Laserfiche WebLink
• Plan effective date of December 29, 2013—In the past,the Compensation Plan was effective <br /> on the 1"of the year. January 1 frequently falls in the middle of a pay period making the pay <br /> rates for the December part of the pay period different from the pay rates for the January part of <br /> the pay period. <br /> The last payroll of the year entails a significant amount of calculation and manual entry into the <br /> payroll system. <br /> This past year,we have implemented a new timekeeping/scheduling application to improve <br /> work scheduling, decrease paperwork,improve accuracy and overall save staff time. The new <br /> application does not split the payroll, similar to the old system, so all mid-pay period rate <br /> changes would be manually calculated,undermining the systems savings. The date move has no <br /> net dollar impact after the first adjustment as pay periods remain at 26 per year. <br /> There would be no impact on the approved 2014 budget only a modest amount (less than <br /> $1,000), baring a major snow event for 2013. <br /> • Wage Incentive Program (WIP) eligibility for Police Captains—Unlike most cities,Elk <br /> River does not have longevity steps as pay increases for police officers after they reach their Top <br /> Patrol step. In 1993, the Council approved the WIP program,which was an incentive-based <br /> program in place of longevity. The program requires officers meet a number of physical fitness, <br /> wellness, community service, educational achievements and skills evaluation goals to qualify. <br /> The program, as approved,is open to all full-time police officers excluding the Chief of Police. <br /> To date,the captains have also been ineligible for the program. During our last contract <br /> negotiation,both unions and the city completed a number of internal and external wage <br /> comparisons for police positions. Each comparison identified wage deficiencies,which were <br /> directed by the Council to correct. The captains are not participating in a union and are most <br /> vulnerable to wage compression due to their exempt employment status. The city administrator <br /> will propose a Compensation& Classification Committee to review the city compensation plan <br /> in 2014. <br /> Depending on the program elements met by the captains, this has a potential impact to the <br /> approved 2014 budget,which would be accounted for after further consultation with finance <br /> and the police chief. <br /> Financial Impact <br /> With exceptions of the 2013 impact of the early effective date and the Wage Incentive Program, costs <br /> associated with the Compensation Plan are included in the 2014 budget. <br /> Attachments <br /> • Resolution <br /> • Proposed 2014 Compensation Plan for Non-Organized Employees <br />