COMMISSION 
AGENDA MEMORANDUM                Item No.       7d 
BRIEFING ITEM                   Date of Meeting    October 25, 2016 
DATE:    October 17, 2016 
TO:     Ted Fick, Chief Executive Officer 
FROM:   Tammy Woodard, Assistant Human Resources Director  Total Rewards 
Paula Edelstein, Sr. Director, Human Resources 
Dave Caplan, Sr. Director, Strategic Initiatives 
SUBJECT:  Commission Briefing  2017 Salary and Benefits Resolution, Including Initial 2017
Incentive Pay Plan Values-Based, Non-Financial Goals 
EXECUTIVE SUMMARY 
The Salary and Benefits Resolution is how the Port Commission authorizes salaries, establishes 
benefits, and authorizes the creation and filling of positions as authorized by RCW 53.08.170.
The Salary and Benefits Resolution is updated annually and covers the Port's non-represented
workforce. The Resolution specifies the individual benefits that comprise the Port's Benefits
Package and also establishes the pay grades and ranges; the minimum to maximum pay
available to employees whose jobs are assigned to a specific grade. 
The Commission amended the 2016 Salary and Benefits Resolution in May, 2016 to adopt the
Incentive Pay Plan. The 2017 Salary and Benefits Resolution will incorporate this amendment.
The Incentive Pay Plan includes three non-financial goals that are based on Port of Seattle
values. These goals need to be updated for 2017 and will be incorporated into the Salary and
Benefits Resolution through a new exhibit, Exhibit B, which will be added to the Resolution for
2017.
Additionally, there are minor edits to the resolution including adding, deleting, and revising
definitions contained in the Resolution, and updating the definition of one holiday. Finally, any
items that were specific to 2016 are not carried forward to the 2017 Salary and Benefits
Resolution. 
This briefing will review the changes that the Port Commission will see when the 2017 Salary
and Benefits Resolution is brought forward for first and second reading in November. 
CHANGES FOR THE 2017 SALARY AND BENEFITS RESOLUTION 
Pay Grades and Ranges 
As in previous years, Human Resources staff examined available market data to determine how
well existing Port pay ranges align with market by comparing 2016 pay ranges to published

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COMMISSION AGENDA  Briefing Item No. 7d                       Page 2 of 3 
Meeting Date: October 25, 2016 
market data. This analysis shows that current ranges are within 1% of market. In addition, our
forecasting data indicates that pay is expected to increase by about 3% in 2017.
Further analysis of the pay ranges relative to the upcoming City of Seattle $15/hour minimum
wage (effective 1/1/18) and the 2017 Port of Seattle High School Intern rate of $15/hour
demonstrated that grades 1 and 2 of the existing pay grade structure have not been utilized for
many years. Additional analysis revealed that the existing top grade, grade 42, has a pay range
insufficient to ensure market competitive pay ranges for some of the Port's newest and most
senior jobs. As a result of this work, we will be recommending the following changes to the pay
and grade structure for 2017. 
(1) A 2.5% increase to pay ranges to help ensure the ranges remain market competitivein 
2017. 
(2) Eliminating grades 1 and 2 from the pay grade structure. 
(3) Adding grades 43, 44, and 45 to the pay grade structure. 
As a follow up to this year's analysis, in 2017 HR staff will conduct a comprehensive review of
jobs assigned to grades with a minimum hourly rate less than $15/hour to assess how best to
adjust the pay grades and ranges to ensure that all non-represented employees are paid more
than the City of Seattle minimum wage. There are currently no non-represented employees
paid less than $15/hour and HR staff will monitor hiring rates in 2017 to ensure employees in
non-represented jobs are paid at least $15/hour. 
Updated Definitions 
A regular part of the Salary and Benefits Resolution update process is a review of the definitions
contained in the Resolution to ensure they are still accurate and necessary to define items
contained elsewhere in the Resolution or in other aspects of the Total Rewards package for
non-represented employees. This year's review revealed several definitions that need to be
added, deleted or updated. 
(1) Two definitions will be added, Regular Employee and Temporary Employee. 
(2) Two definitions will be deleted, Eligible Employee and Ineligible Employee. 
(3) One definition will be updated, Emergency Hire Employee. 
The definition of the Port designated floating holiday has been modified several times over the
past 15 years. The holiday will be designated as a Port Designated Floating Holiday (in lieu of
Veterans Day) beginning with the 2017 Salary and Benefits Resolution. This designation will
ensure the Port complies with state law governing the holidays that the Port must recognize. 
Incorporating Incentive Pay Plan Language 
The most notable edits to the 2017 Salary and Benefits Resolution will be the incorporation of
the Resolution authorizing the Incentive Pay Plan. The definitions and Pay for Performance
details from Resolution 3720 will be incorporated into the 2017 Salary and Benefits Resolution. 

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COMMISSION AGENDA  Briefing Item No. 7d                       Page 3 of 3 
Meeting Date: October 25, 2016 
The non-financial goals included in the resolution 3720 are unique to 2016 and new nonfinancial
goals are needed for 2017. These goals will be included in Exhibit B of the 2017 Salary
and Benefits Resolution. Proposed 2017 non-financial goals will include: 
(1)   Women and Minority Business Enterprise Participation 
(2)   Customer Satisfaction 
(3)   Environmental Stewardship 
ATTACHMENTS TO THIS BRIEFING 
(1)   Presentation slides 

PREVIOUS COMMISSION ACTIONS OR BRIEFINGS 
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Template revised September 22, 2016.