HomeMy WebLinkAbout1/25/2022 - Meeting Minutes
Meeting Minutes
Citizens’ Compensation Advisory Committee
January 25, 2022
Members Present: Ray Schelble
Mike Terry
Jeff Worthington
Brandon Dew
Casey Lund
Jeff Herring
Jana Bake
Staff Present: David Salazar, Compensation Administrator
Michael Jenson, Classification & Compensation Analyst
Guests: Jeffrey Kauffmann
A recording of these proceedings is on file and available by request from the SLC- HR Department.
Meeting Open & Welcome: Ray Schelble called the meeting to order and established a quorum.
All committee members were present.
The following statement was made by Chairman Schelble:
To help reduce the transmission of COVID-19, this meeting is being held virtually. Ongoing
COVID-19 pandemic conditions that exist in Salt Lake City including but are not limited to the
elevated number of cases. Therefore, as chair of the Citizens’ Compensation Advisory
Committee, I do hereby determine that meeting at an anchor location presents a substantial risk
to the health and safety to those that may be present. The decision to meet online follows a
local increase in COVID-19 cases in the city and elsewhere. The change in meeting attendance is
a precautionary measure for the safety of the public and City employees and is based on the
latest reports from the Centers for Disease Control and Prevention and the Salt Lake County
Health Department. The Committee will return with hybrid or in-person meetings when
appropriate.
Review & adopt: The committee members reviewed and approved the minutes from the
January 11, 2022, committee meeting. The motion was set by Brandon Dew to approve. Minor
update about members present was recommended and accepted by Committee.
Public Comment: None
Compensation activity update, including progress of special third-party analysis and report on
non-represented benchmark jobs:
David Salazar provided a brief update, particularly regarding the third-party study. The main
objective of this study is to have a third-party entity do an analysis and review and provide us
with some recommendations about what, if any, can and should be made to ensure that the city
is able to maintain a competitive pay position, that we have established for ourselves. In
conjunction with our new pay philosophy which is to establish the City as a pay leader,
especially in the local market. We are looking forward to getting the results in a report.
Expecting that the final report of this study will be presented to the Committee in our next
meeting with you on February 15, 2022.
Discussion of Topics, statistical data, and recommendations which may be included in the
Committee’s 2022 annual report, including but not limited to:
David Salazar led this discussion. Michael Jenson provided support regarding the local area
benchmark market analysis overview. The following discussion topics were covered during this
meeting.
• Employee Turnover and recruitment data statistics overview
o Overall Recruitment Statistics
Citywide
• 510 job postings (348 in 2020)
• 17,051 applicants (13,818 in 2020)
• 412 full-time employees hired (379 in 2020)
o Departments Turnover breakdown
Breakdown provided for 2021 and then a comparison with 2020
• Overall turnover and then breakdown by voluntary and
involuntary
o Does not include seasonal employees
o Sworn Turnover Data
Police Statistics Reviewed
• Turnover
o Voluntary
46 Resignations
o Involuntary
1 Death
4 Probationary Releases
• Recruitment
o 51 Total Hires
5 Lateral (experienced LEO)
46 Entry Level New Hires
Fire Statistics Reviewed
• Turnover
o Voluntary
5 Resignations
14 Retirements
o Involuntary
1 Death
1 Probationary Release
• Recruitment
o 27 Total Hires
o Union Jobs Recruitment Statistics
AFSCME
• Trade & Craft (100 Series)
o 2,161 external applicants
1,954 were from Utah (90%)
o 124 hires
122 were from Utah (98%)
• Clerical & Administrative Support (200 Series)
o 1,112 external applicants
998 were from Utah (90%)
o 44 hires
43 were from Utah (98%)
• Paraprofessional (330 Series)
o 848 external applicants
676 were from Utah (80%)
o 63 hires
63 were from Utah (100%)
• AFSCME Overall Statistics
o In total, approximately 86% of all external applicants
and 99% of new hires were from the state of Utah.
Police Officers Recruitment Statistics
• 1,468 external applicants
o 1,085 were from Utah (74%)
• 65 hires
o 59 were from Utah (91%)
Firefighters Recruitment Statistics
• 766 external applicants
o 446 were from Utah (58%)
• 27 hires
o 25 were from Utah (93%)
• Local area benchmark market data analysis
o Findings are displayed in three separate lists this year, compared to previous
years’ two lists
2020-2021
• Union
• Non-Union
2021-2022
• AFSCME
• Public Safety
• Non-Represented
o Compensation Philosophy – NEW
Salt Lake City desires to position itself as a pay leader
• This philosophy will have different strategies and practices for
the various groups.
o AFSCME Comparison Strategy
Market Median to SLC Top Rate (Union)
• The comparison is to the Market
Median instead of the Market Top Rate
due to the market not having
guaranteed steps. Without guaranteed
steps the market employees may not
reach the top rate (top of range).
Whereas at SLC, employees are
guaranteed to reach the top rate
assigned to their job.
o Public Safety Comparison Strategy
Market Top Rate to SLC Top Rate
o Non-Represented Comparison Strategy
Working with NFP to determine appropriate
strategy to achieve philosophy
• Currently illustrated
o Market Median to SLC Median
General overview of the initial findings and market comparison for the
three separate lists in addition to the overall City summary.
• Overall City Benchmarks Summary
o 99 Benchmark Jobs
o 97% Market Position
• AFSCME Summary
o 41 Benchmark Jobs
o 99% Market Position
• Public Safety Summary
o 10 Benchmark Jobs
o 96% Market Position
• Non-Represented Summary
o 48 Benchmark Jobs
o 96% Market Position
Unfinished business: None.
Confirmed next meeting dates:
− Tuesday, February 15, 2022 from 3:30 PM – 5:00 PM
− Tuesday, May 10, 2022 from 4:00pm – 5:00pm (as necessary)
− Tuesday, October 4, 2022 from 4:00pm – 5:00pm
Meeting adjourned at approximately 4:51 PM