S-1321 - 09/27/2011 - SALARY ADMIN POLICY - Ordinances Supporting DocumentsITEM 10.13.3)
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AGENDA ITEM
September 27, 2011
SUBJECT: Salary Increase for Non - Represented Employees
FROM: Blaine Wing, Assistant Village Manager
BUDGET SOURCE/BUDGET IMPACT: Various Accounts
RECOMMENDED MOTION: The Village Board recognizes that even during these difficult
economic times the Village of Oak Brook continues to have a very dedicated, skilled and
reliable workforce. So, therefore, I move to approve a 2% adjustment as recommended below
for the 17 full -time employees moving through grade and 19 part -time employees who have not
received merit increases in addition to a 1.5% Cost of Living Adjustment (COLA) for all non -
represented employees - all increases retroactive to January 1, 2011. Further, I move to
approve Ordinance S -1321, " An Ordinance Amending The 2011 Salary Plan And Salary
Administration Policy For Non - Represented Employees Of The Village Of Oak Brook,
Illinois ".
Background/History:
As most of the history was discussed at the Board's Strategic Planning meeting, I will keep this brief.
During 2009, the non - represented employees saw reductions either by having their hours increased
without additional compensation, salary reduced or had furlough days (up to a week's reduction in
pay). Then, as of January 1, 2010 their salaries were frozen and have remained so. Even more
significantly impacted were the 17 full -time employees who were hired, promoted, or still moving
through the pay grade, as they lost the opportunity to increases via both merit and COLA, per the
Village's current structure. This occurred while the union employees received both merit and COLA
increases in 2011 — and even some of the union employees received increases in 2010.
This spring the Village formed a Compensation and Benefits Committee, composed of two Village
Trustees (Wolin and Zannis), a Citizen Finance Advisory Committee Member (Klein), the Village
Manager, and a few staff members. This Committee has worked with the outside consultant on
evaluating the Village's current pay plan and benefits. At this time the Committee feels that
additional work needs to be completed before a final report is drafted, but that the non - represented
employees should receive a retroactive increase.
V
Recommendation and Authority Being Sought:
The Committee acknowledges that the 17 full -time employees who were hired, promoted, or still
moving through the pay grade, lost the opportunity to earn increases by both merit and COLA, and
should receive a 2% retroactive adjustment as of January 1, 2011. As each of these employees is
within different pay grades, the fairest way to address this is via a percentage increase. The
combined total cost for the 2% adjustment for all 17 of these full -time employees is less than $30,000
and is within the Village's 2011 Budget.
As for the non - represented employee group as a whole, the Committee feels that for 2011 this
employee group should receive a 1.5% COLA, which is similar to the lowest union increase. In
2011, the Public Works Union received a 1.5% COLA as well as members moving through the grade
could earn increases from 2% to 4 %. Even higher, both the Police and Fire Unions received COLA
increases of 2.5% for 2011 as well as potential merit increases from 2% up to 4 %, for those moving
through the grade. The combined total cost of the 1.5% retroactive increase is estimated at
approximately $80,000 and is within the Village's 2011 Budget.
The proposed updated compensation grade worksheet is attached.
Next Steps:
Lastly, the Committee plans to finalize their work with the consultant and present to the entire
Village Board a final compensation and benefits plan later this fall that would be proposed to go into
effect on January 1, 2012 along with revised benefits. There is still a lot of information that both
Trustees Wolin and Zannis are seeking, as well as clarification and adjustments that other Committee
members would like to see included to ensure that the Village's new compensation and benefit
structure is one that the Village Board will feel comfortable supporting with the upcoming budget in
2012 and beyond.
