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Transmittal - 3/8/2024ERIN MENDENHALL
MAYOR
CITY COUNCIL TRANSMITTAL
I
rack tto (Mar 8, 202412:49 MST)
TO: Salt Lake City Council
Victoria Petro, Chair
HUMAN RESOURCES DEPARTMENT
DEB ALEXANDER
CHIEF HUMAN RESOURCES OFFICER
Date Received. 03/08/2024
' S ,w� Date sent to Council: 03/08/2024
DATE: March 4, 2024
FROM: Deb Alexander, Chief Human Resources Officer.
Human Resources Department
SUBJECT: 2024 Citizens' Compensation Advisory Committee (CCAC)
Annual Report
STAFF CONTACTS: Deb Alexander, Chief Human Resources Officer
(801) 535-6610
David Salazar, Compensation Manager
(801) 535-7906
DOCUMENT TYPE: Information Item
RECOMMENDATION: This report is for informational purposes. Consideration should be
given during the city's annual budget review process, as it relates to employee compensation.
The city council is tentatively scheduled to receive a formal presentation of the annual report
during a work session on March 26, 2024 from Committee Chair Brandon Dew.
CITY COORDINATION: n/a
BUDGET IMPACT: n/a
BACKGROUND/DISCUSSION: This report includes information and the following
recommendations relating to employee compensation, as required by city ordinance (City Code,
Title 2, Chapter 2.35 - Citizen's Compensation Advisory Committee (CCAC).
In an effort to advise city leaders, this year's report highlights the following specific topics
reviewed by the committee during the past year, including:
- Labor shortages, cost of labor and inflaction continue to drive 2024 salary budgets
- Local area market pay comparison
- Elected Officials, Department Directors & other key city leaders
- Appendicies including supplemental and supporting information
P.O. Box 145464
349 South 200 East, Suite 500 www.slcgov.com
Salt Lake City, UT 841 14-5464 TEL 801-535-7900
Specific recommendations in this report, include:
Considering the impact of current market conditions, including labor shortages,
increased cost of labor and inflation on employer salary budgets in 2024, the Committee
recommends leaders increase the City's overall salary budget by no less than 5%. In
conjunction with the City's plans to grant actual general and/or merit increases, the
Committee recommends an overall increase to the city's salary range structures of no less
than 3%.
2. The Committee continues to 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.
3. 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.
- Priority should be given to those lagging significantly; and,
- Second priority should be given to those lagging slightly behind market.
4. Considering the current Administration, while not new, is starting a new term and given
the potential for changes in leadership throughout the city, the Committee recommends
no specific action be taken at this time for department directors and other key city
leaders. The advice of the Committee is to allow additional time for city leaders and any
potential changes in organizational structure to be thoroughly evaluated against the
market findings, as detailed in the report, before making any significant pay decisions.
PUBLIC PROCESS: n/a
EXHIBITS: 2024 Citizens' Compensation Advisory Committee Annual Report
SALT LAKE CITY
CITIZENS'
COMPENSATION
ADVISORY
COMMITTEE
ANNUAL REPORT 2024
IFI
w'
it
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 report includes
the Committee's recommendations based on review of current economic conditions, salary
budget forecasts, and local area market pay analysis including a more specialized review of
wages paid to the City's firefighters and police officers compared with other public entities in
the state of Utah.
Additional information intended to provide insight to comparable salaries paid to elected
officials, department heads, and other key city leader in U.S. cities considered similar to
Utah's capital city are also highlighted in this year's report.
Respectfully,
Citizens' Compensation Advisory Committee
Brandon Dew, Chair
Jana Bake, Vice -chair
J. Clair Baldwin
Jeff Herring
Casey Lund
Mike Terry
Jeff Worthington
Section One: Labor shortages, cost of labor
and inflation continue to drive 2024 salary
budgets
Economic Factors
While fears of resurgent inflation dominated much of the economic landscape in 2023,
WorldatWork researchers make note in their 2023-24 Salary Budget Survey of the cautious
optimism the nation's economy is gradually cooling. As inflation begins to stabilize, focus is
now turned to emerging demographic trends that suggest a tight labor market and unmet
labor demands will be the reality of the foreseeable future.
Now, even more than inflation, low unemployment rates and an on -going scarcity of labor are
what continue to drive up the local cost of labor and dominate employers' view when setting
salary budgets.
Salary Budget Forecasts
Similar to trends previously set in 2022 and 2023, research among global compensation
consulting firms Mercer, WorldatWork, and WTW (formerly known as Willis Towers Watson)
confirms salary budget and wage increases are generally stabilizing just below the
substantial 4.4% average salary increase given by U.S. employers in 2023.
• According to Mercer's U.S. Compensation Planning Survey November 2023 (see
Appendix A) edition, U.S. employers forecast raising their merit increase budgets by
3.5% and total salary increase budgets by 3.8% on average for 2024.
• WorldatWork's "2023-24 Salary Budget Survey" (see Appendix B) of 2,146 participants
found U.S. employers are projecting a continuance of 4.1 % pay increase budgets in
2024 and 3.6% average merit increases.
• Willis Towers Watson (WTW) research (see Appendix C) also confirmed employers
are planning an overall average salary increase of 4.0% for 2024.
In addition to the foregoing salary budget projections, more detailed statistics obtained from
WorldatWork's 2023-24 Salary Budget Survey report provide insight to the projected and
actual increases reported by participants based on the type of increase (Figure 1) and other
factors including state, industry, and organization (Figure 2).
Figure 1 - Median Salary Increase Budgets, by Type of Increase
Projected 2023
Actual 2023
Projected 2024
General Increase/COLA
3.0 %
1.1 %
1.0 %
Merit Increase
3.5 %
4.0 %
3.5 %
Other Increase
1.0 %
0.8 %
0.8 %
Total Increase
4.0 %
4.0 %
4.0 %
Note: "General Increase/COLA," "Merit,"
and "Other" do not add to the "Total
Increase" because not every organization
provides all three types of increases.
When considering the added perspective of factors including state, industry, and organization
size, it appears employers in the local Salt Lake City labor market are more likely to see
overall salary budget increases ranging between 4-5% (Figure 2).
Figure 2 - Median Total Salary Increase Budgets, by State, Industry, and Organization Size
Projected 2023
Actual 2023
Projected 2024
By State, Utah
4.0 %
4.0 %
4.0 %
By Industry, Public Administration
4.0 %
5.6 %
5.0 %
By Organization Size, 2,500 - 9,999
4.0 %
4.5 %
4.0 %
Finally, when considering the impact on and need for salary structure adjustments,
WorldatWork salary budget survey participants are projecting a 3.0% median increase in
2024 to range minimums and maximums (Figure 3).
