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Port 3'" of Seattle 2017 SALARY & BENEFIT RESOLUTION NO. 3727 Effective January 1, 2017 T bl of Cont nts RESOLUTION NO. 3727 Page No. 1. DEFINITIONS ...................................................................................................................4 II. ESTABLISHING JOBS, PAY GRADES, PAY RANGES, AND PAY RATES .......... 6 A. Reporting Requirements for Certain Position .......................................................... 6 1. Public Affairs Senior Director ..................................................................... 6 2. lntemal Audit Director ................................................................................ 6 B. Filling Vacant Positions and Transferring Positions and/or Employees ................. 6 C. Pay Ranges ...............................................................................................................7 D. Job Evaluation System ............................................................................................. 9 E. Pay Practices ............................................................................................................9 1. Compensation Considerations .....................................................................9 2 Payroll ..........................................................................................................9 3 Initial Pay Rates ........................................................................................... 9 4 Overtime ...................................................................................................... 9 5 ICT Standby Pay ......................................................................................... 9 6. Other Pay Adjustments ................................................................................ 9 7. Special Pay Adjustments .............................................................................9 8 Pay for Performance .................................................................................. l0 9. Pay for the Chief Executive Ofcer ........................................................ IO F. Pay Rates and Pay Ranges for Non-evaluated Jobs ............................................... lO 1 High School, College, and Graduate Intern Positions ............................... 10 2 Chief of Police, Fire Chief, Deputy Chief of Police, Asst. Fire Chief ..... 10 3. Veteran Fellows Positions ....................................................................... 10 4. Chief Executive Ofcer ............................................................................. 10 G. Amending Authorized Jobs, Pay Grades. and Pay Ranges .................................... 10 III. BENEFITS PROGRAMS OFFERED TO EMPLOYEES ......................................... 11 A. Mandated Benets ................................................................................................. l 1 B. Additional Benets for Employees ........................................................................ 1 I 1. Paid Leave ................................................................................................. 11 2. Retirement .................................................................................................. 12 3. Health Care ................................................................................................ 12 4. Life and Disability Insurance 12 ..................................................................... 5. Flex Time and Alternative Work Arrangements ....................................... 13 6. Relocation .................................................................................................. 13 C. Authorization to Amend Benet Program ............................................................. 13 D. Benets for the Chief Executive Ofcer ............................................................... 13 IV. BENEFITS OFFERED TO PORT OF SEATTLE RETIREES13 A. Medical Benets for Retirees ................................................................................ 13 B. Medical Benets for Dependents of Retirees ........................................................ 13 C. Retiree Life Insurance ............................................................................................ 14 D. Retiree Parking ...................................................................................................... 14 E. Authorization to Amend Benets Offered to Port of Seattle Retirees .................. 14 ii BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS ................... 14 A. Healthcare .............................................................................................................. 14 B. Life Insurance ........................................................................................................ 15 C. Right to Modify or Terminate Coverage ............................................................... 15 SPECIAL PROGRAMS AND COMMISSION NOTIFICATION ............................. 15 VII. EFFECTIVE DATE......................................................................................................... 16 RESOLUTION NO. 3727 A RESOLUTION of the Port Commission of the Port of Seattle Establishing Jobs, Pay Grades, Pay Ranges, and Pay Practices for Port Employees not represented by a labor union; Authorizing Legally Required Benets, Other Benets for Port Employees not represented by a Labor Union including Retirement, Paid Leave, Healthcare, Life Insurance and Disability Benets, Benets for Port of Seattle Retirees, and Benets for Port of Seattle Commissioners; and Authorizing this Resolution to be Effective on January 1, 2017, and Repealing all Prior Resolutions Dealing with the Same Subject, Including Resolution No. 3712 and Resolution No. 3720. WHEREAS, the Port Commission has authority pursuant to RCW 53.08.170 to create and ll positions, x wages, salaries, and establish other benets of employment including retirement, insurance and similar benets. BE IT RESOLVED by the Port Commission of the Port of Seattle as follows: DEFINITIONS Except as otherwise provided, the following denitions apply to this Resolution: At-will: A designation given to some non-represented jobs or positions at the Port where the employment relationship may be terminated by the Port or employee at any time and for any or no reason. Employees hired as at-will are not subject to the Port's progressive discipline process. Jobs designated as at-will are noted in the Exhibit A of the Salary and Benets Resolution, and will be identied as at-will when a job opening for an at-will position is posted and/0r before an offer of employment is made. Chief Executive Ofcer: An employee who is appointed by the Commission and who is subject to the terms and conditions of this Resolution. However, any terms, conditions, adjustments to pay, pay range or benets for the Chief Executive Ofcer adopted in open session by the Commissioners shall prevail over any relevant conicting or inconsistent terms and conditions in this Resolution. Such agreement shall become effective without an amendment to this Resolution. Commissioner: An individual who is elected and is eligible for benets as provided in the relevant provisions of Section V. This denition includes a Commissioner who may be appointed mid-term due to an unanticipated vacancy. DRS-retired