R-735 - 12/14/1999 - SALARY ADMIN PLAN - Resolutions Supporting Documents y! 70.E
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VILLAGE OF OAK BROOK
1200 OAK BROOK ROAD
OAK BROOK, ILLINOIS 000 _2 i- 2 7i
PHONE:
WE R S I T E:
MEMORANDUM i
DATE: December 10, 1999
TO: Village President and Board of Trustees
nistration Polley for Non-Union Employees
RE; 2000 Salary Plan and Salary Admi
RECOMMENDATION: That the Village Board adopt a resolution approving the Salary Plan
and Salary Administration Policy for non-union employees, effective January 1, 2000. in the
form attached hereto.
The Village's Salary administration Policy provides for pay ranges to be adjusted as of each January 1 with
due consideration given to the change in the Chicago-Gary-Lake County "All Items" Consumer Price index
("CPI") for the twelve months ending on the preceding September 30,the Employment Cost Index for Wages
rk Salaries ("ECI") published for the third quarter, and the pay practices of the municipalities established
through collective bargaining as the Village's "labor comparables". The Salary Administration Policy also
provides that the Salary Plan be further monitored by means of a consultant pay and classification study on a
triennial basis. The most recent such review was completed in 1997 and implemented in 1998. That revievc
consisted of both an internal assessment of job responsibilities relative to pay and an external market wage
survey using the comparable communities that were identified in the 1997 arbitration proceeding involving
the Village and Teamsters Local 714 —Law Enforcement Division. The next pay and classification study is
scheduled to , �place in 2000 and be implemented in 2001.
The CPI, ECI and pay practices of the labor comparables were all considered in developing a recommended
3.3 percent adjustment to all pay grades for 2000. Although the September CPI was only 2.7 percent (.7
percent higher than the previous year),the ECI for wages and salaries in the Midwest region was nearly a full
percentage point higher at 3.6. Additionally, the average May 1, 1999 range adjustment among the Village's
labor comparables was 3.27 percent.
Our goal in setting the 2000 range adjustment was to ensure that salary ranges remain in the same relative
position among the comparable communities as they were after the implementation of the 1997 compensation
study. Given the 3.27 percent average adjustment among the labor comparables, the recommended
adjustment of 3.3 percent accomplishes this goal. The 2000 budg-t includes an overall wage escalation figure
of 3.5 percent for non-union positions.
';I
suggested that it read"Patrol Offccm--rather tHdu roll"' a o men
in the listing of composition of the department.
Motion by Trustee Savino, seconded by Trustee McInerney, to
approve Ordinance #1999-PL-G-650, "An Ordinance (treating the
in the Villa
Position of Deputy
Police Chief a of Oak Brook Police 8
Department,
" as amended and waive the full reading thereof. ROLL 1
CALI.VOTE:
Ayes: 4 - President Bushy and Trustees Craig, McInerney and
Savino.
Nays: 0 - None.
Absent: 3 - Trustees Butler,Caleel and Kenny. Motion carried.
4) j jTION #1 999 SAP EX2 R 735 A RESOLUTION Rrc X99-SAP-
4)
THE SALARY PLAN ADMINISTRATION Ex2.735 2M
POLICY FOR NON- ON EMPLOYEES FOR 2000: SALARY PLAN
NON-UNION
The Village's Salary Administration Policy provides for pay ranges to
be adjusted as of each January 1 with due consideration given to the
change in the Chicago-Gary-Lake County "All Items" Consumer
Price Index ("CPI') for the twelve months ending on the preceding
Index for Wages Employment
Cost I es & Salaries 8
September 30, the
("ECI") published for the third quarter, and the pay practices of the
municipalities established through collective bargaining as the
Village's "labor comparables". The'Salary Administration Policy
also provides that the Salary Plan be further monitored by means of a
consultant pay and classification study on a triennial basis. The most
recent such review was completed in 1997 and implemented in 1995.
That review consisted of both an internal assessment of job
responsibilities relative to pay and an external market wage survey
using the comparable communities that were identified in the 1997
arbitration proceeding involving the Village and Teamsters Local 714
Law Enforcement Division. The next pay and classification study
is scheduled to take place in 2000 and be implemented in 2001.
The CPI, ECI and pay practices of the labor comparables were all
considered in developing a recommended 3.3 percent adjustment to
all pay grades for 2000. Although the September CPI was only 2.7
percent (.7 percent higher than the previous year), the ECI for wages
and salaries in the Midwest region was nearly a full percentage point
higher at 3.6. Additionally, the average May 1, 1999 range
adjustment among the Village's labor comparables was 3.27 percent.