Figure 3 - Salary Structure Increases, by Employee Category
Projected 2023
Non-exempt Hourly
3.0 %
Exempt Salaried
2.5 %
Officers/Executives
2.5 %
RECOMMENDATION:
Actual 2023 Projected 2024
3.0 % 3.0 %
3.0 % 3.0 %
3.0 % 3.0 %
Considering the impact of current market conditions, including labor shortages, increased
cost of labor and inflation on employer salary budgets in 2024, the Committee recommends
leaders increase the City's overall salary budget by no less than 5%. In conjunction with the
City's plans to grant actual general and/or merit increases, the Committee recommends an
overall increase to the cty's salary range structures of no less than 3%.
Section Two: Local area market pay
comparison
The ability to effectively attract and retain key talent is based 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 85 benchmark groups from its 1,045 active jobs
(roughly 8% of jobs). The committee reviewed job pricing information obtained for each of the
85 benchmark job titles highlighted in this report. In total, these benchmarks cover 1,265
employees which represents approximately 38% 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 benchmark title it is instead tied to a benchmark for pricing purposes. For
example, Accountant Ill is designated as the benchmark job for related titles in the same job
family, including:
- Accountant I
- Accountant 11
- Accountant M (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
The Committee continues to follow the guidelines listed below 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%.
GROUP FINDINGS & OVERALL SUMMARIES:
Among the AFSCME workgroup, a total of 37 benchmark jobs, covering 402 employees,
were evaluated (representing 45% of the total jobs surveyed). Market median (50t" percentile)
pay rates were compared to the Salt Lake City's wage schedule top rate.
Overall
AFSCME Summary
Average
Benchmark
Market
Job Count
Position
Significantly Lagging (Less than or equal to 90% of market)
2
90%
Slightly Lagging (Between 90.1% and 98% of market)
6
95%
Competitive (Between 98.1% and 109.9% of market)
19
105%
Significantly Leading (Greater than or equal to 110% of market)
10
114%
Overall Market Comparison
37
104%
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading.
AFSCME Breakout
2023 - Job Title (Job Code)
SLC Top Rate
(union only)
# SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Top Rate vs
Market Mediar
Crime Scene Technician II (001779)
$57,450
7
$64,700
89%
Plans Examiner] (002127)
$76,627
4
$84,900
90%
Plumber II (000854)
$64,792
1
$69,300
93%
Water Meter Technician II (002714)
$57,554
3
$61,700
93%
Building Inspector III (001967)
$84,469
7
$90,400
93%
Maintenance Electrician IV (000168)
$68,869
2
$71,800
96%
Arborist II (001375)
$59,238
4
$60,200
98%
Asphalt Equipment Operator II (000909)
$57,554
27
$58,600
98%
Laboratory Chemist (002743)
$80,454
2
$81,300
99%
Evidence Technician II (002277)
$57,450
1
$57,500
100%
Senior Secretary(003030)
$55,619
68
$55,200
101%
Public Safety Dispatcher (002629)A
$74,214
0
$72,842
102%
Fleet Mechanic (002675)
$66,726
41
$65,600
102%
Water Meter Reader II (006326)
$49,525
3
$48,700
102%
Custodian II (006090)
$40,227
2
$38,600
104%
Painter II (001347)
$60,986
1
$58,600
104%
Business Licensing Processor II (001964)
$61,298
3
$59,100
104%
Industrial Electrician IV (002658)*
$80,454
18
$77,400
104%
General Maintenance Worker III (002490)*
$64,792
6
$62,000
105%
Airport Airfield Operations Specialist (002619)**
$76,627
23
$72,100
106%
Senior Utilities Representative - Customer Service (000199)
$55,619
22
$52,100
107%
HVAC Technician II (006050)
$68,869
0
$63,600
108%
Metal Fabrication Technician (001925)
$68,869
9
$63,600
108%
Waste & Recycling Equipment Operator II (002347)
$57,554
5
$53,500
108%
Water Plant Operator II (000966)
$66,726
21
$61,900
108%
Water Reclamation Facility Operator II (002722)
$64,792
22
$59,400
109%
Water System Maintenance Operator II (000975)
$59,238
9
$54,400
109%
Judicial Assistant II (002084)
$61,298
9
$55,600
110%
Airfield Maintenance Electrician (002746)*
$93,184
15
$85,000
110%
Carpenter II (001349)
$60,986
11
$55,100
111%
Concrete Finisher (001852)
$62,899
21
$56,500
111%
Civil Enforcement Officer 1 (001893) 9V
$63,398
0
$56,400
112%
Airport Environmental Specialist II (002745)
$84,469
11
$74,500
113%
Warehouse Support Worker - Airport (002022)
$53,726
5
$47,000
114%
Engineering Technician IV (000829)
$69,472
1
$58,500
119%
Parks Maintenance Technician 1 (002847)
$48,069
0
$39,600
121%
Office Technician II (001191)
$55,619
11
$45,100
123%
* = New Job this year
**= Market salary normalized to Salt Lake City
A= Select entities used in comparison. Compared against market median topped out rate.
As a result of Resolution No. 20' (see Appendix E), as passed in June of 2023 by the City
Council, the Committee decided to reassess the evaluation methodologies being used for
comparison for the Public Safety workgroup. As stated in the resolution, the "policy objective
is to ensure that the City's firefighters and police officers are paid wages commensurate with
or close to top of the market wages paid by public entities for such occupations in the State of
Utah, especially among the State's largest public safety agencies." The Committee's
assessment involved determining criteria for which other public safety agencies should be
included in the comparison, specifically for firefighter and police officers, while striving to
follow the intent of the resolution.
The Committee decided that the primary focus should be comparison to the top rate of pay
found among the largest agencies in Utah. The threshold established on what constitutes a
large agency was set at 90 or more full-time employees. The agencies included in the
comparison results are as follows:
• FIRE
o
Ogden City
o
Park City Fire District
o
Sandy City
o
South Davis Metro Fire Agency
o
South Jordan City
o
Unified Fire Authority
o
Weber Fire District
o
West Jordan City
o
West Valley City
• POLICE
o Layton City
o Ogden City
o Provo City
o Sandy City
o State of Utah
o Unified Police Department
o Utah County
o Weber County
o West Jordan City
o West Valley City
As alternative options for consideration, the Committee also refined the comparison further to
determine the average top rate and median top rate among the selected agencies with 90 or
more full-time employees. The market comparison for each breakout is illustrated below for
each job.
A total of 5 benchmark jobs, covering 659 employees, were evaluated (representing 7% of
the total jobs surveyed) for the Public Safety workgroup.
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading for the Top Rate breakout option.
Council Formal Meeting, June 13, 2023 - Item 17
Firefighter and Police Officer - Top Rate
2023 - Job Title (Job Code)
SLC Top Rate
# SLC
Incumbents
Market Salary
(Top Rate)
Market
Comparison
(SLC Top Rate vs
Market Top Rate)
Police Officer (002654)
$94,162
79
$108,206
87%
Firefighter/Engineer - all levels
$83,762
57
$96,541
87%
Fire Captain (008040)
1 $102,502
1 44
1 $114,962
1 89%
Firefighter / EMT - all levels
1 $78,291
1 70
1 $85,874
1 91%
Firefighter/ Paramedic - all levels
1 $90,438
1 79
1 $97,972
1 92%
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading for the Average Top Rate breakout option.
