Personnel Committee

PERSONNEL COMMITTEE AGENDA COMMISSION CHAMBERS 4243 REMEMBRANCE RD. NW. MONDAY, JULY 24, 2023 5:00 PM Call Meeting to Order - Record Attendance 1. Committee Members: Mayor Carey (Chair), Commissioners Thom Burke, Jessica Babcock, and Alternate is Elaina Huizenga-Chase Discussion Items 1. Approval of Minutes from December 19, 2022 2. Social Media & Content Specialist Position Approval 3. Department Specialist - Engineering Position Description Approval 4. Section 140.12 Safety Policy Update 5. Compensation Study Results & Approval Adjournment Page 1 of 15  PERSONNEL COMMITTEE MEETING MINUTES COMMISSION CHAMBERS MONDAY, DECEMBER 19, 2022 5:30 PM Call Meeting to Order - Record Attendance Committee Members: Mayor Carey (Chair), Thom Burke, and Elaina Huizenga- Chase Staff Members: Shannon Bales, Frank Wash, Chief Mankel, Captain Veen, and Captain Heugel Discussion Items Approval of Minutes from October 17, 2022 Motion by Elaina A. Huizenga-Chase, seconded by Thom Burke to approve the meeting minutes from 10-17-2022. Motion Carried. Boards and Committees Compensation Policy Approval Request Motion by Thom Burke, seconded by Elaina A. Huizenga-Chase to approve the Boards and Committees Compensation Policy Request. Motion Carried. Elected Officials Handbook annual review Motion by Elaina A. Huizenga-Chase, seconded by Thom Burke to approve the proposed changes to the Elected Officials Handbook. Motion Carried. Social Media policy update Motion by Elaina A. Huizenga-Chase, seconded by Thom Burke to approve the proposed updates to the Social Media policy. Motion Carried. Section 130.0 Vacation Leave policy update Motion by Elaina A. Huizenga-Chase, seconded by Thom Burke to approve the proposed changes to the Vacation Policy. Motion Carried. Other Business/Updates Personnel Committee Minutes 12-19-22 Page 1 of 2 Page 2 of 15  Additional Staffing Request for Records Technician Position in preparation of a pending retirement. Motion by Thom Burke, seconded by Elaina A. Huizenga-Chase to approve hiring an additional Records Technician in preparation of a pending retirement. Motion Carried. Adjourned at 6:15 PM Personnel Committee Minutes 12-19-22 Page 2 of 2 Page 3 of 15  CITY OF WALKER HUMAN RESOURCES TO: Personnel Committee FROM: Shannon Bales, SHRM-CP, HR Director DATE: July 14, 2023 RE: Social Media & Content Specialist The Communications Manager has recently acquired new duties as a joint effort with the Downtown Development Authority (DDA) to provide much needed business development support. With these additional responsibilities, the City Manager is requesting the addition of a part time position to support the Communications Manager with social media and print media development and administration. The position would have a flexible work schedule of 24 hours per week and report to the Communication Manager. We have created a draft position description for Social Media & Content Specialist which is attached. We are requesting a grade 2 classification placement based on current market comparable data. 2023/2024 Rates Minimum Midpoint Maximum Grade 2 $33,998 / FT annual $39,098 $44,198 $16.35 / hour $18.80 $21.25 Approval is requested from the Personnel Committee for the new position description and grade placement. Any further questions, please feel free to contact me. Page 4 of 15  Social Media & Content Specialist Department: Manager’s Office Classification: Part-Time / Non-Exempt Reports To: Communications Manager Date: March 2023 Position Description Objective This position assists the Communications Manager through creating, coordinating, and distributing timely, effective, pertinent information to the public on behalf of the City Commission, City Managers and departments through multiple forms of media. This position assists with various citywide events and special projects as directed by the Communications Manager. Essential Job Functions An employee in this position is required to perform the following essential functions with or without reasonable accommodation. 1. Utilize and update various social media accounts and platforms. Recommend changes, updates, etc. to ensure that the City is current in its efforts to improve communication with businesses and residents. 2. Update the City website and keep website information current and timely, with assistance from various departments. Coordinate website maintenance in conjunction with the Communications Manager. 3. Oversee the preparation of the City’s newsletters (both printed and electronic) and contribute articles as needed. Assist in the preparation of the City’s newsletters and other various media by writing and editing various informational brochures and information packets for new businesses and residents. 