Resolution No. 3739: Salary & Benefits
1:, _..:_I;Z
Port
of Seattle
SALARY & BENEFITS
RESOLUTION NO. 3739, as amended
Effective January 1, 2018
Table of Contents
RESOLUTION NO. 3739 Page No.
I. DEFINITIONS ...................................................................................................................4
II. ESTABLISHING JOBS, PAY GRADES, PAY RANGES, AND PAY RATES ..........6
A. Reporting Requirements for Certain Position .......................................................... 6
1. General Counsel 6
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2. Public Affairs Senior Director ..................................................................... 6
3. Internal Audit Director
................................................................................
6
4. Commission Chief of Staff........................................................ 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 Stand-by Pay
.........................................................................................
9
6. Other Pay Adjustments
................................................................................
9
7. Special Pay Adjustments ............................................................................. 9
8 Pay for Performance .................................................................................. 10
9. Pay for the Executive Director ................................................................ 10
F. Pay Rates and Pay Ranges for Nonevaluated Jobs ............................................... 10
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. Executive Director
.....................................................................................
10
G. Amending Authorized Jobs, Pay Grades, and Pay Ranges .................................... 10
III. BENEFITS PROGRAMS OFFERED TO EMPLOYEES .......................................... 11
A. Mandated Benets 11
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B. Additional Benets for Employees 11
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1. Paid Leave ll
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2. Retirement 12
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3. Health Care ................................................................................................ 12
4. Life and Disability Insurance 13
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5. Flex Time and Alternative Work Arrangements
.......................................
l3
6. Relocation 13
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C. Authorization to Amend Benet Program ............................................................. 13
D. Benets for the Executive Director ....................................................................... 13
IV. BENEFITS OFFERED TO PORT OF SEATTLE RETIREES ................................. 13
A. Medical Benets for Retirees ................................................................................ 14
B. Medical Benets for Dependents of Retirees ........................................................ 14
C. Retiree Life Insurance 14
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D. Retiree Parking 14
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E. Authorization to Amend Benets Offered to Port of Seattle Retirees
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14
V. BENEFITS OFFERED TO PORT OF SEATTLE COMNIISSIONERS
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14
A. Healthcare
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14
B. Life Insurance
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15
C. Right to Modify or Terminate Coverage ............................................................... 16
VI. SPECIAL PROGRAMS AND COMMISSION NOTIFICATION
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16
VII. EFFECTIVE DATE
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16
RESOLUTION No. 3739
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, 2018,
and Repealing all Prior Resolutions Dealing with the Same
Subject, Including Resolution No. 3727 and Resolution No.
3734.
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/or before an
offer of employment is made. Employees hired, or appointed, into at-will jobs prior to January 1,
2014 are grandfathered as 'for cause' employees.
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.
Executive Director: 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 Executive Director 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.
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 dened 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.
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.
Regular Employee: An employee hired to perform a job without a specied end date.
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 fulltime 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 Requirements for Certain Positions:
1. The General Counsel will have a dual direct reporting relationship with the Executive
Director and the Commission by way of the Commission President. The Executive
Director will have, in consultation with the Commission, responsibility for review and
approval of performance expectations for the General Counsel and Legal Department
staff. Legal Department staff, including Workplace Responsibility staff, will report to the
General Counsel.
2. Public Affairs Senior Director: The Public Affairs Senior Director will report jointly to
the Commission President and the Executive Director. The Commission President and the
Executive Director 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 repositioning the Public Affairs Senior
Director will receive concurrence from the Commission President and the Executive
Director. 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.
3. 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.
4. 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 conicting or
inconsistent terms and conditions between this Resolution and the Employment
Agreement, the Employment Agreement will prevail.
B. Fillieg Yeeeg; Positions and Transferring Pogitjons enoe Employees: The
Executive Director is hereby authorized to:
o Recruit and ll authorized positions (except that of Executive Director) 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. Pay Ranges: 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 II.D. Each job will have a pay range that corresponds to its pay grade.