Employee: An employee who is receiving a pension from any retirement plan administered by the State of Washington Department of Retirement Systems (DRS). Refer to the DRS web site or brochures for specic information about any limitations on working after retirement. Emergency Hire Employee: An employee hired without a competitive hiring process whose initial employment is limited to 3 months and whose employment may be extended for no more than two additional months without a competitive hiring process. Employee: An individual who performs personal services for the Port, and receives a paycheck from the Port payroll system with employment taxes withheld. Employees of temporary agencies or independent contractors are not employees. For Cause: A designation given to most non-represented Port of Seattle jobs and positions where the employment relationship can be terminated by the Port for reasons that conform to previously dened standards of unacceptable conduct or performance. Standards are defined in policies included in the Code of Conduct, most specically in HR-18 Standards of Performance and Conduct, Corrective Action and Discipline. Full-Time Employee: An employee who is regularly scheduled to work 80 hours per bi-weekly pay period. Guided Rating Distribution: The guideline for the distribution of employee performance review ratings across the Port. The guided distribution is not a forced ranking or distribution, rather a guideline to support consistent application of the various performance ratings, based on rating denitions, across the Port. Hourly Employee: An employee working in a non-exempt job, one that is eligible for overtime per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum Wage Act (WMWA). Intern: A temporary employee who is hired in accordance with the Intern Program Guidelines, is considered a student per the program guidelines and is performing duties in accordance with the student's course of study. Limited Duration Employee: An employee who is hired for more than 90 days in a job with a planned end date. Non-represented Employee: A salaried or hourly employee not represented by a labor union. On-Call Employee: An employee who does not have a regular work schedule and whose work hours can vary from week to week indenitely. Regular Employee: An employee hired to perform ajob without a specied end date. Part-Time Employee: An employee who is regularly scheduled to work less than 80 hours per bi-weekly pay period. Probationary Employee: A newly hired or rehired employee who has not yet successfully completed the six-month probationary period and is expected to establish a consistent, acceptable level of performance and behavior that is sufcient to retain their employment. Probationary Period: The period of time from the day a newly hired or rehired employee begins work at the Port of Seattle through the end of the sixth month of employment. Salaried Employee: An employee working in an exempt job, one that is not eligible for overtime per the provisions of the Fair Labor Standards Act (FLSA) and the Washington Minimum Wage Act (WMWA). Temporary Assignment: An assignment for a full-time or part-time employee that is generally expected to last no longer than six months. A Temporary Assignment may only be extended one time for a maximum of six additional months with the approval of HR management. Temporary Employee: An employee hired to perform a job with a specied end date. Veteran Fellows: An employee who is hired and receives pay and benets in accordance with the Veteran Fellowship Program. ESTABLISHING JOBS, PAY GRADES, PAY RANGES AND PAY RATES A. Reporting Reguirements for Certain Positions: 1. Public Affairs Senior Director: The Public Affairs Senior Director will report jointly to the Commission President and the Chief Executive Ofcer. The Commission President and the Chief Executive Ofcer will have responsibility for review and joint approval of performance expectations for the Public Affairs Senior Director and Public Affairs Department staff, and will each provide direct input for the Public Affairs Senior Director performance review. Decisions regarding hiring, ring, or re-positioning the Public Affairs Senior Director will receive concurrence from the Commission President and the Chief Executive Ofcer. Public Affairs will have direct accountability to both the Commission and the Chief Executive Ofce and will independently execute judgment on external affairs strategies based on ethical and professional support of overall Port objectives and the Port's role as a public agency. Public Affairs Department staff will report to the Public Affairs Senior Director. 2. Internal Audit Director: The Commission, through the Audit Committee, oversees the internal audit function. The Internal Audit Director, reports to the Audit Committee as provided in the Audit Committee Charter. The Audit Committee is charged with making recommendations to the Commission on the appointment, replacement or dismissal of the Internal Audit Director; provides input to the CFO on performance evaluation; oversees the Internal Audit Director's plans and activities and reviews with the Internal Audit Director the stafng and organizational structure of the internal audit function. The internal Audit Department staff will report to the Internal Audit Director. 3. Commission Chief of Staff: The Commission Chief of Staff is appointed to the Commission pursuant to an Employment Agreement. The Commission Chief of Staff is subject to the terms and conditions of the Resolution. In the event of any conflicting or inconsistent terms and conditions between this Resolution and the Employment Agreement, the Employment Agreement will prevail. 8-WTheChief Executive Ofcer is hereby authorized to: - Recruit and ll authorized positions (except that of Chief Executive Ofcer) up to the full- time-equivalent number of positions authorized; 0 Set salaries within pay ranges established below; 0 Transfer positions and/or employees from one work unit to another and to reorganize functions to promote organizational effectiveness; 0 Approve non-competitive placements in select circumstances; 0 Establish additional positions, provided that funding is available in the Commission approved budget; and, 0 Establish an additional position on a temporary basis when an employee has given notice of termination or retirement in order to provide overlap and effective business continuity. C. W:All non-represented jobs shall be evaluated and assigned to a pay grade according to their relative skill requirements, responsibilities, and other factors as explained in Section H.C. Each job will have a pay range that corresponds to its pay grade. The following 2017 Pay Grades and Pay Ranges for non-represented jobs at the Port of Seattle are hereby established: GRADED PAY RANGE STRUCTURE 2.5% Range Adjustment Effective January 1, 2017 Hourly Hourly Hourly Annual Annual Annual Grade Minimum Maximum Minimum Maximum Midgolnt Midgoint 45 $107.74 $134.68 $161.62 $224,109 $280,136 $336,163 44 $101.65 $127.06 $152.47 $211,424 $264,279 $317,135 43 $95.89 $119.87 $143.84 $199,456 $249,320 $299,184 42 $90.46 $113.08 $135.70 $188,166 $235,208 $282,249 41 $85.78 $107.23 $128.68 $178,430 $223,037 $267,644 40 $81.28 $101.60 $121.92 $169,068 $211,335 $253,601 39 $77.02 $96.27 $115.53 $160,195 $200,244 $240,293 38 $72.94 $91.17 $109.41 $151,714 $189,642 $227,571 37 $69.04 $86.30 $103.56 $143,608 $179,510 $215,412 36 $65.39 $81.74 $98.08 $136,008 $170,010 $204,011 35 $61.85 $77.31 $92.78 $128,651 $160,814 $192,977 34 $58.50 $73.12 $87.74 $121,671 $152,088 $182,506 33 $55.32 $69.15 $82.98 $115,066 $143,832 $172,599 32 $52.27 $65.34 $78.40 $108,721 $135,902 $163,082 31 $49.40 $61.75 $74.10 $102,752 $128,440 $154,128 30 $46.62 $58.28 $69.94 $96,978 $121,223 $145,467 29 $44.01 $55.01 $66.01 $91,531 $114,414 $137,296 28 $41.51 $51.89 $62.27 $86,344 $107,930 $129,517 27 $39.13 $48.91 $58.69 $81,386 $101,732 $122,079 26 $36.87 $46.09 $55.30 $76,689 $95,861 $115,033 25 $34.71 $43.39 $52.07 $72,204 $90,255 $108,306 24 $32.65 $40.81 $48.98 $67,914 $84,893 $101,871 23 $30.69 $38.36 $46.04 $63,836 $79,795 $95,754 22 $28.83 $36.04 $43.25 $59,972 $74,964 $89,957 21 $27.03 $33.79 $40.54 $56,220 $70,275 $84,330 20 $25.85 $32.32 $38.78 $53,774 $67,217 $80,661 19 $24.74 $30.92 $37.11 $51,457 $64,322 $77,186 18 $23.68 $29.60 $35.52 $49,256 $61,570 $73,884 17 $22.69 $28.37 $34.04 $47,201 $59,001 $70,801 16 $21.73 $27.16 $32.59 $45,195 $56,494 $67,793 15 $20.77 $25.96 $31.16 $43,205 $54,006 $64,807 14 $19.92 $24.90 $29.88 $41,427 $51,784 $62,141 13 $19.12 $23.90 $28.68 $39,763 $49,704 $59,645 12 $18.31 $22.89 $27.46 $38,084 $47,605 $57,126 11 $17.57 $21.97 $26.36 $36,551 $45,688 $54,826 10 $16.84 $21.05 $25.26 $35,034 $43,792 $52,551 9 $16.17 $20.21 $24.25 $33,631 $42,038 $50,446 8 $15.53 $19.41 $23.29 $32,293 $40,367 $48,440 7 $14.91 $18.64 $22.37 $31,021 $38,777 $46,532 6 $14.28 $17.85 $21.42 $29,700 $37,126 $44,551 5 $13.73 $17.16 $20.60 $28,559 $35,699 $42,838 4 $13.21 $16.52 $19.82 $27,482 $34,353 $41,223 3 $12.71 $15.89 $19.07 $26,438 $33,048 $39,658 D.W3It is the policy of the Commission to pay Port employees based on the Port's Total Rewards Philosophy. It is also the policy of the Commission to establish a job evaluation system that evaluates compensation characteristics based on skill level, responsibility, effort required and working conditions, among other characteristics, of each job. The job evaluation system shall evaluate jobs on an on-going basis and be administered by Human Resources management under the direction of the Chief Executive Officer. The results of the job evaluation system shall be considered in determining the appropriate pay grade for each job as well as the appropriate exempt or non-exempt status of each job according to the criteria of the Federal Fair Labor Standards Act (FLSA). The Senior Director, Human Resources, under the supervision of the Chief Executive Ofcer, shall have the nal approval authority for all job evaluation outcomes and title changes except for that of the Chief Executive Ofcer. This authority shall include re-evaluation of existing jobs and establishment and evaluation of new jobs. E- Wires: 1. Compensation Considerations: An employee's work schedule shall consist of their normal daily and weekly work schedule during a two-week pay period. A full-time employee's work schedule is 80 hours each bi-weekly pay period. Full-time employees work between 8 and 10 hours each day and salaried, exempt, employees are expected to work the hours necessary to complete assigned work. 2. Payroll: Employees shall be paid bi-weekly, typically on Friday. The Port's payroll week shall begin Sunday at 12:01 am. and end Saturday at midnight. Employees are required to complete a Direct Deposit Authorization Form upon hire and to keep such information current so that electronic paycheck deposits can be made automatically to the employee's designated nancial institution. The Port shall have the right and obligation per RCW 49.48.200 to recover any amounts paid in error. 3. Initial Pay Rates: Pay rates shall normally be based on skill, knowledge and experience and set between the minimum and midpoint of the pay range for employees hired or otherwise moving into a non-represented job. Under special conditions and with appropriate documentation, Human Resources management may authorize pay above the midpoint of the pay range for employees possessing exceptional qualications or experience, or for internal/extemal equity reasons. 4. Overtime: Full-time and part-time hourly employees, those whose jobs are classied as non-exempt, shall receive overtime compensation in accordance with prevailing State and Federal laws. 5. ICT Stand-by Pay: Hourly, non-exempt, ICT Employees who are required to be available during non-work hours to respond to issues or solve problems will be eligible for ICT Stand-by Pay as specified in Port Policy HR-21 Pay Administration. 6. Other Pay Adjustments: Other pay adjustments including, but not limited to, Promotional Increases, Completion of Probation Increases, Six-Month Increases, and Temporary Assignment Adjustments shall be administered consistent with Port Policy HR-21 Pay Administration. 7. Special Pay Adjustments: The Chief Executive Ofcer, or Human Resources management under the supervision of the Chief Executive Ofcer, may approve special pay adjustments for reasons deemed appropriate. Special adjustments provide exibility in ensuring appropriate compensation in unusual situations and circumstances that are not otherwise addressed by Port pay administration policies or procedures. 8. Pay for Performance: The Pay for Performance program shall be administered in accordance with Port Policy HR-2l Pay Administration. The Pay for Performance Program is comprised of the two components, a Base Pay Increase component and an Incentive Pay Plan component. The Incentive Pay Plan will be addressed in a separate resolution. a. Base Pay Component: Permits eligible non-represented employees to earn increases to their base pay that are based on performance ratings earned during the previous performance review period. The amount of the base pay increases shall be approved by Commission as part of the Port budget process and administered according to a plan approved by the Chief Executive Ofcer and implemented by Human Resources Management. 1) Consistent with the General Delegation of Authority, the Commission shall provide input to the CEO regarding performance of those employees that report directly to the CEO for the CEO's benet in rating the performance of the CEO's direct reports. Such input shall be provided in executive session no later than the last Commission meeting in January. 9. Pay for the Chief Executive Ofcer: Pay and performance evaluation for the Chief Executive Ofcer shall be approved by the Commission in public session. The Commission shall have discretion in determining pay of the Chief Executive Ofcer. F.W:PayRates.pay ranges, and a provision for a special allowance have been developed for non-evaluated positions: 1. High School, College, and Graduate Intern Positions: Pay Rates and employment conditions for students employed under provisions of the Port of Seattle Intern Program shall be determined by Human Resources staff based upon state or local minimum wage regulations. 