4e reso
ITEM NO.: 4e_attach MEETING DATE: February 9, 2016 2016 SALARY & BENEFIT RESOLUTION NO. 3712, as amended Effective January 1, 2016 i Table of Contents RESOLUTION NO. 3712 Page No. I. DEFINITIONS ...................................................................................................................1 II. ESTABLISHING JOBS, PAY GRADES, PAY RANGES, AND PAY RATES ..........3 A. Filling Vacant Positions and Transferring Positions and/or Employees .................3 B. Pay Ranges ...............................................................................................................3 C. Job Evaluation System .............................................................................................5 D. Pay Practices ............................................................................................................5 1. Compensation Considerations .....................................................................5 2. Payroll ..........................................................................................................5 3. Initial Pay Rates ...........................................................................................5 4 Pay for Performance ....................................................................................5 5. Overtime ......................................................................................................5 6. ICT Stand-by Pay .........................................................................................5 7. Other Pay Adjustments ................................................................................6 8. Special Pay Adjustments..............................................................................6 9. Pay for the Chief Executive Officer ............................................................6 E. Pay Rates and Pay Ranges for Non-evaluated Jobs .................................................6 1. High School, College, and Graduate Intern Positions .................................6 2. Chief of Police, Fire Chief, Deputy Chief of Police, Assistant Fire Chief ..6 3. Veteran Fellows Positions............................................................................6 4. Chief Executive Officer ...............................................................................6 F. Amending Authorized Jobs, Pay Grades, and Pay Ranges ......................................6 III. BENEFITS PROGRAMS OFFERED TO EMPLOYEES ............................................6 A. Mandated Benefits ...................................................................................................7 B. Additional Benefits for Employees ..........................................................................7 1. Paid Leave ....................................................................................................7 2. Retirement ....................................................................................................8 3. Health Care ..................................................................................................8 4. Life and Disability Insurance .......................................................................8 5. Flex Time and Alternative Work Arrangements .........................................9 6. Relocation ....................................................................................................9 C. Authorization to Amend Benefit Program ...............................................................9 D. Benefits for the Chief Executive Officer .................................................................9 IV. BENEFITS OFFERED TO PORT OF SEATTLE RETIREES....................................9 A. Medical Benefits for Retirees ..................................................................................9 B. Medical Benefits for Dependents of Retirees ........................................................10 C. Retiree Life Insurance ............................................................................................10 D. Retiree Parking.......................................................................................................10 E. Authorization to Amend Benefits Offered to Port of Seattle Retirees...................10 i V. BENEFITS OFFERED TO PORT OF SEATTLE COMMISSIONERS ...................10 A. Healthcare ..............................................................................................................10 B. Life Insurance ........................................................................................................11 C. Right to Modify or Terminate Coverage ...............................................................11 VI. SPECIAL PROGRAMS AND COMMISSION NOTIFICATION .............................12 VII. EFFECTIVE DATE...........................................................................................................12 ii RESOLUTION NO. 3712, as amended 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 Benefits, Other Benefits for Port Employees not represented by a Labor Union including Retirement, Paid Leave, Healthcare, Life Insurance and Disability Benefits, Benefits for Port of Seattle Retirees, and Benefits for Port of Seattle Commissioners; and Authorizing this Resolution to be Effective on January 1, 2016, and Repealing all Prior Resolutions Dealing