Firefighter and Police Officer - Average
Market
2023 - Job Title (Job Code)
SLC Top Rate
# SLC
Market Salary
Comparison
(SLC Top Rate vs
Incumbents
(Average Top Rate)
Ma rket Average
Top Rate)
Fire Captain (008040)
$102,502
44
$108,686
94%
Firefighter/Engineer - all levels
$83,762
57
$88,611
95%
Firefighter/ Paramedic - all levels
1 $90,438
1 79
1 $92,134
1 98%
Police Officer (002654)
1 $94,162
1 49
1 $95,032
99%
Firefighter / EMT - all levels
1 $78,291
1 70
1 $77,530
1 101%
The following list includes all related benchmark jobs sorted by those which are most
significantly lagging to most significantly leading for the Median Top Rate breakout option.
Firefighter and Police Officer
- Median
Market
2023 - Job Title (Job Code)
SLC Top Rate
# SLC
Market Salary
Comparison
(SLC Top Rate vs
Incumbents
(Median Top Rate)
Market Median Top
Rate)
Firefighter/Engineer - all levels
$83,762
57
$88,478
95%
Fire Captain (008040)
$102,502
79
$107,657
95%
Firefighter/ Paramedic - all levels
1 $90,438
1 79
$92,186
98%
Police Officer (002654)
1 $94,162
1 49
$94,806
99%
Firefighter / EMT - all levels
1 $78,291
1 70
$76,877
102%
Among the Non -Represented Employee workgroup, a total of 44 benchmark jobs, covering
204 employees, were evaluated (representing 52% of the total jobs surveyed). Market pay
rates (calculated as the 50th percentile) were compared to the non -represented employee
actual median wages/salaries.
Overall
Non -Represented Summary
Average
Benchmark
Market
Job Count
Position
Significantly Lagging (Less than or equal to 90% of market)
2
83%
Slightly Lagging (Between 90.1% and 98% of market)
15
95%
Competitive (Between 98.1% and 109.9% of market)
16
102%
Significantly Leading (Greaterthan or equal to 110% of market)
10
116%
Overall Market Comparison
43
99%
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.
Non -Represented Breakout
2023-Job Title (Job Code)
SLC Median
Employee
Salary
#SLC
Incumbents
Market Salary
(50th Percentile)
Market
Comparison
(SLC Median vs
Market Median)
Licensed Architect (002779)
$100,573
2
$123,500
81%
Cybersecurity Engineer II (002794)
$117,909
1
$138,600
85%
Software Engineer III (002145)A
$110,882
0
$122,000
91%
Paralegal (002201)
$74,880
6
$82,200
91%
Principal Planner(001733)**
$81,524
11
$89,382
91%
Human Resources Business Partner II (002811)
$98,562
7
$105,800
93%
Collections Officer (001376)
$52,853
3
$56,300
94%
Golf Professional II (002766)
$86,432
2
$92,000
94%
Legal Secretary III (002814)
$69,888
4
$73,400
95%
Senior Recruiter(002438)*
$88,924
2
$93,200
95%
Office Facilitator II (002804)
$63,222
34
$66,200
96%
Systems Engineer III (002800)
$125,439
2
$130,800
96%
Forensic Scientist II (001974)
$74,922
2
$78,100
96%
Professional Land Surveyor(001890)
$86,617
1
$90,100
96%
Golf Course Superintendent- 18 Holes (000936)
$86,821
4
$90,300
96%
Financial Analyst III (002773)
$90,542
12
$93,800
97%
Network Engineer II (002789)A
$116,429
0
$119,900
97%
Safety Program Manager (002790)
$108,110
2
$109,200
99%
Senior City Attorney (002319)
$174,078
12
$175,700
99%
Senior Human Resources Technician (001866)*
$56,347
2
$57,000
99%
Engineer IV (002198)
$100,573
9
$100,900
100%
Procurement Specialist II (000534)
$74,955
1
$74,600
1009/0
Auditor III (002822)
$88,205
1
$87,700
101%
Senior Claims Adjuster (002534)
$84,698
1
$83,400
102%
Executive Assistant (001989)
$78,623
14
$77,000
102%
HRIS Analyst (002155)*
$102,036
2
$99,100
103%
Licensed Clinical Social Worker/Clinical Mental Health Counselor(002585)
$81,856
9
$78,900
104%
Victim Advocate (001765)
$55,058
6
$53,000
104%
Employee Marketing & Communications Specialist (002225)A
$74,955
0
$71,800
104%
Real Property Agent (000370)
$82,151
2
$78,300
105%
Accountant lll(001666)
$84,786
9
$80,100
106%
Learning & Development Specialist (002516)A
$82,686
0
$77,300
107%
Management Analyst(002757)
$80,811
6
$74,200
109%
Justice CourtJudge (001601)
$183,330
5
$165,200
111%
Geographic Information Systems (GIS) Specialist (002154)
$71,395
3
$64,000
112%
City Payroll Administrator (001945)
$77,111
2
$67,900
114%
Program Coordinator- Arts Council (001799)
$73,601
3
$64,700
114%
Technical Systems Analyst III (002203)A
$82,680
0
$72,600
114%
Social Media Specialist II (002603)A
$74,955
0
$64,300
117%
Civic Engagement Program Specialist (001821)
$69,610
2
$58,600
119%
Business Systems Analyst II (002338)
$98,163
1 5
$80,400
122%
Software Support Administrator II (001729)
$93,344
5
$76,400
122%
Network Support Administrator ll(001396)
$71,178
11
$56,100
127%
A = Comparing against compensation grade midpoint in lieu of median wage
as job is currently vacant.
*=New Job this year
**= Market salary normalized to Salt Lake City
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, as the capital city
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.
Section Three: Elected Officials,
Department Directors &other key city
leaders
During 2023, the City's Human Resources Department conducted a special survey designed
to compare salaries of Elected Officials, Department Directors, and other key city leaders with
their counterparts from similar U.S. cities (see Appendix F).
Responses received during this year's survey compared salaries of incumbents from a total
of 32 cities (35% response rate) whose population size is between approximately 100,000 to
600,000.
Elected Officials
-- Salary comparisons for elected
officials were based on, and limited
to, entities with a similar type of
government structure. For Salt Lake
City's Mayor comparison, results
were limited to other cities with full-
time mayors; similarly for the City
Council, results were limited to other cities with part-time
councils.
Department Directors & Other Key City Leaders
The Committee also reviewed data obtained for appointed executives, including department
heads and others in key appointed city positions.