4. Assist the Communications Manager and DDA Business Relations Manager with various social media and printed media development utilizing various graphics software and design mediums. Assist with marketing and promotional strategies, including, but not limited to special events, promotional and marketing materials, strategies, and publications. 5. Assist with special projects and events including marketing, organizing, coordinating, scheduling of such events and activities. 6. Assure compliance with use of the City’s style guide and ADA compliance on web-based platforms. 7. Perform other related duties as required. Minimum Qualifications and Required Knowledge, Skills and Abilities 1. Must possess a minimum of 2 years of related professional experience in a related field or any combination of equivalent education and/or experience. A bachelor’s degree in communications, public relations, or related field preferred. 2. Additional experience in the following areas highly desirable: marketing, economic development, public relations, and/or journalism. Page 1 of 2 Page 5 of 15 Position Description Social Media & Content Specialist 3. Requires a valid State of Michigan driver’s license, satisfactory driving record and the ability to maintain one throughout employment. 4. Strong knowledge of Windows and Microsoft Office Suite Products: Word, Excel, Outlook, PowerPoint, and Publisher required. 5. Must be familiar with and able to use various web-based platforms, including social media sites and website management software. 6. Must be proficient with various graphics or photo imagining, video creation and editing, publishing, and presentation software. 7. Must be energetic, motivated, organized, imaginative, detail oriented and possess excellent time management skills. 8. Excellent oral and written communication skills, ability to perform a wide variety of tasks during busy, sometimes stressful times. 9. Ability to exercise good judgment, initiative and resourcefulness in dealing with the public, members, elected officials, community leaders and co-workers. 10. Ability to exercise a high degree of diplomacy in contentious or confrontational situations. 11. Must demonstrate appropriate customer service competences and behaviors in accordance with department policies and procedures. 12. Ability to concentrate and pay attention to details; also ability to organize, prioritize and work independently and in a busy environment where priorities change as well as schedules. 13. Manual dexterity to work effectively for extended periods. Lifts and carries supplies equipment etc. weighing up to 30 pounds to waist-high-level. Physical Demands and Work Environment The physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the job. An employee in this position spends the majority of their time in-person in an office setting with a controlled climate where they sit and work on a computer for extended periods of time; communicate by telephone, e-mail or in person, and move around the office or travel to other locations to attend meetings and site visits. This position may be eligible for remote work on a limited or situational basis as approved by the Assistant City Manager. Approvals The above is intended to describe the general content of and requirements for other performance of the job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements. This job description has been approved by all levels of management. ________________________________ __________________ City Manager Date Employee signature below constitutes employee’s understanding of the requirements, essential functions and duties of the position. ________________________________ __________________ Employee Date Page 2 of 2 Page 6 of 15  CITY OF WALKER HUMAN RESOURCES TO: Personnel Committee FROM: Shannon Bales, SHRM-CP, HR Director DATE: July 14, 2023 RE: Engineering Department - Department Specialist Position Request was made by City Engineer Conners to create a full-time administrative position that supports the Engineering Department and provides alternative coverage for the Department of Public Works administrative offices. This position was approved in the current fiscal year budget. We have created a draft position description for Department Specialist specific to the Engineering Department and it is included in this packet. The position of Department Specialist already exists in our compensation structure at a Grade 3 classification. 