HomeMy Public PortalAbout2016 - Austin Peters Job Classification System and Pay Plan AnalysisNovember 16, 2016
City of Jefferson City,Missouri
Job Classification System and Pay
Plan Analysis
The Austin Peters Group, Inc.
Rebecca G. Crowder, President
Elizabeth Tatarko, Vice President
P.O. Box 27196 Overland Park,
Kansas 66225 913-851-7530
913-851-7529 (fax)
bcrowder@austinpeters.com (email)
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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Acknowledgements
This document and analysis are made possible through a cooperative effort of
employees,employee committee,department directors, and elected officials.The
recommendations are tailored with the existing employees in mind ,who have
contributed and will continue to contribute to the organization’s success.The Austin
Peters Group, Inc.(APG)would especially like to thank Gail Strope,Human Resources,
Steve Crowell, City Administrator,and department directors whose leadership is
extremely important.This document represents the final analysis.
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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Executive Summary
The governing body approved engagement of The Austin Peters Group, Inc. in May,
2016 to conduct an employee compensation and benefit analysis for positions in the
City government. The proposal scope included:1)rewriting job descriptions and
providing guidance for 129 positions;2) evaluating and classifying positions into pay
ranges; and 3) determining what market adjustments should be made based upon
information obtained from peers for wages and benefits.
After several months of ongoing meetings with employees,employee committee,
department directors,human resources,and the City Administrator,the consulting team
submits the attached analysis.
The findings of the consulting team are briefly outlined below.
The specific findings and recommendations of the analysis for base wages are:
1.Finding 1 --Move employees to the minimum of the proposed ranges for a
financial impact of $281,263.48 (base wages),impacting 137 employees,to
compete at the 60th percentile of the market.This means four employers will
continue to pay more than the City and six employers will pay less than the City.
The City is currently above the 50th percentile of the market for pay ranges.
2.Finding 2 --Adjust the wages of all employees with positive performance and
those not above the recommended range maximum by a 2% market adjustment,
totaling $380,871.89 (base wages). This affects 404 employees. Currently the
City is more than 10% behind the market (even with the November 1 adjustment)
in pay.
3.Finding 3 --Implement a pay compression adjustment for a financial impact of
$307,734.86 (base wages), impacting 255 employees,to compete at the 60th
percentile of the market.In future years, repeat the pay compression adjustment
one time.
4.Finding 4 –For fringe benefits, consider shifting more health insurance
premiums toward employee responsibility. This would be similar to the peer
group in the analysis.Additionally, consider increasing vacation and sick leave
to be more in alignment with the peer group.
5.Finding 5 --Annually move the pay ranges according to an index that follows the
movement of pay ranges for public employers in Missouri and annually adjust
employee pay based on performance.
6.Provide specific adjustments by position for Fair Labor Standards Act exempt
and non-exempt status changes.
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7.The appendix provides a sample policy for the City to consider if specific policy
changes are required to implement findings. Otherwise, n o additional policy
changes are suggested.
8.The next step of the process is to distribute Table 3 to employees,and the
consulting team will be onsite to hold employee Question and Answer sessions
prior to the governing board taking final action.
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I. Background and Introduction
The City engaged the services of The Austin Peters Group, Inc., based in
Overland Park, Kansas. The service engagement was for the purposes of :
1) rewriting job descriptions and providing guidance for job titles; 2) evaluating
and classifying positions into pay ranges; and 3) determining what market
adjustments should be made based upon information obtained from peers for
wages and benefits.
II. Methodology and Process
Step 1: Interviewing all employees and managers
The Austin Peters Group, Inc. began the process with a review of all job
descriptions and a discussion with employees during one-on-one interviews.
Employee interviews were held over several days and 120 hours of interviews to
provide job description comments and reevaluate employees’positions.
Management interviews were also conducted to assess employees’
responsibilities, decision-making, supervisory responsibility, knowledge, budget
responsibility, contact with the public, and physical and working environmental
factors. The purpose of the interview was to gather information to make changes
in job descriptions, and to obtain necessary details so that an adequate
evaluation and classification of the position could be made , and the market
comparisons were appropriate.Additional meetings were conducted with
department directors, along with department and worksite visits,to validate and
clarify information.The consulting team met twice with the employee committee
during the process to discuss employee survey items and high-level findings of
the consultants.
Step 2: Ranking Positions based on Factors
The next step in the process was to evaluate each position based on the
following factors and weighted percentages:
1)Decision-making –25%
2)Supervisory –25%
3)Knowledge –20%
4)Budget Impact –10%
5)Contacts –10%
6)Physical Skills –5%
7)Working Conditions –5%
Once each position was evaluated and scored, a total ranking was performed ,
and each position was then placed into recommended ranges based upon the
ranking and the market analysis.
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Step 3: Clarification with Department Directors
This step of the process involved exchanging information with the department
directors to ensure that the consulting team had adequately placed positions
internally in the most appropriate range and scored the position appropriately
with regard to the above-mentioned factors.
Step 4: Collection of Salary and Benefit Data
The salary and benefit analysis was completed with data collected from the
following benchmark communities:Cities of Blue Springs, Cape Girardeau,
Chesterfield, Columbia, Cole County, Florissant, Independence, Joplin, O’Fallon,
St. Charles, St. Joseph, St. Peters, University City, Wildwood, State of Missouri ,
and local employers.Data was provided as of July 1, 2016 for 62 benchmark
positions out of 128 positions.
Step 5: Development of Pay Ranges
The development of pay ranges involved reviewing the salary and benefit survey
results,additional salary survey sources when appropriate,the rankings that the
consultant assigned each position in step 3, and the internal hierarchy and needs
of the organization to determine placement and range amounts. The ranges
developed provide for internal equity and hierarchy across the organization.
Employees were placed into the ranges based on whether they needed to be
brought up to the minimum of the new proposed range.Where an employee’s
position was behind in the market, additional pay compression adjustments were
recommended based on service with the City for employees who had more than
three years of service. Additionally,a market adjustment was calculated for all
employees with positive performance.No employees received a proposed
decrease in pay;some employees will be at the top of the proposed range or
above the top of the proposed range.
Step 7: Opportunity to Meet with Employee Committee
The consultants provided the employee committee a high level review of findings.
Step 7:Opportunity to Meet with Governing Body
The consultants will present the findings to the governing body.
Step 8: Opportunity to Have Employee Question and Answer Sessions
The consultants will answer questions from the employees regarding the findings
and process. Once the governing body takes final action the consultants will
work with City staff to prepare an employee letter detailing each employee’s new
title, range, rate of pay,and any other information for that employee.
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III.Findings Background
A. Internal Equity
Using the factors of decision making, supervisory, knowledge, budget,contacts,
physical skills, and working conditions, all positions were ranked by the point
totals and placed into ranges with employees of similar skills, experience,and
nature of work.
The job evaluation process assumes that “(1) it is logical to pay th e most for jobs
contributing the most toward attainment of organizational goals and objectives;
(2) people feel more fairly treated if wages are based on the relative worth of
jobs;and (3) the goals of the enterprise are furthered by maintaining a job
structure based on relative worth.”1
Organizations like the City depend on the contribution of their employees in
making the organization successful and in effectively delivering services that
citizens have come to expect. Employee compensation is the singl e greatest
expense in doing business, and it requires a strategy and planning that is well
thought out and well organized.
The reason compensation systems exist is to reward employees, retain
employees,and provide avenues for their growth and development through
motivation. The job evaluation process provides a tool for measuring, evaluating ,
and comparing jobs. The question answered is :“What is this job worth in
comparison to other jobs?”
Once pay practices and ranges have been established,there are a number of
administrative issues that may arise. First, it is important to avoid situations
where employees are paid inappropriately relative to the pay range. The
purpose of establishing a pay range is to signify and clarify what the position is
worth to the organization. Given this, it is important that red -circling,or paying
those at a rate above the range maximum,not be allowed. The City has policies
in place to address red-circling.Likewise, green-circling should also be avoided
unless the purpose is to retain employees who do not meet the minimum
qualifications as set out in the job description.Green-circling is a practice where
qualified employees are paid below the bottom of the range. The most common
method for avoiding this is to bring employees up to the minimum of the range
when there is a discrepancy,and the recommendations here provide for
adjustments where employees would otherwise be green -circled. The pay
ranges should be reviewed on an annual basis and adjusted accordingly.2 Policy
1 French, Wendell, The Personnel Management Process, Human Resources Administration and Development.
2 Society for Human Resource Management, Compensation and Benefits Practices, pp.60-70.
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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samples are provided in the Appendix where policies need to be adjusted to
implement recommendations in this analysis. It is recommended that the current
pay practices be continued where employees are red-circled,
B. Market Adjustments
Once the rankings and ranges were set, a review of the market was necessary to
ensure external competitiveness.
Once pay adjustments are implemented, ranges require annual adjustment
based on an index that accounts for budgeted movement in ranges for cities and
performance adjustments.
Determination of Market
The determination of the appropriate market is based on three factors: 1)
occupation (similar jobs or positions that require similar knowledge, skills,and
abilities); 2)geography (the distance that people are willing to commute to work);
and 3)industry (competing with employers that have a similar line of service).
With regard to occupation, the comparisons selected here are direct one -to-one
matches for positions.In the survey conducted,most positions had an
occupation match,which means that across organizations the titles and positions
carry similar degrees of knowledge, skills, and ability.
The second factor in determining the market is geography and the distance that
people are willing to commute to work.
The third element is competition with employers wh o have a similar line of
service. Communities that responded to the survey include: Blue Springs, Cape
Girardeau, Chesterfield, Columbia, Cole County, Florissant, Independence,
Joplin, O’Fallon, St. Charles, St. Joseph, St. Peters, University City, Wildwood,
State of Missouri,and local employers.
Each market peer was asked to provide the following:
A brief survey response regarding salary and benefits;
Mail or email job descriptions;
Complete a current salary spreadsheet of employees by Department,
Position, Minimum Pay, Maximum Pay, Average or Actual Pay, Number of
People in Position, Number of People Supervised by this Position, and
Exempt or Non-exempt status under Fair Labor Standards Act. Hourly wage
rates were reported as of July 1, 2016. A sample and guide was provided to
assist respondents.
Each market peer was contacted a minimum of four times using email and
telephone. Many market peers were contacted more than four times to clarify
positions, reporting,and responsibilities. Some peers were able to provide all of
City of Jefferson Cit y –Job Classification S ystem and Pay Plan Anal ysis November 16,2016
the data requested,while others were able to provide partial information.In
cases where partial information was provided,APG was able to talk to Human
Resource Directors to confirm information and complete as much data as
possible.In all,15 peer cities,county or state agencies,and private-sector
respondents responded.
APG worked with the Council for Community and Economic Research (C2ER)to
purchase Cost of Living Index data (COLI).The Cost of Living Index is the most
reliable source of city-to-city comparisons of key consumer costs available
anywhere.COLI data is recognized by the U.S.Census Bureau,U.S.Bureau of
Labor Statistics,CNN Money,and the President's Council of Economic Advisors.