with the Same Subject, Including Resolution No. 3699. WHEREAS, the Port Commission has authority pursuant to RCW 53.08.170 to create and fill positions, fix wages, salaries, and establish other benefits of employment including retirement, insurance and similar benefits. BE IT RESOLVED by the Port Commission of the Port of Seattle as follows: I. DEFINITIONS Except as otherwise provided, the following definitions 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 Benefits Resolution, and will be identified as at-will when a job opening for an at-will position is posted and/or before an offer of employment is made. Chief Executive Officer: 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 benefits for the Chief Executive Officer adopted in open session by the Commissioners shall prevail over any relevant conflicting 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 benefits as provided in the relevant provisions of Section VI. This definition 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 specific information about any limitations on working after retirement. Eligible Employee: An employee who meets the eligibility criteria for specific benefits as defined in Port policies or other governing sources. 01/01/2016 - 1 - Emergency Hire Employee: An employee who is hired for no more than 3 months without a competitive hire 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 defined standards of unacceptable conduct or performance. Standards are defined in policies included in the Code of Conduct, most specifically 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. 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). Ineligible Employee: Ineligible employees are generally ineligible for Port benefits except as described in Port policies or other governing documents. 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 indefinitely. Part-Time Employee: An employee who is regularly scheduled to work at least 21 hours per week indefinitely, but less hours than a full-time employee. 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 sufficient 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). 01/01/2016 - 2 - 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. Veteran Fellows: An employee who is hired and receives pay and benefits in accordance with the Veteran Fellowship Program. II. ESTABLISHING JOBS, PAY GRADES, PAY RANGES AND PAY RATES A. Filling Vacant Positions and Transferring Positions and/or Employees: The Chief Executive Officer is hereby authorized to: Recruit and fill authorized positions (except that of Chief Executive Officer) up to the full- time-equivalent number of positions authorized; Set salaries within pay ranges established below; Transfer positions and/or employees from one work unit to another and to reorganize functions to promote organizational effectiveness; Approve non-competitive placements in select circumstances; Establish additional positions, provided that funding is available in the Commission approved budget; and, 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. B. 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.C. Each job will have a pay range that corresponds to its pay grade. The following 2016 Pay Grades and Pay Ranges for non-represented jobs at the Port of Seattle are hereby established: 01/01/2016 - 3 - GRADED PAY RANGE STRUCTURE 2% Range Adjustment Effective January 1, 2016 Grade Minimum Midpoint Maximum Minimum Midpoint Maximum 42 $88.26 $110.32 $132.39 $183,577 $229,471 $275,366 41 $83.69 $104.61 $125.54 $174,077 $217,597 $261,116 40 $79.30 $99.12 $118.95 $164,944 $206,180 $247,416 39 $75.14 $93.92 $112.71 $156,288 $195,360 $234,431 38 $71.16 $88.95 $106.74 $148,013 $185,017 $222,020 37 $67.36 $84.20 $101.04 $140,106 $175,132 $210,158 36 $63.79 $79.74 $95.69 $132,691 $165,863 $199,036 35 $60.34 $75.43 $90.51 $125,514 $156,892 $188,271 34 $57.07 $71.34 $85.60 $118,704 $148,379 $178,055 33 $53.97 $67.46 $80.96 $112,260 $140,324 $168,389 32 $50.99 $63.74 $76.49 $106,069 $132,587 $159,104 31 $48.20 $60.24 $72.29 $100,246 $125,307 $150,368 30 $45.49 $56.86 $68.23 $94,613 $118,266 $141,919 29 $42.93 $53.66 $64.40 $89,298 $111,623 $133,947 28 $40.50 $50.62 $60.75 $84,238 $105,298 $126,357 27 $38.17 $47.72 $57.26 $79,401 $99,251 $119,101 26 $35.97 $44.96 $53.96 $74,818 $93,523 $112,227 25 $33.87 $42.33 $50.80 $70,443 $88,054 $105,664 24 $31.85 $39.82 $47.78 $66,258 $82,822 $99,386 23 $29.94 $37.43 $44.91 $62,280 $77,849 $93,419 22 $28.13 $35.16 $42.19 $58,509 $73,136 $87,763 21 $26.37 $32.96 $39.55 $54,849 $68,561 $82,274 20 $25.22 $31.53 $37.83 $52,462 $65,578 $78,693 19 $24.14 $30.17 $36.20 $50,203 $62,753 $75,304 18 $23.10 $28.88 $34.65 $48,054 $60,068 $72,081 17 $22.14 $27.67 $33.21 $46,049 $57,562 $69,074 16 $21.20 $26.50 $31.80 $44,093 $55,116 $66,139 15 $20.27 $25.33 $30.40 $42,151 $52,689 $63,227 14 $19.43 $24.29 $29.15 $40,416 $50,521 $60,625 13 $18.65 $23.31 $27.98 $38,793 $48,492 $58,190 12 $17.86 $22.33 $26.79 $37,155 $46,444 $55,732 11 $17.14 $21.43 $25.72 $35,659 $44,574 $53,489 10 $16.43 $20.54 $24.65 $34,179 $42,724 $51,268 9 $15.77 $19.72 $23.66 $32,811 $41,013 $49,216 8 $15.15 $18.93 $22.72 $31,506 $39,382 $47,259 7 $14.55 $18.19 $21.83 $30,265 $37,831 $45,397 6 $13.93 $17.41 $20.90 $28,976 $36,220 $43,464 5 $13.40 $16.74 $20.09 $27,862 $34,828 $41,793 4 $12.89 $16.11 $19.34 $26,812 $33,515 $40,218 3 $12.40 $15.50 $18.60 $25,794 $32,242 $38,691 2 $11.90 $14.87 $17.84 $24,744 $30,929 $37,115 1 $11.45 $14.32 $17.18 $23,821 $29,776 $35,731 01/01/2016 - 4 - C. Job Evaluation System: 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 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 Officer, shall have the final approval authority for all job evaluation outcomes and title changes except for that of the Chief Executive Officer. This authority shall include re-evaluation of existing jobs and establishment and evaluation of new jobs. D. Pay Practices: 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 a.m. 