2023/2024 Rates Minimum Midpoint Maximum Grade 3 $37,840 / FT annual $43,516 $49,192 $18.19 / hour $20.92 $23.65 Approval is requested from the Personnel Committee for the new position description. Any further questions, please feel free to contact me. Page 7 of 15  Department Specialist: Engineering Department: Engineering Classification: Full-Time / Non-Exempt Reports To: City Engineer Date: March 2023 Position Description Objective Performs a diverse and wide range of administrative assistance and support services for the city’s Engineering Department. Essential Job Functions An employee in this position is required to perform the following essential functions with or without reasonable accommodation. 1. Provide customer service and receive and address routine and non-routine inquiries and complaints made by citizens, businesses, staff and others (at the counter, on the phone, or by email). Follow up within scope of authority and advise and/or refer to appropriate department or person if outside scope of authority. 2. Complete general and complex office support specific to the department, as well as general duties such as processing mail, scheduling, record keeping, coordinating meetings, taking minutes, ordering and maintaining supplies, processing invoices, updating website materials, and receiving and recording cash payments. 3. Research and compile statistical reports and assist with generating monthly and annual departmental reports as directed by the City Engineer as necessary. 4. Respond to inquiries and act on requests from the general public, vendors, contracted services, other departments, and elected officials as required. 5. Establish and develop electronic and manual files and filing systems. File and maintain such systems. 6. Assist in the Soil Erosion and Stormwater Permit process including receiving applications, sending notices, document retention, and finalizing permit process. 7. Perform various tasks related to the recording of documents, easements, and other related items. This includes recording documents with Kent County, notarizing, and delivering documents to consultants and contractors. 8. Provide administrative support to the Department of Public Works as needed. This can include phone support, coverage during leave, data entry, inventory control projects, and other various administrative support tasks. 9. Perform other related duties as required. Minimum Qualifications and Required Knowledge, Skills, and Abilities 1. High school completion plus a minimum of two years of relevant experience, preferably in municipal government. 2. Notary Public certification or the ability to obtain within one year of employment. 3. Proficient use of Microsoft Office products and Adobe Pro. Some experience with GIS (or related software) or the ability to learn desired. Page 1 of 2 Page 8 of 15 Position Description Department Specialist 4. Requires a valid State of Michigan driver’s license, satisfactory driving record and the ability to maintain one throughout employment. 5. Excellent oral and written communication skills, ability to perform a wide variety of tasks during busy, sometimes stressful times. 6. Ability to exercise good judgment, initiative, and resourcefulness in dealing with the public, elected officials, community leaders, and co-workers. 7. Ability to exercise a high degree of diplomacy in contentious or confrontational situations. 8. Must demonstrate appropriate customer service competences and behaviors in accordance with department policies and procedures. 9. Knowledge of relevant computer programs needed in the day-to-day function of the position. 10. Ability to concentrate and pay attention to details; also, ability to organize, prioritize and work independently and in a busy environment where priorities change as well as schedules. 11. Manual dexterity to work effectively for extended periods. Lifts and carries supplies equipment etc. weighing up to 30 pounds to waist-high-level. Physical Demands and Work Environment The physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the job. An employee in this position spends the majority of their time in-person in an office setting with a controlled climate where they sit and work on a computer for extended periods of time; communicate by telephone, e-mail or in person, and move around the office or travel to other locations to attend meetings and other job-related activities. This position is not eligible for remote work. Approvals The above is intended to describe the general content of and requirements for other performance of the job. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. This job description has been approved by all levels of management. ________________________________ __________________ City Manager Date Employee signature below constitutes employee’s understanding of the requirements, essential functions, and duties of the position. ________________________________ __________________ Employee Date Page 2 of 2 Page 9 of 15  CITY OF WALKER HUMAN RESOURCES TO: Personnel Committee FROM: Shannon Bales, SHRM-CP, HR Director DATE: July 18, 2023 RE: Section 140.12 Safety Policy The Human Resources Department is working on updating policies within the Personnel Manual as time allows. Our goal is to ensure that all oral and written policies and procedures are captured in one place. We are presenting a red-lined draft for updates to Section 140.12 regarding Safety. While there are many new additions to the former policy, all presented updates are current practice. The updates are compiled from internal forms and discussion with respective department regarding current unwritten procedures. Approval is requested from the Personnel Committee of the presented update to Section 140.12 “Safety” of the City of Walker Personnel Manual. Any further questions, please feel free to contact me. Page 10 of 15  SECTION 140.12 SAFETY PURPOSE It is the intent of the City to provide assure a safe and healthy environment for every employee, and visitor, and to comply with fFederal and sState OSHA and MIOSHA regulations. The application and enforcement of this policy is the responsibility of the City Manager. POLICY It is the responsibility of each employee to conduct all work in a safe and efficient manner complying with all local, state, and federal safety and health regulations. Employees will observe the following health and safety rules:  Will not operate equipment or perform work processes without receiving the appropriate training.  Will wear appropriate personal protection equipment (PPE) at all times.  Will attend safety training and instruction as required.  Will never participate in horseplay or other acts that endanger the safety or well-being of themselves or the work team.  Will lift heavy objects using proper lifting techniques to prevent injury. On-the-job accidents and near miss accidents present a serious threat to the physical well being of all employees. Accident prevention calls for constant surveillance not only of the physical work area, but of work habits and procedures as well. Safety hazards mustshall be corrected as soon as possible. Near miss accidents are any potential hazard or incident that has not resulted in personal injury. Unsafe working conditions, unsafe employee work habits, improper use of equipment, or use of malfunctioning equipment have the potential to cause work related injuries. It is everyone’s responsibility to immediately report and/or correct these potential accidents/incidents. Failure to follow safety procedures or engaging in conduct that places any individual or the City at risk may lead to employee disciplinary action, up to and including termination. Each employee should consult with their Department Head concerning department specific safety protocols. Safety Data Sheets (SDS) for any hazardous chemical used in the workplace are maintained by the Fire Department and stored on the citywide drive. Each SDS identifies chemicals and provides other information relating to spill procedures, PPE, and health data. Any SDS is available to all employees upon request. All appropriate employees will be trained in the use of these hazardous chemicals and any questions concerning their use should be directed to the applicable Department Head. PROCEDURES Employees must report any instance of unsafe conditions, deficiencies in equipment, or injuries (no matter how minor) to their direct supervisor. The supervisor should assess the situation and consult with the Department Head on how to proceed with work. It is the Department Head’s responsibility to resolve the safety issue as quickly as possible and report any issues to the affected parties and the City Manager. All employee injuries must be reported to the Human Page 11 of 15 Resources Department. All non-employee injuries must be reported to the Finance Director. Employees and their supervisor must complete the near miss report form after any of these types of accidents/incidents. The form must be returned to the Human Resources Director and Finance Director within 72 hours (or 3 business days) after the accident/incident. The Department Head should determine what steps need to be taken to remedy the situation to ensure another incident does not occur. This can include, but is not limited to, securing the affected area, submitting a work request to Facilities Maintenance, identifying policy adjustment, or conducting training. The plan should be implemented immediately following the incident and the Department Head should follow up in writing to the Human Resources Director and Finance Director indicating action taken to correct any problem areas. On-the-job accidents must be reported to a supervisor or Department Head as soon as possible. Supervisors/Department Heads must follow the Injured Employee Check Sheet and ensure