R-794 - 12/11/2001 - SALARY ADMIN PLAN - Resolutions Supporting Documentsn 0E 0 f 0 It
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VILLAGE OF OAK BROOK
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Village Board Transmittal Memorandum
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DATE: December 7, 2001
SUBJECT,: 2002 Salary Plan and Salary Administration Policy for Non -Union Employees
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FROM: Michael A. Crotty, Assistant Village Manager
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RECOIN I1ENDATION: That the Village Board adopt a resolution approving the Salary Plan and
Salary Administration Policy for non -union employees, effective January 1, 2002, 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
& 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 2000 and implemented in 2001. 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 CPI, ECI and pay practices of the labor comparables were all considered in developing a recommended 3.5
percent adjustment to all pay grades for 2002. Although the September CPI was only 2.8 percent, the ECI for
wages and salaries applicable for State and local government employees was over a full percentage point higher
at 3.9. Additionally, the average May 1, 2001 range adjustment among the Village's labor comparables was
3.59 percent.
Our goal in setting the 2002 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 2000 compensation
study. Given the 3.59 percent average adjustment among the labor comparables, the recommended adjustment
of 3.5 percent accomplishes this goal. The 2002 budget is actually based on a wage escalation figure`of 3.3
percent for non - represented positions. It is not uncommon that the budget include an escalation figure slightly
below the actual adjustment to the Salary Plan. The timing of individual salary adjustments and other variances
through the year normally permits a somewhat smaller adjustment for budget purposes.
Amendments to the Salary Administration Policy are indicated on the attached red -lined document. The first
t« o amendments are housekeeping in nature, clarifying that the ECI used for purposes of the Village's
evaluation is the one applicable for State and local government employees. The second amendment raises the
amount of the top -of -grade merit bonus from $750 for an "Exceeds Expectations" evaluation and $1,500 for an
"Excellent" evaluation to $800 and $1,600, respectively. This change reflects panty with the increase to the
length of service stipend applicable for members of the bargaining unit in the Fire Department.
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8. B. 2) Staff has continued its review of the fee schedule and proposed several
minor changes to include: modifying the Chapter Title to Fees and
Bonds; deleting #11 Street Work Street Obstructions, Culverts — because
the information was found to be redundant with existing language
contained in Title 8 of the Village Code; renumbering the balance of the
schedule; changing the heading of new #11 (old #12) to Storm
Sewer /Sump Pump Connections; changing the heading of new #21 (old
#22) to Inspection Fee and collapsing the schedule to a flat fee per
inspection; and changing the heading of new #23 (old #24) to
Completion Bond.
The revised fee schedule generates additional revenues and provides a
mechanism to cover the costs of building regulation. The fee schedule
has also been simplified in order to make it easier to understand and
administer. This updated schedule brings Oak Brook's fees more in line
with the fees assessed by other nearby communities.
Motion by Trustee Savino, seconded by Trustee Caleel, that the Village
Board approve Ordinance 2001- CD -BC -EX 1 -G -688, "An Ordinance
Amending Section 10-4 -1 of Chapter 10 of the Village Code of the
Village of Oak Brook Relating to Building Regulations and Fee
Schedule ". ROLL CALL VOTE:
Ayes: S — Trustees Caleel, Craig, Korin, Miologos and Savino.
Nays: 0 - None.
Absent: 0 - None. Motion carried.
()3) RESOLUTION 2001- SAP -EX2 -R -794, A RESOLUTION RES o1- SAP- EX2 -R-
APPROVING THE SALARY PLAN AND SALARY & &POLICYAL PLAN
ADMINISTRATION POLICY FOR NON - REPRESENTED
EMPLOYEES FOR 2002
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 & 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 2000 and implemented in 2001.
VILLAGE OF OAK BROOK Minutes Page 8 of 14 December 11, 2001
4eAl
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8. B. 3) 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 CPI, ECI and pay practices of the labor
comparables were all considered in developing a recommended 3.5
percent adjustment to all pay grades for 2002.
The first two amendments are housekeeping in nature, clarifying that the
ECI used for purposes of the Village's evaluation is the one applicable
for State and local government employees. The second amendment
raises the amount of the top -of -grade merit bonus from $750 for an
"Exceeds Expectations" evaluation and $1,500 for an "Excellent"
evaluation to $800 and $1,600, respectively.
This change reflects parity with the increase to the length of service
stipend applicable for members of the bargaining unit in the Fire
Department.
Motion by Trustee Caleel, seconded by Trustee Savino, that the Village
Board adopt Resolution 2001 - SAP -EX2 -R -794, "A Resolution
Approving the Salary Plan and Salary Administration Policy for Non -
Represented Employees for 2002 ". ROLL CALL VOTE:
Ayes: 5 - Trustees Caleel, Craig, Korin, Miologos and Savino.
Nays: 0 - None.
Absent: 0 - None. Motion carried.
4) ORDINANCE 2001 -WA -G -689, AN ORDINANCE AMENDING ORD 01- WA- c-689,
AMEND HAP 5 OF
CHAPTER 5 OF TITLE 8 OF THE VILLAGE CODE OF THE TITLE 8 CADJ WTR
VILLAGE OF OAK BROOK, ILLINOIS AND ADJUSTING WATER cHcs
CHARGES.
Based on the draft 2002 -2006 Five -Year Financial Plan, the Village's
current break -even water rate is approximately $3.25 per 1,000 gallons.
For 2001, unrestricted cash in the Water Fund is projected to decrease
by approximately $800,000. Without a rate increase, unrestricted cash
would likely decrease by an additional $1.0 million in 2002. Consistent
with the recommendations contained in both the draft 2002 -2006 Five -
Year Financial Plan and the 2002 Municipal Budget, a rate increase to
$2.60 per 1,000 gallons (still $0.60 less than the actual cost of providing
water) is recommended at this time in order to slow down the fund
balance decrease and in order to gradually increase rates over time until
a cost of service rate is reached. The rate is projected to increase further
to $2.85 in 2004.
VILLAGE OF OAK BROOK Minutes Page 9 of 14 December 11, 2001
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