The following 2018 Pay Grades and Pay Ranges for non-represented jobs at the Port of Seattle
are hereby established:
GRADED PAY RANGE STRUCTURE
3.0% Range Adjustment
Effective January 1 2018
,
Hourly Annual
Grade Minimum Midpoint Maximum Minimum New Midpoint Maximum
45 $110.98 $138.72 $166.47 $230,832 $288,540 $346,248
44 $104.70 $130.87 $157.04 $217,766 $272,207 $326,648
43 $98.77 $123.46 $148.15 $205,440 $256,800 $308,160
42 $93.18 $116.47 $139.77 $193,811 $242,264 $290,717
41 $88.36 $110.45 $132.54 $183,782 $229,728 $275,674
40 $83.72 $104.65 $125.58 $174,140 $217,675 $261,210
39 $79.33 $99.16 $118.99 $165,001 $206,251 $247,501
38 $75.13 $93.91 $112.69 $156,265 $195,331 $234,397
37 $71.11 $88.89 $106.67 $147,916 $184,895 $221,874
36 $67.35 $84.19 $101.03 $140,088 $175,110 $210,132
35 $63.71 $79.63 $95.56 $132,510 $165,638 $198,766
34 $60.25 $75.31 $90.38 $125,321 $156,651 $187,981
33 $56.98 $71.22 $85.47 $118,518 $148,147 $177,776
32 $53.84 $67.30 $80.76 $111,983 $139,979 $167,975
31 $50.88 $63.60 $76.32 $105,834 $132,293 $158,752
30 $48.02 $60.03 $72.03 $99,888 $124,860 $149,832
29 $45.33 $56.66 $67.99 $94,277 $117,846 $141,415
28 $42.76 $53.45 $64.14 $88,934 $111,168 $133,402
27 $40.30 $50.38 $60.45 $83,827 $104,784 $125,741
26 $37.98 $47.47 $56.96 $78,990 $98,737 $1 18,484
25 $35.75 $44.69 $53.63 $74,370 $92,963 $111,556
24 $33.63 $42.04 $50.45 $69,952 $87,440 $104,928
23 $31.61 $39.51 $47.42 $65,751 $82,189 $98,627
22 $29.70 $37.12 $44.55 $61,770 $77,213 $92,656
21 $27.84 $34.80 $41 .76 $57,906 $72,383 $86,860
20 $26.63 $33.29 $39.94 $55,387 $69,234 $83,081
19 $25.48 $31.85 $38.22 $53,002 $66,252 $79,502
18 $24.39 $30.49 $36.59 $50,734 $63,417 $76,100
17 $23.37 $29.22 $35.06 $48,617 $60,771 $72,925
16 $22.38 $27.98 $33.57 $46,551 $58,189 $69,827
15 $21.39 $26.74 $32.09 $44,501 $55,626 $66,751
14 $20.51 $25.64 $30.77 $42,670 $53,338 $64,006
13 $19.69 $24.61 $29.54 $40,956 $51,195 $61,434
12 $18.86 $23.57 $28.29 $39,226 $49,033 $58,840
11 $18.10 $22.62 $27.15 $37,647 $47,059 $56,471
10 $17.35 $21.69 $26.02 $36,085 $45,106 $54,127
9 $16.65 $20.82 $24.98 $34,639 $43,299 $51,959
8 $15.99 $19.99 $23.99 $33,262 $41,578 $49,894
7 $15.36 $19.20 $23.04 $31,952 $39,940 $47,928
ob Ev ion st m: It 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 jobs based on required skill level, responsibility, effort
required and working conditions, among other characteristics, of each job. Jobs shall be
evaluated on an on-going basis and administered by Human Resources management under
the direction of the Executive Director. 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
Executive Director, shall have the nal approval authority for all job evaluation outcomes and
title changes except for that of the Executive Director. This authority shall include re-
evaluation of existing jobs and establishment and evaluation of new jobs.
E. Pay Prgcges:
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 the
Washington State Constitution Article VIII, Section 7, 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/external equity reasons.
4. Overtime: Full-time and part-time hourly employees, those whose jobs are classied as
nonexempt, 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 specied 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
HR2l Pay Administration.
7. Special Pay Adjustments: The Executive Director, or Human Resources management
under the supervision of the Executive Director, 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-21 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 may 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 Executive Director and implemented by Human Resources
management.
1) Consistent with the General Delegation of Authority, the Commission shall
provide input to the Executive Director regarding performance of those
employees that report directly to the Executive Director for the Executive
Director's benet in rating the performance of the Executive Director's direct
reports. Such input shall be provided in executive session no later than the
last Commission meeting in January.
9. Pay for the Executive Director: Pay and performance evaluation for the Executive
Director shall be approved by the Commission in public session. The Commission shall
have discretion in determining pay of the Executive Director.
8 n P n s for on- v l obs: Pay rates, pay ranges, and a provision
for a special allowance have been developed for nonevaluated 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.