Salaries were analyzed and considered based on the normalized median salary
comparisons. The salary data was normalized to match salaries reported by each participant
to Salt Lake City's labor market by applying a geographic assessor provided by the Economic
Research Institute (ERI). The geographic assessor accounts for variations in cost of labor
among the various cities' geographic locations.
RECOMMENDATIONS:
Considering the current Administration, while not new, is starting a new term and given the
potential for changes in leadership throughout the city, the Committee recommends no
specific action be taken at this time. The advice of the Committee is to allow additional time
for city leaders and any potential changes in organizational structure to be thoroughly
evaluated against the market findings before making any significant pay decisions.
Appendices
APPENDIX A
MERCER QUICKPULSE
US COMPENSATION PLANNING SURVEY
2024 PROJECTIONS
1/8/24, 2:41 PM
Mercer QuickPulseTM - US Compensation Planning Survey 12024 Projections
Projected salary increase budgets holding, for now
Results of the 2023 Mercer QuickPulseTM - US Compensation Planning Survey
O
G
December 04, 2023
Blog Home
Here we are! It's the end of 2023 and we have one more look at what employers are forecasting for salary increase budgets for 2024. In addition,
we have insights to share on promotions, off -cycle increases, salary structure adjustments, and some hot topics, such as pay transparency.
Take a peek and see how this stacks up with what you are planning for next year.
Merit and total increase budgets
Both merit and total increase budgets are relatively unchanged from the last time we conducted the US Compensation Planning survey in August
of this year.
On average, the more than 900 participants in the US are forecasting 3.5% merit increase budgets and 3.8% total increase budgets. Only the
total increase budget changed from earlier in the year, decreasing from 3.9%.
When comparing industries, there are some differences. Healthcare continues to project increase budgets that are below the average, at 3.1 % for
merit increases. Those industries projecting above the overall average are Insurance/Reinsurance and Services (Non -financial), at 3.7% for merit
increases.
With 49% of companies still reporting that their budget status is "preliminary," it's quite possible that we could see actual increases lower than
projected when we survey again in Q1 of 2024.
What's important is that you take this information, along with other reputable sources, and determine what's right for your company. Your annual
increase budget should make sense for your industry, desired competitive positioning, financial outlook, etc. Additionally, ensure that your budget
includes funds for any adjustments needed to realign particular jobs or employees to mitigate pay compression or any necessary market
adjustments.
Manager discretion for merit distribution
A question that comes up from time to time, particularly when you are revising your total rewards strategy, is "How much discretion should
managers have when it comes to delivering merit increases?" or other pay adjustments.
To take a pulse check on where employers are with empowering managers to make pay decisions, we asked, "What limitations or rules do
managers have when it comes to the determination of an individual's base salary increase?"
It seems that the most prevalent rules that managers must work within:
• Fall within the overall budget
• Fall within the salary range
• Fall into a recommended range provided based on select factors (e.g., position
in range and performance)
• Incorporate increases determined by compensation (e.g., market adjustments or
pay equity adjustments)
• Not exceed designated caps for pay increase
On the other hand, 1 % of companies (about 9) said that they allow managers
ultimate discretion when it comes to the increase, with no limitations. Another
group of respondents said that "everyone receives the same increase" (about 3%)
and others stated that merit increases were formulaic (about 6%).
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1/8/24, 2:41 PM
Mercer QuickPulseTM - US Compensation Planning Survey 12024 Projections
How does that compare to the annual increase guidelines you are providing for your managers?
talk about pay_, your managers could be given more
discrefinn
Promotion practices
Although not much has changed recently in promotion practices, it warrants consideration because promotions and career development play such
a significant role in the employee experience and total rewards strategy.
Employers on average are planning to promote a little less than 10% of their workforce in 2024. On average, employees can expect to see a 9.2%
pay increase for a one -level promotion.
Half of employers are managing promotions through their existing salary and wages budget, or some other expense process. Just under 1 in 4
companies have a standalone promotion budget and are planning an average of 1.1 % to cover the increase in salaries due to promotions.
Off -cycle increases
As we've seen in the last couple of compensation planning reports, employers' use of off -cycle increases has slowed, but not disappeared. Per
capita base salary changes, found by comparing the average per person base salary change over a period of time, shows that pay has moved on
average 4.6%, which is larger than what was reported as the actual increase delivered in March of 2023: 3.8% merit and 4.1 % total increases.
Approximately half of employers reported that they have provided or will provide off -cycle increases in 2023, citing retention concerns, internal
equity, and market adjustments as the most common reasons for doing so.
While two-thirds of companies don't budget for off -cycle increases, most do have an extensive approval process that typically involves several
levels of line management as well as Human Resources and Compensation.
Salary structures
For the 87% of employers who utilize a formal salary structure, 3 out of 4 adjust the structures annually. Another 8% adjust them every 2 years.
Of those who plan to adjust their structure in 2024, the average projected salary structure increase is 2.9%.
Sharing salary ranges
We know that employers are having to be more transparent about their pay levels, whether because they are required by law or as a voluntary act
to build trust among employees. Beyond where legally required, 28% of employers are including salary ranges in job postings nationally with
another 10% planning to do so.
But what exactly are they sharing? If you take a look at job posting boards like Indeed, it's obvious that what's being shared is not consistent.
When looking at a particular job, what's shared as the pay range varies widely.
Employers in the US Compensation Planning Survey reported that they most commonly are using the following in job postings:
• National, market -based pay range, regardless of (job) location
• Geographically adjusted pay range, based on location of job posting
• Subset of the pay range (e.g., do not disclose the full maximum of the salary range)
Addressing compression and internal equity
Increased pressure to be more transparent about pay means that employers have to prioritize addressing pay compression and internal equity
issues. Only 17% of the 951 survey respondents reported that they have not experienced compression or internal equity issues; another 18%
stated they "don't know" or are "unsure." The remaining respondents stated that they have done the analysis and are making adjustments (36%),
that they will make adjustments outside the annual increase cycle (11 %), or that they plan to address in 2024 (17%).
Timely insights direct to you
Does any of this come as a surprise to you? Or, perhaps it differs dramatically from what your organization is planning for 2024? As you know,
what's important is that you understand what your competitors are doing and then make decisions that are right for your unique circumstances.
Sign up today to be notified when the next Compensation Planning Survey opens — participants receive the results at no cost.
Looking for other Mercer insights to help you plan for 2024? Give us a call at 855-286-5302 or email one of our associates at
surveys@mercer.com.
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Mercer QuickPulseTM - US Compensation Planning Survey 12024 Projections
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https://www.imercer.com/articleinsights/projected-salary-increase-budgets-holding 3/5
1/8/24, 2:41 PM Mercer QuickPulseTM - US Compensation Planning Survey 12024 Projections
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A business of Marsh McLennan
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APPENDIX B
WORKSPAN DAILY
INFLATION, LABOR MARKET
DRIVE MERIT PAY INCREASES
Inflation,, Labor Market
Drive Merit Pay Increases
for 2024
Workspan Daily
December 22, 2023
By Michael J. O'Brien
Employee Compensation
Key Takeaways
Healthy salary increases. U.S. employers forecast raising their
total salary budgets between 3.8% and 4.1% for 2024.