that employees receive care for their injuries as appropriate. All injury report forms and documentation must be submitted to the Human Resources Department within 24 hours (or the next business day) when possible. Any issues that arise due to an on-the-job accident regarding safe working conditions must be immediately remedied by the Department Head. This can include, but is not limited to, securing the affected area, submitting a work request to Facilities Maintenance, identifying policy adjustment, or conducting training. Department Heads should submit written documentation of the remedy to the Human Resources Department as soon as possible following the accident. Departments will hold regular trainings to teach and reinforce safety practices based on their department specific operating procedures. The City will hold general safety trainings as appropriate. The Fire Marshall shall be responsible for the compilation and posting of SDS within the City. A master list of all SDS sheets shall be available on the citywide drive. The MIOSHA “right to know” posting shall be posted on the citywide drive and in various employee notice boards throughout the organization. These locations include the city hall breakroom, DPW breakroom, public safety building breakroom, Fire Station #2 day room, Fire Station #3 apparatus room, WIFC employee mailroom, and library building office. A QR code will also be available to access the SDS sheets. A citywide email will sent when updates to the master SDS list occur. Each Department Head should ensure that all SDS product sheets are submitted to the Fire Marshall in a timely manner. Where appropriate, departments must try to limit hazardous purchases to be brand/item consistent to reduce non-compliance for one-time purchases. The Fire Marshall shall update the master list as soon as possible after receiving SDS product sheets from the Department Head and send out communication to all staff as appropriate. Section Date Original Issued Date Last Revised Approval 140.12 10/15/93 04/01/20235/10/99 Personnel CommitteeCVM Page 12 of 15  CITY OF WALKER HUMAN RESOURCES TO: Personnel Committee FROM: Shannon Bales, SHRM-CP, HR Director DATE: July 14, 2023 RE: Compensation Study This spring the City of Walker contracted with Pontifex Consulting Group to conduct a compensation study on all non-union positions. There were sixty positions included in the study. As a brief refresher, the City approved the current compensation plan in 2007 with the help of the Michigan Municipal League (MML) and grade classifications were established. Each position within the City is given a grade classification based on the essential functions and required knowledge, skills, and abilities of the position. Both a salary range and hourly rate are provided for each grade classification. From time to time these grade classifications are reviewed and comparable wage studies are done to determine if the grade classification is still competitive with the market. Comparable studies are done using salary information from the MML and individual data collection from similar agencies. Occasionally, depending on the position, we use private industry as comparable sources. Additionally, a cost-of-living adjustment (COLA) is added to these wages, when approved by the City Commission, at the start of each fiscal year in July. For our 2023 compensation study, Pontifex Consulting Group used comparable communities, professionally compiled published survey sources, and current position descriptions to perform a full compensation analysis. Some positions were not able to be included in the analysis due to lack of comparable positions. Overall, fifty-four positions were analyzed, and the data is included in the full study. It is the recommendation of Pontifex that the City’s pay ranges increase by 5%. This would increase the minimum rates to align with current market trends and also set a slight advantage above market for the midpoint and maximum rates. There is no budget impact on the City if the pay ranges are increased. Currently all employees are paid above the newly proposed minimum pay range in their grade classification. Pontifex also highlighted a few individual positions that trended above or below the market averages within the analysis. For the positions that were 10% plus or minus the market, a classification study was recommended. We will identify those positions during this fiscal year and bring any classification changes forward for review by the Personnel Committee. Approval is requested to change the non-union compensation ranges to reflect a 5% increase. Please feel free to contact me if you have any questions. Page 13 of 15  2023 Proposed Pay Ranges 2023 Proposed Pay Ranges Comp Study Grade FTE