COMMISSION 
AGENDA MEMORANDUM                        Item No.          8j 
ACTION ITEM                            Date of Meeting     November 09, 2021 

DATE :     October 28, 2021 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Tammy Woodard, Human Resources Director  Total Rewards 
Sandra Spellmeyer, Total Rewards Manager 
SUBJECT:  2022 Salary and Benefits Program 
ACTION REQUESTED 
Request introduction of Salary and Benefits Resolution No. 3795: A resolution of the Port of
Seattle Commission establishing pay ranges for non-represented jobs and authorizing benefits
that comprise the overall benefits package offered to non-represented Port employees and
amending the Salary and Benefits Policy Directive established by Resolution No. 3739. 
Following this presentation and subsequent vote on introduction, staff will return to request
adoption of the Resolution on November 16, 2021. 
EXECUTIVE SUMMARY 
The Salary and Benefits Resolution is the Port Commission's authorization to revise the pay and
benefits programs that are part of the Port's overall Total Rewards package for non-represented
employees. RCW 53.08.170 requires the Port Commission to authorize pay and benefits for nonrepresented
employees by resolution. The Salary and Benefits Resolution establishes the pay
ranges for non-represented jobs and authorizes updates to benefits plans that comprise the
overall benefits package offered to non-represented Port employees.  This introduction will
highlight recommendations for an adjustment to the non-represented pay ranges for 2022, as
well as recommended additions and deletions to the Salary and Benefits Policy Directive that are
contained in Resolution No. 3795, the 2022 Salary and Benefits Resolution. 
JUSTIFICATION 
The Salary and Benefits program specifies the pay and benefits programs authorized by the Port
Commission, while specifics of these programs are maintained in Port policies and administrative
details are found in program guides. The program also includes benefits offered to Port of Seattle
retirees and to Port Commissioners, as well as the specifics and administrative details of these
benefits. Updates to the program are designed to keep the authorized pay and benefits plans
current and ensure the Total Rewards package they are part of continues to support the

Template revised January 10, 2019.

COMMISSION AGENDA  Action Item No. 8j                                   Page 2 of 5 
Meeting Date: November 9, 2021 
attraction and retention of employees with the talents and abilities necessary for the Port to
achieve its mission, vision, and goals.
DETAILS 
The 2022 Salary and Benefits Resolution includes the following updates to the Salary and Benefits
Policy Directive. 
Definitions 
Section 2, Definitions is updated to add Pay Rate means an employee's hourly pay rate as
specified in the Compensation Rate field contained in HCM, the Port's HRIS system. This change
will facilitate consistent references to 'pay' throughout the Salary and Benefits Policy Directive,
HR Policies, and other documents referring to employee pay.
The Definitions Section is also updated with language added to the definition of Probationary
Employee. The added language is If hired into a regular position, temporary employees (Veteran
Fellows, Interns, Emergency Hires) are subject to a probationary period starting at the time of hire
into the regular position. This edit will align the definition with current practice.
Pay Grade Ranges 
The Port's goal is to have the pay ranges for non-represented jobs reflect the market pay rates
for Port jobs administered in these ranges. Annually, Human Resources staff analyzes data from
published salary surveys from both public and private employers to determine how well our
existing pay ranges align with current market pay rates in the local area. The annual analysis also
includes analyzing data from salary planning surveys to determine what pay increase local
employers are anticipating for the coming year.  Combining the data on how current ranges
compare to market with data on anticipated pay increases provides the basis for determining
recommended range adjustments for the coming year. It is important to note that when the Port
adjusts pay ranges, employees do not receive corresponding increases to their pay rates. This is
different from how many public employers administer pay for their non-represented employees.
Only employees whose pay falls below the new minimum of the pay range for their job will
receive an automatic pay increase, and the increase will be only the amount necessary to bring
their pay to the new minimum of the range. 
This year, our analysis indicates that the Port's current pay ranges for non-represented
employees are 2.1% above market. Additionally, published survey data from early 2021 indicates
Puget Sound area employers are anticipating a 2022 overall average pay increase around 3.0%. 
Additionally, we contacted local public employers again this year to learn what their Cost of
Living/general increase and range adjustment plans are for 2022. This year we heard from six 
local public employers and only four far enough along in their planning to share preliminary plans 
with us. These employers are planning for employee pay and range increases between 2.0% and
6.1%. It is also worth noting that the Consumer Price Index has increased significantly since early

Template revised June 27, 2019 (Diversity in Contracting).

