Transmittal - 2/27/2023Lisa Shaffer (Feb 27, 2023 16:43 MST)02/27/2023
02/27/2023
ANNUAL REPORT
2023
CITIZENS’ COMPENSATION ADVISORY COMMITTEE
2
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, the Committee’s
primary focus included a review of current economic conditions, salary budget forecasts, and
local area market pay analysis including approximately 80 benchmark jobs.
Additional information 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 report.
Respectfully,
Citizens’ Compensation Advisory Committee
Mike Terry, Chair
Brandon Dew, Vice-chair
Jana Bake
Jeff Herring
Casey Lund
Ray Schelble
Jeff Worthington
1
Section One: Impact of labor shortages,
cost of labor and inflation on 2023 salary
budgets
Research among global compensation consulting firms including WorldatWork, Willis Towers
Watson and Mercer all reveal salary budgets and wages are increasing higher than ever.
In a Workspan Daily article dated October 25, 2022, WorldatWork writer and editor, Nu Yang,
reported these key takeaways and survey results forecasting merit and other pay increases
are expected to rise in 2023.
• WorldatWork’s 2022-23 Salary Budget Survey revealed that salary increase budgets reached
their highest level in 20 years in the United States, rising to an average of 4.1% in 2022 and
projected increases to be at a 4.1% average in 2023.
• Willis Towers Watson (WTW) research also confirmed 2022 salary increase budgets were
higher than ever. WTW’s “July 2022 Salary Budget Planning Survey” results showed that 96%
of companies globally increased salaries (compared to 63% in 2020), and overall budgets
have increased significantly over prior years.
• Looking ahead to 2023, Sal DiFonzo, managing director for compensation and rewards
consulting at Gallagher, said the most salient trend he saw in 2022 is a break from the long
historic streak of steady 3% salary budgets for years to increases now forecast to be between
4-5% in 2023.
Balancing the Impact of Inflation with Employer Compensation Strategies
Considering the latest economic conditions, it’s not surprising to note a vast majority of
employees (80 percent) say their current salary isn’t keeping up with inflation —a statistic
noted from data collected by Remote.co, a remote-work firm who surveyed 1,100 global
professionals between
October 13-30, 2022.
Although there is no
Consumer Price Index
(CPI) specific to Utah, U.S.
Bureau of Labor Statistics
show the national measure
of prices paid by urban
consumers for a market
basket of goods and
services rose overall by
8% in 2022 compared to
4.7% in 2021.
2
When asked about the impact of inflation on overall salary budget increases, Mercer senior
principal, Lauren Mason, states, “We see in our research and work with clients that labor
shortages have been the key driver of heightened merit increases, not infla tion.”
As employers set their 2023 preliminary budgets, Mason specified labor shortages, cost of
labor and business performance were the top three factors organizations said were
impacting their 2023 merit budgets. Only 30% of employers said inflation was having a high
impact on their 2023 salary budgets.
Society for Human Resource Management (SHRM) writer Kathryn Mayer cited Amy Stewart,
associate director of content marketing at Payscale (a Seattle-based compensation software
firm) who explained, “Employers understand that high inflation effectively lowers purchasing
power and devalues salaries…[however] raising wages to meet inflation can cause pricing
[for consumer products and services] to go up to offset the cost, which perpetuates a vicious
cycle" (“Employees Say Salary Isn’t Keeping Up with Inflation,” SHRM Newsletter dated
December 13, 2022).
