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?

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