Influencing factors. Inflation and the labor market's voluntary
turnover rate may be dropping, but organizations are
continuing to use compensation to distinguish themselves from
competitors.
• Other benefits to consider. Organizations need to take a total
rewards focus to look beyond pay to further evaluate what
employees value like healthcare and retirement.
Inflationary pressures and concerns about a tight labor market
continue to cloud the horizon as a trio of surveys point the way
forward on 2024 compensation plans.
U.S. employers forecast raising their merit increase budgets by 3.5%
and total salary increase budgets by 3.8% on average for 2024,
according to Mercer's U.S. Compensation Planning Survey November
2023 edition.
WorldatWork's "2023-24 Salary Budget Survey" of 2,146 participating
organizations found U.S. employers are projecting 4.1% pay increase
budgets in 2024 and 3.6% merit increases on average.
Meanwhile, employers are planning an overall average salary
increase of 4.0% for 2024, according to the latest Salary Budget
Planning Survey by WTW.
The pressures of the labor market, inflation and uncertainties
continue to weigh-in for employers as they head into 2024 with their
plans for pay increases, said Alicia Scott -Wears, a compensation
content director at WorldatWork.
Since the early 2010s, it has been typical to see U.S. salary budget
increases in the range of 2.8 to 3.2%, Scott -Wears explained, so a
salary budget range of 3.8 to 4.1% is a notable elevation — at
average, 32% higher than pre -pandemic standard.
"Still, a 4% increase is down from 2023, which saw actuals at 4.4%, so
it's a mild pullback, and globally, salary increase budgets are
generally stabilizing or pulling back slightly in most cases," she said.
While both inflation and the labor market's voluntary turnover rate
may actually be dropping, organizations are continuing to use
compensation as a main driver to distinguish themselves from
competitors.
"We are seeing healthy salary increases forecasted for 2024," said
Hatti Johansson, research director, reward, data and intelligence, at
WTW. "Though economic uncertainty looms, employers are looking to
remain competitive for talent, and pay is a key factor." At the same
time, she said, organizations should remember pay levels are difficult
to reduce if markets deteriorate.
"It's best to avoid basing decisions that will have long-term
implications on their organization on temporary economic
conditions."
Trendspotting
While pay growth remains strong for most organizations in the
upcoming year, it is starting to slow down, according to Lauren
Mason, senior principal, career, at Mercer.
"We see that practices that had become the norm over the last two
years — such as premiums for new hires and out -of -cycle pay
increases — are slowing as well," she said.
Companies are becoming more prudent about their compensation
spend, she said, as well as focusing on providing market and equity
pay adjustments for employees as a result of pay compression or
internal equity.
The other trend is growth in hourly pay, according to Mercer
research.
The median internal minimum wage (a company's lowest wage
or starting rate for any position) is now up to $16.70, up from
$15.50 in 2022.
• Across industries, median internal minimum wages vary, with
the lowest rates being seen in retail (median of $13.80, which is
notably the only industry below $15/hour), and the highest rate
of $19.50 in energy.
• Retail also had the fastest growing internal minimum wage (up
from $12.20 last year, an increase of 13%).
"It's a reflection of the need for retail hourly wages to keep pace,"
Mason said, "as many employees have transferable skills they can
utilize in front-line roles in other higher paying industries such as
services, banking or manufacturing."
There were no major shifts in 2023 related to pay for performance
strategies, Mason said, as the vast majority of employers continue to
indicate that they utilize performance as a key factor for
differentiating merit awards.
However, one "emerging" area of compensation is skill -based pay,
which Mason said can provide many benefits, "such as aligning pay
strategies to hot skills and rewarding the attainment of new skills."
Inflation Frustration
How much does inflation affect how organizations plan on using
merit pay increases in 2024?
Inflation certainly adds more pressure on pay increase budgets, said
Mason, but employers view cost of labor as the primary factor when
setting budgets.
And while there is a strong correlation between the economy and
salary budgets, there are many factors that play into pay increases,
said WTW's Johansson.
"Even as inflation cools, salary increases are — again — above
inflation," she said, "due to a healthy job market and successful
business performance in many industries."
These days, when getting pay right is the absolute minimum
requirement, said Johansson, organizations also need to continue to
supplement pay with non -monetary elements, like workplace
flexibility and focusing on the employee experience.
"Companies need to take a total rewards focus to look beyond pay
to look at what employees value like health care and retirement," she
said.
Looking Ahead in 2024
As the labor market and economy continue to stabilize and pay
growth gradually moderates, employers should brace themselves for
a shift in the compensation landscape next year, said Johansson.
"In this environment, it becomes crucial to strategically allocate
compensation investments where they are most needed," she said.
"This includes prioritizing faster -moving market segments, such as
hourly pay, as well as skills that are in high demand."
It's also essential to provide market and equity adjustments for
employees who may have fallen behind.
"With pay transparency on the rise, employers will face mounting
pressure to not only explain, but also defend employee pay levels
relative to the market and peers," Johansson said. "Navigating these
challenges successfully — with tighter budgets — will be key to
getting compensation right in 2024."
Additionally, top skills and top performers will be a priority for
employers in 2024, said WorldatWork's Scott -Wears.
"Many employers have been challenged to retain top performing
talent, so that may factor into allocations too," she said. "Turnover is
reportedly slowing globally, and inflation is easing slightly as well, so
thoughtful allocations have the promise of being impactful with
employees."
Editor's Note: Additional Content
For more information and resources related to this article see the
pages below, which offer quick access to all WorldatWork content on
these topics:
About the Author
n,ee.
A
Michael J. O'Brien
Freelance Contributor at WorldatWork
Michael J. O'Brien is a freelance writer for WorldatWork who has been
covering the world of business since 2005.
APPENDIX C
WT'W SURVEY ARTICLE
1/8/24, 2:43 PM
U.S. pay raises to remain high 2024 WTW survey finds - WTW
PRESS RELEASE (HTTPS://WWW.WTWCO.COM/EN-US/INSIGHTS/ALL-
INSIGHTS#SORT=%40FDATE13762%20DESCENDING&F:@ARTICLEZ45XCONTENTZ45XTYPE=
[PRESS%20RE LEASE])
U.S. pay raises to remain high in2024, WTW survey,
December 7, 2023
Concerns over economic uncertainty not deterring employers from increasing pay
ARLINGTON, VA, December 7, 2023 — U.S. employers are planning an overall average salary increase of 4.0% for 2024. That's according to
the latest Salary Budget Planning Survey by WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company. Though down
from the actual average increase of 4.4% in 2023, the numbers remain well above the 3.1 % salary increase budget in 2021 and years prior.
Inflationary pressures (55%) and concerns over a tight labor market (52%) are the primary influencing factors behind salary increase budgets,
both cited by over half of employers surveyed.
