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Home My WebLink AboutResolution 96-087approving job classes to salary ranges and adopting the 1996-1997 base salary planMARANA RESOLUTION NO. 96-87 A RESOLUTION OF THE MAYOR AND COUNCIL OF THE TOWN OF MAR. AN& ARIZONA. APPROVING THE ASSIGNMENT OF JOB CLASSES TO SALARY RANGES AND ADOPTING THE FY 1996/1997 BASE SALARY PLAN. WHEREAS, the salary policy is the Town Council's expression of where it will place its employees' salary levels in relation to external prevailing rates; and WHEREAS, it is the policy of the Town of Marana to pay its employees at the prevailing rates paid for similar work by the employers with whom the Town competes for quality staft~ if financially able; and WHEREAS, the prevailing rates have been obtained from valid statewide and county salary surveys; and WHEREAS, Exhibit A. attached hereto and incorporated herein by this reference, lists the FY 1996/1997 salary ranges for each of the Town of Marana's job classes in job group and salary range order; and WHEREAS, the salary plan and assignment of job classes to salary ranges would be in the best interests of the Town of Marana. NOW, THEREFORE, BE IT RESOLVED by the Mayor and Council of the Town of Marana that the FY 1996/1997 Base Salary Plan, attached hereto as Exhibit A, is approved. PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Arizona, this 1st day of October, 1996. APPROVED AS~-O~RM: Daniel J'. Hochuli Town Attorney Mayor ED HONEK Marana, Arizona R~olution No. 96-87 Page 1 of 1 RECOMMENDED POSITION CLASSIFICATION AND COMPENSATION PLAN FOR THE TO WN OF MA RA NA., A Z llll? SEPTEMBER, 1996 PUBLIC SECTOR PERSONNEL CONSULTANTS fo?l 4330 N. CIVIC CENTER PLAZA - SCOTTSDALE, AZ 85251 RECOMMENDED POSITION CLASSIFICATION AND COMPENSATION PLAN FOR THE TOWN OF MARANA, AZ TABLE OF CONTENTS Section I Paqe EXECUTIVE SUMMARY A. SUMMARY OF FINDINGS B. SUMMARY OF RECOMMENDATIONS 2 POSITION ANALYSIS A. PRINCIPAL STEPS IN THE CLASSIFICATION PROCESS 3 B. JOB DESCRIPTIONS 4 C. ADMINISTRATION OF THE POSITION CLASSIFICATION PLAN 4 Table 1 - Schematic Outline of Job Class Titles 5 Table 2 - Index of Current/Recommended Job Titles 7 Table 3 - Recommended Classification of Positions 9 3 EXTERNAL COMPETITIVENESS COMPARISONS A. SOURCES OF EXTERNAL DATA 12 B. TOWN'S SALARIES COMPARED TO PREVAILING RATES 13 Table 4 - Town's Salary Structure vs. Prevailing Rates 14 C. ASSIGNMENT OF NON-BENCHMARK JOB CLASSES 15 4 RECOMMENDED SALARY RANGE STRUCTURE A. PERMANENT SALARY RANGE SCHEDULE 16 B. ANATOMYOFASALARYRANGE 16 Town of Marana Permanent Salary Range Schedule 17 Illustrative Merit Increase Guide 18 5 PSPC RECOMMENDED FY 1997 BASE SALARY PLAN A. RECOMMENDED FLEXIBLE FY 1997 BASE SALARY PLAN 19 B. ASSIGNMENT OF JOB CLASSES TO SALARY RANGES 19 Table 5 - Recommended FY 1997 Salary Ranges per Job (Occupational Schematic Order) 20 Table 6 - Recommended FY 1997 Salary Ranges per Job (Salary Range Order) 21 C. IMPACT OF'97 SALARY RANGES ON INDIVIDUAL POSITIONS 23 D. ESTIMATED FISCAL IMPACT OF THE FY 1997 SALARY PLAN 23 E. ADDITIONAL SALARY ADMINISTRATION RECOMMENDATIONS 23 Table 7 - Recommended FY'97 Salary Ranges per Position 26 Table 8 - Cost Estimate for Recommended FY'97 Salary Plan 29 TOWN OF MARANA 9/96 1. EXECUTIVE SUMMARY It is with pleasure that we present this report on the update of the TOWN OF MARANA (Town) position classification and compensation plan for FY 1997. A. SUMMARY OF FINDINGS The following comments summarize our principal observations and findings. All of the constructive critique in this summary and the text are accompanied by recommended courses of action and procedures outlined in this report and the separately provided PSPC Position Classification and Salary Administration Procedure Guides. We wish to thank all of the Town employees, supervisors, department heads and executives for their outstanding cooperation and assistance. Their positive attitude and willingness to provide information was the key to successful completion of the project. 1 . The Town is fortunate to have many dedicated and hard-working employees, who like their jobs and provide a high level of service to the community. 2. 79% of the Town's positions are in the correct job classification or required only a minor title change. The 64 job titles currently in use were reduced to 51. 3. The Town's salary structure is at or above the prevailing rates for 58%, and below 42% of the salary survey benchmark jobs in comparison to public employers in Arizona and public and private employers in Pima and Pinal counties. 4. The estimated cost to bring salaries of all employees to the Minimum of the recommended salary ranges effective October 1, 1996, and to provide a 5% merit increase budget during FY 1997 is 11.3% of current payroll (see page 29). B. SUMMARY OF RECOMMENDATIONS 1. Enact a permanent prevailing rate policy for the Town (see page 19). 2. Utilize the Town of Marana Permanent Salary Range Schedule (see page 17). 3. Adopt the FY 1997 base salary assignments in Tables 5 and 6 (see pages 20, 21,and 22). 4. Bring the salaries of all employees to the Minimum of the salary range for their position on the effective date of the new plan. 5. Administer the salary plan on the basis of objectively measured job performance , and utilize annually adjusted Merit Increase Guide (see page 18). 6. Annually update the salary plan by reallocating job classes to different salary ranges on the Permanent Salary Range Schedule reflecting the individually varying projected prevailing rate movement of each job in the market place (see page 25). PSPC TOWN OF MARANA 9/96 -1- 7. Prior to development of the FY 1998 salary plan, combine all funds previously provided separately for COLA and merit into a single annual prevailing rate maintenance budget, administered on the basis of evaluated job performance. 8. Consider pay supplements for Police Officers on Police Chief approved specialty assignments, special hiring rates for Building Inspectors, and special incentive pay for Civil Engineers who attain their Professional Engineer registration (see page 23). 9. Provide recognition for long service to the Town of Marana by the recommended longevity/stability pay supplemental schedule (see page 24). 10. Develop and implement a comprehensive program and materials to communicate the Town's updated salary administration plan and policies. 11. Conduct a workshop for all supervisors and department heads on the Town's updated salary administration plan and policies. 12. Conduct a comprehensive supervisory skills training program for all current and aspiring supervisors and department heads, and incorporate accountability for practicing good supervisory skills in managing performance, developing employees and in appraising performance. PSPC TOWN OF MARANA 9196 -2- 2. POSITION ANALYSIS AND CLASSIFICATION Position analysis and classification is the process of documenting and verifying the number, type, and distinct levels of occupational job classes within the Town of Marana and assigning each budgeted position to the correct occupational class. This process establishes the sound basis for the subsequent salary plan which is administered at the job class level. A. PRINCIPAL STEPS IN THE CLASSIFICATION PROCESS The position analysis and classification phase of the Town of Marana's total salary plan development project consisted of the following standard steps to determine each position's correct occupational class and title. 