VILLAGE OF OAK BROOK Minutes Page 7 of 28 December 14, 1999
i
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The Village's goal in setting the 2000 range adjustment was to ensure
that salary ranges remain in the same relative position among the
comparable communities as they were after the implementation of the
1997 compensation study. GiY en the 3.27 percent average adjustment
among the labor comparables, the recommended adjustment of 3.3
percent accomplishes this goal. The 2000 budget includes an overall
wage escalation figure of 3.5 percent for non-union positions.
Several positions have been re-classified in the 2000 Salary Plan to
reflect more accurately competitive pay practices in the market. The
Information Services Technician position is re-classified from Grade
5 to Grade 7 based on survey data obtained this year. Additionally,
the Police Sergeant position is re-classified from Grade 8 to a new
Grade 9 based on market data and changes in the job description over
the past two years. Finally, a review of the original pay groupings in
the 1997 pay and classification study show that four other positions
deemed internally comparable to the Police Sergeant position (i.e.
Golf Course Superintendent, Information Systems Specialist, Chief
Building Inspector, and Public Works General Foreman) also warrant
re-classification to the new Grade 9.
I
The 2000 Salary Plan has also been revised to incorporate several
new positions included in the 2000 Budget. The Deputy Police Chief
position is included in a new Grade 11. An Accountant position is
included in Grade 7 with a concurrent elimination of one Account
Clerk position vacated earlier this year. Other changes reflected
include:
• Re-titling the Secretary for the Library to Assistant Librarian.
reflecting common practice in the Library industry where the
position provides services beyond that of pure
clerical/secretarial. There is no change in classification.
• Addition of an Engineering Technician in Grade 5.
• Creation of a Grade 5 Public Works Mechanic position to be
filled by the re-assignment of existing personnel.
• Re-classification of a seasonal Golf Professional to a FLSA
exempt full-time Associate Golf Professional in Grade 3 (this
position receives additional compensation in the form of lesson
commissions).
• Addition of a full-time Building Inspector in the Department of
Community Development and a full-time Fire Prevention
Inspector in the Fire Department, both in Grade 6.
VILLAGE OF OAK BROOK Minutes Page 8 of 28 December 14, 1999
Jim
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• Addition of a full-time Food & Beverage Manager in Grade
responsible for coordinating all food and beverage functions of
the Sports Core.
* The title of Plan Reviewer/Chief Building Inspector has been
shortened to Chief Building Inspector. There is no change in
job duties.
i
Several of the amendments clarify that the ECI for wages and salaries
for the Midwest region is one of the indices used when establishing
the range adjustment. The other amendment provides for a 40%range
spread for the new Grade 11. The current Salary Administration
Policy provides for a 45%range spread for the two highest grades(i.e.
department head positions) and a 35% range spread for all other
positions. The 40% range spread for new Grade I 1 was necessary in
order to ensure that the minimum salary was greater than that of
Grade 10,but less than the minimum salary of Grade 12. Further, it is
not uncommon among pay plans that the range spread progressively
widens at the higher grades.
Motion by Trustee Savino, seconded by Trustee McInerney, to adopt
Resolution #1999-SAP-EX2-735, "A Resolution Approving the
Salary Plan and Salary Administration Policy for Non-Union
Employees," as presented and waive the full reading thereof. ROLL
CALL VOTE:
Ayes: 4 - President Bushy and Trustees Craig, McInerney and
Savino.
Nays: 0 - None.
Absent: 3 - Trustees Butler, Caleel and Kenny. Motion carried.
5) RESOLUTION #1999-FLSA-R-736 A RESOLUTION RI:S)9•rL&
MENDING THE FAIR LABOR STANDARDS ACT R-':6 FAIR
POLICIES FOR THE VILLAGE OF OAK BROOK: LABOR ACT
The resolution amends the Fair Labor Standards Act Policy in
conjunction with the adoption of the 2000 Salary Plan. The Policy
lists the titles of positions that are considered to be exempt under the
FLSA. Four new positions (namely, Accountant, Associate ('coif
Professional, Deputy Police Chief and Food & Beverage Manager)
included in the 2000 Budget are proposed to be designated as FLSA-
exempt. The only other change is the shortening of the Plan
Reviewer/Chief Building Inspector title to Chief Building Inspector.
VILLAGE OF OAK.BROOK Minutes Page 9 of 28 December 14, 1999