44
Though economic uncertainty looms, employers are looking to remain competitive for talent, and pay is a key factor."
Hatti Johannsson I Research Director, Reward, Data and Intelligence, WTW
Yet, inflation is slowing down from the highs of recent years, and the labor market is shifting, with voluntary turnover and attrition at 11 %
overall. While still a common concern, fewer organizations are reporting issues with attraction and retention, down from 60% in 2022 to 48%
currently.
"We are seeing healthy salary increases forecasted for 2024," said Hatti Johannsson, research director, Reward, Data and Intelligence, WTW.
"Though economic uncertainty looms, employers are looking to remain competitive for talent, and pay is a key factor. At the same time,
organizations should remember pay levels are difficult to reduce if markets deteriorate. It's best to avoid basing decisions that will have long-
term implications on their organization on temporary economic conditions."
Still, employers seek to strike a healthy balance within their total rewards packages. Non -monetary actions are a big focus for employers
looking to attract and retain. At most organizations, these include more workplace flexibility (63%); broader emphasis on diversity, equity and
inclusion (60%); and improving the employee experience (55%). Additionally, most employers have committed to hiring staff in a higher salary
range (55%), undertaking compensation reviews of specific employee groups (54%) and raising starting salary ranges (49%), which could also
be seen as a reflection of the increased emphasis on pay transparency.
https://www.wtwco.com/en-us/news/2023/12/as-economic-uncertainty-looms-pay-rises-remain-high 1/3
1/8/24, 2:43 PM
U.S. pay raises to remain high 2024 WTW survey finds - WTW
Improving the pay conversation goes a long way in improving the overall employee experience and further stabilizing the workforce."
Sara Vallas I Senior Director, Employee Experience, WTW
Organizations also report moving toward greater work flexibility, as over half (55%) of employers offer a choice of remote, onsite or hybrid
working, while 31 % offer a flexible work schedule. As this trend grows, some companies are changing rewards in line with remote working:
13% of employers have taken action or are planning to change allowances, 10% of employers have or are planning to change benefits, and
11 % have or are planning to adjust base pay.
"With ongoing uncertainty, especially around pay transparency, we see organizations do better where there is a foundational level of
understanding among all employees — on the compensation philosophy, the program design and how decisions about pay are made.
Compensation is a sensitive topic and often managers feel uneasy when it comes to talking about pay. Our research shows the most
commonly cited barrier to organizations communicating more openly about pay is the fear of employee reactions. We recommend training for
managers on their role, how the compensation program works, and how to communicate it effectively. Improving the pay conversation goes a
long way in improving the overall employee experience and further stabilizing the workforce," said Sara Vallas, senior director, Employee
Experience, WTW.
About the survey
The Salary Budget Planning Report is compiled by WTW's Reward Data Intelligence practice. The survey was conducted in December 2023.
Over 33,000 responses were received from companies covering over 150 countries worldwide.
About WTW
At WTW (NASDAQ: WTW), we provide data -driven, insight -led solutions in the areas of people, risk and capital. Leveraging the global view
and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational
resilience, motivate their workforce and maximize performance.
Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success —and provide perspective that moves you.
Media contacts
Ileana Feoli
Public Relations, Health Wealth & Career, North America
® Email (mailto:ileana.feoli@wtwco.com)
Stacy Bronstein
® Email (mailto:stacy.bronstein@wtwco.com)
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APPENDIX D
UTAH DWS BLOG ARTICLE
1/9/24, 10:02 AM
The Utah Job Demand Buffer
Job Search (/jobseeker/index.html) Employers (/employer/index.html) Assistance (/assistance/index.html)
The Utah Job Demand Buffer (/blog/post/2023/12/26/the-utah-
job-demand-buffer)
®26. December 2023
By Gwen Kervin
Since March of 2022, the Federal Reserve has been raising interest rates in an attempt to cool inflation and slow the economy. However,
so far, the effect on Utah's labor market has been minimal. Constricted labor markets following the COVID pandemic caused employers
to have a hard time filling open positions. Because employers struggled to find workers, a large gap developed in unmet labor demand.
This elevated wages, which in turn lured marginal workers into the labor force, helping to fill some of the vacancies. While Utah
continues to turn in job growth numbers, growth rates have come down from the highs experienced in 2021 and 2022, resulting in a
reduction in the unmet labor gap. Because of this, any additional Fed rate moves could have a more immediate influence on the Utah
labor market going forward.
To understand the magnitude of the job buffer created by unmet Utah labor demand, it is helpful to look at the ratio of job openings to
unemployed workers. The correlation between the two provides a proxy for how much labor is or isn't available to fill job vacancies. In
weak economies, there can be more idled workers than the volume of job postings. Conversely, in strong economies, there are more job
postings than available workers. A balance between the two would be an economy with one available worker per job advertisement.
However, when the volume of job openings noticeably exceeds the measure of available labor (the unemployed), it can serve as a signal
that the labor supply internally is not sizable enough to support job growth. For example, in the early part of 2022, Utah's ratio increased
to 3.5. This implies that for every 350 job postings, there are only 100 available unemployed Utah laborers to fill the positions.
If there are not enough workers internally to support growth, then attracting labor from outside the state is the needed remedy.
Fortunately, Utah has been able to do just that as the state's job growth remained at or above average through 2022 into the early part
of 2023. However, as 2023 has progressed, the high ratio of job postings to workers has been moderating.
Historically, Utah's vibrant economy has kept this ratio above that of the United States. In fact, the only time that it approached levels
near those in the nation was during and immediately following recessions.
https://jobs. utah.gov/blog/postl2023/12/26/the-utah-job-demand-buffer#continue 1 /6
1/9/24, 10:02 AM
The Utah Job Demand Buffer
Utah and U.S.: Ratio of Job Openings per Unemployed Worker
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Prior to the pandemic, this ratio was well above that of the United States, but fell closer to levels seen in the rest of the nation in
response to the economic pullback tied to COVID-era restrictions. However, soon after, the openings -to -unemployment ratio rose
sharply, reaching 3.5 in January 2022. Although the openings -to -unemployment ratio is still at historically elevated levels, indicating
elevated labor demand, it is clearly coming down. In July 2023, Utah's job -openings -to -unemployment ratio was at 2.1, which is still
noticeably higher than the U.S. rate of 1.5.
Job openings can come about either because an employer needs to fill an existing position that has become vacant, or because the
employer has decided to create a new position. When employees quit their jobs to move to a new one, it creates churn in the labor
market, but does not represent growth in jobs. The number of people quitting their jobs can be used to get an idea of what portion of
overall job openings can be attributed to churn versus job growth.