1. Position Description Questionnaire Each Town employee, supervisor, department head, and executive was invited to complete a comprehensive job content information questionnaire (PDQ) summarizing the scope and complexity of the duties and responsibilities of their position. 2. DesklField Job Information Interviews and Observations Most of the Town's 102 employees were interviewed at their work location or observed at a field work site and their duties explained by their unit supervisor. The purpose of the interviews and observations was to confirm the information in the PDQ and to obtain a greater depth of understanding of each position's actual job content. 3. Schematic of Occupational Job Class Titles Based on the analysis of the job content of the various positions, we sorted them into common occupational series and groups, and then determined the number of distinct job levels (classifications) within each group. Table 1, following on page 5, is the resultant Schematic Outline of Job Class Titles reflecting the actual duties and responsibilities performed by the Town of Marana employee. The 64 job titles in current use were reduced to 51. 4. Index of Current to Recommended Job Titles Table 2, following on page 7, provides a listing of the 64 current job titles used in one or more aspects of the Town's personnel and/or salary administration, and their recommended new concept/title or disposition. No. Job % of Classes Total - Merged with other classes and deleted 11 17% - No positions found and deleted 6 9% - No change 22 34% - Title change only 22 34% - Split into more than one class 3 5% PSPC TOWN OF MARANA 9196 -3- 5. Position Classification Re-giste Table 3, following on page 9, provides a detailed listing, in organization structure order of the 102 positions in the Town's payroll roster as of July 1996, with the name of the incumbent, and its recommended occupational classification. Currently correctly classified 48 47% Required title change only 42 41% Reclassified to another job class 8 8% No PDQ's 4 4% B. JOB DESCRIPTIONS We prepared a standard format job description for each of the 51 job classes in the Town's position classification and compensation plan, conforming with EEO and ADA guidelines. They have been provided separately to the Town Human Resources Director in print and diskette form. C. ADMINISTRATION OF THE POSITION CLASSIFICATION PLAN Detailed technical and procedural provisions for the ongoing administration and update of the Town of Marana's classification plan are contained in the separately provided PSPC Position Classification Procedure Guide. PSPC TOWN OF MARANA 9/96 -4- TOWN OF MARANA, AZ POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE I - SCHEMATIC OUTLINE OF JOB CLASS TITLES 100 ADMINISTRATIVE SERIES 110 ADMINISTRATIVE GROUP 120 FINANCE GROUP 200 CROSS FUNCTIONAL SERIES 210 OFFICE AND CLERICAL GROUP 220 CRAFT AND MAINTENANCE GROUP 300 POLICE SERIES 310 POLICE OPERATIONS GROUP 320 POLICE SUPPORT GROUP 400 MUNICIPAL COURT SERIES 410 COURTGROUP 500 COMMUNITY DEVELOPMENT SERIES 510 BUILDING AND CODE ENFORCEMENT GROUP 520 PLANNING GROUP 530 ENGINEERING & PUBLIC WORKS ADMINISTRATION GROUP 600 LEISURE SERVICES SERIES 610 RECREATION GROUP 700 PUBLIC WORKS AND PARKS SERIES 710 STREETS AND PARKS GROUP 720 WATER OPERATIONS GROUP 800 WATER OPERATIONS SERIES 810 WATER OPERATIONS GROUP Pspc TOWN OF MARANA 9196 TABLE I - SCHEMATIC OUTLINE OF JOB CLASS TITLES Page 2 of 2 100 ADMINISTRATIVE SERIES 110 ADMINISTRATIVE GROUP ill TOWN MANAGER 520 PLANNING GROUP 112 HUMAN RESOURCES DIRECTOR 521 PLANNING DIRECTOR 113 TOWN CLERK 522 PRINCIPAL PLANNER 114 EXECUTIVE ASSISTANT TO THE TOWN MANAGER 523 PLANNER 11 524 PLANNERI 525 PLANNING TECHNICIAN 120 FINANCE GROUP 526 G.I.S. TECHNICIAN 121 FINANCE DIRECTOR 122 123 GRANTS ADMINISTRATOR ACCOUNTING SPECIALIST 530 ENGINEERING & PUBLIC WORKS ADMINISTRATION GROUP 531 PUBLIC WORKS DIRECTOR / TOWN ENGINEER 200 CROSS FUNCTIONAL SERIES 532 PUBLIC WORKS MANAGER 533 CIVIL ENGINEERING TECHNICIAN 210 OFFICE AND CLERICAL GROUP 211 ADMINISTRATIVE SECRETARY 212 SECRETARY 600 LEISURE SERVICES SERIES 213 OFFICE SUPPORT SPECIALIST 214 OFFICE SUPPORT ASSISTANT 610 PARKS AND RECREATION GROUP 611 PARKS AND RECREATION SUPERVISOR 220 CRAFT AND MAINTENANCE GROUP 612 613 RECREATION PROGRAM LEADER RECREATION AIDE 221 FLEET MECHANIC 222 SENIOR MAINTENANCE WORKER/EQUIPMENT OPERATOR 223 MAINTENANCE WORKER/EQUIPMENT OPERATOR 700 PUBLIC WORKS AND PARKS SERIES 224 MAINTENANCE HELPER 710 PUBLIC WORKS GROUP 300 POLICE SERIES 711 PUBLIC WORKS SUPERVISOR 310 POLICE OPERATIONS GROUP 800 WATER OPERATIONS SERIES 311 POLICE CHIEF 312 POLICE LIEUTENANT 810 WATER OPERATIONS GROUP 313 314 POLICE SERGEANT POLICE OFFICER 721 WATER OPERATIONS MANAGER 722 WATER OPERATIONS ADMINISTRATOR 320 POLICE SUPPORT GROUP 723 WATER SYSTEMS OPERATOR 321 CRIME PREVENTION SPECIALIST 322 CRIME SCENE / EVIDENCE SPECIALIST 323 POLICE RECORDS SPECIALIST 324 POLICE RECORDS ASSISTANT 325 POLICE TELECOMMUNICATOR 400 MUNICIPAL COURT SERIES 410 COURT GROUP 411 TOWN MAGISTRATE 412 COURT SERVICES ADMINISTRATOR 413 COURT SERVICES SPECIALIST 414 COURT MARSHAL 415 COURT COLLECTIONS AND SANCTIONS CLERK 500 COMMUNITY DEVELOPMENT SERIES 510 BUILDING AND CODE ENFORCEMENT GROUP 511 CHIEF BUILDING OFFICIAL 512 PLANS EXAMINER 513 SENIOR BUILDING INSPECTOR 514 BUILDING INSPECTOR 515 CODE ENFORCEMENT INSPECTOR 516 PERMIT SPECIALIST Pspc TOWN OF MARANA 9/96 -6- I 1 0 TOWN OF MARANA, AZ POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 2-- INDEX OF CURRENTIRECOMMENDED JOB TITLES SOURCE: RSL Ranked Salary List of 7/9/96; PDQ = Position Description Questionnaire; SPG Salary Plan by Grade as of 7/1/95 CODES: D = Delete Job Title M Merge into Other Job Title N = No Change S = Split Into Several Classes T Title Change Only NC = New Class CURRENT CLASSIFICATION TITLE SOURCE RECOMMENDED CLASSIFICATION TITLE CODE ACCOUNTANT1 SPG NO POSITION D ACCOUNTANT 11 SPG NO POSITION D ACCOUNTING CLERK RSL ACCOUNTING SPECIALIST T ADMINISTRATIVE ASSISTANT SPG NO POSITION D ADMINISTRATIVE CLERK RSL ADMINISTRATIVE SECRETARY M,D ADMINISTRATOR RSL COURT SERVICES ADMINISTRATOR T BUILDING INSPECTOR RSL BUILDING INSPECTOR N BUILDING INSPECTOR 11 RSL BUILDING INSPECTOR M,D BUILDING INSPECTOR III RSL SR. BUILDING INSPECTOR T BUILDING INSPECTOR IV PDQ SR. BUILDING INSPECTOR M,D BUILDING MAINTENANCE CUSTODIAN RSL MAINTENANCE HELPER M,D CHIEF BUILDING OFFICIAL PDQ CHIEF BUILDING OFFICIAL N CLERK-PUBLIC WORKS RSL OFFICE SUPPORT SPECIALIST M,D CLERK/RECEPTIONIST RSL OFFICE SUPPORT SPECIALIST T COMMUNITY SERVICES SUPERVISOR SPG NO POSITION D COORDINATOR RSL GRANTS ADMINISTRATOR T COURT CLERK RSL COURT SERVICES SPECIALIST M,D COURT MARSHALL RSL COURT MARSHAL T CRIME PREVENTION SPECIALIST RSL CRIME PREVENTION SPECIALIST N DEPUTY COURT CLERK RSL COURT SERVICES SPECIALIST S,T COURT COLLECTIONS AND SANCTIONS CLERK NC