While experts say employers would be wise to look at salaries, as well as to consider offering
bonuses and other monetary support to help combat employees' concerns over inflation,
Payscale’s Amy Stewart and Remote.co’s Kathy Gardner suggest there are other steps
employers can take to help retain employees amid volatile times—many of which the
Committee acknowledges the City has already implemented. These include:
• Conducting a market analysis to ensure workers are paid fairly for their jobs. As a result, some
positions may see pay increases above the inflation rate due to increased market
competitiveness, while others may see more modest increases
• Offering flexibility including remote-work options
• Promoting from within
• Providing competitive benefits, including financial wellness benefits and support designed to
enable employees to deal with increasing costs
• Offering career development opportunities
• Creating a feedback loop for workers
Beyond steps providing financial wellness support, bonuses and pay, and cost-of-living
increases, [it's important to] show appreciation, lead with empathy and recognize employee
efforts from all levels, says Remote.co’s Kathy Gardner. “These small and intentional
practices can help workers feel more secure in their career choices, foster greater
engagement and create long-term employee loyalty."
Local Economic Trends & Conditions
According to Mark Knold, chief economist at the state’s Department of Workforce Services,
Utah ended the year 2022 in a strong economic position.
In its January 20, 2023 DWS press release, the chief economist states, “All of 2022 will be
categorized as a robust economic year for Utah. For most of the year, job growth was above
average. Job availability and labor utilization was so pervasive that the unemployment rate
fell to an historical low of 2.0%.”
3
Further evidence of Utah’s economic
strength continuing in 2023 is
demonstrated in the U.S. Bureau of
Labor Statistics’ latest state
unemployment report, which is
marked by the Beehive state starting
the new year with the lowest
unemployment rate in the nation at
2.2% in December 2022. Although
slightly higher at the national level,
economists have noted 3.5% is the
lowest unemployment rate seen in the
U.S. in more than 50 years.
RECOMMENDATION:
Considering the impact of current market conditions, including labor shortages, increased
cost of labor and inflation on employer salary budgets in 2023, the Committee recommends
leaders increase the City’s overall salary budget by no less than 5%.
Section Two: Local area market pay
comparison
The ability to effectively attract and retain key talent is based first and foremost on
management, adaptability, administration of the city’s pay structures and employee base
wage and salary rates. The committee reviewed market pay data obtained primarily from
multiple locally based private or public employers with operations along the Wasatch Front.
This approach was used because recruitment and applicant pool data historically has
strongly suggested the city draws its talent from the local area and competes with other local
employers for said talent.
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 84 distinct benchmark groups.
The committee reviewed job pricing information obtained for each of the 84 benchmark job
titles highlighted in this report. In total, these benchmarks cover 1,382 employees which
represents approximately 46% of the city’s regular, full-time workforce. Because market data
4
is not available to price all jobs, it is important to note that if a job title is not shown as a
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
As was established last year, the Committee has maintained the following 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 34 benchmark jobs,
covering 286 employees, were evaluated (representing 40% 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 Benchmark
Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)0 0%
Slightly Lagging (Between 90.1% and 98% of market)5 95%
Competitive (Between 98.1% and 109.9% of market)19 105%