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 financial 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 qualifications or experience, or for internal/external equity reasons. 4. Pay for Performance: The Pay for Performance program shall be administered in accordance with Port Policy HR-21 Pay Administration. The pay for performance amount shall be established by the Port budget process and administered according to a plan approved by the Chief Executive Officer and implemented by Human Resources Management. 5. Overtime: Full-time and part-time hourly employees, those whose jobs are classified as non-exempt, shall receive overtime compensation in accordance with prevailing State and Federal laws. 6. 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. 01/01/2016 - 5 - 7. 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. 8. Special Pay Adjustments: The Chief Executive Officer, or Human Resources Management under the supervision of the Chief Executive Officer, may approve special pay adjustments for reasons deemed appropriate. Special adjustments provide flexibility in ensuring appropriate compensation in unusual situations and circumstances that are not otherwise addressed by Port pay administration policies or procedures. 9. Pay for the Chief Executive Officer: Pay and performance evaluation for the Chief Executive Officer shall be approved by the Commission in public session. The Commission shall have discretion in determining the pay of the Chief Executive Officer. 10. One-time Special Pay: Consistent with the Port's Total Rewards Program, and particularly with respect to supporting a high-performing organization that enables the Port to attract and retain the most qualified high-performing employees, and in response to the newly adopted 40 hour work week, all eligible salaried employees will, on December 31, 2015, receive a one-time payment consisting of 7% of the employee's annual compensation amount. This section II D. 10 shall expire on December 31, 2016. E. Pay Rates and Pay Ranges for Non-evaluated Jobs: Pay Rates, 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. 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. Chief Executive Officer: This job is not evaluated and no pay range is established. The CEO's pay is established by the Port Commission. F. Amending Authorized Jobs, Pay Grades, and Pay Ranges: Pay Ranges may be amended by 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). 01/01/2016 - 6 - III. BENEFITS PROGRAMS OFFERED TO EMPLOYEES The Port Commission supports the Port providing a competitive benefits 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 benefits programs: A. Mandated Benefits: The Port will make benefits required by federal, state or local laws available to employees and ensure they are administered consistent with the governing laws. These benefits include, but are not limited to: Social Security (FICA) Insurance Industrial Insurance/Workers Compensation Coverage Unemployment Compensation Military Leave (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 Benefits for Employees: The following benefits shall be administered consistent with eligibility requirements and other details included in Port Policy HR-5 Leave or Port Policy HR-31 Employee Benefits for Non-Represented Employees as applicable. 1. Paid Leave: The following paid leave plans shall be administered consistent with Port Policy HR-5 Leave and the Addendum to Port Policy HR-5 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 (EI) Leave: Paid time away from work in the event of illness, injury or other specified 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 Port Designated Floater (day before or day after Christmas) Christmas Day 01/01/2016 - 7 - d. Bereavement Leave: Time off to attend or make arrangements for funeral 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 for 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 benefits 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 Officers and Fire Fighters Retirement System (LEOFF) based on their job responsibilities. Retirement benefits will be administered consistent with applicable Washington State laws, and supplemental information contained in Port Policy HR-31 Employee Benefits 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 benefits 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. 3. Health Care: Medical and dental coverage offered to eligible employees consistent with Patient Protection and Affordable Care Act (ACA) requirements and as specified in Port Policy HR-31 Employee Benefits for Non-Represented Employees. a. Employees will have the option to choose from 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 and the Port retains the right to modify or terminate healthcare benefits. 