2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief: These jobs are not evaluated, and ranges are established based on local market rates for similar work to facilitate appropriate pay administration for employees in these jobs. Veteran Fellows Positions: Veteran Fellowship jobs are not evaluated, and ranges are established to facilitate appropriate pay administration based on the work performed and in accordance with the Veteran Fellowship Program guidelines. Chief Executive Ofcer: This job is not evaluated and no pay range is established. The CEO's pay is established by the Port Commission. G.AWWWIPayRangesmaybeamendedby ordinary motion approved by the Commission at any regular or special meeting when the changes are the result of provisions contained in this Resolution. Exhibit A may be amended by Human Resources management when the changes are the result of provisions contained in this Resolution (e.g., on-going job evaluations). III. BENEFITS PROGRAMS OFFERED TO EMPLOYEES The Port Commission supports the Port providing a competitive benets package for employees and their families that will assist the Port in retaining and attracting employees with the skills and abilities essential to carry out the Port's work. As such, the Commission authorizes the following benets programs: A.W:The Port will make benets required by federal, state or local laws available to employees and ensure they are administered consistent with the governing laws. These benets include, but are not limited to: Social Security (FICA) Insurance Industrial Insurance/Workers Compensation Coverage Unemployment Compensation Military Leave (based on both Federal and State requirements) Faith and Conscience Days Pregnancy Disability Leave Family and Medical Leave Act (FMLA) of 1993 The Family Care Act (FCA) of 2002 B. Aggigngl Benets f9: Emplgyggs: The following benets shall be administered consistent with eligibility requirements and other details included in Port Policy HR-S Leave or Port Policy FIR-31 Employee Benets for Non-Represented Employees as applicable. 1. Paid Leave: The following paid leave plans shall be administered consistent with Port Policy HRS - Leave and the Addendum to Port Policy HR-S - Leave. a. Paid Time Off (PTO): Paid time away from work for vacation or personal reasons. Employees are encouraged to take at least two weeks of PTO each year. b. Extended Illness 1E1) Leave: Paid time away from work in the event of illness, injury or other specied reasons. C. Holidays: The Port shall observe the following 10 holidays. New Year's Holiday Martin Luther King, Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Native American Heritage Day (the day after Thanksgiving) Port Designated Floater (in lieu of Veterans Day) Christmas Day Bereavement Leave: Time off to attend or make arrangements for funeral services of a close family member. e. Supplemental Militm Leave: Additional partially paid military leave in response to an involuntary deployment resulting from Presidential recall or a declared State of Emergency. f. Civic Duty Leave: Paid time away from work to serve on jury duty, or in limited circumstances appear in court as a subpoenaed witness. g. Awarded Time: Paid time granted to salaried employees to recognize extra work hours necessary to meet critical deadlines, assure coverage, or otherwise accomplish Port objectives. h. Shared Leave: Accrued leave donated by one employee to another to prevent the receiving employee from taking leave without pay due to a serious health condition. i. Parental Leave: Paid time away from work following the birth, adoption, or placement for foster care of a new child. Retirement: Pension benets that provide vested employees with post-retirement income. 21. Employees (other than DRS-retired employees receiving a pension from any State of Washington DRS pension plan) will become members of the Washington Public Employees' Retirement System (PERS) or Law Enforcement Ofcers and Fire Fighters Retirement System (LEOFF) based on their job responsibilities. Retirement benets will be administered consistent with applicable Washington State laws, and supplemental information contained in Port Policy HR-3l Employee Benets for Non-Represented Employees. 1) Employees hired in otherwise eligible positions under RCW 41.40, who are excluded from membership in PERS because of non-citizen, nonresident status, may be provided from date of employment with an individual pension or annuity arrangement which will provide benets similar to those provided under PERS, Plan Two. The Port Auditor is authorized to execute any and all documents and to take any and all action necessary to implement such an arrangement. . Health Care: Medical and dental coverage offered to eligible employees consistent with Patient Protection and Affordable Care Act (ACA) requirements and as specied in Port Policy HR-31 Employee Benets for Non-Represented Employees. a. The Port shall maintain at least two medical plan options. b. Employees will have the ability to enroll their eligible dependents in the same medical and dental plans the employee elects. c. Employees may be required to pay all or a portion of their medical and dental premiums by payroll deduction. d. The Port retains the right to modify or terminate healthcare benets. 4. Life and Disability Insurance: Benets to protect against unexpected loss. a. Life Insurance: Benets paid to beneciaries in the event of death. The Port will provide basic life insurance for employees and limited life insurance for employees' dependents. Employees will have the ability to purchase additional life insurance for themselves and/or their dependents. b. Accidental Death and Dismemberment (AD&D): Benets paid to employees in the event they lose a limb or to their beneciaries in the event of accidental death. Employees will have the ability to purchase additional AD&D insurance for themselves and/or their dependents. c. Long-Tenn Disability: Partial income continuation benets paid to employees unable to work for extended periods of time. 5. Flex Time and Alternative Work Arrangements: Work schedules that include varied start and stop times, ex time, as well as longer work weeks combined with a non-work day each week or pay period, compressed work week arrangements. Telecommuting or telework schedules are another form of alternative work arrangement. 6. Relocation: Reimbursement, as specied in Port policy HR-24 Relocation, to newly hired salaried employees for pre-approved moving expenses related to their relocation to the Seattle area as a result of accepting a job with the Port of Seattle. C.Wm:TheChief Executive Ofcer is authorized to amend benets as necessary to comply with any changes in statutory requirements. All policies are subject to approval by the Chief Executive Ofcer. The Port retains the right to modify or terminate any benets and/or modify the cost charged to employees or dependents for benets coverage at any time for any reason. D. Benete fo: the hief EMQHEI'XQ Qtfieer: The Chief Executive Ofcer will be offered the same benets package other eligible employees are offered as provided in Sections III.A. and III.B. The Port Commission may also authorize different or additional benets for the Chief Executive Ofcer. IV. BENEFITS OFFERED TO PORT OF SEATTLE RETIREES In addition to pension benets offered to Port of Seattle retirees, the Port Commission authorizes the following benets and conditions for qualied retirees. A. Wedges: Qualied Port of Seattle retirees will be offered the opportunity to obtain medical coverage through the Port of Seattle as specied below. 