and midpoint can be adjusted to
reflect the current market. The new benchmarked data suggests that many jobs are now slotted incorrectly in
the current 2021 Salt Lake City General Employee Pay Plan (GEPP). Please see chart 4A. This was
anticipated as aggressive wage inflation and market rates have increased as a rapid pace.
The below chart reflects the new pay grades, market rates or midpoints. A premium of 2% was added to each
“new market midpoint” to reflect the compensation philosophy of the City. Positions were slotted after careful
review of the job descriptions and internal scope and worth of each position relative to the grade. Employee
performance, tenure and seniority, promotions, demotions and if an employee was rehired was not factored
into the job slotting and new midpoint evaluation. Midpoint differentials between grades averaged 5.16%.
SLC
Grade
New
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐Midpoint
(50th Base)
New Midpoint
% Difference SLC
Midpoint &
Benchmarked
Midpoint
Difference in $‐SLC
Midpoint &
Benchmarked
Midpoint
Salt Lake City‐
Midpoint/Market
020X COLLECTIONS OFFICER 4 $48,173 $45,978 $40,413 32.47%$13,123 $53,536
019X 20 OFFICE FACILITATOR II (OFFICE MANAGER)30 $51,451 $51,334 $52,058 -1.34%-$696 $51,362
019X 20 SENIOR HUMAN RESOURCES TECH 4 $49,457 $49,358 $52,847 $53,502 -2.81%-$1,485 $51,362
021X 21 HOUSING LOAN ADMIN 1 $54,475 $54,475 $56,112 $57,491 0.10%$54 $56,166
021X 21 SOCIAL SERVICE WORKER (CSW)5 $58,082 $58,698 $56,615 -0.79%-$449 $56,166
024X 22 HOUSING & REHAB LOAN OFFICER 1 $61,818 $61,818 $59,523 $61,112 9.30%$5,533 $65,056
018X 22 LEGAL SECRETARY III 3 $54,579 $57,200 $60,304 -18.47%-$11,137 $49,167
023X 23 PARALEGAL 6 $60,871 $60,746 $61,400 0.96%$591 $61,991
024X 23 WAREHOUSE SUPERVISOR 3 $63,412 $65,062 $61,484 5.81%$3,572 $65,056
026X 23 PROFESSIONAL LAND SURVEYOR 1 $71,739 $71,739 $61,777 16.15%$9,974 $71,751
026X 23 CITY PAYROLL ADMINISTRATOR 2 $63,492 $63,492 $63,530 $63,947 12.94%$8,221 $71,751
023X 23 CUSTOMER SERVICE SUPERVISOR 1 $62,608 $62,608 $63,599 -2.53%-$1,608 $61,991
024X 23 PROCUREMENT SPECIALIST I 2 $61,558 $61,558 $64,371 1.06%$685 $65,056
025X 24 HR RECRUITER 1 $65,000 $65,000 $65,284 4.61%$3,011 $68,295
021X 24 ADMINISTRATIVE SECRETARY II 1 $56,160 $56,160 $65,574 -14.35%-$9,408 $56,166
026X 24 FORENSIC SCIENTIST II 4 $66,300 $66,227 $65,833 $66,979 8.08%$5,318 $71,151
025X 24 GRAPHIC DESIGN SPECIALIST II 0 $68,286 $68,286 $65,972 3.52%$2,323 $68,295
030X 25 COLLECTIONS MANAGER 1 $82,930 $82,930 $67,499 29.29%$19,771 $87,270
021X 25 LAW OFFICE MANAGER 1 $63,690 $63,690 $68,177 $69,637 -17.62%-$12,011 $56,166
025X 25 NETWORK SUPPORT ADMINISTRATOR II 7 $62,139 $61,942 $69,140 $69,637 -1.22%-$845 $68,295
025X 26 BILLING OFFICE SUPERVISOR 1 $68,994 $68,994 $70,528 -3.17%-$2,233 $68,295
030X 26 GIS PROGRAMMER ANALYST II 4 $83,720 $83,990 $70,746 23.36%$16,524 $87,270
029X 26 SOCIAL WORK MANAGER 2 $84,198 $84,198 $71,820 $72,892 15.73%$11,298 $83,118
026X 26
LICENSED CLINICAL SOCIAL WORKER
(LCSW)1 $68,182 $68,182 $72,758 -1.38%-$1,007 $71,751
024X 27 RISK MANAGEMENT SPECIALIST 1 $76,294 $76,294 $73,100 -11.00%-$8,044 $65,056
024X 27 MANAGEMENT ANALYST 3 $64,716 $65,062 $73,616 -11.63%-$8,560 $65,056
027X 27 LEARNING & DEVELOPMENT SPECIALIST 1 $70,637 $70,637 $74,162 1.58%$1,175 $75,337
029X 27 LANDSCAPE ARCHITECT III 1 $78,957 $78,957 $74,730 $75,551 11.22%$8,388 $83,118
026X 27 SAFETY COORDINATOR 3 $72,793 $72,446 $74,742 -4.00%-$2,991 $71,751
029X 28 CITY CONTRACTS ADMINISTRATOR 1 $78,957 $78,957 $76,422 8.76%$6,696 $83,118
028X 28 SENIOR CLAIMS ADJUSTER 1 $77,189 $77,189 $77,760 1.80%$1,403 $79,163
025X 28 FLEET MANAGEMENT SERVICE SUPERVISOR 6 $66,955 $67,621 $77,867 -12.29%-$9,572 $68,295
027X 28 ACCOUNTANT III 13 $74,800 $75,338 $78,324 $79,482 -3.81%-$2,987 $75,337
029X 28 COMPENSATION ANALYST 1 $83,117 $83,117 $79,247 4.88%$3,871 $83,118
NFP
14
Continued
4.2: Cost Recommendations
Cost recommendations include bringing each FTE in each job to the published survey midpoints found below.
Total cost equates to $1,061,850 or an average of $5,445 per employee.
SLC
Grade
New
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐Midpoint
(50th Base)
New Midpoint
% Difference SLC
Midpoint &
Benchmarked
Midpoint
Difference in $‐SLC
Midpoint &
Benchmarked
Midpoint
Salt Lake City‐
Midpoint/Market
029X 29 CUSTOMER SERVICE MGR 0 $83,117 $83,117 $81,972 1.40%$1,146 $83,118
030X 29 BUSINESS SYSTEMS ANALYST II 6 $85,058 $87,277 $81,991 6.44%$5,279 $87,270
030X 29 HUMAN RESOURCES SUPERVISOR 3 $82,146 $82,909 $82,683 $84,169 5.55%$4,587 $87,270
028X 29 AUDITOR III 1 $71,261 $71,261 $83,430 -5.11%-$4,267 $79,163
027X 30 SR PURCHASING CONSULTANT 1 $73,840 $73,840 $86,051 -12.45%-$10,714 $75,337
030X 30 HR BUSINESS PARTNER II 6 $85,249 $85,197 $87,424 -0.18%-$154 $87,270
031X 30 ENGINEER IV 13 $87,213 $87,069 $87,930 4.24%$3,731 $91,661
026X 30 SENIOR LABORATORY CHEMIST 1 $73,320 $73,320 $88,507 -18.93%-$16,756 $71,751
031X 30 REAL PROPERTY MANAGER 1 $91,666 $91,666 $88,668 $89,741 3.38%$2,993 $91,661
030X 30 HRIS ANALYST 2 $89,471 $89,471 $89,310 -2.28%-$2,040 $87,270
032X 31 SOFTWARE SUPPORT ADMIN III 4 $96,294 $92,477 $90,857 5.91%$5,368 $96,225
029X 31 FINANCIAL ANALYST III 6 $76,610 $74,797 $93,112 $94,407 -10.73%-$9,994 $83,118
031X 31 NETWORK ENGINEER II 1 $91,666 $91,666 $93,698 -2.17%-$2,037 $91,661
033X 32 GEO INFO SYSTEMS (GIS) MGR 3 $90,771 $92,685 $96,658 4.54%$4,393 $101,051
025X 32 FACILITY MAINTENANCE SUPERVISOR 5 $68,411 $68,286 $97,311 $98,924 -29.82%-$29,016 $68,295
031X 33 PAYROLL AND ACCOUNTING MANAGER 1 $87,360 $87,360 $99,488 -7.87%-$7,827 $91,661
031X 33 SAFETY PROGRAM MGR 2 $91,666 $91,666 $100,962 -9.21%-$9,301 $91,661
035X 33 INFO TECH PROJECT MANAGER 2 $100,589 $100,589 $101,602 $103,408 9.64%$9,795 $111,397
033X 33 SYSTEMS ENGINEER III 1 $97,760 $97,760 $102,235 -1.16%-$1,184 $101,051
029X 33 LABORATORY PROGRAM MANAGER 1 $83,949 $83,949 $102,615 $103,408 -19.00%-$19,497 $83,118
033X 24 SOFTWARE ENGINEER III 2 $97,448 $97,448 $104,073 -2.90%-$3,022 $101,051
031X 34 SOCIAL WORK DIRECTOR 1 $91,666 $91,666 $104,985 $107,173 -12.69%-$13,324 $91,661
036X 34 SOFTWARE ENGINEER DATABASE 2 $109,023 $109,023 $106,157 10.18%$10,804 $116,961
033X 35 REGULATORY COMPLIANCE MNGR 1 $95,992 $95,992 $109,748 -7.92%-$8,697 $101,051
033X 35 NETWORK SYSTEMS ENGINEER III 3 $101,525 $101,483 $111,065 -9.02%-$10,014 $101,051
033X 35 SENIOR ARCHITECT (LICENSED)2 $99,757 $99,757 $111,304 $113,347 -9.21%-$10,253 $101,051
033X 35 CYBERSECURITY ENGINEER II 2 $98,488 $98,488 $112,382 -10.08%-$11,331 $101,051
035X 36 FINANCIAL MGR III 2 $111,405 $111,405 $115,424 -3.49%-$4,027 $111,397
035X 36 SR SOFTWARE ENGINEER 2 $108,753 $108,753 $116,508 $119,496 -4.39%-$5,111 $111,397
034X 36 RISK MANAGER 1 $102,357 $102,357 $119,526 -11.24%-$13,433 $106,093
*Additional review needed.
SLC
Grade
New
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐
Midpoint (50th
Base)
New Midpoint
Estimated Cost to
Market Midpoint of
Published Survey
Data
020X COLLECTIONS OFFICER 4 $48,173 $45,978 $40,413
019X 20 OFFICE FACILITATOR II (OFFICE MANAGER)30 $51,451 $51,334 $52,058 $65,015
019X 20 SENIOR HUMAN RESOURCES TECH 4 $49,457 $49,358 $52,847 $53,502 $16,573
021X 21 HOUSING LOAN ADMIN 1 $54,475 $54,475 $56,112 $57,491 $3,016
021X 21 SOCIAL SERVICE WORKER (CSW)5 $58,082 $58,698 $56,615 N/A
NFP
15
SLC
Grade
New
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐
Midpoint (50th
Base)
New Midpoint
Estimated Cost to
Market Midpoint of
Published Survey
Data
021X 21 HOUSING LOAN ADMIN 1 $54,475 $54,475 $56,112 $57,491 $3,016
021X 21 SOCIAL SERVICE WORKER (CSW)5 $58,082 $58,698 $56,615 N/A
024X 22 HOUSING & REHAB LOAN OFFICER 1 $61,818 $61,818 $59,523 $61,112 N/A
018X 22 LEGAL SECRETARY III 3 $54,579 $57,200 $60,304 $11,735
023X 23 PARALEGAL 6 $60,871 $60,746 $61,400 $19,206
024X 23 WAREHOUSE SUPERVISOR 3 $63,412 $65,062 $61,484 N/A
026X 23 PROFESSIONAL LAND SURVEYOR 1 $71,739 $71,739 $61,777 N/A
026X 23 CITY PAYROLL ADMINISTRATOR 2 $63,492 $63,492 $63,530 $63,947 $911
023X 23 CUSTOMER SERVICE SUPERVISOR 1 $62,608 $62,608 $63,599 $1,339
024X 23 PROCUREMENT SPECIALIST I 2 $61,558 $61,558 $64,371 $4,780
025X 24 HR RECRUITER 1 $65,000 $65,000 $65,284 $1,979
021X 24 ADMINISTRATIVE SECRETARY II 1 $56,160 $56,160 $65,574 $10,819
026X 24 FORENSIC SCIENTIST II 4 $66,300 $66,227 $65,833 $66,979 $3,007
025X 24 GRAPHIC DESIGN SPECIALIST II 0 $68,286 $68,286 $65,972 N/A
030X 25 COLLECTIONS MANAGER 1 $82,930 $82,930 $67,499 N/A
021X 25 LAW OFFICE MANAGER 1 $63,690 $63,690 $68,177 $69,637 $5,948
025X 25 NETWORK SUPPORT ADMINISTRATOR II 7 $62,139 $61,942 $69,140 $69,637 $53,865
025X 26 BILLING OFFICE SUPERVISOR 1 $68,994 $68,994 $70,528 $3,899
030X 26 GIS PROGRAMMER ANALYST II 4 $83,720 $83,990 $70,746 N/A
029X 26 SOCIAL WORK MANAGER 2 $84,198 $84,198 $71,820 $72,892 N/A
026X 26
LICENSED CLINICAL SOCIAL WORKER
(LCSW)1 $68,182 $68,182 $72,758 $4,710
024X 27 RISK MANAGEMENT SPECIALIST 1 $76,294 $76,294 $73,100 N/A
024X 27 MANAGEMENT ANALYST 3 $64,716 $65,062 $73,616 $31,467
027X 27 LEARNING & DEVELOPMENT SPECIALIST 1 $70,637 $70,637 $74,162 $4,915
029X 27 LANDSCAPE ARCHITECT III 1 $78,957 $78,957 $74,730 $75,551 N/A
026X 27 SAFETY COORDINATOR 3 $72,793 $72,446 $74,742 $9,315
029X 28 CITY CONTRACTS ADMINISTRATOR 1 $78,957 $78,957 $76,422 $526
028X 28 SENIOR CLAIMS ADJUSTER 1 $77,189 $77,189 $77,760 $2,294
025X 28 FLEET MANAGEMENT SERVICE SUPERVISOR 6 $66,955 $67,621 $77,867 $71,170
027X 28 ACCOUNTANT III 13 $74,800 $75,338 $78,324 $79,482 $53,883
029X 28 COMPENSATION ANALYST 1 $83,117 $83,117 $79,247 N/A
029X 29 CUSTOMER SERVICE MGR 0 $83,117 $83,117 $81,972 N/A
030X 29 BUSINESS SYSTEMS ANALYST II 6 $85,058 $87,277 $81,991 N/A
030X 29 HUMAN RESOURCES SUPERVISOR 3 $82,146 $82,909 $82,683 $84,169 $3,782
028X 29 AUDITOR III 1 $71,261 $71,261 $83,430 $12,909
027X 30 SR PURCHASING CONSULTANT 1 $73,840 $73,840 $86,051 $15,901
030X 30 HR BUSINESS PARTNER II 6 $85,249 $85,197 $87,424 $27,267
031X 30 ENGINEER IV 13 $87,213 $87,069 $87,930 $34,743
026X 30 SENIOR LABORATORY CHEMIST 1 $73,320 $73,320 $88,507 $16,421
031X 30 REAL PROPERTY MANAGER 1 $91,666 $91,666 $88,668 $89,741 N/A
030X 30 HRIS ANALYST 2 $89,471 $89,471 $89,310 $540
NFP
16
4.3: Compensation and Classification System Administration
The City’s compensation and classification system will need periodic maintenance to ensure competitiveness
and desired market job. The recommendations provided to improve the competiveness of the classification and
compensation structure were developed based on conditions at the time the data were collected. Without
proper upkeep, the potential for recruitment and retention issues may increase as the compensation and
classification system becomes dated and less competitive.
RECOMMENDATION 1: Conduct compa-ratio and salary range penetration analysis.
A common use for a compa-ratio is determining where an employee should fall on a standard pay range.
Similar to Salt Lake City, organizations assign jobs to a pay grade that has a pre-defined minimum, maximum
and midpoint. A commonly accepted range for compa-ratios is 80% to 120%, which in turn can be divided into
five zones:
1. 80-87%
2. 88-95%
3. 96-103%
4. 104-111%
5. 112-120%
Each one of these zones is associated with a pre-defined level of performance, with 100% representing fully
competent performance in the job.
The five compa-ratio zones range from the lowest level for new, inexperienced incumbents, or unsatisfactorily
SLC
Grade
New
Grade Job Title # of incumbents SLC Average pay SLC Median Pay
Benchmarking
Comparison‐
Midpoint (50th
Base)
New Midpoint
Estimated Cost to
Market Midpoint of
Published Survey
Data
032X 31 SOFTWARE SUPPORT ADMIN III 4 $96,294 $92,477 $90,857 $7,720
029X 31 FINANCIAL ANALYST III 6 $76,610 $74,797 $93,112 $94,407 $117,660
031X 31 NETWORK ENGINEER II 1 $91,666 $91,666 $93,698 $2,741
033X 32 GEO INFO SYSTEMS (GIS) MGR 3 $90,771 $92,685 $96,658 $18,718
025X 32 FACILITY MAINTENANCE SUPERVISOR 5 $68,411 $68,286 $97,311 $98,924 $153,189
031X 33 PAYROLL AND ACCOUNTING MANAGER 1 $87,360 $87,360 $99,488 $16,048
031X 33 SAFETY PROGRAM MGR 2 $91,666 $91,666 $100,962 $23,485
035X 33 INFO TECH PROJECT MANAGER 2 $100,589 $100,589 $101,602 $103,408 $5,638
033X 33 SYSTEMS ENGINEER III 1 $97,760 $97,760 $102,235 $5,648
029X 33 LABORATORY PROGRAM MANAGER 1 $83,949 $83,949 $102,615 $103,408 $19,459
033X 24 SOFTWARE ENGINEER III 2 $97,448 $97,448 $104,073 $19,450
031X 34 SOCIAL WORK DIRECTOR 1 $91,666 $91,666 $104,985 $107,173 $15,508
036X 34 SOFTWARE ENGINEER DATABASE 2 $109,023 $109,023 $106,157 N/A
033X 35 REGULATORY COMPLIANCE MNGR 1 $95,992 $95,992 $109,748 $17,355
033X 35 NETWORK SYSTEMS ENGINEER III 3 $101,525 $101,483 $111,065 $35,592
033X 35 SENIOR ARCHITECT (LICENSED)2 $99,757 $99,757 $111,304 $113,347 $27,181
033X 35 CYBERSECURITY ENGINEER II 2 $98,488 $98,488 $112,382 $29,718
035X 36 FINANCIAL MGR III 2 $111,405 $111,405 $115,424 $16,182
035X 36 SR SOFTWARE ENGINEER 2 $108,753 $108,753 $116,508 $119,496 $21,486
034X 36 RISK MANAGER 1 $102,357 $102,357 $119,526 $17,139
195 Grand Total: $1,061,850
A vg. Cost Per EE: $5,445
NFP
17
performing incumbents, through to the highest level reserved for those universally recognized as outstanding
performers.
A broad definition of each zone is
80-87% – new, inexperienced, or unsatisfactorily-performing incumbents.
88-95% – those gaining experience but not yet fully competent in the job.
96-103% – fully competent performers performing the job as defined.
104-111% – those consistently performing the job at a lever higher than what the job definition requires.
112-120% – those universally recognized as outstanding performers, both inside and outside the
organization.
Most of the time an employee’s progression through the pay range may be directly related to his or her
performance. Comp-ratios can be an additional and valuable tool to gauge if a salary range is competitive.
Low compa-ratios compared to the market might help identify inadequate pay as a contributing factor to high
turnover, or to pinpoint jobs in which your institution is paying much higher salaries than are necessary.
Salary range penetration tells you where a person’s salary specifically falls within a pay range.
RECOMMENDATION 2: Conduct small-scale salary surveys as needed to assess the market
competitiveness of hard-to-fill classifications and/or classifications with retention issues and make
adjustments to pay grade assignments if necessary.
While it is unlikely that the pay plan as a whole will need to be adjusted for several years, a small number of
classifications’ pay grades may need to be reassigned more frequently. If one or more classifications are
exhibiting high turnover or the City is having difficulty with recruitment, the City should collect salary range data
from peer organizations to determine whether an adjustment is needed for the pay grade of the
classification(s). If increasing a classification’s pay grade based on market data does not help with the
recruitment and/or retention issues, it may be necessary for the City to offer incentives to attract employees to
the job and/or to encourage employees to remain in the job.
RECOMMENDATION 3: Conduct a comprehensive classification and compensation study every three
to five years.
Small-scale salary surveys can improve the market job of specific classifications, but it is recommended that a
full classification and compensation study be conducted every three to five years to preserve both internal and
external equity for the City. Changes to classification and compensation do occur, and while the increments of
change may seem minor, they can compound over time. A failure to react to these changes quickly has the
potential to place the City in a less than desirable job for recruiting and retaining quality employees.
A compensation study is only as successful, and as applicable, as the accuracy of the data it generates. A
customized, current total compensation survey that is tailored to the jobs and needs of the City may be
necessary to add to the compensation benchmarking report may be necessary. As the job market continues to
be aggressive with rampant wage inflation in many jobs in the Wasatch region, the market had been very
volatile and moves very quickly. A customized survey can capture what public and some private industries are
compensating their employees.
While the previous two recommendations are intended to maintain the competitiveness of classifications over
time and of the classification and compensation structure as a whole, it is also necessary to review and
establish guidelines for determining equitable pay practices for employees.
NFP
18
SUMMARY
The recommendations in this chapter establish a total compensation system that would place the City at its
desired market job. By increasing the City market and the entire pay plan and supportive administration
practices, the City will have a responsive compensation and classification structure for years to come. While
the upkeep of these recommended systems will require work, the City will find that having a competitive
compensation and classification system that encourages strong recruitment and employee retention, and is
well worth this commitment.
Addenda- Salt Lake City Compensation Sheets
Each Salt Lake City job benchmarked has a compensation sheet that summarizes the job’s market value to the
benchmarking wage surveys that NFP utilized. Every compensation sheet has a summary of the weighted
average and average total cash compensation of the 25th, 50th 75th base. We focus on the 50th Percentile and
compare Salt Lake City’s medians of each job and the employees within the job. Above, Below and At Market
are defined below:
If Salt Lake City’s pay is at 98% or lower of the market rate, the job is below the market.
If Salt Lake City’s pay is 102% or higher than the market rate the job is above the market.
If Salt Lake City’s pay is 2%+/- of the market rate the job is within the market.
All of the jobs benchmarked received enough data to provide sufficient results to draw conclusions.
Reading the Compensation Sheet
Weighted
averages
of all
surveys
SLC Position Information (title, #
of positions, base pay, and total
cash compensation)
SLC Position Job
Description
Job
description
from the
database Demographic
data points
that were
studied
TCC = Total
Cash
Compensation
If SLC’s pay is at 95% or lower of the market rate or midpoint of the benchmarking data that
position is below the market.
If SLC’s pay is at 110% or higher of the market rate or midpoint of the benchmarking data that
position is above the market.
If SLC’s pay is close to the market rate or midpoint of the benchmarking data within one standard
deviation, the position is within the market
Each survey utilized in the compensation
analysis cuts of data in which the overall
compensation for the position is
calculated. Then, another weighted
average is reflected between the two
surveys for the final market data.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$58,133 $64,811 $71,674 $59,866 $66,906 $74,184
Salt Lake City, $350M Budget, Gov't Support Services 25%$60,462 $67,403 $74,478 $62,264 $69,582 $77,086
Wasatch Front, $367M Revenue, All Industries 25%$65,580 $74,724 $84,105 $67,909 $75,215 $85,017
Salt Lake City, $367M Revenue, All Industries 25%$68,199 $77,605 $87,173 $70,621 $80,538 $90,687
Overall 100%$63,094 $71,136 $79,358 $65,165 $73,060 $81,744
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$71,700 $79,200 $87,700 $73,200 $81,600 $91,200
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$74,900 $82,700 $91,600 $76,500 $85,300 $95,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$69,700 $76,900 $85,200 $71,200 $79,300 $88,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$72,800 $80,400 $89,000 $74,300 $82,800 $92,500
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$71,400 $78,800 $87,300 $72,900 $81,200 $90,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$74,600 $82,400 $91,200 $76,200 $84,900 $94,900
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$69,400 $76,600 $84,800 $70,800 $78,900 $88,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$72,500 $80,000 $88,600 $74,000 $82,500 $92,200
Overall 100%$72,125 $79,625 $88,175 $73,638 $82,063 $91,713
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$76,498 $83,833 $92,251 $77,445 $85,510 $95,578
Salt Lake Metro 25.0%$76,851 $84,220 $92,677 $77,802 $85,905 $96,018
FTEs: 1,000 to fewer than 3,500 25.0%$75,938 $82,592 $91,543 $77,926 $86,271 $94,874
Net Revenue: 100M to less than 500M USD 25.0%$77,110 $86,148 $94,424 $77,879 $87,000 $94,791
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$76,599 $84,198 $92,724 $77,763 $86,172 $95,315
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$71,094 $78,336 $85,068 $72,522 $78,540 $85,068
Utah | All 50.0%$71,094 $78,336 $85,068 $72,522 $78,540 $85,068
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$71,094 $78,336 $85,068 $72,522 $78,540 $85,068
Survey Information
CompData
Accountant II (Senior)
Prepares consolidated financial statements including balance sheets, profit, loss and subsidiary statements. Reviews and analyzes general ledger account balances. Verifies accuracy
and makes recommendations for corrections. Prepares monthly reconciliations and balance sheets. May provide guidance to lower level employees. Bachelor's degree, thorough
knowledge of accounting principles, and two years experience in general accounting.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Summarize and prepare financial records and statements for external reporting. Utilize accounting principles to ensure compliance with regulatory reporting requirements. Maintain
records of assets, liabilities, profit and loss, tax liability, or other financial activities within an organization. Seasoned professional in the job family. This is the level of full competence
that all professionals are expected to achieve in the function. Manages program and project implementation and makes significant contributions to department goals and planning
efforts. Typically requires: Bachelor's degree, 5‐7 years of related professional experience.
Accountant ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Accountant III ‐ 001665
13
$74,800
$75,338
Maintains financial records and ensures that financial transactions are properly recorded. Ensures the accuracy of entries to ledger accounts and reconciles subsidiary ledger accounts
to the general ledger. Prepares complex balance sheets, profit and loss statements and other financial reports. Analyzes current costs, revenues, financial commitments, and
obligations incurred to predict future revenues and expenses. May supervise and guide lower‐level accountants. Requires a bachelor's degree. May require CPA certification. Typically
reports to a supervisor or manager. Contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. Typically requires 4 to 7 years
of related experience.
Incumbent performs general to highly complex professional accountant work assignments, including specialized or general analysis in one or more accounting functions, including:
Accounts Receivable, Accounts Payable, Payroll, Cost Accounting, Asset Management, Capital Expenditures or General Accounting. Reviews and analyzes journal vouchers, accounting
classifications and other accounting/financial statements, records and reports. Prepares balance sheets, making adjustments and closing entries; prepares financial reports, statements,
inventory, receipts and disbursements; computes and distributes labor, material and overhead costs; reviews, audits and maintains journal entries and accounting ledgers; reconciles
and analyzes cost account ledgers.
ACCOUNTANT III ‐ Performs accounting duties of a complex nature requiring advanced knowledge and competency in accounting principles and practices. Works with broad discretion
as to work details on assignments of a varied, diverse and difficult nature. Requires four to eight years of related work experience. Incumbent exercises discretion and independent
judgment to perform said duties.
$70,728
$78,324
$86,331
$72,272
$79,959
$88,460
Accountant III
Survey Information
CompAnalyst Market Database
Accountant
Readies and maintains financial and business transactions, applying accounting principles, that include work that is analytical, evaluative, and advisory in nature and that requires an
understanding of both accounting theory and practice. Utilizes knowledge of the fundamental doctrines, theories, principles, and terminology of accountancy, and often entails some
understanding of such related fields as business law, statistics, and general management. Analyzes the effects of transactions upon account relationships. Evaluates alternative means
of treating transactions. Plans the manner in which account structures should be developed or modified. Ensures the adequacy of the accounting system as the basis for reporting to
management. Considers the need for new or changed controls. Projects accounting data to show the effects of proposed plans on capital investments, income, cash position, and
overall financial condition. Interprets the meaning of accounting records, reports, and statements.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$50,251 $54,462 $58,504 $51,001 $55,287 $59,406
Salt Lake City, $350M Budget, City Gov't 25%$52,409 $56,840 $61,090 $53,192 $57,701 $62,033
Wasatch Front, $367M Revenue, All Industries 25%$54,070 $59,741 $65,212 $55,074 $60,846 $66,423
Salt Lake City, $367M Revenue, All Industries 25%$56,428 $62,390 $68,124 $57,476 $63,544 $69,389
Overall 100%$53,290 $58,358 $63,233 $54,186 $59,345 $64,313
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$56,000 $63,200 $71,800 $57,400 $65,200 $74,900
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$56,800 $64,200 $72,900 $58,300 $66,200 $76,100
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$51,600 $58,200 $66,200 $52,900 $60,100 $69,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$52,400 $59,100 $67,200 $53,800 $61,000 $70,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$55,700 $62,900 $71,500 $57,200 $64,900 $74,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$56,600 $63,900 $72,600 $58,100 $65,900 $75,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$51,400 $58,000 $65,900 $52,700 $59,800 $68,800
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$52,200 $58,900 $66,900 $53,500 $60,800 $69,900
Overall 100%$54,088 $61,050 $69,375 $55,488 $62,988 $72,425
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$60,982 $70,905 $81,796 $61,735 $72,419 $84,038
Salt Lake Metro 50.0%$64,178 $74,621 $86,083 $64,970 $76,214 $88,442
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$62,580 $72,763 $83,940 $63,353 $74,317 $86,240
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$60,690 $68,136 $71,910 $64,872 $69,666 $72,318
Utah | All 25.0%$60,690 $68,136 $71,910 $64,872 $69,666 $72,318
SLC/Northern UT Area | Not‐for‐Profit 25.0%$60,180 $72,114 $72,420 $60,180 $72,114 $72,420
Utah | Not‐for‐Profit 25.0%$60,180 $72,114 $72,420 $60,180 $72,114 $72,420
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$60,435 $70,125 $72,165 $62,526 $70,890 $72,369
Survey Information
CompData
Executive Assistant
Assists executive in staff capacity by handling a wide variety of situations involving administrative functions of the office. Manages executive's calendar, meetings, travel,
correspondence, and budget. Develops and prepares presentations and reports. Advises others of the executive's views on policies or issues, using judgment and discretion. Bachelor's
degree preferred and five years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Supervise clerical staff. Coordinates space and office organization, and special projects. Conduct research, prepare correspondence, expense and statistical reporting. Schedule travel,
appointments and meetings. Screen phone calls, emails, mail and visitors; route and resolve information requests. Fully competent at performing support tasks and responsibilities in
functional area. May provide direction to lower level support employees. Receives general supervision. Typically requires: High School diploma or GED, at least 2 years of related
experience, knowledge of company and department procedures, tact in communications, proficiency with related systems.
Executive Assistant ‐ Skilled Administrative
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Administrative Secretary II ‐ 002424
1
$56,160
$56,160
Provides administrative support to an individual, team, department or group in an organization. Collects, reviews and analyzes data and prepares reports, charts, budgets, and other
presentation materials utilizing word processing, spreadsheet, or specialized software. Prepares and distributes reports or other communications on a regular schedule. Maintains files,
databases, and archives of relevant records. Screens calls and responds to or routes routine inquiries from external or internal sources with appropriate correspondence or other
messaging. Schedules and coordinates meetings, travel, and other group activities. May manage expense reporting, invoicing, office supply inventory, or other routine processes.
Requires a high school diploma. Typically reports to a supervisor or manager. Independently performs a wide range of complex duties under general guidance from supervisors. Has
gained full proficiency in a broad range of activities related to the job. Typically requires 5‐7 years of related experience.
Under the general administrative direction of the department director and his/her executive staff acts as confidential and private secretary, performing a variety of complex clerical and
interactions with the public. Graduation from high school or the equivalent and six years paid progressively more responsible office experience performing similar duties to those
required in this position. Experience should include office management, public or community relations and executive secretary duties. Up to four years of post‐secondary academic
training may be substituted for required experience on a year‐for‐year basis.
$57,598
$65,574
$72,178
$58,888
$66,885
$73,837
Administrative Assistant IV
Survey Information
CompAnalyst Market Database
Administrative Secretary
Keeps official corporation records and initiates administrative policies determined by or in conjunction with other officials. Prepares memorandums outlining and explaining
administrative procedures and policies to supervisory workers. Schedules conferences, appointments, meetings, and travel arrangements for senior staff. Leads preparation of records,
such as notices, minutes, and resolutions for stockholders' and directors' meetings.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$62,589 $68,260 $73,887 $64,622 $70,502 $76,349
Salt Lake City, $350M Budget, Gov't Support Services 25%$65,099 $70,966 $76,747 $67,214 $73,297 $79,305
Wasatch Front, $367M Revenue, All Industries 25%$71,677 $79,445 $87,114 $74,416 $82,472 $90,443
Salt Lake City, $367M Revenue, All Industries 25%$74,481 $82,428 $90,231 $77,327 $85,568 $93,679
Overall 100%$68,462 $75,275 $81,995 $70,895 $77,960 $84,944
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$75,400 $84,000 $91,800 $78,100 $87,600 $96,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$80,900 $90,200 $98,500 $83,800 $94,000 $103,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$68,300 $76,200 $83,200 $70,800 $79,400 $87,800
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$73,400 $81,700 $89,300 $76,000 $85,200 $94,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$75,200 $83,700 $91,500 $77,800 $87,300 $96,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$80,700 $89,900 $98,200 $83,600 $93,700 $103,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$68,100 $75,900 $83,000 $70,600 $79,200 $87,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$73,100 $81,500 $89,000 $75,700 $85,000 $93,900
Overall 100%$74,388 $82,888 $90,563 $77,050 $86,425 $95,525
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$86,035 $91,917 $99,552 $86,035 $93,267 $101,982
Salt Lake Metro 50.0%$86,432 $92,341 $100,012 $86,432 $93,698 $102,452
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$86,234 $92,129 $99,782 $86,234 $93,483 $102,217
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Acts as a liaison for audits with internal departments as well as outside auditors. Evaluate and document existing or proposed procedures and controls. Provide management with
recommendations for policy, procedure and practice improvements. Conduct operational, compliance, financial and SOX audits within an organization. JOB FAMILY: Audit; LEVEL: P3:
Senior/Career Level Professional; CAREER LEVEL DEFINITION: Seasoned professional in the job family. This is the level of full competence that all professionals are expected to achieve
in the function. Manages program and project implementation and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7
years of related professional experience.
Internal Auditor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Auditor III ‐ 001684
1
$71,261
$71,261
Audits complex accounting and financial data of various departments within an organization to ensure accuracy and compliance with government guidelines and laws. Identifies and
analyzes improper accounting or documentation within the organization. Researches identified issues thoroughly and makes recommendations to improve policies or procedures
accordingly. Works with outside auditors to help reconcile discrepancies or support the external auditing function. Requires a bachelor's degree of accounting. Typically reports to a
manager or head of unit/department. Contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. Typically requires 4 to 7 years
of related experience.
Incumbent performs professional Internal Auditor assignments, including performing detailed financial and accounting auditing to determine the reliability and effectiveness of
financial and control systems. Conducts audits of contracts, grants and/or operations; reviews organization structure, controls, policies and procedures; determines the nature and
extent of auditing required; adjusts or extends audit programs where necessary; analyzes functions and provides appraisals of internal control structure of functions or systems.
Investigates irregularities and recommended corrective measures. Prepares and reviews audit documentation to ensure adherence to standards, uniformity of procedures and
adequacy of audit. At the highest level, examines records, documents, methods, policies, costs and other factors. Coordinates the preparation of reports summarizing audit results.
Makes recommendations and reviews audit findings with managers. Provides work leadership to lower level auditing staff on complex audits. May review the progress and work of
subordinates (or support staff) for adequacy, method, and procedures. May act as Audit Leader for an audit team assigned to specific functional or operational areas. Plans methods to
be followed in the conduct of audits, recommends activities to be examined, the extent of examination and establishes completion schedules. AUDITOR III ‐ Performs financial and
accounting auditing duties of a complex nature requiring advanced knowledge and experience in auditing principles and practices. Works with broad discretion as to work details on
assignments of a varied and difficult nature. Requires 5‐8 years of related work experience. Certified Internal Auditor (CIA) or Certified Public Accountant (CPA) certification may be
required at this level.
$76,361
$83,430
$90,780
$78,059
$85,956
$94,229
Auditor Internal Controls III
Survey Information
CompAnalyst Market Database
Internal Auditor
Analyzes and evaluates the effectiveness of controls, accuracy of financial records, and efficiency of operations for management in an organization. Studies accounting and statistical
records of departments, and interviews individuals to ensure recording of transactions and compliance with applicable laws and regulations. Determines the efficiency and protective
value of accounting systems.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$59,895 $65,038 $70,085 $62,109 $67,468 $72,739
Salt Lake City, $350M Budget, Gov't Support Services 25%$63,111 $68,497 $73,724 $65,444 $71,055 $76,515
Wasatch Front, $367M Revenue, All Industries 25%$68,657 $75,825 $82,808 $71,645 $79,115 $86,412
Salt Lake City, $367M Revenue, All Industries 25%$72,250 $79,613 $86,724 $75,395 $83,068 $90,499
Overall 100%$65,978 $72,243 $78,335 $68,648 $75,177 $81,541
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$60,600 $69,200 $78,400 $61,700 $71,600 $80,700
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$62,100 $71,100 $80,400 $63,300 $73,500 $82,800
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$54,100 $61,800 $70,000 $55,000 $64,000 $72,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$55,500 $63,400 $71,800 $56,500 $65,600 $73,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$60,300 $69,000 $78,000 $61,400 $71,300 $80,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$61,900 $70,800 $80,100 $63,000 $73,200 $82,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$53,800 $61,600 $69,700 $54,800 $63,700 $71,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$55,200 $63,200 $71,500 $56,200 $65,300 $73,600
Overall 100%$57,938 $66,263 $74,988 $58,988 $68,525 $77,175
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$61,096 $69,213 $79,746 $61,096 $69,743 $80,325
Salt Lake Metro 34.0%$64,299 $72,840 $83,924 $64,299 $73,398 $84,535
FTEs: 1,000 to fewer than 3,500 33.0%$74,520 $77,185 $80,196 $74,520 $77,185 $80,196
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$66,615 $73,077 $81,315 $66,615 $73,442 $81,714
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Billing and Payables Supervisor
$80,143
Survey Information
CompAnalyst Market Database
Billing Manager
Manages the billing team to ensure that clients are invoiced promptly for services provided and to resolve customer issues leading to timely collection of receivables. Collaborates with
the Accounts Receivable and Billing team to coordinate and execute billing of clients. Researches and resolves inquiries involving billing discrepancies, account status, adjustments, etc.
Oversees the billing process, including timeliness of billing, collections, and systems management.
Economic Research Institute
$63,510
$70,528
$78,213
$64,750
$72,381
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Supervise the day‐to‐day billing operations activities, and assist in hiring, training, and reviewing performance of staff. Review, evaluate, and resolve billing process issues and revenue
collections. Maintain preparation of statements and bills, resolve discrepancies in accounting records. Ensure compliance with company policies and procedures, as well as state and
federal regulations. Billing; Supervises and monitors the day‐to‐day activities of a group of (typically non‐ exempt) staff. Organizes work and provides direct supervision to subordinates.