3. 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.
4. Executive Director: This job is not evaluated and no pay range is established. The
Executive Director's pay is established by the Port Commission.
s n P 8: Pay ranges may be amended by
.
Am 'n A horiz obs P
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 or technical errors).
III. BENEFITS PROGRAMS OFFERED TO ENIPLOYEES
The Port Commission supports the Port providing a competitive benet 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. Mangatgg Bangfits: 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. Additional Benets for Employegs: The following benets shall be
administered consistent with eligibility requirements and other details included
in Port Policy HR-5 Leave or Port Policy HR-3l Employee Benets for
Non-Represented Employees as applicable.
1. Paid Leave: The following paid leave plans shall be administered consistent
with Port Policy HR5 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. Sick 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.
0 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
d. Bereavement Leave: Time off to attend or make arrangements for funeral or memorial
services of a close family member.
e. Supplemental Military 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.
2. Retirement: Pension benets that provide vested employees with post-retirement income.
a. 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-31 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.
2) Police Department employees in non-evaluated, nonrepresented
management jobs hired into LEOFF eligible positions who are excluded as
stated in RCW 41.04.270 from LEOFF membership as a result of their
previous employment will receive Port contributions to an alternative plan.
These Port contributions will be equal to the contributions the Port would
have made to the LEOFF plan the Police Department employee would have
been eligible to enroll in.
Any Port contributions made consistent with authority and prior to the
effective date of this Resolution are hereby ratied and conrmed.
3) Police and Fire Department non-evaluated, nonrepresented management
employees are covered under the Police and Fire Department FICA
alternative plans in lieu of Social Secutity.
3. 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 HR31 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-Term 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 days 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. Authorization to Amend Beneg Peogeems: The Executive Director is authorized to amend
benets as necessary to comply with any changes in statutory requirements. All policies are
subject to approval by the Executive Director. 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. Benefits for the Executive Direetoez The Executive Director will be offered the same
.
benets package other eligible employees are offered as provided in Sections III.A. and
111.3. The Port Commission may also authorize different or additional benets for the
Executive Director.
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. Medieel Benefig for Retirees: Qualied Port of Seattle retirees will be offered the opportunity
to obtain medical coverage through the Port of Seattle as specied below.
1. Eligibility Requirements 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.
di al B 11 fi for D nden of t' s: 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. Retiree Life Insuranee: Retirees are eligible for enrollment in the retiree life insurance plan
if the eligibility requirements listed in Section IV.A.1 are satised.
D. Retigee Parking: Retirees are eligible for free vacation parking at the north employee
parking lot at Sea-Tac 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.
horiz tion 0 A n B n fits ff 1' 0 Por of l R tir 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.
BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS
Benets contained in this section are available to Port Commissioners.
A. ealtheam: Port Commissioners shall have the same healthcare, medical and dental,
benets 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 benets 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.l.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.
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. Lil's-4mm: 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 selfpaid 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, selfpaid 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 service requirements listed in
SectionV. 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. Right to Modify or Tgrming Coverage: The Port 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 Executive Director is authorized to establish and implement Voluntary Separation,
Furlough, or other similar programs deemed necessary to benet the nancial health of the
Port and amend benets provided for in the Salary and Benefits Resolution as necessary to
execute the provisions of these programs. The Commission shall be notified of any
amendments to benets prior to implementation of any special programs not currently
provided for in the Salary and Benefits 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, 2018. The Executive Director is authorized
to take necessary action to make all terms, provisions, and conditions contained herein
effective as of January I, 2018. Notwithstanding the foregoing, the Port reserves the right to
amend or terminate any Employee welfare benefit 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 benet
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. 3727, as amended by Resolution No. 3734, 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 1% day ofMK ,and duly
authenticated in open session by the signatures of the Commissioners voting in favor thereof
and the seal of the Commission.