COMMISSION AGENDA  Action Item No. 8j                                   Page 3 of 5 
Meeting Date: November 9, 2021 
2020. The local indices, CPI -U and CPI-W respectively peaked at 5.5% and 6.1% 12 month
increases and the last reported 12-month change is still above 5%. Based on our analysis 
incorporating early 2021 projected average pay increase for 2020, information from local public
employers, and the notable change in the CPI increases we are recommending a 3.5% pay range
adjustment to ensure that we maintain the Port's non-represented pay ranges at market
competitive levels through 2022.
With the recommended 2022 pay range adjustment, we estimate that the cost of the range
adjustment to be around $92,200. Unlike  many other public employers, the 3.5% range
adjustment does not result in a 3.5% increase to pay rates for all Port of Seattle non-represented
employees. Only about 57 non-represented employees will have their pay adjusted as a result
of the range increase, and their pay rates will be adjusted only to the new minimum of their pay
ranges. The number of employees impacted and the cost to increase the ranges for 2022 is
notably larger than in past years. This is because the Port suspended the Pay for Performance
program for non-represented employees during 2021. 
As part of the analysis that leads to the pay range adjustment recommendation, we also consider
the City of Seattle minimum wage. In 2022, the City of Seattle minimum wage will be $17.27/hour
for large employers (those with 501 or more employees) and the Port's high school intern rate
will be $17.56/hour. With the recommended 3.5% salary range adjustment for 2022, all nonrepresented
pay ranges will have range minimums above the City of Seattle minimum wage.
Section 5.1.C of the Salary and Benefits Policy Directive is updated with the adjusted pay ranges
for non-represented employees. 
Mandated Benefits 
In 2018 Washington State passed a new law mandating long term care insurance for Washington
employees.  Beginning January 1, 2022, the Port will begin withholding a Long-Term Care
insurance premium of .58% on employee earnings for this mandatory statewide long-term care
program.  Employees may, however, apply to the State for an exemption to the mandatory
premiums if they have their own long term care insurance effective before November 1, 2021. If
Port employees provide a copy of their exemption letter from the State of Washington to the
Port, premiums will not be withheld for the State program. Section 5.2.B is updated to include
Long Term Care Insurance as a mandated benefit. 
Additional Benefits for Employees  Paid Leave 
In 2022 non-represented employees may be eligible for a COVID-19 Vaccination Verification
Incentive Day off. To be eligible for this additional day off employees will need to have their fully
vaccinated status verified no later than November 1, 2021. This incentive day off is being offered
in 2022 only based on action employees take in 2021 to earn the day off.  Non-represented
employees on an approved leave of absence on November 1 will have two weeks after returning

Template revised June 27, 2019 (Diversity in Contracting).

COMMISSION AGENDA  Action Item No. 8j                                   Page 4 of 5 
Meeting Date: November 9, 2021 
to work to have their vaccinated status verified and be eligible for this incentive day off in 2022.
This leave benefit will be added to Section 5.2.C (1) for 2022 and we plan to remove it for 2023. 
Additional Benefits for Employees - Retirement 
We removed "the Port Auditor is authorized to execute any and all documents related to
establishing pensions for individuals that are excluded from PERS eligibility under RCW 41.40"
from the Salary and Benefits Policy Directive Section 5.2.C (2) as this language is no longer
appropriate or needed. In addition, the redundant language in this section is removed. 
Additional Benefits for Employees  Flex Time and Alternative Work Arrangements 
Section 5.2.C  (5) is updated to align with the current Port policy name, Flexible Work
Arrangements.   The definition of this program is updated to include the Teleworking
Reimbursement program, and language is updated to align with current terminology.
Other Changes 
The 2022 Salary and Benefits Resolution also contains a few other minor changes to update
language to align with current Port terminology, correct missing or incorrect words, or simplify
language. 
FINANCIAL IMPLICATIONS 
There will be a small l cost associated with recommended changes to the 2022 Salary and Benefits
Resolution. As noted above, the cost to adjust pay rates for approximately 57 non-represented
employees to the 2022 minimum of their pay range will be about $92.200. The Long Term Care
insurance is paid entirely by employees so there is no cost to the Port associated with this
mandated benefit. The COVID vaccination verification incentive day off will not have a budget
impact though it will result in some employees having one more paid leave day which may lead
to overtime costs in some areas to ensure minimum staffing levels are maintained. We are
unable to estimate the number of employees who will qualify for this 2022 only benefit until the
qualifying November 1, 2021 deadline has passed. Other changes indicated by the 2022 Salary
and Benefits Resolution are administrative only and will not impact payroll or benefits budgets
in any way. 
ATTACHMENTS TO THIS REQUEST 
(1)   Draft Resolution No. 3795 and Attachment A 
(2)   Exhibit A to original Policy Directive: Schedule of Authorized Non-Represented Jobs 
(3)   2021 (Current) Pay Ranges for Non-Represented Jobs (for information only) 
(4)   Presentation slides 


Template revised June 27, 2019 (Diversity in Contracting).

COMMISSION AGENDA  Action Item No. 8j                                   Page 5 of 5 
Meeting Date: November 9, 2021 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
None 

















Template revised June 27, 2019 (Diversity in Contracting).