Typically requires: Bachelor's degree, 3+ years of related professional experience.
Billing Management ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Billing Office Supervisor ‐ 001937
1
$68,994
$68,994
Responsible for activities and operations in the accounts payable function for the organization. Analyzes invoices and expense reports for accuracy and eligibility for payment. Ensures
timely payments of vendor invoices and expense vouchers and maintains accurate financial records and control reports. Prepares accounts payable register and related reports in a
timely manner. May require a bachelor's degree. Typically reports to a manager. Supervises a small group of para‐professional staff in an organization characterized by highly
transactional or repetitive processes. Contributes to the development of processes and procedures. Thorough knowledge of functional area under supervision. Typically requires 3
years experience in the related area as an individual contributor.
Under the general guidance of the Public Utilities Finance Administrator, this position manages the Public Utilities billing system. Responsible for development and implementation of
system upgrades, new developments, and modifications to the system. Manages all related accounts receivable documents, agreements, records, resolving problems, and acts as
liaison for industrial customers billing issues. Educates employees across the City on the proper use and access to the billing Information. Supervises the staff in the Billing Office. Two
year degree in Accounting, Business, or related area, & 5 years experience, including 1 year supervising a similar function in public or private sector.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$75,390 $82,476 $89,528 $77,902 $85,251 $92,577
Salt Lake City, $350M Budget, Gov't Support Services 25%$80,814 $88,417 $95,952 $83,507 $91,391 $99,220
Wasatch Front, $367M Revenue, All Industries 25%$88,708 $98,275 $107,639 $92,105 $102,029 $111,761
Salt Lake City, $367M Revenue, All Industries 25%$95,077 $105,253 $115,143 $98,718 $109,273 $119,552
Overall 100%$84,997 $93,605 $102,066 $88,058 $96,986 $105,778
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$71,300 $79,500 $88,600 $73,200 $82,100 $92,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,900 $76,800 $85,700 $70,700 $79,400 $89,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$63,100 $70,400 $78,500 $64,800 $72,700 $81,500
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$61,100 $68,100 $75,900 $62,700 $70,300 $78,800
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$71,000 $79,100 $88,200 $72,900 $81,800 $91,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,600 $76,500 $85,300 $70,400 $79,100 $88,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$62,900 $70,100 $78,200 $64,500 $72,400 $81,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$60,800 $67,800 $75,600 $62,400 $70,000 $78,500
Overall 100%$65,963 $73,538 $82,000 $67,700 $75,975 $85,150
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$68,578 $76,633 $84,972 $70,222 $78,565 $88,208
Salt Lake Metro 25.0%$70,098 $78,333 $86,856 $71,779 $80,307 $90,164
FTEs: 1,000 to fewer than 3,500 25.0%$72,293 $79,771 $88,805 $75,764 $83,153 $93,158
Net Revenue: 100M to less than 500M USD 25.0%$68,003 $79,291 $91,010 $68,003 $80,162 $91,010
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$69,743 $78,507 $87,911 $71,442 $80,547 $90,635
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$75,888 $82,314 $88,944 $75,888 $82,314 $88,944
Utah | All 50.0%$75,888 $82,314 $88,944 $75,888 $82,314 $88,944
SLC/Northern UT Area | Not‐for‐Profit 0.0%
Utah | Not‐for‐Profit 0.0%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%
Utah | FTEs: 1,000 to fewer than 5,000 0.0%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%
Overall 100%$75,888 $82,314 $88,944 $75,888 $82,314 $88,944
Survey Information
CompData
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Analyze business processes and write system process specific cations to be used. Work with clients to determine their business needs to transform them into information technology
system requirements. Determine solutions to business software/hardware system problems. Business Analysis; Fully applies basic principles, theories, and concepts to job assignments.
Exhibits technical and operational pro efficiency solving problems of moderate complexity. Contributes to completion of projects and programs in area of expertise. May interface with
internal and/or external customers and provide guidance to non‐exempts. Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Business Systems Analyst ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Business Systems Analyst II ‐ 002338
6
$85,058
$87,277
Reviews, analyzes, and evaluates user needs to create systems solutions that support overall business strategies. Documents system requirements, defines scope and objectives, and
creates system specifications that drive system development and implementation. Incumbents function as a liaison between IT and users and have both business and technical
expertise. Typically requires a bachelor's degree or its equivalent. Typically reports to a manager. Gains exposure to some of the complex tasks within the job function. Occasionally
directed in several aspects of the work. Typically requires 2 to 4 years of related experience.
The Business Systems Analyst works with the assigned department/division director and the Business Systems Analyst Team Lead to manage and support the work groups operational
needs. Incumbent works directly with the operations teams providing system administration, technical support, business analysis, and reporting. Provides analysis in technology,
management issues, communications, equipment evaluation and procurement, and other areas as required. Serves as project manager and liaison between IMS Division staff, project
vendors, and personnel in the city departments. Supports the assigned work groups by analyzing business system needs, mobile communications and applications, and participates in
department procedures and policy implementations. Serves in a “Train the Trainer” role supporting learning and consistent business uses of service applications. Provides website
content management. Graduation from an accredited four‐year college or university with a degree in computer science, public administration or other closely related field or related
field plus work experience, as stipulated for each level noted above. Education and work experience may be substituted one for the other on a year‐for‐year basis.
$75,754
$81,991
$90,230
$75,772
$83,955
$92,627
Business Systems Analyst II
Survey Information
CompAnalyst Market Database
Business Systems Analyst
Analyzes business processes, functions, and procedures to determine the most effective business systems software to meet the needs of the organization. Establishes systems
specifications and objectives, based on business requirements and cost effectiveness, and provides recommendations to management personnel. Collaborates with others in systems
development and design, including software programming and table, report, and panel design. Develops test plans and coordinates and performs software testing.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$60,746 $66,643 $72,673 $62,569 $68,668 $74,916
Salt Lake City, $350M Budget, Gov't Support Services 25%$63,205 $69,383 $75,677 $65,102 $71,490 $78,012
Wasatch Front, $367M Revenue, All Industries 25%$69,261 $77,508 $85,873 $71,720 $80,252 $88,922
Salt Lake City, $367M Revenue, All Industries 25%$72,118 $80,708 $89,387 $74,678 $83,565 $92,561
Overall 100%$66,333 $73,561 $80,903 $68,517 $75,994 $83,603
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$77,000 $86,500 $97,300 $79,200 $89,400 $102,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$76,900 $86,400 $97,200 $79,100 $89,300 $102,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$71,700 $80,500 $90,700 $73,700 $83,300 $95,400
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$71,600 $80,400 $90,600 $73,700 $83,200 $95,300
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$76,700 $86,100 $96,900 $78,800 $89,000 $101,900
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$76,600 $86,000 $96,800 $78,700 $88,900 $101,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$71,400 $80,200 $90,300 $73,400 $82,900 $95,000
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$71,300 $80,100 $90,200 $73,300 $82,800 $94,900
Overall 100%$74,150 $83,275 $93,750 $76,238 $86,100 $98,625
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$61,091 $70,778 $79,413 $61,168 $71,003 $79,961
Salt Lake Metro 25.0%$61,493 $71,245 $79,937 $61,571 $71,471 $80,488
FTEs: 1,000 to fewer than 3,500 25.0%$67,480 $74,351 $80,282 $68,307 $75,571 $81,298
Net Revenue: 100M to less than 500M USD 25.0%$65,460 $73,352 $76,114 $65,982 $74,364 $77,142
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$63,881 $72,432 $78,937 $64,257 $73,102 $79,722
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Review and negotiate contractual details, including specifications, price, date of delivery and contractual provisions. Prepares proposal for major contracts. JOB FAMILY: Contract Law /
Administration; CAREER LEVEL: Intermediate Professional: Exhibits technical and operational proficiency in the primary duties of the job family. Plays a key role in Implementing
projects and programs in the function. Acts as a resource to managers and employees in the organization. Typically requires: Bachelor's degree, 2‐4 years of related professional
experience.
Contracts Administrator, Legal ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
CITY CONTRACTS ADMINISTRATOR
1
$78,957
$78,957
Develops, prepares, and administers contracts, bids, and proposals that meet specifications and comply with all policies and regulations. Supports or participates in contract
negotiations with suppliers, partners, or customers. Reviews contract terms to identify any potential risk or compliance issues. Examines supporting materials and agreement
documents related to bids or contracts and provides guidance. Acts as liaison between the organization and subcontractors to implement the contracts. Maintains contract records
used to ensure compliance with reporting and regulatory requirements. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a
unit/department. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related
experience.
Under the general direction of the Chief Procurement Officer, establishes and monitors contract process standards and procedures for the purchase of products and services and is the
lead position of the Contracts Section. Prepares and edits bids, proposals and contracts and reviews and edits bids, proposals and contracts developed by Contracts staff. Provides
counsel, conducts staff performance evaluations and monitors Contract Section staff assignments.
This is a professional‐level position that requires expertise in contract development, contract procedures, contract format and design, and Request for Proposal (RFP) and bid
development. This position also requires a high level of independent judgment, analytical skill and decision‐making, as well as excellent verbal and written communication skills.
Bachelor's degree in Business Administration, Contract Management, Purchasing, Accounting, Finance or a related field, and at least four (4) years’ full‐time paid experience in contract
development or contract administration, one year of which should include supervision and/or staff lead responsibilities. Education and experience may be substituted one for the other
on a year‐for‐year basis.
$68,121
$76,422
$84,530
$69,671
$78,399
$87,317
Contracts Administrator III
Survey Information
CompAnalyst Market Database
Contract Administrator
Administers activities concerned with contracts for purchase or sale of equipment, materials, products, or services. Negotiates contract with customer or bidder. Examines performance
requirements, delivery schedules, and estimates of costs of material, equipment, and production to ensure completeness and accuracy. Reviews bids from other firms for conformity to
contract requirements and determines acceptable bids. Provides bids, process specifications, test and progress reports, and other exhibits that may be required.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$47,544 $51,550 $55,402 $48,278 $52,357 $56,285
Salt Lake City, $350M Budget, Gov't Support Services 25%$49,400 $53,587 $57,612 $50,163 $54,426 $58,531
Wasatch Front, $367M Revenue, All Industries 25%$51,240 $56,642 $61,861 $52,223 $57,724 $63,047
Salt Lake City, $367M Revenue, All Industries 25%$53,263 $58,907 $64,343 $54,284 $60,033 $65,577
Overall 100%$50,362 $55,172 $59,805 $51,237 $56,135 $60,860
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$68,600 $76,200 $85,600 $71,600 $79,900 $91,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,800 $76,500 $85,900 $71,800 $80,200 $91,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$64,500 $71,600 $80,500 $67,300 $75,100 $85,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$64,700 $71,900 $80,800 $67,500 $75,300 $86,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$68,300 $75,900 $85,300 $71,300 $79,500 $91,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,600 $76,200 $85,600 $71,500 $79,800 $91,300
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$64,200 $71,300 $80,100 $67,000 $74,700 $85,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$64,400 $71,600 $80,400 $67,200 $75,000 $85,800
Overall 100%$66,513 $73,900 $83,025 $69,400 $77,438 $88,600
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 100.0%$55,002 $61,517 $73,991 $55,358 $61,517 $74,976
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$55,002 $61,517 $73,991 $55,358 $61,517 $74,976
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$52,938 $54,876 $60,180 $52,938 $56,406 $60,180
Utah | All 25.0%$52,326 $54,672 $58,854 $52,326 $55,386 $58,854
SLC/Northern UT Area | Not‐for‐Profit 25.0%$55,488 $57,222 $61,506 $56,610 $57,222 $61,506
Utah | Not‐for‐Profit 25.0%$55,488 $57,222 $61,506 $56,610 $57,222 $61,506
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$40,826 $42,279 $45,467 $41,387 $42,458 $45,467
Survey Information
CompData
Payroll Coordinator
Enters, corrects, verifies, and transmits payroll information in the payroll system. Sorts and distributes payroll checks to supervisors and processes manual checks when required.
Maintains records with accrual information related to vacation, basic, and supplemental time, employee accounts receivables, and all payroll related files. Enters employee data
information in the system and maintains employee files. Answers calls/correspondence related to payroll checks. Reports monthly wage and labor statistics. Ensures that all court
orders for garnishments are communicated to employees and information is relayed to payroll system. Associate's degree required and two years experience.
Payroll Administrator III
$74,812
Survey Information
CompAnalyst Market Database
Payroll Accountant
Readies and maintains various accounting papers, schedules, statements, and records; aids the Payroll staff in calculating accurate wages and depositing the amounts in employees'
bank accounts or issuing checks. Handles the processing of payroll information associated with newly hired employees, terminated employees, wage verification, withholding
allowances, pay rate changes, status changes, benefit deductions, payroll garnishments, and direct deposits.
Economic Research Institute
$57,292
$63,530
$72,274
$58,665
$65,030
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Process payroll, including updating employee numbers, hours, garnishments, etc. Prepare payroll related reports. Record, maintain and update payroll procedures. Maintain employee
records for new hires, pay changes, and terminations. Ensure organizational compliance with federal and local regulations, auditing, and non‐discrimination laws. Payroll; Exhibits
technical and operational pro efficiency in the primary duties of the job family. Plays a key role in Implementing projects and programs in the function. Acts as a resource to managers
and employees in the organization. Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Payroll Administrator
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
CITY PAYROLL ADMINISTRATOR
2
$63,492
$63,492
Responsible for the accurate preparation, documentation, distribution and reconciliation of payroll and the administration of the payroll system. Reviews the computation of pay and
associated deductions for accuracy. Maintains up‐to‐date knowledge of city, state, provincial, local, and federal legislation affecting payroll; understands and follows applicable
provisions. Prepares required tax filings and other reporting. May coordinate payroll processing with an outside service provider. Responds to and resolves any inquiries regarding
paychecks or payroll reporting. Ensures payroll issues are escalated and resolved promptly. Requires an associate degree or equivalent. Typically reports to a manager or head of a
unit/department. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related
experience.
Under the direction of the City Controller, incumbent is responsible for the administration, development, implementation and process of Salt Lake City Corporation’s payroll system.
Coordinates directly with Human Resources (HR) and Information Services (IMS) on all payroll issues. The position requires compliance with city, state and federal payroll policies, rules
and regulations, and plays an active role in implementing and monitoring the payroll system. Bachelor’s degree in accounting or a closely related field plus four years general
accounting experience with two of the four years in payroll operations and computerized payroll systems experience. Experience may be substituted for education on a year‐for‐year
basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$60,670 $65,825 $70,834 $63,756 $69,207 $74,522
Salt Lake City, $350M Budget, Gov't Support Services 25%$63,820 $69,242 $74,488 $67,067 $72,800 $78,366
Wasatch Front, $367M Revenue, All Industries 25%$69,656 $76,706 $83,536 $73,812 $81,270 $88,521
Salt Lake City, $367M Revenue, All Industries 25%$73,256 $80,614 $87,714 $77,627 $85,411 $92,948
Overall 100%$66,851 $73,097 $79,143 $70,566 $77,172 $83,589
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.6%$53,800 $61,800 $69,800 $58,100 $67,200 $76,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$55,600 $63,800 $72,200 $60,000 $69,400 $79,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$53,400 $61,200 $69,200 $57,600 $66,600 $75,900
Utah | All Industries | $200M ‐ $500M Revenues 16.6%$53,600 $61,500 $69,500 $57,800 $66,900 $76,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$55,400 $63,600 $71,900 $59,700 $69,100 $78,800
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$53,100 $61,000 $68,900 $57,300 $66,300 $75,600
Overall 100%$53,933 $61,901 $69,969 $58,183 $67,313 $76,758
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Collections Supervisor
$80,174
Survey Information
CompAnalyst Market Database
Collections Manager
Manages and coordinates activities of workers engaged in conducting credit investigations and collecting delinquent accounts of customers of commercial establishment, department
store, bank, or similar establishment. Assigns subordinates to supervise workers investigating and verifying financial status and reputation of prospective customers applying for credit,
preparing documents to substantiate findings, and recommending rejection or approval of applications. Determines responsibility for collecting on worthless checks and delinquent
bills to specific supervisors.
Economic Research Institute
$60,392
$67,499
$74,556
$64,374
$72,243
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Collections Manager
1
$82,930
$82,930
Supervises the day‐to‐day process and operations involved with collections on overdue/delinquent accounts. Reviews and develops policies and procedures and ensures compliance.
Initiates demand letters, outbound calls, and handles escalated calls. Monitors collections activities for quality. Ensures that production targets are achieved. May require a bachelor's
degree. Supervises a small group of para‐professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes
and procedures. Typically requires 3 years experience in the related area as an individual contributor. Thorough knowledge of functional area under supervision.
Under the direction of the Finance Revenue & Audit Manager, manages the City Collections Unit responsible for collection of fines, fees, penalties, surcharges, restitution originating
from the City Justice Courts and other City department past due accounts . This is a professional position requiring independent judgment, a thorough knowledge of the City Codes and
State Statutes. Incumbent must have a broad understanding of municipal violations, fee/fine structures, collections, dispute resolution programs, and associated legal protocols.
Bachelor’s degree in Accounting, Public Administration, Business Administration or a closely related field and four to six years experience in collections, including work in a supervisory
or lead capacity. Education and related experience may be substituted on a year‐for‐year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$30,357 $33,385 $36,029 $31,515 $34,656 $37,416
Salt Lake City, $350M Budget, Gov't Support Services 25%$31,608 $34,667 $37,324 $32,814 $35,988 $38,761
Wasatch Front, $367M Revenue, All Industries 25%$31,049 $34,335 $37,188 $32,306 $35,716 $38,693
Salt Lake City, $367M Revenue, All Industries 25%$32,310 $35,623 $38,490 $33,618 $37,055 $40,048
Overall 100%$31,331 $34,503 $37,258 $32,563 $35,854 $38,730
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$39,300 $43,900 $49,200 $40,800 $45,900 $52,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$40,400 $45,100 $50,600 $42,000 $47,200 $53,400
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$35,800 $40,000 $44,900 $37,200 $41,900 $47,400
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$36,800 $41,200 $46,200 $38,300 $43,100 $48,700
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$39,100 $43,700 $49,000 $40,700 $45,700 $51,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$40,200 $45,000 $50,400 $41,800 $47,000 $53,200
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$35,700 $39,900 $44,700 $37,100 $41,700 $47,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$36,700 $41,000 $46,000 $38,100 $42,900 $48,500
Overall 100%$38,000 $42,475 $47,625 $39,500 $44,425 $50,263
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$40,060 $43,497 $47,072 $40,060 $43,497 $47,114
Salt Lake Metro 50.0%$41,469 $45,028 $48,729 $41,469 $45,028 $48,773
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$40,764 $44,262 $47,900 $40,764 $44,262 $47,944
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Monitor and maintain assigned accounts through follow up and possibly implement alternative payment options. Make collection and billing calls to reduce the lost assets of a
company and delinquent payments. Credit and Collection; Lead level position performs technical or specialized tasks. Works under minimal supervision and provides leadership to
teams. Typically requires: Associate's degree, professional certification(s), or license; 8+ years of related experience.
Collections Specialist
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Collections Officer
4
$48,173
$45,978
Responsible for initiating calls to complex and difficult delinquent customers by phone, mail or personal visit to collect payments and settle accounts. Follows‐up on delinquent
accounts, updates and maintains accurate financial records including accounting, receivable, and credit records. Requires a high school diploma or equivalent. Typically reports to a
supervisor. Works independently within established procedures associated with the specific job function. Has gained proficiency in multiple competencies relevant to the job. Typically
requires 3‐5 years of related experience, or may need 2 years experience with additional specialized training and/or certification.
Reporting to and working under the general direction of the Collections Manager, incumbent performs office work in support of collection of past due accounts, including court fines,
delinquent payment plans and other bad debt accounts. Ensures compliance with State Statutes and City Codes and is responsible for maximizing the collection, tracking, and reporting
of associated revenues. Duties are performed with considerable independence within established policies and procedures and require the exercise of judgment in resolving known and
potential problems. A minimum of 50% of the time in this position involves public contact performing difficult collections work for which tact, patience, understanding and skill in
handling volatile situations are required. This position may require a shift which extends beyond normal working hours. High school diploma or equivalent plus six months paid
customer service work experience.
$36,698
$40,413
$44,261
$37,609
$41,514
$45,645
Collections Representative III
Survey Information
CompAnalyst Market Database
Collections Associate
Arranges , and relays communication between creditors and customers, facilitates the collection of outstanding payments and negotiation of debt payments. Assesses, monitors and
inspects debtor accounts ensuring consistency in repayment, and noting delayed or overdue payments. Documents and updates debtor account records according to payment
schedules and plans, accommodates for larger and off schedule payments. Locates and tracks elusive debtors and defaulters utilizing publicly available agencies and credit bureaus.
Maintains knowledge on compliance requirements from public agencies and legislation.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$62,405 $68,160 $73,942 $64,185 $70,127 $76,106
Salt Lake City, $350M Budget, Gov't Support Services 25%$64,944 $70,968 $76,999 $66,797 $73,016 $79,252
Wasatch Front, $367M Revenue, All Industries 25%$71,579 $79,622 $87,619 $73,984 $82,290 $90,562
Salt Lake City, $367M Revenue, All Industries 25%$74,537 $82,905 $91,194 $77,041 $85,682 $94,258
Overall 100%$68,366 $75,414 $82,439 $70,502 $77,779 $85,045
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$85,400 $94,200 $102,600 $87,800 $97,200 $107,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$86,400 $95,300 $103,800 $88,900 $98,300 $108,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$77,200 $85,200 $92,800 $79,400 $87,900 $97,200
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$78,100 $86,200 $93,900 $80,400 $88,900 $98,300
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$85,100 $93,900 $102,300 $87,500 $96,900 $107,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$86,100 $95,000 $103,500 $88,600 $98,000 $108,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$77,000 $84,900 $92,500 $79,200 $87,600 $96,900
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,900 $85,900 $93,600 $80,100 $88,700 $98,000
Overall 100%$81,650 $90,075 $98,125 $83,988 $92,938 $102,750
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%$0 $0 $0 $0 $0 $0
Salt Lake Metro 0.0%$0 $0 $0 $0 $0 $0
FTEs: 1,000 to fewer than 3,500 50.0%$68,394 $77,177 $85,342 $71,235 $78,068 $86,743
Net Revenue: 100M to less than 500M USD 50.0%$65,695 $67,325 $76,538 $65,695 $67,325 $76,538
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,044 $72,251 $80,940 $68,465 $72,697 $81,640
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Compensation Analyst III
$89,812
Survey Information
CompAnalyst Market Database
Compensation Analyst
Assesses and performs analysis on collected wage data, and prepares wage and salary data to facilitate compensation and management functions of organization. Converses with
management to determine type, scope, and purpose of analyses. Examines and evaluates executive and non‐executive positions. Responsibilities are of a professional level, and require
understanding of both compensation theory and practice.
Economic Research Institute
$72,354
$79,247
$87,168
$74,318
$81,138
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Determine competitiveness both internally and externally. Design and prepare ad hoc compensation and budget related reports for management. Assist in preparation of merit
increase and incentive programs and budgeting. Price new jobs utilizing salary surveys or slotting. Review and monitor employee pay and recommend reviews if necessary. Analyze
country specific data and relevant market trends, develop salary structures and market pricing recommendations. Monitor cost differentials, taxes for equalization and country specific
incentives and variable pay. Ensure company compliance with country specific regulations and laws, including reporting requirements. Identify relevant market data and trends
regarding executive compensation and present recommendations. Write job descriptions and maintain database of all job descriptions. Intermediate Professional; Exhibits technical
and operational proficiency in the primary duties of the job family. Plays a key role in Implementing projects and programs in the function. Acts as a resource to managers and
employees in the organization.
Compensation Analyst ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Compensation Analyst
1
$83,117
$83,117
Analyzes, designs, and administers employer compensation programs, including base pay, long and short‐term incentives, spot bonuses, commissions, and stock that align with
company objectives for recruiting, retention, and employee engagement. Designs and communicates pay structures, grades, compensation budgets, and guidelines. Advises managers
on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines. Evaluates jobs and develops and maintains job
descriptions and job architecture. Participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends. Requires a
bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department.
Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
Working under general guidance, incumbent serves as an analyst in areas of classification, compensation, and labor market analysis necessary to develop and implement effective
compensation strategies following industry standards and best practices. This role requires an understanding of how classification and compensation decisions impact recruitment and
selection, performance management, succession planning, and career development. Performs market analysis to evaluate current pay rates for competitiveness. Evaluates jobs by
documenting responsibilities and requirements in job descriptions. Contributes organizational data to and analyzes results of compensation surveys. Assists and participates in annual
salary administration programs, including creation and maintenance of pay structures and development of incentive or salary increase budgets. Bachelor's degree in human resources,
business, public administration, or a related field, and four to five years of professional level human resources experience, including experience conducting job analysis; developing,
writing and/or revising job & class descriptions; and conducting salary studies. Education may be substituted on a year‐for‐year basis for up to a maximum of four years of related
experience.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
City Market Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$71,803 $78,992 $86,284 $77,006 $84,772 $92,678
Salt Lake City, $350M Budget, City Gov't 25%$75,501 $82,993 $90,563 $80,972 $89,067 $97,274
Wasatch Front, $367M Revenue, All Industries 25%$84,855 $94,593 $104,379 $91,889 $102,416 $113,031
Salt Lake City, $367M Revenue, All Industries 25%$89,082 $99,158 $109,249 $96,466 $107,358 $118,306
Overall 100%$80,310 $88,934 $97,619 $86,583 $95,903 $105,322
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$79,400 $90,900 $106,600 $83,100 $97,500 $116,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$83,100 $95,200 $111,600 $87,000 $102,000 $121,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$73,800 $84,500 $99,000 $77,200 $90,500 $107,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,200 $88,400 $103,700 $80,800 $94,700 $112,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$79,100 $90,500 $106,200 $82,800 $97,000 $115,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$82,800 $94,800 $111,100 $86,600 $101,600 $121,000
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$73,400 $84,100 $98,600 $76,900 $90,100 $107,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$76,900 $88,000 $103,200 $80,500 $94,300 $112,400
Overall 100%$78,213 $89,550 $105,000 $81,863 $95,963 $114,350
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$61,396 $69,206 $76,976 $62,758 $69,854 $79,191
Salt Lake Metro 50.0%$64,697 $72,927 $81,114 $66,131 $73,610 $83,448
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$63,047 $71,067 $79,045 $64,445 $71,732 $81,320
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$71,910 $78,336 $100,878 $73,950 $91,392 $100,878
Utah | All 50.0%$71,910 $78,336 $100,878 $73,950 $91,392 $100,878
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$71,910 $78,336 $100,878 $73,950 $91,392 $100,878
Manages a team or unit of customer service representatives and ensures service levels are met or exceeded. Establishes efficient and balanced workflows that maximize efficiency and
produce high levels of service quality and customer satisfaction. Monitors and measures service metrics and utilize to develop standards, improvements, or changes to process. Makes
recommendations for changes to products or services based on customer feedback and requests. Typically requires a bachelor's degree or equivalent. Typically reports to a director.
Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved
budgets. Has full authority for personnel actions. Typically requires 5 years experience in the related area as an individual contributor. 1 ‐ 3 years supervisory experience may be
required. Extensive knowledge of the function and department processes.
Under the direction of the Public Utilities Finance Administrator, manages the City’s Utility Customer Service division. This division is responsible for the collection, customer service,
account management of residential and commercial water, sewer, stormwater, garbage, street lighting, and bus pass services. This is a professional position requiring independent
judgment, a thorough knowledge of the City Codes and State Statutes. Incumbent must have a broad understanding of municipal ordinances, water exchange contracts, special service
agreements, new service agreements, collections, dispute resolution, and associated legal protocols. Bachelor's degree in business administration or closely related field and four to six
years related experience, two of which must have been as supervisor. Education and experience may be substituted one for the other on a year for year basis, except for the
supervisory experience.
$73,370
$81,972
$95,635
$76,710
$88,747
$100,467
Customer Service Manager
Survey Information
CompAnalyst Market Database
Customer Service Manager
Manages by directing and coordinating subordinate customer service staff in connection with any product or service offered. Manages workers who investigate complaints, such as
those concerning rates or service. Analyzes reports of findings and recommends response to complaints, considering nature and complexity of complaints, requirements, and actions of
subordinates to ensure settlements are made correctly. Studies schedules and estimates time, cost, and labor estimates for services, and/or completion of job assignments.
Economic Research Institute
Survey Information
CompData
Customer Service Manager
Plans and coordinates customer order processing, directs inside sales, and maintains effective customer relations. Manages order‐processing activities to ensure that customer product
and repair orders will be filled accurately and in a timely manner. Implements procedures and provides guidance to ensure that customer inquiries and complaints are handled and
processed in accordance with the organization's objectives. Develops and implements operating systems and procedures for the department. Develops and maintains department
budget. Bachelor's degree required and five years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
First point of customer contact for general inquiries like pricing, products, scheduling etc. Ensures delivery of excellent customer service through fast and accurate processing of orders,
communication, and coordinating with other departments to resolve inquires. Builds and maintain business relationship with clients by providing prompt and accurate service so as to
promote customer loyalty. Customer Service; Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area managed. Typically responsible for
the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years supervisory experience.
Customer Service Representative ‐ 1st Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Customer Service Manager ‐ 001935
0
$83,117
$83,117
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$59,671 $65,323 $70,988 $62,277 $68,213 $74,181
Salt Lake City, $350M Budget, Gov't Support Services 25%$62,744 $68,687 $74,618 $65,485 $71,726 $77,975
Wasatch Front, $367M Revenue, All Industries 25%$67,059 $74,787 $82,549 $70,564 $78,683 $86,863
Salt Lake City, $367M Revenue, All Industries 25%$70,507 $78,581 $86,645 $74,193 $82,675 $91,174
Overall 100%$64,995 $71,845 $78,700 $68,130 $75,324 $82,548
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$57,900 $67,400 $78,500 $59,700 $70,500 $83,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,600 $69,300 $80,800 $61,500 $72,500 $85,800
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$53,400 $62,100 $72,300 $55,100 $65,000 $76,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$54,900 $63,900 $74,400 $56,600 $66,900 $79,100
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$57,700 $67,100 $78,200 $59,500 $70,200 $83,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,300 $69,000 $80,400 $61,200 $72,200 $85,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$53,200 $61,900 $72,000 $54,800 $64,700 $76,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$54,700 $63,600 $74,100 $56,400 $66,600 $78,700
Overall 100%$56,338 $65,538 $76,338 $58,100 $68,575 $81,100
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$45,975 $51,871 $59,549 $46,042 $52,775 $60,181
Salt Lake Metro 50.0%$48,446 $54,660 $62,751 $48,518 $55,612 $63,416
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$47,211 $53,266 $61,150 $47,280 $54,194 $61,799
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$55,896 $63,750 $75,072 $55,896 $63,750 $80,172
Utah | All 50.0%$55,896 $63,750 $75,072 $55,896 $63,750 $80,172
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$55,896 $63,750 $75,072 $55,896 $63,750 $80,172
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
First point of customer contact for general inquiries like pricing, products, scheduling etc. Ensures delivery of excellent customer service through fast and accurate processing of orders,
communication, and coordinating with other departments to resolve inquires. Builds and maintain business relationship with clients by providing prompt and accurate service so as to
promote customer loyalty. Customer Service; Supervises and monitors the day‐to‐day activities of a group of (typically non‐exempt) staff. Organizes work and provides direct
supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related professional experience.
Customer Service Representative ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Customer Service Supervisor
1
$62,608
$62,608
Supervises a staff of customer service representatives that respond to requests from customers by phone, e‐mail, or chat. Manages the daily workload to ensure required service
volume and quality levels are attained. Trains and coaches staff in standard policies, procedures, and best practices. Identifies opportunities for operational improvements and
implements solutions. Monitors and evaluate staff performance. Responds to escalated issues to facilitate solutions. May provide direct customer support for complicated or critical
issues. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Supervises a small group of para‐professional staff in an
organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. Typically requires 3 years experience in the
related area as an individual contributor. Thorough knowledge of functional area under supervision.
Reporting to the Customer Service Manager of Public Utilities, supervises the Customer Service division, directing the activities of representatives, cashiers, and
investigators/collectors. This is a supervisory position requiring first level managerial, administrative, public relations and collections skills. Two year degree in Business Administration
or related field, plus three years' paid experience in customer related duties. Must have at least one‐year experience as acting supervisor in customer relations or collections work.
Education and work experience may be substituted on a year for year basis.
$56,110
$63,599
$72,815
$57,351
$65,461
$76,405
Survey Information
CompAnalyst Market Database
Customer Service Supervisor
Supervises and aids with planning, directing, and coordinating activities of customer service workers engaged in ensuring customer satisfaction through processing orders and
coordination with other departments or functions as required. Advises workers on investigating complaints or concerns, such as those concerning rates or service in connection with
any product or service offered.
Economic Research Institute
Survey Information
CompData
Customer Service Supervisor
Supervises customer service staff that responds to customer's questions, complaints, inquiries, and orders for the organization's products and/or services. Prepares policies and
procedures for customer service area. Interprets and clarifies policies and procedures for customers and customer service representatives. Traces lost shipments and resolves difficult
and complex problems. Approves special prices, quotes, bid allowances, and adjustments. Bachelor's degree required and three years experience.
Customer Service Supervisor
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$94,529 $103,532 $112,402 $97,970 $107,330 $116,566
Salt Lake City, $350M Budget, City Gov't 25%$101,277 $110,815 $120,144 $104,963 $114,880 $124,595
Wasatch Front, $367M Revenue, All Industries 25%$114,181 $125,874 $137,514 $118,826 $130,984 $143,108
Salt Lake City, $367M Revenue, All Industries 25%$122,007 $134,187 $146,206 $126,970 $139,634 $152,154
Overall 100%$107,999 $118,602 $129,067 $112,182 $123,207 $134,106
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.6%$105,500 $119,300 $131,800 $108,000 $122,700 $137,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$107,500 $121,500 $134,200 $110,000 $125,000 $140,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$99,900 $112,900 $124,800 $102,300 $116,200 $130,200
Utah | All Industries | $200M ‐ $500M Revenues 16.6%$105,100 $118,800 $131,200 $107,600 $122,200 $136,900
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$107,000 $120,900 $133,600 $109,500 $124,400 $139,400
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$99,500 $112,400 $124,200 $101,800 $115,700 $129,600
Overall 100%$103,667 $117,163 $129,447 $106,107 $120,549 $135,058
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$89,467 $101,770 $115,341 $89,467 $102,499 $115,927
Salt Lake Metro 34.0%$90,298 $102,716 $116,412 $90,298 $103,452 $117,005
FTEs: 1,000 to fewer than 3,500 33.0%$96,436 $99,615 $109,655 $96,680 $102,020 $111,033
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$92,049 $101,380 $113,829 $92,130 $102,665 $114,679
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Use technical skills to respond to threats and emergency security incidents in a timely manner. Lead team in engineering solutions or improvements to prevent malicious activity. Use
strong knowledge of computers and electronics to monitor and analyze data from various security systems. Effectively communicate security information to fellow analysts and
customers. IT Security; Fully applies basic principles, theories, and concepts to job assignments. Exhibits technical and operational pro efficiency solving problems of moderate
complexity. Contributes to completion of projects and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts.
Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Cyber Security Engineer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Cybersecrity Engineer II
2
$98,488
$98,488
Plans and designs security solutions and capabilities that enable the organization to identify, protect, detect, respond, and recover from cyber threats and vulnerabilities. Defines and
develops security requirements using risk assessments, threat modeling, testing, and analysis of existing systems. Develops security integration plans to protect existing infrastructure
and to incorporate future solutions. Designs action plans for policy creation and governance, system hardening, monitoring, incident response, disaster recovery, and emerging
cybersecurity threats. Utilizes a variety of security information and event management (SEIM), data loss prevention (DLP), intrusion prevention systems (IPS), and other tools in designs.
Partners with stakeholders to encourage the adoption of security‐compatible software designs and best practices. Keeps abreast of the latest intelligence from law enforcement and
other sources of cyber threat information. Typically requires a bachelor's degree in computer science or engineering or equivalent. May require security certifications such as Certified
Information Systems Security Professional (CISSP) or Certified Information Security Manager (CISM). Typically reports to a manager or head of a unit/department. Typically requires 4 ‐7
years of related experience.
Under the guidance of the CISO/Director ITS and the Cybersecurity Engineering Manager, the Cybersecurity Engineer role is to ensure the security, stability and integrity of voice, data,
video, and wireless network services. Planning, designing, developing, and implementing network wide security, local area networks (LANs) and wide area networks (WANs) across the
City infrastructure. The Cybersecurity Engineer will participate with the installation, monitoring, maintenance, support, and optimization of all, network hardware, software, and
communication links. These individuals will also analyze and resolve cybersecurity threats including vulnerability and penetration testing, network hardware and software problems in a
timely and accurate fashion and provide training and mentoring where required to the Cybersecurity and Network Engineering teams. Cybersecurity Engineer II ‐ Graduation from a
four‐year accredited college with a Bachelor’s degree in computer science or related field plus 6‐8 years related experience in the administration of a network with multiple LANs and
WANs. Equivalent combination of education and experience substituted on a year‐for‐year basis. Possession of one (or more) of the following certifications may be required: Certified
Information Systems Security Professional (CISSP), Cisco Certified Network Professional (CCNP) with emphasis in security, route and switching or collaboration or CompTIA Security+.
$101,238
$112,382
$124,114
$103,473
$115,474
$127,947
Cyber Security Architect II
Survey Information
CompAnalyst Market Database
Cyber Security Engineer
Plans, develops, and implements proven high‐tech solutions to increase security and defend against hacking, malware and ransomware, insider threats, and other types of cybercrimes.
Oversees monitoring of computer networks, identifies security issues, and anticipates security breaches. Executes the installation and maintenance of security programs, plans, and
software, including firewalls and data encryption programs.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$69,448 $76,296 $83,225 $70,835 $77,836 $84,928
Salt Lake City, $350M Budget, City Gov't 25%$72,015 $79,150 $86,341 $73,453 $80,748 $88,108
Wasatch Front, $367M Revenue, All Industries 25%$80,837 $90,150 $99,473 $82,709 $92,232 $101,777
Salt Lake City, $367M Revenue, All Industries 25%$83,865 $93,503 $103,111 $85,808 $95,663 $105,499
Overall 100%$76,541 $84,775 $93,038 $78,201 $86,620 $95,078
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$93,300 $104,600 $117,300 $94,600 $106,900 $121,900
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$94,900 $106,300 $119,200 $96,200 $108,600 $123,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$87,500 $98,000 $109,900 $88,600 $100,100 $114,300
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$88,900 $99,600 $111,700 $90,100 $101,800 $116,100
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$92,900 $104,200 $116,800 $94,200 $106,400 $121,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$94,500 $105,900 $118,700 $95,700 $108,200 $123,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$87,100 $97,600 $109,400 $88,300 $99,700 $113,800
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$88,500 $99,200 $111,200 $89,700 $101,400 $115,600
Overall 100%$90,950 $101,925 $114,275 $92,175 $104,138 $118,800
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$70,224 $76,305 $84,263 $70,238 $76,397 $85,204
Salt Lake Metro 50.0%$71,671 $77,877 $86,000 $71,685 $77,971 $86,960
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$70,947 $77,091 $85,131 $70,961 $77,184 $86,082
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gathers information to prepare and present reports on project topics. Manages and directs staff at project site. Performs engineering duties; plan, design and oversee the construction
and maintenance of buildings, bridges, and other structures. Researches and analyzes maps, blueprints, photos, charts, and other data to plan projects. Civil; Fully applies basic
principles, theories, and concepts to job assignments. Exhibits technical and operational pro efficiency solving problems of moderate complexity. Contributes to completion of projects
and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts. Typically requires: Bachelor's degree, 2‐4 years of
related professional experience.