Minimum Midpoint Maximum 2.5% COLA Minimum Midpoint Maximum 5% Market Adj Deputy City Clerk No compensation No compensation 1 PT General Clerk 0.00 $27,198 $31,278 $35,358 $28,558 $32,842 $37,126 PT General Laborer 0.00 $13.08 $15.04 $17.00 $13.73 $15.79 $17.85 Custodian I 0.00 1A Deputy Court Clerk (part time) 0.65 $32,946 $37,882 $42,818 $32,946 $37,882 $42,818 $15.84 $18.21 $20.59 $15.84 $18.21 $20.59 2 Custodian II 0.00 $33,998 $39,098 $44,198 $35,698 $41,053 $46,407 Social Media & Content Specialist 0.00 $16.35 $18.80 $21.25 $17.16 $19.74 $22.31 3 General Laborer (DPW) 3.00 $37,840 $43,516 $49,192 $39,732 $45,692 $51,651 Department Specialist 1.00 $18.19 $20.92 $23.65 $19.10 $21.97 $24.83 Accreditation Assistant (PD) (added 2022) 1.00 Adult League Coordinator 0.80 Membership Specialist 0.60 4 Facilities Maintenance 1.00 $40,678 $46,780 $52,881 $42,712 $49,119 $55,525 Ice & Building Maintenance (WIFC) 1.00 $19.56 $22.49 $25.42 $20.53 $23.61 $26.69 Supplemental Services Manager (WIFC) 1.00 Income Tax Assistant 0.00 Records Technician 2.00 4A Deputy Court Clerk (FT) 3.00 $41,968 $48,282 $54,573 $41,968 $48,282 $54,573 $20.18 $23.21 $26.24 $20.18 $23.21 $26.24 5 Equipment Operator I 7.00 $42,711 $49,119 $55,525 $44,847 $51,575 $58,301 Assessing Specialist 1.00 $20.53 $23.61 $26.69 $21.56 $24.80 $28.03 Building Maintenance Coordinator (WIFC) 0.00 Property Room Custodian (PD) 0.10 Fleet Services Technician Assistant 1.00 6 Administrative Coordinator 3.00 $45,331 $52,131 $58,930 $47,597 $54,737 $61,877 Equipment Operator II 3.00 $21.79 $25.06 $28.33 $22.88 $26.32 $29.75 Sign Shop Technician 1.00 Finance Assistant 1.00 HR Assistant (part-time) 0.60 Income Tax Specialist 2.00 Parks & Rec Supervisor (formally Recreation Programmer) 0.70 Fitness Manager 1.00 Department Specialist / Planning Assistant 1.00 7 Fleet Services Technician 2.00 $48,731 $56,040 $63,350 $51,167 $58,842 $66,517 Firefighter* 6.00 $23.43 $26.94 $30.46 $24.60 $28.29 $31.98 Fire Safety Educator/Inspector 0.00 8 Office Manager 1.00 $51,167 $58,843 $66,517 $53,726 $61,785 $69,843 Payroll / Benefits Specialist 1.00 $24.60 $28.29 $31.98 $25.83 $29.70 $33.58 Code Enforcement Specialist (moved in 2019) 0.00 IT Technician 1.00 Crew Leader (DPW) 1.00 Inspection Coordinator (DPW) (reorg 2021) 0.00 Right of Way Technician 1.00 9 Engineering Programs Coordinator 1.00 $55,005 $63,255 $71,506 $57,755 $66,418 $75,082 Communications Manager 1.00 $26.44 $30.41 $34.38 $27.77 $31.93 $36.10 Deputy Treasurer 1.00 Deputy Income Tax Director 1.00 Fire Prevention Inspector (Approved 2021) 0.00 Page 14 of 15  2023 Proposed Pay Ranges 2023 Proposed Pay Ranges Comp Study Grade FTE Minimum Midpoint Maximum 2.5% COLA Minimum Midpoint Maximum 5% Market Adj 10 Ice Director 1.00 $60,505 $69,581 $78,657 $63,531 $73,060 $82,590 Facility Director (WIFC) 1.00 $29.09 $33.45 $37.82 $30.54 $35.13 $39.71 Zoning Administrator (added 2022) 0.60 Systems Administrator 1.00 Administrative Manager (added 2022) 1.00 Facility Operations Supervisor 1.00 Fleet Services Supervisor 1.00 DPW Supervisor 2.00 Right of Way Supervisor 1.00 11 Ice and Facility Director (WIFC) 0.00 $65,043 $74,799 $84,555 $68,295 $78,539 $88,783 Battalion Chief 0.00 $31.27 $35.96 $40.65 $32.83 $37.76 $42.68 Deputy Assessor (moved July 2019) 1.00 Fire Marshal 1.00 11A Magistrate (part time) 0.50 $69,611 $80,057 $90,503 $69,611 $80,057 $90,503 $33.47 $38.49 $43.51 $33.47 $38.49 $43.51 12 Deputy Fire Chief 1.00 $69,921 $80,410 $90,898 $73,417 $84,430 $95,443 Deputy Director of Public Works (reinstated 2023) 1.00 $33.62 $38.66 $43.70 $35.30 $40.59 $45.89 Assistant City Engineer 1.00 13 Planning Director 1.00 $76,914 $88,451 $99,988 $80,759 $92,873 $104,987 Income Tax Director 1.00 $36.98 $42.52 $48.07 $38.83 $44.65 $50.47 14 Director of Public Works 1.00 $84,605 $97,296 $109,986 $88,835 $102,160 $115,486 City Engineer 1.00 $40.68 $46.78 $52.88 $42.71 $49.12 $55.52 Finance Director / Treasurer 1.00 Assessor 1.00 Community Development Director 0.50 Police Captain 2.00 Human Resources Director 1.00 Information Systems Director 1.00 14A Court Administrator 1.00 $86,509 $99,480 $112,475 $86,509 $99,480 $112,475 $41.59 $47.83 $54.07 $41.59 $47.83 $54.07 15 Assistant City Manager 0.50 $88,835 $102,160 $115,486 $93,277 $107,268 $121,260 Fire Chief 1.00 $42.71 $49.12 $55.52 $44.84 $51.57 $58.30 16 Police Chief 1.00 $95,764 $110,129 $124,494 $100,552 $115,635 $130,718 $46.04 $52.95 $59.85 $48.34 $55.59 $62.85 17 City Manager 1.00 $113,744 $130,806 $147,867 $119,431 $137,347 $155,261 $54.68 $62.89 $71.09 $57.42 $66.03 $74.64 *Firefighters are paid for 2340 hrs annually; salaries utilized in this analysis are calcualated on 2080 hrs to provide consistency in comparison with other classifications. 84.55 Page 15 of 15