This information was used to adjust peer data to make it comparable to Jefferson
City,Missouri.
Table 1:Respondents
by County or City Population
Wage Data
Adjustments (+/-)by
Cost of Living
City
Blue Springs 54,148 -.984
Cape Girardeau 39,462 +1.027
Chesterfield 47,864 -.900
Columbia (1)116,906 1.000
Florissant 52,268 -.900
Independence 119,108 -.984
Jefferson City 43,169 1.000
Joplin 51,818 +1.060
O'Fallon 85,040 -.990
St.Charles 68,796 -.990
St.Joseph 76,596 +1.035
St.Peters 56,971 -.990
University City 35,058 -.900
W ildwood 35,899 -.900
Columbia data was not adjusted by the consultants as it is
deemed to be comparable with Jefferson City.
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City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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C. Health Insurance and other Questions
The benefits survey was designed to determine whether the City has a
competitive salary and benefits structure when compared with peers.There are
no immediate changes recommended in the benefit structure;however, this
information is an important framework for moving forward. Future changes to
consider should shift more responsibility to the employee for health care
premiums and the City should move toward more sick and vacation leave.
Details of the full benefit survey results are on file with Human Resources.Of the
benefits that employers provide, the percentage of employer health insurance
premiums are outlined in Table 2,and the amount of days for vacation and sick
leave are shown by years.With regard to health insurance premium costs only,
it is estimated that per hour the City’s benefits are $.20 better than the peer
group.This analysis does not look at the quality of health insurance plans.In
total the City provides far less leave than the peer group for vacation and sick
leave.
Table 2: Fringe Benefits
Fringe Related Item City of
Jefferson
Benchmark
Group
Employer
Share
Health Insurance (single)100%90%
Health Insurance (single plus child)85%80%
Health Insurance (single plus spouse)77%80%
Health Insurance (family)78%77%
Vacation 1 year 11 days 11 days
Vacation 5 years 12 days 15 days
Vacation 10 years 16 days 18 days
Sick Leave 1 year 15 days 18 days
Sick Leave 5 years 15 days 18 days
Sick Leave 10 years 15 days 19 days
Benchmark Group analysis shown at 60th percentile of market, consistent
with how hourly wages were reviewed.
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IV. Summary of Findings
Internal Equity and Market Competition –This involves moving employees up
in pay to the minimum of the proposed pay range and implementing the
proposed pay ranges recommended in Table 3.The pay range
recommendations and healthy benefits reflect the market at the 60th percentile.
Details for the market survey instrument may be found in Appendix 2,and details
for each position may be found in Appendix 1.
The cost to bring employees into alignment with the market is as follows:
Finding 1:It is recommended that employees below the recommended range
minimum be brought up to the proposed range minimum. Move employees to
the minimum of the proposed ranges for an estimated financial impact of
$281,263.48 (base wages),impacting 137 employees.
Finding 2:It is recommended that all employees except those with a negative
performance review receive a 2% market adjustment, totaling $380,871.89 (base
wages).This affects 404 employees. Currently the City is more than 10%
behind the market in actual pay (even given the November adjustment); this
adjustment would provide one way to begin to close the gap.
Finding 3:Implementation of recommendations create additional pay
compression of the workforce. There is pay compression among employees
where new employees with less experience are sitting at or near the same rate of
pay as older and more experienced employees. This recommendation would
apply to employees with more than three years of service with the City and
provide a very small push into the range if they are behind where we would
reasonably expect them to be in the new proposed range. This impacts 255
employees and costs $307,734.86 to base wages. In an ideal world this pay
compression adjustment would not only happen in the very near future, but would
be repeated in the next two years.The average tenure of City employees is over
12 years.
Finding 4:The health insurance findings suggest that the City pays $.20/hour
more than the peer group in premiums. This does not account for quality of
coverage. However, the market is signaling that there is a continued push by
employers to share more health insurance premium costs with employees.
Additional the City should move toward the peer group in number of sick and
vacation days.
Finding 5:On an annual basis, the pay ranges need to be adjusted to follow the
market in order to keep pace. There are several indexes from which an
employer can choose to follow. A policy sample that exhibits how an employer
might follow an index is provided in the Appendix 5,along with how an employer
might recruit experienced individuals in above the proposed range minimum.
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Table 3: Current Ranges and Proposed Ranges (per hour)
CURRENT TITLE (Title Change)DEPARTMENT
CURRENT
RANGE
CURRENT
RANGE
MIN
CURRENT
RANGE
MAX
RECLASS
RANGE
PROPOSED
RANGE MIN
PROPOSED
RANGE MIN
Building Service Worker Police 7 $12.94 $19.42 7 $13.31 $19.97
Parking Enforcement Officer Public Works Parking 8 $13.60 $20.39 8 $13.98 $20.97
Parking Maintenance Worker Public Works Parking 8 $13.60 $20.39 8 $13.98 $20.97
Airport Maintenance Worker Public Works Airport n/a n/a n/a 9 $14.68 $22.02
Bus Driver
Public Works
Transportation 9 $14.28 $21.41 9 $14.68 $22.02
Customer Service Representative Any 9 $14.28 $21.41 9 $14.68 $22.02
Customer Service Representative Finance/IT 9 $14.28 $21.41 9 $14.68 $22.02
Customer Service Representative
Planning & Protective
Services 9 $14.28 $21.41 9 $14.68 $22.02
Customer Service Representative
Parks Recreation
Forestry 9 $14.28 $21.41 9 $14.68 $22.02
Parks Maintenance Worker
Parks Recreation
Forestry 9 $14.28 $21.41 9 $14.68 $22.02
Police Maintenance Worker Police 9 $14.28 $21.41 9 $14.68 $22.02
Street Maintenance Worker Public Works Streets 9 $14.28 $21.41 9 $14.68 $22.02
Utility Maintenance Worker
Public Works
Wastewater 9 $14.28 $21.41 9 $14.68 $22.02
Veterinarian Assistant Police Animal Control 8 $13.60 $20.39 9 $14.68 $22.02
Accounting Technician Finance/IT 12 $16.34 $24.79 10 $15.42 $23.12
Administrative Technician Any 10 $14.99 $22.48 10 $15.42 $23.12
Administrative Technician Legal/Court 10 $14.99 $22.48 10 $15.42 $23.12
Administrative Technician
Parks Recreation
Forestry 10 $14.99 $22.48 10 $15.42 $23.12
Administrative Technician
Planning & Protective
Services 10 $14.99 $22.48 10 $15.42 $23.12
Administrative Technician Police 10 $14.99 $22.48 10 $15.42 $23.12
Administrative Technician Public Works 10 $14.99 $22.48 10 $15.42 $23.12
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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Engineering
Animal Control Officer Police Animal Control 10 $14.99 $22.48 10 $15.42 $23.12
Help Desk Technician (IT
Support Technician I)Finance/IT 12 $16.34 $24.79 10 $15.42 $23.12
Lab Analyst (Assistant)
Public Works
Wastewater n/a n/a n/a 10 $15.42 $23.12
Parts Clerk (Parts Technician)
Public Works Central
Garage 10 $14.99 $22.48 10 $15.42 $23.12
Police Information Clerk Police 9 $14.28 $21.41 10 $15.42 $23.12
Police Information Supervisor Police 9 $14.28 $21.41 10 $15.42 $23.12
Senior Airport Maintenance
Worker Public Works Airport 10 $14.99 $22.48 10 $15.42 $23.12
Senior Parking Maintenance
Worker Public Works Parking 9 $14.28 $21.41 10 $15.42 $23.12
Senior Parks Maintenance
Worker
Parks Recreation
Forestry 10 $14.99 $22.48 10 $15.42 $23.12
Senior Street Maintenance
Worker Public Works Streets 10 $14.99 $22.48 10 $15.42 $23.12
Senior Utility Maintenance
Worker
Public Works
Wastewater 10 $14.99 $22.48 10 $15.42 $23.12
Transit Communication Operator
(Bus Driver/Communication
Operator)
Public Works
Transportation 10 $14.99 $22.48 10 $15.42 $23.12
Communications Operator
(Communication Operator I)
Police
Communications 11 $15.74 $23.61 11 $16.18 $24.28
Accounting Technician (Senior
Accounting Technician Licensing)Finance/IT 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant Administration 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant Any 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant Fire 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant
Parks Recreation
Forestry 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant
Planning & Protective
Services 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant Police 12 $16.34 $24.79 12 $16.80 $25.49
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Administrative Assistant
Public Works
Administration 12 $16.34 $24.79 12 $16.80 $25.49
Administrative Assistant
Public Works
Transportation 12 $16.34 $24.79 12 $16.80 $25.49
Assistant Parking Supervisor Public Works Parking 12 $16.34 $24.79 12 $16.80 $25.49
Communications Operator2
(Communications Operator II)
Police
Communications 11 $15.74 $23.61 12 $16.80 $25.49
Deputy Court Clerk Legal/Court 12 $16.34 $24.79 12 $16.80 $25.49
Fiscal Affairs Technician
(Management Assistant)
Parks Recreation
Forestry 12 $16.34 $24.79 12 $16.80 $25.49
Help Desk Technician (IT
Support Technician II)Finance/IT 12 $16.34 $24.79 12 $16.80 $25.49
HR Assistant Administration 12 $16.34 $24.79 12 $16.80 $25.49
Lab Technician I
Public Works
Wastewater 12 $16.34 $24.79 12 $16.80 $25.49
Purchasing Assistant (Purchasing
Technician)Finance/IT 12 $16.34 $24.79 12 $16.80 $25.49
Recreation Program Specialist
Parks Recreation
Forestry 14 $18.22 $27.33 12 $16.80 $25.49
Senior Accounting Technician Finance/IT 14 $18.22 $27.33 12 $16.80 $25.49
Senior Animal Control Officer Police Animal Control 11 $15.74 $23.61 12 $16.80 $25.49
Senior Street Maintenance
Worker (Equipment Operator
Specialist)Public Works Streets 10 $14.99 $22.48 12 $16.80 $25.49
Transit Operations Assistant
Public Works
Transportation 12 $16.34 $24.79 12 $16.80 $25.49
WWTP Operator I
Public Works
Wastewater 12 $16.34 $24.79 12 $16.80 $25.49
Evidence Technician Police 11 $15.74 $23.61 13 $17.84 $26.77
Fire Fighter Trainee Fire 13F $12.20 $18.30 13F $12.54 $18.82
Police Officer (Police Officer
Trainee)Police 13 $17.35 $26.03 13 $17.84 $26.77
Senior Equipment Operator
Specialist Public Works Streets n/a n/a n/a 13 $17.84 $26.77
Senior Equipment Operator Parks Recreation n/a n/a n/a 13 $17.84 $26.77
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Specialist Forestry
Building Inspector (Building
Inspector I)
Planning & Protective
Services 16 $20.08 $30.13 14 $18.73 $28.10
Building Maintenance (Building
Maintenance Crew Lead)Administration n/a n/a n/a 14 $18.73 $28.10
City Administration Executive
Assistant Administration n/a n/a n/a 14 $18.73 $28.10
Engineering Survey Technician
(Engineering Survey Technician
I)
Public Works
Engineering 14 $18.22 $27.33 14 $18.73 $28.10
Fire Fighter Fire 13F $12.20 $18.30 14F $13.43 $20.15
Mechanical Inspector
Planning & Protective
Services n/a n/a n/a 14 $18.73 $28.10
Neighborhood Services Specialist