Civil Engineer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Engineer IV
13
$87,212.80
$87,068.80
Designs and supervises construction projects such as airports, bridges, channels, dams, railroads, or roads. Reviews designs, tests and assesses materials, and performs necessary data
collection and calculations in areas such as traffic forecasting, soil capacity, groundwater analysis, and structure design. Responsibilities also include estimating costs, estimating
personnel and material needs, preparing proposals, and establishing completion dates. May also assist in inspecting aging infrastructure or overseeing improvement projects. Requires
a bachelor's degree in engineering. May require a Professional Engineer License (PE). Typically reports to a manager or head of a unit/department. Work is generally independent and
collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
As a registered professional engineer, serves as project engineer on City projects, and independently evaluates, selects and applies standard engineering techniques, procedures and
criteria in making substantial adaptations and modifications. This is a responsible position in planning, design, construction or related engineering work and may require supervising
engineers and other subordinate staff. Bachelor of Science degree in Civil Engineering or related engineering equivalent from a fully accredited college or university and four years paid
work experience in civil engineering or related field.
$79,479
$87,930
$97,481
$80,446
$89,314
$99,987
Civil Engineer III
Survey Information
CompAnalyst Market Database
Civil Engineer
Plans, designs, and oversees civil engineering projects, such as airports, bridges, buildings, channels, dams, harbors, irrigation systems, pipelines, power plants, railroads, roads, sewage
systems, tunnels, and water supply. Analyzes reports, maps, drawings, blueprints, tests, and aerial photographs on soil composition, terrain, hydrological characteristics, and other
topographical and geologic data to plan and design project. Calculates cost and determines feasibility of project based on analysis of collected data, applying knowledge and techniques
of engineering, and advanced mathematics.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$63,352 $69,079 $74,771 $65,071 $70,974 $76,854
Salt Lake City, $350M Budget, City Gov't 25%$64,932 $70,842 $76,750 $66,693 $72,785 $78,888
Wasatch Front, $367M Revenue, All Industries 25%$71,885 $79,801 $87,639 $74,200 $82,363 $90,461
Salt Lake City, $367M Revenue, All Industries 25%$73,750 $81,995 $90,193 $76,125 $84,627 $93,097
Overall 100%$68,480 $75,429 $82,338 $70,522 $77,687 $84,825
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.6%$73,800 $84,500 $95,800 $75,600 $87,500 $100,300
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$75,300 $86,300 $97,800 $77,200 $89,300 $102,400
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$70,200 $80,400 $91,200 $72,000 $83,200 $95,500
Utah | All Industries | $200M ‐ $500M Revenues 16.6%$71,200 $81,600 $92,500 $73,000 $84,400 $96,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$72,700 $83,300 $94,400 $74,500 $86,200 $98,800
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$67,800 $77,600 $88,000 $69,400 $80,300 $92,100
Overall 100%$71,546 $81,954 $92,910 $73,322 $84,809 $97,259
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$78,154 $87,399 $94,201 $78,206 $88,021 $96,539
Salt Lake Metro 34.0%No Data Available $99,298 No Data Available No Data Available $99,780 No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 33.0%No Data Available $82,693 No Data Available No Data Available $82,693 No Data Available
Overall 100%$78,154 $89,892 $94,201 $78,206 $90,261 $96,539
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$84,354 $109,650 $113,016 $84,354 $112,710 $113,016
Utah | All 50.0%$84,354 $109,650 $113,016 $84,354 $112,710 $113,016
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$84,354 $109,650 $113,016 $84,354 $112,710 $113,016
Survey Information
CompData
Maintenance Supervisor II (Senior)
Provides direction for employees responsible for the upkeep of buildings and grounds, the repair and maintenance of equipment and machinery, and modifications to the structure or
layout of the facility. Works with vendors and monitors inventory of supplies. Organizes work, estimates worker‐hour requirements, and delegates work to employees in maintenance
department. Initiates or recommends personnel actions and administers organization's policy. High school education or equivalent required and five years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Develop policies and procedures for the use of supplies and facilities. Manage facilities staff to deliver maintenance and operations services. Manage facilities budget and project
planning tasks. Hire and direct contracted service providers associated with facility maintenance and operations. Facilities Management; Supervises and monitors the day‐to‐day
activities of a group of (typically non‐exempt) staff. Organizes work and provides direct supervision to subordinates.
Typically requires: Bachelor's degree, 3+ years of related professional experience.
Facilities Management ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Facility Maintenance Supervisor ‐ 000864
5
$68,411
$68,286
Supervises and coordinates the general maintenance of buildings, equipment, and/or machinery. Oversees staff that performs masonry, painting, electrical, carpentry, tool‐making,
and/or machine shop work. Estimates hours needed to complete tasks, prepares work schedules, assigns work, and inspects completed projects to ensure work meets quality
standards. Requires a high school diploma. May require certain certifications in the field. Typically reports to a manager. Supervises a small group of para‐professional staff in an
organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. Typically requires 3 years experience in the
related area as an individual contributor. Thorough knowledge of functional area under supervision.
Under the direction of a Senior Facilities Maintenance Supervisor, manages the day‐to‐day work of employees in a specific craft or trade in new construction, repair, remodeling and/or
ongoing maintenance of City‐owned facilities and structures. This is a supervisory position requiring extensive, advanced knowledge in a particular craft or trade as well as an in‐depth
understanding of the work environment. Six years increasingly responsible work experience and training in maintenance related field. Up to two years of relevant education may be
substituted for up to two years of experience. Journey‐level certification and proficiency in trade required.
$75,633
$89,231
$95,616
$76,601
$91,367
$97,910
General Maintenance Supervisor
Survey Information
CompAnalyst Market Database
Maintenance Supervisor
Supervises and coordinates activities of skilled trades workers engaged in maintaining and repairing equipment, electrical, plumbing, ventilation, structures, utility systems, buildings,
and grounds. Evaluates problematic systems or facilities and determines the installation or repair services that need to be performed. Develops and organizes work schedules and
assigns work activities to subordinates.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$64,532 $70,807 $77,155 $67,032 $73,581 $80,222
Salt Lake City, $350M Budget, Gov't Support Services 25%$67,114 $73,588 $80,090 $69,714 $76,471 $83,274
Wasatch Front, $367M Revenue, All Industries 25%$74,341 $82,923 $91,541 $77,711 $86,671 $95,690
Salt Lake City, $367M Revenue, All Industries 25%$77,213 $85,971 $94,726 $80,712 $89,857 $99,019
Overall 100%$70,800 $78,322 $85,878 $73,792 $81,645 $89,551
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$79,900 $87,700 $96,600 $82,300 $90,800 $101,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$81,900 $89,900 $99,000 $84,400 $93,100 $104,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$75,400 $82,700 $91,100 $77,600 $85,700 $95,700
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,300 $84,800 $93,400 $79,600 $87,800 $98,100
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$79,700 $87,400 $96,300 $82,000 $90,600 $101,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$81,700 $89,700 $98,700 $84,100 $92,800 $103,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$75,100 $82,500 $90,800 $77,400 $85,400 $95,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,000 $84,600 $93,100 $79,300 $87,600 $97,800
Overall 100%$78,500 $86,163 $94,875 $80,838 $89,225 $99,663
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$110,094 $118,615 $127,067 $115,141 $124,422 $134,901
Salt Lake Metro 50.0%$111,792 $120,443 $129,026 $116,918 $126,342 $136,981
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$110,943 $119,529 $128,047 $116,030 $125,382 $135,941
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$78,846 $88,434 $95,064 $78,846 $90,372 $99,654
Utah | All 50.0%$78,846 $88,434 $95,064 $78,846 $90,372 $99,654
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$78,846 $88,434 $95,064 $78,846 $90,372 $99,654
Survey Information
CompData
Financial Analyst II (Senior)
Performs a broad range of planning and analysis. Monitors actual results of financial data against plans, forecasts, and budgets, determines trends, and explains financial results.
Prepares detailed reports and presentations for review by all levels of management. Consolidates a wide range of operating and financial projections for the development of short‐term
and long‐term business plans. Bachelor's degree in accounting or finance required and three years experience.
Financial Analyst III
$106,202
Survey Information
CompAnalyst Market Database
Financial Analyst Accountant
Analyzes statistics and utilizes principles of finance and accounting to analyze past and present financial operations and estimate future revenues and expenditures. Studies records of
present and past operations, trends, costs, estimated and realized revenues, administrative commitments, and obligations incurred. Communicates with all levels of management, and
advises them regarding matters such as effective use of resources and return on investments scenarios.
Economic Research Institute
$84,772
$93,112
$100,966
$87,376
$96,656
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Review forecasts from other departments and create bridge plans. Supervise and communicate ad‐hoc analyses for special projects and executive requests. Create and present
financial plans and overviews. Direct forecasting and goal‐setting efforts for financial plans. Oversee and contribute to monthly, quarterly and annual budget preparation and
evaluation. Seasoned professional in the job family. This is the level of full competence that all professionals are expected to achieve in the function. Manages program and project
implementation and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7 years of related professional experience.
Financial Analysis Management ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
FINANCIAL ANALYST III ‐ 001670
6
$76,610
$74,797
Responsible for the preparation, coordination, and documentation of financial analysis projects such as financial and expense performance, rate of return, depreciation, working capital,
and investments. Provides analysis for forward‐looking financial and business‐related projects. Prepares forecasts and analysis of trends in manufacturing, sales, finance, general
business conditions, and other related areas. Identifies trends and developments in competitive environments and presents findings to senior management. Creates and analyzes
monthly, quarterly, and annual reports and ensures financial information has been recorded accurately. May conduct special financial and business related studies and cooperates with
other departments in the preparation of analyses. Requires a bachelor's degree. Typically reports to a supervisor or manager. Contributes to moderately complex aspects of a project.
Work is generally independent and collaborative in nature. Typically requires 4 to 7 years of related experience.
Incumbent performs professional Financial Analyst assignments, including special studies and surveys to summarize and analyze complex financial actions and prepare
recommendations for policy, procedure, control or action. Provides interpretation and application of department or division‐level financial policies, governmental legislation,
accounting theory or customer financial regulations which may require knowledge of financial principles, practices and application. Evaluates financial reports, plans, capital
expenditures, billing/assessments, revenue management, operating records and financial statements. Directs and/or assists in the preparation of special studies, reports, analyses and
recommendations in areas such as budgets, forecasts, financial systems/plans, capital improvement planning, internal controls, legislative requirements, statistical reports and business
forecasts for management use. Coordinates with all levels of management to gather, analyze, summarize, and prepare recommendations regarding one or more of the following:
financial plans, budgetary controls, acquisition activity, trended future requirements, operating forecasts and similar complex financial matters. FINANCIAL ANALYST III ‐ Develops,
interprets and implements highly complex financial/accounting concepts and advanced techniques for financial planning and control. Provides specialized technical analysis to
determine present and future financial performance. Directs the development and implementation of new concepts and techniques for financial information analysis. Requires five to
eight years of related work experience. A Master’s degree level of education or certification may be required at this level.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$82,975 $91,426 $99,992 $87,820 $96,809 $105,945
Salt Lake City, $350M Budget, Gov't Support Services 25%$87,132 $95,885 $104,729 $92,219 $101,531 $110,964
Wasatch Front, $367M Revenue, All Industries 25%$99,950 $111,245 $122,727 $106,506 $118,527 $130,778
Salt Lake City, $367M Revenue, All Industries 25%$104,686 $116,313 $128,095 $111,552 $123,927 $136,498
Overall 100%$93,686 $103,717 $113,886 $99,524 $110,199 $121,046
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$93,500 $105,500 $118,800 $98,100 $111,600 $128,900
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$97,100 $109,500 $123,400 $101,900 $115,900 $133,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$91,100 $102,700 $115,700 $95,500 $108,700 $125,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$94,600 $106,700 $120,200 $99,200 $112,900 $130,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$93,100 $105,000 $118,300 $97,700 $111,100 $128,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$96,700 $109,000 $122,800 $101,400 $115,400 $133,300
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$90,700 $102,300 $115,200 $95,100 $108,200 $125,000
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$94,200 $106,200 $119,700 $98,800 $112,400 $129,800
Overall 100%$93,875 $105,863 $119,263 $98,463 $112,025 $129,413
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$133,795 $152,675 $171,273 $136,845 $162,190 $184,270
Salt Lake Metro 25.0%$136,379 $155,623 $174,581 $139,488 $165,323 $187,829
FTEs: 1,000 to fewer than 3,500 25.0%$127,647 $146,813 $160,169 $135,264 $155,824 $171,998
Net Revenue: 100M to less than 500M USD 25.0%$101,250 $126,384 $142,057 $105,942 $131,625 $151,882
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$124,768 $145,374 $162,020 $129,385 $153,741 $173,995
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$103,122 $108,426 $128,724 $105,060 $115,872 $130,968
Utah | All 25.0%$103,122 $108,426 $128,724 $105,060 $115,872 $130,968
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 25.0%$104,142 $105,060 $130,968 $104,142 $105,060 $130,968
Utah | FTEs: 1,000 to fewer than 5,000 25.0%$104,142 $105,060 $130,968 $104,142 $105,060 $130,968
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$103,632 $106,743 $129,846 $104,601 $110,466 $130,968
Survey Information
CompData
Financial Accounting Manager
$138,855
Survey Information
CompAnalyst Market Database
Accounting Manager
Supervises, coordinates, documents, and analyzes information affecting financial and accounting programs of public, industrial, and/or financial organizations. Manages professional
level accounting functions and the preparation of reports including earnings, profits/losses, cash balances, and cost accounting. Confirms accuracy of operating and financial reports.
Advises upper management regarding matters, such as effective use of resources and methods, for preventing capital being frozen. Interprets accounts and records to upper
management. Includes managers whose staffs may consist of a mix of professional, paraprofessional, and/or clerical accounting personnel; excludes managers whose staffs consist of
100 percent nonexempt accounting personnel.
Economic Research Institute
$103,990
$115,424
$131,254
$107,993
$121,608
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Assist in the development and implementation of policies and procedures relating to financial management, budget and accounting. Provide financial analysis statements including
monthly balance sheets, income statements, cash flow statements, and actual to budget and variance analysis. Manage the daily activities of the accounting department. Collect and
provide information for audit inquiries and give assistance to auditors. Oversee the posting and maintenance of general ledger accounts, payroll transactions, accounts payable and
general ledger adjustments. Gives direction to 1st Level Managers and high‐level Professionals. May manage day‐to‐day operations of multiple functional areas. Directs and oversees
implementation of large programs and projects. Typically requires: Bachelor's degree (Master's preferred), 7+ years of related professional experience, 3+ years managing specific area.
Accounting Management ‐ 2nd Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
FINANCIAL MGR III ‐ 002272
2
$111,405
$111,405
Manages various accounting functions including ledger maintenance, accounts payable, accounts receivable, revenue and asset accounting, as well as associated analysis and reporting.
Evaluates and makes improvements to accounting processes while ensuring that practices comply with organization accounting policies and applicable laws and regulations. Leads and
directs accounting professional and support staff, including subordinate supervisors. Requires a bachelor's degree. May require CPA certification. Typically reports to a director or head
of a unit/department. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and
adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years experience in the related area as an
individual contributor. 1 to 3 years supervisory experience may be required.
Under direction of a Chief or Department Director, incumbent directs and administers all finance and accounting systems, reporting and financial programs, including budget
preparation, financial analysis and cost accounting for a department. Major duties and responsibilities may also include oversight and coordination of other administrative functions
such as: grants & contract administration; inventory & asset management; auditing; purchasing; oversight of payroll; and, other administrative activities.
This is a senior management position requiring critical decision‐making skills and responsibilities necessary to inform, advise and assist executive leaders and elected officials with
policy and financial decision making. FINANCIAL MANAGER III – Incumbents at this level manage the financial program for a large department including programs with the greatest
financial complexity and a variety of fund types. Typically supervises other professional finance staff. Requires eight to ten years of increasingly responsible experience in a high‐level
administration position, as well as two (2) years of experience in a supervisory capacity. A Master’s degree or professional certification (e.g. Certified Public Accountant) may be
required at this level.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$68,442 $75,058 $81,737 $70,153 $76,956 $83,834
Salt Lake City, $350M Budget, Gov't Support Services 25%$70,648 $77,522 $84,445 $72,414 $79,482 $86,611
Wasatch Front, $367M Revenue, All Industries 25%$78,691 $87,710 $96,736 $80,996 $90,272 $99,569
Salt Lake City, $367M Revenue, All Industries 25%$81,290 $90,624 $99,935 $83,670 $93,270 $102,862
Overall 100%$74,768 $82,729 $90,713 $76,808 $84,995 $93,219
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.7%$62,200 $69,000 $74,300 $62,600 $69,100 $74,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.7%$62,900 $69,800 $75,200 $63,400 $70,000 $75,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.7%$60,200 $66,700 $71,900 $60,600 $66,900 $72,400
Utah | All Industries | $200M ‐ $500M Revenues 16.7%$61,900 $68,700 $74,000 $62,300 $68,800 $74,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.7%$62,700 $69,500 $74,900 $63,100 $69,700 $75,400
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.7%$59,900 $66,400 $71,600 $60,300 $66,600 $72,000
Overall 100%$61,757 $68,487 $73,797 $62,174 $68,654 $74,282
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$75,224 $82,272 $89,429 $76,011 $82,924 $90,089
Salt Lake Metro 50.0%$75,647 $82,502 $89,679 $76,223 $83,156 $90,341
FTEs: 1,000 to fewer than 3,500 No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$75,436 $82,387 $89,554 $76,117 $83,040 $90,215
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Diesel Mechanic Supervisor
$85,905
Survey Information
CompAnalyst Market Database
Fleet Supervisor
Supervises activities of fleet of vehicles required for the operations of an organization. Recommends vehicles for transfer or replacement and inspects new vehicles. Suggests changes,
purchases, and divestitures of equipment.
Economic Research Institute
$70,653
$77,867
$84,688
$71,700
$78,896
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Examine cost effectiveness, equipment and worker performance, and adherence to regulations. Supervise parts procurement for repairs and warranty recovery, as well as confirming
repair schedules with vendors. Review order and production schedules to prioritize duties and shipping dates. Direct staff in daily activities of fleet management operations. JOB
FAMILY: Fleet; LEVEL: MS; CAREER LEVEL: Supervisor; CAREER LEVEL DEFINITION: Supervises and monitors the day‐to‐day activities of a group of (typically non‐exempt) staff. Organizes
work and provides direct supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related professional experience.
Fleet Management Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
FLEET MANAGEMENT SERVICE SUPERVISOR ‐ 000868
6
$66,955
$67,621
Oversees day to day operations of a diesel maintenance shop. Supervises, trains, and coordinates work of mechanics and technicians. Maintains inventory of replacement parts, tools,
and equipment required for operations. Ensures preventive maintenance and repairs meet all quality and safety standards. Knowledge of DOT rules and regulations. Experienced in
heavy diesel engine diagnosis and repairs. Requires a high school diploma or equivalent. Requires Class A and/or B CDL license. Typically reports to a supervisor or manager.
Responsible for the efficient day to day operation of a major section within the Airport or City Fleet Management Divisions. Reports directly to the assigned Fleet Operations Manager.
This is highly skilled supervisory work with technical responsibilities. Six years’ experience as a fleet equipment mechanic, two of which must have been in a lead capacity. Requirement
for experience in repairing light or heavy equipment will be as specified by the division.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$56,257 $61,176 $66,004 $57,325 $62,352 $67,293
Salt Lake City, $350M Budget, City Gov't 25%$57,119 $62,171 $67,112 $58,203 $63,367 $68,423
Wasatch Front, $367M Revenue, All Industries 25%$62,676 $69,407 $76,061 $64,110 $70,989 $77,801
Salt Lake City, $367M Revenue, All Industries 25%$63,710 $70,577 $77,312 $65,167 $72,186 $79,081
Overall 100%$59,941 $65,833 $71,622 $61,201 $67,224 $73,150
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
No Data Available
$73,150
Survey Information
CompAnalyst Market Database
Forensic Science Technician
Investigates crimes by collecting and analyzing physical evidence. Applies scientific principles to analysis, identification, and classification of devices, chemical and physical substances,
materials, liquids, or other physical evidence related to criminology, law enforcement, or investigative work. Searches for, secures, photographs, and preserves evidence. Performs
variety of analytical examinations, utilizing chemistry, physics, mechanics, and other sciences.
Economic Research Institute
$59,941
$65,833
$71,622
$61,201
$67,224
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
FORENSIC SCIENTIST II ‐ 001974
4
$66,300
$66,227
Working under the general supervision of a Crime Lab Supervisor, incumbent conducts the full range of forensic examinations and scientific analysis of crime scene evidence, including
various materials and substances, to include: drugs body tissues and fluids, including saliva, blood, hair, oil/perspiration residues; latent fingerprints; questioned documents; firearms
and toolmarks, etc. Performs quality control and quality assurance practices. Prepares reagents and equipment for examinations. Testifies in court as an expert witness regarding
analytical results, methodology, interpretation of results and establishment of reliability of each scientific field. Majority of the incumbents time will be spent working in the laboratory
on assigned SLCPD cases; however, may occasionally be required to respond to crime scenes for processing and evidence collection.
Incumbents working under this classification typically provide functional or technical supervision of Forensic Scientist I’s. Bachelor’s Degree from an accredited college or university in
Forensic Science, Chemistry, Biology, Criminalistics or a closely related field plus proficiency in a recognized forensic discipline, along with four years of independent case work with the
Salt Lake City Crime Laboratory or other similar forensic laboratory. In addition, completion of at least 160 hours of approved outside training related to one of the forensic disciplines
recognized by the International Association for Identification (IAI), the American Academy of Forensic Sciences (AAFS), or other recognized professional forensic organization.
Experience and education may be substituted on a year for year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$58,211 $63,769 $69,369 $59,624 $65,336 $71,101
Salt Lake City, $350M Budget, Gov't Support Services 25%$61,226 $67,082 $72,956 $62,713 $68,731 $74,777
Wasatch Front, $367M Revenue, All Industries 25%$66,292 $73,895 $81,542 $68,194 $76,008 $83,881
Salt Lake City, $367M Revenue, All Industries 25%$69,732 $77,685 $85,643 $71,732 $79,906 $88,100
Overall 100%$63,865 $70,608 $77,378 $65,566 $72,495 $79,465
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$107,500 $120,700 $135,700 $111,700 $127,400 $149,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$109,300 $122,600 $137,800 $113,400 $129,500 $151,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$107,600 $120,800 $135,800 $111,700 $127,500 $149,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$109,300 $122,700 $137,900 $113,500 $129,500 $151,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$107,100 $120,200 $135,100 $111,200 $126,900 $148,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$108,800 $122,100 $137,300 $113,000 $128,900 $150,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$107,200 $120,300 $135,200 $111,300 $127,000 $148,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$108,900 $122,200 $137,400 $113,000 $129,000 $150,800
Overall 100%$108,213 $121,450 $136,525 $112,350 $128,213 $149,900
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$87,890 $97,673 $107,422 $87,890 $105,214 $114,311
Salt Lake Metro 50.0%$88,327 $98,160 $107,958 $88,327 $105,737 $114,880
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$88,109 $97,917 $107,690 $88,109 $105,476 $114,596
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Determine map content, appearance, and layout for maximum information with high usability. Write and maintain internal manuals, training materials, and systems documentation as
well as publicly available map resources. Deliver reports on geographic data, ensuring standardization, and quality control of data across reports. Develop and maintain software
applications and databases for digital mapping and spatial data. Direct collection, storage, analysis, and interpretation of geospatial data. GIS; Supervises and monitors the day‐to‐day
activities of a group of (typically non‐exempt) staff. Organizes work and provides direct supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related
professional experience.
Geographic Information Systems Management ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
GEO INFO SYSTEMS (GIS) MGR ‐ 001593
3
$90,771
$92,685
Manages, plans, assigns, and reviews analysts and developers' work on GIS projects. Oversees the production of reports, maps, applications, and visualizations for internal or external
stakeholders. Ensures proper maintenance, documentation, and cleaning of GIS data. Develops methods to leverage GIS data for new applications. Typically requires a bachelor's
degree or equivalent. Typically reports to a director. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department
milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Typically requires 5 years experience in the related area as an individual
contributor. 1 ‐ 3 years supervisory experience may be required. Extensive knowledge of the function and department processes.
Under the direction of a major engineering function and for Public Utilities under the direction of the GIS/IT System Administrator, performs all facets of the Geographic Information
System (GIS), which includes supervision, design, complex technical review, development and management of department GIS projects. This is an advanced professional GIS position
requiring extensive database design and management experience, proficiency in Computer Aided Mapping, especially ESRI’s software suite including; ArcMap, ArcGIS Pro, ArcGIS
Online and Portal and CMMS and asset management systems using Microsoft SQL Server, and technical competency in a variety of GIS functions. Bachelor’s degree in a technical or
scientific field such as planning, geography, computer‐aided engineering, mathematics, computer science or a related field and four years experience in GIS, cartography, urban
planning or engineering of which three years experience is in a supervisory capacity with GIS engineering related functions. A thorough knowledge of municipal engineering and civil
design functions is required.
$86,729
$96,658
$107,198
$88,675
$102,061
$114,653
GIS Manager
Survey Information
CompAnalyst Market Database
GIS Manager
Manages analysts and technicians within the department. Develops and implements the best processes for tackling project requirements. Supports the day to day delivery of geospatial
products and services. Runs geospatial analysis for a wide range of requests.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, Gov't Support Services 25%$53,405 $58,357 $63,280 $54,241 $59,284 $64,303
Salt Lake City, $350M Budget, Gov't Support Services 25%$54,843 $59,906 $64,966 $55,701 $60,857 $66,016
Wasatch Front, $367M Revenue, All Industries 25%$58,867 $65,607 $72,354 $59,990 $66,853 $73,734
Salt Lake City, $367M Revenue, All Industries 25%$60,428 $67,370 $74,392 $61,581 $68,650 $75,811
Overall 100%$56,886 $62,810 $68,748 $57,878 $63,911 $69,966
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$70,400 $80,300 $89,400 $71,800 $83,100 $94,200
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$71,600 $81,600 $90,900 $73,000 $84,400 $95,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$70,800 $80,700 $89,900 $72,200 $83,500 $94,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$71,900 $82,000 $91,300 $73,400 $84,800 $96,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$70,100 $79,900 $89,000 $71,500 $82,700 $93,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$71,300 $81,200 $90,500 $72,700 $84,100 $95,300
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$70,500 $80,300 $89,500 $71,900 $83,100 $94,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$71,600 $81,600 $90,900 $73,000 $84,500 $95,800
Overall 100%$71,025 $80,950 $90,175 $72,438 $83,775 $94,975
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$62,574 $69,213 $75,934 $63,018 $69,575 $79,449
Salt Lake Metro 25.0%$63,881 $70,659 $77,521 $64,334 $71,029 $81,108
FTEs: 1,000 to fewer than 3,500 25.0%$63,010 $67,013 $74,004 $65,299 $70,019 $76,377
Net Revenue: 100M to less than 500M USD 25.0%No Data Available $67,028 No Data Available No Data Available $67,028 No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$63,155 $68,478 $75,820 $64,217 $69,413 $78,978
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Includes GIS data entry, data validation and maintenance of current GIS databases. Design, coordinate and prepare representations of Geographic Information Systems (GIS) databases.
GIS; Fully applies basic principles, theories, and concepts to job assignments. Exhibits technical and operational pro efficiency solving problems of moderate complexity. Contributes to
completion of projects and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts. Typically requires: Bachelor's
degree, 2‐4 years of related professional experience.
Geographic Information Systems Analyst
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
GIS PROGRAMMER ANALYST II ‐ 002540
4
$83,720
$83,990
Compiles, manipulates, and analyzes geospatial data. Designs, develops, and maintains databases and systems of GIS data. Creates reports, maps, applications, and visualizations
conveying the results of spatial analyses. Utilizes scripting languages to refine GIS data pipelines and processes. May provide GIS training or assistance to other organization members.
Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Work is generally independent and collaborative in nature.
Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
This is an advanced professional and highly technical level position in the GIS series requiring incumbents to work independently with limited technical assistance and minimal
supervision. Incumbents in this class lead in system administration of all facets of the geographic information system including design, complex technical review, and development of
department GIS enterprise and web application projects. Incumbents participate in all phases of GIS desktop and internet application development, including analysis, design,
development and maintenance of software programs, creation of technical design documents, technical and user test scripts and development of end user documentation. Bachelor's
degree in a technical or scientific field such as planning, geography, computer‐aided engineering, mathematics, computer science or a related field plus four years experience in GIS,
cartography, urban planning, or computer operations, including 3‐5 years' experience with GIS application development and/or geospatial programming.. Two years of additional
education and/or experience in a GIS programming area may be substituted one for the other on a year‐for‐year basis.
$63,689
$70,746
$78,248
$64,844
$72,366
$81,306
GIS Analyst III
Survey Information
CompAnalyst Market Database
GIS Analyst
Designs and implements Geographic Information System (GIS) applications and integrates database repositories to compile geospatial data that can be used to make decisions and
solve problems. Surveys physical geographic spaces, imports data into mapping software such as ArcGIS and analyzes the information to create digital maps. Develops visual diagrams
and readies analysis reports on geographic trends. Updates outdated maps, transposes data from source documents to GIS format, and maintains the accuracy of geospatial data.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$53,373 $57,929 $62,342 $56,363 $61,219 $65,946
Salt Lake City, $350M Budget, City Gov't 25%$55,020 $59,778 $64,389 $58,103 $63,173 $68,111
Wasatch Front, $367M Revenue, All Industries 25%$58,289 $64,458 $70,486 $62,296 $68,873 $75,332
Salt Lake City, $367M Revenue, All Industries 25%$60,154 $66,598 $72,874 $64,290 $71,160 $77,884
Overall 100%$56,709 $62,191 $67,523 $60,263 $66,106 $71,818
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$68,100 $76,000 $84,500 $69,600 $78,400 $88,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,800 $76,800 $85,300 $70,300 $79,200 $89,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$61,400 $68,500 $76,200 $62,800 $70,700 $79,400
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$62,000 $69,200 $77,000 $63,400 $71,500 $80,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$67,800 $75,700 $84,100 $69,300 $78,100 $87,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$68,500 $76,400 $85,000 $70,000 $78,900 $88,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$61,100 $68,200 $75,900 $62,500 $70,400 $79,100
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$61,800 $68,900 $76,600 $63,100 $71,100 $79,900
Overall 100%$64,938 $72,463 $80,575 $66,375 $74,788 $84,000
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$59,853 $68,560 $79,102 $60,164 $69,177 $80,459
Salt Lake Metro 34.0%$61,378 $70,308 $81,117 $61,697 $70,940 $82,510
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 33.0%$56,915 $61,306 $71,604 $57,528 $61,306 $71,604
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$59,402 $66,761 $77,313 $59,815 $67,179 $78,234
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$57,426 $61,608 $64,668 $58,650 $64,056 $71,604
Utah | All 25.0%$57,426 $61,608 $64,668 $58,650 $64,056 $71,604
SLC/Northern UT Area | Not‐for‐Profit 25.0%$58,650 $63,342 $70,686 $59,160 $63,954 $72,420
Utah | Not‐for‐Profit 25.0%$58,650 $63,342 $70,686 $59,160 $63,954 $72,420
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$58,038 $62,475 $67,677 $58,905 $64,005 $72,012
Survey Information
CompData
Grapic Designer/Artist
Designs or creates quality graphic artwork for brochures, posters, manuals, books, and advertising materials. Uses own original and creative thinking to develop concepts and finished
materials from rough ideas or customer's needs. Marks up, pastes, and assembles final layouts to prepare for printer. Draws and prints charts, graphs, illustrations, and other artwork,
by hand or using computer. Broad knowledge of graphic art standards and equipment. Technical degree in graphic design or equivalent preferred and three years experience.
Graphic Design Specialist III
$76,516
Survey Information
CompAnalyst Market Database
Graphic Design Specialist
Communicates ideas and concepts visually through artistic measures, creative messaging, and computer technology, specializing in multiple fields. Designs and implements images and
graphics to enhance books and magazines, advertisements, corporate logos, computer games, film titles and credits, web sites, exhibits, signage, educational materials, product
packaging, brochures, logos, or business publications, working with electronic and print media. Plans layouts; sketches or chooses artwork, colors, and type size to produce an effective
visual image; and develops sound and movement animation effects, utilizing expertise with software graphics.
Economic Research Institute
$59,772
$65,972
$73,272
$61,340
$68,019
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Direct marketing design projects, collaborating with multiple departments. Design and develop product brand identity. Create and assemble images and graphics to produce designs for
websites, print media, product design, displays and productions. Design / Graphic Design; Exhibits technical and operational pro efficiency in the primary duties of the job family. Plays a
key role in Implementing projects and programs in the function. Acts as a resource to managers and employees in the organization. Typically requires: Bachelor's degree, 2‐4 years of
related professional experience.
Graphic Designer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Graphic Design Specialist II ‐ 002607
0
$68,286
$68,286
Designs and produces graphic art and visual materials for print and digital media. Ensures that layout and design are aligned with brand and production standards and follow best
practices. Creates and executes design solutions and collateral used for marketing, advertising, sales, and other forms of communication. Coordinates with customers and stakeholders
to conceptualize and deliver projects on time and budget. Experienced using a variety of design and editing tools and software such as Adobe. Knowledge of color, composition,
typography, digital design and production management. Typically requires a bachelor's degree. Typically reports to a manager. Work is generally independent and collaborative in
nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
Under the guidance of the Director of Media and Engagement, this position works in collaboration with the Media Services, Civic Engagement, and Web teams. The primary
responsibilities of this position include ‐ designs graphics for print, digital, and video production as well as coordinating printing, installation, and posting of communication and
materials to support a wide range of city programs and initiatives. Create consistent, meaningful content for various City departments for use on the City’s government access channel,
social media platforms, the internet, intranet web pages, and other applications. Graphic Design Specialist II – A Bachelor’s degree from an accredited college or university with a focus
in graphic design, marketing or other field closely related to this title and at least five (5) years paid employment in the industry. Education and experience may be substituted on a year
for year basis.
This level will work with teams to identify communication content, topics, and flow of information as well as mentors other staff members.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$51,061 $55,168 $59,066 $53,262 $57,574 $61,686
Salt Lake City, $350M Budget, City Gov't 25%$53,076 $57,368 $61,435 $55,363 $59,871 $64,160
Wasatch Front, $367M Revenue, All Industries 25%$55,982 $61,543 $66,854 $58,932 $64,774 $70,377
Salt Lake City, $367M Revenue, All Industries 25%$58,218 $64,013 $69,516 $61,286 $67,374 $73,179
Overall 100%$54,584 $59,523 $64,218 $57,211 $62,398 $67,351
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 25.0%$57,100 $64,100 $75,400 $59,000 $68,000 $83,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$58,900 $66,100 $77,700 $60,800 $70,100 $85,600
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | $200M ‐ $500M Revenues 25.0%$56,900 $63,800 $75,100 $58,800 $67,700 $82,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$58,600 $65,800 $77,400 $60,600 $69,800 $85,200
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$57,875 $64,950 $76,400 $59,800 $68,900 $84,125
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Loan Workout Officer
$67,351
Survey Information
CompAnalyst Market Database
Mortgage Loan Officer
Interviews applicants, and reviews, evaluates, and authorizes or recommends approval of customer applications for conventional residential mortgage and FHA/VA loans. Interviews
applicant and requests specified information for mortgage loan application. Analyzes applicant financial status, credit, and property evaluation to determine feasibility of granting loan,
or may submit application to Credit Analyst for verification and recommendation.
Economic Research Institute
$54,584
$59,523
$64,218
$57,211
$62,398
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HOUSING & REHAB LOAN OFFICER ‐ 002034
1
$61,818
$61,818
Restructures loans; works with lending personnel and borrowers to better secure collateral and/or assets of the borrower. Works with small‐ and mid‐size loans of little to medium
complexity. Typically requires a bachelor's degree. Typically reports to a manager or head of a unit/department. Typically requires 0‐2 years of related experience.
Under the general direction of the Housing Programs Manager of the Division of Housing and Neighborhood Development, incumbent assumes financial accountability and
responsibility for the housing rehabilitation and first time homebuyers’ loan packaging process. Interviews homeowners, provides financial counseling, obtains and verifies information
regarding income and expenses of clients. Determines eligibility of client and appropriate financing package, and prepares loan applications. Answers phone, responds to questions,
accepts loan payments, creates initial project files, prepares reports, and enters transactions into the journal entry system. Closes loans when necessary. This position requires
knowledge and experience in finance, loan processing, loan underwriting procedures, including basic FNMA/FHLMC lending and documentation requirements, and applicable Federal,
State and local loan rehabilitation rules and regulations. Bachelor’s degree from an accredited college or university in Public or Business Administration, Finance, Economics or, a
related field and three (3) years’ experience in real estate, mortgage loan processing, public finance or other related field. Education and experience may be substituted one for the
other on a year‐for‐year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$59,914 $65,815 $71,418 $63,270 $69,481 $75,403
Salt Lake City, $350M Budget, City Gov't 25%$62,857 $69,084 $74,975 $66,374 $72,928 $79,153
Wasatch Front, $367M Revenue, All Industries 25%$54,480 $59,862 $64,928 $63,270 $69,481 $75,403
Salt Lake City, $367M Revenue, All Industries 25%$57,154 $62,831 $68,157 $66,374 $72,928 $79,153
Overall 100%$58,601 $64,398 $69,870 $64,822 $71,205 $77,278
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 25.0%$41,600 $47,200 $54,900 $43,200 $49,800 $59,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$42,800 $48,700 $56,600 $44,500 $51,300 $60,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | $200M ‐ $500M Revenues 25.0%$41,400 $47,000 $54,700 $43,000 $49,600 $58,900
Utah | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$42,700 $48,400 $56,300 $44,300 $51,100 $60,700
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$42,125 $47,825 $55,625 $43,750 $50,450 $59,900
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HOUSING LOAN ADMIN ‐ 002137
1
$54,475
$54,475
Performs administrative tasks for mortgage loan processing. Collects and prepares necessary information such as loan applications, credit documents, and appraisals to process and
complete mortgage loan files. Verifies all documentation for accuracy and completeness. Tracks and monitors due dates. Ensures all documents are prepared and finalized in
compliance with regulatory policies and procedures. Inputs and maintains all required transaction and processing records according to procedures. Responds to inquiries. Prepares
required regulatory reporting. Requires a high school diploma or equivalent. Typically reports to a supervisor. Works under moderate supervision. Gaining or has attained full
proficiency in a specific area of discipline. Typically requires 1‐3 years of related experience, or may need 0 years of experience with additional specialized training and/or certification.
Under the general direction of the Housing & Neighborhood Development Program Manager, incumbent assumes responsibility for the servicing of all loans originated in the Housing &
Neighborhood Development (HAND) Division including loans from the Rehabilitation and Home Buyer programs, Housing Trust Fund loans, Small Business Revolving loans, Commercial
Façade grants, Zoning Violation fees and any other programs which may be authorized in the future. Prepares loan documents, builds new loans on the loan servicing system, receives
and posts payments, prepares journal entries, reconciles system investor balances with general ledger balances, provides year‐end histories and tax forms to borrowers, interfaces with
financial auditors and servicing system software vendors and closes loans when necessary. Bachelor’s degree in accounting, business management or related field plus one to three
years related work experience. Education and experience may be substituted one for the other on a year‐for‐year basis.
