PORT OF SEATTLE 
MEMORANDUM 

COMMISSION AGENDA 
Item No.        6b 
Date of Meeting     December 4, 2012 
DATE:    November 28, 2012 
TO:      Tay Yoshitani, Chief Executive Officer 
FROM:    Tammy Woodard, Assistant Director, HRD  Total Rewards 
Ann McClellan, Compensation Supervisor 

SUBJECT:  Resolution No. 3671, Second Reading and Final Passage of 2013 Salary and
Benefit Resolution 
ACTION REQUESTED: 
Request second reading and final passage of Resolution No. 3671: A Resolution of the
Commission of the Port of Seattle Establishing Jobs, Pay Grades, Salaries, Allowances and
Adjustments for Port Employees not represented by a labor union; Authorizing and Establishing
Conditions in Connection with the Following Benefits: Social Security, Industrial Insurance,
Unemployment Compensation, Military Leave; Retirement; Compensated Leave, Including
Civic Duty, Bereavement Leave, Holidays, Paid Time Off/Extended Illness Leave, Shared
Leave, and Awarded Time; Insurance Benefits, Including Medical, Dental, Life and Long-Term
Disability; and Authorizing this Resolution to be Effective on January 1, 2013, and Repealing all
Prior Resolutions Dealing with the Same Subject, Including Resolution No. 3655. 
SYNOPSIS:
The Salary and Benefit Resolution delegates authority from the Commission to the Chief
Executive Officer to direct the administration of compensation and benefits for the Port's non-
represented employees. The resolution includes provisions governing pay practices, pay ranges
and benefit programs. When reviewing the 2011 Salary and Benefits Resolution and
determining what changes should be incorporated into the 2012 resolution, staff reviews what
has changed in the past year regarding pay, benefits and other total rewards programs.
Recommended changes to the Salary and Benefit Resolution are minimal and consistent with
changes in past years. Recommended changes include a 2% increase to the salary ranges for
non-represented jobs, an updated holiday schedule, a reduction of the maximum paid time off
(PTO) balance to 600 hours, an updated Exhibit A that reflects non-union jobs and their
associated salary ranges, and minor wording changes to increase clarity. The cost of the

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 28, 2012 
Page 2 of 3 
recommended changes is limited to those associated with the range adjustment and will be
approximately $5,000. 
BACKGROUND: 
The Salary and Benefits Resolution is a delegation of authority from the Commission to the
Chief Executive Officer to direct the administration of compensation and benefits for the Port's
non-represented employees. Compensation and benefits are major components of the Port's 
Total Rewards package and are key in retaining, engaging, and attracting skilled employees
committed to helping the Port achieve its mission, goals, and business objectives.
The resolution covers approximately 925 employees, or 52% of the Port's workforce, those
employees not represented by a labor union. The Port's Total Rewards philosophy is to pay at
market and provide a benefits package that is slightly above market. Changes to the resolution
vary from year to year and like the 2012 resolution, the 2013 resolution does not contain any
substantial changes. 
PROPOSED CHANGES: 
There are minimal changes from the 2012 resolution. Noteworthy revisions to the resolution
include: 
I.     Definitions 
Emergency Hire Employee: Added information regarding a one-time extension allowed for this
type of employee. 
III.A. Salary Ranges 
We recommend a 2.0% increase to salary ranges for 2013; the same increase that was
recommended and approved in 2012. 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 ranges. 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, on average, 1% below market. In addition, pay is
expected to increase, on average, 2.9% in 2013. Increasing ranges by 2% is a conservative
approach and may result in retention and hiring challengs in the event hiring activities in the
local labor market increase substantially before the end of 2013.
Increasing the non-represented range structure will result in approximately 14 employees with 
pay less than the new minimum of their salary range. The cost to increase pay to the new
minimum of the range for these employees is approximately $5,000. 
VIII. Administration of Benefits Programs

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 28, 2012 
Page 3 of 3 
Changes in this section include updating the Port holiday schedule for 2013 and reducing the
Paid Time Off (PTO) balance limit from 700 hours to 600 hours in accordance with the plan put
in place when the PTO program was implemented in 1998. At the beginning of 2014 the balance
limit will be reduced one last time to 480 hours and all non-union employees will have the same
PTO balance limit.
VIII.C.4.f Dental Insurance 
Added language to be consistent with the dental administration contract and actual practice. 
Exhibit A 
Exhibit A is attached to the Salary and Benefits Resolution and is a schedule of authorized nonrepresented
job titles and associated salary ranges. Though Salary Ranges require the approval
of Commission; 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.
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS: 
November 6, 2012  2013 Salary and Benefit Resolution Briefing. 
November 13, 2012  2013 Salary and Benefit Resolution First Reading. 
OTHER DOCUMENTS ASSOCIATED WITH THIS REQUEST: 
Resolution No. 3671, Salary and Benefit Resolution 
Resolution No. 3671, Red-Line Version 
Exhibit A  Schedule of Authorized Non-Represented Position Titles and Salary Ranges
Effective January 1, 2013