Significantly Leading (Greater than or equal to 110% of market)10 119%
Overall Market Comparison 34 107%
2022 - Job Title (Job Code)SLC Top Rate
(union only)
# SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Top Rate vs
Market Median)
Evidence Technician II (002277)$52,499 4 $57,200 92%
Water Meter Technician II (002714)$54,808 2 $57,400 95%
Plans Examiner I (002127)$72,987 4 $76,200 96%
Maintenance Electrician IV (000168)$65,582 2 $68,300 96%
Airport Environmental Specialist II (002745)$80,454 1 $82,800 97%
Fleet Mechanic (002675)$63,544 38 $63,900 99%
Plumber II (000854)$61,714 2 $60,800 102%
Water Meter Reader II (006326)$47,174 1 $45,900 103%
Airport Airfield Operations Specialist (002619)*$72,987 22 $70,900 103%
Senior Utilities Representative - Customer Service (000199)$52,978 0 $51,200 103%
Laboratory Chemist (002743)$76,627 2 $73,900 104%
Senior Secretary (003030)$52,978 0 $51,000 104%
HVAC Technician II (006050)$63,544 8 $61,100 104%
Custodian II (006090)$38,314 2 $36,600 105%
Painter II (001347)$58,074 6 $55,400 105%
Judicial Assistant II (002084)$58,386 9 $55,500 105%
Crime Scene Technician II (001779)$54,704 8 $51,700 106%
Waste & Recycling Equipment Operator II (002347)$54,808 25 $51,700 106%
General Maintenance Worker II (002489)$54,808 2 $51,200 107%
Business Licensing Processor II (001964)$58,386 4 $54,300 108%
Metal Fabrication Technician (001925)$65,582 5 $60,900 108%
Building Inspector III (001967)$80,454 7 $74,700 108%
Water Plant Operator II (000966)$63,544 22 $58,500 109%
Water Reclamation Facility Operator II (002722)$61,714 10 $56,500 109%
Water System Maintenance Operator II (000975)$56,410 13 $50,500 112%
Warehouse Support Worker - Airport (002022)$51,168 0 $44,200 116%
Carpenter II (001349)$58,074 6 $49,800 117%
Engineering Technician IV (000829)$66,165 9 $56,500 117%
Arborist II (001375)$56,410 4 $48,100 117%
Asphalt Equipment Operator II (000909)$54,808 25 $46,700 117%
Civil Enforcement Officer I (001893)$60,382 4 $51,100 118%
Office Technician II (001191)$52,978 18 $41,900 126%
Parks Maintenance Technician I (002847)$45,781 10 $36,100 127%
Concrete Finisher (001852)$59,904 11 $46,200 130%
* = Market salary normalized to Salt Lake City
AFSCME Breakout
6
Among the Public Safety workgroup, a total of 10 benchmark jobs, covering 914 employees,
were evaluated (representing 12% 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 Benchmark
Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)0 0%
Slightly Lagging (Between 90.1% and 98% of market)3 96%
Competitive (Between 98.1% and 109.9% of market)7 103%
Significantly Leading (Greater than or equal to 110% of market)0 0%
Overall Market Comparison 10 101%
2022 - Job Title (Job Code)SLC Top Rate # SLC
Incumbents
Market Salary
(Top Rate)
Market
Comparison
(SLC Top Rate vs
Market Top Rate)
Fire Captain (008040)$97,614 79 $103,438 94%
Firefighter / Paramedic - all levels $86,133 79 $89,606 96%
Firefighter / Engineer - all levels $79,768 61 $81,037 98%
Police Officer (002654)$89,669 441 $90,563 99%
Battalion Chief (008030)$122,158 13 $122,034 100%
Firefighter / EMT - all levels $74,568 68 $74,422 100%
Police Sergeant (007008)$105,976 72 $104,541 101%
Police Lieutenant (000849)$124,800 26 $118,352 105%
Police Captain (000851)$141,336 8 $133,806 106%
Public Safety Dispatcher (002629)$70,678 67 $65,582 108%
Public Safety Breakout
7
Among the Non-Represented Employee workgroup, a total of 40 benchmark jobs,
covering 182 employees, were evaluated (representing 48% of the total jobs
surveyed). Market pay rates (calculated as the 50th
percentile) were compared to the non-represented
employee actual median wages/salaries.
As with the other groups, the corresponding list
ranks all related benchmark jobs sorted by those
which are most significantly lagging to most
significantly leading.
RECOMMENDATION:
The Committee continues 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. Priority should be given to those lagging significantly; and,
2. Second priority should be given to those lagging slightly behind
Market.