$50,363
$56,112
$62,747
$54,286
$60,827
$68,589
Mortgage Loan Processor II
Survey Information
CompAnalyst Market Database
Mortgage Loan Coordinator
Coordinates the mortgage loan process from start to closing. Compiles all required loan documents and applicant information, assesses loan applications for completion and accuracy,
orders appraisals, submits loan package for approval, and addresses clearing conditions required for underwriting and closing. Schedules and tracks closing and loan lock expiration
dates and updates the customer throughout the loan process. Assists the mortgage loan office by performing administrative tasks and acts as the main point of contact for customers.
Answers customer inquiries, schedules appointments, and processes mortgage payments.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$59,892 $65,673 $71,576 $61,812 $67,804 $73,936
Salt Lake City, $350M Budget, City Gov't 25%$62,309 $68,367 $74,533 $64,307 $70,586 $76,990
Wasatch Front, $367M Revenue, All Industries 25%$68,070 $76,152 $84,359 $70,658 $79,039 $87,566
Salt Lake City, $367M Revenue, All Industries 25%$70,874 $79,299 $87,818 $73,568 $82,304 $91,156
Overall 100%$65,286 $72,373 $79,572 $67,586 $74,933 $82,412
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$78,900 $88,700 $99,900 $82,600 $92,800 $107,300
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$83,500 $93,800 $105,700 $87,400 $98,100 $113,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$73,600 $82,800 $93,200 $77,100 $86,600 $100,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,900 $87,500 $98,600 $81,500 $91,600 $105,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$78,700 $88,400 $99,600 $82,400 $92,500 $107,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$83,200 $93,500 $105,300 $87,100 $97,800 $113,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$73,400 $82,500 $93,000 $76,900 $86,300 $99,800
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,600 $87,300 $98,300 $81,300 $91,300 $105,600
Overall 100%$78,350 $88,063 $99,200 $82,038 $92,125 $106,538
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%No Data Available $104,795 No Data Available No Data Available $104,795 No Data Available
Salt Lake Metro 50.0%$88,902 $98,880 $111,735 $92,315 $102,664 $117,780
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$88,902 $101,838 $111,735 $92,315 $103,730 $117,780
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
HR Business Partner III
$102,243
Survey Information
CompAnalyst Market Database
Human Resources Business Partner
Coordinates alignment of business objectives with employees and management in designated business units. Consults with management on human resource‐related issues, suggests
new HR strategies, and provides HR guidance when appropriate. Evaluates and anticipates HR‐related needs, and communicates needs with the HR Department and business
management. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Develops partnerships across the HR function to deliver value‐
added service to management and employees that reflects the business objectives of the organization.
Economic Research Institute
$77,513
$87,424
$96,836
$80,646
$90,263
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Lead a team of HR staff to develop, plan and implement various HR initiatives such as compensation, benefits and performance management programs. Advise managers on
organizational policy issues and recommend needed changes. Analyze HR practices, and recommend employee relations, employment, compensation and benefits policies to establish
competitive programs and ensure legal compliance. Generalist / HR Management; Seasoned professional in the job family. This is the level of full competence that all professionals are
expected to achieve in the function. Manages program and project implementation and makes significant contributions to department goals and planning efforts. Typically requires:
Bachelor's degree, 5‐7 years of related professional experience.
Human Resources Business Partner ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HR BUSINESS PARTNER II ‐ 002591
6
$85,249
$85,197
Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives. Develops
workforce plans and an understanding of external customer trends and issues in the industry that could potentially impact business. Leads organizational assessment that converts
strategies into result‐driven actions. Utilizes knowledge of various human resources functions to provide tactical support to line managers. Acts as liaison with other HR functions.
Provides change management leadership as needed. Typically requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Typically
requires 4 ‐7 years of related experience.
Working under limited supervision, incumbent is responsible for providing strategic HR support to designated city departments. Responsibilities include more complex analysis of
business and operational needs, workforce planning, staff development, performance management, complaint investigation, contract interpretation, grievance and discipline
administration, classification and compensation issues and change management. Key areas of knowledge, skills and ability include: excellent conflict resolution, problem‐solving and
negotiation and influential skills. Works with employees at all levels of the organization and handles highly sensitive issues with integrity and professionalism. Develops partnerships
across all human resource functions to deliver value‐added service to management and employees that reflects the business objectives of the organization. Anticipates, evaluates, and
communicates HR‐related business needs with the HR department and business unit management.
Incumbents at this level possess the skill and demonstrated ability to apply more advanced knowledge and effectiveness in all human resource disciplines, along with technical guidance
to lower level staff, as needed . Bachelor’s degree in Human Resource Management, Business Administration, Public Administration or closely related field plus five or more years
professional experience in human resource management including emphases in employment law, recruiting, workplace investigations, and resolution of complex employee relations
issues.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$52,195 $56,980 $61,761 $53,253 $58,151 $63,053
Salt Lake City, $350M Budget, City Gov't 25%$54,228 $59,252 $64,269 $55,328 $60,470 $65,614
Wasatch Front, $367M Revenue, All Industries 25%$57,468 $64,029 $70,679 $58,887 $65,604 $72,424
Salt Lake City, $367M Revenue, All Industries 25%$59,765 $66,647 $73,597 $61,240 $68,286 $75,414
Overall 100%$55,914 $61,727 $67,577 $57,177 $63,128 $69,126
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$58,400 $66,100 $74,400 $60,500 $68,900 $77,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$60,300 $68,300 $76,800 $62,500 $71,100 $80,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$55,000 $62,300 $70,100 $57,000 $64,900 $73,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,900 $64,400 $72,400 $58,900 $67,000 $75,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$58,200 $65,800 $74,100 $60,300 $68,600 $77,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$60,100 $68,000 $76,500 $62,200 $70,800 $79,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$54,800 $62,000 $69,800 $56,800 $64,600 $72,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,600 $64,100 $72,100 $58,600 $66,700 $75,100
Overall 100%$57,538 $65,125 $73,275 $59,600 $67,825 $76,313
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$66,440 $74,956 $84,556 $66,988 $76,426 $85,653
Salt Lake Metro 34.0%$66,598 $75,135 $84,756 $67,147 $76,608 $85,857
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 33.0%$68,622 $74,349 $84,412 $68,622 $74,349 $84,412
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,214 $74,817 $84,576 $67,581 $75,802 $85,313
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$54,162 $59,466 $65,790 $54,162 $59,466 $65,790
Utah | All 50.0%$54,162 $59,466 $65,790 $54,162 $59,466 $65,790
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$54,162 $59,466 $65,790 $54,162 $59,466 $65,790
Survey Information
CompData
Recruiter I
Screens, interviews, and selects applicants. Maintains human resources programs through recruiting process, including affirmative action and career development programs. Provides
ongoing training to hiring managers regarding recruitment processes within legal and organization policies. May assist in writing advertisements and analyzing reports and trends.
Possesses knowledge of Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs, policies, and procedures. Bachelor's degree required and two years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Arrange for interviews and provide travel arrangements as necessary. Advise managers and employees on policies and procedures. May be involved in writing and placing advertising
for open positions in publications; online and print. Source, screen and interview applicants to obtain information on work history, training, education, and job skills for open positions;
may utilize ATS. Establish and maintain relationships with hiring managers to stay abreast of current and future hiring and business needs. Recruiter / (General); Exhibits technical and
operational pro efficiency in the primary duties of the job family. Plays a key role in Implementing projects and programs in the function. Acts as a resource to managers and employees
in the organization. Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Recruiter ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HR RECRUITER ‐ 002297
1
$65,000
$65,000
Attracts, evaluates, and refers candidates for open positions through recruiting website, employee referrals, on‐site recruiting, search firms and other sourcing methods. Develops job
advertisements and screens resumes/applications. Contacts candidates to ascertain fit, and schedules interviews. Extends offers and negotiates compensation. Initiates onboarding
plan for new hires. Ensures assigned positions are filled efficiently and effectively. May facilitate orientation for new employees and perform exit interviews for employees leaving the
organization. May require a bachelor's degree in human resources. Typically reports to a supervisor or manager. Occasionally directed in several aspects of the work. Gaining exposure
to some of the complex tasks within the job function. Typically requires 2 ‐4 years of related experience.
Under the direction of Recruitment & Onboarding Manager, incumbent performs professional level duties to attract, screen, recruit, and aide with selection of new employees,
including hiring of candidates for executive level and hard‐to‐fill jobs. Assists hiring managers and supervisors select the most qualified candidates. Coordinates employment offers with
applicant and hiring department. Provides applicants with pre‐employment information regarding job requirements, work location, wages, benefits, allowances and employment
policies. Participates in planning and conducting specialized recruiting campaigns and programs. Represents the city at community events and job career fairs. Monitors, tracks, and
assists new hires during employee onboarding process. Bachelor’s degree in Human Resource Management, Business Administration, Public Administration or closely related field plus
two to four years professional experience in recruiting. Directly related work experience may be substituted for education on a year‐for‐year basis. A master’s degree in a related field
or Professional in Human Resources (PHR) certification may substituted for two years of experience.
$58,707
$65,284
$72,804
$59,630
$66,555
$74,135
Recruiter II
Survey Information
CompAnalyst Market Database
Recruiter
Converses with and asks questions of job applicants to select people meeting employer qualifications. Checks employment applications and examines work history, education and
training, job skills, compensation needs, and other qualifications of applicants. Records additional knowledge, skills, abilities, interests, test results, and other data pertinent to selection
and referral of applicants. Reviews job orders and matches applicants with job requirements, utilizing manual or computerized file search.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$64,313 $70,127 $75,901 $66,132 $72,132 $78,103
Salt Lake City, $350M Budget, City Gov't 25%$68,877 $75,150 $81,364 $70,824 $77,299 $83,724
Wasatch Front, $367M Revenue, All Industries 25%$73,552 $81,530 $89,403 $76,001 $84,237 $92,380
Salt Lake City, $367M Revenue, All Industries 25%$78,838 $87,403 $95,819 $81,463 $90,305 $99,009
Overall 100%$71,395 $78,553 $85,622 $73,605 $80,993 $88,304
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$79,100 $88,700 $100,000 $81,500 $92,300 $105,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$81,400 $91,300 $103,000 $83,900 $95,000 $108,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$75,900 $85,100 $96,000 $78,200 $88,600 $101,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$78,100 $87,600 $98,800 $80,500 $91,200 $104,100
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$78,800 $88,400 $99,700 $81,300 $92,000 $105,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$81,200 $91,000 $102,600 $83,600 $94,700 $108,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$75,700 $84,800 $95,700 $78,000 $88,300 $100,800
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$77,900 $87,300 $98,500 $80,300 $90,900 $103,800
Overall 100%$78,513 $88,025 $99,288 $80,913 $91,625 $104,613
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$86,063 $95,748 $104,746 $88,251 $97,587 $109,346
Salt Lake Metro 0.0%$0 $0 $0 $0 $0 $0
FTEs: 1,000 to fewer than 3,500 34.0%$89,828 $98,365 $110,678 $90,466 $101,250 $112,876
Net Revenue: 100M to less than 500M USD 33.0%$86,073 $110,033 $121,500 $91,850 $110,033 $121,500
Sector: Public Administration 0.0%$0 $0 $0 $0 $0 $0
Overall 100%$87,346 $101,352 $112,292 $90,192 $102,940 $114,557
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
HRIS Analyst III
$102,491
Survey Information
CompAnalyst Market Database
HRIS Analyst
Performs analyses, tests, and administrates HRIS computer system modules including, but not limited to, human resources, compensation, payroll, benefits, etc. Keeps integrity and
accuracy of database. Investigates programs to process data and solve human resources problems by use of computers‐‐computer systems support may be mainframe, mini, and/or
personal computers.
Economic Research Institute
$79,085
$89,310
$99,067
$81,570
$91,853
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Analyze, maintain and troubleshoot human resource information systems and other human resources computer applications and systems. Assist in the design, development and
modification of HRIS to suit organizational needs. May act as administrator to create security model based on functional responsibilities and configure HR system to enforce the security
access to data. Train employees on system usage. Lead projects which impacts data maintenance on the HRIS, including mass updates. Plan and develop analyses, reports, and
presentations. HR Information Systems; Seasoned professional in the job family. This is the level of full competence that all professionals are expected to achieve in the function.
Manages program and project implementation and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7 years of related
professional experience.
Human Resources Information Systems Analyst
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HRIS ANALYST ‐ 002155
2
$89,471
$89,471
Administers, develops, and researches the Human Resources Information System (HRIS). Configures the system to meet ongoing business needs and generates reports to support HR
functions, including compensation, compliance, performance management, and workforce analytics. Ensures that data is accurately processed and maintained according to
organization rules and applicable regulations. May be responsible for defining system requirements and working with external vendors to evaluate and select HRIS software and
systems. Typically requires a bachelor's degree. Typically reports to a manager or head of a unit/department. Work is generally independent and collaborative in nature. Contributes to
moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
The Human Resources Information Systems (HRIS) Business Analyst, coordinates, and acts as a strategic partner to provide support, analysis, assessment, design and improvement HRIS
business solutions and related systems. Ensures the proper function, operation and integrity of human resources information and operations systems. Essential duties include:
identification of HR business needs; research and report writing; training and assisting users; troubleshooting and resolving process and systems errors; coordination of system
enhancements, system integrations, and security issues. Compiles reports and data related to human resources functions. Bachelor degree in Human Resource Management, Human
Resource Information Systems (HRIS), Business Administration, Public Administration or closely related field plus 4‐6 years related professional experience. Directly related work
experience may be substituted for education on a year for year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$62,429 $68,561 $74,838 $64,445 $70,800 $77,320
Salt Lake City, $350M Budget, City Gov't 25%$64,970 $71,386 $77,931 $67,068 $73,718 $80,515
Wasatch Front, $367M Revenue, All Industries 25%$71,614 $80,179 $88,847 $74,336 $83,218 $92,224
Salt Lake City, $367M Revenue, All Industries 25%$74,573 $83,483 $92,465 $77,407 $86,647 $95,980
Overall 100%$68,397 $75,902 $83,520 $70,814 $78,596 $86,510
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$74,500 $87,700 $101,700 $77,000 $92,600 $109,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$78,200 $92,000 $106,800 $80,800 $97,300 $114,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$71,600 $84,200 $97,700 $73,900 $89,000 $105,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$75,100 $88,400 $102,600 $77,600 $93,400 $110,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$74,200 $87,300 $101,300 $76,700 $92,300 $109,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$77,900 $91,700 $106,400 $80,500 $96,900 $114,500
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$71,300 $83,800 $97,300 $73,600 $88,600 $104,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$74,800 $88,000 $102,100 $77,300 $93,000 $109,900
Overall 100%$74,700 $87,888 $101,988 $77,175 $92,888 $109,750
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$76,124 $87,794 $98,103 $76,644 $88,628 $99,860
Salt Lake Metro 25.0%$77,651 $89,555 $100,070 $78,181 $90,405 $101,863
FTEs: 1,000 to fewer than 3,500 25.0%$73,257 $85,905 $94,238 $73,966 $88,452 $97,081
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 25.0%No Data Available $73,782 No Data Available No Data Available $73,782 No Data Available
Overall 100%$75,677 $84,259 $97,470 $76,264 $85,317 $99,601
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Plan, manage and coordinate all human resources initiatives; recruitment, compensation, benefits, training and employee relations of an organization. Advise and coach managers on
HR policies and programs including employee relations issues. Manage daily departmental operations, business planning and budget development of HR programs. Ensure policies,
procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory
requirements and laws. Generalist / HR Management; Supervises and monitors the day‐to‐day activities of a group of (typically non‐exempt) staff. Organizes work and provides direct
supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related professional experience.
Human Resources Management (not including CHRO) ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
HUMAN RESOURCES SUPERVISOR ‐ 002515
3
$82,146
$82,909
Develops and administers human resources programs and policies including staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Ensures
human resources strategies align with organizational business goals. Supervises human resources processes to ensure efficient operations for the organization. Requires a bachelor's
degree. Typically reports to a manager or head of a unit/department. Supervises a small group of para‐professional staff in an organization characterized by highly transactional or
repetitive processes. Contributes to the development of processes and procedures. Thorough knowledge of functional area under supervision. Typically requires 3 years experience in
the related area as an individual contributor.
Supervises the day to day activities of employees in one or more human resource functions including: classification, compensation, benefits administration; recruitment and selection;
employee relations; EEO compliance; training & development. Assists with developing and recommending business practices, performance measures, policies and procedures. Provides
technical assistance and consultation to department management, division directors, supervisors and employees about human resource rules, policies, principles, business practices
and procedures. In addition to supervisory responsibilities, incumbent also performs similar tasks as the assigned employees. Bachelor's degree in Human Resource Management, or
related field, plus four to five years of professional human resource experience and experience in functional area of expertise. Directly related work experience may be substituted for
education on a year‐for‐year basis. A master’s degree in a related field or Human Resources Certification (PHR) or (SHRM‐CP) may be substituted for two years of education or
experience.
$72,925
$82,683
$94,326
$74,751
$85,600
$98,620
HR Supervisor
Survey Information
CompAnalyst Market Database
Human Resources Supervisor
Supervises activities of employees engaged in compensation, training, employment, benefits administration, employee records, labor relations, safety, affirmative action and
employment equity programs, and/or personnel research. Aids in developing and implementing methods and procedures for monitoring work activities, such as preparation of records
of expenditures and progress reports, in order to inform management of current status or work activities. When supervising employees engaged chiefly in one functional area, is
required to be adept in activities of employees supervised. When supervising employees in several functional areas, is required to possess general knowledge of the activities involved.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$89,114 $98,773 $108,704 $101,409 $112,517 $123,994
Salt Lake City, $350M Budget, City Gov't 25%$93,494 $103,471 $113,701 $106,393 $117,870 $129,693
Wasatch Front, $367M Revenue, All Industries 25%$108,159 $121,084 $134,751 $124,793 $139,670 $155,475
Salt Lake City, $367M Revenue, All Industries 25%$113,140 $126,411 $140,376 $130,540 $145,815 $161,964
Overall 100%$100,977 $112,435 $124,383 $115,784 $128,968 $142,782
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$101,900 $112,900 $123,900 $106,700 $119,100 $132,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$103,200 $114,300 $125,500 $108,100 $120,600 $134,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$106,700 $118,100 $129,700 $111,700 $124,600 $139,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$108,000 $119,600 $131,300 $113,100 $126,100 $140,700
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$101,600 $112,500 $123,600 $106,400 $118,700 $132,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$102,900 $114,000 $125,100 $107,700 $120,200 $134,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$106,300 $117,700 $129,300 $111,300 $124,200 $138,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$107,700 $119,200 $130,900 $112,700 $125,800 $140,300
Overall 100%$104,788 $116,038 $127,413 $109,713 $122,413 $136,538
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$67,033 $75,952 $88,120 $67,739 $77,226 $89,240
Salt Lake Metro 50.0%$67,708 $76,717 $89,008 $68,421 $78,005 $90,139
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,370 $76,334 $88,564 $68,080 $77,616 $89,689
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Create and maintain a information technology project plan that communicates tasks, milestone dates, status and resource allocation. Utilize software life‐cycle methodology.
Coordinate delivery of development (beta) and production releases that meet quality assurance standards. Assist test team in creating test plans and testing efforts. Assist technical
team in design and development tasks. Project Management; On a limited basis, applies basic principles, theories, and concepts to job assignments. Work, closely managed, involves
limited problem‐solving, following standardized practices and procedures. Typically interfaces with Supervisor/Manager and other Professionals in work group. Typically requires:
Bachelor's degree
Project Management, IT ‐ Entry Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
INFO TECH PROJECT MANAGER ‐ 002346
2
$100,589
$100,589
Manages and oversees all aspects of a technology project to ensure it is completed on‐time and within budget. Has overall responsibility for managing scope, cost, schedule, internal
staffing, vendors, and contractual deliverables. Develops detailed project plans. Monitors project milestones and generate periodic status reports. Evaluates and manages risk.
Incorporates quality measures and standards to project deliverables. Possesses strong knowledge of technology. Typically requires a bachelor's degree or equivalent. May require
project management certification. Typically reports to a manager or head of a unit/department. Work is generally independent and collaborative in nature. Contributes to moderately
complex aspects of a project. Typically requires 4 ‐7 years of related experience.
Reporting to the Technology Solution Team Leader, the Information Technology (IT) Project Manager manages the flow of data related to Information Technology projects and
advances new initiatives from the department/division. Exercises discretion and independent judgment regarding matters of significance, specifically in relation to assigned projects.
The primary goal of the IT Project Manager is to assist the department in “telling its story” to the administration and to the rest of the City departments. Bachelor’s degree in
Information Technology, Business Administration or related field. Five years of job related experience.
$91,045
$101,602
$113,453
$97,859
$109,665
$123,003
IT Project Manager II
Survey Information
CompAnalyst Market Database
Information Technology Project Manager
Manages, coordinates, and establishes priorities for complete life‐cycle of Information Technology projects including the planning, design, programming, testing, and implementation of
solutions designed to meet the project requirements. Determines project needs and acquires resources required for the success of the project. Designs project plans which identify
needs and define major tasks and milestones, based on scope, resources, budget, and personnel. Directs technological research by studying organization goals, strategies, practices,
and user projects.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$72,771 $79,628 $86,456 $75,034 $82,129 $89,207
Salt Lake City, $350M Budget, City Gov't 25%$76,103 $83,214 $90,216 $78,469 $85,827 $93,086
Wasatch Front, $367M Revenue, All Industries 25%$85,064 $94,389 $103,530 $88,126 $97,777 $107,256
Salt Lake City, $367M Revenue, All Industries 25%$85,064 $94,389 $103,530 $88,126 $97,777 $107,256
Overall 100%$79,751 $87,905 $95,933 $82,439 $90,878 $99,201
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$106,800 $122,800 $140,800 $111,000 $130,100 $154,300
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$109,000 $125,400 $143,700 $113,300 $132,800 $157,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$100,500 $115,600 $132,600 $104,400 $122,400 $145,200
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$102,600 $118,000 $135,300 $106,600 $125,000 $148,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$106,400 $122,400 $140,400 $110,600 $129,600 $153,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$108,600 $124,900 $143,300 $112,900 $132,300 $156,900
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$100,200 $115,200 $132,100 $104,100 $122,000 $144,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$102,200 $117,600 $134,800 $106,200 $124,500 $147,700
Overall 100%$104,538 $120,238 $137,875 $108,638 $127,338 $151,038
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$88,380 $97,102 $106,822 $88,380 $97,466 $107,930
Salt Lake Metro 25.0%$86,532 $95,073 $104,590 $86,532 $95,429 $105,675
FTEs: 1,000 to fewer than 3,500 25.0%$93,317 $107,406 $118,976 $93,704 $107,941 $120,806
Net Revenue: 100M to less than 500M USD 25.0%$91,611 $99,225 $111,542 $91,611 $99,225 $111,542
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$89,960 $99,702 $110,483 $90,057 $100,015 $111,488
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Oversee laboratory safety policies, training, and enforcement. Assist with experiments and procedures. Inventory, stock, audit and organize supplies and chemicals. Train, supervise,
and mentor laboratory assistants, students and technicians. Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area managed. Typically
responsible for the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years supervisory experience.
Laboratory Management ‐ 1st Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LABORATORY PROGRAM MANAGER ‐ 001922
1
$83,949
$83,949
Oversees the analysis and evaluation of air, water, and land systems to determine if pollutants are present and directs the implementation of appropriate corrective action if necessary.
Develops and plans policies and procedures related to air, water, and land systems in accordance with organization and government rules and regulations. Evaluates operations and
makes recommendations to reduce waste or pollution. Requires a bachelor's degree in engineering or related discipline. Typically reports to head of a unit/department.
Reporting to the Water Reclamation Plant Deputy Manager, the incumbent manages the laboratory program and supervises the laboratory staff. This is a professional chemistry
position responsible for ensuring compliance with NELAP requirements for maintaining laboratory certification for all necessary parameters, as well as quality assurance. Performs
routine analysis and/or research to include chemical and microbiological testing of wastewater, sludge and soils for Salt lake City Corporation. Bachelor's degree in Chemistry,
Biochemical Engineering, Bacteriology, Microbiology, or a closely related scientific field, from an accredited college or university, and six years’ related water/wastewater laboratory
analytical experience.
$91,416
$102,615
$114,764
$93,711
$106,077
$120,576
Environmental Engineering Manager
Survey Information
CompAnalyst Market Database
Laboratory Manager
Manages and coordinates activities of workers engaged in performing chemical, microscopic, and bacteriologic tests to obtain data for use in a variety of settings, including research
and medical. Establishes specimen preparation procedures, develops and implements analytical procedures, and evaluates laboratory information. Consults and acts as a resource to
subject matter experts and other practitioners, and reports results according to protocols mandated by the governing organization.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$63,164 $69,307 $75,522 $65,054 $71,406 $77,844
Salt Lake City, $350M Budget, City Gov't 25%$64,847 $71,212 $77,711 $66,787 $73,368 $80,101
Wasatch Front, $367M Revenue, All Industries 25%$72,195 $80,635 $89,113 $74,744 $83,473 $92,259
Salt Lake City, $367M Revenue, All Industries 25%$74,226 $83,089 $92,039 $76,846 $86,014 $95,289
Overall 100%$68,608 $76,061 $83,596 $70,858 $78,565 $86,373
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 25.0%$56,900 $72,900 $89,800 $57,000 $73,300 $89,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$57,900 $74,200 $91,300 $58,000 $74,500 $91,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | $200M ‐ $500M Revenues 25.0%$56,700 $72,600 $89,400 $56,800 $72,900 $89,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$57,700 $73,900 $90,900 $57,800 $74,200 $90,900
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$57,300 $73,400 $90,350 $57,400 $73,725 $90,350
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Landscape Architect III
$88,362
Survey Information
CompAnalyst Market Database
Landscape Architect
Designs and plans development of land areas for projects, such as parks and other recreational facilities, airports, highways and parkways, hospitals, schools, land subdivisions, and
commercial, industrial, and residential sites. Confers with clients, engineering personnel, and architects on overall program. Collects and analyzes data on such site conditions as
geographic location; soil, vegetation, and rock features; drainage; and location of structures for preparation of environmental impact report and development of landscaping plans.
Architects are typically required to be licensed or registered. Licensing is based on the Landscape Architect Registration Examination sponsored by the Council of Landscape
Architectural Registration Boards.
Economic Research Institute
$62,954
$74,730
$86,973
$64,129
$76,145
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LANDSCAPE ARCHITECT III ‐ 000753
1
$78,956.80
$78,956.80
Assists in the development of exterior spaces and physical environments. Prepares overview of final project design drawings and specifications. Develops schematic designs and
construction details, helps in cost estimation of project, and works with project architects or outside consultants as needed. Requires a bachelor's degree in architecture. Typically
reports to a Landscape Architect Manager. Typically requires 4 to 7 years of related experience. Contributes to moderately complex aspects of a project. Work is generally independent
and collaborative in nature.
As a registered professional landscape architect, supervises and manages major projects involving park, recreation, landscape planning and development. This is a highly responsible
position in management, planning, design and development of municipal land and facilities. Bachelor's Degree in landscape architecture from a fully accredited college or university
and five years' paid work experience performing planning, design and construcƟon management of landscape architectural projects. Experience must include one year of supervisory
experience.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$53,913 $58,898 $63,827 $55,651 $60,823 $65,952
Salt Lake City, $350M Budget, City Gov't 25%$56,671 $61,930 $67,117 $58,497 $63,954 $69,351
Wasatch Front, $367M Revenue, All Industries 25%$59,260 $66,008 $72,737 $61,591 $68,596 $75,599
Salt Lake City, $367M Revenue, All Industries 25%$62,311 $69,406 $76,444 $64,763 $72,127 $79,452
Overall 100%$58,039 $64,061 $70,031 $60,126 $66,375 $72,589
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.6%$62,400 $69,700 $76,700 $63,900 $71,600 $79,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$64,200 $71,700 $78,900 $65,800 $73,700 $81,800
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$58,200 $65,000 $71,600 $59,600 $66,800 $74,200
Utah | All Industries | $200M ‐ $500M Revenues 16.6%$62,100 $69,400 $76,300 $63,600 $71,300 $79,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$63,900 $71,400 $78,600 $65,500 $73,400 $81,500
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$57,900 $64,700 $71,200 $59,400 $66,500 $73,800
Overall 100%$61,204 $68,375 $75,248 $62,715 $70,268 $78,003
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$63,002 $70,712 $79,047 $63,002 $70,792 $79,591
Salt Lake Metro 50.0%$65,466 $73,478 $82,140 $65,466 $73,562 $82,704
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$64,234 $72,095 $80,594 $64,234 $72,177 $81,148
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Keeps office supplies in stock. Manages schedules for appointment, meetings, conferences, etc. Drafts documents for staff across a variety of legal disciplines. Provides support to
lawyers and paralegals with research, traveling arrangements, and other important tasks. Support / Administration (Legal); Leads specialized area of administrative support or provides
support to Vice President or higher. Full knowledge of procedures in area of expertise. May provide work direction to lower‐level support employees. Receives broad supervision.
Typically requires: High School diploma or GED, at least 5 years of related experience, thorough knowledge of policies and procedures, highly tactful communications, expertise with
related systems.
Legal Administrative Assistant ‐ Senior Administrative
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LAW OFFICE MANAGER ‐ 000255
1
$63,690
$63,690
Provides multi‐faceted administrative support and assistance to ensure effective use of an executive's time and productive interactions with staff and the public. Handles a wide range
of administrative and support tasks and independently initiates and implements processes to manage projects, information, and people. Manages the executive's schedule, meeting
preparations, follow‐up tasks, and complex travel arrangements. Conducts research and information gathering on behalf of the executive and prepares summaries and reports.
Develops positive and strategic relationships at all levels of the organization. Uses discretion, judgement, and knowledge of the organization to facilitate the executive's activities and
maintain confidentiality. May be responsible for directing and deploying support staff or other resources. Typically requires a bachelor's degree or equivalent. Typically reports to an
executive. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2 ‐4 years of related
experience.
With independent judgment, performs a wide variety of administrative duties including divisional/departmental budget preparation and monitoring, purchasing, personnel and payroll
operations, technical support, and supervision of other law office staff. Advises City Attorney and City Prosecutor on administrative/operational developments which are important to
or may Impact divisional or departmental operations. Associate degree in accounting, office management or related legal field, and four years experience in a law office performing
office and staff management duties similar to those detailed above. Experience must include a minimum of one year experience in budgetary preparation and expenditure monitoring
and one year supervisory experience. Two years related legal office management experience or paralegal/legal assistant certification may be substituted for education on a year for
year basis.
$61,159
$68,177
$75,291
$62,358
$69,607
$77,246
Executive Assistant II
Survey Information
CompAnalyst Market Database
Office Manager
Manages and organizes office operations and procedures, such as word processing, bookkeeping, preparation of payrolls, flow of correspondence, filing, requisition of supplies, and
other clerical services. Coordinates activities of various clerical departments or workers within department. Evaluates office production, updates procedures, or devises new forms to
improve efficiency of workflow. Establishes uniform correspondence procedures and style practices. Formulates procedures for systematic retention, protection, retrieval, transfer, and
disposal of records. This position is similar to an Office Supervisor, but scope of unit supervised typically involves a larger number of employees and more varied office activities.
Position requires experience in the classifications managed.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$65,568 $72,018 $78,551 $69,233 $76,087 $83,050
Salt Lake City, $350M Budget, City Gov't 25%$68,972 $75,726 $82,535 $72,827 $80,004 $87,262
Wasatch Front, $367M Revenue, All Industries 25%$76,354 $85,147 $93,998 $81,299 $90,648 $100,086
Salt Lake City, $367M Revenue, All Industries 25%$80,248 $89,385 $98,543 $85,446 $95,159 $104,926
Overall 100%$72,786 $80,569 $88,407 $77,201 $85,475 $93,831
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 16.6%$60,900 $67,600 $75,200 $63,800 $71,100 $78,900
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$63,500 $70,400 $78,400 $66,600 $74,200 $82,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$61,300 $68,000 $75,700 $64,200 $71,600 $79,400
Utah | All Industries | $200M ‐ $500M Revenues 16.6%$60,600 $67,300 $74,900 $63,600 $70,800 $78,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 16.6%$63,200 $70,100 $78,100 $66,300 $73,800 $81,900
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 16.6%$61,000 $67,700 $75,300 $64,000 $71,300 $79,000
Overall 100%$61,503 $68,243 $75,962 $64,491 $71,845 $79,663
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$65,922 $71,793 $78,809 $66,439 $73,593 $80,660
Salt Lake Metro 50.0%$69,378 $75,555 $82,939 $69,921 $77,451 $84,888
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,650 $73,674 $80,874 $68,180 $75,522 $82,774
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Evaluate and select learning software and training initiatives. Create and adapt curriculum for a variety of audiences and learning delivery methods. Collect data and analyze the impact
of long‐term and specific initiatives. Assess, plan, develop, and deliver training and learning initiatives. Training; Exhibits technical and operational pro efficiency in the primary duties of
the job family. Plays a key role in Implementing projects and programs in the function. Acts as a resource to managers and employees in the organization. Typically requires: Bachelor's
degree, 2‐4 years of related professional experience.
Training Specialist
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LEARNING & DEVELOPMENT SPECIALIST ‐ 002516
1
$70,637
$70,637
Implements all aspects of organizational development. Develops training programs, facilitates change management initiatives, and reviews current development programs to ensure
linkage to company goals. Builds human capital through employee development programs. Measures employee performance to gauge the success of programs and identify areas for
improvement. Implements and reports on the effectiveness of leadership development, team development, and organizational communication programs and practices. Typically
requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. Occasionally directed in several aspects of the work. Gaining exposure to some
of the complex tasks within the job function. Typically requires 2 ‐4 years of related experience.
With minimal supervision, incumbent serves as the Super Admin of the city’s learning management system (LMS), including responsibility for day‐to‐day management and operation.
Develops, coordinates, delivers, and evaluates various training, development courses and learning programs. Bachelor’s degree in Business Administration, Human Resource
Development, Organizational Behavior, Public Administration, or related field, and four to six years’ experience in training or employee development, including experiences in LMS
administration and online course authoring tools. Experience may be substituted for education on a year for year basis for up to a maximum of four years.
$67,313
$74,162
$81,747
$69,957
$77,614
$85,423
Organizational Learning and Development Specialist II
Survey Information
CompAnalyst Market Database
LMS Manager
Researches, develops, and maintains training needs of organization. Manages and coordinates activities of LMS department staff. Provides training for end users and department staff.
Identify any gaps or issues found in training or administration.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$48,740 $53,050 $57,251 $49,466 $53,854 $58,135
Salt Lake City, $350M Budget, City Gov't 25%$50,819 $55,355 $59,773 $51,577 $56,193 $60,697
Wasatch Front, $367M Revenue, All Industries 25%$52,041 $57,836 $63,513 $53,013 $58,912 $64,699
Salt Lake City, $367M Revenue, All Industries 25%$54,292 $60,389 $66,345 $55,306 $61,512 $67,584
Overall 100%$51,473 $56,658 $61,721 $52,341 $57,618 $62,779
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$57,600 $65,700 $75,100 $59,600 $68,200 $78,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,600 $68,000 $77,700 $61,700 $70,600 $81,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$52,800 $60,300 $68,900 $54,700 $62,600 $72,300
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$54,700 $62,400 $71,300 $56,600 $64,800 $74,800
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$57,400 $65,400 $74,700 $59,300 $67,900 $78,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,400 $67,700 $77,400 $61,400 $70,300 $81,200
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$52,600 $60,000 $68,600 $54,400 $62,300 $71,900
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$54,400 $62,100 $71,000 $56,300 $64,500 $74,500
Overall 100%$56,063 $63,950 $73,088 $58,000 $66,400 $76,675
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah | All Industries 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | All Industries 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Sector/Government 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Wasatch Front, $350M Budget, All Industries 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Legal Secretary III
$69,727
Survey Information
CompAnalyst Market Database
Legal Secretary
Assists attorneys by performing secretarial work of a complex nature, which includes typing and handling papers and correspondence of legal nature, such as contracts, briefs, warrants,
summonses, complaints, indictments, motions, subpoenas, and papers for filing and serving. Composes and prepares routine correspondence. Proofreads legal documents. Arranges
appointments and meetings. Remains knowledgeable of current legal procedures and terminology.
Economic Research Institute
$53,768
$60,304
$67,404
$55,170
$62,009
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LEGAL SECRETARY III ‐ 003136
3
$54,579
$57,200
Performs secretarial and administrative duties for an attorney or group of attorneys. Prepares legal documents, contracts, briefs, motions, summonses, complaints and general
correspondence. Maintains files and schedules. Utilizes document creation software and other legal reference software. May need to interact with clients or participate in meetings
discussing sensitive or confidential matters. Requires knowledge of legal terminology and standard formats and procedures. Requires a high school diploma. Typically reports to a
manager or head of a unit/department. Works independently within established procedures associated with the specific job function. Has gained proficiency in multiple competencies
relevant to the job. Typically requires 3‐5 years of related experience, or may need 2 years experience with additional specialized training and/or certification.
Performs a variety of research and office support functions for the attorneys, Risk Manager, legal clerks, professional staff, assigned to the City Attorney’s office staff. This is highly
responsible process management work requiring thorough knowledge of legal terminology, and project management. This is the senior level staff support position in the career ladder
series. Graduation from high school or the equivalent and six years' work experience performing legal secretarial and staff support duties, four (4) years of which must be in a city
attorney's, county attorney’s or prosecutor's office or equivalent performing legal secretarial and staff support duties.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$63,258 $67,931 $72,243 $63,258 $67,931 $72,243
Salt Lake City, $350M Budget, City Gov't 25%$67,084 $72,217 $76,927 $67,084 $72,217 $76,927
Wasatch Front, $367M Revenue, All Industries 25%$71,648 $78,138 $84,127 $71,648 $78,138 $84,127
Salt Lake City, $367M Revenue, All Industries 25%$76,280 $83,312 $89,742 $76,280 $83,312 $89,742
Overall 100%$69,568 $75,400 $80,760 $69,568 $75,400 $80,760
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$65,900 $70,700 $78,600 $67,500 $72,600 $81,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$66,100 $70,900 $78,700 $67,700 $72,800 $81,800
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$63,300 $67,800 $75,400 $64,800 $69,700 $78,300
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$63,400 $68,000 $75,500 $64,900 $69,800 $78,500
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$65,700 $70,400 $78,200 $67,200 $72,300 $81,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,800 $70,600 $78,400 $67,400 $72,500 $81,500
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$63,000 $67,500 $75,000 $64,500 $69,400 $78,000
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$63,100 $67,700 $75,200 $64,600 $69,500 $78,100
Overall 100%$64,538 $69,200 $76,875 $66,075 $71,075 $79,888
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$65,922 $71,793 $78,809 $66,439 $73,593 $80,660
Salt Lake Metro 50.0%$69,378 $75,555 $82,939 $69,921 $77,451 $84,888
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,650 $73,674 $80,874 $68,180 $75,522 $82,774
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gather relevant information pertaining to case issues. Facilitate education, support groups and referrals. Assess and treat patients and their families in understanding and coping with
emotional and social problems. Maintain caseload, documentation and reevaluate patients at appropriate intervals. Provide advocacy and resource services for the patient. Social
Work; Advanced individual contributor professional with responsibility for clinical, therapeutic, or diagnostic procedures. Responsible for the development and implementation of
treatment plans which may require significant departures from traditional approaches. Often referenced as "Therapist" or "Clinician". Requires completion of an approved clinical
program with a Bachelor's degree, Master's degree, or Doctoral degree. This level requires certification, licensure, or registration within the clinical discipline.