1. Eligibility Reguirements for Retiree Medical Benets: A retiree is eligible for retiree medical benets subject to insurance contract provisions and upon payment of 100% of the associated premiums if the following requirements are satised: a. Has at least ve (5) consecutive years of credited service in a non-represented position with the Port of Seattle immediately preceding retirement and is eligible to begin receiving a pension, based in part upon Port of Seattle employment, within one month following departure from the Port. b. Completes and submits an enrollment form, if any, for the desired retiree benet plan within 31 days of his/her retirement date. c. Retirees who are 65 years of age or more must have coverage under Medicare Parts A and B to be eligible for enrollment in a retiree healthcare plan. B. Meeeel Benetrte fer Qenengeme 0t Retirees: Dependents of retirees are eligible for enrollment in a retiree medical plan, subject to insurance contract provisions, if the retiree and dependent(s) enroll on a timely basis. Spouse and domestic partners covered by retirees as dependents are eligible to continue coverage should they survive the retiree. C. Bgtirgg Lite Insurgngg: Retirees are eligible for enrollment in the retiree life insurance plan if the eligibility requirements listed in Section IV.A.l are satised. D. Mg:Retirees are eligible for free vacation parking at the north employee parking lot at Sea-Tao airport. A valid retiree identication badge is required to access the north employee parking lot and can be obtained from the front desk at Pier 69. hoi. i0 0 oPot f l ir s: The Port is authorized to amend the benets in this section as necessary to comply with any changes in statutory regulations, to require retirees to contribute all or a portion of the premium, and to amend or terminate governing contracts at any time for any reason. V. BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS Benets contained in this section are available to Port Commissioners. A. mam: Port Commissioners shall have the same healthcare, medical and dental. benefits choices offered to Port employees. 1. Medical Benets for Commissioners: Port Commissioners are eligible to elect medical coverage effective on the rst of the month following one calendar month as a Port Commissioner. They shall be eligible for healthcare coverage in such amounts and in such manner as the Port has established with organizations selected to provide or administer such benets. Commissioners who elect Port sponsored medical coverage must elect coverage via approved methods. a. Medical Benets for Commissioner's Dependents: Port Commissioners are eligible to elect medical benets for their dependents on the rst of the month following one calendar month as a Port Commissioner. Coverage for dependents shall be provided by the same medical plan which the Commissioner has chosen. b.Medical Benets for Commissioners Eligible for Retiree Medical: A Port of Seattle Commissioner is eligible for retiree medical benefits subject to insurance contract provisions and upon payment of 100% of the associated premiums if the Commissioner has at least ve (5) consecutive years of service with the Port of Seattle immediately preceding the end of their last term as a Port Commissioner, and an employment history as an elected Port of Seattle Commissioner equivalent to that which would be necessary to retire under one of the State of Washington PERS plans within one month following departure from the Commission. The Commissioner must also satisfy the eligibility requirements in Sections IV.A.1.b and IV .A.l.c. Additionally, spouses or domestic partners of Commissioners who are eligible for retiree medical coverage are eligible to remain enrolled in coverage should they survive the eligible Commissioner. 2. Dental Benets for Commissioners: a. Coverage for Commissioners: Port Commissioners who so elect coverage shall receive these benets effective the rst of the month following one calendar month as a Port Commissioner. Dental coverage will be provided in such amounts and in such manner as the Port has established with organizations providing or administering such benets. The eligibility and other conditions of coverage are established with the organization selected by the Port to provide such benets. b. Coverage for Commissioner's Dependents: Port Commissioners are eligible to elect dental benets for their dependents on the rst of the month following one calendar month as a Port Commissioner. Coverage for dependents shall be provided by the same dental plan which the Commissioner has chosen. 3. Healthcare Premiums: Commissioners will be responsible for paying a share of their healthcare premiums by payroll deduction in the same manner as non-represented employees. Commissioners are responsible for notifying the Port by an approved enrollment method of their coverage elections and eligible dependents. Any additional healthcare costs associated with a lack of notication shall be the Commissioner's responsibility. B. Mm: Commissioners shall be eligible to elect life insurance coverage as specied below. 1. For Commissioners: Port Commissioners who so elect shall have coverage under a $50,000 basic life insurance policy and/or $100,000 business travel accident insurance policy on a self-paid basis on the rst of the month following one calendar month as a Port Commissioner subject to provisions of contracts with organizations selected by the Port to provide such benets. For purposes of optional, self-paid basic life insurance and business travel accident insurance benets, Port Commissioners are included in the denition of eligible employee. a. For Commissioners eligible for retiree life insurance: A Commissioner is eligible for enrollment in the retiree life insurance plan if the eligibility requirements listed in Section IV.A.1.b. are satised and the Commissioner elected and was covered by the $50,000 basic life insurance policy immediately prior to the expiration of their term as a Port Commissioner. C.W:ThePort retains the right to modify or terminate benets and/or to modify the cost charged to Commissioners or dependents for such coverage. VI. SPECIAL PROGRAMS AND COMMISSION NOTIFICATION The Chief Executive Ofcer is authorized to establish and implement Voluntary Separation, Furlough, or other similar programs deemed necessary to benet the nancial health ofthe Port and amend benets provided for in the Salary and Benefit Resolution as necessary to execute the provisions of these programs. The Commission shall be notied of any amendments to benets prior to implementation of any special programs not currently provided for in the Salary and Benet Resolution. The Commission shall be notied of any material changes in the administrative details of the programs authorized by this Resolution before changes are implemented. VII. EFFECTIVE DATE THIS RESOLUTION shall be effective January 1, 2017 through December 31, 2017. The Chief Executive Ofcer is authorized to take necessary action to make all terms, provisions, and conditions contained herein effective as of January 1, 2017. Notwithstanding the foregoing, the Port reserves the right to amend or terminate any Employee welfare benet plan and/or pay practice. The intent of this resolution is to administer pay and benets in accordance with State and Federal law. Should any part of this resolution require a change to pay or benefit administration practices by reason of any existing or subsequently enacted legislation such change(s) will be incorporated without the need to amend this Resolution. BE IT FURTHER RESOLVED that all prior resolutions dealing with these subject matters, including but not limited to Resolution No. 3712, as amended by Resolution No. 3720, are hereby repealed. This resolution shall be labeled and codied as appropriate together with other resolutions and Policy Directives and shall be made readily available for use by Port staff and members of the public as a governance document of the Port of Seattle. ADOPTED by the Port Commission of the Port of Seattle this&day ofM and duly authenticated in open session by the signatures of the Commissioners voting in favor thereof and the seal of the Commission. J01"? CHE-IVE???" CCURT'Z'EE'.' 