4. Life and Disability Insurance: Benefits to protect against unexpected loss. 01/01/2016 - 8 - a. Life Insurance: Benefits paid to beneficiaries 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): Benefits paid to employees in the event they lose a limb or their beneficiaries 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 benefits 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, flex 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 specified 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 Benefit Programs: The Chief Executive Officer is authorized to amend benefits as necessary to comply with any changes in statutory requirements. All policies are subject to approval by the Chief Executive Officer. The Port retains the right to modify or terminate any benefits and/or modify the cost charged to employees or dependents for benefits coverage at any time for any reason. D. Benefits for the Chief Executive Officer: The Chief Executive Officer will be offered the same benefits package other eligible employees are offered as provided in Sections III.A. and III.B. The Port Commission may also authorize different or additional benefits for the Chief Executive Officer. IV. BENEFITS OFFERED TO PORT OF SEATTLE RETIREES In addition to pension benefits offered to Port of Seattle retirees, the Port Commission authorizes the following benefits and conditions for qualified retirees. A. Medical Benefits for Retirees: Qualified Port of Seattle retirees will be offered the opportunity to obtain medical coverage through the Port of Seattle as specified below. 1. Eligibility Requirements for Retiree Medical Benefits: A retiree is eligible for retiree medical benefits subject to insurance contract provisions and upon payment of 100% of the associated premiums if the following requirements are satisfied: a. Has at least five (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. 01/01/2016 - 9 - b. Completes and submits an enrollment form, if any, for the desired retiree benefit 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. Medical Benefits for Dependents of 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. Retiree Life Insurance: Retirees are eligible for enrollment in the retiree life insurance plan if the eligibility requirements listed in Section IV.A.1 are satisfied. D. Retiree Parking: Retirees are eligible for free vacation parking at the north employee parking lot at Sea-Tac airport. A valid retiree identification badge is required to access the north employee parking lot and can be obtained from the front desk at Pier 69. E. Authorization to Amend Benefits Offered to Port of Seattle Retirees: The Port is authorized to amend the benefits 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 Benefits contained in this section are available to Port Commissioners. A. Healthcare: Port Commissioners shall have the same healthcare, medical and dental, benefits choices offered to Port employees. 1. Medical Benefits for Commissioners: Port Commissioners are eligible to elect medical and dental coverage effective on the first 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 benefits. Commissioners who elect Port sponsored medical coverage must elect coverage via approved methods. a. Medical Benefits for Commissioner's Dependents: Port Commissioners are eligible to elect medical benefits for their dependents on the first 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 Benefits 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 five (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 01/01/2016 - 10 - 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.1.c. Additionally, spouses or domestic partners of Commissioners who are eligible for retiree medical coverage are eligible to enroll in coverage should they survive the eligible Commissioner. 2. Dental Benefits for Commissioners: a. Coverage for Commissioners: Port Commissioners who so elect coverage shall receive these benefits after 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 benefits. The eligibility and other conditions of coverage are established with the organization selected by the Port to provide such benefits. b. Coverage for Commissioner's Dependents: Port Commissioners are eligible to elect dental benefits for their dependents on the first 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 notification shall be the Commissioner's responsibility. B. Life Insurance: Commissioners shall be eligible to elect life insurance coverage as specified 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 first 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 benefits. For purposes of optional, self-paid basic life insurance and business travel accident insurance benefits, Port Commissioners are included in the definition 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 satisfied 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 Terminate Coverage: The Port retains the right to modify or terminate benefits and/or to modify the cost charged to Commissioners or dependents for such coverage. 