Planning & Protective
Services 14 $18.22 $27.33 14 $18.73 $28.10
Paralegal Legal/Court 14 $18.22 $27.33 14 $18.73 $28.10
Parks Maintenance Crew Leader
Parks Recreation
Forestry 12 $16.34 $24.79 14 $18.73 $28.10
Police Officer I Police 13 $17.35 $26.03 14 $18.73 $28.10
Property Inspector (Property
Inspector I)
Planning & Protective
Services n/a n/a n/a 14 $18.73 $28.10
Street Maintenance Crew Leader Public Works Streets 12 $16.34 $24.79 14 $18.73 $28.10
Utility Maintenance Crew Leader
Public Works
Wastewater 12 $16.34 $24.79 14 $18.73 $28.10
WWTP Operator II
Public Works
Wastewater 14 $18.22 $27.33 14 $18.73 $28.10
Controls/Instrument Technician
Public Works
Wastewater 15 $15.30 $19.14 15 $19.68 $29.50
Fiscal Affairs Technician
(Management Analyst)Police 12 $16.34 $24.79 15 $19.68 $29.50
ITS Support Specialist Finance/IT 15 $19.14 $28.69 15 $19.68 $29.50
Police Officer II Police 14 $17.35 $26.03 15 $19.68 $29.50
Traffic Signal Tech (Traffic Signal
Technician I)
Public Works
Engineering 13 $17.35 $26.03 15 $19.68 $29.50
Wastewater Specialist Public Works n/a n/a n/a 15 $19.68 $29.50
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
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Wastewater
Accountant Finance/IT 16 $20.08 $30.13 16 $20.65 $30.98
Accountant TIF Finance/IT n/a n/a n/a 16 $20.65 $30.98
Administrative Assistant (Public
Works Administration Supervisor)
Public Works
Administration 12 $16.34 $24.79 16 $20.65 $30.98
Building Inspector (Building
Inspector II)
Planning & Protective
Services n/a n/a n/a 16 $20.65 $30.98
Communications Manager Administration n/a n/a n/a 16 $20.65 $30.98
Construction Inspector
Public Works
Engineering 16 $20.08 $30.13 16 $20.65 $30.98
Database Administrator Finance/IT n/a n/a n/a 16 $20.65 $30.98
Engineer Survey Technician
(Engineering Survey Technician
II)
Public Works
Engineering n/a n/a n/a 16 $20.65 $30.98
Engineering Designer
Public Works
Wastewater 18 $22.14 $33.22 16 $20.65 $30.98
Environmental Health Specialist
Planning & Protective
Services 16 $20.08 $30.13 16 $20.65 $30.98
Fire Driver Engineer Fire 15F $13.45 $20.18 16F $14.81 $22.22
HR Specialist Administration 16 $20.08 $30.13 16 $20.65 $30.98
Mechanic
Parks Recreation
Forestry 14 $18.22 $27.33 16 $20.65 $30.98
Mechanic
Public Works Central
Garage 14 $18.22 $27.33 16 $20.65 $30.98
Municipal Court Coordinator
(Municipal Court Administrator)Legal/Court 14 $18.22 $27.33 16 $20.65 $30.98
Planner I
Planning & Protective
Services 16 $20.08 $30.13 16 $20.65 $30.98
Police Information Manager Police n/a n/a n/a 16 $20.65 $30.98
Police Officer III Police 15 $19.14 $28.69 16 $20.65 $30.98
Property Inspector I (Property
Inspector II)
Planning & Protective
Services 16 $20.08 $30.13 16 $20.65 $30.98
Pumping System Mechanic
Public Works
Wastewater 14 $18.22 $27.33 16 $20.65 $30.98
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Registered Land Surveyor
Public Works
Engineering 18 $22.14 $33.22 16 $20.65 $30.98
Senior Accounting Technician
(Senior Accounting Technician
Supervisor)Finance/IT 14 $18.22 $27.33 16 $20.65 $30.98
Traffic Signal Tech (Traffic Signal
Technician II)
Public Works
Engineering n/a n/a n/a 16 $20.65 $30.98
Utilities Electrician
Public Works
Wastewater 15 $19.14 $28.69 16 $20.65 $30.98
Communications Supervisor
Police
Communications 14 $18.22 $27.33 17 $21.69 $32.54
Gen Rec Services Division Dir
(Management Analyst)
Parks Recreation
Forestry 21 $26.86 $40.29 17 $21.69 $32.54
Lab/Pre Treatment Supervisor
Public Works
Wastewater n/a n/a n/a 17 $21.69 $32.54
Mechanic Supervisor
Public Works Central
Garage 16 $20.08 $30.13 17 $21.69 $32.54
Park Resources Supervisor
Parks Recreation
Forestry 16 $20.08 $30.13 17 $21.69 $32.54
Parking Division Supervisor Public Works Parking 14 $18.22 $27.33 17 $21.69 $32.54
Planner I (Community Relations
Manager)
Parks Recreation
Forestry n/a n/a n/a 17 $21.69 $32.54
Planner II
Planning & Protective
Services 18 $22.14 $33.22 17 $21.69 $32.54
Recreation Facility Director
(Program Manager)
Parks Recreation
Forestry 21 $26.86 $40.29 17 $21.69 $32.54
Recreation Program Specialist
(Program Manager)
Parks Recreation
Forestry 14 $18.22 $27.33 17 $21.69 $32.54
Recreation Program Supervisor
(Program Manager)
Parks Recreation
Forestry 16 $20.08 $30.13 17 $21.69 $32.54
Street Supervisor Public Works Streets 18 $22.14 $33.22 17 $21.69 $32.54
Transit Operations Supervisor
Public Works
Transportation 16 $20.08 $30.13 17 $21.69 $32.54
Utility Crew Supervisor
Public Works
Wastewater 16 $20.08 $30.13 17 $21.69 $32.54
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
17 |P a g e
WW Maintenance Supervisor
Public Works
Wastewater 17 $21.09 $31.64 17 $21.69 $32.54
WWTP Supervisor
Public Works
Wastewater 17 $21.09 $31.64 17 $21.69 $32.54
City Clerk Administration 16 $20.08 $30.13 18 $22.77 $34.16
Engineering Inspect Supervisor
Public Works
Engineering 18 $22.14 $33.22 18 $22.77 $34.16
Fire Captain Fire 18F $15.57 $23.36 18F $16.01 $24.02
GIS Specialist Finance/IT 18 $22.14 $33.22 18 $22.77 $34.16
IT Support Specialist (Systems
Analyst)Finance/IT 16 $20.08 $30.13 18 $22.77 $34.16
Parks & Landscape Planner
Parks Recreation
Forestry 16 $20.08 $30.13 18 $22.77 $34.16
Police Sergeant Police 18 $19.14 $28.69 18 $22.77 $34.16
Senior Accountant Finance/IT 18 $22.14 $33.22 18 $22.77 $34.16
Systems Analyst Finance/IT 18 $22.14 $33.22 18 $22.77 $34.16
Systems Analyst (Network
Administrator)Finance/IT 18 $22.14 $33.22 18 $22.77 $34.16
Animal Control Supervisor
(Animal Control Manager)Police Animal Control 19 $23.26 $34.88 19 $23.91 $35.87
Central Maintenance Supervisor
(Central Garage Manager)
Public Works Central
Garage 19 $23.26 $34.88 19 $23.91 $35.87
Civil Engineer I
Public Works
Engineering 19 $23.26 $34.88 19 $23.91 $35.87
Environmental Health Services
Manager
Planning & Protective
Services 19 $23.26 $34.88 19 $23.91 $35.87
Plan Reviewer
Public Works
Engineering 19 $23.26 $34.88 19 $23.91 $35.87
Planner III
Planning & Protective
Services 19 $23.26 $34.88 19 $23.91 $35.87
Purchasing Agent Finance/IT 19 $23.26 $34.88 19 $23.91 $35.87
Senior Planner (Planner III)
Planning & Protective
Services 19 $23.26 $34.88 19 $23.91 $35.87
Building Official (Building Official
Manager)
Planning & Protective
Services 19 $23.26 $34.88 20 $25.11 $37.66
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
18 |P a g e
Fire Marshall Fire n/a n/a n/a 20 $25.11 $37.66
Neighborhood Services
Coordinator (Neighborhood
Services Manager)
Planning & Protective
Services 19 $23.26 $34.88 20 $25.11 $37.66
Airport Supervisor (Airport
Manager)Public Works Airport 20 $24.42 $36.63 21 $27.62 $41.43
Assistant Director Parks,
Recreation, Forestry
Parks Recreation
Forestry n/a n/a n/a 21 $27.62 $41.43
Associate City Counselor Legal/Court 21 $26.86 $40.29 21 $27.62 $41.43
Chief Accountant Finance/IT 21 $26.86 $40.29 21 $27.62 $41.43
Civil Engineer II
Public Works
Engineering 21 $26.86 $40.29 21 $27.62 $41.43
Collection System Supt
(Collection System Manager)
Public Works
Wastewater 19 $23.26 $34.88 21 $27.62 $41.43
Fire Training Officer (Division
Chief of Training)Fire 20 $24.42 $36.63 21 $27.62 $41.43
GIS Manager Finance/IT 21 $26.86 $40.29 21 $27.62 $41.43
IT Manager Finance/IT 21 $26.86 $40.29 21 $27.62 $41.43
Park Resources Division Dir
(Parks Manager)
Parks Recreation
Forestry 21 $26.86 $40.29 21 $27.62 $41.43
Police Lieutenant Police 21 $26.86 $40.29 21 $27.62 $41.43
Public Fire Education Officer
(Division Chief of Prevention)Fire 18 $22.14 $33.22 21 $27.62 $41.43
Street Superintendent (Streets
Manager)Public Works Streets 21 $26.86 $40.29 21 $27.62 $41.43
Transit Division Director (Transit
Division Manager)
Public Works
Transportation 20 $24.42 $36.63 21 $27.62 $41.43
Veterinarian Police Animal Control 21 $26.86 $40.29 21 $27.62 $41.43
WWTP Manager
Public Works
Wastewater 21 $26.86 $40.29 21 $27.62 $41.43
Assistant Fire Chief Fire 22F $21.10 $31.65 23F $24.07 $36.11
City Engineer
Public Works
Engineering 24 $35.75 $53.62 23 $33.57 $50.36
Operations Division Director
Public Works
Administration 24 $35.75 $53.62 23 $33.57 $50.36
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
19 |P a g e
Police Captain Police 22 $29.54 $44.32 23 $33.57 $50.36
Wastewater Division Director
Public Works
Wastewater 24 $35.75 $53.62 23 $33.57 $50.36
City Counselor Legal/Court 25 $39.32 $58.99 25 $40.43 $60.66
Director of Finance & IT Finance/IT 25 $39.32 $58.99 25 $40.43 $60.66
Director of Human Resources Administration 25 $39.32 $58.99 25 $40.43 $60.66
Director of Parks, Recreation,
Forestry
Parks Recreation
Forestry 25 $39.32 $58.99 25 $40.43 $60.66
Director of Planning/Protective
Services
Planning & Protective
Services 25 $39.32 $58.99 25 $40.43 $60.66
Director of Public Works
Public Works
Administration 25 $39.32 $58.99 25 $40.43 $60.66
Fire Chief Fire 25 $39.32 $58.99 25 $40.43 $60.66
Police Chief Police 25 $39.32 $58.99 25 $40.43 $60.66
Vacant or Proposed Positions are Shaded
City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
20 |P a g e
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City of Jefferson City –Job Classification System and Pay Plan Analysis November 16, 2016
21 |P a g e
Appendix 1—Market Results
Appendix 2 –Market Instrument
Appendix 3 –FLSA Final Analysis
Appendix 4 –Employee Survey Results
Appendix 5 –Policy Considerations
Appendix 6 –Findings of Additional Market Items
APPENDIX 1 –Market Results
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
City Clerk-City Clerk
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Finance-Accounting Technician
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly Salary
(adj)
Maximum Hourly Salary
(adj)
Actual Hourly Salary
(adj)
Finance-Senior Accounting Technician
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Finance-Purchasing Agent
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Finance-Chief Accountant
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Fire-Fire Fighter
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Fire-Fire Captain
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
$50.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Fire-Assistant Fire Chief
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Fire-Fire Chief
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Human Resources-Director of Human
Resources
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
GIS-GIS Specialist
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
$50.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
GIS-GIS Manager
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
IT-Systems Analyst
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
$50.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
IT-Information Technology Systems Manager
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
$50.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Law-Associate City Counselor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Law-Municipal Court Administrator
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
$80.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Law-City Counselor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parking-Parking Enforcement Officer
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Senior
Maintenance Worker