DEPUTY TOWN CLERK SPG NO POSITION D DISPATCHER RSL POLICE TELECOMMUNICATOR M,D ENGINEERING TECHNICIAN RSL CIVIL ENGINEERING TECHNICIAN T EXECUTIVE ASSISTANT RSL EXECUTIVE ASSISTANT TO THE TOWN MANAGER T EXECUTIVE SECRETARY RSL ADMINISTRATIVE SECRETARY T FACILITIES MAINTENANCE RSL MAINTENANCE WORKER/EQUIPMENT OPERATOR M,D FILE CLERK RSL OFFICE SUPPORT SPECIALIST M,D FINANCE DIRECTOR RSL FINANCE DIRECTOR N G.I.S. TECHNICIAN PDQ G.I.S. TECHNICIAN N PSPC TOWN OF MARANA 9/96 -7- 1 0 TABLE 2 - INDEX OF CURRENT/RECOMMENDED JOB TITLES Page 2 of 2 CURRENT CLASSIFICATION TITLE SOURCE RECOMMENDED CLASSIFICATION TITLE CODE HEAVY EQUIPMENT OPERATOR HUMAN RESOURCES DIRECTOR ID TECHNICIAN LABORER LIGHT EQUIPMENT OPERATOR MAGISTRATE MAINTENANCE SUPERVISOR MECHANIC PARKS AND RECREATION SUPERVISOR PERMIT CLERK PLANING AND ZONING DIRECTOR PLANNER PLANNER 11 PLANNING TECHNICIAN PLANS EXAMINER POLICE CHIEF POLICE COMMUNICATIONS SPECIALIST POLICE COMMUNICATIONS SUPERVISOR POLICE LIEUTENANT POLICE OFFICER POLICE SERGEANT PRINCIPAL PLANNER PROGRAM DIRECTOR PUBLIC WORKS DIRECTORIENGINEER PUBLIC WORKS SUPERVISOR RECEPTIONIST RECEPTIONIST I CLERK RECORDS CLERK RECREATION AIDE SR. ENGINEERING TECHNICIAN TOWN CLERK TOWN MANAGER WATER OPERATIONS ADMINISTRATOR WATER OPERATIONS MANAGER ZONING/BUILDING INSPECTOR Pspc RSL SR. MAINTENANCE WORKER/EQUIPMENT OPERATOR S PDQ WATER SYSTEMS OPERATOR S RSL HUMAN RESOURCES DIRECTOR N RSL CRIME SCENE/EVIDENCE SPECIALIST T RSL MAINTENANCE HELPER T RSL MAINTENANCE WORKER/EQUIPMENT OPERATOR T RSL MAGISTRATE N SPG NO POSITION D RSL FLEET MECHANIC T PDQ PARKS AND RECREATION SUPERVISOR N RSL PERMIT SPECIALIST T RSL PLANNING DIRECTOR T RSL PLANNERI N RSL PLANNER 11 N SPG PLANNING TECHNICIAN N RSL PLANS EXAMINER N RSL POLICE CHIEF N RSL POLICE TELECOMMUNICATOR T RSL POLICE RECORDS SPECIALIST T RSL POLICE LIEUTENANT N RSL POLICE OFFICER N RSL POLICE SERGEANT N RSL PRINCIPAL PLANNER N RSL RECREATION LEADER T RSL PUBLIC WORKS DIRECTOR/ TOWN ENGINEER T RSL PUBLIC WORKS SUPERVISOR N RSL OFFICE SUPPORT ASSISTANT M,D RSL OFFICE SUPPORT ASSISTANT M,D RSL POLICE RECORDS ASSISTANT T RSL RECREATION AIDE N RSL PUBLIC WORKS MANAGER T RSL TOWN CLERK N RSL TOWN MANAGER N PDQ WATER OPERATIONS ADMINISTRATOR N PDQ WATER OPERATIONS MANAGER N PDO CODE ENFORCEMENT INSPECTOR T TOWN OF MARANA 9/96 -8- TOWN OF MARANA, AZ POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 3 - RECOMMENDED CLASSIFICATION OF POSITIONS CODES: D = Delete Job Title M Merge into Other Job Title N = No Change S = Split Into Several Classes T Title Change Only R = Reclassification to other Job Class DEPARTMENT INCUMBENT CURRENT RECOMMENDED ACTION ADMINISTRATION DAVIS, H. TOWN MANAGER TOWN MANAGER N JOHNSON, J. HUMAN RESOURCES DIRECTOR HUMAN RESOURCES DIRECTOR N SHORT, M HUMAN RESOURCES CLERK OFFICE SUPPORT SPECIALIST T GROSECLOSE, S. TOWN CLERK TOWN CLERK N ENTZ, J. EXECUTIVE ASSISTANT EXECUTIVE ASSISTANT TO THE TOWN MANAGER T GRIJALVA, L. FILE CLERK OFFICE SUPPORT SPECIALIST R MANGIALARDI, D. ADMINISTRATIVE CLERK ADMINISTRATIVE SECRETARY R FINANCE CUARON, R. FINANCE DIRECTOR FINANCE DIRECTOR N GROSECLOSE, D. COORDINATOR GRANTS ADMINISTRATOR T MEADORS, A. ACCOUNTING CLERK ACCOUNTING SPECIALIST T COURT DILLOW, R. MAGISTRATE MAGISTRATE N REYNOLDS, N. ADMINISTRATOR COURT SERVICES ADMINISTRATOR T PAZ, V. COURT MARSHALL COURT MARSHAL T CALDWELL, S. DEPUTY COURT CLERK COURT COLLECTIONS AND SANCTIONS CLERK R CELAYA,S. DEPUTY COURT CLERK COURT SERVICES CLERK T JUVERA, V. DEPUTY COURT CLERK COURT SERVICES CLERK T CLELAND, M. COURT CLERK I COURT SERVICES CLERK R BUILDING MAPLES, D. PLANS EXAMINER CHIEF BUILDING OFFICIAL R SVOBODA, J. PLANS EXAMINER PLANS EXAMINER N VACANT BUILDING INSPECTOR IV SENIOR BUILDING INSPECTOR M THOMAS, J. BUILDING INSPECTOR III SENIOR BUILDING INSPECTOR T,M BINKLEY, J. BUILDING INSPECTOR 11 BUILDING INSPECTOR T,M COOK, A. BUILDING INSPECTOR I BUILDING INSPECTOR T,M OGLE, J. BUILDING INSPECTOR I BUILDING INSPECTOR TM SANDERS, L. PERMIT CLERK PERMIT SPECIALIST T RECREATION CENTER NUNEZ, P. PARKS AND RECREATION COORDINATOR PARKS AND RECREATION SUPERVISOR N BERRY, K. PROGRAM DIRECTOR RECREATION I LEADER T BERRY, J. RECREATION AIDE NO PDQ DE LA PAZ, C. RECREATION AIDE NO PDQ RAMIREZ, A. RECREATION AIDE NO PDQ ELDER, B. RECREATION AIDE NO PDQ PSPC TOWN OF MARANA 9/96 -9- A TABLE 3 - RECOMMENDED CLASSIFICATION OF POSITIONS PAGE 2 OF 3 DEPARTMENT INCUMBENT CURRENT RECOMMENDED ACTION ENGINEERING GILL, H. SENIOR ENGINEERING TECHNICIAN PUBLIC WORKS MANAGER T SANCHEZ, A. ENGINEERING TECHNICIAN CIVIL ENGINEERING TECHNICIAN T PUBLIC WORKS ATLER,D. PUBLIC WORKS DIRECTOR/ENGINEER PUBLIC WORKS DIRECTOR / TOWN ENGINEER T KERN,R. PUBLIC WORKS SUPERVISOR PUBLIC WORKS SUPERVISOR N DOLAN, D. LIGHT EQUIPMENT OPERATOR SR. MAINTENANCE WORKER/EQUIPMENT OPERATOR R STERNER, J. PUBLIC WORKS CLERK ADMINISTRATIVE SECRETARY R JANSEN,M. PUBLIC WORKS CLERK OFFICE SUPPORT SPECIALIST T NEWSTROM, H. RECEPTIONIST / CLERK OFFICE SUPPORT ASSISTANT ESPARZA, L. LABOR MAINTENANCE HELPER T MILLER, J. HEAVY EQUIPMENT OPERATOR WATER SYSTEMS OPERATOR N POWELL, R. HEAVY EQUIPMENT OPERATOR SR. MAINTENANCE WORKER / EQUIPMENT OPERATOR T HENSON,H. HEAVY EQUIPMENT OPERATOR SR. MAINTENANCE WORKER/ EQUIPMENT OPERATOR T LARTER,K. LIGHT EQUIPMENT OPERATOR MAINTENANCE WORKER / EQUIPMENT OPERATOR T BEASLEY, L. LIGHT EQUIPMENT OPERATOR MAINTENANCE WORKER / EQUIPMENT OPERATOR T TOOTHMAN, A. MECHANIC FLEET MECHANIC T PESINA, G. FACILITIES MAINTENANCE MAINTENANCE WORKER/EQUIPMENT OPERATOR M,D BEEM,M. BUILDING MAINTENANCE CUSTODIAN CUSTODIAN T HYATT, G. LABORER MAINTENANCE HELPER T WARNER, J. LABORER MAINTENANCE HELPER T MOLINA, P. LABORER MAINTENANCE HELPER T VACANT WATER UTILITY OPERATIONS MANAGER WATER OPERATIONS MANAGER T VACANT WATER UTILITY OPERATIONS ADMINISTRATOR WATER OPERATIONS ADMINISTRATOR T VILLA, 1. LIGHT EQUIPMENT OPERATOR MAINTENANCE WORKER / EQUIPMENT OPERATOR T VILLESCAZ, 1. LIGHT EQUIPMENT OPERATOR MAINTENANCE WORKER / EQUIPMENT OPERATOR T PLANNING & ZONING FLANNERY, G. PLANNING & ZONING DIRECTOR PLANNING DIRECTOR T SHAPIRO, J. PRINCIPAL PLANNER PRINCIPAL PLANNER N DE LEON, C. PLANNER 11 PLANNER 11 N SWEUM, PL PLANNER PLANNER I N VACANT G.I.S. TECHNICIAN G.I.S. TECHNICIAN N GADDEN, S. EXECUTIVE SECRETARY ADMINISTRATIVE SECRETARY T ULIBARRI, A. RECEPTIONIST OFFICE SUPPORT ASSISTANT T POLICE CARRASCO, J. POLICE SERGEANT POLICE SERGEANT N DERFUS,W. POLICE SERGEANT POLICE SERGEANT N SALAZAR,R. POLICE SERGEANT POLICE SERGEANT N VIDAURI, R. POLICE SERGEANT POLICE SERGEANT N BRETALL, J. POLICE SERGEANT POLICE SERGEANT N GILL, J. POLICE OFFICER POLICE OFFICER N FULLER, J. POLICE OFFICER POLICE OFFICER N SAMPLE, D. POLICE OFFICER POLICE OFFICER N UTTER, M. POLICE OFFICER POLICE OFFICER N BAILER, M. POLICE OFFICER POLICE OFFICER N BRUNENKANT, T. POLICE OFFICER POLICE OFFICER N FORD, D. POLICE OFFICER POLICE OFFICER N Pspc TOWN OF MARANA 9196 -10- TABLE 3 - RECOMMENDED CLASSIFICATION OF POSITIONS PAGE 3 OF 3 DEPARTMENT INCUMBENT CURRENT POLICE (cont'd) TINSLEY, G. POLICE OFFICER ASHBY, K. POLICE OFFICER DAVIS, P. POLICE OFFICER DUNHAM,M POLICE OFFICER KLEIN, K. POLICE OFFICER SANTARO, J. POLICE OFFICER YBARRA, L. POLICE OFFICER MANNING, C. POLICE