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Port Commission
Item No. 6b_reso_exhibit
Exhibit A to Resolution 3739 Meeting Date: November 28, 2017
EXHIBIT A TO RESOLUTION NO. 3739
SCHEDULE OF AUTHORIZED NON-REPRESENTED JOBS
SALARY RANGES EFFECTIVE JANUARY 1, 2018
1
Annual Base Salary Range (Hourly equivalent in parentheses)
Grade Minimum Midpoint Maximum
42 $193,811 ($93.18) $242,264 ($116.47) $290,717 ($139.77)
*Chief Operating Officer *Managing Director, Aviation
41 $183,782 ($88.36) $229,728 ($110.45) $275,674 ($132.54)
*Managing Director, Economic Development *Chief Financial Officer
40 $174,140 ($83.72) $217,675 ($104.65) $261,210 ($125.58)
*Managing Director, Maritime *Senior Director, Capital Development
*General Counsel/Chief Compliance Officer
38 $156,265 ($75.13) $195,331 ($93.91) $234,397 ($112.69)
*Senior Director, Environment & Sustainability *Senior Director, Public Affairs
*Senior Director, Human Resources *Senior Director, Strategic Initiatives
37 $147,916 ($71.11) $184,895 ($88.89) $221,874 ($106.67)
*Senior Director, Labor Relations Chief Information Officer
36 $140,088 ($67.35) $175,110 ($84.19) $210,132 ($101.03)
Chief Engineer/Director Engineering Services Director, Aviation Maintenance
Director, Airport Operations Director, Aviation Project Management Group
Director, Aviation Facilities & Capital Programs Senior Manager, Information Security
35 $132,510 ($63.71) $165,638 ($79.63) $198,766 ($95.56)
Deputy General Counsel Director, Central Procurement Office
Director Maritime Environmental and Planning Director, ICT Infrastructure Services
Director, Accounting & Financial Reporting Director, ICT Technology Delivery
Director, Aviation Business Development Director, Real Estate & Economic Development
Director, Aviation Environmental Services Director, Seaport Project Management Group
Director, Aviation Security Senior Capital Program Leader
34 $125,321 ($60.25) $156,651 ($75.31) $187,981 ($90.38)
*Chief of Staff, Commission Services Director, Human Resources - Total Rewards
Assistant Engineering Director-Construction *Director, Internal Audit
Assistant Engineering Director-Design Director, Port Construction Services
Director EDD Business Development Director, Real Estate Asset Management
Director, Aviation Finance & Budget Director, Social Responsibility
Director, Cruise Operations Senior Manager, Aviation Facilities & Infrastructure
Director, Human Resources - Organization and Talent Development Senior Port Counsel
33 $118,518 ($56.98) $148,147 ($71.22) $177,776 ($85.47)
*Executive Chief of Staff Director, HR Talent Acquisition & Business Partner
AFR Asst. Director, Financial Reporting Revenue Services Director, Human Resources - Employee Health & Safety
AFR Asst. Director, General Accounting/Business Technology Director, Marine Maintenance
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, Aviation Properties
Director, Government Relations Senior Manager, ICT Project Management
32 $111,983 ($53.84) $139,979 ($67.30) $167,975 ($80.76)
Assistant Director, Real Estate Asset Management Senior Manager, Civil Structural Design Services
Aviation Capital Project Liaison Senior Manager, Emergency Preparedness
Aviation Facilities & Infrastructure Manager Senior Manager, Employee Relations
Director, Capital Project Delivery Senior Manager, Environmental Programs
Director, Corporate Finance Senior Manager, Mechanical/Electrical Design Services
