11-22-1993 Council Packet - Laserfiche WebLink

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TO: FROM: DATE: Mayor and City Council Ron Moorse, City Administrator November 19, 1993 SUBJECT: Police Lieutenant Salary Negotiations The City Council has directed that all salaried positions receive a $20.00 per month increase in the City's health insurance contribution and a $21.00 per month increase in salary for 1994. The Business Agent for the Lieutenanu bargaining unit has indicated the $21.00 per month salary increase is not an acceptable adjust!.ent and that the union will submit the salary issue to binding arbitration if this is the City's final offer. I have reviewed this issue with the City's Labor Relations consultant who has indicated it would be very difficult for the City's position to prevail in arbitration. I have developed a proposal that could resolve the pay issue and a number of other pay related issues without reguiring a larger increase in the Lieutenant's base pay. The proposal is to reconfigure the merit pay that is currently in the Lieutenant contract. The other pay related issues that could be resolved through this proposal are as follows: 1. When the police Lieutenant contract was first put into place, the Lieutenant's pay schedule was based on the city's overall compensation plan which was based on the Comparable Worth job evaluation study. At that time Lieutenant Cheswick's pay was above the pay reflected in the Lieutenants pay schedule. Because of this difference, the contract included, and still includes, a provision whereby Lieutenant Cheswick's pay level will be brought into compliance with the Lieutenant pay schedule. At this time Lt. Cheswick's pay is 2% above the Lieutenant pay schedule. 2. The differential in pay between the Lieutenants and the Police Officers is very small (5.7%); both in terms of the generally accepted differential between a supervisory position and a non“supervisory position, and in terms of the differential between police supervisors and police officers in other comparable cities. This is an area the city is vulnerable in in terms of pay negotiations, especially if the issue is submitted to arbitration. 3. The Lieutenant's contract currently provides for 5% merit pay The merit pay is based on the city providing police service to three additional cities. Although the city's continuation of service to the other cities may oe somewhat related to the performance of the Lieutenants, this is not a direct relationship. There is a need to provide a new set of criteria tor earning the merit pay that is directly performance related.