ORDINANCE 2011 - SAP -EXI -S -1321
AN ORDINANCE AMENDING THE 2011 SALARY PLAN AND
SALARY ADMINISTRATION POLICY FOR NON - REPRESENTED
EMPLOYEES OF THE VILLAGE OF OAK BROOK, ILLINOIS
WHEREAS, pursuant to the Village of Oak Brook Personnel Manual, the Village endeavors to
compensate its employees fairly and competitively, and therefore has established a Salary Plan and
Salary Administration Policy in Appendix A to the Personnel Manual (the "Salary Plan "); and
WHEREAS, the Village Manager has recommended that changes be made to the salary amounts
and merit percentages in the 2011 Salary Plan which was a part of Ordinance 2011 - SAP -EX1 -S -1302
which was approved on January 11, 2011, as set forth in Exhibit "A" to this Ordinance; and
WHEREAS, the Village Manager also recommends the approval of these changes to the Salary
Plan be retroactive to January 1, 2011; and
NOW, THEREFORE, BE IT ORDAINED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF OAK BROOK, DU PAGE AND COOK COUNTIES, ILLINOIS as follows:
Section 1: That the Village Manager's recommendation with regard to changes in the Salary Plan
is hereby accepted and those changes as reflected in Exhibit A hereto are approved.
Section 2: That all or any part of the Salary Plan that is not affected by the terms of Exhibit A
hereto shall remain in full force and effect.
Section 3: That this ordinance shall be in full force and effect from and after its passage, approval
and publication as required by law.
Section 4: That all ordinances, resolutions or motions in conflict with the provisions of this
ordinance be and the same are hereby repealed to the extent of such conflict.
APPROVED THIS 27`" day of September, 2011.
PASSED THIS 27' day of September, 2011.
Ayes:
Nays:
Absent:
Gopal G. Lalmalani
Village President
ATTEST:
Charlotte K. Pruss
Village Clerk
Updated 0922/11 2011 REVISED SALARY PLAN Exhibit A
O,iNe�l
2011 Guidelines:
Unsatisfactory
0.00% Merit
:e.
1
Golf Course Laborer
$34,052
$45,970
ziii 1,918
Receptionist
2
Police Records Clerk
$36,738
$49,596
$12,858
3
Administrative Payroll Assistant
$40,308
$54,414
$14,106
Accounting Assistant
Associate Golf Professional
Building Permit Coordinator
Library Assistant
Membership Coordinator
Office Coordinator
Purchasing Clerk
Secretary
Water Billing Clerk
4
Communications Operator
$44,987
$60,733
$15,746
Community Service Officer
Executive Secretary
P.W. Employee I
S.C. Maintenance Employee
5
Building Maintenance Technician
$49,666
$67,049
$17,383
Comm Dev't Admin Technician
Communications Supervisor
Librarian
P.W. Employee If
6
Accountant
$54,346
$73,366
$19,020
Administrative Assistant
Building Inspector
Engineering Technician
Fire Prevention Inspector
P.W. Mechanic
Sports Core Mechanic
7
Civil Engineer 1
$61,500
$83,024
$21,524
Human Resources Coordinator
P.W. Foreman
P.W. Head Mechanic
Senior Librarian
8
Assistant Finance Director
$70,142
$94,691
$24,550
Building Inspections Supervisor
Civil Engineer 11
Golf Course Superintendent
Information Systems Specialist
Police Sergeant
P.W. General Foreman
9
Battalion Chief
$78,784
$106,360
$27,576
Information Services Manager
Police Lieutenant
10
Assistant Village Manager
$87,428
$118,027
$30,599
Deputy Police Chief
Deputy Fire Chief
Library Director
Sports Core Director
11
Director of Community Development
$96,071
$129,695
$33,624
Finance Director
Fire Chief
Police Chief
Public Works Director & Village Engineer
The following salary adjustment guidelines shall be used for the 2011 salary increases based upon performance evalations
for non Top Of Grade (TOG) employees and consistent vrith the provisions of the Salary Administration Poilcy approved for 2010.
Category:
2011 Guidelines:
Unsatisfactory
0.00% Merit
Below Standards
0.00% Merit
Needs Improvement
0.00% Merit
Page 1
Category:
2011 Guidelines:
Meets Standards
0.00% Merit
Above Standards
0.00% Merit
Excellent
0.00% Merit