Director, Seaport Finance & Budget Senior Manager, Purchasing
GIS Architect Sr Construction Manager
1 Hourly rates are rounded. To calculate the actual hourly rate divide the annualized rate by 2080.
*At-will Jobs: Employees hired, or appointed, into at-will jobs after January 1, 2014 will be designated as at-will. Updated on 10/26/2017 Page 1
Grade Minimum Midpoint Maximum
31 $105,834 ($50.88) $132,293 ($63.60) $158,752 ($76.32)
Assistant Finance Director - Budget Senior Manager Federal & International Government Relations
Aviation Facilities & Infrastructure Principal Engineer Senior Manager, Airport Building Services
Capital Project Manager V Senior Manager, Aviation Maintenance
Construction Manager Senior Manager, Aviation Maintenance Assets & Logistics
Design Program Manager Senior Manager, Aviation Maintenance Custodial Services
Development QA Manager / Sr. Software Architect Senior Manager, Aviation Security
Director, Small Business Development Senior Manager, Construction Contracting
Enterprise GIS Manager Senior Manager, Disbursements
Manager, Internal Audit Senior Manager, Risk Management
Manager, Security & Public Safety Technology Senior Manager, Service Agreements
Manager, Strategic Communications Senior Manager, Workplace Responsibility
Manager, Survey & Mapping Services Talent Acquisition Manager
OSR Workforce Development Program Manager Talent Development and Diversity Manager
Senior Controls Manager-Aviation Project Management Group Treasury Manager
Senior Labor Relations Manager
30 $99,888 ($48.02) $124,860 ($60.03) $149,832 ($72.03)
AFR Manager Financial Systems & Lean Initiatives Manager, Aviation Finance & Budget
Airport Public Affairs Manager Manager, Cruise Services
AV Maintenance Manager, Capital Project Liaison Manager, HR Information System
Benefits Manager Manager, Regional Transportation
Capital Project Manager IV Manager, Seaport PMG Program Controls
Commission Policy Manager Manager, Windows Server Engineering
Compensation Manager Marine Maintenance Senior Program Manager
Data Scientist Network Engineering Manager
Database Engineering Manager Organizational Development Manager
Design Project Manager Principal Design Engineer
Director, Recreational Boating Regional Government Affairs Manager
Engineering Quality Manager Resident Engineer V
ERP Manager Senior Environmental Program Manager
Federal Government Relations Manager Senior Manager, AFR Revenue Services
ICT Business Case Manager Senior Manager, Aviation Communications Marketing
ICT Contract Vendor & IP Manager Senior Manager, Marine Maintenance
ICT Senior Project Manager Senior Systems Architect
International Tourism Development Manager Server Engineering Manager
Labor Relations Manager Software Development Manager
Local Government Relations Manager State Government Relations Manager
Manager, Air Cargo Operations and Development Systems Engineering Manager
Manager, Air Services Development Technology Economist
Manager, Aviation Business Development & Analysis Utility Business Manager
29 $94,277 ($45.33) $117,846 ($56.66) $141,415 ($67.99)
Aviation Facilities & Infrastructure Senior Engineer Manager, Aviation Maintenance Business Systems
Aviation Program Controls Manager Manager, Aviation Maintenance Logistics
Aviation Training & Development Manager Manager, Aviation Noise Programs
Business Intelligence Program Manager - Analytics Manager, Aviation Safety Management Systems
Business Intelligence Program Manager - Research Manager, Construction Safety Management
Business Technology Consultant Manager, ICT Client Services & Support
Construction Labor Manager Manager, International Operations
ERP Developer/Programmer Manager, Maritime Operations
Financial Controls & Reporting Manager Manager, PCS Construction
GIS Software Engineer Port Counsel
ICT Operations & Services Manager Principal Engineer
Lead Software Developer Real Estate Development Manager
Manager Editorial & Marketing Communication Resident Engineer IV
Manager, Airfield Operations Senior Design Engineer - Structural
Manager, Airline Scheduling Systems Senior Infrastructure Systems Engineer - Conservation
Manager, Airline Systems & Services Senior Manager, Police Administrative Services & Communication
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
Page 2
Grade Minimum Midpoint Maximum
28 $88,934 ($42.76) $111,168 ($53.45) $133,402 ($64.14)
Accounting Manager Manager, Construction Planning & Coordination
Airport Operations Development Manager Manager, Corporate Facilities
Aviation Community Relations Manager Manager, Harbor Business and Operations
Aviation Property Manager 3 Manager, PCS Controls & Support Services
Capital Project Manager III Manager, Seaport Finance & Budget