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Crew Leader
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Mechanic
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Park & Forestry
Division Director
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Director of
Parks, Forestry & Recreation
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Parks, Recreation & Forestry-Program
Supervisor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Building
Inspector I
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Building
Inspector II
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Building
Official
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Property
Inspector I
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Property
Inspector II
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Planner I
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Planning and Protective Services -Planner III
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Police Chief
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Police Officer I
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Police Officer III
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Sergeant
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Lieutenant
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police 911-Communications Operator
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police 911-Communications Supervisor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Police-Evidence Tech
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
$70.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Director of Public Works
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Engineering Survey Technician
Jefferson City
Average of All Data
$0.00
$10.00
$20.00
$30.00
$40.00
$50.00
$60.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-City Engineer
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Civil Engineer II
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Construction Inspector
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Heavy Equipment Operator
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Land Surveyor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works-Mower
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Streets-Street Maintenance
Worker
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Streets-Senior Street
Maintenance Worker
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Streets-Traffic Signal Technician
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Streets-Supervisor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Streets-Superintendent
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater -Lab Technician
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater-Senior Utility
Maintenance Worker
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater-Utility
Maintenance Crew Leader
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater Plant-Treatment
Plant Operator I
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
$45.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater Plant-Treatment
Plant Manager
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater -Wastewater
Maintenance Supervisor
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
$40.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater -Collections
Systems Superintendent
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
$30.00
$35.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Public Works Wastewater-Plant Chief
Operator (WWTP Supervisor)
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Transportation-Bus Driver
Jefferson City
Average of All Data
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
Minimum Hourly
Salary (adj)
Maximum Hourly
Salary (adj)
Actual Hourly Salary
(adj)
Any Department-Administrative Technician
Jefferson City
Average of All Data
APPENDIX 2 –Market Instrument
OVERLAND PARK, KS OFFICE: P.O. Box 27196, Overland Park, KS 66225 Phone: (913) 851-7530 Fax: (913) 851-7529
FORT COLLINS OFFICE:4809 Prairie Vista, Fort Collins, CO 80526 Phone: (785)341-3604 Fax: (913) 851-7529
www.austinpeters.com
July 5, 2016
Dear Jefferson City Survey Participant:
The City of Jefferson City,Missouri has retained our firm to conduct a salary and benefits study
as of July 1, 2016.Your organization has been chosen as a peer for the City of Jefferson City.
Please fill out the information in this letter and the attached document.The results will be
distributed to survey participants to assist with compensation planning for 2017.
Please submit your response by July 19, 2016 via fax to (913)851-7529 or e-mail Mary Jones at
mjones@austinpeters.com.For questions, please call me at (913) 851-7530.
If you wish to have a copy of the results sent to you, please provide an e-mail address:
____________________________________________________________
We appreciate your participation in this survey and believe you will find the results useful in
your compensation planning.Thank you for your time and participation.
Sincerely,
Becky
Rebecca Crowder
President
Attachment
Questionnaire
City or Organization: ____________________________________
Survey completed by: ____________________________________
Phone: ________________E-mail: ________________________
If you are a private-sector employer, would you like your information kept
confidential? ____ yes ____no
Benefits as of July 1, 2016:
Item Employer Share %
Health Insurance (employee)
Health Insurance (employee/child)
Health Insurance (employee/spouse)
Health Insurance (family)
Vision (employee)
Vision (employee/child)
Vision (employee/spouse)
Vision (family)
Dental (employee)
Dental (employee/child)
Dental (employee/spouse)
Dental (family)
Paid Time Off as of July 1, 2016:
Leave Hours Days Per Year Provided
Vacation after 1 year
Vacation after 5 years
Vacation after 10 years
Sick leave after 1 year
Sick leave after 5 years
Sick leave after 10 years
Additional Questions:
Do you provide annual merit increases: ____ Yes _____ %;____ No
Date of last increase _____/_____/_________
Do you provide market adjustments:______Yes _____ %;_____ No
Do you provide tuition reimbursement: ______ Yes _____No
Do you pay for police officers to become certified: _____ Yes _____ No
Do you reward employees financially (over $1,000/annually) for obtaining
any of the following certifications/licenses,or do they receive a promotion?
Commercial Driver’s License _____ Yes _____ No
Professionally Licensed Engineer _____ Yes _____ No
Registered Land Surveyor _____ Yes _____ No
Level D Wastewater Operator –One Year Exp. _____ Yes _____ No
Level C Wastewater Operator –Two Years Exp. _____ Yes _____ No
Level B Wastewater Operator –Four Years Exp. _____ Yes _____ No
Level A Wastewater Operator –Six Years Exp. _____ Yes _____ No
Emergency Medical Dispatch Operator 911 _____ Yes _____ No
Master Police Officer _____ Yes _____ No
SWAT Team _____ Yes _____ No
Field Training Officer _____ Yes _____ No
Range Officer _____ Yes _____ No
Special Operations Fire _____ Yes _____ No
Certified Fire Inspector I _____ Yes _____ No
Certified Fire Inspector II _____ Yes _____ No
Certified Fire Plans Examiner _____ Yes _____ No
Paramedic _____ Yes _____ No
Building Inspector Residential _____ Yes _____ No
Building Inspector Commercial _____ Yes _____ No
Building Inspector HVAC _____ Yes _____ No
Building Inspector Electrical _____ Yes _____ No
Building Inspector Plumbing _____ Yes _____ No
Journeyman Mechanic _____ Yes _____ No
Journeyman Electrician _____Yes _____ No
ISA Certified Arborist _____ Yes _____ No
Turf Management Certification _____ Yes _____ No
Certified Animal Control Officer _____ Yes _____ No
Certified City Clerk Certification _____ Yes _____ No
Certified Court Clerk Certification _____ Yes _____ No
Certified Public Accountant _____ Yes _____ No
Certified Public Finance Officer _____ Yes _____ No
Certified Professional Purchasing Agent _____ Yes _____ No
Certified Park and Recreation Professional _____ Yes _____ No
Certified Professional in Human Resource Designation _____ Yes _____ No
Certified American Institute of Certified Planners _____ Yes _____ No
Other __________________________________ _____ Yes _____ No
Do you have a residency or mileage requirement?
All employees _____ Yes _____ No;
Police _____ Yes _____ No;
Fire _____ Yes _____ No.
Do you provide take-home vehicles or an allowance?
Department Heads _____ Yes _____ No;
Police _____ Yes _____ No;
Fire _____ Yes _____ No.
Organizational Comparisons as of January 1, 2016:
For each of the following functions areas please indicated the following:
Function Annual Budget FTE
City Administration
City Clerk/Finance
Court Services
Human Resources
Information Technology/GIS
Legal Services
Fire
Planning & Zoning
Building & Code Enforcement
Public Safety Animal Control
Public Safety Emergency Communications
Public Safety Police
Public Works Airport
Public Works Streets and Vehicle Maintenance
Public Works Administration and Engineering
Public Works Transit
Public Works Wastewater
1
COLUMN 1 COLUMN 2 COLUMN 3 COLUMN 4 COLUMN 5 COLUMN 6 COLUMN 7 COLUMN 8
Department/Position Title/ Description Your Title/
Department
Rate how
well your
position
matches the
description
in Column 1,
1=Very Close
2=Close
Match
3=Fair Match
4=Poor
Match
5=No Match
Minimum
Salary
(Hourly)
Maximum
Salary
(Hourly)
Actual
Hourly
Rate/
Number of
Employees
that hold
this
position?
How many
people does
this position
supervise?
Does this
position
receive
overtime
pay?
Y=Yes,
N=No
City Clerk-City Clerk:Supports the City Council by performing a variety
of clerical and administrative duties, including taking meeting minutes,
preparing agenda materials,maintaining City records,and filing tax bills
and records. Responds to requests from the public for information or
documents. Executes City Council decisions,and ensures notices are
distributed.
Finance-Accounting Technician:Collects revenues and monies from
outside sources and internal departments. Posts City revenue to
appropriate ledger accounts. Maintains account systems for various
departments. Prepares monthly spreadsheet documentation.
Finance-Accounting Technician II:Works with all departments to
process accounts payable and payroll activities for City.Performs
quality control and runs both payroll and payables. Prepares monthly
spreadsheet documentation.
Finance-Purchasing Agent:This professional-level position obtains
product information and quotes from vendors and suppliers via phone
or internet, tabulates data, and recommends the most efficient
purchases. Handles disposing of City surplus property. Drafts
purchasing specifications in conjunction with departments, supervises
purchasing operations including records retention and file
maintenance. Administers the purchasing card program.
Finance-Chief Accountant:Implements and evaluates complex
accounting systems ranging from accounts receivable and payable
2
systems to appropriation distribution and fund accounting.Liaison
between independent auditors and the City. Directs and evaluates the
needs for auditing fiscal activities and supervises staff of accountants,
technicians,and other assistants. Prepares budget and financial reports
according to national standards.