OFFICER ASHCRAFT, P. POLICE OFFICER SMITH, B. POLICE OFFICER JOHNSON, P. POLICE OFFICER HOLCOMBE, L. POLICE OFFICER HYBL, J. POLICE OFFICER PALMA,R. POLICE OFFICER SMITH, D. POLICE CHIEF BRADSHAW,D. POLICE LIEUTENANT THOMAS, B. POLICE LIEUTENANT CAPEN, J. POLICE COMMUNICATIONS SUPERVISOR VALENCIA, A. POLICE COMMUNICATIONS SPECIALIST MORSE, L. CRIME PREVENTION SPECIALIST SULLIVAN, C. POLICE COMMUNICATIONS SPECIALIST MILLER, C. PUBLIC COMMUNICATIONS SPECIALIST CROW, J. DISPATCHER ERDMAN, F. POLICE COMMUNICATIONS SPECIALIST PEARSON, B. RECORDS CLERK MCLAUGHLIN, M. ID TECHNICIAN HALLER,M. CLERK/RECEPTIONIST BABCOCK, C. POLICE OFFICER PIPES, J. POLICE OFFICER LOPEZ, A. POLICE OFFICER YOUNG,W. POLICE OFFICER NEUHAUS, H. POLICE OFFICER Pspc TOWN OF MARANA RECOMMENDED POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE CHIEF POLICE LIEUTENANT POLICE LIEUTENANT POLICE RECORDS SPECIALIST POLICE TELECOMMUNICATOR CRIME PREVENTION SPECIALIST POLICE TELECOMMUNICATOR POLICE TELECOMMUNICATOR POLICE TELECOMMUNICATOR POLICE TELECOMMUNICATOR POLICE RECORDS ASSISTANT CRIME SCENE/EVIDENCE SPECIALIST POLICE RECORDS ASSISTANT POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER POLICE OFFICER 9/96 ACTION -11- 3. EXTERNAL COMPETITIVENESS COMPARISONS A. SOURCES OF EXTERNAL DATA 1. Survev Group A - Arizona Municipalities This group is the benchmark for the Town's management jobs and consists of data from Arizona municipalities from 5,000 - 15,000 population. This sample includes positions of comparable job scope to those of Marana. The source of the data is the October 1995 Local Government Salary and Benefits Survey, prepared by the League of Arizona Cities and Towns. Positions on which comparative data was extracted are: Finance Director Magistrate Town Clerk Water Superintendent Public Works Director Police Chief Town Manager Planning Director 2. Survey Group B - Public Em lover Organizations Pima and Pinal Counties This group is the benchmark for the Town's jobs which are similar in scope to jobs employed by public employers within Pima and Pinal counties with populations in excess of 5,000. The source of the data is the October 1995 Local Government Salary and Benefits Survey, prepared by the Arizona League of Cities and Towns. Positions on which comparative data was extracted are: Police Sergeant Equipment Operator/Maintenance Worker Planner I Police Officer Water Treatment Plant Operator Building Inspector I Police Radio Operator 3. Public and Private Employers in Pima Coun This group is the benchmark for the Town's jobs which are similar in scope to those employed by private employers in Pima County and the Marana School District. The source of the data is the August 1995 Joint Governmental Salary and Benefits Survey administered by the State of Arizona's Personnel Division and the pay schedule of the Marana School District. Positions on which comparative data was extracted are: Accounting Clerk Auto Mechanic Clerk Typist Secretary Laborer PSPC TOWN OF MARANA 9/96 -12- I . f B. TOWN'S SALARIES COMPARED TO PREVAILING RATES 1. Structure to Structure Comparison Table 4, on the following page, compares the Midpoints of the Town's 1995 Salary and Wage Plan structure to the average Midpoints of the employers in the three sample groups. This structure-to- structure data is displayed in an "under-to-over" format for clearer comparison. The extent of variance from the external prevailing rates ranges from +20.1 for Magistrate to - 24.0% for Secretary. Variances of ± 5% are considered comparable to the prevailing rate. Above prevailing rate Comparable to the prevailing rate Below the prevailing rate Benchmark % of Average Classes Sample Variance 6 32 +11.4% 5 26 -.5% 8 42 -16.1% 2. Summary of Comparisons The data indicates that the Town's salary structure is at or above the prevailing rates for 58% of the benchmarks and below for 42%. PSPC TOWN OF MARANA 9196 -13- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 4 - TOWN'S SALARY STRUCTURE VS. PREVAILING RATES (PREVAILING RATES ESTIMATED AS OF 12/31/96) SURVEY GROUP A - ARIZONA MUNICIPALITIES 5,000 - 15,000 POPULATION (ARIZONA LOCAL GOVERNMENT SURVEY) COOLIDGE, COTTONWOOD, CAMP VERDE, BISBEE, DOUGLAS, ELOY, FOUNTAIN HILLS, EL MIRAGE, GLOBE, GOODYEAR, GUADALUPE, PAYSON, PAGE, PRESCOTT, KINGMAN, PARADISE VALLEY, ORO VALLEY, SEDONA, SOUTH TUCSON, SAFFORD, SURPRISE, JAMESTON, SHOW LOW, WINSLOW, AND FLORENCE. (ADJUSTED X 3.5% ANNUAL RATE FROM 10/1/95). SURVEY GROUP B - ALL PUBLIC SECTOR EMPLOYERS IN PIMA AND PINAL COUNTIES WITH POPULATIONS ABOVE 5,000 (ARIZONA LOCAL GOVERNMENT SURVEY) PINAL COUNTY, PIMA COUNTY, CASA GRANDE, COOLIDGE, ELOY, FLORENCE, SOUTH TUCSON, AND TUCSON (ADJUSTED X 3.5% FROM 10/1/95). SURVEY GROUP C - PUBLIC AND PRIVATE EMPLOYERS IN PIMA COUNTY (JOINT GOVERNMENTAL SALARY SURVEY) (ADJUSTED X 3.5% ANNUAL RATE FROM 8/1/95) AND THE MARANA UNIFIED SCHOOL DISTRICT CLASSIFIED SALARY SCHEDULE 1996 -1997. SURVEY PREVAILING ----------- Variance --------- MARANA MIDPOINT $1 GROUP RATE I % SECRETARY 1,389 C 1,828 -439 -24.0 TREATMENT PLANT OPERATOR 1,862 B 2,387 -525 -22.0 LABORER 1,260 C 1,588 -328 -20.7 PLANNER 1 2,263 B 2,825 -562 -19.9 POL CE OFFICER 2,376 B 2,706 -330 -12.2 : POL CE DISPATCHER 1,773 B 1,997 -224 -11.2 CLERK TYPIST 1,323 C 1,473 -160 -10.8 MAINTENANCE WORKER/EO 2 1,773 B 1,932 -159 -8.2 TOWN MANAGER 5,186 A 5,455 -269 -4.9 BUILDING INSPECTOR 2,376 B 2,412 -36 -1.5 FLEET MECHANIC 2,263 C 2,296 -33 -1.4 POLICE SERGEANT 3,184 B 3,168 +16 +0.5 ACCOUNTING SPECIALIST 1,862 C 1,779 +83 +4.7 FINANCE DIRECTOR 4,267 A 4,039 +248 +6.1 POLICE CHIEF 4,704 A 4,386 +318 +7.3 TOWN CLERK 3,343 A 3,029 +314 +10.4 PUBLIC WORKS DIRECTOR 4,480 A 4,013 +467 +11.6 PLANNING DIRECTOR 4,480 A 3,969 +611 +12.9 MAGISTRATE 3,870 A 3,222 +648 +20.1 1 Source: Town of Marana Salary Plan By Grade July 1, 1996 2 Composite of Maintenance Worker and Equipment Operator PSPC TOWN OF MARANA 9/96 -14- C. ASSIGNMENT OF NON-BENCHMARK JOB CLASSES TO SALARY RANGES The following chart indicates the method by which the Town's occupational job classes which are not salary survey benchmarks are to be assigned to salary ranges. Each non-benchmark job class (first column) has been linked to one of the salary survey benchmark job classes (second column) with which it has a discernible occupational relationship. For a non-benchmark job class for which there was no salary survey benchmark job class with a discernible occupational relationship, we selected a reference job class (third column) to which it is linked for salary range adjustments. A reference job class is a non-benchmark job class which is linked to a salary survey benchmark job class, establishing a secondary set of internal job relationship benchmark job classes. This procedure will maintain the Town's internal job worth relationships during annual updates of the base salary plan. JOB CLASS TITLE LINKED MARANA BENCHMARK TITLE ADMINISTRATIVE SECRETARY SECRETARY CHIEF BUILDING OFFICIAL PLANNING DIRECTOR CIVIL ENGINEERING PUB. WRK. DIR. /TOWN ENG. CODE ENFORCEMENT INSPECTOR BUILDING INSPECTOR COLLECTIONS AND SANCTIONS CLERK COURT MARSHAL POLICE OFFICER COURT SERVICES ADMINISTRATOR SECRETARY COURT