Social Worker ‐ Advanced Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
LICENSED CLINICAL SOCIAL WORKER (LCSW) ‐ 002585
1
$68,182
$68,182
$67,252
$72,758
$79,503
$67,941
$73,999
Provides clinical social work services to patients and their families. Counsels and provides crisis intervention for patients, including assessment and treatment of emotional and
behavioral problems. Coaches patients on how to manage ongoing health conditions and provides therapy to help patients make positive behavior changes. Requires a master's degree
of social work (MSW). Typically reports to the head of a unit/department. Requires a state license to practice clinical social work.
Years of experience may be unspecified. Certification and/or licensing in the position's specialty is the main requirement.
Under the general administrative direction of the Social Work Manager of the Police Department, incumbent provides immediate crisis intervention and clinical case management
services to citizens and/or their families, along with assistance to prevent the intersection or further intersection with the criminal justice system. These citizens and/or their families
may have the following problems: homelessness, substance abuse/dependence, mental and/or chronic health illnesses, domestic violence, employment issues, poverty, being a victim
of crime, and access to other basic necessities. Incumbent must be willing to work closely with the entire team of the Salt Lake City Police Department, engage with external service
providers on a regular basis and have the ability and skills necessary to work with the general public in a positive, friendly, and professional manner. Master’s Degree in Social Work or
Mental Health Counseling from an accredited college/university. Current Licensure with the State of Utah as a Licensed Clinical Social Worker, Clinical Mental Health Counselor,
Certified Social Worker, Associate Clinical Mental Health Counselor, Certified Social Worker Intern or the ability to obtain a state licensure within 6 months of the hire date.
$81,141
Licensed Clinical Social Worker
Survey Information
CompAnalyst Market Database
Licensed Clinical Social Worker
Administers social service programs, and provides clinical social work services to clients or patients and their families. Counsels and provides crisis intervention for clients, including
assessment and treatment of emotional and behavioral problems. Coaches clients on how to manage ongoing mental health conditions, and provides therapy to help them make
positive behavior changes. Aids clients, including individuals, families, or groups, easing them through transitions, hardships, and mentally hard times. Researches and assists them in
finding the proper resources to get the care they need to sustain a certain quality of life.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$61,257 $67,225 $73,331 $62,698 $68,826 $75,104
Salt Lake City, $350M Budget, City Gov't 25%$63,741 $69,991 $76,362 $65,240 $71,657 $78,208
Wasatch Front, $367M Revenue, All Industries 25%$69,975 $78,320 $86,778 $71,919 $80,489 $89,189
Salt Lake City, $367M Revenue, All Industries 25%$72,863 $81,552 $90,324 $74,887 $83,811 $92,833
Overall 100%$66,959 $74,272 $81,699 $68,686 $76,196 $83,834
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$64,700 $74,900 $83,200 $67,400 $77,800 $88,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$67,200 $77,900 $86,500 $70,100 $80,900 $92,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$62,700 $72,700 $80,700 $65,400 $75,400 $86,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$65,200 $75,600 $83,900 $68,000 $78,500 $89,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$64,400 $74,600 $82,900 $67,100 $77,500 $88,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$67,000 $77,600 $86,200 $69,800 $80,500 $91,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$62,500 $72,400 $80,400 $65,100 $75,100 $85,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$65,000 $75,300 $83,600 $67,700 $78,100 $89,100
Overall 100%$64,838 $75,125 $83,425 $67,575 $77,975 $88,875
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah | All Industries 25.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | All Industries 25.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Sector/Government 25.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Wasatch Front, $350M Budget, All Industries 25.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$55,692 $69,054 $77,010 $55,692 $69,054 $77,010
Utah | All 25.0%$55,692 $69,054 $77,010 $55,692 $69,054 $77,010
SLC/Northern UT Area | Not‐for‐Profit 25.0%$70,584 $73,848 $76,092 $70,584 $73,848 $76,092
Utah | Not‐for‐Profit 25.0%$70,584 $73,848 $76,092 $70,584 $73,848 $76,092
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$63,138 $71,451 $76,551 $63,138 $71,451 $76,551
Survey Information
CompData
Business Analyst I
Assesses and documents business requirements, makes priority recommendations, and advises on business options, risks, and costs. Reviews, analyzes, and evaluates business and
user needs and documents findings. Reviews and recommends changes to business processes to increase system effectiveness for end users. Bachelor's degree required and two years
experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
MANAGEMENT ANALYST ‐ 001092
3
$64,716
$65,062
Develops, implements, and administers programs that evaluate, measure, and improve employee performance. Conducts assessment activities to evaluate and identify the current and
emerging skills, competencies, and behaviors required to achieve desired organizational results and prepare for future needs. Designs performance management strategies and
processes that measure outcomes, identify areas for improvement, and align teams to organizational goals. Identifies the types of training and development and resources needed to
achieve workforce performance improvements. Encourages a culture of objective setting and result measurement aligned to pay and rewards using tools, training, and communication.
Requires a bachelor's degree. Typically reports to a manager or head of a unit/department. Occasionally directed in several aspects of the work. Gaining exposure to some of the
complex tasks within the job function. Typically requires 2 ‐4 years of related experience.
Manages department programs and initiatives that involve extensive research and preparing reports to present to various stakeholders. Advances new initiatives from the department,
as well as independently manages and coordinates complex, multi‐agency implementation of large‐scale, long‐term, department/division administrative programs. Exercises discretion
and independent judgment regarding matters of significance. Provides input, facilitates change, and implements programs to enhance division efficiency and effectiveness. Bachelor’s
degree in Public Administration, Political Science, Business Administration, or a closely related field plus four (4) years of paid professional experience in project coordination,
administrative support, policy initiatives development, research methods, and reporting techniques. Education may be substituted for the experience requirements. Preference will be
given to candidates with public sector experience.
$64,978
$73,616
$80,558
$66,466
$75,207
$83,087
People Performance Management Specialist II
Survey Information
CompAnalyst Market Database
Management Analyst
Analyzes business or operating procedures to devise most efficient methods of accomplishing work. Plans study of work problems and procedures, such as organizational change,
communications, information flow, integrated production methods, inventory control, or cost analysis. Collects and organizes information on problem or procedures including present
operating procedures. Analyzes data gathered, develops information and considers available solutions or alternate methods of proceeding.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$80,816 $88,980 $97,225 $84,025 $92,547 $101,170
Salt Lake City, $350M Budget, City Gov't 25%$86,638 $95,368 $104,139 $90,078 $99,191 $108,365
Wasatch Front, $367M Revenue, All Industries 25%$96,046 $106,918 $117,687 $100,388 $111,740 $123,007
Salt Lake City, $367M Revenue, All Industries 25%$102,888 $114,384 $125,670 $107,539 $119,543 $131,351
Overall 100%$91,597 $101,413 $111,180 $95,508 $105,755 $115,973
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$78,300 $88,300 $100,100 $80,300 $90,100 $102,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$78,600 $88,700 $100,500 $80,600 $90,400 $102,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$72,600 $81,900 $92,900 $74,500 $83,600 $94,800
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$72,900 $82,300 $93,300 $74,800 $83,900 $95,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$77,900 $87,900 $99,700 $79,900 $89,700 $101,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$78,300 $88,300 $100,100 $80,300 $90,100 $102,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$72,300 $81,600 $92,500 $74,200 $83,200 $94,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$72,600 $82,000 $92,900 $74,500 $83,600 $94,800
Overall 100%$75,438 $85,125 $96,500 $77,388 $86,825 $98,450
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah | All Industries 25.0%$79,580 $89,239 $98,480 $79,728 $89,686 $99,789
Salt Lake City | All Industries 25.0%$79,976 $89,683 $98,970 $80,125 $90,133 $100,286
Salt Lake City | Public Sector/Government 25.0%$85,413 $95,164 $105,557 $87,075 $98,077 $108,894
25.0%$91,125 $104,142 $114,419 $91,125 $104,142 $114,419
Wasatch Front, $350M Budget, All Industries 0.0%$0 $0 $0 $0 $0 $0
Overall 100%$84,024 $94,557 $104,357 $84,513 $95,510 $105,847
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Network Engineer II
$106,757
Survey Information
CompAnalyst Market Database
Network Engineer
Plans, designs, and evaluates new and existing computer network systems and services, including local area networks, wide area networks, intranets, and the Internet, providing
analytical, technical, and administrative support. Plans, oversees, develops, and implements network policies and procedures and ensures network integrity as maintenance and
modification projects to existing applications are undertaken.
Economic Research Institute
$83,686
$93,698
$104,012
$85,803
$96,030
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Test and document system behavior, performance, and security. Providing tier 4 support and network disaster recovery expertise. Plan, design, and troubleshoot local and wide area
network infrastructure, including routers, firewalls , switches, gateways, DNS servers, DHCP servers, clustering solutions, and related hardware, software, and services. Network
Engineering; Fully applies basic principles, theories, and concepts to job assignments. Exhibits technical and operational pro efficiency solving problems of moderate complexity.
Contributes to completion of projects and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts. Typically
requires: Bachelor's degree, 2‐4 years of related professional experience.
Network Engineer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
NETWORK ENGINEER II ‐ 002576
1
$91,666
$91,666
Installs, maintains and evaluates network systems and communications. Troubleshoots the network issues with diverse scope. Assists network architecture design, feasibility and cost
studies. Must have extensive knowledge of Internet, computer, routers, switches, firewall, etc. Typically requires a bachelor's degree of computer science, or engineering or its
equivalent. Typically reports to a manager. Gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Typically requires
2 to 4 years of related experience.
Under the guidance of the CISO/Director ITS and the Cybersecurity Engineering Manager, The Network Engineering role is to ensure the stability and integrity of voice, data, video, and
wireless network services. This is achieved by planning, designing, and developing local area networks (LANs) and wide area networks (WANs) across the City infrastructure. In addition,
the Network Engineer will participate with the installation, monitoring, maintenance, support, and optimization of all network hardware, software, and communication links. This
individual will also analyze and resolve network hardware and software problems in a timely and accurate fashion and provide training and mentoring where required to the Network
Engineering Team. Network Engineer II – Graduation from a four‐year accredited college with a bachelor’s degree in computer science or related field plus 4‐6 years related experience
in the administration of a network with multiple LANs and WANs. Equivalent combination of education and experience substituted on a year‐for‐year basis. Possession of one (or
more) of the following certifications may be required: Cisco Certified Network Associate (CCNA), or CompTIA Network+ Knowledge of routing and switching design principles, best
practices, and related technologies, including routers, switches (layer 2/3), remote access, DNS, VLAN, QoS, DSL, SIP and Metro Ethernet.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$48,979 $53,081 $57,025 $50,808 $54,291 $58,350
Salt Lake City, $350M Budget, City Gov't 25%$52,284 $56,725 $60,995 $53,459 $58,018 $62,412
Wasatch Front, $367M Revenue, All Industries 25%$52,700 $58,236 $63,585 $54,174 $59,847 $65,363
Salt Lake City, $367M Revenue, All Industries 25%$56,313 $62,305 $68,090 $57,888 $64,040 $69,994
Overall 100%$52,569 $57,587 $62,424 $54,082 $59,049 $64,030
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$64,900 $74,900 $89,000 $65,900 $76,200 $91,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,700 $75,900 $90,200 $66,800 $77,200 $92,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$58,400 $67,500 $80,200 $59,300 $68,600 $82,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$59,200 $68,400 $81,200 $60,100 $69,500 $83,000
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$64,600 $74,600 $88,700 $65,600 $75,800 $90,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,400 $75,600 $89,800 $66,500 $76,800 $91,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$58,200 $67,200 $79,800 $59,100 $68,300 $81,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$58,900 $68,100 $80,900 $59,900 $69,200 $82,700
Overall 100%$61,913 $71,525 $84,975 $62,900 $72,700 $86,863
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$64,702 $76,684 $84,710 $64,702 $76,695 $85,591
Salt Lake Metro 25.0%$65,024 $77,065 $85,131 $65,024 $77,077 $86,017
FTEs: 1,000 to fewer than 3,500 25.0%$70,383 $76,216 $86,194 $70,383 $76,216 $87,308
Net Revenue: 100M to less than 500M USD 25.0%$69,111 $76,216 $86,128 $69,763 $76,216 $86,128
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,305 $76,545 $85,541 $67,468 $76,551 $86,261
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 16.7%$60,690 $76,296 $87,108 $60,690 $76,296 $90,882
Utah | All 16.7%$60,690 $76,296 $87,108 $60,690 $76,296 $90,882
SLC/Northern UT Area | Not‐for‐Profit 16.7%$61,098 $73,644 $77,622 $61,098 $73,644 $77,622
Utah | Not‐for‐Profit 16.7%$61,098 $73,644 $77,622 $61,098 $73,644 $77,622
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 16.7%$57,120 $62,730 $73,644 $57,120 $62,730 $73,644
Utah | FTEs: 1,000 to fewer than 5,000 16.7%$57,120 $62,730 $73,644 $57,120 $62,730 $73,644
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$59,648 $70,904 $79,474 $59,648 $70,904 $80,732
Survey Information
CompData
Network Administrator
Monitors the status of the network to ensure that all devices are working properly. Administers e‐mail system. Evaluates network performance to maintain standards and corrects as
necessary. Installs upgrades, receives calls pertaining to network problems and either corrects the problem or directs user to the appropriate area for resolution. Provides tape backup.
Maintains network security including registering users and installing firewalls. Bachelor's degree required or equivalent experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Test and document system behavior, performance, and security. Providing tier 4 support and network disaster recovery expertise. Plan, design, and troubleshoot local and wide area
network infrastructure, including routers, firewalls , switches, gateways, DNS servers, DHCP servers, clustering solutions, and related hardware, software, and services. Network
Engineering; Fully applies basic principles, theories, and concepts to job assignments. Exhibits technical and operational pro efficiency solving problems of moderate complexity.
Contributes to completion of projects and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts. Typically
requires: Bachelor's degree, 2‐4 years of related professional experience.
Network Engineer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
NETWORK SUPPORT ADMINISTRATOR II ‐ 001396
7
$62,139
$61,942
Supports, monitors, tests, and troubleshoots hardware and software problems pertaining to LAN. Recommends and schedules repairs. Provides end users support for all LAN‐ based
applications. Installs and configures workstations. May require a bachelor's degree. Typically reports to a project leader or manager. Occasionally directed in several aspects of the
work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2 ‐4 years of related experience.
Under the guidance of the Network Support Team Manager, the Network Support Administrator II coordinates and completes tasks pertaining to supporting customers that use City
computer, phone, and data network resources. This includes planning, coordinating, installing, configuring and maintaining networked desktop computers, laptops, mobile devices,
printers, phones, data equipment, and software for City departments. Responsibilities will also include providing onsite technical support at off‐site buildings, working with the
Software Support Team and the Software Engineering Team regarding software and application issues, working with the Network System Engineer Team in resolving issues involving
network connectivity, throughput, and overall LAN performance, and mentoring and training Network Support Team I Administrators.
Various work schedules may be required to accommodate the hours that the Help Desk and onsite technical support staff are available for City customers. Occasional weekend work
and on‐call work may be required. Bachelor's degree in Computer Science, Engineering, or related field and four (4) years experience in supporting PCs (using Windows OS) and LAN
administration or an equivalent combination of education and experience substituted on a year‐for‐year basis.
$60,359
$69,140
$78,103
$61,025
$69,801
$79,471
LAN Support II
Survey Information
CompAnalyst Market Database
Technical Support Engineer
Provides technical support for users of company products, including current and prospective clients, resellers, and professional product testing organizations. Researches, replicates,
diagnoses, troubleshoots, and identifies solutions to resolve technical company product and system issues. Installs, configures, and fine‐tunes the company's product. Provides detailed
documentation of all technical issues within call tracking database. Collaborates with quality assurance and development teams on understanding of issues and steps needed to resolve
them.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$79,493 $87,507 $95,608 $82,867 $91,257 $99,755
Salt Lake City, $350M Budget, City Gov't 25%$82,471 $90,773 $99,132 $85,971 $94,662 $103,432
Wasatch Front, $367M Revenue, All Industries 25%$94,466 $105,169 $115,818 $99,029 $110,238 $121,413
Salt Lake City, $367M Revenue, All Industries 25%$97,955 $108,962 $119,869 $102,687 $114,214 $125,660
Overall 100%$88,596 $98,103 $107,607 $92,639 $102,593 $112,565
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$110,100 $121,800 $134,600 $114,500 $129,600 $144,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$112,800 $124,800 $137,900 $117,400 $132,800 $148,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$104,300 $115,400 $127,500 $108,500 $122,700 $137,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$106,800 $118,200 $130,600 $111,100 $125,800 $140,500
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$109,800 $121,500 $134,300 $114,200 $129,300 $144,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$112,500 $124,500 $137,600 $117,100 $132,500 $148,000
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$104,000 $115,100 $127,100 $108,200 $122,400 $136,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$106,600 $117,900 $130,300 $110,800 $125,500 $140,100
Overall 100%$108,363 $119,900 $132,488 $112,725 $127,575 $142,488
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$105,551 $114,906 $132,216 $105,551 $116,473 $133,828
Salt Lake Metro 50.0%$106,077 $115,478 $132,875 $106,077 $117,053 $134,494
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$105,814 $115,192 $132,546 $105,814 $116,763 $134,161
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Review logical and physical designs, physical resources, and space allocation. Report on service delivery, product development and delivery, uptime, and other metrics. Develop and
manage department budget. Hire, mentor, and lead technical teams to achieve organizational objectives. Network Engineering; Broadly applies basic principles, theories, and concepts
to job assignments. Solves a diverse range of complex problems, working with limited direction. Frequently interfaces with internal/external customers and makes significant
contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7 years of related professional experience.
Network Engineering Management ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
NETWORK SYSTEMS ENGINEER III ‐ 001404
3
$101,525
$101,483
Plans and designs an organization's systems infrastructure, including the implementation and design of hardware and software. Analyzes, develops, modifies, tests and maintains the
system. Verifies and validates systems and meets internal and external requirements. Diagnoses problems and provides recommendations for improvement on existing and new
systems. Typically requires a bachelor's degree or its equivalent. Typically reports to a manager. A specialist on complex technical and business matters. Work is highly independent.
May assume a team lead role for the work group. Typically requires 7+ years of related experience.
Under the guidance of the Operations Manager or the Network Engineering Team Manager, oversees all activities of the citywide data and communications networks. At the highest
level, investigates solutions to complicated and advanced interoperability problems to obtain operation across all platforms including; E‐mail, file transfers, network infrastructure,
unified communications and high speed wireless. Acts as the technical project leader or provides work leadership for lower level employees. This is the highest individual contributor
level within the network team and is ultimately responsible to find solutions to complex issues. Incumbents are normally widely recognized for their achievements, technical expertise
and meritorious standing within their professional field. Responsibilities include mentoring, training, and supervising Network Systems Engineer I and II positions. Bachelors Degree in
Computer Science or related field plus 12 years related experience in the administration of a network with multiple LANs and WANs. Equivalent combination of education and
experience substituted on a year‐for‐year basis.
$100,924
$111,065
$124,213
$103,726
$115,644
$129,738
Systems Engineer IV
Survey Information
CompAnalyst Market Database
Systems Engineer
Oversees engineering activities of an organization's information systems. Plans, designs, develops, evaluates, tests, and integrates an organization's systems infrastructure, including
the implementation and design of hardware and software.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$39,996 $44,065 $47,819 $40,768 $44,915 $48,750
Salt Lake City, $350M Budget, City Gov't 25%$41,695 $45,917 $49,852 $42,500 $46,803 $50,822
Wasatch Front, $367M Revenue, All Industries 25%$41,464 $45,854 $49,921 $42,301 $46,776 $50,930
Salt Lake City, $367M Revenue, All Industries 25%$43,210 $47,790 $52,062 $44,083 $48,750 $53,114
Overall 100%$41,591 $45,907 $49,914 $42,413 $46,811 $50,904
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$62,300 $70,100 $79,300 $64,800 $73,300 $83,700
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$63,800 $71,700 $81,200 $66,300 $75,000 $85,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$55,100 $62,000 $70,200 $57,300 $64,800 $74,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,400 $63,500 $71,900 $58,700 $66,400 $75,800
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$50,500 $56,800 $64,300 $52,500 $59,400 $67,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$51,700 $58,100 $65,800 $53,800 $60,800 $69,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$44,700 $50,300 $56,900 $46,500 $52,500 $60,000
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$45,700 $51,500 $58,200 $47,600 $53,800 $61,400
Overall 100%$53,775 $60,500 $68,475 $55,938 $63,250 $72,225
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$40,454 $46,529 $53,262 $40,575 $46,638 $53,537
Salt Lake Metro 50.0%$42,248 $48,592 $55,623 $42,374 $48,705 $55,910
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$41,351 $47,561 $54,443 $41,475 $47,672 $54,724
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$44,778 $54,264 $60,078 $44,778 $54,264 $60,078
Utah | All 50.0%$44,778 $54,264 $60,078 $44,778 $54,264 $60,078
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$44,778 $54,264 $60,078 $44,778 $54,264 $60,078
Survey Information
CompData
Office Manager I
Supervises office activities such as filing, dictating, record retention, duplication, keyboarding, faxing, and mail distribution. Monitors the use of office supplies and equipment. Ensures
that office procedures and policies are followed. Possesses complete knowledge of office procedures. High school education or equivalent required and three years experience.
Office Administrative Resources Supervisor
$59,483
Survey Information
CompAnalyst Market Database
Administrative Assistant
Supports an organization or department by performing administrative services. Assists management with administrative tasks such as tracking and compiling information of interest.
Prepares various reports detailing the administrative information handled by the position. Reads and answers correspondence.
Economic Research Institute
$45,374
$52,058
$58,227
$46,151
$52,999
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Coordinate space and office organization; maintaining paper and electronic les. Greet visitors and callers, route and resolve information requests. Type correspondence, compile data
for expense and statistical reports. Schedule travel, appointments and meetings. Administrative Assistant / Secretary (Non‐Executive); Fully competent at performing support tasks and
responsibilities in functional area. May provide direction to lower‐level support employees. Receives general supervision. Typically requires: High School diploma or GED, at least 2
years of related experience, knowledge of company and department procedures, tact in communications, pro efficiency with related systems.
Administrative Assistant ‐ Skilled Administrative
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
OFFICE FACILITATOR II (OFFICE MANAGER) ‐ 001232
30
$51,451
$51,334
Supervises the daily operation of one or more support services for an organization, including clerical services, office space, equipment and supplies, vendor management and other
support services. Establishes work procedures and standards to improve efficiency and effectiveness of assigned operations. Ensures compliance with established corporate standards
and may be responsible for reviewing and evaluating the work and performance of subordinates. May require an associate degree. Typically reports to a manager. Supervises a group of
primarily para‐professional level staffs. May also be a level above a supervisor within high volume administrative/ production environments. Makes day‐to‐day decisions within or for a
group/small department. Has some authority for personnel actions. Thorough knowledge of department processes. Typically requires 3‐5 years experience in the related area as an
individual contributor.
Independently provides administrative and secretarial support to division or work unit. Researches complex topics, policies and practices as needed to facilitate operational goals.
Advises team leaders and others on developments which are important to or may impact division. Prepares payroll, collects data, exchanges information, answers phone, greets and
screens visitors. Relieves management of administrative routine by handling such items as minor purchasing, inventory, petty cash, travel, and meeting arrangements and schedules.
Graduation from high school or equivalent and six years’ experience related to project management, data management and office support, including two years experience in research
or accounting/bookkeeping, data collection, analysis and presentation prepared on spreadsheet software. Successful completion of post‐high school study in related subjects may be
substituted for experience on a year‐for‐year basis. Related subjects may include but are not limited to: Office or business administration, public administration, finance, accounting,
economics, business writing, computer science, and community or public relations.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$51,326 $56,023 $60,667 $52,407 $57,220 $61,988
Salt Lake City, $350M Budget, City Gov't 25%$53,512 $58,475 $63,384 $54,639 $59,725 $64,763
Wasatch Front, $367M Revenue, All Industries 25%$56,194 $62,557 $68,880 $57,644 $64,165 $70,657
Salt Lake City, $367M Revenue, All Industries 25%$58,656 $65,380 $72,046 $60,169 $67,060 $73,905
Overall 100%$54,922 $60,609 $66,244 $56,215 $62,043 $67,828
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$58,700 $66,200 $74,800 $60,800 $69,000 $78,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,500 $67,000 $75,800 $61,600 $69,900 $79,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$52,800 $59,500 $67,300 $54,700 $62,100 $70,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$53,500 $60,300 $68,200 $55,400 $62,900 $71,500
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$58,500 $66,000 $74,600 $60,600 $68,800 $78,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,300 $66,800 $75,600 $61,400 $69,700 $79,300
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$52,600 $59,400 $67,100 $54,500 $61,900 $70,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$53,300 $60,100 $68,000 $55,200 $62,700 $71,300
Overall 100%$56,025 $63,163 $71,425 $58,025 $65,875 $74,925
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$56,778 $63,784 $71,553 $57,498 $64,653 $72,434
Salt Lake Metro 34.0%$56,299 $63,246 $70,950 $57,013 $64,107 $71,824
FTEs: 1,000 to fewer than 3,500 33.0%$52,650 $54,169 $60,896 $52,650 $55,688 $61,436
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$55,253 $60,428 $67,831 $55,733 $61,509 $68,597
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Paralegal II
$70,450
Survey Information
CompAnalyst Market Database
Paralegal
Checks and examines law sources such as statutes, recorded judicial decisions, legal articles, treaties, constitutions, and legal codes to prepare legal documents, such as briefs,
pleadings, appeals, wills, contracts, initial and amended articles of incorporation, stock certificates and other securities, buy‐sell agreements, closing papers and binders, deeds, and
trust instruments for review, approval, and use by Attorney. Assesses and inventories real and personal property for estate planning. Investigates facts and law of case to determine
causes of action and to prepare case accordingly.
Economic Research Institute
$55,400
$61,400
$68,500
$56,658
$63,142
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gather and analyze research data, such as statutes, decisions and legal articles, codes and documents. Investigate facts and law of cases to determine causes of action and to prepare
cases. Call upon witnesses to testify at hearing. Direct and coordinate law office activity, including delivery of subpoenas. Prepare a davits or other documents, maintain document le
and le pleadings with court clerk. Prepare legal documents, including briefs, pleadings, appeals, wills, contracts and real estate closing statements. Assist lawyers by researching legal
precedent, investigating facts or preparing legal documents. Legal Assistant/Paralegal; Performs a range of case/matter‐related duties, including drafting correspondence and other
basic documentation, research, compilation, and summarization of data. Depends on others for instruction, guidance, and direction. Typically an entry‐level role requiring 0 ‐ 2 years of
experience. Typically requires: college degree in paralegal studies.
Paralegal
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
PARALEGAL ‐ 002201
6
$60,871
$60,746
Assists and supports attorneys with research for trail or due diligence. Researches and analyzes law sources such as statutes, recorded judicial decisions, legal articles, treaties,
constitutions, and legal codes. Prepares legal documents, such as briefs, pleadings, appeals, wills, contracts, etc. Understands technical legal terminology. Typically requires a bachelor's
degree or its equivalent. Typically reports to an attorney. Typically requires paralegal certification. Gains exposure to some of the complex tasks within the job function. Occasionally
directed in several aspects of the work. Typically requires 2 to 4 years of related experience.
Works for the City Attorney or City Prosecutor and, as assigned under the direct supervision of individual City Attorneys or City Prosecutors, determines the factual and analytical
research necessary to carry out assignments related to numerous, simultaneously occurring cases. Work includes determining which legal references and resources to use as well as
scope of research, the design of interview questions and which witnesses to interview, how to independently organize evidence and prepare exhibits, analyze and summarize facts,
prepare, review and update trial folders as well as prepare and control legal documents for the City Attorney’s Office and City Prosecutor’s Office as a whole. This is a professional
position requiring independent judgment, a thorough knowledge of legal processes and litigation procedures, legal research methods and the ability to perform and track numerous,
simultaneous tasks. High School graduation or GED equivalent plus a certificate of Paralegal studies from an accredited institution or the ability to obtain within six months of hire, and
four years, full‐time paid paralegal experience and/or experience working in a law firm performing similar duties, including preparation and assistance in litigation procedures and
substantive areas of the law.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$74,363 $81,848 $89,443 $77,322 $85,136 $93,080
Salt Lake City, $350M Budget, City Gov't 25%$78,173 $85,962 $93,834 $81,284 $89,415 $97,649
Wasatch Front, $367M Revenue, All Industries 25%$88,332 $98,437 $108,598 $92,334 $102,887 $113,518
Salt Lake City, $367M Revenue, All Industries 25%$92,684 $103,126 $113,592 $96,883 $107,787 $118,738
Overall 100%$83,388 $92,343 $101,367 $86,956 $96,306 $105,746
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$90,800 $103,500 $118,600 $95,100 $110,300 $127,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$92,500 $105,500 $120,800 $96,900 $112,400 $130,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$85,300 $97,200 $111,400 $89,300 $103,600 $120,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$86,900 $99,100 $113,500 $91,000 $105,600 $122,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$90,400 $103,000 $118,100 $94,700 $109,800 $127,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$92,100 $105,000 $120,300 $96,500 $111,900 $129,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$84,900 $96,800 $110,900 $89,000 $103,200 $119,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$86,600 $98,700 $113,100 $90,700 $105,100 $121,900
Overall 100%$88,688 $101,100 $115,838 $92,900 $107,738 $124,888
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$92,310 $104,336 $123,856 $93,673 $108,092 $130,326
Salt Lake Metro 34.0%$96,401 $108,960 $129,346 $97,826 $112,884 $136,102
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 33.0%$95,113 $101,646 $121,816 $95,113 $102,912 $123,407
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$94,626 $105,020 $125,049 $95,560 $108,012 $130,007
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$84,558 $90,678 $102,510 $86,394 $96,288 $106,794
Utah | All 50.0%$85,986 $90,882 $105,876 $87,312 $96,900 $107,202
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$85,272 $90,780 $104,193 $86,853 $96,594 $106,998
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Manage the daily operations of the payroll group. Maintain, direct and calculate the entry of data. Ensure accuracy and timely completion of the payroll records. Create audit reports to
verify the accuracy of the payroll run. Payroll; Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area managed. Typically responsible for
the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years supervisory experience.
Payroll Management ‐ 1st Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
Payroll and Accounting Manager ‐ 002597
1
$87,360
$87,360
Responsible for managing payroll processing operations. Establishes policies and processes that ensure accurate calculation of wages, tax withholdings, and company deductions.
Interfaces between finance and human resource departments to provide accurate and useful information. Develops and produces payroll‐related statistical reports. Ensures accurate
and on‐time governmental reporting and compliance. Oversees the activities and training of both professionals and support staff. Directs the resolution of complex issues or errors.
Requires a bachelor's degree. Typically reports to a director. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that
project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Typically requires 5 years experience in the related area as an
individual contributor. 1 ‐ 3 years supervisory experience may be required. Extensive knowledge of the function and department processes.
Manages payroll operations in compliance with all federal, state and local regulations, accounting and financial management standards, internal reporting, policies and procedures
while assuring accurate and Ɵmely employee pay checks. Bachelor’s degree in accounƟng or a closely related field plus four years payroll processing and bookkeeping experience.
Experience may be substituted for education on a year‐for‐year basis.
$87,993
$97,311
$111,612
$90,567
$102,162
$116,910
Survey Information
CompAnalyst Market Database
Payroll Manager
Manages payroll staff and payroll systems at one or more locations. Reviews personnel records to determine names, rates of pay, occupations of new hires, and changes in wage rates
and occupations of employees on payroll. Directs computation of differential pay according to company policy. Oversees compilation and preparation of other payroll data such as
pension, insurance, bond purchases, and credit union payments.
Economic Research Institute
Survey Information
CompData
Accounting Manager
Manages the general accounting functions and accounting staff. Maintains compliance with generally accepted accounting procedures (GAAP). Ensures the accurate and timely general
ledger and period‐end closings. Prepares or supervises the preparation of balance sheets, profit‐and‐loss statements, data forecasts, cash flow data, and other reports. Reconciles
assets and liabilities. Conducts asset valuations and participate in budget planning process as needed. Bachelor's degree in accounting or finance required and six years experience.
Payroll Manager
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$55,760 $60,957 $66,120 $57,873 $63,299 $68,706
Salt Lake City, $350M Budget, City Gov't 25%$58,031 $63,610 $69,122 $60,230 $66,054 $71,826
Wasatch Front, $367M Revenue, All Industries 25%$61,603 $68,667 $75,731 $64,441 $71,819 $79,219
Salt Lake City, $367M Revenue, All Industries 25%$64,302 $71,824 $79,239 $67,264 $75,121 $82,889
Overall 100%$59,924 $66,265 $72,553 $62,452 $69,073 $75,660
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$61,000 $72,500 $82,600 $63,600 $76,800 $87,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$61,400 $73,000 $83,100 $64,000 $77,200 $88,100
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$58,000 $69,000 $78,500 $60,500 $73,000 $83,300
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$58,400 $69,400 $79,000 $60,800 $73,500 $83,800
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$60,800 $72,200 $82,200 $63,300 $76,400 $87,200
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$61,100 $72,600 $82,700 $63,700 $76,900 $87,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$57,800 $68,700 $78,200 $60,200 $72,700 $83,000
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$58,100 $69,100 $78,700 $60,600 $73,100 $83,500
Overall 100%$59,575 $70,813 $80,625 $62,088 $74,950 $85,538
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$55,852 $65,451 $74,451 $56,343 $66,326 $75,746
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 50.0%$49,627 $56,373 $64,253 $49,670 $56,878 $64,253
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$52,739 $60,912 $69,352 $53,006 $61,602 $69,999
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 16.7%$56,712 $64,056 $70,380 $56,712 $65,178 $70,380
Utah | All 16.7%$56,304 $64,566 $71,298 $56,304 $65,382 $71,298
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 16.7%$49,878 $54,978 $63,240 $49,878 $54,978 $63,240
Utah | FTEs: 1,000 to fewer than 5,000 16.7%$49,878 $54,978 $63,240 $49,878 $54,978 $63,240
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 16.7%$54,468 $59,160 $65,892 $54,468 $59,160 $65,892
Utah | Gross Revenue: $300M ‐ $999.9M 16.7%$54,468 $59,160 $65,892 $54,468 $59,160 $65,892
Overall 100%$53,629 $59,495 $66,670 $53,629 $59,818 $66,670
Survey Information
CompData
Buyer I
Acquires materials, supplies, and services and places purchase orders for goods that have standard costs and quoted discounts already in place. Assesses requisitions and proposals
from vendors to negotiate contracts. Reviews opportunities for new supply sources and suitability of materials offered. Retains records pertaining to cost, delivery, performance, and
inventory levels. Bachelor's degree preferred and three years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Inspect deliveries for shipping errors, improper handling, or quality issues. Ensure that orders are delivered on time and at cost. Resolve billing and shipping problems and provide
information to suppliers. Identify suppliers, select merchandise and negotiate bills of sale for a business. Purchasing / Procurement / Buyer; Exhibits technical and operational pro
efficiency in the primary duties of the job family. Plays a key role in Implementing projects and programs in the function. Acts as a resource to managers and employees in the
organization. Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Buyer ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
PROCUREMENT SPECIALIST I ‐ 000533
2
$61,558
$61,558
Purchases commodities for use in manufacturing and other business applications. Monitors and analyzes the commodities market and overall economic conditions to ensure that
commodities are purchased at competitive prices. Participates in contract negotiations and ensures that orders include correct quantities and comply with quality standards. Requires a
bachelor's degree in area of specialty. Requires technical and purchasing expertise on assigned commodities. Typically reports to a manager. Typically requires 2 to 4 years of related
experience. Gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work.
Under general direction of an Authorized Procurement Official, administers competitive solicitations and contracts for materials, supplies and services, or construction for various City
departments. If assigned to the Purchasing Division, learns to administer the internal computer purchasing system, web site, intranet and other technology and equipment. Has
decision making authority on expenditures up to $40,000 (involving single purchasing decision).
This is a professional‐level position that requires expertise in specialized contract procurement work. This position requires a high‐level of independent judgment, analytical skill, and
decision‐making. This position typically works in the Purchasing Division buy may also be located in the Engineering Division and perform construction‐specific procurement duties.
Degree in economics, finance, business administration or a related field, and a combination of four (4) year’s recent paid experience in purchasing, contracts, and associated
procurement software programs, preferably in a government agency. Experience may be substituted for education one for the other on a year‐for‐year basis for a total of eight years.
$56,467
$64,371
$72,300
$57,794
$66,361
$74,467
Materials Procurement Buyer II
Survey Information
CompAnalyst Market Database
Procurement Specialist
Procures quality goods or services at an acceptable price that meets an organization's needs, and assures those needs are met in a timely manner. Develops positive relationships with
vendors and suppliers, reviews costs, negotiates to get the lowest possible prices, resolves price disputes, and recommends where and how much material and supplies to buy.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$52,504 $57,060 $61,492 $53,245 $57,877 $62,388
Salt Lake City, $350M Budget, City Gov't 25%$53,923 $58,577 $63,125 $54,685 $59,415 $64,044
Wasatch Front, $367M Revenue, All Industries 25%$57,645 $63,836 $69,899 $58,640 $64,934 $71,106
Salt Lake City, $367M Revenue, All Industries 25%$59,176 $65,540 $71,828 $60,198 $66,668 $73,068
Overall 100%$55,812 $61,253 $66,586 $56,692 $62,224 $67,652
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$55,100 $63,900 $74,800 $55,900 $65,000 $76,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$56,400 $65,400 $76,500 $57,200 $66,500 $78,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$51,300 $59,500 $69,600 $52,000 $60,500 $71,200
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$52,500 $60,900 $71,200 $53,200 $61,900 $72,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$54,900 $63,700 $74,400 $55,600 $64,700 $76,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$56,200 $65,200 $76,200 $57,000 $66,200 $77,900
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$51,100 $59,200 $69,300 $51,800 $60,200 $70,900
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$52,300 $60,600 $70,900 $53,000 $61,600 $72,500
Overall 100%$53,725 $62,300 $72,863 $54,463 $63,325 $74,538
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
No Data Available
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
PROFESSIONAL LAND SURVEYOR ‐ 001890
1
$71,739
$71,739
Surveys and investigates land surfaces to project precise measurement and location of lines, angles, points, areas, and elevations. Performs project research, boundary calculations, and
records accuracy of survey data, notes, and sketches. May require a high school diploma or its equivalent. May have to complete an apprenticeship, and/or formal training in area of
specialty. Typically reports to a supervisor/manager. Typically requires 5‐7 years of related experience. Has gained full proficiency in a broad range of activities related to the job.
Independently performs a wide range of complex duties under general guidance from supervisors.
Reporting to the City Surveyor and/or Engineering GIS Manager, incumbent performs Professional Land Surveyor field and office duties, assists with the development of the City’s
Geographic Information System (GIS), and works with other City officials and staff, other governmental agencies, private surveyors and the public to resolve survey issues and provide
support coordinating projects. This is a position requiring proficiency in Global Positioning Systems, AutoCAD, Geographic Information Systems, as well as technical competency in a
variety of engineering and surveying functions. Associates degree in Land Surveying, Pre‐Engineering, or a related field and four (4) years paid experience in Land Surveying, two (2) of
which must be in computer operations related to Land Surveying, including geodetic surveys, state plane coordinate systems, advanced coordinate adjustments, an operation of GPS
associated equipment. Education and experience may be substituted on year for year basis, but must include a minimum of four (4) years of Land Surveying utilizing the specific
technologies and equipment currently required.