Fire-Fire Fighter:Protects life and property by fighting and
extinguishing fires. Responds to incidents ranging from fires to
accidents and emergency medical calls. Rescues injured and trapped
persons,and mitigates hazardous materials. Inspects businesses, trains
fellow fire fighters,and educates the public on fire safety.
Fire-Fire Captain:Commands and directs fire suppression, EMT,
HazMat, and rescue operations. Leads fire service training and
instruction. Responds to fire alarms and determines best course of fire
suppression. Directs application of emergency services and directs
training exercises to prepare Fire department personnel to protect life
and property.Maintains facilities and equipment.
Fire-Assistant Fire Chief:Supports day-to-day operations of the
department, including the supervision and assignment of firefighting
personnel. Assists with technical rescue and emergency medical
activities. Reviews and monitors training and equipment on a daily
basis. Conducts staff meetings and performance evaluations.
Fire-Fire Chief:Supervises department employees.Prepares
department’s annual budget. Organizes, directs,and evaluates fire
suppression and prevention, rescue,and emergency medical services
programs. Directs the development of programs for training and
professional development of personnel.
Human Resources-Director of Human Resources:Plans, directs,
coordinates and supervises the operation of the Human Resources
department,providing comprehensive personnel and risk management
assistance and services for all other City departments. Maintains City-
wide human resources systems such as personnel policies and pay
plans.
GIS-GIS Specialist I:Provides consultative guidance and expertise
pertaining to geographic information application design and
programming. Designs, creates, tests,and employs complex GIS
applications and databases. Provides GIS technical support and
integrates new technology with existing systems.
GIS-GIS Manager:Coordinates, implements,and operates the
organization’s GIS initiatives. Designs raster and vector-based GIS
analysis and classifications. Participates in design of new GIS analysis
methodologies. Leads transitions of GIS applications to next-generation
environments and/or cross-functional systems.Supervises staff.
3
IT-Systems Analyst:Identifies business requirements and system goals
by meeting with users, managers,and vendors. Defines plans for
hardware and software integration into existing systems, including
scheduling and implementation of new technology. Develops and
provides training for users.
IT-Information Technology Systems Manager:Manages IT staff by
planning and evaluating job results. Manages deployment, monitoring,
maintenance,and upgrading of all IT systems and peripherals.
Supervises and oversees help desk and technical support services.
Recommends new information technology strategies and proposals.
Law-Associate City Counselor:Handles claims of property damage,
Worker’s Compensation, and personal injury; confers with City staff to
discuss legal issues. Drafts and reviews ordinances, contracts,and other
legal documents. Coordinates special short-term projects and
negotiations of agreements as assigned. Represents City in
administrative hearings and courts.
Law-Municipal Court Administrator:Administers non-judicial functions
of court. Coordinates defendant/witness notification and utilization,
case scheduling and tracking, personnel assignment, and space and
equipment allocation. Attends scheduled court dates. Supervises and
assists with collection of fines and case processing. Facilitates
communication between parties. Analyzes and reviews legislative acts.
Investigates problems affecting case flow.
Law-City Counselor:Chief Legal Counsel for the City. Reviews and
approves all contracts, deeds, bonds, and other legal documents for the
City, and ensures that all such documents meet legal standards. Directs
the City’s role in all litigation. Represents the City in a court of law.
Supervises department and staff.
Parking-Parking Enforcement Officer:Enforces City parking ordinances.
Assists citizens with questions regarding parking. Installs wheel lock
devices and fills out tow reports on illegally parked vehicles. Assists in
maintenance of parking meters and other equipment and tasks.
Parks, Recreation & Forestry-Senior Parks Maintenance Worker:
Participates in all park facilities and grounds maintenance. Works on
advance renovation projects and other improvements to ball fields,
trails, concession stands and infrastructure.
Parks, Recreation & Forestry-Parks Maintenance Crew Leader:
Participates in all park facilities and grounds maintenance. Works on
advance renovation projects and other improvements to ball fields,
trails, concession stands and infrastructure. Trains new employees on
how to perform work.
4
Parks, Recreation & Forestry-Mechanic:Responsible for inspecting,
maintaining and repairing parks equipment and vehicles. Orders
supplies and necessary equipment to perform repairs. Assists in
researching, estimating,and purchasing materials and equipment.
Parks, Recreation & Forestry-Park & Forestry Division Director:
Recommends selection of and supervises employees in park resources,
and forestry division including golf course. Coordinates and prepares
park master plans for existing and proposed construction and
landscaping projects. Reviews trends in parks and recreation and
ensures City parks meet governmental regulations.
Parks, Recreation & Forestry-Director of Parks, Forestry & Recreation:
Oversees the development and administration of year-round parks,
recreation,and forestry programs to ensure short-and long-term needs
of the community are being met. Represents department at City
Council meetings. Recommends plans for services to the Parks
Commission and the City Council.Manages department budget.
Parks, Recreation & Forestry-Program Supervisor:Assists with hiring,
supervising,and training seasonal employees,and works with
volunteers. Creates schedules and evaluates programs. Maintains
records and creates reports. Develops rule packets for sports programs.
Maintains payroll records and accident reports. Prepares marketing
materials. Responds to inquiries from the public.Investigates and
evaluates community recreation needs.
Planning and Protective Services-Building Inspector I:Performs
specialized aspects of building, plumbing, mechanical,and electrical
inspections for residential properties. Makes use of knowledge of City
code to inspect buildings through the course of construction, alteration,
and repair to ensure safety standards are met. Determines if
installations conform to legal requirements.
Planning and Protective Services-Property Inspector I:Enforces City
codes and ordinances related to property maintenance, public
nuisances and zoning. Inspects for health and safety,and enforces
nuisance ordinance (weeds, trash,and maintenance). Conducts
investigations.
Planning and Protective Services-Planner I:Provides planning support
to senior staff in the areas of zoning administration, maintenance of GIS
layers,and preparation of reports. Supports metropolitan planning
organization.
5
Planning and Protective Services-Planner III:This senior-level planner
provides planning support to zoning board and planning commission,
evaluates community planning activities,and researches and prepares
reports.
Planning and Protective Services-Building Official:Manages, oversees,
and develops work plans, projects,and programs for the City.
Supervises and trains staff in code enforcement,regulations,and
building inspection services.Responsible for residential and commercial
building inspection and permitting program within the City. Reports to
Planning and Protective Services Director.
Police-Police Chief:Coordinates all law enforcement, animal control
and dispatch functions for the City. Develops and plans departmental
efforts with division heads, and administers budget for department.
Attends meetings with City officials and citizens to explain policy and
regulations. Determines department and employee work objectives,
and coordinates disciplinary actions.911 Communications and Animal
Control reports to Police Chief.
Police-Police Officer I:Responsible for the protection of life and
property. Responds to calls for service. Patrols designated area of City
on foot or in vehicle to deter and detect criminal activity. Enforces City
ordinances. Performs crime scene analysis and collects evidence. Takes
offenders into custody and transports them to appropriate confinement
location. Assists motorists and establishes traffic control.
Police-Police Officer III:Lead officer position responsible for protection
of life and property, crime investigation and apprehension of criminals.
Responds to calls for service. Patrols designated area of City on foot or
in vehicle to deter and detect criminal activity. Enforces City
ordinances. Performs crime scene analysis and collects evidence. Takes
offenders into custody and transports them to appropriate confinement
location. Assists motorists and establishes traffic control.Serves as
Field Training Officer.
Police–Sergeant:Supervises police patrol officers, traffic section,
community services section,and detective section of the Police
Department. Oversees day-to-day operations of police team on shift to
ensure adherence to departmental policies and procedures. Interviews
witnesses and victims of crimes and traffic accidents. Reviews criminal
cases and makes appropriate assignments.
Police–Lieutenant:Assists and supervises a police officers in patrol,
traffic, community service, and detective work. Directs recruitment and
training programs of the department. Reviews warrant applications and
directs follow-up investigations to ensure proper investigative
techniques are being employed. Assumes responsibilities of a Police
6
Captain in their absence.Are your Lieutenants in the same pay range?
Yes____ No_____ (If no, please provide information for each
separately)
Police 911-Communications Operator:Monitors telecommunications
and security system,and emergency radio frequencies. Dispatches
appropriate personnel. Provides information to personnel in the field.
Ensures radio transmissions and calls are processed, logged,and
recorded. Coordinates with multi agencies. Enters data into Missouri
Uniform Law Enforcement and NCIC files.
Police 911-Communications Supervisor:Works as a communications
operator lead dispatching emergency personnel. Trains new employees,
and conducts employee evaluations and reviews.Fulfills all
responsibilities of 911 Communication Operator.
Police -Evidence Tech:Enters, maintains, releases,and provides
security of evidence and found property submitted by officers.
Processes, catalogs,and organizes criminal evidence. Testifies in court.
Provides on-scene collection.
Public Works-Director of Public Works:Responsible for planning,
organizing, and directing the operations of engineering, streets, airport,
parking, transit, central maintenance, wastewater collection and
treatment plants, and ensuring orderly growth and development of the
City. Provides staff and technical support and advice to City Council,
Mayor, and other boards and commissions. Develops and monitors
expenditures and revenues for all public works funds.Is this position a
licensed Professional Engineer ____ Yes, ____ No
Public Works-Engineering Survey Technician:Conducts property
research ranging from plans and deeds to subdivisions and rights of
way. Performs preliminary surveys of construction sites to locate
objects above and below ground so that accurate plans can be
generated. Conducts construction staking,and operates GPS equipment
and CAD programs when necessary.
Public Works-City Engineer:Provides staff and technical support to City
Council, Mayor, City Administrator, and related Boards, Committees
and Commissions. Plans and organizes capital improvement projects in
public works programs ranging from Stormwater Master Planning,
Developmental Review, street replacement and repair, and others.
Develops and monitors the Public Works Engineering budget. Is this
position a licensed Professional Engineer ____ Yes, ____No
Public Works-Civil Engineer II:Licensed engineer approves, designs,
and reviews subdivision plans, community development plans,and
public improvement plans for commercial and residential development.
Makes site visits to resolve problems.Verifies that development plans
7
comply with City, State and Federal codes and other ordinances.Is this
position a licensed Professional Engineer ____ Yes, ____ No
8
Public Works-Construction Inspector:Inspects private and public
construction and development projects. Inspects sewer systems,and
street and storm water works. Conducts testing to assure compliance
with engineering specifications and City standards. Informs property
owners, contractors and developers of proper signs and other safety
precautions during construction.
Public Works-Heavy Equipment Operator:Performs operation of
specialized equipment such as dozier, backhoe, blade,loader, crane,
and street sweeper. Drives trucks and trailers. May assist other crews.
Public Works-Mower:Performs spraying and mowing of City right of
way and parks. May assist other crews.
Public Works Streets-Street Maintenance Worker:Repairs City streets
and sidewalks by patching asphalt, concrete,and gravel. Performs
routine maintenance and repair on equipment. Performs functions
relating to signage, painting parking space lines, curbs,and arrows in
parking lots and garages.