01/01/2016 - 11 - 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 of the Port and amend benets provided for in the Salary and Benet 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, 2016 through December 31, 2016. The Chief Executive Ofcer is authorized to take necessary action to make all terms, provisions, and conditions contained herein effective as of January 1, 2016. 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 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. 3699, are hereby repealed. ADOPTED by the Port Commission of the Port of Seattle this 8 day of {68th , 2015, and duly authenticated in open session by the signatures of the Commissioners voting in favor thereof and the seal of the Commission. STEPi-EAHEE EEGWE'EAN " / BILL BRYANT TOW? ALE 30 JOHN CREiGHTQN , COURTNEY sz'Q'I Port Commis 9' W 6001/2616," 12 Exhibit A to Resolution 3712 Updated 1/14/16 EXHIBIT A TO RESOLUTION NO. 3712 SCHEDULE OF AUTHORIZED NON-REPRESENTED JOBS SALARY RANGES EFFECTIVE JANUARY 1, 2016 Annual Base Salary Range (Hourly equivalent in parentheses)1 Grade Minimum Midpoint Maximum 42 $183,577 ($88.26) $229,471 ($110.32) $275,366 ($132.39) Managing Director, Aviation 41 $174,077 ($83.69) $217,597 ($104.61) $261,116 ($125.54) Chief Financial & Administrative Officer *Managing Director, Economic Development 40 $164,944 ($79.30) $206,180 ($99.12) $247,416 ($118.95) General Counsel/Chief Compliance Officer *Managing Director, Maritime Senior Director, Capital Development 38 $148,013 ($71.16) $185,017 ($88.95) $222,020 ($106.74) *Senior Director, Human Resources *Senior Director, Public Affairs *Senior Director, Strategic Initiatives 37 $140,106 ($67.36) $175,132 ($84.20) $210,158 ($101.04) Chief Information Officer *Senior Director, Labor Relations 36 $132,691 ($63.79) $165,863 ($79.74) $199,036 ($95.69) Director Aviation Facilities & Capital Programs Director, Airport Operations 35 $125,514 ($60.34) $156,892 ($75.43) $188,271 ($90.51) Assistant ICT Director - Business Services Director, Aviation Business Development Assistant ICT Director - Infrastructure Services Director, Aviation Security & Emergency Preparedness Chief Engineer/Director Engineering Services Director, Aviation Project Management Group Deputy General Counsel Director, Central Procurement Office Director, Accounting & Financial Reporting 34 $118,704 ($57.07) $148,379 ($71.34) $178,055 ($85.60) *Chief of Staff, Commission Services Director, Seaport Planning & Environmental Services Director, Aviation Community Partnerships Director, Seaport Project Management Group Director, Aviation Finance & Budget Director, Social Responsibility Director, Aviation Planning & Environmental Services General Manager, Aviation Maintenance Director, Cruise & Maritime Operations Senior Manager, Aviation Facilities & Infrastructure Director, Labor Relations Senior Port Counsel Director, Real Estate Asset Management 33 $112,260 ($53.97) $140,324 ($67.46) $168,389 ($80.96) AFR Asst. Director, Financial Reporting Revenue Services Director, Port Construction Services AFR Asst. Director, General Accounting/Business Technology *Executive Chief of Staff Assistant Director HR - Diversity & Consulting Services General Manager, Marine Maintenance Assistant Director HR - Total Rewards Senior Manager, Airport Dining & Retail Assistant Engineering Director-Construction Senior Manager, Airport Operations Assistant Engineering Director-Design Senior Manager, Information Security Chief Aviation Technologist Senior Manager, Real Estate & Economic Development Director, Internal Audit 32 $106,069 ($50.99) $132,587 ($63.74) $159,104 ($76.49) Assistant Director, Real Estate Asset Management GIS Architect Aviation Capital Project Liaison Manager, Aviation Properties Capital Program Leader Manager, ICT Project Management Director, Corporate Finance Senior Manager, Emergency Preparedness Director, Real Estate Development Senior Manager, Public Works Contracting Director, Seaport Finance & Budget Senior Manager, Purchasing Employment Manager 1 Hourly rates are rounded. To calculate the actual hourly rate divide the annualized rate by 2080. Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 31 $100,246 ($48.20) $125,307 ($60.24) $150,368 ($72.29) Airport Facilities & Infrastructure Systems Manager Senior Controls Manager-Aviation Project Management Group Assistant Finance Director - Budget Senior Manager, Airport Building & Facilities Services Capital Project Manager V Senior Manager, Airport Operations/Capital Coord Liaison Design Build Capital Project Manager Senior Manager, Aviation Maint. Assets & Logistics Development QA Manager / Sr. Software Architect Senior Manager, Aviation Maintenance Employee Relations Manager Senior Manager, Aviation Security Enterprise GIS Manager Senior Manager, Civil Structural Design Services Government Relations Manager Federal Senior Manager, Disbursements International Business Protocol Liaison Senior Manager, Employee Health & Safety Learning and Leadership Manager Senior Manager, Environmental Programs Manager, Community Engagement Senior Manager, Risk Management Manager, Internal Audit Senior Manager, Service Agreements Manager, Security & Public Safety Technology Treasury Manager Manager, Strategic Communications 30 $94,613 ($45.49) $118,266 ($56.86) $141,919 ($68.23) Airport Public Affairs Manager Manager, Aviation Finance & Budget AV Maintenance Manager, Capital Project Liaison Manager, Air Services Development Aviation Planning Program Manager Manager, Aviation Planning & Business Intelligence Benefits Manager Manager, Environmental Programs Capital Project Manager IV Manager, HR Information System CLG Manager Manager, Regional Transportation Compensation Manager Manager, Survey & Mapping Services Construction Manager Manager, Windows Server Engineering Cruise Services/Emergency Preparedness Manager Mechanical / Electrical Manager Database Engineering Manager Network Engineering Manager Engineering Quality Manager Organizational Development Manager ERP Manager Regional Government Affairs Manager ICT Business Case Manager Senior Manager, Fishing Vessel Services ICT Contract Vendor & IP Manager Senior Manager, Marine Maintenance International Tourism Development Manager Senior Manager, Recreational Boating Services Labor Relations Manager Senior Systems Architect Manager, Air Cargo Operations and Development Server Engineering Manager Manager, Aviation Business Development & Analysis Systems Engineering Manager Technology Economist 29 $89,298 ($42.93) $111,623 ($53.66) $133,947 ($64.40) Aviation F&I Senior Systems Eng/Utility Business Manager Manager, International Operations Aviation Training & Development Manager Manager, Aviation Maintenance Logistics Business Technology Consultant Manager, ICT Client Services & Support ERP Developer/Programmer Manager, Maritime Operations Financial Controls & Reporting Manager Manager, Seaport PMG Program Controls GIS Software Engineer Marine Maintenance Senior Program Manager ICT Operations & Services Manager OSR Workforce Development Program Manager Lead Software Developer Port Counsel Manager, Airline Scheduling Systems Principal Engineer Manager, Airline Systems & Services Real Estate Development Manager Manager, Airport Communications Center Resident Engineer 3 Manager, Airport Parking Revenue Senior Environmental Program Manager Manager, Airport Landside Operations Senior Manager, PCS Construction Operations Manager, Airport Operations Small Business Program & Policy Manager Manager, Airport Operations & Passenger Experience Sr Mgr, Marine Maintenance Business Operations & Systems Manager, Airport Wildlife Sr Mgr, Marine Maintenance Compliance & Fleet Manager, Aviation Noise Programs Sr Mgr, Marine Maintenance Logistics & Financial Services Manager, Aviation Maintenance Business Systems Strategic Planning Program Manager Manager, Aviation Maintenance Tax Manager Manager, Construction Safety Management Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 28 $84,238 ($40.50) $105,298 ($50.62) $126,357 ($60.75) Accounting Manager Manager, Seaport Finance & Budget Airport Operations Development Manager Marketing Manager, Seaport National Accounts Aviation Community Relations Manager Payroll Manager Aviation Property Manager 3 PCS Lead Construction Manager Aviation Program Controls Manager PCS Lead RMM Construction Manager Commission Issues & Policy Manager Police/Fire Communications Mgr/Technical Liaison Capital Project Manager III Purchasing Manager Contract Administration Manager Regional Transportation Program Planner Environmental Program Manager Resident Engineer 2 ICT Financial Services Manager Seaport Environmental Finance Manager ICT Project Manager Senior Aviation Infrastructure Engineer Manager, Airport Facility Services Senior Design Engineer Manager, Airport Security Access Senior Infrastructure Systems Engineer - Conservation Manager, Construction Planning & Coordination Senior Business Manager, Airport Dining & Retail Manager, Corporate Facilities Senior Organizational Development Consultant Manager, Harbor Business and Operations 27 $79,401 ($38.17) $99,251 ($47.72) $119,101 ($57.26) Air Cargo Operations Manager Marine Maintenance Planner & Estimator Supervisor Airline and Passenger Systems Manager Marine Maintenance Project Supervisor Airport Duty Manager Passenger Experience Project Manager Airport Media Officer Process Improvement Program Manager Aviation Air Quality Program Manager Real Estate Manager Aviation Business Intelligence Program Manager Seaport Property Manager III Aviation Planning Research Program Manager Seaport/Real Estate Media Officer Aviation PMG Project Scheduler Seaport Security Program Manager Aviation PMG Cost Estimator Seaport Transportation Program Planner Aviation Project Planner Senior Business Analyst - ICT Aviation Property Manager 2 Senior CLG Program Manager Business Manager, Airport Dining & Retail Senior Database Engineer Capital Project Estimator Senior AFR Business Technology Analyst Construction Management Cost Estimator Senior HR Business Technology Analyst Engineering Facility & Financial Manager Senior Internal Auditor ERP Administrator Senior Linux Server Engineer Facilities Maintenance Manager, Cruise & Industrial Properties Senior Network Engineer Marine Maintenance Project Manager Supervisor Senior Public Affairs Program Manager Health & Safety Management Lead Senior Systems Engineer ICT Quality Assurance Manager Senior Windows Server Engineer Manager, Airport Customer Service Software Developer Manager, Lease Administration & Utility Management Survey Crew Manager Manager, PCS Controls & Support Services Utility Program Manager Mapping Manager Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 26 $74,818 ($35.97) $93,523 ($44.96) $112,227 ($53.96) Accounts Receivable Manager Learning / Development Consultant AFR Records & Administration