6b supp
ITEM NO: 6b supp DATE OF MEETING: November 8, 2011_ Salary and Benefits Resolution First Reading Agenda What is the Salary and Benefits Resolution? Considerations for 2012 changes Proposed changes for 2012 Minor wording changes Adjustments to non-represented salary ranges Minor updates to the Administration of Benefit Programs section Salary and Benefits Resolution What is it? Covers 56% of Port Employees Similar to collective bargaining agreements Holidays, PTO, health coverage, pay Some of the key components of the total rewards package Does NOT set actual pay rates Establishes Pay for Performance Merit Administered under HR-21 Funding in the budget Salary and Benefits Resolution What is it? Changes informed by: New or changing laws Updates to POS pay or benefits policies Current market pay levels Known or estimated pay increases for the coming year All industry survey information Local public employers Private sector employers POS CBAs Considerations for 2012 Expected average market pay increases trending up CPI changes trending up Benefit plan changes will be implemented for the 4th consecutive year 2009 10% coinsurance added 2010 premium sharing added 2011 premium sharing percentage increased 2012 deductibles and copays increasing Proposed Changes for 2012 Minor wording changes Adjustment to non-represented salary ranges Minor updates to Administration of Benefit Programs Section 2012 Wording Changes Updates throughout the document to clarify or simplify language Some definitions in section I updated for consistency throughout the resolution Non-Represented Salary Ranges 2% Increase Recommended Midpoint vs. market average Very slightly below market 3.1% market increase 2% appropriate, conservative adjustment ~ $10K for below minimum adjustments Remove CEO job from ranges Simplifies the resolution Consistent with section VI.B which grants Commission discretion in setting CEO pay and/or salary range Administration of Benefit Programs Port holidays updated to reflect the 2012 calendar PTO maximum balance reduced from 800 to 700 hours Change is consistent with plan implemented in 1999 when PTO was introduced Reference to Long Term Sick Leave Account deleted 1 employee had a very small balance which was rolled into their Extended Illness accounts Conclusion Changes will be minimal and consistent with prior years Salary range change reflects a conservative approach
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