Public Works Streets-Senior Street Maintenance Worker:Repairs City
streets and sidewalks by patching asphalt, concrete,and gravel.
Performs routine maintenance and repair on equipment. Performs
functions relating to signage, painting parking space lines, curbs,and
arrows in parking lots and garages. Operates heavy equipment for
maintenance, snow removal, and mowing. Maintains gutters and storm
drains.
Public Works Streets-Traffic Signal Technician:Repairs traffic control
systems and maintains proper operation. Installs traffic signal heads
and repairs malfunctioning street lights and traffic signals. Maintains
and repairs controllers in accordance with departmental guidelines.
Supervises seasonal employees to ensure that operational goals are
quickly met.
Public Works Streets-Supervisor:Directly supervises employees
engaged in street maintenance projects. Oversees snow and tree
removal operations, traffic and signal repair. Maintains records of
repairs and reviews department reports. Ensures employee productivity
is maximized and records employee evaluations.Resolves and
investigates citizen issues.
Public Works Streets-Superintendent:Regularly inspects crew work in
roadway construction and repair of streets, curbs, and storm water.
Maintains a list of projects for the Street Division. Coordinates repairs
for gutters, signs, and other traffic signal systems. Responds to City
council inquiries and citizens’ complaints.
9
Public Works Wastewater-Lab Technician:Provides laboratory tests on
water and other substances. Collects samples and prepares various
solutions and reagents used in testing. Operates laboratory equipment,
collects and stores data,and cleans and maintains equipment. Prepares
reports. Calculates, interprets,and maintains lab results. Conducts
quality control.
Public Works Wastewater-Senior Utility Maintenance Worker:
Maintains and operates heavy equipment for the purpose of sewer
system maintenance. Performs preventive maintenance and repair on
equipment.On call,and works with customers.
Public Works Wastewater-Utility Maintenance Crew Leader:Directs
and guides maintenance workers engaged in construction work and
maintenance of City sewer system. Responds to emergencies relating to
sewage system 24 hours a day. Plans and inspects maintenance
activities to ensure department standards are met.On call,and works
with customers.
Public Works Wastewater Plant-Treatment Plant Operator I:Operates,
maintains,and cleans plant equipment. Applies and transports bio-
solids for the sludge land application program. Operates forklifts,fire
hoses,and other heavy equipment. Operates the septage receiving
station and performs regular maintenance of grounds and facilities.
Maintains entry-level certification.
Public Works Wastewater Plant-Treatment Plant Manager:Oversees
plant facilities and processes, including pump stations. Supervises
operators, laboratory, plant maintenance crews,and mechanics.
Conducts regular plant inspections. Performs administrative and
compliance tasks. Administers pretreatment program and maintains
contact with all industries, regulators,and the public. Maintains safety
program.
Public Works Wastewater-Wastewater Maintenance Supervisor:
Oversees, operates,and maintains all wastewater lift stations,and
maintains the wastewater treatment plant equipment, buildings,and
grounds. Supervises maintenance and repairs of the Telemetry sewage
control system. Performs general preparation, painting,and
troubleshooting of system facilities.
Public Works Wastewater-Collection Systems Superintendent:
Supervises utility maintenance crews in the repair and maintenance of
the sanitary sewer collection systems. Initiates projects identified from
inflow and infill investigations, route maintenance and other defects.
Maintains records. Initiates rehabilitation projects. Responds to public
10
inquiries and complaints. Reviews equipment and vehicle specifications.
Public Works Wastewater Plant-Chief Operator (WWTP Supervisor):
Plans, organizes,and coordinates efficient daily operations of the
Wastewater Treatment Plant and its processes. Supervises operations
personnel, performs diagnostic tests, inspects all plant operations daily,
and plans both short-and long-term projects. Maintains supply of
chemicals and takes samples.
Transportation –Bus Driver:Provides safe, courteous, on-time bus
transportation and customer service on assigned City routes and/or
para-transit service; performs pre-trip safety inspections; and provides
assistance to persons with disabilities when necessary.
Any Department-Administrative Technician:Receives, refers,and
assists callers with inquiries. Assists with department business,
including upkeep of records, compiling data for reports, and typing
letters, notices and other documentation. Makes travel and meeting
arrangements. Orders supplies.
APPENDIX 3 –FLSA Report
OVERLAND PARK, KS: P.O. Box 27196, Overland Park, KS 66225 Phone: (913) 851-7530 Fax: (913) 851-7529
FORT COLLINS, CO:4809 Prairie Vista Dr., Ft. Collins, CO 80526 Phone: (970)266-8724 Fax: (913) 851-7529
www.austinpeters.com
September 3, 2016
Gail Strope,Human Resources Director
City of Jefferson City
Dear Gail,
The City of Jefferson City has requested our services to evaluate the classification of
positions pursuant to the Fair Labor Standards Act Classifications of Exempt and Non -
exempt.The report here is for informational purposes only and not for the purpose of
providing legal advice.As you know, the possible categories that positions can be
classified into include: computer exemption, executive, administrative, and learned
professional for this consideration.The positions covered in the review are listed below,
in the analysis where a position was close to either category a more conservative
recommendation of non-exempt was provided as it best protects the employer’s financial
interest.If a position is not on the list, but currently exempt, the recommendation is that
the position remain exempt.The court interpretation of exemptions has been very narrow
and the burden is on the employer to prove that the position meets each test criteria
within a category of classification, moreover, even i f one position with a job title meets the
criteria a person with the same job title ,but slightly different functions for whatever reason
may not meet the exemption; thus the review has to be case by case and should not be
generalized. The review here does include meeting of the salary requirement m inimums
to be effective December 2016 of $47,476.
If relying soley on a Professional Learned exemption, a degree must be required for hiring
of the person into the position. Additionally, if relying soley on the Computer exemption
(which is not the case here), the person in the position has to meet a dif ferent salary
threshold of $57,470.40 annually.
The positions covered in this report are as follows along with their current and
recommended classification:
Department Title Current Status
Recommended
Status
Administration City Clerk Non-Exempt No Change
Court Municipal Court Coordinator Non-Exempt No Change
Fire Department Fire Training Officer Exempt No Change
Fire Department Public Fire Education Officer Exempt No Change
Finance Accountant Exempt
Change to Non
exempt
Finance Chief Accountant Exempt No Change
Finance Purchasing Agent Exempt No Change
Finance Senior Accountant Exempt No Change
Information
Technology
Geographic Information
System Manager Exempt No Change
Information
Technology
Geographic Information
Specialist Exempt No Change
Information
Technology
Information Technology
Manager Exempt No Change
Information
Technology Support Specialist Exempt
Change to Non-
Exempt
Information
Technology Systems Analyst Exempt
May need to
Change to Non
Exempt if
Salary not Met
Planning and
Protective
Services Building Official Exempt No Change
Planning and
Protective
Services
Environ Health Services
Manager Exempt No Change
Planning and
Protective
Services
Neighborhood Services
Coordinator Exempt No Change
Planning and
Protective
Services Planner I Exempt
Change to Non
Exempt
Planning and
Protective
Services Planner II Exempt No Change
Parks, Forestry &
Recreation Park Resources Supervisor Exempt
May need to
Change to Non
Exempt if
Salary not Met
Parks, Forestry &
Recreation Parks & Landscape Planner Exempt No Change
Parks, Forestry &
Recreation Planner I Exempt
Change to Non
Exempt
Parks, Forestry &
Recreation Recreation Program Specialist Non-Exempt No Change
Parks, Forestry &
Recreation
Recreation Program
Supervisor Exempt
May change to
Exempt if
Salary is Met
Police
Department Animal Control Supervisor Exempt No Change
Public Works Airport Supervisor Exempt No Change
Public Works Central Maintenance Exempt No Change
Supervisor
Public Works Engineering Inspect Supervisor Exempt
Change to Non
exempt
Public Works Parking Division Supervisor Non-Exempt
Change to
Exempt
Public Works Street Supervisor Exempt No Change
Public Works Transit Operations Assistant Non-Exempt No Change
Public Works Transit Operation Supervisor Non-Exempt
Change to
Exempt
Public Works WW Maintenance Supervisor Non-Exempt No Change
Public Works WWTP Supervisor Non-Exempt No Change
Sincerely,
Becky
Rebecca G. Crowder, President
Report for the City of Jefferson City
FLSA Review
September 3, 2016
The Austin Peters Group, Inc.
Rebecca G. Crowder, President
Elizabeth Tatarko, Vice President
P.O. Box 27196
Overland Park, Kansas 66225
913-851-7530
913-851-7529 (fax)
bcrowder@austinpeters.com (email)
1.Methodology
For each position under consideration, the human resource department forwarded current
copies of job descriptions. The department supervisor for each position filled out a
questionnaire designed to specifically guide questions and answers for determining
classification status. After receiving and reviewing the questionnaires along with the job
descriptions, a phone interview was held with the supervisor to go over the responses ,
ask additional questions, and in some cases for additional information to be considered.
All of that information combined to form the recommendations seen in this report.
2.Classification Categories Considered –Computer, Executive, Administrative,
Learned Professional
Computer Employee Exemption
To qualify for the computer employee exemption,all of the following tests must be met:
The employee must be compensated either on a salary or fee basis at a rate not
less than $913 per week or, if compensated on an hourly basis, at a rate not less
than $27.63 an hour;
The employee must be employed as a computer systems analyst, computer
programmer, software engineer or other similarly skilled worker in the computer
field performing the duties described below;
The employee’s primary duty must consist of :
1) The application of systems analysis techniques and procedures, including
consulting with users, to determine hardware, software or system functional
specifications;
2) The design, development, documentation, analysis, creation, testing or
modification of computer systems or programs, including prototypes, based on
and related to user or system design specifications;
3) The design, documentation, testing, creation or modification of computer
programs related to machine operating systems; or
4) A combination of the aforementioned duties, the performance of which
requires the same level of skills.
Example of exempt positions:those meeting 1-4 above and hourly requirements.
Example of non-exempt positions:those not meeting 1-4 above and not meeting hourly
requirements.
Key Differences:A note of caution in this review –working with computers does not
equal an exemption. For example,help desk employees may be educating and assisting
users in how to use software, printers, maneuver screens;or support specialists may be
researching and resolving a complex problem, these activities do not alone qualify for an
exemption.
Executive Exemption
To qualify for the executive employee exemption, all of the following tests must be met:
The employee must be compensated on a salary basis (as defined in the
regulations) at a rate not less than $913 per week;
The employee’s primary duty must be managing the enterprise, or managing a
customarily recognized department or subdivision of the enterprise;
The employee must customarily and regularly direct the work of at least two or
more other full-time employees or their equivalent; and
The employee must have the authority to hire or fire other employees, or the
employee’s suggestions and recommendations as to the hiring, firing,
advancement, promotion or any other change of status of other employees must
be given particular weight.
Example of exempt positions: Plant Quarry Manager, Shop Foreman, Assistant Store
Manager, Construction Superintendent, Chief Chef, Assistant Restaurant Manager,
Printing Production Supervisor, Receiving Department Foreman, EMS Directo r, Bank
Collection Team Leader, Deputy Fire Chief, Coffee Shop Manager, Convenience Store
Manager, Store Manager.