733"" " "'3 FREE) FELLFMM' Port Commission Revised March 8, 2017 EXHIBIT A TO RESOLUTION NO. 3727 SCHEDULE OF AUTHORIZED NON-REPRESENTED JOBS SALARY RANGES EFFECTIVE JANUARY 1, 2017 Annual Base Salary Range (Hourly equivalent in parentheses)1 Grade Minimum Midpoint Maximum 42 $188,166.00 ($90.46) $235,208.00 ($113.08) $282,249.00 ($135.70) *Chief Operating Officer *Managing Director, Aviation 41 $178,430.00 ($85.78) $223,037.00 ($107.23) $267,644.00 ($128.68) *Managing Director, Economic Development Chief Financial & Administrative Officer 40 $169,068.00 ($81.28) $211,335.00 ($101.60) $253,601.00 ($121.92) *Managing Director, Maritime Senior Director, Capital Development General Counsel/Chief Compliance Officer 38 $151,714.00 ($72.94) $189,642.00 ($91.17) $227,571.00 ($109.41) *Senior Director, Environment & Sustainability *Senior Director, Public Affairs *Senior Director, Human Resources *Senior Director, Strategic Initiatives 37 $143,608.00 ($69.04) $179,510.00 ($86.30) $215,412.00 ($103.56) *Senior Director, Labor Relations Chief Information Officer 36 $136,008.00 ($65.39) $170,010.00 ($81.74) $204,011.00 ($98.08) Director, Airport Operations Director, Aviation Project Management Group Director, Aviation Facilities & Capital Programs 35 $128,651.00 ($61.85) $160,814.00 ($77.31) $192,977.00 ($92.78) Assistant ICT Director - Infrastructure Services Director, Aviation Business Development Assistant ICT Director-Tech Delivery Director, Central Procurement Office Chief Engineer/Director Engineering Services Director, Real Estate & Economic Development Deputy General Counsel Director, Seaport Project Management Group Director, Accounting & Financial Reporting Senior Capital Program Leader 34 $121,671.00 ($58.50) $152,088.00 ($73.12) $182,506.00 ($87.74) *Chief of Staff, Commission Services Director, Cruise & Maritime Operations Director Human Resources - Organization and Talent Development Director, Real Estate Asset Management Director Human Resources -Total Rewards Director, Seaport Planning & Environmental Services Director, Aviation Finance & Budget Director, Social Responsibility Director, Aviation Maintenance Senior Manager, Aviation Facilities & Infrastructure Director, Aviation Planning & Environmental Services Senior Port Counsel 33 $115,066.00 ($55.32) $143,832.00 ($69.15) $172,599.00 ($82.98) *Executive Chief of Staff Director, Human Resources - Employee Health & Safety AFR Asst. Director, Financial Reporting Revenue Services Director, HR Talent Acquisition & Business Partner AFR Asst. Director, General Accounting/Business Technology Director, Internal Audit Assistant Engineering Director-Construction Director, Marine Maintenance Assistant Engineering Director-Design Director, Port Construction Services Capital Program Leader Director, Public Affairs Communications Chief Aviation Technologist Director, Tourism Development Director, Business Intelligence Senior Manager, Airport Dining & Retail Director, Community Engagement Senior Manager, Airport Operations Director, Fishing & Commercial Operations Senior Manager, Information Security Director, Government Relations 32 $108,721.00 ($52.27) $135,902.00 ($65.34) $163,082.00 ($78.40) Aviation Capital Project Liaison Manager, Aviation Properties Director, Corporate Finance Manager, ICT Project Management Director, Public Affairs Capital Project Delivery Senior Manager, Emergency Preparedness Director, Seaport Finance & Budget Senior Manager, Employee Relations GIS Architect Senior Manager, Purchasing 1 Hourly rates are rounded. To calculate the actual hourly rate divide the annualized rate by 2080. * At-Will Employee Grade Minimum Midpoint Maximum 31 $102,752.00 ($49.40) $128,440.00 ($61.75) $154,128.00 ($74.10) Airport Facilities & Infrastructure Systems Manager Senior Manager, Aviation Maintenance Assets & Logistics Assistant Finance Director - Budget Senior Manager, Aviation Maintenance Custodial Services Aviation Planning Program Manager Senior Manager, Aviation Security Capital Project Manager V Senior Manager, Civil Structural Design Services Development QA Manager / Sr. Software Architect Senior Manager, Construction Contracting Enterprise GIS Manager Senior Manager, Disbursements Manager, Internal Audit Senior Manager, Environmental Programs Manager, Security & Public Safety Technology Senior Manager, Risk Management Manager, Strategic Communications Senior Manager, Service Agreements Senior Controls Manager-Aviation Project Management Group Small Business Development Dir Senior Labor Relations Manager Talent Acquisition Manager Senior Manager, Airport Building & Facilities Services Talent Development and Diversity Manager Senior Manager, Aviation Maintenance Treasury Manager 30 $96,978.00 ($46.62) $121,223.00 ($58.28) $145,467.00 ($69.94) AFR Manager Financial Systems & Lean Initiatives Manager, Air Cargo Operations and Development Airport Public Affairs Manager Manager, Air Services Development AV Maintenance Manager, Capital Project Liaison Manager, Aviation Business Development & Analysis Benefits Manager Manager, Aviation Finance & Budget Capital Project Manager IV Manager, Environmental Programs Compensation Manager Manager, HR Information System Construction Manager Manager, Regional Transportation Cruise Services/Emergency Preparedness Manager Manager, Survey & Mapping Services Data Scientist Manager, Windows Server Engineering Database Engineering Manager Marine Maintenance Senior Program Manager Director, Recreational Boating Mechanical / Electrical Manager Engineering Quality Manager Network Engineering Manager ERP Manager Organizational Development Manager Federal Government Relations Manager Regional Government Affairs Manager Government Relations Manager - State Senior Manager, AFR Revenue Services ICT Business Case Manager Senior Manager, Marine Maintenance ICT Contract Vendor & IP Manager Senior Systems Architect ICT Senior Project Manager Server Engineering Manager International Tourism Development Manager Systems Engineering Manager Labor Relations Manager Technology Economist 29 $91,531.00 ($44.01) $114,414.00 ($55.01) $137,296.00 ($66.01) Aviation Program Controls Manager Manager, Aviation Maintenance Logistics Aviation Training & Development Manager Manager, Aviation Noise Programs Business Intelligence Program Manager - Analytics Manager, Construction Safety Management Business Intelligence Program Manager - Research Manager, ICT Client Services & Support Business Technology Consultant Manager, International Operations ERP Developer/Programmer Manager, Maritime Operations Financial Controls & Reporting Manager Manager, Seaport PMG Program Controls GIS Software Engineer OSR Workforce Development