$54,769
$61,777
$69,724
$55,577
$62,774
$71,095
Land Surveyor III
Survey Information
CompAnalyst Market Database
Land Surveyor
Establishes official land, air space, and water boundaries by surveying. Provides data relevant to size, shape, contour, location, elevation, or dimensions of land or land features. Plans,
oversees, or conducts surveys of land areas using special high‐accuracy techniques, including astronomical observations and complex computations. Writes descriptions of land for
deeds, leases, and other legal documents. Requires license in land surveying.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$59,538 $65,338 $71,261 $61,631 $67,662 $73,835
Salt Lake City, $350M Budget, City Gov't 25%$62,736 $68,809 $74,935 $64,941 $71,256 $77,641
Wasatch Front, $367M Revenue, All Industries 25%$68,160 $76,241 $84,425 $70,984 $79,390 $87,922
Salt Lake City, $367M Revenue, All Industries 25%$71,736 $80,038 $88,365 $74,708 $83,344 $92,026
Overall 100%$65,543 $72,607 $79,747 $68,066 $75,413 $82,856
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$83,100 $95,700 $110,100 $84,000 $98,800 $112,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$92,900 $107,000 $123,000 $93,900 $110,400 $125,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$75,900 $87,400 $100,500 $76,700 $90,200 $102,800
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$84,800 $97,700 $112,300 $85,700 $100,800 $114,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$82,800 $95,400 $109,700 $83,700 $98,400 $112,200
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$92,600 $106,600 $122,600 $93,500 $110,000 $125,400
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$75,600 $87,100 $100,100 $76,400 $89,800 $102,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$84,500 $97,300 $111,900 $85,400 $100,400 $114,400
Overall 100%$84,025 $96,775 $111,275 $84,913 $99,850 $113,825
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$90,323 $99,621 $118,581 $91,170 $99,906 $125,862
Salt Lake Metro 50.0%$84,886 $93,624 $111,443 $85,682 $93,892 $118,285
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$87,605 $96,623 $115,012 $88,426 $96,899 $122,074
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Property Manager
$106,252
Survey Information
CompAnalyst Market Database
Property Manager
Controls commercial, industrial, or residential real estate properties within organization or for external clients. Discusses terms and conditions for providing management services with
client. Composes agreement stipulating extent and scope of management responsibilities, services to be performed, and costs for services. Employs, via hiring or contracting for
services, security, maintenance, and groundskeeping personnel and on‐site management personnel, if required. Prepares lease or rental agreements for lessees and collects specified
rents and impounds.
Economic Research Institute
$79,057
$88,668
$102,011
$80,468
$90,721
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Supervise on‐site staff and coordinates repairs and maintenance. Process leases, collect rent, make bank deposits, verify income and maintain waiting list. Ensure compliance with HUD,
TCAC or other regulations. Process evictions. Property Administration / Management; Gives direction to 1st Level Managers and high‐level Professionals. May manage day‐to‐day
operations of multiple functional areas. Directs and oversees implementation of large programs and projects. Typically requires: Bachelor's degree (Master's preferred), 7+ years of
related professional experience, 3+ years managing specific area.
Property Manager ‐ 2nd Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
REAL PROPERTY MANAGER ‐ 000369
1
$91,666
$91,666
Maintains a portfolio of properties. Directs the buying, selling, and leasing of properties in the portfolio. Provides information on operating costs as well as the annual budget for the
properties. Evaluates records for accuracy, completeness, and compliance with policies. May manage commercial, industrial, or residential properties. Requires a bachelor's degree.
Typically reports to top management. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department
milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years
experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required.
Balancing political interests with optimal economic returns, manages the City’s Real Estate Services team whose responsibilities include performing all necessary transactions for the
acquisition, disposition, transfer and/or conveyance of the City’s real property. This position is a part of the Department of Community and Neighborhoods Administration and reports
the CARES Policy and Program Manager. Bachelor's degree in public administration, finance, accounting or a related field, Education may be substituted for a Professional Real Estate
designation such as SIOR, CCIM, CRE,CPM, etc. The incumbent must have at least six years of progressively responsible experience in the area of real property acquisition,
management, sales or appraising, including a minimum of two years supervisory duties.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$78,863 $87,148 $95,538 $81,897 $90,532 $99,293
Salt Lake City, $350M Budget, City Gov't 25%$82,116 $90,706 $99,378 $85,275 $94,229 $103,285
Wasatch Front, $367M Revenue, All Industries 25%$94,328 $105,361 $116,182 $98,460 $109,965 $121,270
Salt Lake City, $367M Revenue, All Industries 25%$98,130 $109,499 $120,614 $102,428 $114,284 $125,896
Overall 100%$88,359 $98,179 $107,928 $92,015 $102,253 $112,436
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$90,800 $106,700 $127,100 $96,300 $115,200 $140,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$94,000 $110,500 $131,600 $99,700 $119,200 $145,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$82,900 $97,400 $116,000 $87,900 $105,100 $127,800
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$85,800 $100,800 $120,100 $91,000 $108,800 $132,300
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$90,500 $106,400 $126,700 $96,000 $114,800 $139,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$93,700 $110,100 $131,200 $99,300 $118,800 $144,500
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$82,600 $97,100 $115,600 $87,600 $104,800 $127,400
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$85,500 $100,500 $119,700 $90,600 $108,400 $131,900
Overall 100%$88,225 $103,688 $123,500 $93,550 $111,888 $136,075
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$124,545 $141,917 $156,384 $131,484 $155,939 $182,590
Salt Lake Metro 50.0%$126,949 $144,658 $159,403 $134,024 $158,950 $186,116
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$125,747 $143,288 $157,894 $132,754 $157,445 $184,353
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 25.0%$87,618 $100,674 $116,586 $87,618 $105,468 $118,014
Utah | All 25.0%$87,618 $100,674 $116,586 $87,618 $105,468 $118,014
SLC/Northern UT Area | Not‐for‐Profit 25.0%$76,296 $87,006 $116,688 $76,296 $87,006 $116,688
Utah | Not‐for‐Profit 25.0%$76,296 $87,006 $116,688 $76,296 $87,006 $116,688
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$81,957 $93,840 $116,637 $81,957 $96,237 $117,351
Survey Information
CompData
Regulatory Compliance Manager
$137,554
Survey Information
CompAnalyst Market Database
Compliance Manager
Coordinates and manages the daily activities in the Compliance Department, including oversight of incoming calls and requests for information. Oversees the creation of internal
control and operational programs, policies, procedures, and practices. Reviews and analyzes compliance audits. Oversees department staff, ensuring work flow is accurate and
punctual.
Economic Research Institute
$96,072
$109,748
$126,490
$100,069
$116,955
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Investigate and report adverse events, compliance violations and similar problems. Work directly with departments and project personnel to ensure compliance and inform of updates
to regulations. Ensure that projects and proposals meet all relevant guidelines, standards, and regulatory rules, conducting research where needed. Oversee preparation, data, testing
procedures, and compliance aspects of proposals and reports. Regulatory; Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area
managed. Typically responsible for the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years
supervisory experience.
Regulatory Affairs Management
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
REGULATORY COMPLIANCE MNGR ‐ 002391
1
$95,992
$95,992
Designs and develops programs, policies, and practices to ensure that the organization complies with federal, state, and local regulatory requirements. Manages the monitoring of
business activities for compliance with applicable rules and regulations. Tracks relevant laws and regulations and directs staff to update operating manuals and procedural documents
when regulations change. Prepares compliance status reports for internal management and regulatory agencies as required. Requires a bachelor's degree. Typically reports to top
management. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering
to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years experience in the related area as an individual
contributor. 1 to 3 years supervisory experience may be required.
Reporting to the Water Reclamation Manager, assesses and oversees regulatory programs that fall under Environmental Protection Agency (EPA) and Department of Environmental
Quality (DEQ) regulations. This includes Clean Water Act (CWA), Clean Air Act (CAA), Resource Conservation and Recovery Act (RCRA), and Comprehensive Environmental Response,
Compensation, and Liability Act (CERCLA) regulations. Ensures compliance of regulatory permits and oversees associated programs including Industrial Pretreatment Program (IPP) and
Fats, Oils, and Grease (FOG) Program. Monitors the data generated for regulatory compliance. Ensures collection of all regulatory samples, proper analysis of such samples, and
reviews data quality for compliance. Reviews data reports, and maintains records and contracts relating to wastewater, stormwater and air quality analyses. Reviews data reports,
maintains records and contracts relating to all wastewater, stormwater and air quality analyses. Coordinates activities with Water Reclamation Facility (WRF) program managers and
associated team members. Serves as acting Water Reclamation Manager during absence of regularly classified incumbent, if management determines individual is qualified. Bachelor
degree in environmental science, chemistry, biology, or a closely related field. Eight (8) years of experience related to the above duties including four (4) years of supervisory work
experience. Education and experience may be substituted one for the other on a year‐for‐year basis (not including the requirement for supervisory experience).
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$62,689 $68,737 $74,848 $64,192 $70,404 $76,691
Salt Lake City, $350M Budget, City Gov't 25%$65,203 $71,457 $77,732 $66,766 $73,190 $79,645
Wasatch Front, $367M Revenue, All Industries 25%$71,815 $80,097 $88,419 $73,839 $82,348 $90,910
Salt Lake City, $367M Revenue, All Industries 25%$74,623 $83,092 $91,556 $76,726 $85,427 $94,136
Overall 100%$68,583 $75,846 $83,139 $70,381 $77,842 $85,346
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$65,500 $75,900 $86,800 $67,800 $79,500 $92,300
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,900 $76,300 $87,300 $68,200 $79,900 $92,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$60,700 $70,300 $80,400 $62,800 $73,700 $85,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$61,100 $70,800 $80,900 $63,200 $74,100 $86,100
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$65,200 $75,500 $86,400 $67,500 $79,100 $91,900
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,600 $76,000 $86,900 $67,900 $79,600 $92,500
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$60,500 $70,000 $80,100 $62,600 $73,400 $85,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$60,800 $70,500 $80,600 $62,900 $73,800 $85,700
Overall 100%$63,163 $73,163 $83,675 $65,363 $76,638 $89,025
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$63,257 $68,749 $79,010 $64,628 $71,592 $81,372
Salt Lake Metro 34.0%$63,911 $69,461 $79,829 $65,297 $72,332 $82,213
FTEs: 1,000 to fewer than 3,500 33.0%$67,260 $72,688 $73,352 $67,260 $72,688 $74,343
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$64,800 $70,291 $77,421 $65,724 $72,205 $79,338
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Risk Analyst II
$84,570
Survey Information
CompAnalyst Market Database
Risk Management Specialist
Analyzes risks to business operations, and identifies and handles any issues that may arise related to insurance or safety, which could result in litigation if not identified and dealt with.
Finds areas that pose risks to the assets, earning capacity, insurance rates, or success of organizations. Documents and communicates risks or potential risk and recommends ways to
control, reduce, or eliminate risks. Develops risk management systems; and implements and enforces plans, policies, or strategies that will minimize business losses, lower the cost of
insurance, and increase revenue.
Economic Research Institute
$65,515
$73,100
$81,412
$67,156
$75,562
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Assist in developing risk mitigation strategies and implementing them. Process and respond to workers' compensation, liability, and other legal and insurance lings and adjustments.
Present risk analyses to consumers, decision‐makers or management, making recommendations for action. Conduct statistical and in‐person analyses to identify and categorize risk and
potential risk. Risk Management; Exhibits technical and operational pro efficiency in the primary duties of the job family. Plays a key role in Implementing projects and programs in the
function. Acts as a resource to managers and employees in the organization. Typically requires: Bachelor's degree, 2‐4 years of related professional experience.
Risk Management Specialist ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
RISK MANAGEMENT SPECIALIST ‐ 000877
1
$76,294
$76,294
Performs risk analysis studies in order to maintain maximum protection of an organization's assets. Evaluates and forecasts potential losses while determining solutions to minimize or
eliminate risks. Compiles reports containing appraisal findings. Supports senior analysts and managers in data analysis or risk model construction. Requires a bachelor's degree.
Typically reports to a supervisor or manager. Gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. Typically
requires 2 to 4 years of related experience.
Reporting to and working in close collaboration with the City’s Risk Manager, incumbent provides operational support and analysis of risk management programs. Utilizing risk
management software and other reporting tools, works with City departments to reduce the frequency and costs of claims. As necessary, provides coordination and operational
support for claims, reviews and investigates claims and determines appropriate closure of claims. Performs a substantial amount of analysis and reporting to support risk reduction
recommendations. Bachelor’s degree in Risk Management, Business Administration, English, Communications, Finance, or other related field, and a minimum of one to two (1‐2) years’
professional experience performing duties similar to those listed above. The educational requirement may be substituted with years of related experience on a year for year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$89,839 $99,017 $108,323 $96,150 $106,029 $116,073
Salt Lake City, $350M Budget, City Gov't 25%$94,243 $103,723 $113,310 $100,864 $111,069 $121,416
Wasatch Front, $367M Revenue, All Industries 25%$109,126 $121,413 $134,206 $117,665 $130,895 $144,707
Salt Lake City, $367M Revenue, All Industries 25%$114,135 $126,748 $139,821 $123,066 $136,647 $150,761
Overall 100%$101,836 $112,725 $123,915 $109,436 $121,160 $133,239
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$96,400 $111,200 $127,200 $101,400 $118,400 $138,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$101,100 $116,600 $133,300 $106,300 $124,100 $145,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$89,600 $103,400 $118,200 $94,200 $110,100 $128,700
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$93,900 $108,300 $123,900 $98,800 $115,400 $134,900
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$96,100 $110,800 $126,700 $101,000 $118,000 $138,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$100,700 $116,100 $132,800 $105,900 $123,700 $144,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$89,300 $103,000 $117,700 $93,900 $109,600 $128,200
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$93,600 $107,900 $123,400 $98,400 $114,900 $134,400
Overall 100%$95,088 $109,663 $125,400 $99,988 $116,775 $136,563
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$120,486 $134,332 $149,842 $124,844 $140,634 $161,319
Salt Lake Metro 50.0%$123,822 $138,051 $153,989 $128,300 $144,527 $165,784
FTEs: 1,000 to fewer than 3,500 0.0%
Net Revenue: 100M to less than 500M USD 0.0%
Sector: Public Administration 0.0%
Overall 100%$122,154 $136,192 $151,916 $126,572 $142,581 $163,552
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Risk Manager
$144,451
Survey Information
CompAnalyst Market Database
Risk Management Manager
Manages, plans, and coordinates risk and insurance programs of establishment to control risks and losses. Identifies, evaluates, and implements corrective action against risks that may
result in injury, property loss, damage, or legal liability. Analyzes and classifies risks as to frequency and potential severity, and measures financial impact of risk on company.
Economic Research Institute
$106,359
$119,526
$133,744
$111,999
$126,839
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Coordinate economical application of resources to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realization of opportunities
from risk. Identify, assess, and prioritize risks. Risk Management; Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area managed.
Typically responsible for the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years supervisory
experience.
Risk Management ‐ 1st Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
RISK MANAGER ‐ 002170
1
$102,357
$102,357
Develops and administers risk‐management and loss‐prevention programs. Initiates policies to comply with safety legislation and industry practices. Researches and reports on the
most cost effective plans to minimize asset liability. Acts as the liaison to attorneys, insurance companies and individuals, investigating any incidences that may result in asset loss.
Reviews and analyzes risk management programs for the effectiveness of coverage and to reduce costs and losses. Requires a bachelor's degree. Typically reports to top management.
Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved
budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years experience in the related area as an individual contributor. 1
to 3 years supervisory experience may be required.
Incumbent directs the Risk Management Division of the City Attorney’s Office. Identifies, evaluates, mitigates, and manages the city’s operational, strategic and hazardous risks through
contractual risk transfer, purchase of insurance, and/or development of self‐insurance programs. Develops and manages programs that reduce or eliminate financial loss to the city.
Bachelor’s degree in finance, risk management, or related field, plus five (5) years of related experience. Education and/or experience may be substituted one for the other on a year for
year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$51,944 $56,417 $60,749 $53,131 $57,723 $62,182
Salt Lake City, $350M Budget, City Gov't 25%$53,595 $58,198 $62,650 $54,820 $59,546 $64,127
Wasatch Front, $367M Revenue, All Industries 25%$56,631 $62,691 $68,588 $58,223 $64,446 $70,516
Salt Lake City, $367M Revenue, All Industries 25%$58,419 $64,642 $70,677 $60,061 $66,452 $72,664
Overall 100%$55,147 $60,487 $65,666 $56,559 $62,042 $67,372
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$64,000 $79,300 $92,800 $65,100 $81,000 $97,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$65,000 $80,600 $94,300 $66,200 $82,400 $99,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$56,200 $69,600 $81,500 $57,200 $71,200 $85,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$57,100 $70,800 $82,900 $58,200 $72,400 $87,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$63,700 $78,900 $92,400 $64,900 $80,700 $97,400
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$64,800 $80,300 $93,900 $66,000 $82,000 $99,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$55,900 $69,300 $81,100 $57,000 $70,800 $85,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,900 $70,500 $82,500 $57,900 $72,000 $87,000
Overall 100%$60,450 $74,913 $87,675 $61,563 $76,563 $92,463
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 100.0%$82,465 $88,827 $97,342 $82,465 $89,177 $101,275
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$82,465 $88,827 $97,342 $82,465 $89,177 $101,275
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Recommend changes to work conditions and procedures to improve the work environment and comply with all health and safety regulations. Report safety violations and injuries to
the appropriate authorities. Analyze work environment for unsafe work procedures and hazards. Provide health and safety training to all employees. Inspect work environment to
ensure compliance with all health and safety regulations. Occupational Safety and Health; Exhibits technical and operational proficiency in the primary duties of the job family. Plays a
key role in Implementing projects and programs in the function. Acts as a resource to managers and employees in the organization. Typically requires: Bachelor's degree, 2‐4 years of
related professional experience.
Health and Safety Coordinator
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SAFETY COORDINATOR ‐ 002521
3
$72,793
$72,446
Implements, manages and monitors safety programs, policies, and procedures that meet OSHA and other applicable requirements. Evaluates the organization's procedures, facilities
and equipment by conducting inspections to identify unsafe conditions and to implement safeguards and solutions. Ensures the organization complies with all current safety
regulations and that all employees are aware of safety requirements and are prepared to follow safety procedures. Collects data and reports on all safety and accident events. May
have additional responsibility for fire prevention, hazardous waste management, resource conservation, or other safety related activities depending on the industry and location. May
require a bachelor's degree. Typically reports to a manager. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function.
Till i 2 4 f ltd i
Under the direction of the Department Safety Programs Manager, incumbent develops, plans, implements and monitors all needed safety related programs for Department Divisions.
Investigates and determines root causes and mitigation steps for employee related injuries and accidents. Promotes compliance with local, state and federal regulations, including
established City policies and procedures to ensure a safe and healthy work environment. Assists with the development of safety, emergency preparedness, health and wellness
programs. Assists with the periodic exercise of emergency plans, drills, and tabletop scenarios to maintain operational readiness of the Department. Requires the ability to
communicate effectively with all levels of diverse employee groups in various settings. Also requires excellent written and verbal communication skills and the ability to make
independent decisions when necessary. Bachelor’s degree in Safety, Industrial Hygiene, Environmental Science, or related field plus three years of related work experience. Related
education and/or work experience may be substituted one for the other on a year to year basis.
$66,021
$74,742
$83,561
$66,862
$75,927
$87,037
Safety Specialist
Survey Information
CompAnalyst Market Database
Safety Coordinator
Coordinates and enforces employee health and safety programs and promotes safety awareness to minimize work‐related injuries. Comprehends federal, state, and local safety
regulations and ensures that the company is in compliance with Occupational Safety and Health (OHS) guidelines. Drafts and updates safety training materials and trains staff on safety
protocols and preventative measures. Runs risk assessments on workspaces and presents reports to safety managers.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$85,707 $93,874 $101,976 $90,292 $98,937 $107,536
Salt Lake City, $350M Budget, City Gov't 25%$88,911 $97,345 $105,683 $93,668 $102,596 $111,445
Wasatch Front, $367M Revenue, All Industries 25%$102,782 $113,547 $124,155 $108,982 $120,382 $131,645
Salt Lake City, $367M Revenue, All Industries 25%$106,511 $117,546 $128,378 $112,937 $124,623 $136,123
Overall 100%$95,978 $105,578 $115,048 $101,470 $111,635 $121,687
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$90,700 $104,100 $119,600 $93,900 $110,000 $130,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$92,100 $105,800 $121,600 $95,500 $111,700 $132,100
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$84,400 $96,900 $111,300 $87,400 $102,300 $121,000
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$85,800 $98,500 $113,100 $88,800 $104,000 $123,000
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$90,300 $103,700 $119,200 $93,600 $109,500 $129,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$91,800 $105,400 $121,100 $95,100 $111,300 $131,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$84,100 $96,500 $110,900 $87,100 $101,900 $120,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$85,400 $98,100 $112,700 $88,500 $103,600 $122,500
Overall 100%$88,075 $101,125 $116,188 $91,238 $106,788 $126,275
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 100.0%$93,150 $96,183 $111,375 $95,065 $97,991 $113,567
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$93,150 $96,183 $111,375 $95,065 $97,991 $113,567
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Safety Manager
$120,510
Survey Information
CompAnalyst Market Database
Safety Manager
Manages, plans, and implements programs to reduce or eliminate occupational injuries, illnesses, deaths, and financial losses. Develops accident‐prevention and loss‐control systems
and programs for incorporation into operational policies of organization. Manages and coordinates safety activities, through subordinate supervisory personnel, to ensure
implementation of safety activities throughout organization.
Economic Research Institute
$92,401
$100,962
$114,204
$95,924
$105,471
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Conduct and coordinate safety inspections. Ensure company compliance with all applicable laws governing environmental health and safety. Lead the investigation of accidents and
injuries, and cooperate in the preparation of material for hearings and insurance investigations. Design and train all levels of employees. Participate in the development of safety and
health policies, practices and procedures. Occupational Safety and Health; Manages Professional employees and/or Supervisors. Has budget, deadline responsibility in the area
managed. Typically responsible for the day‐to‐day management of one functional area. Typically requires: Bachelor's degree, 5+ years of related professional experience, 1+ years
supervisory experience.
Safety Management ‐ 1st Level Manager
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SAFETY PROGRAM MGR ‐ 002286
2
$91,666
$91,666
Plans and manages the general health, safety, and loss control policies and procedures of the organization. Monitors and evaluates the workplace to ensure compliance with
governmental regulatory agencies. Designs and directs safety training programs to reduce accidents, occupational illnesses, and exposure to long‐term health hazards. Develops worker
plans and policies for new employee safety orientation including skill training, emergency preparedness, proper job instruction, hazardous material disposal procedures, and the use of
protective equipment. Studies, identifies, and reports causes of past accidents and develops recommendations and follow‐up to prevent accident recurrences. Requires a bachelor's
degree of occupational safety and health or related degree. Typically reports to a head of a unit/department. Manages subordinate staff in the day‐to‐day performance of their jobs.
True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of
department processes. Typically requires 5 years experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required.
Incumbent plans, develops, implements and monitors departmental safety programs including: industrial hygiene, emergency preparedness, environmental compliance, workplace
safety training, and worker's compensation programs. Assists management and employees to ensure compliance with all state and federal standards. Establishes guidelines and
procedures intended to reduce the department's exposure to losses from safety and environmental violations and worker's compensation claims. Responsible for managing the
periodic exercise of emergency plans, drills, and tabletop scenarios to maintain operational readiness of the Department. Bachelor's degree in Industrial Safety/Engineering, Industrial
Hygiene, Environmental Science or a related field from an accredited four‐year institution, plus five to six years related work experience. Education and work experience may be
substituted one for the other on a year‐for‐year basis.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$70,786 $77,881 $85,067 $73,462 $80,858 $88,363
Salt Lake City, $350M Budget, City Gov't 25%$72,753 $80,190 $87,766 $75,504 $83,255 $91,167
Wasatch Front, $367M Revenue, All Industries 25%$82,659 $92,308 $101,938 $86,280 $96,342 $106,405
Salt Lake City, $367M Revenue, All Industries 25%$85,224 $95,414 $105,561 $88,958 $99,584 $110,186
Overall 100%$77,856 $86,448 $95,083 $81,051 $90,010 $99,030
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$88,200 $100,500 $111,300 $88,600 $101,000 $111,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$89,800 $102,300 $113,300 $90,200 $102,800 $113,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$87,900 $100,200 $111,000 $88,300 $100,700 $111,200
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$89,500 $102,000 $113,000 $89,900 $102,500 $113,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$87,800 $100,100 $110,800 $88,200 $100,600 $111,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$89,400 $101,900 $112,800 $89,800 $102,400 $113,000
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$87,600 $99,800 $110,500 $87,900 $100,300 $110,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$89,100 $101,600 $112,500 $89,500 $102,100 $112,700
Overall 100%$88,663 $101,050 $111,900 $89,050 $101,550 $112,100
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$133,386 $144,414 $160,652 $134,740 $148,948 $163,171
Salt Lake Metro 50.0%$137,078 $148,411 $165,099 $138,471 $153,071 $167,687
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$135,232 $146,413 $162,876 $136,606 $151,010 $165,429
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Ensure project deliverables are met on time and on budget. Delegate work and provide oversight of group work plans. Manage an architectural team of junior and senior architects as
well as administrative personnel. Responsible for all architectural design aspects of large or complex projects. Architecture; Subject‐matter leader in the job family. Leads the planning
and implementation of large programs in the function, and regularly interfaces with senior
management and executive leadership. Provides advice and counsel to the organization in area of expertise. Plays a role in overall functional strategic planning. Typically requires:
Bachelor's degree (advanced degree preferred), 8‐10+ years of related professional experience.
Architect ‐ Advanced Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SENIOR ARCHITECT (LICENSED) ‐ 000751
2
$99,757
$99,757
Responsible for substantial architectural projects. Selects, evaluates, and implements architectural procedures and techniques used to complete projects. Writes reports and
specifications, supervises the preparation of architectural plans, and reviews completed plans and estimates. Supervises and guides the work of lower‐level architects. Requires the use
of more advanced techniques. Requires a bachelor's degree of architecture. Typically reports to a supervisor or manager. May require a state architect's license. A specialist on complex
technical and business matters. Work is highly independent. May assume a team lead role for the work group. Typically requires 7+ years of related experience.
As a Licensed Architect, supervises and manages major architectural projects and programs. Has full technical and managerial responsibility for interpreting, organizing, executing, and
coordinating assignments. This is highly technical and managerial work requiring extensive architectural and construction project management experience. Possession of a five‐year
bachelor’s degree or a master’s degree in architecture from a fully accredited college or university. Exception: The educational requirement may be waived providing the candidate has
achieved registration as a Licensed Architect by meeting the State Board’s requirement for qualifying experience.
$100,583
$111,304
$123,286
$102,236
$114,190
$125,520
Architect IV
Survey Information
CompAnalyst Market Database
Architect
Researches, plans, designs, and supervises construction of building projects for clients, according to their desires, needs, and financial resources, applying knowledge of design,
construction procedures, zoning and building codes, and building materials. Consults with clients to determine functional and spatial requirements of new structure or renovation; and
prepares information regarding design, specifications, materials, color, equipment, estimated costs, and construction time.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$54,637 $59,421 $64,142 $56,091 $61,022 $65,899
Salt Lake City, $350M Budget, City Gov't 25%$56,792 $61,814 $66,765 $58,304 $63,480 $68,594
Wasatch Front, $367M Revenue, All Industries 25%$60,806 $67,414 $74,012 $62,759 $69,571 $76,388
Salt Lake City, $367M Revenue, All Industries 25%$63,268 $70,188 $77,071 $65,300 $72,434 $79,545
Overall 100%$58,876 $64,709 $70,498 $60,614 $66,627 $72,607
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 25.0%$67,500 $76,700 $86,300 $69,400 $80,400 $91,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$68,300 $77,700 $87,400 $70,300 $81,400 $92,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | All Industries | $200M ‐ $500M Revenues 25.0%$67,200 $76,400 $85,900 $69,100 $80,100 $91,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 25.0%$68,000 $77,300 $87,000 $70,000 $81,100 $92,300
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$67,750 $77,025 $86,650 $69,700 $80,750 $91,900
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 50.0%$80,438 $89,562 $98,349 $84,207 $104,111 $119,766
Salt Lake Metro 50.0%$84,003 $93,532 $102,708 $87,940 $108,726 $125,074
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$82,221 $91,547 $100,529 $86,074 $106,419 $122,420
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Senior Claims Adjuster
$95,642
Survey Information
CompAnalyst Market Database
Insurance Claims Adjuster
Investigates claims against insurance or other companies for personal, casualty, or property loss or damages. Concludes extent of company's liability and attempts to effect out‐of‐court
settlement with claimant.
Economic Research Institute
$69,615
$77,760
$85,892
$72,129
$84,598
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Oversee the work of outside vendors, appraisers, and adjusters. Investigate, evaluate, negotiate, and settle high level claims. Review claim les to ensure compliance with company
policy and quality standards. Supervise staff making determinations about insurance policy coverage and claims. Claims Examiner; Supervises and monitors the day‐to‐day activities of a
group of (typically non‐exempt) staff. Organizes work and provides direct supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related professional experience.
Claims Management
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SENIOR CLAIMS ADJUSTER ‐ 002534
1
$77,189
$77,189
Denies, settles, or authorizes payments to more complex property/casualty claims based on coverage, appraisal, and verifiable damage. Examines claim forms and other records to
determine coverage. Responsible for corresponding with policyholders, claimants, witnesses, attorneys, etc. to gather important information to support contested. Conducts field
investigations to inspect and document damage or loss. Prepares report of findings of an investigation. May require a bachelor's degree. Typically reports to a manager or head of a
unit/department. Contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. Typically requires 4 to 7 years of related
experience.
Under general supervision of the Risk Manager, incumbent performs a variety of specialized, skilled technical duties and special project work related to claims received by the city.
Gathers relevant claims information and interviews claimants; manages claims, records, and tracking systems; reviews records for accuracy and completeness. Manages auto and
general liability claims from receipt through settlement or litigation, including investigations, determination of liability, settlement negotiations/denials, and proper document
management of private and protected information. Bachelor’s degree in Risk Management, Business Administration, English, Communications, Finance, or other related field, and a
minimum of 1‐2 years’ experience working with claims. Experience and training must include records management, research, data entry and retrieval, and proficiency in the use of
personal computers for word processing and spreadsheets. Education and experience may be substituted one for the other on a year‐for‐year basis. Additionally, must have at least 4
years’ experience adjusting a variety of claims, including general liability and auto liability.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$50,653 $55,210 $59,656 $51,393 $56,030 $60,559
Salt Lake City, $350M Budget, City Gov't 25%$53,104 $57,925 $62,614 $53,881 $58,785 $63,562
Wasatch Front, $367M Revenue, All Industries 25%$54,592 $60,708 $66,717 $55,584 $61,807 $67,929
Salt Lake City, $367M Revenue, All Industries 25%$57,272 $63,722 $70,033 $58,313 $64,876 $71,306
Overall 100%$53,905 $59,391 $64,755 $54,793 $60,375 $65,839
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$50,400 $56,600 $63,100 $51,200 $57,700 $64,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$50,000 $56,100 $62,600 $50,800 $57,200 $64,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$48,400 $54,300 $60,600 $49,100 $55,300 $62,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$47,900 $53,800 $60,000 $48,700 $54,800 $61,600
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$50,200 $56,300 $62,900 $51,000 $57,400 $64,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$49,800 $55,800 $62,300 $50,500 $56,900 $63,900
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$48,200 $54,000 $60,300 $48,900 $55,100 $61,900
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$47,700 $53,600 $59,800 $48,500 $54,600 $61,300
Overall 100%$49,075 $55,063 $61,450 $49,838 $56,125 $63,038
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 100.0%$49,675 $53,686 $58,583 $49,675 $53,927 $58,637
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$49,675 $53,686 $58,583 $49,675 $53,927 $58,637
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$41,208 $43,248 $45,186 $41,208 $43,248 $45,186
Utah | All 50.0%$41,208 $43,248 $45,186 $41,208 $43,248 $45,186
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$41,208 $43,248 $45,186 $41,208 $43,248 $45,186
Survey Information
CompData
Human Resources Assistant II (Senior)
Assists with administrative or clerical work in relation to various human resource support operations. Helps with recruitment activities, maintains job descriptions and organizational
charts, conducts new employee orientation, monitors the division budget, and coordinates purchase orders. Manages data and reports, handles scheduling, and assists with special
events and activities. High school education or equivalent required and two years experience.
HR Assistant III
$58,175
Survey Information
CompAnalyst Market Database
Human Resources Technician
Performs clerical and administrative support to one or more functional areas within Human Resources. Work is distinguished from Personnel Clerk in that the Technician is capable of
handling more complex aspect of the Personnel Clerk duties; the Personnel Technician requires more in‐depth knowledge of personnel programs, company policies, and administrative
procedures. Answers more complex employee questions. Explains more complex aspects of company personnel programs such as salary and benefit administration, recruitment and
placement, employee development, employee relations and services, equal employment opportunity, and/or labor relations.
Economic Research Institute
$48,976
$52,847
$57,494
$48,878
$53,419
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Compiles and prepares data for statistical reporting. Assist in projects, such as; HR events, benefits open enrollment, employee communications and company‐wide meetings. Supports
employment area with scheduling interviews, handling reference checks and personnel changes. Provides overall administrative support to the HR department, including maintaining,
processing documentation and records. Answer employee questions about policy and procedures, and refers to specialist as needed. Generalist / HR Management; Leads specialized
area of administrative support or provides support to Vice President or higher. Full knowledge of procedures in area of expertise. May provide work direction to lower‐level support
employees. Receives broad supervision. Typically requires: High School diploma or GED, at least 5 years of related experience, thorough knowledge of policies and procedures, highly
tactful communications, expertise with related systems.
Human Resources Assistant ‐ Senior Administrative
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SENIOR HUMAN RESOURCES TECH ‐ 001866
4
$49,457
$49,358
Provides administrative support to one or more human resources functions, including recruiting, employee/labor relations, compensation, benefits, training, equal employment
opportunity, and/or employee records. Processes HR department applications, including employment and enrollment applications; maintains attendance and employment records, and
compiles statistics for various HR management reports. May conduct pre‐employment screening interviews, check references and respond to routine questions on HR policy. May
coach and provide instruction to lower‐level professional staff. May require an associate degree or its equivalent. Typically reports to a supervisor or manager. Has gained proficiency in
multiple competencies relevant to the job. Works independently within established procedures associated with the specific job function. Typically requires 3‐5 years of related
experience.
Under limited supervision, incumbent performs advanced level duties and provides operational and technical support to human resource programs and management staff. Acts as a
lead and functionally supervises the work of Front Desk support staff. Performs human resource support functions, including but not limited to: employment‐related documentation
intake; data entry; personnel records management; and, maintenance and security of confidential personnel files. In addition, assists employees, management, staff and members of
the general public with personnel information; explains human resource policies and procedures. Maintains electronic records, including employee data and human resources
information systems. Answers phones, greets visitors, and verifies employment status, as needed. Assists management and other staff with: scheduling appointments; new employee
orientation; and other work projects, as assigned. Incumbents in this class possess and apply advanced knowledge of human resource related policies, procedures, rules and regulations
and skill in the use of automated human resource management information systems. Graduation from high school or equivalency plus two to four years directly related human
resources experience.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$64,631 $70,936 $77,344 $66,067 $72,531 $79,108
Salt Lake City, $350M Budget, City Gov't 25%$66,340 $72,791 $79,289 $67,814 $74,427 $81,098
Wasatch Front, $367M Revenue, All Industries 25%$74,295 $82,989 $91,737 $76,232 $85,146 $94,128
Salt Lake City, $367M Revenue, All Industries 25%$76,203 $84,981 $93,763 $78,190 $87,191 $96,208
Overall 100%$70,367 $77,924 $85,533 $72,076 $79,824 $87,636
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$77,400 $86,800 $98,000 $80,400 $91,700 $105,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$83,000 $93,100 $105,000 $86,200 $98,300 $112,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$68,400 $76,800 $86,700 $71,100 $81,100 $92,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$73,300 $82,300 $92,900 $76,200 $86,900 $99,600
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$77,100 $86,500 $97,600 $80,100 $91,400 $104,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$82,600 $92,700 $104,600 $85,900 $97,900 $112,200
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$68,200 $76,500 $86,300 $70,800 $80,800 $92,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$73,000 $82,000 $92,500 $75,900 $86,600 $99,200
Overall 100%$75,375 $84,588 $95,450 $78,325 $89,338 $102,375
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 100.0%$89,385 $103,009 $118,002 $90,147 $106,099 $126,063
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$89,385 $103,009 $118,002 $90,147 $106,099 $126,063
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Chemist III
$105,358
Survey Information
CompAnalyst Market Database
Chemist
Researches, analyzes, synthesizes, and experiments on substances, for such purposes as product and process development and application, quantitative and qualitative analysis, and
improvement of analytical methodologies.
Economic Research Institute
$78,376
$88,507
$99,662
$80,183
$91,753
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Interpret and analyze data and equipment logs from other laboratory members. Maintain, troubleshoot, and use instruments, equipment and software tools. Collect and document
quality assurance test data, including testing formulations, substrates and reagents. Senior/Career Level Professional; Broadly applies basic principles, theories, and concepts to job
assignments. Solves a diverse range of complex problems, working with limited direction. Frequently interfaces with internal/external customers and makes significant contributions to
department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7 years of related professional experience.
Chemist ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SENIOR LABORATORY CHEMIST ‐ 002399
1
$73,320
$73,320
Evaluates the chemical and physical properties of various organic and inorganic substances. Utilizes established methods and procedures and laboratory equipment to perform
analytical testing of substances. Prepares compounds, reagents and solutions. Develop and write technical reports of testing results. Requires a master's degree. Typically reports to a
supervisor or manager. Typically requires 4 to 7 years of related experience. Contributes to moderately complex aspects of a project. Work is generally independent and collaborative in
nature.