Example of non-exempt positions: Delinquent Account Collection Manager, Correction
Foreman, Housing Inspector, Truck Supervisor, Working Foreman, Drive through Grocery
Store Manager, Store Managers.
Key Differences: If they were really supervising and managing, and whether the primary
duty consists of managing the enterprise.
Administrative Exemption
To qualify for the administrative employee exemption, all of the following tests must be
met:
The employee must be compensated on a salary or fee basis (as defined in the
regulations) at a rate not less than $913 per week;
The employee’s primary duty must be the performance of office or non -manual
work directly related to the management or general business operations of the
employer or the employer’s customers; and
The employee’s primary duty includes the exercise of discre tion and independent
judgment with respect to matters of significance.
Example of exempt positions: Insurance Claims Adjusters, Financial Service Marketing
Representative, Team Leader, Executive Assistant, Administrative Assistant, Human
Resource Manager, Purchasing Agent, Office Manager, Shipping Director, Assistant Fire
Chief, Oil Pipeline Field Inspector, Air Traffic Controller, Bank Vice President, Complaint
Investigator, Accounting Manager, EMS Director, Production Editor, Academic Counselor,
Sales Representative, Field Engineer, Event Supervisor, Insurance Appraiser, Technical
Nuclear Power Plant Writer, Insurance Adjuster, Customer Relations Manager, Private
Investigator, Law Specialist, School Resource Officer, Chief Jailer, Pharmaceutical Sales
Representative.
Example of non-exempt positions:Inspectors, Examiners, Graders, Comparison
Shoppers, Personnel Clerks, Mortgage Loan Officers, Work Order Processor, Radio
Station Engineer, Factor Foreman, Delinquent Account Collector, Bookkeeper, T .V.
Reporter, Probably Officer, Inside Salesperson, Payroll Administrator, Maintenance
Supervisor, Medical Investigator, Planning Technician, Site Manager, Real Estate Closer,
Loan Underwriter, Advertising Salesperson, Pharmaceutical Sales Representative.
Key Differences:Here as prior, it is not the title that determines exempt status ,but rather
whether the primary duty was office or non-manual work directly related to the
management or general business operations of the employer or customers; and whether
the primary duty included the exercise of discretion and judgment on matters of
significance. The use of discretion involves comparing and evaluating courses of
conduct, action, decisions. The us e of a manual does not preclude the exemption from
carrying forward if the use of the manual is highly technical, scientific, legal, financial that
it can only be interpreted by those with advanced or specialized knowledge or skills.
Learned Professional Exemption
To qualify for the learned professional employee exemption, all of the following tests must
be met:
The employee must be compensated on a salary or fee basis (as defined in the
regulations) at a rate not less than $913 per week;
The employee’s primary duty must be the performance of work requiring advanced
knowledge, defined as work which is predominantly intellectual in character and
which includes work requiring the consistent exercise of discretion and judgment;
The advanced knowledge must be in a field of science or learning; and
The advanced knowledge must be customarily acquired by a prolonged course of
specialized intellectual instruction.
Example of exempt position fields of a learning profession:law, medicine, theology,
accounting, actuarial computation, engineering, architecture, teaching, physical science,
chemical science, biological science, pharmacy, nursing (registered or above), registered
or certified medical technologists, dental hygienists, physician assistants, pharmacists,
teachers, accountants,chefs, athletic trainers, funeral directors, embalmers, journalists,
pilots, social service case manager. The Department of Labor states that possessing an
appropriate academic degree is the best on the face of it case that a position qua lifies as
a learned professional exemption, however, this category too is a case -by-case analysis.
Example of non-exempt positions:Paramedics and Emergency Medical Technicians,
Paralegals,X-ray technician,Probation Officer,Medical Assistant,Case Manager for
Disabled,Draftsman,Social Workers (who were not required to have a degree or course
of study).
Key Differences:Whether the primary duty (over 50% in general), requires an advance
type of science or learning and the employee must consistent ly exercise discretion and
judgment.
3.Recommendations
The positions covered in this report are as follows in Table 2, a Yes or No is indicated
under the category of exemption if it applies. The column titled Exempt Non-Exempt Per
Duties indicates whether the position is exempt or non exempt per their duties. A salary
analysis evaluated under the Proposed 2%pay adjustment effective November 2016.
Note computer salary requirement is different:
Table 2: Position Evaluated of Exempt and Non-Exempt by Duties and Salary
Department Title Executive Administrative
Profess
ional Computer
Exempt
Non-Exempt
Per Duties
Exempt
Non-Exempt
Per Wages
with 2% Adj.
Administration City Clerk No No No No Non exempt Exempt
Court
Municipal Court
Coordinator No No No No
Non
Exempt
Exempt
Fire
Department
Fire Training
Officer No Yes Yes No
Exempt Exempt
Fire
Department
Public Fire
Education
Officer No Yes Yes No
Exempt Exempt
Finance Accountant No No No No Non Exempt Non-Exempt
Finance
Chief
Accountant Yes Yes Yes No
Exempt Exempt
Finance
Purchasing
Agent No Yes Yes No
Exempt Exempt
Finance
Senior
Accountant No Yes Yes No
Exempt Exempt
Information
Technology
Geographic
Information
System
Manager No Yes Yes No
Exempt Exempt
Information
Technology
Geographic
Information
Specialist No No Yes No
Exempt Exempt
Information
Technology
Information
Technology
Manager Yes Yes Yes No
Exempt Exempt
Information
Technology
Support
Specialist No No No No
Non-Exempt Non-Exempt
Information
Technology Systems Analyst No Yes No Yes
Exempt Non-Exempt
&Exempt
Planning and
Protective Building Official Yes Yes No No
Exempt Exempt
Services
Planning and
Protective
Services
Environ Health
Services
Manager Yes No Yes No
Exempt Exempt
Planning and
Protective
Services
Neighborhood
Services
Coordinator Yes Yes Yes No
Exempt Exempt
Planning and
Protective
Services Planner I No No No No
Non-Exempt Non-Exempt
Planning and
Protective
Services Planner II No No Yes No
Exempt Exempt
Parks, Forestry
& Recreation
Park Resources
Supervisor Yes Yes Yes No
Exempt Non-Exempt
Parks, Forestry
& Recreation
Parks &
Landscape
Planner Yes Yes Yes No
Exempt Exempt
Parks, Forestry
& Recreation Planner I No No No No
Non-Exempt Exempt
Parks, Forestry
& Recreation
Recreation
Program
Supervisor No Yes Yes No
Exempt Non-Exempt
Police
Animal Control
Supervisor Yes Yes Yes No
Exempt Exempt
Public Works
Airport
Supervisor No Yes Yes No
Exempt Exempt
Public Works
Central
Maintenance
Supervisor Yes Yes No No
Exempt Exempt
Public Works
Engineering
Inspect
Supervisor No No No No
Non Exempt Exempt
Public Works
Parking Division
Supervisor Yes Yes No No
Exempt Exempt
Public Works
Street
Supervisor Yes Yes No No
Exempt Exempt
Public Works
Transit
Operations
Assistant No No No No
Non exempt Exempt
Public Works
Transit
Operations
Supervisor No Yes No No
Exempt Exempt
Public Works
WW
Maintenance
Supervisor No No No No
Non Exempt Exempt
Public Works
WWTP
Supervisor No No No No
Non Exempt Exempt
4. Appendix –Questionnaire to follow for Exemptions
Computer Employee Exemption
To qualify for the computer employee exemption, the following tests must be met:
Computer Exemption
__________________(list position)
__________________ (your name and email)
Yes or No (please circle)Is the person employed as a computer systems analyst,
computer programmer, software engineer or other similarly
skilled worker in the computer field?
“Primary duty” means the principal, main, major or most
important duty that the employee performs. Determination
of an employee’s primary duty must be based on all the
facts in a particular case, with the major emphasis on the
character of the employee’s job as a whole.
Yes or No (please circle)The employee’s primary duty must consist of:
The application of systems analysis techniques and
procedures, including consulting with users, to determine
hardware, software or system functional specifications;
Yes or No (please circle)The employee’s primary duty must consist of:
The design, development, documentation, analysis,
creation, testing or modification of computer systems or
programs, including prototypes, based on and related to
user or system design specifications;
Yes or No (please circle)The employee’s primary duty must consist of:
The design, documentation, testing, creation or
modification of computer programs related to machine
operating systems; or
Yes or No (please circle)Or, do the employee’s primary duty consist of:
A combination of the aforementioned duties, the
performance of which requires the same level of skills.
Executive Exemption
To qualify for the executive employee exemption, all of the following tests must be met:
Executive Exemption –Please circle yes or no in relationship to the non italicized
statement (the italicized statements are meant to provide direction)
__________________(list position)
__________________ (your name and email)
Yes or No (please circle)The employee’s primary duty must be managing the
enterprise, or managing a customarily recognized
department or subdivision of the enterprise;
“Primary duty” means the principal, main, major or
most important duty that the employee performs.
Determination of an employee’s primary duty must be
based on all the facts in a particular case, with the
major emphasis on the character of the employee’s job
as a whole.
Generally, “management” includes, but is not limited to,
activities such as interviewing, selecting, and training of
employees; setting and adjusting their rates of pay and
hours of work; directing the work of employees;
maintaining production or sales records for use in
supervision or control; appraising employees’
productivity and efficiency for the purpose of
recommending promotions or other changes in status;
handling employee complaints and grievances;
disciplining employees; planning the work; determining
the techniques to be used; apportioning the work
among the employees; determining the type of
materials, supplies, machinery, equipment or tools to
be used or merchandise to be bought, stocked and
sold; controlling the flow and distribution of materials or
merchandise and supplies; providing for the safety and
security of the employees or the property; planning and
controlling the budget; and monitoring or implementing
legal compliance measures.
The phrase “a customarily recognized department or
subdivision” is intended to distinguish between a mere
collection of employees assigned from time to time to a
specific job or series of jobs and a unit with permanent
status and function.
Yes or No (please circle)The employee must customarily and regularly direct the
work of at least two or more other full-time employees
or their equivalent; and
The phrase “customarily and regularly” means greater
than occasional but less than constant; it includes work
normally done every workweek, but does not include
isolated or one-time tasks.
The phrase “two or more other employees” means two
full-time employees or their equivalent. For example,
one full-time and two half-time employees are
equivalent to two full-time employees.The supervision
can be distributed among two, three or more
employees, but each such employee must customarily
and regularly direct the work of two or more other full -
time employees or the equivalent. For example, a
department with five full-time nonexempt workers may
have up to two exempt supervisors if each supervisor
directs the work of two of those workers.
Yes or No (please circle)The employee must have the authority to hire or fire
other employees, or the employee’s suggestions and
recommendations as to the hiring, firing, advancement,
promotion or any other change of status of other
employees must be given particular weight.