8
Non-Represented Summary Benchmark
Job Count
Overall
Average
Market
Position
Significantly Lagging (Less than or equal to 90% of market)8 85%
Slightly Lagging (Between 90.1% and 98% of market)7 95%
Competitive (Between 98.1% and 109.9% of market)14 101%
Significantly Leading (Greater than or equal to 110% of market)11 116%
Overall Market Comparison 40 99%
2022 - Job Title (Job Code)SLC Median
Employee Salary
# SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Median vs
Market Median)
Cybersecurity Engineer II (002794)$106,468 2 $134,300 79%
Systems Engineer III (002800)$107,085 2 $132,800 81%
Network Engineer II (002789)$95,784 1 $114,300 84%
Office Facilitator II (002804)$55,931 32 $64,500 87%
Licensed Architect (002779)$91,000 1 $104,800 87%
Paralegal (002201)$68,401 6 $77,600 88%
Procurement Specialist II (000534)$64,595 1 $72,900 89%
Golfcourse Superintendent - 18 Holes (000936)$74,797 3 $83,900 89%
Real Property Agent (000370)$74,963 2 $81,300 92%
Senior City Attorney (002319)$165,788 12 $175,900 94%
Golf Professional II (002766)$83,123 2 $87,300 95%
Engineer IV (002198)$95,784 8 $100,000 96%
Human Resources Business Partner II (002811)$93,868 6 $97,900 96%
Legal Secretary III (002814)$66,560 3 $69,400 96%
Software Engineer III (002145)^$105,602 0 $108,400 97%
Financial Analyst III (002773)$88,472 8 $89,700 99%
Auditor III (002822)$83,911 3 $84,900 99%
Senior Claims Adjuster (002534)$80,662 1 $81,600 99%
Licensed Clinical Social Worker/Clinical Mental Health Counselor (002585)$74,963 3 $75,800 99%
Principal Planner (001733)$77,143 10 $77,816 99%
Business Systems Analyst II (002338)$91,208 6 $91,900 99%
Forensic Scientist II (001974)$75,348 4 $75,900 99%
Safety Program Manager (002790)$102,962 2 $103,600 99%
Professional Land Surveyor (001890)$82,493 1 $80,700 102%
Employee Marketing & Communications Specialist (002225)^$71,386 0 $69,600 103%
Executive Assistant (001989)$74,963 13 $72,700 103%
Learning & Development Specialist (002516)$78,728 1 $75,100 105%
Accountant III (001666)$80,749 9 $76,100 106%
Management Analyst (002757)$78,982 4 $73,300 108%
Civic Engagement Program Specialist (001821)$67,995 1 $61,600 110%
City Payroll Administrator (001945)$69,742 2 $63,100 111%
Technical Systems Analyst III (002203)^$78,749 0 $71,100 111%
Geographic Information Systems (GIS) Specialist (002154)$67,995 3 $60,900 112%
Collections Officer (001376)$59,218 3 $53,000 112%
Justice Court Judge (001601)$167,523 5 $148,100 113%
Social Media Specialist II (002603)^$71,386 0 $62,800 114%
Victim Advocate (001765)$58,822 5 $49,900 118%
Program Coordinator - Arts Council (001799)$70,096 4 $58,400 120%
Software Support Administrator II (001729)$86,632 6 $71,700 121%
Network Support Administrator II (001396)$71,386 7 $51,300 139%
^ = Comparing against pay grade midpoint in lieu of median wage as job is
currently vacant.
Non-Represented Breakout
Appendices
Appendix A
Salt Lake City 2022 Overall Recruitment Statistics
(as reported 1/23/22)
o Total # of Full-time job postings iCIMS = 209 (compared to 510 in 2021)
o Total # of Full-time job postings Workday = 535 (each Position has its own job
requisition/Some will overlap with iCIMS)
o Total # of applicants iCIMS = 5,699 (compared to 17,051 in 2021)
o Total # of applicants Workday = 3,492
o Total # regular, full-time employees hired (excluding seasonal and part-time workers) =
415 (compared to 412 in 2021)
o Internal full-time job bids = 251
2022 Turnover Statistics – Rates by department
Voluntary turnover includes resignations, retirements, and job abandonments. Involuntary turnover includes
probationary releases, dismissals, separations, and deaths.