In the United States, the number of people quitting their jobs in the pandemic's aftermath increased and stayed elevated. This increase
prompted a new catchphrase — The Great Resignation. It is only recently that U.S. quits have returned to levels more in line with pre -
pandemic activity. Correspondingly, U.S. job openings also increased during the same period, indicating that a large portion of the
overall job openings were due to churn rather than new, job -growth positions.
https://jobs.utah.gov/blog/postl2023/12/26/the-utah-job-demand-buffer#continue 216
1/9/24, 10:02 AM The Utah Job Demand Buffer
Percent Change in Utah and U.S. Job Openings and Quits from May 2018
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A different picture emerges when looking at quits and job openings in Utah. The level of job openings in Utah increased several years
before the pandemic hit. Increased quits were a part of this increase, moving higher at the end of 2017 and reaching a pre -pandemic
high in the beginning of 2019. Nationally, churn and job growth were mostly flat before the pandemic, with largely little story to tell.
Then the pandemic hit and created an instant recession. Recovery began shortly thereafter. Job openings went high in both the nation
and Utah in the recovery period. Quits continued to remain low in Utah. On the other hand, quits across the United States began to rise.
This largely says that in Utah the post -pandemic job openings increase was fueled more by job growth. Conversely, the national job
openings seem fueled more by an overall shortage of labor which created a noticeable amount of labor turnover. Nationally, people were
churning in search of better jobs and wages.
Recent job growth numbers point to a loosening in Utah's labor market. Monthly job growth estimates have come down from the highs
seen in 2021 and 2022. It was in negative territory for most of 2020, but by 2021, it turned positive, with an average growth rate of 5.0%.
By 2022, Utah's average job growth rate was 4.2%, still well above historic highs. For comparison, from January 1991 through October
2023, Utah had a 2.7% average job growth rate, which is more in line with the growth rates seen in 2023. Year to date, the state's
average job growth rate is 2.6%.
Utah's tight labor market over the past several years has induced employers to raise wages to attract new workers, and it appears to
have worked. Utah's labor force participation rate, which accounts for those over the age of 16 who are either working or looking for
work, has risen in the past year to 69.7% in September 2023. This is largely a full percentage -point increase in just the past half year.
Given the population's age distribution in Utah, a labor force participation rate close to 68.5% would point to a solidly employed labor
force. A year ago, in September 2022, the labor force participation rate was at 68.8%.
https://jobs.utah.gov/blog/postl2023/12/26/the-utah-job-demand-buffer#continue 3/6
1/9/24, 10:02 AM The Utah Job Demand Buffer
Change in Labor Force Participation Among Marginally Attached Workers
Utah and the United States: August 2022 - August 2023
so
4.0
4.0
10
20
1.0
0.0 ■
1.0 -0.7
1.4
4.1
0.7
0.2
Age 16.19 Age 65+ Female Age 25 44
■ Utah ■ w;
Wages driven higher by the state's tight labor market have induced marginal workers who typically remain on the sidelines to enter the
labor market. Over the past year, groups that have historically seen lower labor force participation rates, including teenagers, older
workers, and women with school age children, have been entering the workforce. Younger workers in Utah, between the ages of 16 and
19, have increased their labor force participation rates by 4.0 percentage points, while those over the age of 65 have increased their
participation by 1.4 points. By comparison, teens in the U.S. have seen a decline in their participation rates. Older U.S. workers have
increased their rates only slightly over the last year, and have yet to recover their participation rates from pre -pandemic levels. Working -
age women in Utah, between the ages of 25 and 44, who might have stayed out of the labor force due to childcare needs, have
increased their participation rates by 4.1 percentage points compared to U.S. women, who increased their participation rates by only 0.7
points. An overall tighter local labor market in Utah and a faster increase in average hourly earnings over the past year have encouraged
higher labor force participation rates among these marginal workers in Utah than in the rest of the United States.
While marginal workers have helped to fill vacancies, recent job posting data indicates that employers are scaling back their demand for
labor. While several of the industrial sector's job postings remain aggressive in Utah overall, total job postings are down 11.3% from
September 2022 to August 2023. Data from Lightcast, a job posting aggregator, indicates that unique online job postings over the last
year have declined the most in the professional, scientific and technical services, and administrative support sectors. The educational
services and transportation and warehousing industries also saw significant declines in the number of online job postings. Some of
these decreases can be attributed to a natural pause in job postings following a dramatic increase in hiring as employers sought to
rehire lost workers following the COVID pandemic. For example, both the educational services and professional, scientific and technical
services sectors, which have seen a decline in online job postings, saw some of the largest increases in employment from the fourth
quarter of 2020 to the first quarter of 2023.
https://jobs.utah.gov/blog/postl2023/12/26/the-utah-job-demand-buffer#continue 4/6
1/9/24, 10:02 AM The Utah Job Demand Buffer
Percent Change in Unique Online Job Postings in Utah
(September 2022 - August 2023)
Professional, Scientific, and Technical Services -38.0%
Admin and Support and Waste Mgmt and._.
Educational Services
Transportation and Warehousing
Retail Trade
Real Estate and Rental and Leasing
Finance and Insurance
Information
Wholesale Trade
Manufacturing
Health Care and Social Assistance
Construction
Accommodation and Food Services
Public Administration
22.9%
18.6% �
-16.1%
-14.8%
-24.3%
-12.9%
11.9%
-5.7% 111111110
-4.3% 111111110
M 3.7%
M 3.9%
111111110 4.4%
11.6%
Other Services (except Pub Admin) 30.3%
uh. i,a i.Rm,a.r-50.0%-40.0%-30.0%-20.0%-10.0% 0.0% 10.0% 20.0% 30.0% 40.0%
Higher wages and spending power have kept demand for services elevated, leading to an increase in job postings in accommodation
and food services and other services, which includes repair, maintenance, and personal services. The state's growing population and
vibrant economy continue to support the construction sector, which saw a 3.9% increase in job postings over the past year. Finally, the
health and social assistance sector, which had a difficult time attracting labor post COVID and will only grow as the population ages, has
seen an increase in job postings as well.
Tight labor markets in Utah have driven wages higher, luring marginal workers into the labor force, but there is evidence that Federal
Reserve rate hikes have begun to loosen labor markets. The job buffer is declining, job postings are down, and job growth numbers
have lowered to a more normalized level. However, there is still a healthy demand for workers in the accommodation and food services,
construction, and health and social assistance sectors. Going forward, with the jobs gap reduced, the actions of the Fed are likely to
have a more immediate impact on labor markets. The effects will have a stronger impact on broader U.S. labor markets, which have a
smaller buffer and higher unemployment rates. However, higher interest rates could ultimately slow the Utah economy and soften labor
demand going forward.
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APPENDIX E
CITY RESOLUTION NO. 20 - 2023
RESOLUTION NO. 20 OF 2023
Declaring Support for Top -of -Market Wages for Firefighters and Police Officers Employed by
Salt Lake City Corporation
WHEREAS, Salt Lake City is the capital city of the State of Utah, with growing public
safety needs and service requirements.
WHEREAS, Salt Lake City Corporation (the "City") is committed to recruiting and
retaining the highest skilled and trained firefighters and police officers to serve Salt Lake City's
diverse and growing population.