Program Manager ICT Operations & Services Manager Principal Engineer Lead Software Developer Real Estate Development Manager Manager, Airline Scheduling Systems Resident Engineer 3 Manager, Airline Systems & Services Senior Environmental Program Manager Manager, Airport Communications Center Senior Real Estate Manager Manager, Airport Landside Operations Small Business Program & Policy Manager Manager, Airport Operations Sr Mgr, Marine Maintenance Business Operations & Systems Manager, Airport Operations & Passenger Experience Sr Mgr, Marine Maintenance Compliance & Fleet Manager, Airport Parking Revenue Sr Mgr, Marine Maintenance Logistics & Financial Services Manager, Airport Wildlife Sr Mgr, PCS Construction Operations Manager, Aviation Maintenance Strategic Planning Program Manager Manager, Aviation Maintenance Business Systems Utility Business Manager Grade Minimum Midpoint Maximum 28 $86,344.00 ($41.51) $107,930.00 ($51.89) $129,517.00 ($62.27) Accounting Manager Manager, Corporate Facilities Airport Operations Development Manager Manager, Harbor Business and Operations Aviation Community Relations Manager Manager, Seaport Finance & Budget Aviation Property Manager 3 Payroll Manager Capital Project Manager III PCS Lead Construction Manager Commission Issues & Policy Manager PCS Lead RMM Construction Manager Contract Administration Manager Police/Fire Communications Mgr./Technical Liaison Cost Estimating Manager Principal Business Intelligence Analyst CPO Planning & Analysis Manager Purchasing Manager Environmental Program Manager Resident Engineer 2 Human Resources Business Partner Seaport Environmental Finance Manager ICT Financial Services Manager Senior Aviation Infrastructure Engineer ICT Project Manager Senior Business Manager, Airport Dining & Retail Manager, Airport Facility Services Senior Design Engineer Manager, Airport Security Access Senior Infrastructure Systems Engineer - Conservation Manager, Construction Planning & Coordination Senior Organizational Development Consultant 27 $81,386.00 ($39.13) $101,732.00 ($48.91) $122,079.00 ($58.69) Air Cargo Operations Manager Passenger Experience Project Manager Airline and Passenger Systems Manager Process Improvement Program Manager Airport Duty Manager Real Estate Manager Airport Media Officer Seaport Security Program Manager Aviation PMG Cost Estimator Seaport Senior Cost Engineer / Analyst Aviation Project Planner Seaport/Real Estate Media Officer Aviation Property Manager 2 Senior AFR Business Technology Analyst Aviation Senior Cost Engineer / Scheduler Senior Business Analyst - ICT AVM CIP & Expense Project Liaison Senior CLG Program Manager Business Intelligence Analyst III Senior Database Engineer Business Manager, Airport Dining & Retail Senior HR Business Technology Analyst Capital Project Estimator Senior Internal Auditor Construction Management Cost Estimator Senior Linux Server Engineer Engineering Facility & Financial Manager Senior Network Engineer ERP Administrator Senior Public Affairs Program Manager Facilities Maintenance Manager, Cruise & Industrial Properties Senior Systems Engineer Health & Safety Management Lead Senior Windows Server Engineer ICT Quality Assurance Manager Software Developer Manager, Airport Customer Service Survey Crew Manager Manager, Lease Administration & Utility Management Total Rewards Consultant Manager, PCS Controls & Support Services Utility Program Manager Mapping Manager Workers Compensation Manager Grade Minimum Midpoint Maximum 26 $76,689.00 ($36.87) $95,861.00 ($46.09) $115,033.00 ($55.30) Accounts Receivable Manager Manager, ICT Administration AFR Records & Administration Manager Manager, Public Affairs Events & Engagement Airfield / Airspace Planner Marine Maintenance Asset Manager Airport Dining & Retail Project & Facilities Manager Marine Maintenance Project Manager Assistant Storm Water Project Manager Maritime Operations Superintendent Audio Visual Services Manager Organizational Development Consultant Aviation Infrastructure System Engineer Public Affairs Program Manager Aviation Maintenance Asset Manager Resident Engineer 1 Aviation Maintenance Assistant Fleet Manager Risk Claims Manager Aviation Training & Development Asst. Manager Risk Management Specialist Billing Manager Senior Business Development Analyst - Aviation Capital Project Manager II Senior Buyer Communications Project Manager-Public Affairs Senior Contract Administrator - Construction Construction Coordination Supervisor Senior Planner, Aviation Construction Safety Manager Senior Planner, Seaport Database Engineer Senior Port Budget Analyst Employee Relations Consultant Social Media Program Manager Environmental Management Specialist 2 Supervisor, Corporate Financial Analysis Erosion Control / Storm Water Engineer Systems Engineer Financial Analyst III - Aviation Talent Acquisition Consultant Financial Analyst III - Seaport Tax Analyst Information Security Engineer / Analyst Telecommunications Infrastructure Engineer Intl Business Protocol Liaison Visual Communications Program Manager Learning / Development Consultant Workplace Responsibility Manager Manager, Credentialing Center 25 $72,204.00 ($34.71) $90,255.00 ($43.39) $108,306.00 ($52.07) Accounts Payable Supervisor ICT Desktop SCCM Administrator AFR Business Technology Analyst Internal Auditor Airline Scheduling Systems Specialist International Operations Supervisor Airport Dining & Retail Program Manager Landside Supervisor Airport Parking Marketing Manager Lead Desktop Support Engineer Assistant Manager, AVM Distribution Center Learning / Development Specialist Assistant Resident Engineer Marine Maintenance Budget & Financial Reporting Analyst AV F&I Architecture Specialist Marketing Rep - Maritime Aviation Conference Center Business & Marketing Manager Network Engineer Aviation Conference Center Sales & Operations Manager OSR Small and Disadvantaged Business Coordinator Aviation Lease Administration Manager P-Card Administrator Aviation Maintenance Planner/Coordinator Supervisor PCS Resident Construction Manager Aviation Maintenance Sr. Business Systems Analyst PCS Resident RMM Construction Manager Aviation Senior Internal Controls Analyst PCS RMM Construction Manager Baggage Systems Specialist Project Management System Analyst Building Inspector / Plan Examiner Public Disclosure Manager Business Intelligence Analyst II Real Estate Property Manager II Content Services Manager Seaport Property Manager II CPO Systems Administrator Senior Accountant Design Engineer Senior Contract Administrator - Service Agreements E911 CAD/GIS Systems Engineer Software Test Engineer Economic Development Analyst Telecommunications Engineer Financial & Cost Recovery Specialist Total Rewards Analyst Fire Protection Engineer Wildlife Biologist Harbor Operations Supervisor Windows Server Engineer Health & Safety Management Specialist Grade Minimum Midpoint Maximum 24 $67,914.00 ($32.65) $84,893.00 ($40.81) $101,871.00 ($48.98) Art Program Manager, Aviation GIS Analyst AV Drawing & Data System Specialist ICT Service & Reporting Analyst Aviation Maintenance Project Coordinator ICT Service Desk Supervisor Aviation Security Compliance Coordinator Junior Design Engineer Commission Clerk Junior Infrastructure Engineer - Aviation Communications Specialist HR Manager, Signage & Graphics Construction Management Systems Analyst Marine Maintenance Planner/Estimator