Department
# of
Employees
# total
Terminations
Overall
Turnover
Rate Retention
Voluntary
Turnover
Involuntary
Turnover
911 BUREAU 77 16 21% 79% 21% 0%
AIRPORT 519 62 12% 88% 12% 0%
ATTORNEY 63 17 27% 72% 27% 0%
CITY COUNCIL 25 1 4% 96% 4% 0%
COMMUNITY & NEIGHBORHOODS 186 23 12% 87% 12% 1%
ECONOMIC DEVELOPMENT 20 3 15% 82% 15% 0%
FINANCE 74 9 12% 88% 11% 1%
FIRE 366 18 5% 95% 5% 0%
HUMAN RESOURCES 32 4 13% 87% 13% 0%
INFORMATION MANAGEMENT
SERVICES 83 3 4% 96% 4% 0%
JUSTICE COURTS 40 5 13% 88% 10% 3%
MAYOR 30 7 24% 74% 20% 3%
POLICE 644 46 7% 93% 7% 0%
PUBLIC LANDS 159 19 12% 87% 12% 0%
PUBLIC SERVICES 265 36 14% 86% 13% 0%
PUBLIC UTILITIES 396 51 13% 87% 13% 0%
REDEVELOPMENT AGENCY 27 1 4% 96% 4% 0%
SUSTAINABILITY 61 7 12% 88% 12% 0%
APPOINTMENT 4
NEW HIRE 415
REHIRE 45
Grand Total 464
2021 Turnover Statistics
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%
Appendix B
2022 SWORN FIREFIGHTER TURNOVER DATA
2022 Total SLCFD Sworn Employees Voluntary Involuntary
371 19 3
TOTAL SWORN TURNOVER % 5.12% 0.81%
Voluntary Turnover includes:
7 Resignations
• 3 Firefighters
• 1 Firefighter/Paramedic II
• 2 Firefighter/Paramedic III’s
• 1 Firefighter Hazmat Tech II
12 Retirements
• 2 Airport Rescue Firefighter III’s
• 2 Battalion Chief’s
• 3 Fire Captains
• 1 Firefighter Engineer III
• 1 Firefighter/Paramedic III
• 1 Firefighter Inspector III
• 1 Firefighter Hazmat Technician III
• 1 Firefighter III
Involuntary Turnover includes:
3 Released from Probation
• 3 Firefighter I’s
32 New Hire Firefighters in 2022
Appendix C
2022 SLCPD SWORN POLICE OFFICER TURNOVER DATA
2022 Total SLCPD Sworn Employees Voluntary Involuntary
540 41 10
TOTAL SWORN TURNOVER % 7.59% 1.85%
Voluntary Turnover includes:
25 Resignations
• 25 Police Officers
16 Retirements
• 2 Deputy Chief
• 2 Police Captains
• 3 Police Lieutenants
• 1 Police Sergeant
• 8 Police Officers
Involuntary Turnover includes:
1 Death
• 1 Police Lieutenant
7 Probationary Releases
• 7 Police Officers
2 Dismissals
• 2 Police Officers
75 Total New Hires in 2022:
• 10 Lateral (experienced LEO) Officer New Hires
o Former agency listed below:
• 1 came from Tooele PD
• 1 came from the City of Goodlettsville PD, TN
• 1 came from San Jose PD, CA
• 1 came from Cincinnati PD, OH
• 1 came from Clark County Sheriff’s, OR
• 1 came from Jefferson Parish Sheriff’s, LA
• 1 came from San Diego Sheriff’s, CA
• 1 came from Riverdale PD
• 1 came from San Francisco PD, CA
• 1 came from Wright County Sheriff’s
o Number of years in law enforcement when hired by SLCPD
• 1 lateral had less than 2 years of experience
• 6 laterals had between 2 to 5 years of experience
• 3 laterals more than 5 years of experience
• 65 Entry Level Police Officer New Hires
o 1 new hire moved from Idaho
o 2 new hires 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
o 1 new hire moved from Kansas
8 Rehires in 2022:
• 6 came back after being gone for more than 1 year
• 2 came back after being gone for less than 1 year
Prepared for and on behalf of the Committee by:
Salt Lake City - Human Resources Department
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