City Commission

City Commission Meeting Agenda Devils Lake City Hall Commission Chambers 423 6th St NE, Devils Lake, 58301 Wednesday, July 12, 2023 A budget meeting of the Devils Lake City Commission will be held on Wednesday, July 12, 2023, at 12:00 P.M at City Office Meeting Items o Construction Engineering Agreement – KLJ – 14th & 14th Gravel Restoration o Lake Region Heritage Center o Devils Lake Regional Airport o Lake Region Public Library o Forward Devils Lake o FY 2024 Salary Benefit Plan Review/ Recommendation The City of Devils Lake may convene in an executive session as provided by NDCC 44-04-19.2 to consider and discuss closed or confidential records and information, negotiating strategy or negotiating instructions as provided by NDCC 44-04-19.1, 44-04-19.2, 44-04-18.4. Page 1 of 1  CITY OF DEVILS LAKE PUBLIC WORKS COMPENSATION PLAN REVIEW JUNE 2023 Tanya Wieler, City of Devils Lake Human Resources Advisor Focus for this review was centered on the local job market; however, other cities were also considered as a benchmark. The staff that fill our positions in the Public Ways departments are often local individuals; our biggest competitors for these positions tend to be the other local employers, rather than other cities. This is the primary reason for focusing on the local job market. A summary of the findings for this review: 1. The local labor market is relatively saturated with job opportunities in the areas of Buildings and Grounds Cleaning and Maintenance and Construction and Extraction; these are the highest needs in the local community (the only other higher need is Healthcare-related jobs). These jobs are in direct competition to any of the positions we offer in the Public Works departments. a. We analyzed the starting wages for most of these jobs that have been posted on local job boards such as the ND Job Service and Indeed, etc. At first glance – these wages are consistently a little bit higher than the bottom ends of our pay ranges in the City of Devils Lake. The numbers in our pay scale range are around 90-95% of the starting minimum wages that have been posted. b. The ND Department of Labor issues a comprehensive report annually that includes wages for each region in most major job categories. When these numbers are also factored in, along with any applicable wage ranges from the ND state salary scales, our entry-level- pay position drops to 85-90% of the market. c. The reality is that we are rarely (or never) hiring anyone at the bottom step in our pay ranges. Most hires have been starting at a step D or E in recent years; these starting wages put us right in the ballpark with very competitive wages compared to our local job market (101-103% of market) 2. The cities that we have used in the past were also considered just as a benchmark. The cities included Jamestown, Wahpeton and Valley City. a. In comparison to these cities, our City of Devils Lake pay ranges are right in line with the market. Most ranges are right at or just slightly above the average comparable positions in these Cities, with an average market position of 101%. These findings do not warrant any specific changes or adjustments to the Public Works salary structures or pay ranges; however, it does highlight our need to remain competitive at the bottom end of our salary scales. In order for us to hire and retain staff at a competitive wage, the lower steps of the City pay scale is not being utilized. The most straightforward manner of correcting is to gradually eliminate those steps at the bottom. SALARY PLAN REVIEW Benefit Changes • NDPERS EMPLOYER CONTRIBUTIONS • MAIN