Contract Administrator - Construction Marine Maintenance Regulatory Compliance Specialist Desktop Support Engineer Maritime Environmental Finance Specialist Financial Analyst I - Aviation Operations Supervisor Airport Security Financial Analyst I - Corporate Senior Talent Acquisition Representative Financial Analyst I - Seaport 23 $63,836.00 ($30.69) $79,795.00 ($38.36) $95,754.00 ($46.04) Accountant III Environmental Management Specialist 1 Air Services Development Analyst Executive Assistant/Executive Office Assistant PCS Resident Construction Manager Financial Reporting & Controls Analyst I Assistant to Managing Dir / AV Health & Safety Technology Analyst Assistant to Managing Director, CDD ICT Administrative Services Supervisor Aviation Maintenance Business Systems Analyst ICT Senior Mobile Device Specialist Business Intelligence Analyst I Legal Administrator Buyer Legal Systems Administrator Capital Project Manager I Marine Maintenance Business Analyst Commission Executive Assistant Marine Maintenance Procurement Supervisor Contract Administrator - Service Agreements Real Estate Property Manager 1 Credentialing Center Supervisor Records Program Manager Credit Analyst Senior Engineering Design Technician Economic Development Coordinator Survey Project Manager Environmental Data Specialist Web Coordinator 22 $59,972.00 ($28.83) $74,964.00 ($36.04) $89,957.00 ($43.25) Aviation Lease Administration Coordinator Cost Engineer Administrative Supervisor Engineering Design Technician Assistant Project Manager ICT Asset Management Analyst Assistant to Managing Director, EDD ICT Software Asset Analyst Assistant to Managing Director, Maritime Lead Infrastructure Operations Technician Assistant to Senior Director, Human Resources Maintenance Planner / Coordinator - Aviation Assistant to Senor Director, Labor Relations Marine Maintenance Business Operations Supervisor Assistant to Senor Director, Public Affairs Marine Maintenance Parks & Project Specialist Aviation E-learning Specialist Marine Maintenance Site Representative Aviation Maintenance CMMS Administrator MM CMMS Administrator Aviation Maintenance Procurement & Inventory Supervisor Risk Analyst Aviation Maintenance Sr. Time Admin/Process Coordinator Risk Claims Specialist Aviation Noise Programs Community Specialist Senior Civil Engineering Technician Aviation Regulatory Training Specialist Senior Construction Inspector Construction Coordinator Software Test Analyst 21 $56,220.00 ($27.03) $70,275.00 ($33.79) $84,330.00 ($40.54) Accountant II Marine Maintenance Contract Compliance Specialist Airline Statistical Specialist Marine Maintenance Fleet Asset Specialist Airport Dining & Retail Specialist Noise Program Specialist Assistant to Director Aviation Facilities & Capital Programs Passenger Experience Analyst Aviation Emergency Preparedness Specialist Public Affairs Planner/Project Assistant Aviation Revenue Controls Analyst Seaport Project Specialist Construction Management Assistant Senior Harbor Facilities Coordinator Desktop Support Specialist Total Rewards Specialist Engineering Archive Systems Administrator Travel Card Administrator AFR ICT Mobile Device Specialist Grade Minimum Midpoint Maximum 20 $53,774.00 ($25.85) $67,217.00 ($32.32) $80,661.00 ($38.78) Accounts Payable Lead ICT Infrastructure Operations Technician Assistant Commission Clerk Lead Senior Lease Admin Specialist Aviation Operations Systems Administrator Marine Maintenance CAD Asset Records Specialist Aviation Project Controls Analyst Paralegal/Intake Specialist Aviation Training Systems Specialist Project Labor Agreement Specialist Building Permit Coordinator Public Disclosure Specialist Civil Engineering Technician Senior Administrative Assistant Department Contract Specialist Tourism Project Specialist Fire Dept. System Administrator 19 $51,457.00 ($24.74) $64,322.00 ($30.92) $77,186.00 ($37.11) Accountant I Payroll Analyst Assistant Buyer Project Assistant - Engineering Background Compliance Specialist Project Controls Support Specialist Construction Inspector Senior Ground Transportation Controller Harbor Facilities Coordinator Signing & Graphics Designer Specialist Harbor Moorage Coordinator Utility Locate Technician ICT Asset Management Contract Specialist Workers Comp Claims Assistant Marketing Assistant, Harbor Services Group 18 $49,256.00 ($23.68) $61,570.00 ($29.60) $73,884.00 ($35.52) Administrative Assistant Marine Maintenance Business Systems Specialist Aviation Document Control Specialist Public Affairs Event Specialist Aviation Lease Administration Specialist Records Management Specialist Aviation Maintenance Fiscal Specialist II Senior Lease Administration Specialist Construction Safety Administrator Senior Utilities & Lease Specialist ICT Service Desk Technician Talent Acquisition Assistant Lead Airport Customer Service Representative 17 $47,201.00 ($22.69) $59,001.00 ($28.37) $70,801.00 ($34.04) Accounts Payable Specialist Invoice & Contract Support Specialist Airport Dining & Retail Marketing Coordinator Legal Assistant Assistant Civil Engineering Technician Marina Operations Specialist Billing Specialist - Landside Operations Marine Maintenance Employee Liaison Facilities Coordinator Marine Maintenance Purchasing Specialist Ground Transportation Controller Maritime Invoice & Billing Specialist Harbor Customer Service Specialist Payroll Specialist Harbor Operations Specialist PCS Purchasing Specialist 16 $45,195.00 ($21.73) $56,494.00 ($27.16) $67,793.00 ($32.59) Airport Customer Service Representative Marine Maintenance Dispatcher Aviation Receiving Dock Operations Coordinator Marine Maintenance Work Order Intake Specialist Contract Document Specialist Revenue Service Support Specialist Fiscal Specialist I Senior Administrative Staff Assistant Lease Administration Support Specialist Time Reporting Administrator - Fire Department 15 $43,205.00 ($20.77) $54,006.00 ($25.96) $64,807.00 ($31.16) Conference Center Assistant Lead Customer Research Field Worker Conference Center Assistant/On Call Training Support Specialist - Aviation Grade Minimum Midpoint Maximum 14 $41,427.00 ($19.92) $51,784.00 ($24.90) $62,141.00 ($29.88) Administrative Staff Assistant Marine Maintenance Accounts Clerk Customer Service Specialist, Landside Operations Marine Maintenance Material & Inventory Clerk Lead RCF Bus Driver 13 $39,763.00 ($19.12) $49,704.00 ($23.90) $59,645.00 ($28.68) AOB Facilities Specialist Facilities Specialist 11 $36,551.00 ($17.57) $45,688.00 ($21.97) $54,826.00 ($26.36) Customer Research Field Worker Traffic Support Specialist On Call AOB Receptionist 9 $33,631.00 ($16.17) $42,038.00 ($20.21) $50,446.00 ($24.25) AOB Mail & Facilities Specialist ICT Voice Communication Operator 6 $29,700.00 ($14.28) $37,126.00 ($17.85) $44,551.00 ($21.42) Interoffice Mail Specialist 3 $26,438.00 ($12.71) $33,048.00 ($15.89) $39,658.00 ($19.07) Office/Maintenance Clerk 94 $141,999.40 ($68.27) $177,498.74 ($85.34) $212,998.08 ($102.40) Chief of Police Fire Chief 93 $129,089.53 ($62.06) $161,362.16 ($77.58) $193,634.80 ($93.09) Assistant Fire Chief Deputy Chief of Police 92 $42,640.00 ($20.50) $48,880.00 ($23.50) $55,120.00 ($26.50) Graduate Intern 91 $34,320.00 ($16.50) $42,640.00 ($20.50) $50,960.00 ($24.50) College Intern 90 $31,200.00 ($15.00) $31,200.00 ($15.00) $31,200.00 ($15.00) High School Intern
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