Manager Marine Maintenance Asset Manager Airfield / Airspace Planner Marine Maintenance Project Manager Airport Dining & Retail Project & Facilities Manager Manager, Credentialing Center Assistant Storm Water Project Manager Manager, ICT Administration Audio Visual Services Manager Manager, Public Affairs Events & Engagement Aviation Infrastructure System Engineer Maritime Operations Superintendent Aviation Maintenance Asset Manager Organizational Development Consultant Aviation Maintenance Assistant Fleet Manager Public Affairs Policy/Research Analyst Aviation Planning Business Intelligence Analyst Public Affairs Program Manager Aviation Training & Development Asst. Manager Resident Engineer 1 Billing Manager Risk Claims Manager Capital Project Manager II Risk Management Specialist Communications Project Manager-Public Affairs Seaport Real Estate Specialist Construction Coordination Supervisor Senior Business Development Analyst - Aviation Construction Safety Manager Senior Buyer Database Engineer Senior Contract Administrator - Construction Employee Relations Consultant Senior Cost Engineer Environmental Management Specialist 2 Senior Planner, Aviation Erosion Control / Storm Water Engineer Senior Port Budget Analyst Employment Consultant Senior Planner, Seaport Financial Analyst III - Corporate Supervisor, Corporate Financial Analysis Financial Analyst III - Aviation Systems Engineer Financial Analyst III - Seaport Telecommunications Infrastructure Engineer HR Business Technology Analyst Workers Compensation Manager Information Security Engineer / Analyst Workplace Responsibility Manager 25 $70,443 ($33.87) $88,054 ($42.33) $105,664 (50.80) Accounts Payable Supervisor International Operations Supervisor Airport Dining & Retail Program Manager Landside Supervisor - Air Transit Operations Airport Parking Marketing Manager Landside Supervisor AFR Business Technology Analyst Lead Desktop Support Engineer Airline Scheduling Systems Specialist Learning / Development Specialist Assistant Manager, AVM Distribution Center Linux Server Engineer Assistant Resident Engineer Marine Maintenance Budget and Financial Reporting Aviation Conference Center Sales & Operations Manager Marketing Representative - Harbor Services Group Aviation Conference Center Business & Marketing Manager OSR Small and Disadvantaged Business Coordinator Aviation Maintenance Sr. Business Systems Analyst Network Engineer Aviation Maintenance Planner/Coordinator Supervisor P-Card Administrator Aviation Lease Administration Manager PCS Resident RMM Construction Manager Aviation Senior Internal Controls Analyst PCS Resident Construction Manager Aviation PMG Systems Administrator PCS RMM Construction Manager Baggage Systems Specialist Project Management System Analyst Building Inspector / Plan Examiner Public Disclosure Manager Content Services Manager Real Estate Property Manager II CPO Systems Administrator Research & Policy Analyst Design Engineer Software Test Engineer E911 CAD/GIS Systems Engineer Seaport Property Manager II Financial & Cost Recovery Specialist Senior Accountant Financial Reporting & Controls Analyst Senior Contract Administrator - Service Agreements Fire Protection Engineer Senior Total Compensation Analyst Harbor Operations Supervisor Telecommunications Engineer Health & Safety Management Specialist Total Rewards Consultant ICT Desktop SCCM Administrator Wildlife Biologist Internal Auditor Windows Server Engineer Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 24 $66,258 ($31.85) $82,822 ($39.82) $99,386 ($47.78) Art Program Manager, Aviation ICT Service & Reporting Analyst Aviation Maintenance Project Coordinator Junior Design Engineer Aviation Security Compliance Coordinator Junior Infrastructure Engineer - Aviation Commission Clerk Manager, Signage & Graphics Communications Specialist HR Marine Maintenance Business Systems Admin Supervisor Contract Administrator - Construction Marine Maintenance Planner/Estimator Construction Management Systems Analyst Marine Maintenance Regulatory Compliance Specialist Desktop Support Engineer Operations Supervisor Airport Security Financial Analyst I - Aviation OSR Analyst Financial Analyst I - Corporate PA Brand Awareness & Implementation PM Financial Analyst I - Seaport Public Affairs Project Specialist GIS Analyst Senior Employment Representative ICT Service Desk Supervisor Senior Employment Representative - Uniformed Services 23 $62,280 ($29.94) $77,849 ($37.43) $93,419 ($44.91) Accountant III Executive Assistant/Executive Office Air Services Development Analyst Health & Safety Technology Analyst Assistant / Liaison to Managing Director-Aviation ICT Administrative Services Supervisor Assistant PCS Resident Construction Manager ICT Senior Mobile Device Specialist Aviation Maintenance Business Systems Analyst Lease Administration Supervisor Buyer Legal 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 Credit Analyst Records Program Manager Credentialing Center Supervisor Senior Engineering Design Technician Environmental Data Specialist Survey Project Manager Environmental Management Specialist 1 Web Coordinator 22 $58,509 ($28.13) $73,136 ($35.16) $87,763 ($42.19) Administrative Supervisor ICT Software Asset Analyst Assistant Financial Analyst Lead Infrastructure Operations Technician Assistant to Managing Director, CDD Maintenance