10c. Presentation
2023 Salary and Benefits Program
Item Number: 10c_supp____ Meeting Date: November 8, 2022 Introduction – Resolution 3807 2023 Salary and Benefits Resolution November 8, 2022 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. • The Compensation Project – A multi-year project to review and update the pay program for non-represented employees – Project Focus: Ensure the pay program for non-represented employees supports attraction and retention of employees 2 Recommended Changes for 2023 2023 recommended changes fall into 2 main categories • Regular, ongoing changes • Compensation Project related changes 3 Recommended Changes for 2023 Reporting requirements for certain positions • Workplace Responsibility will be removed from the General Counsel reference, this group will move to Human Resources in January 2023. 4 Recommended Changes for 2023 • Mandated Benefits – Adding Washington Paid Sick Leave • Paid Leave – COVID-19 Vaccination Verification Incentive Day will be removed. 5 Recommended Changes for 2023 Pay Ranges • Goal: have the pay ranges reflect market pay rates – Range adjustment ≠ similar pay increases for non-represented employees – Automatic adjustments only if an employee’s pay is less than their new range minimum • Recommended 2023 Changes – Pay Ranges increase by 4% – Grade 7 and 8 will be removed 6 Recommended Changes for 2023 New Definitions • COLA – an increase to an employees pay rate based on changes to the Consumer Price Index • Pay Equity – compensating employees similarly when they perform comparable work, and pay differences between employees performing comparable work can be explained by experience and performance 7 Recommended Changes for 2023 Updating and reorganizing the Pay Practices section • In Pay Practices, Initial Pay Practice will be modified to better align with the Port’s increasing focus on Pay Equity. • Adding a new section, Pay Types. • Some Pay Practices will move to Pay Types - Overtime - Pay for Performance - Other Pay Adjustments - Pay for the Executive Director - Special Pay Adjustments 8 Recommended Changes for 2023 New and Updated Pay Types • COLA • COLA Plus • Multilingual Pay Premium • Emergency Pay • Update “ICT Standby Pay” to “Standby Pay” 9 Estimated Cost • The cost of some recommended changes are difficult to estimate including – Emergency Pay – Multi-lingual Pay Premiums • Others are easier to estimate – COLA estimated at ~ $8.2M – COLA Plus estimated at ~ $103,000 – 4% Range Adjustment estimates at < $40,000 10 Salary and Benefits Resolution Briefing Questions? 11
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