Item Number:    __10a_supp__
Meeting Date:     May 14, 2024
Introduction – Resolution
2024 Salary and Benefits Resolution
May 14, 2024

                          Topics
• Compensation Project Overview
• Background of the Salary and Benefits Process
• Recommend Updates and Changes


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            The Compensation Project
COMPETITVE             FAIR, EQUITABLE
•    Expanded                   •    COLA, COLA+
Market Pricing            •   Pay Equity
Resources                  Methodology
•    Market                      •    Performance +
Reference                  Experience
Points at 25th                   determine position
Percentile in                   in pay range
pay range                •   Eliminate barriers
for applicants

SIMPLE, TRANSPARENT
•    Standardized Job
Descriptions, Library
•    Salary Structure
•    Job Matrices


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            The Compensation Project
• A multi-year project to review and update the pay program for nonrepresented
employees
• Project Focus: Ensure the pay program for non-represented employees is
aligned to market and supports our pay equity priorities
• Project Scope:
• The processes, practices, policies and systems related to the compensation program
• The salary structure and how the market reference point for each job is assessed



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            The Compensation Project



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            The Compensation Project



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        The Compensation Project, Pay Equity
Later in 2024, the Port will implement the Pay Equity methodology
• Pay Equity methodology will determine place in range for current and new hires
based on allowable factors, similar experience and performance
• Some, but not all, employees will receive pay adjustments as a result
• Work experience for current employees is being analyzed
• New processes and guidelines for promotion, temporary assignment and new hire
offers
Differences in pay can be attributed to two factors:

Experience           Performance


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         Salary & Benefits Resolution Background
What is the resolution, what does it do
•  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 Port Commission to authorize pay and benefits for nonrepresented
employees by resolution


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         Recommended Changes for 2024
Policy Establishing Jobs, Pay Grades, Graded Pay Range Structure, and Pay Rates
•  Introduction of 2 Graded Salary Range Structures.
•  Adjusting language to replace any reference of ‘evaluated, evaluation, or evaluation
system’ to ‘assessed, assessment, or assessment process.’
•  Adjusting language of ‘relative skill requirements, responsibility, effort required, and
working conditions’ with ‘essential responsibilities and minimum qualifications, such
as knowledge and skills.’


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         Recommended Changes for 2024
Policy Establishing Jobs, Pay Grades, Graded Pay Range Structure, and Pay Rates
(Continued)
•  Replacing the description with ‘Pay rates for newly hired employee will be
within the pay ranges set forth in the above graded Salary Range Structure. A 
newly hired employee's placement within the pay grade will be based on related
experience they bring the Port.’
•   Remove part of the description ‘and how it compares to current Port employees performing
similar work.’
•   Moving the Chief of Police, Fire Chief, Deputy Chief of Police, and Assistant Fire Chief
positions from the non-assessed job section to be included in the assessed jobs within the
Port’s Compensation Program.

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         Recommended Changes for 2024
Definitions & Technical Updates
•   “At-will” definition adjusted to allow for any executive leadership position to be designated
as at-will.
•   “Seasonal Employee” definition adjusted to indicate the hire period is to last 6 months or
less.
•   Port Paid Medical Leave and Port Paid Family Leave definitions will be adjusted to align with
Washington State’s definition of these two programs.


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                  Estimated Cost
Introduction of new Graded Salary Range Structure
•  Impacts 42 employees, approximately costing $191,036, whose current salary falls
below the new grade salary minimum.




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        Salary and Benefits Resolution Briefing
Questions? 

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