PORT OF SEATTLE 
MEMORANDUM 
COMMISSION AGENDA             Item No.      6c 
Date of Meeting   November 13, 2012 

DATE:    November 2, 2012 
TO:     Tay Yoshitani, Chief Executive Officer 
FROM:    Ann McClellan, Compensation Supervisor 
Tammy Woodard, Assistant Director, HRD - Total Rewards 
SUBJECT:  Resolution No. 3671, First Reading, 2013 Salary and Benefits Resolution 

ACTION REQUESTED: 
Request first reading 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 Benefits 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 2012 Salary and Benefits Resolution and
determining what changes should be incorporated into the 2013 resolution, staff reviews what
has changed in the past year regarding pay, benefits and other Total Rewards programs.
Recommended changes to the 2013 Salary and Benefits 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 PTO balance
to 600 hours, an updated Exhibit A that lists current non-union job titles and their associated
salary ranges, and minor wording changes for consistency and clarification. Costs are limited to
those associated with the range adjustment and will be approximately $5,000.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 2, 2012 
Page 2 of 3 
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 the Port's pay ranges compare to
average market pay rates. This analysis is the basis for adjustments to the Port's ranges. This is
different from the CPI change approach most public employers use. This year, 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 challenges 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 below the new minimum of their salary range. The estimated cost to adjust pay for these
employees to their new range minimum is about $5,000. 
VIII. Administration of Benefits Programs 
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.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 2, 2012 
Page 3 of 3 
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
the 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.
OTHER DOCUMENTS ASSOCIATED WITH THIS REQUEST: 
Resolution No. 3671, Salary and Benefits Resolution 
Resolution No. 3671, Red-Line Version 
Exhibit A  Schedule of Authorized Non-Represented Position Titles and Salary Ranges
Effective January 1, 2013 
2013 Salary and Benefits Resolution PowerPoint Presentation 
PREVIOUS COMMISSION ACTIONS OR BRIEFING: 
November 6, 2012  2013 Salary and Benefits Resolution Briefing.