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HomeMy WebLinkAbout01/27/2025 - Meeting Minutes Minutes Meeting Citizens’ Compensation Advisory Committee January 27, 2025 Members Present: Brandon Dew (Chair) J. Clair Baldwin (Vice-Chair) Leandro Tane Casey Lund Mike Terry Tia Larsen Members Excused: Jeff Worthington Staff Present: David Salazar, Compensation Manager Michael Jenson, Senior Compensation Analyst Lori Gaitin, Human Resource Program Manager II Penny Lopez, Human Resources Technician Guests: Zachary Jeppson, Firefighters’ Local 81 (IAFF) A recording of these proceedings is on file and available by request from the SLC- HR department. Meeting Open & Welcome: Chair Brandon Dew called the meeting to order and established a quorum with enough members present. Review & adopt Approval of Minutes: The January 13, 2025 meeting minutes will be presented for approval by the Committee at our next meeting on February 10, 2025. Public comment: None Presentation of additional 2024-25 local area benchmark market pay analysis, including Fire and Police benchmarks – David Salazar, Compensation Manager, and Michael Jenson, Senior Compensation Analyst Michael started the discussion by recapping the differences in our comparisons for each workgroups and sought clarification from the committee, where necessary, on the evaluation methodologies to be used this year. Non-representative Summary A question was posed to the committee on how they would like the salary comparison to be made for this workgroup. In prior years, the evaluation has been for Salt Lake City current actual employee wages from January, of the given calendar year, to be compared against the Market salary wages as of January. The discussion had by the committee reviewed whether this is appropriate given that any approved salary increases by the City Council would not be implemented until July of the same year. So as to not start the new fiscal year already lagging the market, the committee’s desire is to age the market salary data to the point in time in which salary increases would be implemented. This will allow the City to at least meet the market when starting the new fiscal year if adjustments are made. The committee determined the following high-level methodologies are desired for comparison for the Non-Represented workgroup: • Current Salt Lake City medium wage vs Market median wage (50th Percentile) • Comparison timeframe o SLC – Current wages as of January 2025 o Market – Aged wages as of July 2025 (3% aging factor applied from effective date of salary survey) AFSCME Summary The main difference for the AFSCME workgroup is that the Salt Lake City wage used for comparison is the top rate of the negotiated wage schedule against the market median wage (50th percentile). In prior years the evaluation was against the top rate of the current fiscal year (January) against the market wage in January. A similar question, regarding comparison methodology, was posed to the committee regarding the AFSCME summary and how to most appropriately compare against the market. Should the comparison be the SLC FY26 top rate (new fiscal year negotiated rates) to the market wage aged to July? The committee determined the following high-level methodologies are desired for comparison for the AFSCME workgroup: • FY26 Salt Lake City top rate vs Market median wage (50th Percentile) • Comparison timeframe o SLC – Negotiated top rates as of July 2025 o Market – Aged wages as of July 2025 (3% aging factor applied from effective date of salary survey) Public Safety Summary The final comparison workgroup reviewed was for Public Safety which includes our sworn Fire and Police related jobs. A custom salary survey was conducted by the Compensation Team in HR in order to gather as accurate, and current, salary data as possible. As determine by the committee last year, from the City Council Resolution #20 (from 2023), our focus for comparison is against the “top of market wages by public entities for such occupations in the State of Utah.” Data summaries from the custom salary survey were reviewed as follows: • Entities surveyed - 26 • Responses Received - 17 • Response rate – 65% Utilizing the committee’s prior year evaluation methodologies, the entities considered for comparison were limited to those that had 90 or more sworn employees (Fire or Police). From there, the highest paying employer was selected as the comparator for each classification and for both the entry rate and top rate. The following are the results of which entities were surveyed, met the threshold of 90 or more sworn employees, and was the highest paid entity for each evaluation breakout. FIRE Participants: DRAPER, FARMINGTON, LAYTON, LEHI, MURRAY, OGDEN, OREM, PARK CITY FIRE DEPT, PROVO, SANDY, SOUTH DAVIS METRO FIRE AGENCY, SOUTH JORDAN, SOUTH SALT LAKE, STATE OF UTAH, UNIFIED FIRE AUTHORITY, WEBER FIRE DISTRICT, WEST JORDAN, WEST VALLEY FIRE Participants (90+) OGDEN, PROVO, SANDY, SOUTH JORDAN, UNIFIED FIRE AUTHORITY, WEBER FIRE DISTRICT, WEST JORDAN, WEST VALLEY FIRE – Entity with Highest Rate EMT Entry Top SANDY WEBER FIRE DISTRICT Paramedic Entry Top OGDEN OGDEN Engineer Entry Top WEST VALLEY PROVO Captain Entry Top SANDY WEST JORDAN Battalion Chief Entry Top SANDY WEBER FIRE DISTRICT POLICE Participants: BOUNTIFUL, DAVIS COUNTY, DRAPER, FARMINGTON, LAYTON, LEHI, MURRAY, OGDEN, OREM, PROVO, SALT LAKE COUNTY, SANDY, SOUTH JORDAN, SOUTH SALT LAKE, STATE OF UTAH, SUMMIT COUNTY, TAYLORSVILLE, UNIFIED POLICE DEPARTMENT, UTAH COUNTY, WEBER COUNTY, WEST JORDAN, WEST VALLEY POLICE Participants (90+) OGDEN, OREM, PROVO, SALT LAKE COUTY, SANDY, STATE OF UTAH, UNIFIED POLICE DEPARTMENT, WEST JORDAN, WEST VALLEY POLICE – Entity with Highest Rate Officer Entry Top SALT LAKE COUNTY STATE OF UTAH Sergeant Entry Top WEST VALLEY STATE OF UTAH Lieutenant Entry Top WEST VALLEY WEST VALLEY Commander Entry Top SANDY STATE OF UTAH The committee determined the following high-level methodologies are desired for comparison for the Public Safety workgroup: • Current Salt Lake City Entry and Top step vs Market Highest Entry and Top step • Comparison timeframe o SLC – Current steps as of January 2025 o Market – Current steps as of January 2025 (Gathered through TechNet, Custom Survey, and/or published step plan for each entity) Discussion of topics and/or recommendations to be included in the Committee’s 2025 annual report, including but not limited to: Local area benchmark market data & analysis David Salazar asked for recommendations of topics to include in the 2024-25 salary budget report deemed relevant by the Committee. The committee determined that recruitment and turnover information, even if included as supplemental in an appendix, would be relevant to include in the report. This data previously gathered, and that will be provided for this year includes the recruitment statistics and turnover data for Fire and Police. Unfinished business: None Clair Baldwin made a motion to adjourn the meeting, which was seconded by Brandon Dew. The motion was approved unanimously. Next meeting date: February 10, 2025, 3:30-5:00 PM Adjourn Meeting: Meeting adjourned at 4:45 p.m.