SERVICES SPECIALIST SECRETARY CRIME PREVENTION SPECIALIST CRIME SCENE/EVIDENCE SPECIALIST EXEC. ASST. TO TOWN MANAGER G.I.S. TECHNICIAN GRANTS ADMINISTRATOR HUMAN RESOURCES DIRECTOR OFFICE SUPPORT SPECIALIST OFFICE SUPPORT ASSISTANT PARKS AND REC. COORDINATOR PERMIT SPECIALIST SECRETARY PLANNER 11 PLANNER I PLANNERI PLANNER I(SURVEY DATA) PLANNING TECHNICIAN PLANNERI PLANS EXAMINER PLANNING DIRECTOR POLICE LIEUTENANT POLICE SERGEANT POLICE RECORDS ASSISTANT OFFICE SPECIALIST POLICE RECORDS SPECIALIST SECRETARY PRINCIPAL PLANNER PLANNER I PUBLIC WORKS SUPERVISOR MAIN.WORKER/EQUIP.OPR. RECREATION PROGRAM SUPERVISOR SENIOR BUILDING INSPECTOR BUILDING INSPECTOR PUBLIC WORKS MANAGER PUB. WRKS. DIR./ TOWN ENG. SENIOR MAINTENANCE WORKER / EO MAI NWORKER/EQU I P.OPR. WATER OPERATIONS ADMINISTRATOR WATER OPER. MANAGER PSPC TOWN OF MARANA LINKED MARANA RANGE REFERENCE TITLE RELATIONSHIP +4 -1 -10 COURT SERVICES SPECIALIST -6 +12 +4 POLICE TELECOMMUNICATOR +4 POLICE TELECOMMUNICATOR +4 ADMINISTRATIVE SECRETARY +6 PLANNER I ADMINISTRATIVE SECRETARY +4 FINANCE DIRECTOR -4 +4 PLANNERI -2 +2 +8 -4 -8 -8 +6 +2 +8 +10 OFFICE SUPPORT SPECIALIST +4 -6 +4 -5 9/96 -15- 4. RECOMMENDED SALARY RANGE STRUCTURE This report section describes the base salary range structure recommended for the Town of Marana designed to be administered on the basis of each employee's objectively evaluated job performance. A. PERMANENT SALARY RANGE SCHEDULE The Town of Marana's Salary Range Schedule, following on the next page, provides equal in-range salary opportunity of approximately 38%. Salary ranges are separated by a uniform 2.5%, permitting job classes to be linked to the external prevailing rates, the Town's salary competitiveness policy, and internal job class relationships, through their Midpoints. Job classes are individually reassigned to their proper salary range on an annual basis to reflect the varying movements of the prevailing rates in the marketplace. B. ANATOMY OFA SALARY RANGE Salary ranges are intended to provide an employer the ability to financially recognize and distinguish between various levels of job performance and contribution to the organization by its employees. The following diagram illustrates the standard concept of achievement level segmentation of a salary range. Min. Midpoint Max. 84% 90% 95% 100% 105% 110% 116% The Illustrative Merit Increase Guide, following on page 18, indicates the varying percentages of salary increase opportunity available to employees, depending upon their current position in their respective salary range (compa-ratio) and their evaluated job performance. It is presented at an illustrative 4% funding. Please refer to the PSPC Salary Administration Procedure Guide for additional information regarding the use of the merit salary increase guide on the basis of compa-ratio. PSPC TOWN OF MARANA 9/96 -16- 84% 90% 96% TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN PERMANENT SALARY RANGE SCHEDULE (.84) (1.00) (1.16) (.84) (1.00) (1.16) RANGE MIN M/P MAX RANGE MIN M/P MAX 1 9,016 10,733 12,450 46 27,389 32,606 37,823 2 9,241 11,001 12,762 47 28,074 33,421 38,768 3 9,472 11,276 13,081 48 28,775 34,256 39,738 4 9,709 11,558 13,408 49 29,495 35,113 40,731 5 9,952 11,847 13,743 50 30,232 35,991 41,749 6 10,200 12,143 14,086 51 30,988 36,890 42,793 7 10,455 12,447 14,439 52 31,763 37,813 43,863 8 10,717 12,758 14,799 53 32,557 38,758 44,959 9 10,985 13,077 15,169 54 33,371 39,727 46,083 10 11,259 13,404 15,549 55 34,205 40,720 47,235 11 11,541 13,739 15,937 56 35,060 41,738 48,416 12 11,829 14,083 16,336 57 35,937 42,782 49,627 13 12,125 14,435 16,744 58 36,835 43,851 50,867 14 12,428 14,796 17,163 59 37,756 44,947 52,139 15 12,739 15,165 17,592 60 38,700 46,071 53,443 16 13,057 15,545 18,032 61 39,667 47,223 54,779 17 13,384 15,933 18,483 62 40,659 48,404 56,148 18 13,718 16,332 18,945 63 41,675 49,614 57,552 19 14,061 16,740 19,418 64 42,717 50,854 58,991 20 14,413 17,158 19,904 65 43,785 52,125 60,465 21 14,773 17,587 20,401 66 44,880 53,428 61,977 22 15,143 18,027 20,911 67 46,002 54,764 63,526 23 15,521 18,478 21,434 68 47,152 56,133 65,115 24 15.909 18,940 21,970 69 48,331 57,537 66,742 25 16,307 19,413 22,519 70 49,539 58,975 68,411 26 16,715 19,898 23,082 71 50,777 60,449 70,121 27 17,133 20,396 23,659 72 52,047 61,961 71,874 28 17,561 20,906 24,251 73 53,348 63,510 73,671 29 18,000 21,428 24,857 74 54,682 65,097 75,513 30 18,450 21,964 25,478 75 56,049 66,725 77,401 31 18,911 22,513 26,115 76 57,450 68,393 79,336 32 19,384 23,076 26,768 77 58,886 70,103 81,319 33 19,868 23,653 27,437 78 60,358 71,855 83,352 34 20,365 24,244 28,123 79 61,867 73,652 85,436 35 20,874 24,850 28,826 80 63,414 75,493 87,572 36 21,396 25,472 29,547 81 64,999 77,380 89,761 37 21,931 26,108 30,286 82 66,624 79,315 92,005 38 22,479 26,761 31,043 83 68,290 81,298 94,305 39 23,041 27,430 31,819 84 69,997 83,330 96,663 40 23,617 28,116 32,614 85 71,747 85,413 99,080 41 24,208 28,819 33,430 86 73,541 87,549 101,556 42 24,813 29,539 34,266 87 75,379 89,737 104,095 43 25,433 30,278 35,122 88 77,264 91,981 106,698 44 26,069 31,035 36,000 89 79,196 94,280 109,365 45 26,721 31,811 36,900 90 81,175 96,637 112,099 Pspc TOWN OF MARANA 9/96 -17- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN ILLUSTRATIVE MERIT INCREASE GUIDE ACHIEVEMENT LEVEL COMPA-RATIO 1 2 3 4 5 84.0 - 89.9% 0% 4% 5% 6% 7% 90.0 - 94.9% 0% 3% 4% 5% 6% 95.0 - 99.9% 0% 2% 3% 4% 5% 100.0 - 104.9% 0% 0% 2% 3% 4% 105.0 - 109.9% 0% 0% 0% 2% 3% 110.0 - 116.0% 0% 0% 0% 0% 2% NOTES: Funding level at 4%; no increase to exceed Maximum of salary range. ACHIEVEMENT LEVELS 5 Distinguished: Significantly exceeds position's achievement goals; achievement which substantially exceeds performance of others at similar position levels. (Very few employees will reach this level.) 4 Commendable: Exceeds position's achievement goals; achievement which exceeds that of most others at similar position levels. 3 Competent: Meets position's achievement goals; achievement which is expected from experienced and qualified individuals. (Majority of employees will be at this level.) 2 Adequate: VVith few exceptions, meets position's achievement goals. (Employee has potential with some additional training to achieve at the Competent level.) I Marginal: Does not meet position's achievement goals; achievement clearly below Adequate; requires substantial remedial training. (Very few employees will remain at this level.) PSPC TOWN OF MARANA 9/96 -18- 5. RECOMMENDED FY 1996/1997 BASE SALARY PLAN The following narratives and tables describe the recommended Marana FY 1997 base salary plan, its estimated fiscal impact, and related salary administration topics. A. RECOMMENDED FLEXIBLE FY 1997 SALARY POLICY Salary policy is the Town Council's expression of where it will place its salary levels in relation to the external prevailing rates, expressed as a percentage of the external prevailing rates (i.e.: 100%, 10% above, or 10% below) or as a percentile. We recommend that the Town of Marana adopt a permanent policy to place its salary ranges at the prevailing rates. "At the prevailing rates" is defined as ± 5% of survey job's average which match the Town's