PORT OF SEATTLE 
MEMORANDUM 

COMMISSION AGENDA 
Item No.            6b 
Date of Meeting     November 22, 2011 
DATE:      November 15, 2011 
TO:         Tay Yoshitani, Chief Executive Officer 
FROM:     Tammy Woodard, Sr. Manager, Total Compensation 
David Leon, Benefits Manager 
Ann McClellan, Compensation Supervisor 
SUBJECT:   Resolution No. 3655, Second Reading and Final Passage of 2012 Salary and
Benefit Resolution 
ACTION REQUESTED: 
Second Reading and Final Passage of 2012 Salary and Benefit Resolution No. 3655: 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, 2012, and repealing all
prior resolutions dealing with the same subject, including Resolution No. 3647. 
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. This year,
notable considerations include the upward trending of the Consumer Price Index (CPI), and
minor changes to the Port-sponsored health care plans.
Recommended changes to the Salary and Benefit Resolution are minimal and consistent with
changes in past years. Recommendations include a 2% increase to the salary ranges for nonrepresented
jobs, elimination of the range for the Chief Executive Officer job, updated holiday
schedule, reducing the maximum paid time off (PTO) balance to 700 hours, an updated Exhibit

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 15, 2011 
Page 2 of 3 
A that reflects non-union jobs, and minor wording changes to increase clarity. The cost of the
recommended changes is limited to those associated with the range adjustment and will be
approximately $10,000. 
BACKGROUND: 
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. Compensation and benefits are major components of the Port's total
rewards package which is key in retaining, engaging, and attracting skilled employees committed
to helping the Port achieve its mission, goals and business objectives. The programs and plans
covered by the Salary and Benefit Resolution will be reviewed against the total rewards
philosophy in the near future to evaluate how well they align with the philosophy. Work plans
and strategies will be developed for bringing plans and programs into alignment with the
philosophy if necessary. 
The resolution covers approximately 867 employees, or 56% 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 2011 resolution, the 2012 resolution does not contain any
substantial changes. 
PROPOSED CHANGES: 
There are minimal changes from the 2011 resolution. Most changes are made to clarify sections
of the resolution that have generated questions throughout the year or that must be updated to
reflect updated practices. Noteworthy revisions to the resolution include the following: 
Resolution Section III.A. - Salary Ranges 
We recommend a 2.0% increase to salary ranges for 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 from the cost of living adjustment (COLA) approach most public
employers use. 
This year, our analysis of the labor market indicates the Port's salary ranges, on average, are very
slightly below market. Salary surveys are reporting that pay is expected to increase, on average,
3.1% in 2012. Increasing ranges by 2% will keep ranges close to market and support retention of
high performing staff and recruiting of top candidates for open positions in 2012. Maintaining
the current range structure through 2012 could hinder retention and hiring, particularly if hiring
activities in the local labor market increase substantially before the end of 2012 as increases in
hiring activities are often accompanied by an upward pressure on actual pay levels.

COMMISSION AGENDA 
Tay Yoshitani, Chief Executive Officer 
November 15, 2011 
Page 3 of 3 
Increasing the non-represented range structure will result in approximately 15 employees whose
pay is less than the new minimum of their salary range. The cost to increase pay for these
employees to the new minimum of their range is approximately $10,000. We also recommend
eliminating the salary range for the CEO job. Eliminating this range simplifies the Salary and
Benefit Resolution and is consistent with section VI.B, which grants the Commission discretion 
in determining pay and/or the salary range for the Chief Executive Officer. 
Resolution Section III.C.1 - Salary Rates, Ranges, and Allowances for Non-evaluated Jobs 
The section related to Japan Regional Staff Positions is being deleted from the Salary and
Benefit Resolution as the Port no longer has staff based in Japan. 
Resolution Section VIII. - Administration of Benefit Programs 
Changes in this section include updating the Port holidays for 2012 and reducing the PTO
balance limit to 700 hours in accordance with the plan put in place when the PTO program was
implemented.
Reference to the Long Term Sick Leave Account is also being eliminated. One employee still
had a very small balance in this account. The value of the balance was $143 and the hours were
added to the employee's Extended Illness account. 
Resolution Exhibit A 
Exhibit A is attached to the Salary and Benefit Resolution and is a schedule of authorized nonrepresented
job titles. Though salary ranges require the approval of Commission or the Chief
Executive Officer, 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 ongoing job evaluation work.
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS: 
November 1, 2011  2012 Salary and Benefit Resolution Briefing. 
November 8, 2011  2012 Salary and Benefit Resolution First Reading. 
OTHER DOCUMENTS ASSOCIATED WITH THIS REQUEST: 
Resolution No. 3655, Salary and Benefit Resolution 
Resolution No. 3655, Red-Line Version 
Exhibit A  Schedule of Authorized Non-Represented Position Titles and Salary Ranges
Effective January 1, 2012