Construction Management Cost Estimator Payroll Manager
Contract Administration Manager Principal Business Intelligence Analyst
Cost Estimating Manager Purchasing Manager
CPO Planning & Analysis Manager Resident Engineer III
Environmental Program Manager Seaport Environmental Finance Manager
Human Resources Business Partner Seaport/Real Estate Media Officer
ICT Financial Services Manager Senior Business Manager, Airport Dining & Retail
ICT Project Manager Senior Cost Engineer/Scheduler Supervisor
Information Security Manager Senior Design Engineer
Manager, Airport Employee Screening Senior Organizational Development Consultant
Manager, Airport Facility Services Terminal Operations Project Development Manager
Manager, Airport Security Access
27 $83,827 ($40.30) $104,784 ($50.38) $125,741 ($60.45)
Accounts Receivable Manager Manager, Lease Administration & Utility Management
Air Cargo Operations Manager Mapping Manager
Airline and Passenger Systems Manager Marine Maintenance Regulatory Compliance Program Manager
Airport Duty Manager PCS Construction Mgr III
Airport Media Officer PCS RMM Construction Mgr III
AV F&I Architecture Specialist PMG System Admin/Cost Engineer
Aviation Facilities & Infrastructure Engineer Process Improvement Program Manager
Aviation PMG Cost Estimator Real Estate Manager
Aviation Project Planner Seaport Security Program Manager
Aviation Property Manager 2 Seaport Senior Cost Engineer / Analyst
Aviation Senior Cost Engineer / Scheduler Senior AFR Business Technology Analyst
AVM CIP & Expense Project Liaison Senior Business Analyst - ICT
Billing Manager Senior Database Engineer
Business Intelligence Analyst III Senior HR Business Technology Analyst
Business Manager, Airport Dining & Retail Senior Internal Auditor
CAD Design Manager Senior Linux Server Engineer
Capital Project Estimator Senior Marketing & Communications Manager Maritime
Cruise Facilities Maintenance Manager Senior Network Engineer
Engineering Facility & Financial Manager Senior Planner - Maritime
Erosion Control / Storm Water Engineer Senior Public Affairs Program Manager
ERP Administrator Senior Systems Engineer
Facilities Maintenance Manager, Cruise & Industrial Properties Senior Windows Server Engineer
Fire Protection Engineer Software Developer
Health & Safety Management Lead Survey Crew Manager
ICT Quality Assurance Manager Total Rewards Consultant
Information Security Senior Analyst Utility Program Manager
Manager, Airport Customer Service Workers Compensation Manager
Page 3
Grade Minimum Midpoint Maximum
26 $78,990 ($37.98) $98,737 ($47.47) $118,484 ($56.96)
AFR Records & Administration Manager Maritime Operations Superintendent
Airfield / Airspace Planner Organizational Development Consultant
Airport Dining & Retail Project & Facilities Manager PCS Construction Mgr II
Audio Visual Services Manager PCS RMM Construction Mgr II
Aviation Maintenance Asset Manager Project Management System Analyst
Aviation Maintenance Assistant Fleet Manager Public Affairs Program Manager
Aviation Security Systems Manager Resident Engineer II
Aviation Security, Capital Project Liaison Risk Claims Manager
Aviation Training & Development Asst. Manager Risk Management Specialist
Capital Project Manager II Senior Business Development Analyst - Aviation
Communications Project Manager-Public Affairs Senior Buyer
Construction Coordination Supervisor Senior Contract Administrator - Construction
Construction Safety Manager Senior Employee Realations Consultant
Database Engineer Senior Environmental Management Specialist
Design Engineer III Senior Planner, Aviation
Financial Analyst III - Aviation Senior Port Budget Analyst
Financial Analyst III - Seaport Social Media Program Manager
Financial Analyst III Corporate Supervisor, Corporate Financial Analysis
Information Security Engineer / Analyst Systems Engineer
Intl Business Protocol Liaison Talent Acquisition Consultant
Manager, Credentialing Center Tax Analyst
Manager, ICT Administration Telecommunications Infrastructure Engineer
Manager, Public Affairs Events & Engagement Visual Communications Program Manager
Marine Maintenance Asset Manager Workplace Responsibility Manager
Marine Maintenance Project Manager
25 $74,370 ($35.75) $92,963 ($44.69) $111,556 ($53.63)
Accounts Payable Supervisor Health & Safety Management Specialist
AFR Business Technology Analyst ICT Desktop SCCM Administrator
Airline Scheduling Systems Specialist Information Security Analyst
Airport Dining & Retail Program Manager Internal Auditor
Airport Parking Marketing Manager International Operations Supervisor
Art Program Manager, Aviation Landside Supervisor
