PORT OF SEATTLE 
MEMORANDUM 

COMMISSION AGENDA 
Item No.            6c 
Date of Meeting     November 23, 2010 
DATE:      November 15, 2010 
TO:         Tay Yoshitani, Chief Executive Officer 
FROM:     Tammy Woodard, Sr. Manager, Total Compensation 
SUBJECT:   Resolution No. 3647, Second Reading and Final Passage As Amended. 2011 
Salary and Benefit Resolution 
ACTION REQUESTED: 
Approval of Resolution No. 3647, Second Reading and Final Passage As Amended, 2011 Salary
and Benefit Resolution 
BACKGROUND:
The Salary and Benefit Resolution delegates authority from the Commission to the Chief
Executive Officer to direct the administration of compensation and benefits for non-represented
employees. The purpose of these programs is to ensure that the Port's pay and benefit programs
are competitive with the labor market and support retention and attraction of capable staff
committed to achieving the Port's mission. 
PROPOSED CHANGES: 
There are very few substantive changes from the 2010 resolution. Most changes are made to
clarify sections of the resolution that have generated questions throughout the year or that must
be updated to reflect current practices. Noteworthy revisions to the resolution include: 
III.A. Salary Ranges 
We recommend a 2.0% increase to salary ranges for 2011. Each year, the compensation staff
reviews and analyzes data from various published salary surveys to determine how our pay
ranges compare to average market pay rates. This analysis is the basis for adjustments to the
Port's salary ranges. Adjustments are designed to keep ranges comparable to market levels so
that they will support retention and attraction of high performing employees needed to support
the Port's mission. This is different than the CPI change approach most public employers use.
This year, our analysis of the labor market indicates the Port's salary ranges are an average of
1% below market. In addition, pay is expected to increase nearly 3% in 2011. Increasing ranges
by 2% will keep ranges close to market and help support retention of high performing staff and
recruiting of top candidates for open positions in 2011. Maintaining the current range structure
through 2011 could hinder retention and hiring, particularly if hiring activities in the local labor

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 15, 2010 
Page 2 of 3 
market increase substantially before the end of 2011 as increases in hiring activities are often
accompanied by an upward pressure on actual pay levels. 
Salaries of the Port's non-represented employees fall within a graded salary range structure.
These ranges do not tie an employee's pay to a specific step or rate as many other public
employers' structures and some of the Port's represented structures do. Rather, the ranges
provide the framework for non-represented employees' salaries. Most public employers increase
salary ranges based on changes in the Consumer Price Index (CPI) and their employees receive a
Cost of Living (COLA) pay increase equal to the range increase. In addition to the COLA
increase some public employers also provide automatic annual step increases. Non-represented
employees at the Port earn performance-based pay increases and rarely receive automatic
increases. 
Increasing the non-represented range structure will result in approximately 8 employees whose
pay is less than the minimum of their salary range. The cost to increase pay for these employees
to the new minimum of the range is approximately $9,950. 
VIII. Administration of Benefit Programs 
Changes in this section include updating the Port holidays for 2011 and reducing the Paid Time
Off (PTO) balance limit to 800 hours in accordance with the plan put in place when the PTO
program was implemented. Updates have also been made to the Medical Insurance for
Employees and Commissioners and Medical Insurance for Dependents of Employees and
Commissioners sections. These updates remove redundancies and align these sections with
current administrative practices. Updates in this section also include adjustments to more
completely align other benefit sections with eligibility guidelines. 
Exhibit A 
Exhibit A is attached to the Salary and Benefit Resolution and is a schedule of authorized nonrepresented
job titles. Although Salary Ranges require the approval of Commission or the Chief
Executive Officer, amendments to Exhibit A do not require this level of approval. Exhibit A is
amended and published periodically throughout the year by Human Resources and Development
to reflect the outcomes of on-going job evaluation work.
CHANGES SINCE FIRST READING: 
XI. Effective Date 
The third paragraph is updated to reflect this year's resolution superseding last year's Resolution
3633 rather than this year's resolution number, 3647. 
FINANCIAL IMPLICATIONS: 
The estimated cost of changes included in the 2011 Salary and Benefit Resolution is $9950 to
adjust pay rates for approximately eight employees whose pay will be less than the new

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 15, 2010 
Page 3 of 3 
minimum of their salary range. The only adjustments for these employees will be to increase
their pay rates to their new range minimum. 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS: 
November 2, 2010  2011 Salary and Benefit Resolution Briefing 
November 9, 2010  2011 Salary and Benefit Resolution First Reading 
OTHER DOCUMENTS ASSOCIATED WITH THIS REQUEST: 
Resolution No. 3647, Salary and Benefit Resolution 
Resolution No. 3647, Red-Line Version 
Exhibit A  Schedule of Authorized Non-Represented Position Titles and Salary Ranges
Effective January 1, 2011