benchmark jobs. An illustrative municipal prevailing rate ordinance or resolution wording is: "It is the policy of the Town of Marana to pay its employees at the prevailing rates paid for similar work by the employers with whom we compete for quality staff, if financially able. The prevailing rates will be obtained from valid statewide and county salary surveys. The prevailing rate for management positions is the unweighted average paid by Arizona municipalities of 5, 000 to 15, 000 population. The prevailing rate for non-management jobs for which we compete primarily with other local governments is the unweighted average of Pima and Pinal counties and municipalities with over 5,000 population. For non-management jobs for which we compete with both public and private employers, it is the unweighted average of Pima County employers including the Marana Unified School District." This flexible policy will permit the Town to consider significant factors relating to internal occupational group relationships, supply and demand in the marketplace for specific job classes, and financial constraints. B. ASSIGNMENT OF JOB CLASSES TO SALARY RANGES Tables 5 and 6, following on pages 20 and 21, are the FY 1997 salary ranges for each of the Town's job classes in job group and salary range order, respectively. Benchmark jobs were placed as close to the prevailing rates for comparable jobs as was practical, by matching the salary ranges' Midpoints to the survey averages We utilized our professional judgment to prevent illogical relationships that could result from survey data directly linked into salary ranges, as there is no automatic logical job content relationship among survey data collected from a variety of employers. PSPC TOWN OF MARANA 9/96 _19- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 5 - RECOMMENDED FY 97 SALARY RANGE PER JOB (OCCUPATIONAL SCHEMATIC ORDER - -SALARY SURVEY BENCHMARK) JOB CLASS TITLE RANGE MINIMUM MIDPOINT MAXIMUM Town Manager* 74 54,682 65,097 75,513 Human Resources Director 58 36,835 43,851 50,867 Town Clerk* 50 30,232 35,991 41,750 Exec. Asst. to Town Manager 40 23,617 28,116 32,615 Finance Director* 62 40,859 48,404 56,149 Grants Administrator 38 22,479 26,761 31,043 Accounting Specialist* 29 18,000 21,428 24,857 Administrative Secretary 34 20,365 24,244 28,123 Secretary* 30 18,450 21,964 25,478 Office Support Specialist 25 16,307 19,413 22,519 Office Support Assistant* 21 14,773 17,587 20,401 Fleet Mechanie 39 23,041 27,430 31,819 Senior Maintenance Worker EO 36 21,397 25,472 29,548 Maintenance Worker / EO* 32 19,384 23,076 26,768 Maintenance Helper* 24 15,910 18,940 21,970 Police Chief* 65 43,785 52,125 60,465 Police Lieutenant 58 36,835 43,851 50,867 Police Sergeant* 52 31,763 37,813 43,863 Police Officer* 46 27,389 32,606 37,823 Crime Prevention Specialist 38 22,479 26,761 31,043 Crime Scene/Evidence Specialist 38 22,479 26,761 31,043 Police Records Specialist 32 19,384 23,076 26,768 Police Records Assistant 25 16,307 19,413 22,519 Police Telecommunicator* 34 20,365 24,244 28,123 Magistrate* 53 32,557 38,758 44,959 Court Services Administrator 42 24,813 29,539 34,265 Court Services Specialist 34 20,365 24,244 28,123 Court Marshal 40 23,617 28,116 32,615 Court Collections and Sanctions Clerk 34 20,365 24,244 28,123 Chief Building Official 60 38,700 46,071 53,442 Plans Examiner 52 31,763 37,813 43,863 Senior Building Inspector 45 26,721 31,811 36,901 Building Inspector* 41 24,208 28,819 33,430 Code Enforcement Inspector 41 24,208 28,819 33,430 Permit Specialist 32 19,384 23,076 26,768 Planning Director* 61 39,667 47,223 54,779 Principal Planner 56 35,060 41.738 48,416 Planner 11 52 31,763 37,813 43,863 Planner 1* 44 26,069 31,035 36,001 Planning Technician 36 21,397 25,472 29,548 G.I.S. Technician 48 28,776 34,257 39,738 Public Works Director/Town Engineer* 62 40,859 48,404 56,149 Public Works Manager 56 35,060 41,738 48,416 Civil Engineering Technician 52 31,763 37,813 43,863 Parks and Recreationn Supervisor 46 27,389 32,605 37,823 Recreation Leader 25 16,309 19,413 22,519 Recreation Aide 9 10,985 13,077 15,169 Public Works Supervisor 42 24,813 29,539 34,265 Water Operations Manager* 49 29,495 35,113 40,731 Water Operations Administrator 44 26,069 31,035 36,001 Water Systems Operator* 41 24,208 28,819 33,430 PSPC TOWN OF MARANA 9/96 -20- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 6 - RECOMMENDED FY 97 SALARY RANGE PER JOB (SALARY RANGE ORDER - - SALARY SURVEY BENCHMARK) JOB CLASS TITLE RANGE MINIMUM MIDPOINT MAXIMUM Recreation Aide 9 10,985 13,077 15,169 Office Support Assistant* 21 14,773 17,587 20,401 Maintenance Helper* 24 15,910 18,940 21,970 Office Support Specialist 25 16,307 19,413 22,519 Police Records Assistant 25 16,307 19,413 22,519 Recreation Program Supervisor 25 16,309 19,413 22,519 Accounting Specialist* 29 18,000 21,428 24,857 Secretary* 30 18,450 21,964 25,478 Maintenance Worker / EO* 32 19,384 23,076 26,768 Police Records Specialist 32 19,384 23,076 26,768 Permit Specialist 32 19,384 23,076 26,768 Administrative Secretary 34 20,365 24,244 28,123 Police Telecommunicator* 34 20,365 24,244 28,123 Court Services Specialist 34 20,365 24,244 28,123 Court Collections and Sanctions Clerk 34 20,365 24,244 28,123 Planning Technician 36 21,397 25,472 29,548 Senior Maintenance Worker / EO 36 21,397 25,472 29,548 Grants Administrator 38 22,479 26,761 31,043 Crime Prevention Specialist 38 22,479 26,761 31,043 Crime Scene/Evidence Specialist 38 22,479 26,761 31,043 Fleet Mechanie 39 23,041 27,430 31,819 Exec. Asst. to Town Manager 40 23,617 28,116 32,615 Court Marshal 40 23,617 28,116 32,615 Building Inspector* 41 24,208 28,819 33,430 Code Enforcement Inspector 41 24,208 28,819 33,430 Water Systems Operator* 41 24,208 28,819 33,430 Court Services Administrator 42 24,813 29,539 34,265 Public Works Supervisor 42 24,813 29,539 34,265 Planner 1* 44 26,069 31,035 36,001 Water Operations Administrator 44 26,069 31,035 36,001 Senior Building Inspector 45 26,721 31,811 36,901 Police Officer* 46 27,389 32,606 37,823 Parks and Recreation Coordinator 46 27,389 32,605 37,823 G.I.S. Technician 48 28,776 34,257 39,738 Water Operations Manager* 49 29,495 35,113 40,731 Town Clerk* 50 30,232 35,991 41,750 Police Sergeant* 52 31,763 37,813 43,863 Plans Examiner 52 31,763 37,813 43,863 Planner 11 52 31,763 37,813 43,863 Civil Engineering Technician 52 31,763 37,813 43,863 PSPC TOWN OF MARANA 9196 -21- , , - I TABLE 6 - RECOMMENDED FY 97 SALARY RANGE PER JOB (SALARY RANGE ORDER - -SALARY SURVEY BENCHMARK) PAGE 2 OF 2 JOB CLASS TITLE RANGE MINIMUM MIDPOINT MAXIMUM Magistrate* 53 32,557 38,758 44,959 Principal Planner 56 35,060 41,738 48,416 Public Works Manager 56 35,060 41,738 48,416 Human Resources Director 58 36,835 43,851 50,867 Police Lieutenant 58 36,835 43,851 50,867 Chief Building Official 60 38,700 46,071 53,442 Planning Director* 61 39,667 47,223 54,779 Finance Director* 62 40,859 48,404 56,149 Public Works Director/Town Engineer* 62 40,859 48,404 56,149 Police Chief 65 43,785 52,125 60,465 Town Manager* 74 54,682 65,097 75,513 PSPC TOWN OF MARANA 9196 -22- C. IMPACT OF THE FY 1997 SALARY RANGES ON INDIVIDUAL POSITIONS Table 7, following