Assistant Manager, AVM Distribution Center Lead Desktop Support Engineer
Aviation Conference Center Business & Marketing Manager Learning / Development Specialist
Aviation Conference Center Sales & Operations Manager Manager, Signage & Graphics
Aviation Facilities & Infrastructure Intermediate Engineer Marine Maintenance Budget & Financial Reporting Analyst
Aviation Lease Administration Manager Network Engineer
Aviation Maintenance Planner/Coordinator Supervisor OSR Small and Disadvantaged Business Coordinator
Aviation Maintenance Sr. Business Systems Analyst P-Card Administrator
Aviation Project Management Group Systems Administrator PCS Resident Construction Manager
Aviation Security Operations Supervisor Program Manager Airport Landside Operations
Aviation Senior Internal Controls Analyst Public Disclosure Manager
Baggage Systems Specialist Real Estate Property Manager II
Building Inspector / Plan Examiner Resident Engineer I
Business Intelligence Analyst II Safety Management System Specialist
Commission Specialist Seaport Financial Analyst II
Construction Inspector III Seaport Property Manager II
Content Services Manager Senior Accountant
CPO Systems Administrator Senior Contract Administrator - Service Agreements
Design Engineer II Senior Survey Project Manager
E911 CAD/GIS Systems Engineer Software Test Engineer
Economic Development Analyst Telecommunications Engineer
Emergency Preparedness Training & Exercise Coordinator Total Rewards Analyst
Financial & Cost Recovery Specialist Utility Locate Manager
Financial Reporting & Controls Analyst II Wildlife Biologist
Harbor Operations Supervisor Windows Server Engineer
Page 4
Grade Minimum Midpoint Maximum
24 $69,952 ($33.63) $87,440 ($42.04) $104,928 ($50.45)
AV Drawing & Data System Specialist Environmental Data Specialist
Aviation Facilities & Infrastructure Junior Engineer Financial Analyst I - Aviation
Aviation Maintenance Project Coordinator Financial Analyst I - Corporate
Aviation Security Compliance Coordinator Financial Analyst I - Seaport
Aviation Security Screening Supervisor GIS Analyst
Central Procurement Office Data Analyst Human Resources, Outreach Program Manager
Central Procurement Office Planning Analyst ICT Service & Reporting Analyst
Commission Clerk ICT Service Desk Supervisor
Communications Specialist HR Infrastructure Operations Technology Supervisor
Construction Management Systems Analyst Legal Administrator
Contract Administrator - Construction Marine Maintenance Planner/Estimator
Design Engineer I Maritime Environmental Finance Specialist
Desktop Support Engineer Senior Talent Acquisition Representative
Economic Development Coordinator
23 $65,751 ($31.61) $82,189 ($39.51) $98,627 ($47.42)
Accountant III Financial Reporting & Controls Analyst I
Air Services Development Analyst Health & Safety Technology Analyst
Airport Noise Programs Coordinator ICT Senior Mobile Device Specialist
Assistant Resident Engineer Lease Administration Supervisor
Assistant to Managing Director, Avaition Marine Maintenance Business Analyst
Assistant to Senior Director, CDD Marine Maintenance Procurement Supervisor
Aviation Capital Program Coordinator Marine Maintenance Regulatory Compliance Specialist
Aviation Cost Engineer/Scheduler Project Labor Agreement Specialist
Aviation Maintenance Business Systems Analyst Real Estate Property Manager 1
Business Intelligence Analyst I Records Program Manager
Buyer Senior Civil Engineering Technician
Capital Project Manager I Senior Commission Executive Assistant
Construction Inspector II Senior Engineering Design Technician
Contract Administrator - Service Agreements Survey Data Specialist
Credentialing Center Supervisor Survey Project Manager
Credit Analyst Utility Analyst
Environmental Management Specialist Web Coordinator
Executive Assistant/Executive Office
22 $61,770 ($29.70) $77,213 ($37.12) $92,656 ($44.55)
Aviation Lease Administration Coordinator Engineering Design Technician
Administrative Supervisor ICT Asset Management Analyst
Assistant Financial Analyst ICT Software Asset Analyst
Assistant Project Manager Maintenance Planner / Coordinator - Aviation
Assistant to Managing Director, EDD Marine Maintenance Business Operations Supervisor
Assistant to Managing Director, Maritime Marine Maintenance Parks & Project Specialist
Assistant to Senior Director, Human Resources Marine Maintenance Site Representative
Assistant to Senor Director, Labor Relations MM CMMS Administrator
Assistant to Senor Director, Public Affairs Noise Program Specialist
Aviation E-learning Specialist PCS Construction Mgr I
Aviation Maintenance CMMS Administrator PCS RMM Construction Mgr I
Aviation Maintenance Procurement & Inventory Supervisor Risk Analyst