Planner / Coordinator - Aviation Aviation E-learning Specialist Marine Maintenance Site Representative Aviation Lease Administration Coordinator Marine Maintenance Parks & Project Specialist Aviation Maintenance CMMS Administrator Maritime Graphics Designer Aviation Noise Programs Community Specialist PCS RMM O&M Program Coordinator Aviation Maintenance Sr. Time Admin/Process Coordinator Risk Analyst Aviation Maintenance Procurement & Inventory Supervisor Risk Claims Specialist Aviation Regulatory Training Specialist Senior Civil Engineering Technician Construction Coordinator Senior Construction Inspector Cost Engineer Software Test Analyst Engineering Design Technician Survey Data Specialist Human Resources Administrator Total Compensation Analyst ICT Asset Management Analyst 21 $54,849 ($26.37) $68,561 ($32.96) $82,274 ($39.55) Accountant II Engineering Archive Systems Administrator Airline Statistical Specialist Executive Assistant, Aviation Director's Office Airport Dining & Retail Specialist ICT Mobile Device Specialist Assistant Finance/Cost Recovery Controls Specialist Marine Maintenance Contract Compliance Specialist Assistant Project Manager Marine Maintenance Fleet Asset Specialist Aviation Emergency Preparedness Specialist Marine Maintenance Business Operations Supervisor Aviation Revenue Controls Analyst Noise Program Specialist Business Development Analyst Aviation 1 Passenger Experience Analyst CAD Standards Review Technician Public Affairs Planner/Project Assistant Construction Management Assistant Seaport Project Specialist Desktop Support Specialist Survey CAD Technician Employment Program Coordinator Travel Card Administrator AFR Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 20 $52,462 ($25.22) $65,578 ($31.53) $78,693 ($37.83) Accounts Payable Lead Fire Dept. System Administrator Assistant Commission Clerk ICT Infrastructure Operations Technician 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 Real Estate Development Project Assistant Department Contract Specialist Senior Administrative Assistant 19 $50,203 ($24.14) $62,753 ($30.17) $75,304 ($36.20) Accountant I Marketing Assistant, Harbor Services Group Assistant Buyer Payroll Analyst Construction Inspector Project Assistant - Engineering Harbor Facilities Coordinator Senior Ground Transportation Controller Harbor Moorage Coordinator Signing & Graphics Designer Specialist Health & Safety Claims Support Administrative Assistant Total Compensation Specialist ICT Asset Management Contract Specialist Utility Locate Technician 18 $48,054 ($23.10) $60,068 ($28.88) $72,081 ($34.65) Administrative Assistant ICT Service Desk Technician Aviation Document Control Specialist Lead Airport Customer Service Representative Aviation Maintenance Fiscal Specialist II Marine Maintenance Business Systems Specialist Aviation Lease Administration Specialist Public Affairs Event Specialist Construction Safety Administrator Records Management Specialist Credentialing Center Background Specialist Senior Lease Administration Specialist Employment Assistant Senior Utilities & Lease Specialist 17 $46,049 ($22.14) $57,562 ($27.67) $69,074 ($33.21) Accounts Payable Specialist Invoice & Control Support Specialist Airport Dining & Retail Marketing Coordinator Invoice & Contract Support Specialist Assistant Civil Engineering Technician Marine Maintenance Purchasing Specialist Billing Specialist - Landside Operations Marina Operations Specialist Facilities Coordinator Marine Maintenance Employee Liaison Ground Transportation Controller Maritime Invoice & Billing Specialist Harbor Customer Service Specialist PCS Purchasing Specialist Harbor Facilities Specialist 16 $44,093 ($21.20) $55,116 ($26.50) $66,139 ($31.80) 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 $42,151 ($20.27) $52,689 ($25.33) $63,227 ($30.40) Legal Documentation Specialist Training Support Specialist - Aviation Marine Maintenance Business Systems Support Assistant 14 $40,416 ($19.43) $50,521 ($24.29) $60,625 ($29.15) Administrative Staff Assistant Marine Maintenance Accounts Clerk Customer Service Specialist, Landside Operations Marine Maintenance Material & Inventory Clerk Lead RCF Bus Driver 13 $38,793 ($18.65) $48,492 ($23.31) $58,190 ($27.98) Conference Center Assistant Facilities Specialist Conference Center Assistant/On Call Exhibit A to Resolution 3712 Updated 1/14/16 Grade Minimum Midpoint Maximum 11 $35,659 ($17.14) $44,574 ($21.43) $53,489 ($25.72) On Call AOB Receptionist 10 $34,179 ($16.43) $42,724 ($20.54) $51,268 ($24.65) AOB Mail & Facilities Specialist Customer Research Field Worker/On Call 9 $32,811 ($15.77) $41,013 ($19.72) $49,216 ($23.66) ICT Voice Communication Operator 6 $28,976 ($13.93) $36,220 ($17.41) $43,464 ($20.90) Interoffice Mail Specialist Office Assistant 3 $25,794 ($12.40) $32,242 ($15.50) $38,691 ($18.60) Office/Maintenance Clerk Non-evaluated Jobs 94 $138,536 ($66.60) $173,169 ($83.25) $207,803 ($99.91) Chief of Police Fire Chief 93 $125,941 ($60.55) $157,427 ($75.69) $188,912 ($90.82) Assistant Fire Chief Deputy Chief of Police 92 $39,000 ($18.75) $44,866 ($21.57) $50,710 ($24.38) Graduate Intern 91 $31,200 ($15.00) $39,000 ($18.75) $46,800 ($22.50) College Intern 90 $26,000 ($12.50) $26,000 ($12.50) $26,000 ($12.50) High School Intern *At-Will Employee
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