COMMISSION 
AGENDA MEMORANDUM                        Item No.         _8h__ 
ACTION ITEM                            Date of Meeting     November 17, 2020 
DATE:     November 10, 2020 
TO:        Stephen P. Metruck, Executive Director 
FROM:    Tammy Woodard, Director Human Resources  Total Rewards 
Ann McClellan, Total Rewards Manager 
Sandra Spellmeyer, Total Rewards Manager 
SUBJECT:  2021 Salary and Benefits Program 

ACTION REQUESTED 
Request adoption of Resolution 3781: 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. 
EXECUTIVE SUMMARY 
The Salary and Benefits Resolution is the Port Commission's authorization to revise the program
that provides pay and benefits to the Port's non-representedemployees.  The Resolution
establishes the pay ranges for non-represented jobs and authorizes updates to benefit plans that
comprise the overall benefit package offered to non-represented Port employees.

JUSTIFICATION 
The Salary and Benefits program specifies the pay and benefit programs authorized by the Port
Commission, while administrative details of these programs are maintained in Port policies. The
program also includes benefits offered to Port of Seattle retirees and to Port Commissioners, as
well as the administrative details of these benefits. Updates to the program are designed to keep
the authorized pay and benefit plans current and to ensure the Total Rewards package they are
part of continues to support the attraction and retention of employees with the talents and
abilities necessary for the Port to achieve its mission, vision, and objectives. 
DETAILS 
Recommended changes to the Salary and Benefits Resolution 
Adjustments to Pay Grades and Ranges for 2021 

Template revised January 10, 2019.

COMMISSION AGENDA  Action Item No. 8h                                  Page 2 of 3 
Meeting Date: November 17, 2020 
The Port's goal is to have the pay ranges for non-represented jobs reflect the market pay rates
for Port jobs in these ranges.  Annually, Human Resources staff analyze data from published
salary surveys for both public sector and private industry employers to determine how well our
existing pay ranges align with current market pay rates.  The annual analysis also includes
analyzing data from salary planning surveys to determine what pay increases 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 any recommended
range adjustment for the coming year.
This year, our analysis indicates that the Port's current pay ranges for non-represented
employees are 1% above market. Additionally, Puget Sound area employers are reporting an
expected 2021 overall average pay increase of about 2.8%.  Based on this analysis, we are
recommending a 2.0% pay range adjustment to ensure that we maintain the Port's nonrepresented
pay ranges at market competitive levels through 2021.
While not directly relevant to our pay range analysis, we also surveyed public employers in the
Puget Sound area to determine what they are projecting for their range adjustments. The pay
programs at most local public employers are based on changes to the Consumer Price Index and
include cost-of-living increases for employees equal to their range adjustments.  The cost-ofliving
adjustments are in addition to possible step and/or merit increases.  At the time of our
survey this year only five of the 14 employers we surveyed were able to provide a projected range
adjustment amount. The available projected 2021 range adjustments range from 0% to 3.0% and
average at 1.4%. 
With the recommended 2021  pay range adjustment, we estimate that approximately 11 
employees will have pay rates that fall below the 2021 range minimum and the estimated annual
cost of increasing these employees' pay to the new range minimum will be about $13,000. 
As part of the analysis that leads to the pay range adjustment recommendation, we also consider
the City of Seattle minimum wage. In 2021, the City of Seattle minimum wage will be $16.69/hour
for large employers (with 501 or more employees) and the Port's high school intern rate will be
$17.56/hour.   With the recommended 2.0%  salary range adjustment for 2021, all nonrepresented
pay ranges will have range minimums above the City of Seattle minimum wage. 


Holidays 
We recommend adding June 19th as an additional Port-paid holiday in observance of Juneteenth.
Juneteenth, otherwise known as Black Independence Day, commemorates the day in 1865 when
enslaved people in Galveston, Texas heard the news of their freedom, two years after President

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

COMMISSION AGENDA  Action Item No. 8h                                  Page 3 of 3 
Meeting Date: November 17, 2020 
Lincoln issued the Emancipation Proclamation. It is currently observed in all but three states in
the U.S.
Definitions 
We recommend adding a new definition for "Project-related Temporary Assignment" to address
utilization of these types of temporary assignments. A Project-related Temporary Assignment is
an assignment for a full-time or part-time employee that is generally expected to last no longer
than four years. Extensions to these types of assignments are only allowed in special
circumstances with approval from Human Resources management.
Policy Establishing Jobs, Pay Grades, Pay Ranges, and Pay Rates 
In follow-up to the recent Commission-directed change to the description of Internal Audit 
Director contained in the salaries and benefits policy directive, based on previous action taken at
the October 27, 2020, meeting to amend the Commission's Bylaws and Rules of Procedure to
reflect dual reporting of the position functionally to the Commission, delegated to the Audit
Committee, and administratively to the Executive Director -- Section 5.1(A)(3) Internal Audit
Director is amended. 
ALTERNATIVES AND IMPLICATIONS CONSIDERED 
No alternatives were considered; the process necessary to update the Salary and Benefits
Resolution is governed by Port Commission processes and RCW 53.08.170. 
ATTACHMENTS TO THIS REQUEST 
(1)   Draft Resolution No. 3781 and Attachment A 
(2)   Exhibit A to original Policy Directive: Schedule of Authorized Non-Represented Jobs 
(3)   2020 Pay Ranges for Non-Represented Jobs (for information only) 
(4)   Presentation slides 
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
Briefing and Introduction on November 10, 2020 





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