Aviation Maintenance Sr. Time Admin/Process Coordinator Risk Claims Specialist
Aviation Regulatory Training Specialist Software Test Analyst
CAD Standard Review Technician Survey CAD Technician
Commission Executive Assistant Talent Acquisition Representative
Construction Contract Specialist
Page 5
Grade Minimum Midpoint Maximum
21 $57,906 ($27.84) $72,383 ($34.80) $86,860 ($41.76)
Accountant II ICT Mobile Device Specialist
Airline Statistical Specialist Marine Maintenance Contract Compliance Specialist
Airport Dining & Retail Specialist Marine Maintenance Fleet Asset Specialist
Assistant to Director Aviation Facilities & Capital Programs Passenger Experience Analyst
Aviation Emergency Preparedness Specialist Public Affairs Planner/Project Assistant
Aviation Operations Internal Communications Specialist Seaport Project Specialist
Aviation Project Controls Analyst Senior Harbor Facilities Coordinator
Aviation Revenue Controls Analyst Signing & Graphics Designer Specialist
Construction Management Assistant Total Rewards Specialist
Cost Recovery Specialist I Travel Card Administrator AFR
Environmental Finance Invoice Systems Specialist Workers Comp Claims Assistant
Executive Assistant / ADO
20 $55,387 ($26.63) $69,234 ($33.29) $83,081 ($39.94)
Accounts Payable Lead ICT Content Services & Administrative Assistant
Assistant Commission Clerk ICT Infrastructure Operations Technician
Aviation Document Control Specialist Lead Senior Lease Admin Specialist
Aviation Training Systems Specialist Marine Maintenance CAD Asset Records Specialist
Building Permit Coordinator Paralegal/Intake Specialist
Civil Engineering Technician Public Disclosure Specialist
Construction Inspector I Senior Administrative Assistant
Department Contract Specialist Tourism Project Specialist
Fire Dept. System Administrator
19 $53,002 ($25.48) $66,252 ($31.85) $79,502 ($38.22)
Accountant I Payroll Analyst
Assistant Buyer Project Assistant - Engineering
Background Compliance Specialist Project Controls Support Specialist
Harbor Moorage Coordinator Public Affairs Event Specialist
ICT Asset Management Contract Specialist Senior Ground Transportation Controller
Marketing Assistant, Harbor Services Group Utility Locate Technician
18 $50,734 ($24.39) $63,417 ($30.49) $76,100 ($36.59)
Administrative Assistant Marine Maintenance Business Systems Specialist
Aviation Lease Administration Specialist Maritime Billing & Administrative Specialist
Aviation Maintenance Fiscal Specialist II Records Management Specialist
Construction Safety Administrator Senior Lease Administration Specialist
ICT Service Desk Technician Senior Utilities & Lease Specialist
Lead Airport Customer Service Representative Talent Acquisition Assistant
17 $48,617 ($23.37) $60,771 ($29.22) $72,925 ($35.06)
Accounts Payable Specialist Legal Assistant
Airport Dining & Retail Marketing Coordinator 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
Invoice & Contract Support Specialist
16 $46,551 ($22.38) $58,189 ($27.98) $69,827 ($33.57)
Airport Customer Service Representative Marine Maintenance Business Systems Support Specialist
Aviation Receiving Dock Operations Coordinator Marine Maintenance Dispatcher
Bus Driver Trainer 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 $44,501 ($21.39) $55,626 ($26.74) $66,751 ($32.09)
AOB Facilities Specialist Lead Customer Research Field Worker
Conference Center Assistant Marine Maintenance Material & Inventory Clerk
Conference Center Assistant/On Call Training Support Specialist - Aviation
14 $42,670 ($20.51) $53,338 ($25.64) $64,006 ($30.77)
Administrative Staff Assistant Marine Maintenance Accounts Clerk
Customer Service Specialist, Landside Operations
Page 6
Grade Minimum Midpoint Maximum
13 $40,956 ($19.69) $51,195 ($24.61) $61,434 ($29.54)
Facilities Specialist
11 $37,647 ($18.10) $47,059 ($22.62) $56,471 ($27.15)
Customer Research Field Worker Security Duty Officer
On Call AOB Receptionist Traffic Support Specialist
9 $34,639 ($16.65) $43,299 ($20.82) $51,959 ($24.98)
AOB Mail & Facilities Specialist ICT Voice Communication Operator
7 $31,952 ($15.36) $39,940 ($19.20) $47,928 ($23.04)
Interoffice Mail Specialist Office/Maintenance Clerk
Non-Evaluated Jobs
Grade Minimum Midpoint Maximum
94 $146,259 ($70.32) $182,824 ($87.90) $219,388 ($105.48)
Chief of Police Fire Chief
93 $132,962 ($63.92) $166,203 ($79.91) $199,444 ($95.89)
Assistant Fire Chief Deputy Chief of Police
92 $44,200 ($21.25) $50,440 ($24.25) $56,680 ($27.25)
Graduate Intern
91 $35,880 ($17.25) $44,200 ($21.25) $52,520 ($25.25)
College Intern
90 $32,760 ($15.75) $32,760 ($15.75) $32,760 ($15.75)
High School Intern
Page 7
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