on page 26, indicates the relationship of each employee's current salary to the midpoint of the salary range for their position's job class for FY 1997. The Compa-Ratio (Comparative Ratio) column indicates the percentage relationship of an employee's current base salary to the midpoint of their salary range. D. ESTIMATED FISCAL IMPACT OF THE RECOMMENDED FY 1997 SALARY PLAN Table 8, following on page 29, indicates the relationship of the recommended salary plan to the current payroll expenditures, by department and for the entire Town. It shows the amounts required to bring all employees to the minimum of their salary ranges on October 1, 1996, and to provide a merit increase budget which allows for merit increase consideration during Fiscal Year 1996/97. E. ADDITIONAL SALARYADMINISTRATION RECOMMENDATIONS Following are our recommendations regarding several important areas of salary administration for the Town of Marana in addition to the base salary plan. 1. Special Asshonment for Police Officers We recommend that consideration be given to providing premium pay for selected special assignments for Police Officers which necessitate specialized abilities and knowledges. Special assignments may include DETECTIVE and DARE/GREAT INSTRUCTOR assignments. Such special assignments must be subject to reassignment or removal at the sole discretion of the Police Chief who may assign Police Officers to special assignments for cross training, career development , and departmental efficiency purposes. When special assignment premiums (5%) are authorized by the Town Manager, they would apply only when designated by the Police Chief and only while the incumbent is actually performing in the specialty assignment. Specialty assignment pay is neither authorized nor intended to be used when a Police Officer is performing such assignment temporarily (less than three (3) months) or is in training in a special assignment. 2. Special Hirinfq Rates for Building Inspectors We recommend consideration of special entry rates for Building Inspector candidates who have less than the required number of ICBO certifications. For example, a Building Inspector candidate with only one certification would be hired at 90% of the minimum rate and would remain at that rate until the additional certification has been obtained. Similarly, a Senior Building Inspector candidate with only three (3) certifications would be hired at 95% of the range minimum until the fourth certification was acquired. 3. Special Pay Supplements for Civil En-gineering Technicians The Civil Engineering Technician is titled and priced to reflect rate ranges which is 5% less than the ranges would have been for Civil Engineer. As an incentive for attainment of registration as a Professional Engineer, the incumbents would be eligible for 5% premium pay after obtaining status of a Professional Engineer or classification as a Civil Engineer (a job classification to be developed in the near future). PSPC TOWN OF MARANA 9/96 -23- 4. Pay for Performance Administration We recommend that the plan be administered on the basis of objectively measured individual job performance, current compa-ratio, and the merit increase budget. 5. Administration of the Salary Plan Procedures for the administration and update of the Town's salary administration plan are in the separately provided PSPC Salary Administration Procedure Guide. 6. Funding Implementation and Annual Upda All funds for initial implementation and/or annual updates should be combined into a single budget amount authorized by the Town Council. Across-the board salary increases are prohibited as they impair internal equity, external competitiveness and reduce merit opportunity. 7. "Tempering" in-Ran-ge Salafy Placement Avoid placing a new employee at the same position in the salary range as a long-term employee during the initial implementation of the new salary plan. We recommend that the Town utilize a standard table that restricts new employees to the lower ends of the salary range during the first two years of implementation. It does not reduce them if they already exceed the specified in-range position. Years of After Not to Exceed Service Anniversary % of Midpoint 0-1 ------ 84% 1-2 1 st 88% 2-3 2nd 92% 3-4 3rd 96% 4-5 4th 100% 8. Recognition Award for Long Service We recommend that when the Town is financially able, that it consider providing financial recognition for long service in the following amounts to be paid on an annual "lump sum" basis. AnniversarV 5th 1 Oth 1 5th 20th 25th PSPC TOWN OF MARANA % of Midooint 1.0 1.5 2.0 2.5 3.0 9/96 -24- 9. Steps in the Annual Update of the Salary Plan - Obtain latest AZ Local Government and Joint Governmental Salary surveys. - Compute the prevailing rate for each of the benchmark job classes. - Re-allocate the benchmark job classes to the salary ranges whose Midpoints most closely match the projected prevailing rates. - Re-allocate the non-benchmark job classes to the salary ranges which maintain their internal relationship to the benchmark job classes. - Utilize professional judgment in job class re-allocation to prevent internal inequities and relationships not supported by relative job complexity/difficulty. - Identify the employees whose current salary is less than the Minimum of their job class. - Compute the total amount of dollars, and percentage of current payroll, required to bring all employees to the Minimum of their salary range. - Provide information to the Town Manager for budget request purposes. - Obtain approved salary increase budget amount / percentage from the Town Council. - Construct new Merit Increase Guide commensurate with funding level. - Adjust departmental budgets on basis of their varying compa-ratios. - Adjust individual employee salaries on their anniversary dates on the basis of their evaluated job performance, compa-ratio, and the Merit Increase Guide. PSPC TOWN OF MARANA 9/96 -25- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 7 RECOMMENDED FY 1996/97 SALARY RANGE PER POSITION $ RANGE CURRENT COST TO MIN/ INCUMBENT RECOMMENDED JOB CLASS RANGE MIDPOINT SALARY$ COMPA-RATIO ADMIN, ADMIN MANGIALARDI, DIANE M ADMINISTRATIVE SECRETARY 34 24,244 16,203 $(4,162) ENTZ, JOCELYN C EXECUTIVE ASSISTANT TO TOWN MANAGER 40 26,116 21,653 $(1,965) GRIJALVA, LILIA R OFFICE SUPPORT SPECIALIST 25 19,413 21,611 111% GROSECLOSE, SANDRA L TOWN CLERK 50 35,991 33,877 94% DAVIS, HURVIE E TOWN MANAGER 74 65,097 65,000 100% ADMIN, FINANCE MEADERS, ANN P ACCOUNTING SPECIALIST 29 21,428 18,845 88% GROSECLOSE, DANIEL L GRANTS ADMINISTRATOR 38 26,761 27,300 102% CUAROKROY FINANCE DIRECTOR 62 48,404 45,513 94% ADMIN, HR SHORT, MARYANN OFFICE SUPPORT SPECIALIST 25 19,413 14,706 $(1,601) JOHNSON, JANE H HUMAN RESOURCES DIRECTOR 58 43,851 35,069 $(1,766) COURT REYNOLDS, NANCY S COURT SERVICES ADMINISTRATOR 42 29,539 24,813 $(5,115) CLELAND, MARY JANE COURT SERVICES SPECIALIST 34 24,244 16,203 $(4,162) PAZ, VICTOR A COURT MARSHAL 40 28,116 22,818 s (800) CALDWELL, STEPHANI M COURT COLLECTIONS AND SANCTIONS CLERK 34 24,244 18,013 $(2,352) CELAYA SANDRA M COURT SERVICES SPECIALIST 34 24,244 17,098 $(3,268) JUVERA, VERONICA A COURT