PLAN – INCREASE 1% • PREVIOUS = 9.07% → 10.07% • PUBLIC SAFETY PLAN – INCREASE 1.23% • PREVIOUS = 9.07% → 10.30% • BCBSND • FUND PERFORMING WELL • BUDGETING 5% INCREASE Public Works Study • Peer Cities – Very Competitive • (Wahpeton, Valley City, Crookston, Grafton, Jamestown) • Regional Private Competitors – Low opening window • Competitive when hiring at steps D, E, and F • Recommendation – Drop a column of salary plan at the beginning and add one at the end (NDDOT, Fargo, Grand Forks reviewed to ensure we are comparable relative to our size)  YR 1 YR 2 YR 3 YR 4 YR 5 YR 6 YR 7 YR 8 YR 9 YR 10 YR 11 YR 12 YR 13 YR 14 4% 4% 3% 3% 2% 2% 2% 2% 2% 2% 2% 2% 2% GRADE A B C D E F G H I J K L M N O 1 2,449 2,546 2,648 2,754 2,837 2,922 2,980 3,040 3,101 3,163 3,226 3,291 3,357 3,424 3,492 2 2,595 2,699 2,807 2,919 3,007 3,097 3,159 3,222 3,286 3,352 3,419 3,487 3,557 3,628 3,701 3 2,751 2,861 2,975 3,094 3,187 3,283 3,349 3,416 3,484 3,554 3,625 3,698 3,772 3,847 3,924 4 2,916 3,033 3,154 3,280 3,378 3,479 3,549 3,620 3,692 3,766 3,841 3,918 3,996 4,076 4,158 5 3,091 3,215 3,344 3,478 3,582 3,689 3,763 3,838 3,915 3,993 4,073 4,154 4,237 4,322 4,408 6 3,276 3,407 3,543 3,685 3,796 3,910 3,988 4,068 4,149 4,232 4,317 4,403 4,491 4,581 4,673 7 3,473 3,612 3,756 3,906 4,023 4,144 4,227 4,312 4,398 4,486 4,576 4,668 4,761 4,856 4,953 8 3,681 3,828 3,981 4,140 4,264 4,392 4,480 4,570 4,661 4,754 4,849 4,946 5,045 5,146 5,249 9 3,902 4,058 4,220 4,389 4,521 4,657 4,750 4,845 4,942 5,041 5,142 5,245 5,350 5,457 5,566 10 4,136 4,301 4,473 4,652 4,792 4,936 5,035 5,136 5,239 5,344 5,451 5,560 5,671 5,784 5,900 11 4,384 4,559 4,741 4,931 5,079 5,231 5,336 5,443 5,552 5,663 5,776 5,892 6,010 6,130 6,253 12 4,647 4,833 5,026 5,227 5,384 5,546 5,657 5,770 5,885 6,003 6,123 6,245 6,370 6,497 6,627 13 4,926 5,123 5,328 5,541 5,707 5,878 5,996 6,116 6,238 6,363 6,490 6,620 6,752 6,887 7,025 14 5,222 5,431 5,648 5,874 6,050 6,232 6,357 6,484 6,614 6,746 6,881 7,019 7,159 7,302 7,448 15 5,535 5,756 5,986 6,225 6,412 6,604 6,736 6,871 7,008 7,148 7,291 7,437 7,586 7,738 7,893 16 5,867 6,102 6,346 6,600 6,798 7,002 7,142 7,285 7,431 7,580 7,732 7,887 8,045 8,206 8,370 17 6,219 6,468 6,727 6,996 7,206 7,422 7,570 7,721 7,875 8,033 8,194 8,358 8,525 8,696 8,870 18 6,592 6,856 7,130 7,415 7,637 7,866 8,023 8,183 8,347 8,514 8,684 8,858 9,035 9,216 9,400 19 6,988 7,268 7,559 7,861 8,097 8,340 8,507 8,677 8,851 9,028 9,209 9,393 9,581 9,773 9,968 20 7,407 7,703 8,011 8,331 8,581 8,838 9,015 9,195 9,379 9,567 9,758 9,953 10,152 10,355 10,562 21 7,851 8,165 8,492 8,832 9,097 9,370 9,557 9,748 9,943 10,142 10,345 10,552 10,763 10,978 11,198 22 8,997 9,357 9,731 10,120 10,424 10,737 10,952 11,171 11,394 11,622 11,854 12,091 12,333 12,580 12,832 SALARY PLAN • CPI: May 2022 – May 2023= 4% • Food up, Energy down • COLA Recommendation for 2023 – 3% • One time $1,000 bonus to each City Employee • $500 distributed April 1 • $500 distributed October 1 GENERAL FUND FINANCIAL IMPACT • NDPERS INCREASE 1% & 1.23% = $ 34,152 additional responsibility incurred before COLA • COLA INCREASE EVERY 1% = $ 36,028 in salary & benefits per every 1% increase in General Fund • TOTAL LONG TERM ADDITIONAL RESPONSIBILITY = $ 142,236 • One time $1,000 bonus to each City Employee • $71,800 one-time expense (includes payroll taxes and retirement contributions) • TOTAL SALARY AND BENEFITS INCREASE = $ 214,036 EMPLOYEE IMPACT • RANGES OF EFFECTIVE RAISE WITH $1,000 BONUS • 3.68% - 5.30% • AVERAGE = 4.57% • NO INCREASE TO RETIREMENT CONTRIBUTION • DIRECTION ON HEALTH INSURANCE TO BE DETERMINED IN MONTHS AHEAD – 5% INCREASE BUDGETED