WHEREAS, pursuant to the Collective Bargaining and Employee Representation Joint
Resolution dated March 22, 2011 ("Collective Bargaining Resolution"), the City recognizes and
engages in collective bargaining with the International Association of Firefighters Local 81,
representing eligible employees ("IAFF") and the Salt Lake Police Association, representing
eligible employees ("SLPA").
WHEREAS, pursuant to the Collective Bargaining Resolution, the City periodically
negotiates the wages for employees represented by the IAFF and SLPA.
WHEREAS, the Collective Bargaining Resolution establishes a process for negotiating
wages for IAFF- and SLPA-represented employees, and any negotiated wages are presented to the
City Council as part of the Mayor's annual budget.
WHEREAS, in the fiscal year 2021, 2022 and fiscal year 2023 budgets, the City Council
prioritized ensuring that the City's firefighters and police officers were paid wages commensurate
with or close to top of the market wages paid by public entities for such occupations in the State
of Utah.
WHEREAS, the City Council desires to express the policy objective that for fiscal year
2024 and for future fiscal years, the City's firefighters and police officers be paid wages
commensurate with or close to top of the market wages paid by public entities for such occupations
in the State of Utah.
NOW THEREFORE, BE IT RESOLVED by the City Council of Salt Lake City, Utah, the
following:
1. In recognition of the unique challenges associated with being employed as a firefighter or
police officer, especially in the capital city of the State of Utah, the Salt Lake City Council's
policy objective is to ensure that the City's firefighters and police officers are paid wages
commensurate with or close to top of the market wages paid by public entities for such
occupations in the State of Utah, especially among the State's largest public safety
agencies.
2. This Resolution shall be effective immediately upon passage.
Passed by the City Council of Salt Lake City, Utah this 13"' day of June, 2023.
SALT LAKE CITY COUNCIL
Darin Mano, Chair
ATTEST AND COUNTERSIGN: Approved as to form:
Salt Lake City Attorney's Office
0---
Cindy Lou Trishman, City Recorder
Kate Lewis (Jun 17, 202312:55 MDT)
Katherine Lewis, City Attorney
J u n 17, 2023
APPENDIX F
ELECTED OFFICIALS, DEPARTMENT DIRECTORS
& OTHER KEY CITY LEADERS
The table below illustrates the normalized median wage of all responding entities for each job
as surveyed by the Salt Lake City HR Department. Following best practices, a minimum of
five entities were required to report on the composite of salary data to be used for
comparison.
Job Code
002626
Job Title
911 DISPATCH DIRECTOR
Number of
Entities
14
Average Years
in Position
4.5
Normalized
Median
$134,993
006440
BUILDING OFFICIAL
21
5.3
$139,383
002470
CHIEF ADMINISTRATIVE OFFICER
11
4.9
$175,120
002091
CHIEF FINANCIAL OFFICER
25
6.0
$198,053
002475
CHIEF HUMAN RESOURCES OFFICER
26
4.1
$182,089
001578
CHIEF INFORMATION OFFICER
23
7.3
$186,879
002514
CHIEF INNOVATION OFFICER
7
2.0
$164,699
007010
CHIEF OF POLICE
26
3.7
$219,565
000249
CHIEF OF STAFF
19
2.9
$163,795
000504
CHIEF PROCUREMENT OFFICER
13
4.7
$129,276
001553
CITYATTORNEY
29
5.0
$220,515
002193
CITY BUDGET DIRECTOR
23
4.7
$140,540
000020
CITY COUNCIL MEMBER
11
4.4
$23,964
004031
CITY ENGINEER
18
2.5
$163,068
000314
CITY RECORDER
16
3.2
$133,335
002342
ICITY TREASURER
17
7.6
$151,200
000897
COMMUNICATIONS DIRECTOR
22
5.2
$152,710
002327
COMPLIANCE DIVISION DIRECTOR
7
1.9
$121,094
002511
DIRECTOR -REDEVELOPMENT AGENCY
4
Insufficient Data
Insufficient Data
002060
DIRECTOR OF COMMUNITY & NEIGHBORHOODS
17
3.9
$177,645
001992
DIRECTOR OF ECONOMIC DEVELOPMENT
18
2.7
$177,045
006401
IDIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT
19
3.5
$136,789
002581
DIRECTOR OF PUBLIC LANDS
10
3.5
$170,790
000579
DIRECTOR OF PUBLIC SERVICES
16
5.6
$201,366
001552
DIRECTOR OF PUBLIC UTILITIES'
22
4.9
$189,064
002899
DIRECTOR OF TRANSPORTATION(ENGINEER)
10
2.6
$199,043
000021
EXECUTIVE DIRECTOR- CITY COUNCIL OFFICE
10
7.2
$155,533
001551
1EXECUTIVE DIRECTOR OF AIRPORTS'
16
N/A
$349,600
002176
FACILITIES DIVISION DIRECTOR
22
5.9
$136,172
008010
FIRE CHIEF
25
4.9
$210,259
002177
FLEET MANAGEMENT DIVISION DIRECTOR
23
5.0
$124,614
002178
GOLF DIVISION DIRECTOR
10
8.1
$107,270
000539
JUSTICE COURTS ADMINISTRATOR
16
4.4
$136,659
000001
MAYOR'
15
5.6
$161,981
002405
PARKS DIVISION DIRECTOR
22
4.4
$143,713
004165
PLANNING DIRECTOR
21
4.1
$167,448
000002
SENIOR ADVISOR
11
3.3
$133,286
002036
SUSTAINABILITY/ENVIRONMENTDIRECTOR'
1 12
1 3.7
1 149,165
002186
WASTE & RECYLCING DIVISION DIRECTORS1
12
1 3.7
1 $139,306
002326
YOUTH & FAMILY DIVISION DIRECTOR
1 9
1 6.6
1 $107,432
1: Compared against Full -Time ONLY Mayors
2: Compared against Part -Time ONLYCityCouncil Members
3: Compared against select group of cities
4: Compared against additional cities beyond the general participant list
5: Compared againstACI-NAsalarysurvey- Published 2022
# of 2023
Participants
Participant List
City and County of Denver City of Boise City of Fresno City of Las Cruces City of Oakland City of Prow City of Seattle Des Moines Water Works
City of Arvada City of Boulder City of Green Bay City of Las Vegas City of Oklahoma City of Reno City of Surprise Metro Nashville Government
City of Baton Rouge City of Des Moines City of Kent City of Memphis City of Omaha City of Sacramento City of Tampa Pittsburgh Water & Sewer Authority
City of Bellevue City of Everett City of Knoxville City of New Orleans City of Phoenix City of Salem City of Tempe West Valley City
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 841 14-5464
(801) 535-7900
Deb Alexander, Chief Human Resources Officer
David Salazar, Compensation Manager
Michael Jenson, Senior Compensation Analyst