1/24/2023 - Meeting MinutesMeeting Minutes
Citizens’ Compensation Advisory Committee
January 24, 2023
Members Present: Mike Terry (Chair)
Brandon Dew (Vice-chair)
Ray Schelble
Jeff Worthington
Casey Lund
Jeff Herring
Jana Bake
Members Excused: N/A
Staff Present: David Salazar, Compensation Administrator
Michael Jenson, Classification & Compensation Analyst
Lori Gaitin, Human Resource Program Manager II
Penny Lopez, Senior HR Technician
David Lee, HRBP II
Katherine Kirik, HRBP II
Aubrey Garduno, HRBP II
Guests: Zach Jeppson – President for the Local 81 Firefighters’ Union
A recording of these proceedings is on file and available by request from the SLC- HR
Department.
Meeting Open & Welcome:
Chair Mike Terry welcomed everyone, and established a (full) quorum of members present.
Review & adopt the January 10, 2023, minutes: A motion to approve the minutes of the
meeting held January 10, 2023, was made by Brandon Dew and Jana Bake. Minutes were
unanimously approved by the members present.
Public Comment: Salt Lake City HR Business partners, Aubrey Garduno, David Lee and Katherine
Kirik, introduced themselves.
Review of 2022 recruitment statistics and employee turnover data.
David Salazar led the discussion in reviewing 2022 statistics and how they compared to the prior
year. With transition to Workday (New ERP) tracking features are different from previous years.
Example being, where applicants came from (in-state vs. out-of-state); however, the Fire
Department tracks these manually so this data is available.
• Handout I: SLC 2022 Overall Recruitment Statistics
o There was a noticeable drop in job employment postings from prior year.
o Not sure why, but there was a significant drop in number of applicants per job
employment posting.
o May be due to low unemployment.
o Total number of full-time employees hired in 2022 slightly higher than previous
year even with fewer job posting and number of applicants.
o A new statistic shared for this year was a look at internal recruitments. (postings
targeting internal SLC employees)
o A summary of turnover statistics by department was reviewed to see what
trends year-over-year can be seen and if there were any indicators that should
be taken into account.
• Handout II: 2022 Sworn Firefighter Turnover Data
o Voluntary Turnover - 7 Resignations
o 12 Retirements
o 3 Involuntary
o 32 New Hires in 2022
We don’t have a way to report which applicants were in-state vs out-of-state
except for fire. The following is a discussion on those statistics.
Fire recruitments occur every two years.
No major recruitment in 2021
Applications
o 1,687 Applicants in 2022, for firefighter positions.
o 956 were from Utah, so about 57% were in-state.
Hires
o 32 hires made in 2022
26 or 81% were in-state (still the majority are recruited
from within Utah)
• This was a drop from 93% from 2020.
• Handout III: 2022 SLCPD Sworn Public Safety Turnover Data
o Significant shift in turnover
o 25 Resignations
o 16 Retirements
o 82 Total New Hires in 2022
o 7 Rehires
• Handout IV: Consumer Price Index (CPI) and Cost of Living Comparisons
o There is no specific CPI data for Utah.
o We rely on the national data.
Presentation on final results of 2023 local area benchmark market pay analysis:
Michael Jenson led this discussion to review the evaluation methods and results for each job in
the established breakout summaries. Prior year adopted standards/guidelines for determining
pay position relative to the market were also revaluated by the committee and determined that
they should maintain those standards/guidelines.
• 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%.
o AFSCME Breakout Summary
Historically we cut back by 5% based off the MP’s recommendation.
2022 Committee adopted anything 2% or higher is lagging and needs
consider adjusting.
Emphasis will be on jobs lagging.
Committee agreed to continue adopting the 2%
o Non-Represented Breakout Summary
Significantly fewer classifications are lagging the market.
Midpoint of paygrade was used as a placeholder for comparison.
84 Benchmarks surveyed were evaluated between the three breakout
groups.
Market adjustments were implemented in 2022.
Jobs significantly lagging will be adjusted.
o Public Safety Breakout Summary
10 Jobs slightly lagging.
Leapfrog affects strive to be a leader but not necessarily #1
We are in the 65-percentile current state with our top rate at $43.11.
Medium wage was taken from top rate of the four direct competitors.
Discussion of potential topics for inclusion in Committee’s 2023 annual report, including but
not limited to:
• Local area benchmark market data & analysis
• 2022-23 salary budget forecast information
• Employee turnover and recruitment data statistics
• Employee benefits information
• Any other data, report, or information deemed relevant to the Committee’s ability to
formulate responses and recommendations.
Lori Gaitin
• SLC Corporation implemented the LTD & STI, employer paid.
• Renewal 6.9 last year, currently at 2.9.
• No new insurance plans for 2023 due to the workday implementation.
• Pension for employees and new hires.
Unfinished Business: None
Confirmed next meeting date(s):
Tuesday, February 7, 2023 from 3:30 PM – 5:00 PM
Tuesday, February 21, 2023 from 3:30 4:00pm – 5:00pm (as necessary)
Tuesday, October 3, 2023 from 4:00pm – 5:00pm
Meeting adjourned at approximately 4:45 PM