SERVICES SPECIALIST 34 24,244 17,098 $(3,268) DILLOW, RUSSELL L TOWN MAGISTRATE 53 38,758 37,154 96% DEVELOPMENT, BUILDING OGLE, JAMES R BUILDING INSPECTOR 41 28,819 25,376 88% COOK, ALLEN M BUILDING INSPECTOR 41 28,819 24,088 $ (120) THOMAS, JOHN W SENIOR BUILDING INSPECTOR 45 31,811 29,101 91% BINKLEY, JERRY L BUILDING INSPECTOR 41 28,819 26,406 92% SANDERS, LEMARION B PERMIT SPECIALIST 32 23,076 16,203 $(3,181) MAPLES, DOUGLAS E CHIEF BUILDING OFFICIAL 60 46,071 39,315 85% SVOBODA, JOEL E PLANS EXAMINER 52 37,813 32,094 85% DEVELOPMENT, ENG SANCHEZ, ABEL S CIVIL ENGINEERING TECHNICIAN 52 37,813 24,170 $(7,593) GILL, HARVEY T PUBLIC WORKS MANAGER 56 41,738 41,187 99% DEVELOPMENT, P & Z GLADDEN, SANDRA M PLANNING TECHNICIAN 36 25,472 21,397 $(2,531) FLANNERY, GERALD M PLANNING DIRECTOR 61 47,223 45,400 96% Pspc TOWN OF MARANA 9/96 -26- TABLE 7 RECOMMENDED FY 1996/97 SALARY RANGE PER POSITION PAGE 2 of 3 $ RANGE CURRENT COST TO MIN/ INCUMBENT RECOMMENDED JOB CLASS RANGE MIDPOINT SALARY $ COMPA-RATIO PLANNING, P & Z SWEUM, PAUL R PLANNERI 44 31,035 21,653 $(4,416) DE LEON, CINDY D PLANNER 11 52 37,813 29,340 $(2,423) SHAPIRO, JOEL D PRINCIPAL PLANNER 56 41,738 33,699 $(1,361) ULIBARRI, ANGELA OFFICE SUPPORT ASSISTANT 21 17,587 14,706 $ (68) POLICE, HALLER, MICHELLE P POLICE RECORDS ASSISTANT 25 19,413 17,098 88% MORSE, LYNDA B CRIME PREVENTION SPECIALIST 38 26,761 18,907 $(3,572) CROW, JULIE M POLICE TELECOMMUNICATOR 34 24,244 17,014 $(3,351) MCLAUGHLIN, MICHAEL J CRIME SCENE/EVIDENCE SPECIALIST 38 26,761 16,286 $(6,193) MILLER, CLAIRE M POLICE TELECOMMUNICATOR 34 24,244 17,014 $(3,351) SMITH, DAVID R POLICE CHIEF 65 52,125 52,687 101% VALENCIA, AMADA L POLICE TELECOMMUNICATOR 34 24,244 18,912 $(1,453) SULLIVAN, CHRISTINE E POLICE TELECOMMUNICATOR 34 24,244 17,014 $(3,351) ERDMAN, FREDRICK H POLICE TELECOMMUNICATOR 34 24,244 12,043 $(8,322) CAPER JUDITH L POLICE RECORDS SPECIALIST 34 24,244 26,515 109% BRADSHAW, DALE A POLICE LIEUTENANT 58 43,851 43,072 98% THOMAS, BRUCE E POLICE LIEUTENANT 58 43,851 41,071 94% GILL, JAMES M POLICE OFFICER 46 32,606 27,924 86% FULLER, JAMES A POLICE OFFICER 46 32,606 26,645 $ (744) BABCOCK, CHESTER E POLICE OFFICER 46 32,606 25,376 $(2,013) PIPES, JERRY E POLICE OFFICER 46 32,606 25,376 $(2,013) SAMPLE, DANIEL L POLICE OFFICER 46 32,606 25,376 $(2,013) UTTER, MICHAEL K POLICE OFFICER 46 32,606 25,367 $(2,022) BAILER, MARK C POLICE OFFICER 46 32,606 24,088 $(3,301) BRUNENKANT, TIMOTHY L POLICE OFFICER 46 32,606 24,088 $(3,301) FORD, DOUGLAS B POLICE OFFICER 46 32,606 24,088 $(3,301) TINSLEY, GERALDINE L POLICE OFFICER 46 32,606 24,088 $(3,301) CLARK, KARIN L POLICE OFFICER 46 32,606 24,086 $(3,302) DAVIS, RANDI L POLICE OFFICER 46 32,606 24,086 $(3,302) DUNHAKMACKE POLICE OFFICER 46 32,606 24,086 $(3,302) KLEIN, KEITH K POLICE OFFICER 46 32,606 24,086 $(3,302) LOPEZ, ANDREW M POLICE OFFICER 46 32,606 24,086 $(3,302) SANTORO, JOHN POLICE OFFICER 46 32,606 24,086 $(3,302) YBARRA, LAWRENCE J POLICE OFFICER 46 32,606 24,086 $(3,302) YOUNG, WILLIAM H POLICE OFFICER 46 32,606 24,086 $(3,302) MANNING, CHESTER C POLICE OFFICER 46 32,606 24,086 $(3,302) ASHCRAFT, PAUL M POLICE OFFICER 46 32,606 22,818 $(4,571) SMITH, BROOK A POLICE OFFICER 46 32,606 22,818 $(4,571) JOHNSON, PATRICK T POLICE OFFICER 46 32,606 22,809 $(4,580) Pspc TOWN OF MARANA 9196 -27- TABLE 7 RECOMMENDED FY 1996/97 SALARY RANGE PER POSITION PAGE 3 of 3 $ RANGE CURRENT COST TO MIN/ INCUMBENT RECOMMENDED JOB CLASS RANGE MIDPOINT SALARY$ COMPA-RATIO POLICE PALMA, RICHARD POLICE OFFICER 46 32,606 22,809 $(4,580) HOLCOMBE, LEROY J POLICE OFFICER 46 32,606 22,809 $(4,580) NEUHAUS, HAROLD R POLICE OFFICER 46 32,606 22,809 $(4,580) HYBL, JOHN M POLICE OFFICER 46 32,606 22,809 $(4,580) CARRASCO, JOSE R POLICE SERGEANT 52 37,813 35,651 94% BRETALL, JAMES W POLICE SERGEANT 52 37,813 33,966 90% DERFUS, WILLIAM E POLICE SERGEANT 52 37,813 33,946 90% SALAZAR, RICHARD A POLICE SERGEANT 52 37,813 32,265 85% VIDAURRI, RICHARD POLICE SERGEANT 52 37,813 32,265 85% PEARSON, BUFFIE M POLICE RECORDS ASSISTANT 25 19,413 16,203 $ (104) PUBLIC WORKS NUNEZ, PAULINE PARKS AND RECREATION SUPERVISOR 46 32,606 22,933 $(4,456) BERRY, KATY M RECREATION LEADER 25 19,413 20,800 107% BERRY, JULIA A RECREATION AIDE 9 13,077 12,480 95% DE LA PAZ, CATALINA H RECREATION AIDE 9 13,077 12,480 95% RAMIREZ, ADRIAN RECREATION AIDE 9 13,077 12,480 95% ELDER, BETSY H RECREATION AIDE 9 13,077 12,480 95% BEEK MITCHELL R MAINTENANCE HELPER 24 18,940 16,203 86% PESINA, GEORGE A MAINTENANCE WORKER/EQUIPMENT OPERATOR 32 23,076 17,014 $(2,369) POWELL, RICHARD R SENIOR MAINTENANCE WORKER/EQUIPMENT OPERATOR 36 25,472 21,843 86% STERNER, JANA M ADMINISTRATIVE SECRETARY 34 24,244 17,098 $(3,268) HENSON, HARVEY D SENIOR MAINTENANCE WORKER/EQUIPMENT OPERATOR 36 25,472 20,842 $ (555) MILLER, JOSEPH C WATER SYSTEMS OPERATOR 41 28,819 17,867 $(6,341) ESPARZA, LARRY E MAINTENANCE HELPER 24 18,940 12,106 $(3,804) HYATT, GARY L MAINTENANCE HELPER 24 18,940 12,106 $(3,804) WARNER, JAMIE D MAINTENANCE HELPER 24 18,940 12,106 $(3,804) MOLINA, PABLO C MAINTENANCE HELPER 24 18,940 12,106 $(3,804) LARTER, KENNETH F MAINTENANCE WORKER/EQUIPMENT OPERATOR 32 23,076 18,907 $ (477) BEASLEY, LARRY J MAINTENANCE WORKERIEQUIPMENT OPERATOR 32 23,076 17,950 $(1,433) DOLAN, DENNIS L SENIOR MAINTENANCE WORKER/EQUIPMENT OPERATOR 36 25,472 17,966 $(3,430) TOOTHMAN, ALLEN K FLEET MECHANIC 39 27,430 17,871 $(5,170) KERN, ROBERT R PUBLIC WORKS SUPERVISOR 42 29,539 41,187 $+6,921 JANSEN, MYRLENE M OFFICE SUPPORT SPECIALIST 25 19,413 16,203 $ (104) ATLER, DAVID M PUBLIC WORKS DIRECTOR/TOWN ENGINEER 62 48,404 52,568 109% NEWSTROM, HEATHER OFFICE SUPPORT ASSISTANT 21 17,587 14,706 (67) VILLESCAZ, ISABEL MAINTENANCE WORKER]EQUIPMENT OPERATOR 32 23,076 20,842 90% VILLA, ISREAL MAINTENANCE WORKER/EQUIPMENT OPERATOR 32 23,076 17,971 $(1,413) ) = Cost to Minimum + = $ Above Maximum PSPC TOWN OF MARANA 9/96 -28- TOWN OF MARANA POSITION CLASSIFICATION AND COMPENSATION PLAN TABLE 8 - COST ESTIMATE FOR RECOMMENDED FY 1996/97 SALARY PLAN CURRENT TOTAL # OF # OF EMPLOYEES BUDGET COSTTO TOTAL DEPARTMENTS SALARY EMPLOYEES BELOW MINIMUM FY 97 A 6% MINIMUM* COST ADMINISTRATION $299,774 10 4 $14,989 $7,122 $22,111 COURT $148,077 7 6 $7,404 $14,226 $21,630 BUILDING $192,583 7 2 $9,629 $2,475 $12,104 ENGINEERING $65,356 2 1 $3,268 $5,695 $8,963 PUBLIC WORKS $489,109 26 16 $24,455 $33,227 $57,682 PLANNING $163,661 6 5 $8,183 $8,100 $16,283 POLICE $1,110,795 44 33 $55,540 $85,107 $140,647 TOTALS $ 102 67 $123,468 $155,952 $279,420 Number of Employees below Minimum of recommended range at prevailing rate: 67 Employees below Minimum as percentage of total employees 66% Cost to bring employees to Minimum of range on 1011/96 $155,952 Cost to Minimum as a percentage of current payroll: 6.3% Cost to Budget 5% total merit increases for FY 96/97 = $123,468 Options for FY 96/97 including 5% merit budget: PREVAILING RATES (to minimum and 5% merit budget) $279,420 105% OF PREVAILING RATES (to minimum and 5% merit budget) $396,020 TEMPERED FOR FIVE YEARS SERVICE (prevailing rates to Minimum, 5% merit budget and 5 year employees to Midpoint) $325,587 * Effective 10/1/96 PSPC TOWN OF MARANA 9/96 -29-