Reporting to the Laboratory Program Manager, this position provides supervision and oversight of the day‐to‐day operations of the Salt Lake City Water Reclamation Facility (SLCWRF)
Laboratory. Performs supervisory duties of laboratory personnel and quality control of generated data. Will also perform routine analysis and/or research to include chemical and
microbiological testing of wastewater, culinary water, sludge and soils for Salt Lake City Corporation in coordination with the Laboratory Program Manager and/or other Salt Lake City
Program Managers. This is a senior professional chemist position requiring minimal supervision. Assists the Laboratory Program Manager to ensure compliance with NELAP
requirements for maintaining laboratory certification for all necessary parameters. Coordinates with a contracted Quality Assurance Officer (when applicable) for ensuring analytical
quality control and reports to the Laboratory Program Manager. Serves as acting Laboratory Program Manager during absence of regularly classified incumbent, if management
determines individual is qualified. Four‐year degree in Chemistry, Biochemical Engineering, Bacteriology, Microbiology or a closely related scientific field from an accredited college or
university and seven years related water/wastewater laboratory analytical experience.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$45,187 $48,196 $50,826 $45,187 $48,196 $50,826
Salt Lake City, $350M Budget, City Gov't 25%$47,424 $50,606 $53,443 $47,424 $50,606 $53,443
Wasatch Front, $367M Revenue, All Industries 25%$47,074 $51,117 $54,665 $47,074 $51,117 $54,665
Salt Lake City, $367M Revenue, All Industries 25%$49,409 $53,758 $57,632 $49,409 $53,758 $57,632
Overall 100%$47,274 $50,919 $54,142 $47,274 $50,919 $54,142
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$58,700 $64,100 $70,000 $59,000 $64,300 $70,300
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,300 $64,800 $70,800 $59,600 $64,900 $71,100
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$56,000 $61,200 $66,800 $56,300 $61,300 $67,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,600 $61,800 $67,500 $56,900 $62,000 $67,800
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$58,500 $63,800 $69,700 $58,800 $64,000 $70,000
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$59,100 $64,500 $70,500 $59,400 $64,700 $70,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$55,800 $60,900 $66,500 $56,000 $61,000 $66,800
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$56,400 $61,500 $67,200 $56,600 $61,700 $67,500
Overall 100%$57,550 $62,825 $68,625 $57,825 $62,988 $68,913
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$55,520 $61,153 $70,114 $55,520 $61,153 $70,114
Salt Lake Metro 34.0%$57,478 $63,310 $72,586 $57,478 $63,310 $72,586
FTEs: 1,000 to fewer than 3,500 33.0%$38,966 $43,625 $51,712 $38,966 $43,625 $51,712
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$50,723 $56,102 $64,882 $50,723 $56,102 $64,882
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gather relevant information pertaining to case issues. Facilitate education, support groups and referrals. Assess and treat patients and their families in understanding and coping with
emotional and social problems. Maintain caseload, documentation and reevaluate patients at appropriate intervals. Provide advocacy and resource services for the patient. Social
Work; Professional level position, working under general supervision responsible for clinical, therapeutic, or diagnostic procedures. Typically responsible for the development and
implementation of a treatment plan. Often referenced as "Technologist" or "Therapist". Requires completion of an approved clinical program with an Associate's degree or Bachelor's
degree with 2‐4 years of work experience. This level requires certification, licensure, or registration within the clinical discipline.
Social Worker ‐ Intermediate Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOCIAL SERVICE WORKER (CSW) ‐ 002499
5
$58,082
$58,698
Interviews clients and their families and coordinates and plans programs and activities to meet their social and emotional needs. Provides crisis intervention and assists families in
understanding the implications and complexities of the life situation and its impact on lifestyle. Provides professional social work assistance to clients and families as related to illness,
disease, hospitalization, financial and educational needs by utilizing a variety of modalities in all areas of service. Responsibilities also include involvement in the discharge planning
process. Requires a master's degree. Typically reports to a manager. Years of experience may be unspecified. Certification and/or licensing in the position's specialty is the main
requirement.
Under the general administrative direction of the Social Work Manager of the Police Department, incumbent provides immediate crisis intervention and case management services to
assist citizens and/or their families, along with assistance to prevent the intersection or further intersection with the criminal justice system. These citizens and/or their families may
have the following problems: homelessness, substance abuse/dependence, mental and/or chronic health illnesses, domestic violence, employment issues, poverty, being a victim of
crime, and access to other basic necessities. The incumbent must be willing to work closely with the entire team of the Salt Lake City Police Department, engage with external service
providers on a regular basis and have the ability and skills necessary to work with the general public in a positive, friendly, and professional manner. Current Licensure with the State of
Utah as a Social Service Worker, Advanced Substance Use Disorder Counselor, Licensed Substance Use Disorder Counselor or Certified Substance Use Disorder Counselor OR five years
of directly related work experience in social work.
$51,849
$56,615
$62,549
$51,940
$56,670
$62,645
Social Worker
Survey Information
CompAnalyst Market Database
Social Service Worker
Guides and counsels individuals and families in crisis, ranging from the unemployed to children who need foster homes to elderly people who have no one to care for them. Assists
clients in obtaining government funds, education, or treatment. Secures information, such as medical, psychological, and social factors contributing to client's situation, and evaluates
these and client's capacities.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$74,198 $81,449 $88,697 $76,746 $84,272 $91,807
Salt Lake City, $350M Budget, City Gov't 25%$77,948 $85,345 $92,694 $80,626 $88,302 $95,944
Wasatch Front, $367M Revenue, All Industries 25%$88,443 $98,224 $107,764 $91,909 $102,065 $111,987
Salt Lake City, $367M Revenue, All Industries 25%$92,437 $102,335 $112,016 $96,060 $106,336 $116,405
Overall 100%$83,257 $91,838 $100,293 $86,335 $95,244 $104,036
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Utah | All Industries | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Utah | All Industries | 1,000 ‐ 3,000 FTEs 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Utah | Public Administration | $200M ‐ $500M Revenues 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 0.0%Not Available Not Available Not Available Not Available Not Available Not Available
Overall 0%$0 $0 $0 $0 $0 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$123,008 $137,374 $153,420 $123,008 $137,374 $153,420
Salt Lake Metro 34.0%$127,346 $142,219 $158,830 $127,346 $142,219 $158,830
FTEs: 1,000 to fewer than 3,500 33.0%$65,624 $74,074 $85,335 $65,624 $74,074 $85,335
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$105,546 $118,132 $132,791 $105,546 $118,132 $132,791
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
$118,414
Survey Information
CompAnalyst Market Database
Social Services Director
Directs agency or major function of public or voluntary organization providing services in social welfare field and to individuals, groups, or community. Establishes policies and programs
and administers such programs, working with Board of Directors committees. Determines policies and defines scope of services to be rendered within legislative regulations for public
welfare agency functioning without Board of Directors.
Economic Research Institute
$94,401
$104,985
$116,542
$95,941
$106,688
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gather relevant information pertaining to case issues. Facilitate education, support groups and referrals. Assess and treat patients and their families in understanding and coping with
emotional and social problems. Maintain caseload, documentation and reevaluate patients at appropriate intervals. Provide advocacy and resource services for the patient. Advanced
Professional; Advanced individual contributor professional with responsibility for clinical, therapeutic, or diagnostic procedures. Responsible for the development and implementation
of treatment plans which may require significant departures from traditional approaches. Often referenced as "Therapist" or "Clinician". Requires completion of an approved clinical
program with a Bachelor's degree, Master's degree, or Doctoral degree. This level requires certification, licensure, or registration within the clinical discipline.
Social Worker ‐ Advanced Professional (P4)
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOCIAL WORK DIRECTOR ‐ 002584
1
$91,666
$91,666
Under the direction of a Police Captain or Deputy Chief, incumbent evaluates the needs of the community while leading the social work program development, implementation,
monitoring and analysis. Responsibilities include, but are not limited to: collaboration amongst eservice providers, City officials, various advisory groups, citizens, and other government
agencies at a local, state, and federal level; facilitating internal and/or external meetings; performing complex analytical duties that include gathering data, data analysis, and
developing comprehensive information packages; supervising social work program staff; developing and/or modifying policies and procedures to fit the social work program, all while
working closely with the entire team of the Salt Lake City Police Department, to supplement existing police services where appropriate. This is a professional position in a fast‐paced
work environment, requiring excellent written and verbal communication skills, the exercise of independent judgment, and discretion in handling confidential information. The
incumbent must have the ability and skills necessary to work with the general public in a positive, friendly, and professional manner. Master’s Degree in Social Work from an accredited
college/university and three to five years of related work experience, which includes assessing physical, mental, social, and economic needs of a diverse population. Experience must
include a minimum of two years of social work case management.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$50,149 $54,462 $58,682 $51,765 $56,240 $60,631
Salt Lake City, $350M Budget, City Gov't 25%$52,776 $57,364 $61,832 $54,477 $59,237 $63,886
Wasatch Front, $367M Revenue, All Industries 25%$55,222 $61,123 $66,967 $57,389 $63,513 $69,595
Salt Lake City, $367M Revenue, All Industries 25%$58,171 $64,402 $70,501 $60,454 $66,921 $73,267
Overall 100%$54,080 $59,338 $64,496 $56,021 $61,478 $66,845
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$82,300 $91,700 $104,300 $82,600 $93,000 $109,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$83,200 $92,800 $105,500 $83,600 $94,100 $110,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$79,300 $88,400 $100,600 $79,700 $89,700 $105,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$80,200 $89,400 $101,700 $80,600 $90,700 $106,300
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$81,900 $91,400 $103,900 $82,300 $92,700 $108,600
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$82,800 $92,400 $105,000 $83,200 $93,700 $109,800
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$79,000 $88,100 $100,100 $79,300 $89,300 $104,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$79,800 $89,000 $101,300 $80,200 $90,300 $105,900
Overall 100%$81,063 $90,400 $102,800 $81,438 $91,688 $107,475
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah | All Industries 50.0%$57,423 $66,201 $80,188 $57,423 $66,201 $80,188
Salt Lake City | All Industries 50.0%$56,595 $65,246 $79,033 $56,595 $65,246 $79,033
Salt Lake City | Public Sector/Government 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Wasatch Front, $350M Budget, All Industries 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$57,009 $65,724 $79,611 $57,009 $65,724 $79,611
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Social Work Manager
$84,643
Survey Information
CompAnalyst Market Database
Social Services Manager
Analyzes community needs. Designs outreach initiatives. Reviews program effectiveness. Implements needed improvements. Collects data and other information to evaluate program
impact.
Economic Research Institute
$64,050
$71,820
$82,302
$64,823
$72,963
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Gather relevant information pertaining to case issues. Facilitate education, support groups and referrals. Assess and treat patients and their families in understanding and coping with
emotional and social problems. Maintain caseload, documentation and reevaluate patients at appropriate intervals. Provide advocacy and resource services for the patient.
Senior/Career Level Professional; Senior professional working under general guidance responsible for clinical, therapeutic, or diagnostic procedures. Typically responsible for the
development and implementation of a treatment plan and the training of junior level staff. Often referenced as "Technologist" or "Therapist". Requires completion of an approved
clinical program with an Bachelor's degree or Master's degree with 5‐7 years of work experience. This level requires certification, licensure, or registration within the clinical discipline.
Social Worker ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOCIAL WORK MANAGER ‐ 002583
2
$84,198
$84,198
Plans and implements programs to meet the social and emotional needs of patients and patients' families in a health care setting. Develops plans for patient care after release from
treatment. Provides social services to patients/clients and their families. Collaborates with physicians, nurses, patients and their families to assess patient social needs and monitor
progress of medical treatment. Coordinates planning for post‐discharge care. Supervises professional staff. Prepares departmental budgets and reports. Requires a master's degree of
Social Work. Typically reports to a director. Manages subordinate staff in the day‐to‐day performance of their jobs. True first level manager. Ensures that project/department
milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. Typically requires 5 years
experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required.
Under the general direction of the Social Work Director, incumbent evaluates the needs of the community and social work services. Works to assess and direct police social work
responses to: citizen needs, implementing treatment plans as appropriate to assist client and/or families with problems such as homelessness, mental and chronic illness, substance
abuse, loss of job, poverty, personal and family adjustment, and criminal behavior. Works closely with the entire team of the Salt Lake City Police Department, to augment existing
police services where appropriate. Engages with service providers and exercises independent judgment. Assesses, diagnoses and formulates service plans and, when appropriate,
clinical treatment plans for clients. Utilizes clinical skills in engaging with families in providing safety to children and other vulnerable populations. Documents client progress and
treatment and prepares case histories, court reports, and other documentation as needed. Negotiates, coordinates, monitors and evaluates services. Manages civilian social workers
and other office staff at the Community Connections Center. The position requires a strong focus on assertive community outreach and interventions with the homeless population in
Salt Lake City. The incumbent must have the ability and skills necessary to work with the general public in a positive, friendly, and professional manner. The incumbent must also
possess leadership skills that will motivate, positively influence, and constructively organize and direct the day to day activities of the employees of the Community Connections Center.
1.Master’s Degree in Social Work from an accredited college/university and three to five years of related work experience, which includes assessing physical, mental, social, and
economic needs of a diverse population. Experience must include a minimum of two years of social work case management.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$80,306 $88,413 $96,602 $83,641 $92,119 $100,702
Salt Lake City, $350M Budget, City Gov't 25%$86,091 $94,763 $103,479 $89,666 $98,735 $107,870
Wasatch Front, $367M Revenue, All Industries 25%$95,360 $106,171 $116,878 $99,871 $111,182 $122,407
Salt Lake City, $367M Revenue, All Industries 25%$102,159 $113,597 $124,826 $106,992 $118,959 $130,731
Overall 100%$90,979 $100,736 $110,446 $95,043 $105,249 $115,428
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$111,700 $124,200 $141,700 $114,700 $128,100 $148,800
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$114,700 $127,500 $145,400 $117,700 $131,500 $152,700
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$97,400 $108,200 $123,500 $100,000 $111,600 $129,700
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$100,000 $111,100 $126,800 $102,600 $114,600 $133,200
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$111,200 $123,600 $141,100 $114,200 $127,500 $148,200
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$114,200 $126,900 $144,800 $117,200 $130,900 $152,100
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$97,000 $107,800 $123,000 $99,600 $111,200 $129,100
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$99,500 $110,600 $126,200 $102,200 $114,100 $132,600
Overall 100%$105,713 $117,488 $134,063 $108,525 $121,188 $140,800
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$91,775 $104,423 $117,053 $92,738 $105,535 $117,053
Salt Lake Metro 34.0%$92,233 $104,943 $117,636 $93,200 $106,060 $117,636
FTEs: 1,000 to fewer than 3,500 33.0%No Data Available $92,081 No Data Available No Data Available $92,081 No Data Available
Net Revenue: 100M to less than 500M USD No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$92,004 $100,527 $117,345 $92,969 $101,274 $117,345
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$88,434 $105,876 $124,236 $90,270 $105,876 $124,236
Utah | All 50.0%$88,434 $105,876 $124,236 $90,270 $105,876 $124,236
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$88,434 $105,876 $124,236 $90,270 $105,876 $124,236
Survey Information
CompData
Database Administrator
Develops, codes, and maintains computer databases. Coordinates changes to computer databases and writes the code. Tests and implements changes. Modifies existing databases or
directs programmers and analysts to make changes. Plans, coordinates, and implements security measures to ensure appropriate use of data and prevent damage, unauthorized
modification, or disclosure. Specifies user and user access level. Reviews project requests to estimate time and costs. Bachelor's degree in computer science required and two years
experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Design, write, test, and debug database stored procedures and complex queries to extract, calculate or manipulate information. Work with middle‐tier developers to integrate back‐end
database code with business applications. Design, implement, and test database schemas. Data Engineering; Fully applies basic principles, theories, and concepts to job assignments.
Exhibits technical and operational pro efficiency solving problems of moderate complexity.
Contributes to completion of projects and programs in area of expertise. May interface with internal and/or external customers and provide guidance to non‐exempts. Typically
requires: Bachelor's degree, 2‐4 years of related professional experience.
Database Engineer
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOFTWARE ENGINEER DATABASE ‐ 002150
2
$109,023
$109,023
Develops or modifies procedures to solve complex database design problems, including performance, scalability, security and integration issues. Designs, codes, tests, debugs, and
documents complex databases. Competent to work at the highest technical level of all phases of database engineering activities. Requires comprehensive knowledge of database
technologies, along with solid coding and computer system skills. Typically requires a bachelor's degree. Typically reports to a manager or head of a unit/department. A specialist on
complex technical and business matters. Work is highly independent. May assume a team lead role for the work group. Typically requires 7+ years of related experience.
This is a senior level IT professional position. Under the direction of the Software Engineering Manager, is responsible for database design, configuration, database management,
updates, collaborating with the Software Engineers on database design and recommending solid database structure. Database management is shared among others in this same
position. Incumbent is also responsible to perform at the highest level, enterprise‐wide system analysis, layout activities, system design, interface design, and evaluation of user
requirements for a variety of applications. Plans and conducts preliminary studies of potential applications and prepares design proposals to reflect cost, time and alternative actions to
satisfy existing and future needs. Translates detailed design specifications into computer program instructions, debugs complex programs, and conducts system testing. Modifies,
maintains and updates existing applications. Works with business partners to ensure satisfaction and verify that software needs are consistently met. Participates in all phases of the
Application Development Cycle. Serves the Software Engineering Team in an expert capacity regarding a specific subject area. Mentors other Software Engineers. Incumbents are
normally widely recognized for their achievements, technical expertise and meritorious standing within their professional field. Baccalaureate degree in computer science or other field
of computer programming and at least eight years of paid employment in the field of computer programming or an equivalent combination of education and experience substituting on
a year‐for‐year basis.
$94,282
$106,157
$121,522
$96,702
$108,396
$124,452
Database Engineer IV
Survey Information
CompAnalyst Market Database
Database Engineer
Administrates organization's database, using database management system to organize and store data. Ascertains user requirements, creates computer databases, and tests and
coordinates changes. Interacts with development and end‐user personnel to determine application data access requirements, transaction rates, volume analysis, and other pertinent
data required to develop and maintain integrated databases. Ensures performance of database.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$80,511 $88,150 $95,742 $83,193 $91,113 $98,997
Salt Lake City, $350M Budget, City Gov't 25%$86,311 $94,482 $102,565 $89,186 $97,658 $106,053
Wasatch Front, $367M Revenue, All Industries 25%$95,635 $105,824 $115,760 $99,264 $109,830 $120,152
Salt Lake City, $367M Revenue, All Industries 25%$102,452 $113,232 $123,658 $106,339 $117,519 $128,350
Overall 100%$91,227 $100,422 $109,431 $94,496 $104,030 $113,388
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$99,900 $109,900 $120,200 $103,100 $114,200 $126,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$105,300 $115,900 $126,800 $108,700 $120,400 $133,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$92,200 $101,400 $111,000 $95,200 $105,400 $116,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$97,200 $107,000 $117,000 $100,400 $111,200 $123,000
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$99,500 $109,400 $119,700 $102,700 $113,700 $125,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$104,900 $115,400 $126,200 $108,300 $119,900 $132,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$91,800 $101,000 $110,500 $94,800 $105,000 $116,100
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$96,800 $106,500 $116,500 $99,900 $110,700 $122,500
Overall 100%$98,450 $108,313 $118,488 $101,638 $112,563 $124,550
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%$93,315 $101,973 $112,444 $94,802 $106,887 $119,801
Salt Lake Metro 25.0%$93,780 $102,480 $113,004 $95,274 $107,418 $120,397
FTEs: 1,000 to fewer than 3,500 25.0%$105,960 $113,299 $121,399 $106,144 $113,299 $121,500
Net Revenue: 100M to less than 500M USD 25.0%$87,325 $96,188 $107,949 $88,844 $96,188 $112,993
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$95,095 $103,485 $113,699 $96,266 $105,948 $118,673
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Software Engineer III
$118,870
Survey Information
CompAnalyst Market Database
Software Engineer
Develops, researches, designs, implements, tests, and evaluates software and systems, in conjunction with hardware product development, that enable computers to perform their
applications, applying principles and techniques of computer science, engineering, and mathematical analysis.
Economic Research Institute
$94,924
$104,073
$113,873
$97,466
$107,514
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Validate and document completion of testing and development. Verify fixes. Find bugs, defects, and regressions. Design, implement, execute and debug information technology test
cases and scripts. Automate test cases. Quality Assurance; Broadly applies basic principles, theories, and concepts to job assignments. Solves a diverse range of complex problems,
working with limited direction. Frequently interfaces with internal/external customers and makes significant contributions to department goals and planning efforts. Typically requires:
Bachelor's degree, 5‐7 years of related professional experience.
Software Development Engineer ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOFTWARE ENGINEER III ‐ 002145
2
$97,448
$97,448
Designs and develops software applications. Performs coding, debugging, testing and troubleshooting throughout the application development process. May direct a few junior level
software engineers. Requires a bachelor's degree. Typically reports to a manager. Contributes to moderately complex aspects of a project. Work is generally independent and
collaborative in nature. Typically requires 4 to 7 years of related experience.
Under the direction of the Software Engineering Team Manager, incumbents in this job series are responsible for performing analysis, layout activities, and evaluation of user
requirements for a variety of applications. A career ladder exists for this job series, and incumbents may be promoted based on knowledge, skills and abilities as defined by the
department. Plans and conducts preliminary studies of potential applications and prepares design proposals to reflect cost, time and alternative actions to satisfy existing and future
needs. Translates detailed design specifications into an application, debugs, and conducts system testing. Modifies, maintains and updates existing applications. Serves on project
teams as a resource in one or more specific subjects. SOFTWARE ENGINEER III ‐ Delivers and maintains web and desktop applications using tools used within the department. May be
considered an expert on one or more existing tools in use. Meets with customers to define system requirements, design database and table design layout, and design and create
reports. Serves as a technical advisor to customers and to all lower levels of software engineers. Must be able to communicate, organize and perform their duties consistently in an
exceptional manner. Will usually be responsible for 5 or more existing web and desktop applications. Requires six years’ education and/or related work experience, as well as the
knowledge, skills and abilities commensurate with this level.
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:At Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$68,211 $74,764 $81,347 $73,277 $80,406 $87,601
Salt Lake City, $350M Budget, City Gov't 25%$72,374 $79,311 $86,261 $77,712 $85,249 $92,835
Wasatch Front, $367M Revenue, All Industries 25%$79,048 $87,943 $97,122 $85,888 $95,566 $105,611
Salt Lake City, $367M Revenue, All Industries 25%$83,780 $93,156 $102,771 $90,971 $101,158 $111,664
Overall 100%$75,853 $83,794 $91,875 $81,962 $90,595 $99,428
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$84,600 $95,000 $108,300 $87,100 $98,200 $113,000
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$85,500 $96,100 $109,400 $88,100 $99,300 $114,200
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$82,500 $92,700 $105,600 $85,000 $95,800 $110,200
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$83,400 $93,700 $106,800 $85,900 $96,800 $111,400
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$84,200 $94,700 $107,800 $86,800 $97,800 $112,500
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$85,100 $95,700 $109,000 $87,700 $98,900 $113,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$82,200 $92,300 $105,200 $84,600 $95,400 $109,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$83,100 $93,300 $106,300 $85,500 $96,500 $110,900
Overall 100%$83,825 $94,188 $107,300 $86,338 $97,338 $111,950
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$83,949 $96,293 $105,898 $84,626 $97,243 $107,231
Salt Lake Metro 34.0%$89,100 $102,200 $112,396 $89,818 $103,209 $113,810
FTEs: 1,000 to fewer than 3,500 33.0%$74,824 $85,046 $103,552 $77,440 $86,037 $108,206
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$82,689 $94,590 $107,333 $84,020 $95,573 $109,790
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Troubleshoots and develops technical solutions related to software and setup errors for field engineers, technicians, and customers. Creates workaround procedures when standard
procedures have failed and ensures issues are resolved in a timely fashion. Escalates urgent problems requiring more in‐depth knowledge to appropriate internal resources. Requires a
bachelor's degree in area of specialty. Typically reports to a manager. Typically requires 4 to 7 years of related experience. Contributes to moderately complex aspects of a project.
Work is generally independent and collaborative in nature.
The Software Support Administrator III is a member of the Software Support Team. Members of the Software Support Team provide system administration and support, project
planning, technical consulting, and business and data analysis for software and technological solutions used throughout the city. Team members direct the implementation of large
scale, long term, and difficult, custom software implementations (i.e. enterprise resource planning, computer aided dispatch, work order management systems, business intelligence
and analytics, etc.) and provide ongoing support. Team members serve as project focal point and liaison between the city departments, IMS Department staff, and system vendors.
They are responsible for analyzing and solving complex problems associated with large computer system implementations. Exercises discretion and independent judgment in the
performance of their duties. The Software Support Administrator III works independently, and serves as a project lead as necessary, in analyzing, administering and maintaining City
applications. The Administrator III has more experience and a higher skill set than the Administrator II. Degree in computer science or other closely related field and at least 6‐8 years
paid employment in the field. An equivalent combination of education and experience may be substituted on a year‐for‐year basis.
$80,789
$90,857
$102,169
$84,106
$94,502
$107,056
Software Support Engineer III
Survey Information
CompAnalyst Market Database
Software Support Admin (Hybrid)
Software Project Mgr (30%) ‐ Manages the design and installation of control systems and software applications in an effective and efficient manner. Plans and develops software
projects, taking into account cost and time estimations, scheduling, staffing, and risk management. Estimates total costs to develop the software product and the total time required to
complete the project. Schedules required staff and other resources based on skills and needs. Software Implementation Specialist (70%) ‐ Coordinates the installation and
implementation of new software, and assures client timelines and requirements are met. Evaluates and thoroughly tests new software to make sure that clients who use the program
will be able to use it effectively and will not encounter problems. Provides feedback, suggestions, and input to the development team. Confers with clients to determine the
requirements and scope of the installation and to identify potential future enhancements. Schedules and conducts training to ensure clients can fully use the software to meet their
needs.
Economic Research Institute
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Answer queries and resolve issues with software applications, and escalate or close tickets as necessary. Train users on specific applications and document creation. Maintain,
troubleshoot, and repair computer systems, including remote installations. Provide expertise and technical knowledge about an application or suite of applications. Software
Developer/Engineer (Applications); Broadly applies basic principles, theories, and concepts to job assignments. Solves a diverse range of complex problems, working with limited
direction. Frequently interfaces with internal/external customers and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐
7 years of related professional experience.
Software Support Specialist ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SOFTWARE SUPPORT ADMIN III ‐ 001861
4
$96,294
$92,477
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$71,897 $79,319 $86,886 $74,767 $82,519 $90,438
Salt Lake City, $350M Budget, City Gov't 25%$74,867 $82,590 $90,436 $77,857 $85,922 $94,133
Wasatch Front, $367M Revenue, All Industries 25%$84,802 $94,944 $105,019 $88,704 $99,302 $109,851
Salt Lake City, $367M Revenue, All Industries 25%$88,277 $98,765 $109,147 $92,339 $103,299 $114,170
Overall 100%$79,961 $88,905 $97,872 $83,417 $92,761 $102,148
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$74,600 $83,700 $93,800 $76,400 $86,500 $98,500
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$75,700 $85,000 $95,200 $77,500 $87,800 $99,900
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$69,800 $78,300 $87,800 $71,500 $80,900 $92,100
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$70,800 $79,500 $89,100 $72,500 $82,100 $93,500
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$74,300 $83,400 $93,400 $76,100 $86,100 $98,100
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$75,400 $84,600 $94,800 $77,200 $87,400 $99,500
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$69,500 $78,000 $87,400 $71,200 $80,600 $91,700
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$70,500 $79,100 $88,700 $72,200 $81,800 $93,100
Overall 100%$72,575 $81,450 $91,275 $74,325 $84,150 $95,800
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 100.0%No Data Available $95,701 No Data Available No Data Available $95,701 No Data Available
Net Revenue: 100M to less than 500M USD 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$0 $95,701 $0 $0 $95,701 $0
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 16.7%$67,830 $80,274 $95,574 $75,786 $82,008 $99,042
Utah | All 16.7%$67,116 $80,274 $95,370 $74,154 $82,008 $98,226
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 16.7%$69,360 $77,418 $105,672 $70,278 $77,826 $105,672
Utah | FTEs: 1,000 to fewer than 5,000 16.7%$69,360 $77,418 $105,672 $70,278 $77,826 $105,672
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 16.7%$67,422 $76,704 $95,268 $68,034 $77,622 $100,164
Utah | Gross Revenue: $300M ‐ $999.9M 16.7%$67,422 $76,704 $95,268 $68,034 $77,622 $100,164
Overall 100%$68,099 $78,148 $98,824 $71,108 $79,168 $101,510
Survey Information
CompData
Buyer II (Senior)
Acquires, purchases, and negotiates materials, equipment, and supplies for requisitioned material. Negotiates with vendors to obtain quotations, prices, and delivery times. Evaluates
vendor quotes and services to determine if they are compatible with organization objectives. Oversees purchasing logs and records to ensure accuracy and follow through. Monitors
quality of goods by reviewing costs, schedules, timeliness of delivery, and conformance to specifications. Trains at least two or more buyers on proper purchasing skills. Possesses
knowledge of extrinsic factors relating to commodities purchased is needed. Bachelor's degree required and five years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Inventory existing property and conduct audits. Take corrective action when defective goods are received. Test and evaluate sample products, draw up and approve requisitions, and
ensure adequate supply. Research and identify vendors, and negotiate to achieve desired quality,
price, and timetables. Procure and contract for goods and services in a specific industry. This is the level of full competence that all professionals are expected to achieve in the
function. Manages program and project implementation and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's degree, 5‐7 years
of related professional experience.
Purchasing Agent ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SR PURCHASING CONSULTANT ‐ 000537
1
$73,840
$73,840
Purchases materials, supplies and services at the most favorable terms for the organization. Qualifies vendors, evaluates bids, and negotiates prices and terms for purchased goods and
services. Tracks purchases, monitors vendor quality, and maintains a current database of vendor information. Typically requires a bachelor's degree or equivalent. Typically reports to a
manager. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
Under the direction of the Chief Procurement Officer, manages all procurement activities for Salt Lake City, with the exception of those requiring a written contract, and provides
assistance to buyers on highly technical or complex bids. Responsible for facilitating and maintaining continuity of procurement activities within the City. Relies upon the Chief
Procurement Officer for immediate facilitation, performance improvement assessment and leave requests. Serves as primary backup for Procurement Consultant for his/her assigned
City Department(s). Has authority to approve expenditures up to $40,000 (involving single purchasing decision) and may authorize unlimited expenditures in the absence of the Chief
Procurement Officer. Degree in procurement, economics, finance, business or related field and six years paid experience in purchasing goods, preferably with a government agency.
Education and experience can be substituted one for the other to meet the academic requirement on a year‐for‐year basis.
$73,545
$86,051
$95,990
$76,283
$68,170
$99,819
Senior Buyer
Survey Information
CompAnalyst Market Database
Purchasing Supervisor
Supervises buyers and purchasing staff involved in the external procurement of raw materials, parts, equipment, supplies, and services for an organization at minimal cost, consistent
with delivery requirements and quality specifications. Oversees the selection and ordering of materials, supplies, and services from vendors; showings by manufacturing
representatives, growers, or other sellers; or purchases on open market for cash, basing selection on nature of clientele or demand for specific commodity, merchandise, or other
property, utilizing knowledge of various articles of commerce and experience as Buyer. Coordinates purchasing activities with user departments to maintain optimum inventory and
buy levels. Develops, with upper management, and recommends changes to purchasing procedures and policies.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$85,625 $93,789 $101,883 $88,677 $97,161 $105,585
Salt Lake City, $350M Budget, City Gov't 25%$91,785 $100,490 $109,072 $95,057 $104,102 $113,036
Wasatch Front, $367M Revenue, All Industries 25%$102,478 $113,218 $123,731 $106,607 $117,769 $128,716
Salt Lake City, $367M Revenue, All Industries 25%$109,702 $120,998 $131,963 $114,121 $125,862 $137,279
Overall 100%$97,398 $107,124 $116,662 $101,116 $111,224 $121,154
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$99,900 $109,900 $120,200 $103,100 $114,200 $126,400
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$105,300 $115,900 $126,800 $108,700 $120,400 $133,300
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$92,200 $101,400 $111,000 $95,200 $105,400 $116,600
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$97,200 $107,000 $117,000 $100,400 $111,200 $123,000
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$99,500 $109,400 $119,700 $102,700 $113,700 $125,800
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$104,900 $115,400 $126,200 $108,300 $119,900 $132,700
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$91,800 $101,000 $110,500 $94,800 $105,000 $116,100
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$96,800 $106,500 $116,500 $99,900 $110,700 $122,500
Overall 100%$98,450 $108,313 $118,488 $101,638 $112,563 $124,550
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Salt Lake Metro 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
FTEs: 1,000 to fewer than 3,500 50.0%$119,496 $131,183 $144,189 $121,464 $134,846 $146,813
Net Revenue: 100M to less than 500M USD 50.0%$117,956 $136,991 $151,397 $121,387 $139,206 $151,875
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$118,726 $134,087 $147,793 $121,426 $137,026 $149,344
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 12.5%
Utah | All 12.5%
SLC/Northern UT Area | Not‐for‐Profit 12.5%
Utah | Not‐for‐Profit 12.5%
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 12.5%
Utah | FTEs: 1,000 to fewer than 5,000 12.5%
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 12.5%
Utah | Gross Revenue: $300M ‐ $999.9M 12.5%
Overall 100%$0 $0 $0 $0 $0 $0
Survey Information
CompData
No Data Available
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Write code to create single‐threaded, multi‐threaded or user interface event driven applications, either stand‐alone and those which access servers or services. Write, modify, and
debug software for client applications. Use source debuggers and visual development environments. Test and document software for client applications. Software Developer/Engineer
(Generic); Applies advanced principles, theories, and concepts to job assignments, and contributes to the development of new ideas and principles. Solves uniquely complex problems,
working under consultative direction. Often speaks for the organization to internal/external customers and works on long‐range programs and objectives. Typically requires: Bachelor's
degree (advanced degree preferred), 8‐10+ years of related professional experience.
Software Developer ‐ Advanced Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SR SOFTWARE ENGINEER ‐ 002146
2
$108,753
$108,753
Designs and develops software applications. Performs coding, debugging, testing and troubleshooting throughout the application development process. May direct a few junior level
software engineers. Requires a bachelor's degree. Typically reports to a manager. Contributes to moderately complex aspects of a project. Work is generally independent and
collaborative in nature. Typically requires 4 to 7 years of related experience.
Under the direction of the Software Engineering Team Manager, incumbents in this job series are responsible for performing analysis, layout activities, and evaluation of user
requirements for a variety of applications. A career ladder exists for this job series, and incumbents may be promoted based on knowledge, skills and abilities as defined by the
department. Plans and conducts preliminary studies of potential applications and prepares design proposals to reflect cost, time and alternative actions to satisfy existing and future
needs. Translates detailed design specifications into an application, debugs, and conducts system testing. Modifies, maintains and updates existing applications. Serves on project
teams as a resource in one or more specific subjects. SENIOR SOFTWARE ENGINEER – Delivers and maintains web and desktop applications using tools used within the department. Is
considered an expert on many of the existing tools in use and understands relationships between existing legacy systems. Meets with customers to define system requirements, design
database and table design layout, and design and create reports. Serves as a technical advisor to customers and to all levels of software engineers. Must be able to communicate,
organize and perform their duties consistently in an exceptional manner. Will usually be responsible for 5 or more existing web and desktop applications. Requires eight years’
education and/or related work experience, as well as the knowledge, skills and abilities commensurate with this level.
$104,858
$116,508
$127,648
$108,060
$120,271
$131,683
Senior Software Engineer
Survey Information
CompAnalyst Market Database
Software Engineer
Develops, researches, designs, implements, tests, and evaluates software and systems, in conjunction with hardware product development, that enable computers to perform their
applications, applying principles and techniques of computer science, engineering, and mathematical analysis. Excludes paraprofessional positions.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Below Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$71,947 $79,093 $86,324 $74,703 $82,154 $89,710
Salt Lake City, $350M Budget, City Gov't 25%$74,622 $82,056 $89,549 $77,480 $85,232 $93,062
Wasatch Front, $367M Revenue, All Industries 25%$84,244 $93,927 $103,602 $87,967 $98,068 $108,180
Salt Lake City, $367M Revenue, All Industries 25%$87,396 $97,400 $107,353 $91,259 $101,694 $112,097
Overall 100%$79,552 $88,119 $96,707 $82,852 $91,787 $100,762
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$96,000 $105,100 $115,900 $98,800 $108,800 $121,100
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$98,300 $107,600 $118,700 $101,200 $111,400 $124,000
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$91,000 $99,600 $109,900 $93,700 $103,100 $114,800
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$93,200 $102,000 $112,500 $96,000 $105,600 $117,600
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$95,700 $104,800 $115,500 $98,500 $108,400 $120,700
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$98,000 $107,300 $118,300 $100,900 $111,000 $123,600
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$90,700 $99,300 $109,500 $93,400 $102,800 $114,500
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$92,900 $101,700 $112,200 $95,700 $105,300 $117,200
Overall 100%$94,475 $103,425 $114,063 $97,275 $107,050 $119,188
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 25.0%No Data Available $126,563 No Data Available No Data Available $126,563 No Data Available
Salt Lake Metro 25.0%$102,138 $112,729 $123,706 $103,110 $115,959 $132,039
FTEs: 1,000 to fewer than 3,500 25.0%$105,850 $118,548 $132,589 $108,836 $124,097 $137,076
Net Revenue: 100M to less than 500M USD 25.0%$91,328 $107,831 $119,611 $94,233 $108,557 $120,386
Sector: Public Administration No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$99,772 $116,418 $125,302 $102,060 $118,794 $129,834
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$78,132 $100,980 $104,550 $79,968 $100,980 $113,016
Utah | All 50.0%$78,132 $100,980 $104,550 $79,968 $100,980 $113,016
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$78,132 $100,980 $104,550 $79,968 $100,980 $113,016
Survey Information
CompData
Systems Analyst II (Senior)
Confers with user departments to identify system requirements, develop functional design specifications to meet requirements, and solve complex business problems. Analyzes and
revises existing system logic. Assists user departments in developing procedures and provides user training. Provides guidance and training to lower level, less experienced analysts.
Maintains a thorough understanding of the business functions, user needs, capacity, and limitations of equipment, operating time, and desired results in order to provide data
solutions. Possesses strong interpersonal and communication skills and knowledge of two or more 4th generation programming languages and/or databases. Bachelor's degree in
business, computer science, or related area required and six years experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Research, design, implement, and troubleshoot information systems and technology solutions in support of business needs. Document help desk troubleshooting procedures,
operations manuals, and user guidance. Systems; Broadly applies basic principles, theories, and concepts to job assignments. Solves a diverse range of complex problems, working with
limited direction. Frequently interfaces with internal/external customers and makes significant contributions to department goals and planning efforts. Typically requires: Bachelor's
degree, 5‐7 years of related professional experience.
Systems Engineer ‐ Senior/Career Level Professional
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
SYSTEMS ENGINEER III ‐ 002571
1
$97,760
$97,760
Designs, develops, supports, and maintains the organization's systems infrastructure, including the implementation and design of hardware and software. Analyzes, develops, modifies,
tests and maintains the system. Makes updates to system related installation documentation. Typically requires a bachelor's degree. Typically reports to a manager. Work is generally
independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 ‐7 years of related experience.
Under the guidance of the Director of ITS, the System Engineering Team Manager, or a System Engineer III, oversees the daily activities of the citywide Servers and data. Responsible
for performing professional Systems, engineering assignments, including analyzing systems, planning, designing, evaluating and selecting operating systems and associated hardware.
Resolves interoperability problems to obtain operations across all platforms including: E‐mail, File Servers, file transfers, Systems Infrastructure and Backup systems. Configures
systems to meet the needs of the user environments. Supports acquisition of hardware and software as well as vendor services as needed. Conducts assignments of considerable
complexity pertaining to the evaluation and development of network systems applications. Responsible to mentor and train incumbents in other positions such as Systems Engineer I,
Network Support Administrators and Field Services employees. System Engineer III ‐ Graduation from a four‐year accredited college with a bachelor’s degree in computer science or
related field plus 6‐8 years related experience in the administration of Servers. Equivalent combination of education and experience substituted on a year‐for‐year basis. Possession of
one (or more) of the following certifications may be required: Microsoft Certified System Administrator (MCSA), Exchange, SharePoint, or other pertinent certification. Expert
Knowledge with server hardware, network devices, security devices, peripherals, and operating systems, including installation procedures, architecture, and troubleshooting
techniques. This is the highest individual contributor level within the System Engineering team and is ultimately responsible to find solutions to complex issues while providing
mentoring and training to those on the network engineering team. Makes recommendations to the System Engineering Manager on hiring, disciplinary actions and/or discharge of
subordinates.
$87,983
$102,235
$110,155
$90,539
$104,653
$115,700
Systems Engineer III
Survey Information
CompAnalyst Market Database
Systems Engineer
Oversees engineering activities of an organization's information systems. Plans, designs, develops, evaluates, tests, and integrates an organization's systems infrastructure, including
the implementation and design of hardware and software.
Economic Research Institute
Job Title: Avg. 25th Base:
Incumbent(s):Avg. 50th Base:
Average Pay of Incumbents in Position:Avg. 75th Base:
Median Pay of Incumbents in Position:Avg. 25th TCC:
Base:Avg. 50th TCC:
TCC:Avg. 75th TCC:
Above, Below, At
Market:Above Market
Job Description:
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Wasatch Front, $350M Budget, City Gov't 25%$55,239 $59,998 $64,617 $56,744 $61,655 $66,432
Salt Lake City, $350M Budget, City Gov't 25%$56,912 $61,862 $66,669 $58,463 $63,570 $68,541
Wasatch Front, $367M Revenue, All Industries 25%$60,766 $67,205 $73,494 $62,785 $69,430 $75,935
Salt Lake City, $367M Revenue, All Industries 25%$62,661 $69,362 $75,899 $64,743 $71,658 $78,420
Overall 100%$58,895 $64,607 $70,170 $60,684 $66,578 $72,332
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Salt Lake City | All Industries | $200M ‐ $500M Revenues 12.5%$53,200 $61,900 $70,800 $54,100 $63,300 $73,600
Salt Lake City | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$55,300 $64,300 $73,600 $56,300 $65,800 $76,500
Salt Lake City | Public Administration | $200M ‐ $500M Revenues 12.5%$49,100 $57,100 $65,300 $50,000 $58,400 $67,900
Salt Lake City | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$51,100 $59,400 $67,900 $51,900 $60,700 $70,600
Utah | All Industries | $200M ‐ $500M Revenues 12.5%$53,000 $61,600 $70,500 $53,900 $63,000 $73,300
Utah | All Industries | 1,000 ‐ 3,000 FTEs 12.5%$55,100 $64,000 $73,300 $56,000 $65,500 $76,200
Utah | Public Administration | $200M ‐ $500M Revenues 12.5%$48,900 $56,900 $65,100 $49,800 $58,200 $67,600
Utah | Public Administration | 1,000 ‐ 3,000 FTEs 12.5%$50,900 $59,100 $67,600 $51,700 $60,400 $70,300
Overall 100%$52,075 $60,538 $69,263 $52,963 $61,913 $72,000
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
Utah 33.0%$48,828 $52,650 $63,557 $48,828 $52,650 $63,557
Salt Lake Metro 34.0%$47,802 $49,392 $62,039 $47,802 $49,392 $62,039
FTEs: 1,000 to fewer than 3,500 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Net Revenue: 100M to less than 500M USD 33.0%No Data Available $84,772 No Data Available No Data Available $84,772 No Data Available
Sector: Public Administration 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$48,315 $62,143 $62,798 $48,315 $62,143 $62,798
Survey:
Job Title:
Job Description
Scope Weight Base 25th Percentile Base 50th Percentile Base 75th Percentile TCC 25th Percentile TCC 50th Percentile TCC 75th Percentile
SLC/Northern Utah Area | All 50.0%$45,594 $58,650 $64,872 $46,104 $60,690 $68,034
Utah | All 50.0%$50,388 $58,650 $65,382 $51,918 $60,690 $68,136
SLC/Northern UT Area | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Not‐for‐Profit 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | FTEs: 1,000 to fewer than 5,000 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
SLC/Northern UT Area | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Utah | Gross Revenue: $300M ‐ $999.9M 0.0%No Data Available No Data Available No Data Available No Data Available No Data Available No Data Available
Overall 100%$47,991 $58,650 $65,127 $49,011 $60,690 $68,085
Survey Information
CompData
Warehouse Supervisor
Supervises the day‐to‐day activities and work performance of warehouse staff. Assesses staffing and material levels and ensures supplies are adequate for work needs. Monitors flow of
materials through the warehouse process and makes recommendations for process improvements. Provides on‐the‐job training for warehouse employees in all areas of their job
duties. Associate's degree preferred and three years of experience.
Salt Lake City Non‐Represented Employee Compensation Analysis 2022
Survey Information
MarketPay by Payscale
Assists in warehouse training and mentoring. Prioritize workloads in warehouse. Provide clear direction to warehouse department leads. Warehouse; Supervises and monitors the day‐
to‐day activities of a group of (typically non‐exempt) staff. Organizes work and provides direct supervision to subordinates. Typically requires: Bachelor's degree, 3+ years of related
professional experience.
Warehouse Management ‐ Supervisor
Position Information Market Data Summary ‐ Weighted Averages
Survey Information
WAREHOUSE SUPERVISOR ‐ 002249
3
$63,412
$65,062
Supervises the overall warehouse operations and daily activities of staff. Oversees inventory levels, monitors the safety of goods, and ensures the efficient usage of warehouse space.
Operates an applicable system to update inventory status and respond to stakeholder's inquiries. May require an associate degree or its equivalent. Typically reports to a manager.
Supervises a small group of para‐professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and
procedures. Thorough knowledge of functional area under supervision. Typically requires 3 years experience in the related area as an individual contributor.
Reporting to a section manager or supervisor, administers all warehouse operations for a designated department. Principally responsible for requisitioning, processing, receiving, and
disbursing tools, parts and maintenance materials using a computerized and/or manual inventory control system. This position is also responsible for coordinating general warehouse
activities with other work units or City departments and for the direct supervision of warehouse staff. Associate's Degree or two years' post high school study in accounting, business
administration, or a closely related field plus five years' experience in warehouse operations including inventory administration, one year of which must have been in a supervisory
capacity. Excepting the supervisory requirement, experience and education may be substituted, one for the other, on a year‐for‐year basis.
$54,484
$61,484
$66,839
$52,743
$62,831
$68,804
Warehouse Supervisor
Survey Information
CompAnalyst Market Database
Warehouse Supervisor
Supervises and coordinates daily activities of workers engaged in materials movement or handling, receiving, loading, unloading, transporting, stacking, order filling, shipping, and
maintaining stock in a storeroom or warehouse. Reviews shipping or receiving orders and requests for movement of materials and products. Develops work schedules and assigns work
to subordinates.
Economic Research Institute
/ 3$/0$-2,1 (,*3# 2(1$
$'(
8,%."-+8
#('
1-/.-2/0-*21(-,0 ,#$5.$/1(0$ /$+ 1"'$#-,*6!6
-2/ .$/0-, *"-++(1+$,11-$ "'"*($,10&- *0 $9/$ *$ #(,&
(,02/ ,"$!/-)$/ ,#"-,02*1 ,11' 1./-3(#$0$+.*-6$$!$,$%(10
./-.$/16" 02 *16/$1(/$+$,1 ,#(,#(3(#2 *./(3 1$"*($,1
0-*21(-,01'/-2&'-2/*("$,0$#02!0(#( /($0 ,# %%(*( 1$0
' 0+-/$ 1' ,$+.*-6$$0 ,#&*-! *" . !(*(1($0
2/ $5. ,0(3$/$ "'&(3$020 ""$001-'(&'*6/ 1$#(,02/$/0
3$,#-/0 ,#%(, ,"( *(,01(121(-,0(,1'$(,#201/64'(*$-2/*-" **6
! 0$#$+.*-6$$01 (*-/$ "'0-*21(-,1-+$$1-2/"*($,10,$$#0
$93$!$"-+$-,$-%1'$* /&$01(,02/ ,"$!/-)$/ &$
"-,02*1(,& ,#4$ *1'+ , &$+$,1%(/+0!6!2(*#(,&$,#2/(,&
/$* 1(-,0'(.04(1'-2/"*($,10 ,#'$*.(,&1'$+/$ *(7$1'$(/&- *0
-/+-/$ (,%-/+ 1(-, 3(0(1"-+
$Q\LQIRUPDWLRQUHJDUGLQJLQVXUDQFHFRYHUDJHFRQWDLQHGKHUHLQLVLQWHQGHGRQO\WRSURYLGH\RXZLWKDEULHIRYHUYLHZQRWDFRPSUHKHQVLYHOLVWRISROLF\
H[FOXVLRQVOLPLWDWLRQVDQGFRQGLWLRQV7KHLQVXUDQFHSROLF\LVVXHGZLOOFRQWDLQWKHVSHFLILFWHUPVFRQGLWLRQVDQGH[FOXVLRQVRIWKHFRYHUDJH3OHDVHUHDG
WKHHQWLUHSROLF\FDUHIXOO\LQFOXGLQJDOOHQGRUVHPHQWV1)3DQGLWVVXEVLGLDULHVRUDIILOLDWHVDUHQRWUHVSRQVLEOHIRUGHFLVLRQVRUDFWLRQVRIDQ\LQVXUDQFH
FRPSDQ\RULQWHUPHGLDU\LQFOXGLQJWKRVHUHODWHGWRUDWLQJRUSULFLQJSUDFWLFHVFRYHUDJHLQWHUSUHWDWLRQVSRVWSROLF\DXGLWVFODLPVKDQGOLQJRURWKHUZLVH
,QIRUPDWLRQSURYLGHGKHUHLQLVIRUJHQHUDOLQIRUPDWLRQDOSXUSRVHV1)3DQGLWVVXEVLGLDULHVGRQRWSURYLGHOHJDORUWD[DGYLFHDQGZHUHFRPPHQGWKDWRXU
FOLHQWVFRQVXOWDQDWWRUQH\RUWD[SURIHVVLRQDO:HEHOLHYHWKHLQIRUPDWLRQLVDFFXUDWHKRZHYHUZHPDNHQRZDUUDQW\RUJXDUDQWHHUHJDUGLQJWKHDFFXUDF\
RUUHOLDELOLW\RIWKHFRQWHQW
7KLVPDWHULDOZDVFUHDWHGE\1)3&RUS 1)3 LWVVXEVLGLDULHVDIILOLDWHVRUPHPEHUVKLSRUJDQL]DWLRQVIRUGLVWULEXWLRQE\UHJLVWHUHGUHSUHVHQWDWLYHV
LQYHVWPHQWDGYLVRUUHSUHVHQWDWLYHVDJHQWVRUPHPEHUV
FY2023 COMPENSATION
BUDGET
BRIEFING FOR SALT LAKE CITY COUNCIL
MAY 17, 2022
Commitment to Pay Equity
Non-Represented
Employee Salaries
& Wages
Recommended FY2023
budget proposes a 4.5%
general increase
Elected officials, appointed
department leaders & non-
represented professional and
paraprofessional support staff
NFP & CCAC recommended
market adjustments
Ratified agreement including a
4.5% general increase
Merit increases for eligible 100,
200 & 330 series employees
100 Series step increases range between
13% and 17%
200 Series step increases range between
6% and 17%
330 Series step increases range between
6% and 11%
Ratified multi-year agreement
includes a 3% general pay increase
for FY23
Merit increases for eligible 400 Series
Firefighters and Fire Captains
Step increases for Firefighters range
between 6% and 23.5%
Negotiations with SLPA are on-
going
Merit increases for eligible
Police Officers
Step increases range between 6%
and 17.5%
Related Policy Questions & Discussion
CITY COUNCIL OF SALT LAKE CITY
451 SOUTH STATE STREET, ROOM 304
P.O. BOX 145476, SALT LAKE CITY, UTAH 84114-5476
SLCCOUNCIL.COM
TEL 801-535-7600 FAX 801-535-7651
COUNCIL BUDGET
STAFF REPORT
CITY COUNCIL of SALT LAKE CITY
tinyurl.com/SLCFY23
TO:City Council Members
FROM: Ben Luedtke
Budget & Policy Analyst
DATE:May 17, 2022
RE: Proposed FY 2023 Human Resources Department Budget
BUDGET BOOK PAGES: Key Changes on 40, Department Overview 177-182,
Staffing Document 267-268
ISSUE AT-A-GLANCE
The Human Resources Department is internal-facing working with all departments to provide employee support
programs and administers benefits for the City’s 3,494 employees. It’s proposed FY2023 budget is a $2 million (4%)
increase over last year for a total budget of $54,310,553. The budget also includes an increase of five positions for a total
of 36 FTEs which includes the Police Civilian Review Board (PCRB) Administrator. The HR Department receives 92% of
its funding from the Risk Fund and 8% from the General Fund. The Department of Human Resources includes an
administrative team, benefits, compensation and classification, employee and labor relations, employees’ university, HR
information systems, Police Civilian Review Board and recruiting and onboarding.
HR Top Priorities for FY2023 Budget
HR leadership shared the following top priorities that informed the FY2023 budget proposal:
1. Bring HR staffing levels closer to professional standards which have increased over the past decade
2. Enhanced recruiting strategies to reach full staffing and advance workforce diversity
3. Centralize management of the citywide apprenticeship program for all departments
4. Continued implementation of the Enterprise Resource Planning or ERP system (Workday)
5. Facilitate employee’s access to the City’s robust benefits package
Five New FTEs
A total of $490,443 is proposed to create five new FTEs which are each funded for 10 months in recognition of the time
it takes to hire new employees. The funding (includes salary and benefits) for each position is:
- $125,689 for an Employee Relations Manager
- $110,703 for an HR Business Partner which would be assigned to specific departments as is current practice
- $90,034 for a Recruiter dedicated solely to the Police Department as recommended by the Racial Equity in
Policing Commission. Note there is a corresponding new position also proposed in the Police Department’s
FY2023 proposed budget. See the Additional Info section for more on how the two positions would be
coordinated.
- $90,034 for a Recruiter dedicated to apprenticeships and internships. This position would create a standardized
process consistent across departments. This centralization would also improve HR’s ability to identify job
applicants that may also be interested in apprenticeships.
- $73,983 for a Senior Technician
Project Timeline:
Briefing: May 17, 2022
Budget Hearings: May 17 and June 7
Potential Action: June 7 or June 14
Page | 2
Two New FTE Positions for Police Recruitment (One in HR, another in the Police Department)
The Department provided the below summary of how the two proposed positions would be coordinated:
“The Police Department (PD) indicates it included only one of the two positions recommended by the Racial
Equity in Policing Commission (REP) in its budget – which was the outreach coordinator. The REP
recommended two new positions (among others) for the PD. The first, the outreach coordinator, will be assigned
to engage with community partners to increase mutual understanding and develop long-term relationships. As
part of those responsibilities, this outreach will promote careers in law enforcement to all of the diverse
communities in SLC. This position will be housed in PD.
The other position, a recruiter, is dedicated to recruitments in PD. This position will handle the actual processes
of recruitment – creating job postings, sending job postings to a wide spectrum of organizations, managing the
application process, coordinating with PD as their extensive process moves along, assisting with the interview
process and onboarding new hires. This recruiter will manage internal and external recruitments solely for the
Police Department. Our recruitment team has been managing these processes until now. But we have not had
the staffing to dedicate a recruiter solely to PD. This position will allow us to do so. The position will be housed
in HR for several reasons, but primarily to allow the incumbent to benefit from the synergy of working with
other recruiters.”
Updating Job Descriptions and Hiring Posts to Standardize and Identify Implicit Bias Language
An ongoing effort of the HR Department is reviewing all job descriptions, titles and posting language to identify and
remove implicit bias language. The Department reports this effort initially focused on the positions most often recruited.
The review is ongoing as positions are posted and filled. This is a significant part of the effort to move to the new ERP
Workday system for human capital management. The current staffing levels are reported to be insufficient to move to a
more proactive reviewing approach. The City has over a 1,000 job descriptions.
Ideal HR Staffing
The Administration indicates research such as Bloomberg BNA’s HR Department Benchmarks and Analysis annual
reports suggest a general ratio of 1.4 HR FTEs per 100 employees in an organization. HR would need approximately 49
FTEs to reach that staffing ratio based on the total City workforce. In the last annual budget, the Council approved four
new FTEs for HR. There was also a Deputy Director added in February 2021 but ahead of the FY2022 budget process.
With the additional five FTEs in the proposed FY2023 budget the Department would be 14 FTEs below that staffing
level. It’s important to note that the City has a centralized HR model. Increased staffing could allow HR to be more
proactive in helping the City and departments meet their strategic goals such as reaching functional full staffing and
improving workforce diversity. Currently HR is 37% below professional staffing ratios which improves to 27% with the
additional five FTEs proposed. After reviewing the past decade, the number of employees in HR was flat from FY2013 to
FY2021. During the same time the City’s total workforce increased by 452 FTEs which doesn’t include seasonal
employees. As a result, the staffing ratio worsened annually over those years. The Department’s staffing requests are
being spread out over multiple fiscal years because of the time needed to recruit, hire, and train new HR employees and
to balance competing funding needs.
$483,003 Increase to Personal Services (in addition to the five new FTEs cost above)
The changes to personal services also includes several compensation adjustments which usually appear annually
including $127,103 for base to base increases reflecting pay adjustments, reclassifications and benefits changes. There is
also a total of $63,997 for insurance rate and pension increases and annualizing positions partially funded in FY2022.
$128,945 is proposed for the 4.5% salary increase proposal. $90,263 is proposed for market-based adjustments
determined by the NFP third-party and CCAC salary surveys. Lastly, $90,982 reflects FY2022 salary changes funded in
non-departmental being transferred to the HR Department.
No Transfers Out
There is no medical premium holiday planned this year which is why transfer out has no funding. Last year, there was
$1.4 million in transfers out mostly for the single medical insurance premium holiday in FY2022. There were two
premium holidays in FY2021. A premium holiday is when the City and employees do not pay premiums for one bi-
weekly paycheck because of sufficient funding in the medical reserve account. See the Compensation budget staff report
for more on this topic.
Risk Management Division Budget Increase
An increase of $1,041,957 that reflects the 6% citywide medical insurance premium increase.
Page | 3
Department Turnover Comparison
HR and the CCAC review department turnover annually. Overall, the City experienced a higher level of turnover in 2021
than the preceding three years. The below color-coded table summarizes total turnover for any reason (voluntary
departure, involuntary termination, retirement, etc.). Relatively low turnover percentages are color-coded blue,
relatively high are red and those in between have little or no coloring. It’s important to note that each department has a
different number of FTEs. For example, in 2021, the Police Department had an 11% turnover rate which reflects 70
employees leaving employment compared to the Attorney’s Office which had a higher turnover rate of 38% reflecting 23
employees leaving which is a smaller number.
2018 2019 2020 2021
911 Department 19%22%31%24%
Airport 12%11%7%9%
Attorney's Office 18%28%23%38%
City Council 0%4%0%23%
Community & Neighborhoods 15%13%7%12%
Economic Development 24%23%15%19%
Finance 12%10%4%10%
Fire 4%3%6%7%
Human Resources 9%25%28%29%
Information Management Services 17%1%11%12%
Justice Cou rts 3%12%5%5%
Mayor's Office 22%38%43%21%
Police 10%10%13%11%
Public Services 9%13%6%14%
Public Lands*N/A N/A N/A 5%
Public Utilities 10%9%9%12%
Redevelopment Agency 14%0%4%4%
Sustainability 11%7%9%13%
Department Turnover Rate by Year
*Note Public Lands was a division of Public Services until FY2022.
Also, departments have different nu mbers of employees
POLICY QUESTIONS
1.Staffing Levels– The Council may wish to ask the Administration how current staffing levels related to industry
best practices impact the HR Department’s operations. For example, to what extent is the Department able to
pursue proactive and strategic City initiatives, participate in the apprenticeship pilot program, and meet basic
departmental needs like recruitment, hiring and resolving complaints.
2.Supporting Equity Initiatives – The Council may wish to ask how the Department’s increased staffing levels
could support the City’s equity initiatives such as salary reviews, standardizing job descriptions and reviewing for
implicit bias, trainings, updating recruitment and hiring practices and resolving complaints, tracking and
reporting workforce demographics, etc.
3.Reducing Turnover Rates – The Council may wish to ask how HR can help departments address elevated
turnover rates experienced in recent years as shown in the color-coded table above.
4.Changing Employee Utilization of Benefits – The Council may wish to ask the Administration how
employee access and use of benefits have changed during the pandemic and if this creates additional workload and
staffing needs for the HR Department. PEHP commented there might be pent-up demand after the pandemic.
Page | 4
ADDITIONAL AND BACKGROUND INFORMATION
Expected Benefits of Implementing HR Portions of new ERP System
The Department shared the following list of upcoming benefits as the new ERP System prepares to launch for HR:
- Enabling 24/7 access to information over a secure network for employees and managers, alike, to complete tasks
including job and compensation changes, submission/approval of leave requests, etc.
- Easy-to-use access for routine personnel items (e.g., viewing earning statements and leave balances) and
submission of personal information updates (e.g., contact information, direct deposits selections, and W-2
withholdings).
- Providing executives, managers, and administrators’ ready access to current information about their teams
including current job descriptions.
- Simplifying and automating business processes. For example: Workday easily integrates information and data
collected from third-party service providers for employment verification (e.g., E-Verify), background checks,
and other required employment processes.
- Workday benefits administration allows HR to better manage benefits plans because the employee’s information
is integrated. Key features include ACA administration, employee enrollment, and better reporting abilities.
Relocation of Department Offices to Plaza 349
The Department reports there is sufficient office space to accommodate the FTEs proposed in the FY2023 budget, but
additional funding and office space might be needed in the future if more employees are added. Three years ago, HR
relocated from the City & County Building to offices at Plaza 349. HR reports some improvements because of the
relocation are more space for confidential conversations, larger rooms for trainings and employee orientations and the
ability to better lock down the office during emergencies. Some challenges related to the relocation are less parking
which is also shared and not a secured entrance at Plaza 349 compared to the Main Library parking structure. The
relocation means HR is closer to some departments and further away from others than before. The Council approved
$250,000 in Budget Amendment #2 of FY2019 for office improvements to the fifth floor at Plaza 349. New carpeting,
painting walls and minor renovations were done. No additional funding needs are anticipated at this time.
COUNCIL RETREAT – PROJECTS & PRIORITIES
At the Council retreat on January 25th, Council Members discussed a variety of policy projects that are of particular
interest and will likely affect either the City as a whole or individual districts. Below is a list of those topics that related in
some way to this Department budget. The Council may wish to ask for any updates the Department representatives have
on any of the projects or if there is funding that could help move a related item ahead.
- Police Officer morale
- Full staffing of the Police Department and public safety alternative response programs
- REP Commission recommendations particularly recruitment and community outreach
- Apprenticeship program and opportunities
ATTACHMENTS
1. Summary Comparison Budget Chart
2. Department Performance Measurements
ACRONYMS
AFSCME – American Federation of State, County and Municipal Employees
CCAC – Citizens Compensation Advisory Committee
EEO – Equal Employment Opportunity
ERP – Enterprise Resource Planning
FTE – Full-time Employee
FY – Fiscal Year
HR – Human Resources
MOU – Memorandum of Understanding
REPC – Racial Equity in Policing Commission
TBD – To Be Determined
YTD – Year to Date
Page | 5
ATTACHMENT I
SUMMARY COMPARISON BUDGET CHART
BY FUNCTION
Dollars %
A d minist r a tio n 2 0 .4 $ 85 1 ,1 2 1 $ 6 9 8,7 7 5 $ 96 9,3 85 $ 94 9,680 $ (1 9 ,7 0 5 )-2 %
De par tm ent Co nsu lt a nts 9 $ 4 9 8,0 7 8 $ 4 6 9 ,86 3 $ 7 2 3 ,9 2 7 $ 84 6,27 9 $ 1 2 2 ,3 5 2 1 7 %
Ed uc a tio n 2 $ 2 7 6 ,61 0 $ 2 4 6 ,2 2 6 $ 3 1 6 ,2 9 8 $ 3 2 1 ,2 5 4 $ 4 ,95 6 2 %
Po lic e Civ ilia n Re v ie w Bo ar d 0 $ 1 62 ,5 2 5 $ 1 62 ,1 86 $ 1 6 6 ,2 9 6 $ 1 7 7 ,0 0 0 $ 1 0 ,7 0 4 6%
HR I nfo r m atio n Sy st e m s 0 $ 1 0 3 ,7 91 $ 9 6 ,7 0 7 $ 1 0 5 ,1 2 4 $ 3 9 4 ,1 9 6 $ 2 89 ,0 7 2 2 7 5 %
Emp lo y e e Re latio ns 0 $ 7 7 1 ,0 0 8 $ 9 0 2 ,2 5 1 $ 986,6 3 9 $ 1 ,5 7 0 ,9 9 3 $ 5 84 ,3 5 4 5 9 %
Risk Ma nagem e nt 4.6 $ 43 ,9 1 7 ,7 5 8 $ 4 7 ,0 1 8,93 4 $ 4 8,82 6 ,0 83 $ 4 9,86 8,0 4 0 $ 1 ,0 4 1 ,9 5 7 2 %
T OT A L 3 6 .0 0 $ 4 6 ,5 80 ,89 1 $ 4 9 ,5 9 4,9 42 $ 5 2 ,0 9 3 ,7 5 2 $ 5 4 ,12 7 ,4 4 2 $ 2 ,0 3 3 ,69 0 4%
Fu n din g So u rc es
Ge ne r al Fu nd 3 1 .4 $ 2 ,6 6 3 ,1 3 2 $ 2 ,5 7 6 ,0 0 8 $ 3 ,2 6 7 ,66 9 $ 4 ,2 5 9,40 2 $ 99 1 ,7 3 3 3 0 %
Risk Fund 4.6 $ 43 ,9 1 7 ,7 5 8 $ 4 7 ,0 1 8,93 4 $ 4 8,82 6 ,0 83 $ 5 0 ,0 5 1 ,1 5 1 $ 1 ,2 2 5 ,0 6 8 3 %
T o t al De part m e n t o f HR 3 6 .0 0 46,5 80 ,890$ 4 9 ,5 94,942$ 5 2 ,0 93 ,7 5 2$ 5 4,3 10 ,5 5 3$ $ 2 ,2 16 ,80 1 4%
Department of Human Resources
Division Budgets FT Es Difference2019-20
Actuals
2020-21
Actuals
2022-23
Proposed
2021-22
Adopted
Dollars %
Pe r so nal Se rv ic e s $ 2 ,97 5 ,5 83 $ 2 ,9 2 7 ,7 4 2 $ 3 ,6 64 ,2 0 1 $ 4 ,6 3 7 ,6 4 7 9 7 3 ,4 4 6$ 2 7 %
Op e r at io ns and Mainte nanc e $ 3 2 ,0 3 0 $ 1 1 ,3 87 $ 67 ,7 1 4 $ 6 7 ,7 1 4 -$ 0 %
Char ge s and Se r v ic e s $ 4 2 ,4 2 6 ,0 6 1 $ 4 3 ,7 7 9,7 6 5 $ 4 6 ,9 2 3 ,81 1 $ 4 9 ,6 0 5 ,1 93 2 ,6 81 ,3 82$ 6 %
Tr a nsfe r s Out $ 1 ,1 4 7 ,2 1 6 $ 2 ,87 6,0 4 8 $ 1 ,4 3 8,0 2 6 $ - (1 ,4 3 8,0 2 6 )$ -1 0 0 %
T o t al Dep art m e n t o f HR $ 4 6 ,5 80 ,89 0 $ 49,5 94 ,94 2 $ 5 2 ,0 9 3 ,7 5 2 $ 5 4,3 10 ,5 5 4 2 ,2 16 ,80 2$ 4 %
Operating Budget for Department of Human Resources
201 9-20
Actuals
2020-21
Actuals
2022-23
Proposed
Difference2021-22
Adopted
Page | 6
ATTACHMENT II
DEPARTMENT PERFORMANCE MEASUREMENTS
Pe rfo rm an c e M e asu re 2 0 19
A c t u al
2 0 2 0
A c t u al
2 0 2 1
A c t u al
2 0 2 2
T arg e t
I m p r o v e e m p lo y e e kno wle d ge and
u nd e r standing o f HR info r mat io n thr o u g h a
m inimum o f 4 0 w e e kly HR e m a ils
4 0 4 0 ≥4 0 ≥4 0
Re sp o nd t o all EEO c o mp laint s inc luding
c o nduc t ing an inv e s tigat io n whe n
apr o p r iat e in a n a v e r age o f 6 0 day s o r le ss
≤6 0
d a y s ≤6 0 d a y s ≤6 0 d a y s ≤6 0 day s
Hu man Re so u r c e c o nsultant s will a tt e nd a
m inimum o f 3 0 de p ar tm e ntal me e t ings e a c h
fisc al y e a r
3 0 3 0 3 0 7 0 0
I nc r e a se num b e r o f e m p lo y e e s t h at hav e
at t e nde d instr u c t o r -le d t r a ining 9 9 4 1 ,0 1 6 1 ,2 0 0 1 ,9 1 5
A c h ie v e a 2 % inc r e a se in 4 5 7 e nr o llm e nt s 2 %
I nc r e ase
2 %
I nc r e ase
≤2 %
I nc r e ase
≤2 %
I nc r e ase
No te : HR p la ns t o re e v a lu a t e th e se p e rfo rm a nc e m e asu re s in FY 2 0 2 3
HUMAN
RESOURCES
Council Budget Presentation FY22-23
May 17, 2022
Scope Summary
At a fundamental level, Human Resources advises, supports, interacts,
assists, encourages, investigates, negotiates, facilitates and provides
services touching every department, every program, every supervisor
and every employee in Salt Lake City.
◦Note: The service delivery provided by Human Resources is provided
only by those in our department. City departments do not have
internal employees who provide these services.
Staffing in motion....
Workday – “The largest project in Human Resources history was kicked off this
year with the Workday implementation.” The project has consumed an
enormous amount of staff time over the last months and 100%+ of the new
HRIS Analyst’s time. The position was essential to the success of the project
and something that would have been impossible for our previous staff to
accomplish.
The Workday implementation has meant each involved process – big or small –
has been re-envisioned. Examples include new offer letters, ways to keep hiring
officials updated about the stages of recruitment, easier access to candidates
resulting in quicker selection decisions, streamlining access to benefit
programs, enhanced & responsive benefits customer service for employees
and stakeholders, benefits records integrity, performance & talent
management, and compensation. And others.
More…
Recruitment – We’ve restructured recruitment to be proactive, strategic, and innovative. We
added 200 Community Partners (in addition to the existing 500) to our recruitment outreach.
We enhanced our social media outreach, along with other marketing approaches, to market
jobs. We’ve increased our engagement with departments to help them to also take a proactive
role in their recruitments.
Salt Lake City 2021 Overall Recruitment Statistics
o Total # of job postings = 510 (compared to 348 in 2020)
o Total # of applicants = 17,051 (compared to 13,818 in 2020)
o Total # regular, full-time employees hired (excluding seasonal and part-time
workers) = 412 (compared to 379 in 2020)
o Total positions filled 1,091 (compared to 717 in 2020)
COVID & Leave Management – HR employees processed 848 FMLA leave requests in 2021, up
from about 500 five years ago. Staff assisted 462 employees diagnosed or exposed to COVID
and took several times that number in calls from employees. They assisted with 52
departmental leaves of absence and 107 light-duty work arrangements.
Professional Staffing Ratios
Full-time Other Total
Employees Employees Employees
Number of City Employees 3150 500 3650
Staffing Staffing Total
for Full-time Other Staffing
Bloomberg Professional Surveys - HR Staffing Ratios Employees Employees Needed
Staffing ratio at: 1.4 HR employees to 100 City employees 44.1 7 51.1
Staffing ratio at: 1.5 HR employees to 100 City employees 47.25 7.5 54.75
Staffing ratio at: 1.4 HR employees for all FTE and
adjusted to 50% for other employees.44.1 3.5 47.6
Note: HR is currently staffed with 30 FTES (CRB = 1 FTE)
Note: Other employees (part-time, seasonal, temporary) require most, but not all, HR service delivery (recruitment, onboarding,
training, compliance, performance management, etc.)
Request for Staffing FY22-23
FY2022-23
Title Grade Costs
◦HR Employee Relations Manager 33 $125,689.00
◦HR Senior Technician 20 $73,983.00
◦HR Recruiter - Police **25 $90,034.00
◦HR Business Partner 30 $110,703.00
◦HR Recruiter – Apprentice Program 25 $90,034.00
** As recommended by the Racial Equity in Policing Commission
Thank you!
ERIN MENDENHALL
Mayor
OFFICE OF THE MAYOR
P.O. BOX 145474
451 SOUTH STATE STREET, ROOM 306
SALT LAKE CITY, UT 84114-5474 WWW.SLCMAYOR.COM
TEL 801-535-7704
CITY COUNCIL TRANSMITTAL
______________________________
Rachel Otto, Chief of Staff
Date Received: 4/18/2022 Date
Sent to Council: 4/18/2022
TO: Salt Lake City Council DATE: 4/18/2022
Dan Dugan, Chair
FROM: Rachel Otto, Chief of Staff
Office of the Mayor
SUBJECT: Board Appointment Recommendation: Sugar House Park Authority Board of
Trustees.
STAFF CONTACT:
DOCUMENT TYPE:
Jessi Eagan
Jessi.Eagan@slcgov.com
Board Appointment: Sugar House Park Authority Board of Trustees.
RECOMMENDATION: The Administration recommends the Council consider the
recommendation in the attached letter from the Mayor and appoint Sarah Sherer as a member of the
Sugar House Park Authority Board of Trustees.
ERIN MENDENHALL
Mayor
OFFICE OF THE MAYOR
P.O. BOX 145474
451 SOUTH STATE STREET, ROOM 306
SALT LAKE CITY, UT 84114-5474 WWW.SLCMAYOR.COM
TEL 801-535-7704
April 18, 2022
Salt Lake City Council
451 S State Street Room 304
PO Box 145476
Salt Lake City, Utah 84114
Dear Councilmember Dugan,
Listed below is my recommendation for membership appointment to the Sugar House Park
Authority Board of Trustees.
Sarah Sherer - to be appointed for a four year term starting from the date of City Council advice and
consent.
I respectfully ask your consideration and support for this appointment.
Respectfully,
Erin Mendenhall, Mayor
Cc: File
ERIN MENDENHALL
Mayor
OFFICE OF THE MAYOR
P.O. BOX 145474
451 SOUTH STATE STREET, ROOM 306
SALT LAKE CITY, UT 84114-5474
WWW.SLCMAYOR.COM
TEL 801-535-7704
CITY COUNCIL TRANSMITTAL
______________________________ Date Received: 4/11/2022
Rachel Otto, Chief of Staff
Date Sent to Council: 4/11/2022
TO: Salt Lake City Council DATE: 4/11/2022
Dan Dugan, Chair
FROM: Rachel Otto, Chief of Staff
Office of the Mayor
SUBJECT: Board Appointment Recommendation: Parks, Natural Lands, Urban Forestry, and
Trails Advisory Board
STAFF CONTACT: April Patterson
April.Patterson@slcgov.com
DOCUMENT TYPE: Board Appointment: Parks, Natural Lands, Urban Forestry, and
Trails Advisory Board
RECOMMENDATION: The Administration recommends the Council consider the
recommendation in the attached letter from the Mayor and appoint Aaron Wiley as a member of the
Parks, Natural Lands, Urban Forestry, and Trails Advisory Board.
ERIN MENDENHALL
Mayor
OFFICE OF THE MAYOR
P.O. BOX 145474
451 SOUTH STATE STREET, ROOM 306
SALT LAKE CITY, UT 84114-5474
WWW.SLCMAYOR.COM
TEL 801-535-7704
April 11, 2022
Salt Lake City Council
451 S State Street Room 304
PO Box 145476
Salt Lake City, Utah 84114
Dear Councilmember Dugan,
Listed below is my recommendation for membership appointment to the Parks, Natural Lands,
Urban Forestry, and Trails Advisory Board.
Aaron Wiley - to be appointed for a three year term starting from the date of City Council advice
and consent.
I respectfully ask your consideration and support for this appointment.
Respectfully,
Erin Mendenhall, Mayor
Cc: File
March 29, 2022
Dear Mayor Mendenhall,
The Nominating Committee for the Arts Council Board has identified two strong candidates for the Salt
Lake City Arts Council Foundation Board of Directors and Advisory Board to the City.
We would like to bring these two candidates forward for your approval and the subsequent approval of
the City Council. The candidates’ names are Cale Newhouse (District 4) and Thomas Kessinger (District
5). The candidates’ applications and resumes are attached to this letter.
The two selected candidates will be excellent additions to the Board, complementing the expertise and
strength of our current members. In addition to arts appreciation and experience, these candidates
bring critical business knowledge to the Board, specifically in the areas of finance and law . Based on
our interviews with the candidates, we believe that they will be active and engaged contributors to the
Arts Council Board.
We appreciate your consideration in forwarding these Board applications to the City Council, and we
will continue to bring strong candidates to your attention as we review them.
Thank you, as always, for your ongoing support of the Arts Council.
Sincerely,
Annie Dayton
Acting Board Chair, Salt Lake City Arts Council Foundation
Felicia Baca
Executive Director, Arts Division/Salt Lake City Arts Council Foundation
Cale Newhouse
cale.newhouse@gs.com • 859 S Park St, Salt Lake City, UT 84102 • 303.883.0939
-References on following page-
EDUCATION
Master of Science in Finance-GPA: 3.97/4.0 December 2021
University of Utah, Salt Lake City, UT
Bachelor of Science: Finance-GPA: 3.915/4.0 – magna cum laude May 2014
University of Utah, Salt Lake City, UT
EXPERIENCE
Goldman Sachs January 2020 – Present
Vice President, Corporate Treasury
Manage a 7-person team based in NYC and SLC whose responsibilities include: overseeing and effecting
currency & security composition limits of the Firm’s HQLA and completing intraday liquidity projections
for the purpose of ensuring regulated subsidiaries maintain adequate levels of liquid assets
Coordinate with other regional teams to optimize the yield on the Firm’s HQLA within a risk framework
developed jointly with various Risk teams
Frequent interaction with banking regulators including the FRB, FINRA, and SEC to discuss liquidity
trends and material changes to liquidity management
Risk Committee member for Mexican Broker-Dealer, representing Corporate Treasury to local regulators,
auditors, and business partners including agent banks
Goldman Sachs September 2016 – December 2019
Associate, Corporate Treasury
Calculate firmwide five-quarter liquidity projections on a daily basis using upcoming trade and deal
information, firm initiatives, regulatory changes, and projection models
Present liquidity projections as well recommended actions to the Treasurer of the Firm on a weekly basis,
in close coordination with product specific teams in New York, London, Tokyo, and Bengaluru
Goldman Sachs May 2014 – September 2016
Analyst, Product Control
Ensure completeness and accuracy of prime brokerage margin loan interest P&L and daily prime brokerage
balance sheet, including parsing changes in revenue into client activity and market effects
Liaise with Prime Brokerage desk to provide potential balance sheet and regulatory impacts of proposed
trades and identify accounting efficiencies to maximize ROA
Citi May 2011 – May 2014
Branch Manager
US Bank October 2008 – May 2011
Senior Banker
INTERESTS
Cooking: Sous vide, Cuisine from many different countries
Travel: Japan, Central America, Mexico, Spain, Canada
Film: Member of Salt Lake Film Society, frequently attend screenings at Broadway and Tower theatres
Motorcycles
Cale Newhouse
cale.newhouse@protonmail.com • 859 S Park St, Salt Lake City, UT 84102 • 303.883.0939
REFERENCES
Sean McWeeney
Managing Director
Goldman Sachs
New York City
sean.mcweeney@gs.com
+1-212-902-5168
Sarah Faulkner
Managing Director
Goldman Sachs
London
sarah.faulkner@gs.com
+44-20-7051-0631
Dan Fishman
Managing Director
Goldman Sachs
New York City
daniel.fishman@gs.com
+1-212-902-8438
Sean McKenna
Managing Director
Goldman Sachs
Salt Lake City
sean.x.mckenna@gs.com
+1-801-884-4790