Factors to be considered in determining whether an
employee’s recommendations as to hiring, firing,
advancement, promotion or any other change of status
are given “particular weight” include, but are not limited
to, whether it is part of the employee’s job duties to
make such recommendations, and the frequency with
which such recommendations are made, requested,
and relied upon. Generally, an executive’s
recommendations must pertain to employees whom the
executive customarily and regularly directs. It does not
include occasional suggestions. An employee’s
recommendations may still be deemed to have
“particular weight” even if a higher level manager’s
recommendation has more importance and even if the
employee does not have authority to make the ultimate
decision as to the employee’s change in status.
Administrative Exemption
To qualify for the administrative employee exemption, all of the following tests must be
met:
Administrative Exemption –Please circle yes or no in relationship to the non italicized
statement (the italicized statements are meant to provide direction)
__________________(list position)
__________________ (your name and email)
Yes or No (please circle)The employee’s primary duty must be the performance
of office or non-manual work directly related to the
management or general business operations of the
employer or the employer’s customers; and
“Primary duty” means the principal, main, major or
most important duty that the employee performs.
Determination of an employee’s primary duty must be
based on all the facts in a particular case, with the
major emphasis on the character of the employee’s job
as a whole.
To meet the “directly related to management or general
business operations” requirement, an employee must
perform work directly related to assisting with the
running or servicing of the business, as distinguished,
for example from working on a manufacturing
production line or selling a product in a retail or service
establishment. Work “directly related to management or
general business operations” includes, but is not limited
to, work in functional areas such as tax; finance;
accounting; budgeting; auditing; insurance; quality
control; purchasing; procurement; advertising;
marketing; research; safety and health; personnel
management; human resources; employee benefits;
labor relations; public relations; government relations;
computer network, Internet and database
administration; legal and regulatory compliance; and
similar activities.
An employee may qualify for the administrative
exemption if the employee’s primary duty is the
performance of work directly related to the
management or general business operations of the
employer’s customers. Thus, employees acting as
advisors or consultants to their employer’s clients or
customers —as tax experts or financial consultants, for
example —may be exempt.
Yes or No (please circle)The employee’s primary duty includes the exercise of
discretion and independent judgment with respect to
matters of significance.
In general, the exercise of discretion and independent
judgment involves the comparison and the evaluation
of possible courses of conduct and acting or making a
decision after the various possibilities have been
considered. The term must be applied in the light of all
the facts involved in the employee’s particular
employment situation, and implies that the employee
has authority to make an independent choice, free from
immediate direction or supervision. Factors to consider
include, but are not limited to: whether the employee
has authority to formulate, affect, inter pret, or
implement management policies or operating practices;
whether the employee carries out major assignments in
conducting the operations of the business; whether the
employee performs work that affects business
operations to a substantial degree; whether the
employee has authority to commit the employer in
matters that have significant financial impact; whether
the employee has authority to waive or deviate from
established policies and procedures without prior
approval, and other factors set forth in the regulation.
The fact that an employee’s decisions are revised or
reversed after review does not mean that the employee
is not exercising discretion and independent judgment.
The exercise of discretion and independent judgment
must be more than the use of skill in applying well-
established techniques, procedures or specific
standards described in manuals or other sources.
The term “matters of significance” refers to the level of
importance or consequence of the work performed. An
employee does not exercise discretion and
independent judgment with respect to matters of
significance merely because the employer will
experience financial losses if the employee fails to
perform the job properly. Similarly, an employee who
operates very expensive equipment does not exercise
discretion and independent judgment with respect to
matters of significance merely because improper
performance of the employee’s duties may cause
serious financial loss to the employer.
To qualify for the learned professional employee exemption, all of the following tests must
be met:
Learned Professional Exemption –Please circle yes or no in relationship to the non
italicized statement (the italicized statements are meant to provide direction)
__________________(list position)
__________________ (your name and email)
Yes or No (please circle)The employee’s primary duty must be the performance
of work requiring advanced knowledge, defined as
work which is predominantly intellectual in character
and which includes work requiring the consistent
exercise of discretion and judgment;
“Primary duty” means the principal, main, major or
most important duty that the employee performs.
Determination of an employee ’s primary duty must be
based on all the facts in a particular case, with the
major emphasis on the character of the employee’s job
as a whole.
“Work requiring advanced knowledge” means work
which is predominantly intellectual in character, and
which includes work requiring the consistent exercise
of discretion and judgment. Professional work is
therefore distinguished from work involving routine
mental, manual, mechanical or physical work. A
professional employee generally uses the advanced
knowledge to analyze, interpret or make deductions
from varying facts or circumstances. Advanced
knowledge cannot be attained at the high school level.
Yes or No (please circle)The advanced knowledge must be in a field of science
or learning; and
Fields of science or learning include law, medicine,
theology, accounting, actuarial computation,
engineering, architecture, teaching, various types of
physical, chemical and biological sciences, pharmacy
and other occupations that have a recognized
professional status and are distinguishable from the
mechanical arts or skilled trades where the knowledge
could be of a fairly advanced type, but is not in a field
of science or learning.
Yes or No (please circle)The advanced knowledge must be customarily
acquired by a prolonged course of specialized
intellectual instruction.
The learned professional exemption is restricted to
professions where specialized academic training is a
standard prerequisite for entrance into the profession.
The best evidence of meeting this requirement is
having the appropriate academic degree. However, the
word “customarily” means the exemption may be
available to employees in such professions who have
substantially the same knowledge level and perform
substantially the same work as the degreed
employees, but who attained the advanced knowledge
through a combination of work experience and
intellectual instruction. This exemption does not apply
to occupations in which most employees acquire their
skill by experience rather than by advanced specialized
intellectual instruction.
APPENDIX 4 –Employee Survey
City of Jefferson City, Missouri Employee Survey -All Departments
Number of Respondents to Survey:232 TOTAL
1.Do you supervise employees? Yes -108 No -124
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -87 No -145
3.Are you currently Full Time or Part Time with the City?Full-Time 229 Part Time -3
Please review the items below and
provide your feedback on how important
these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.86%0.00%8.19%90.52%0.43%4.87
2. Health benefits 0.00%1.29%0.00%13.79%82.33%2.59%4.69
3.Choice of Health Insurance 1.73%6.06%3.46%41.13%44.59%3.03%4.12
4.Dental benefits 0.43%9.05%2.16%43.10%42.67%2.59%4.11
5.Vision benefits 5.22%13.04%5.22%46.96%26.96%2.61%3.70
6. Retirement system 0.00%0.43%0.43%5.60%91.81%1.72%4.84
7.Employer Deferred Compensation
Match 1.72%9.05%7.33%34.05%45.26%2.59%4.04
8. Flexible work schedule or
Telecommuting 11.64%10.78%12.07%36.64%20.69%8.19%3.19
9. Paid time off -vacation 0.43%0.86%0.00%22.84%73.71%2.16%4.62
10.Paid time off -sick leave 0.43%0.87%0.00%24.24%72.73%1.73%4.63
11. Pay for performance 0.43%2.16%3.02%23.71%69.40%1.29%4.56
12. Overtime pay/comp time 3.03%1.73%3.03%23.81%60.17%8.23%4.12
13. Shift differential 13.42%5.63%14.72%16.88%24.24%25.11%2.58
14. On call pay/call back pay 7.33%3.45%8.62%19.40%43.10%18.10%3.33
15. Pay for certification(s), licensures 4.76%5.19%8.66%32.47%41.99%6.93%3.81
16.Pay for filling an "acting" assignment
with more duties 3.02%3.02%9.48%35.34%43.10%6.03%3.94
17. Pay plan that provides upward
mobility 0.86%1.29%1.72%29.74%64.22%2.16%4.49
18. Support from my boss 0.00%2.16%0.43%24.68%70.56%2.16%4.57
19. Training/education for my job 0.43%4.74%0.86%32.33%59.48%2.16%4.39
20. Flexible spending account (medical
savings/childcare)6.03%16.81%11.64%33.62%26.29%5.60%3.41
21. Tuition reimbursement 11.21%16.38%15.09%36.21%14.22%6.90%3.05
22. Uniform allowance 8.23%5.63%10.39%32.90%25.54%17.32%3.10
23. Accrual and payout of leave 0.00%4.37%5.24%29.26%58.95%2.18%4.36
24. Other (please specify)
All Departments
35.00%
31.24%
30.00%
25.00% —
20.00% —
15.00% —
10.00% --
5.00%
0.00%
2.87
20.93%
15.58%
11.56%
Wages Health benefits Retirement Tuition Shift differential
System reimbursement
■ Highest Priority ■ Lowest Priority
1
Uniform
allowance
City of Jefferson City, Missouri Employee Survey -Administration
Number of Respondents to Survey: 8 TOTAL
1.Do you supervise employees? Yes -2 No -6
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -3 No -5
3.Are you currently Full Time or Part Time with the City? Full -Time 8
Please review the items below and
provide your feedback on how
important these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.00%0.00%0.00%100.00%0.00%5.00
2. Health benefits 0.00%0.00%0.00%0.00%100.00%0.00%5.00
3.Choice of Health Insurance 0.00%12.50%0.00%37.50%50.00%0.00%4.25
4.Dental benefits 0.00%12.50%0.00%37.50%50.00%0.00%4.25
5.Vision benefits 12.50%50.00%0.00%12.50%25.00%0.00%2.88
6. Retirement system 0.00%12.50%0.00%0.00%87.50%0.00%4.63
7.Employer Deferred Compensation
Match 0.00%37.50%0.00%25.00%37.50%0.00%3.63
8. Flexible work schedule or
Telecommuting 0.00%37.50%12.50%37.50%12.50%0.00%3.25
9. Paid time off -vacation 0.00%0.00%0.00%25.00%75.00%0.00%4.75
10.Paid time off -sick leave 0.00%0.00%0.00%25.00%75.00%0.00%4.75
11. Pay for performance 0.00%0.00%0.00%37.50%62.50%0.00%4.63
12. Overtime pay/comp time 0.00%0.00%0.00%62.50%25.00%12.50%3.75
13. Shift differential 25.00%12.50%37.50%0.00%0.00%25.00%1.63
14. On call pay/call back pay 25.00%12.50%37.50%0.00%0.00%25.00%1.63
15. Pay for certification(s), licensures 25.00%0.00%12.50%37.50%0.00%25.00%2.13
16.Pay for filling an "acting" assignment
with more duties 25.00%0.00%0.00%25.00%50.00%0.00%3.75
17. Pay plan that provides upward
mobility 12.50%0.00%12.50%25.00%50.00%0.00%4.00
18. Support from my boss 0.00%0.00%0.00%25.00%62.50%12.50%4.13
19. Training/education for my job 0.00%0.00%0.00%62.50%25.00%12.50%3.75
20. Flexible spending account (medical
savings/childcare)0.00%25.00%0.00%25.00%37.50%12.50%3.38
21. Tuition reimbursement 12.50%25.00%0.00%25.00%25.00%12.50%2.88
22. Uniform allowance 25.00%25.00%25.00%0.00%0.00%25.00%1.50
23. Accrual and payout of leave 0.00%25.00%0.00%0.00%75.00%0.00%4.25
24. Other (please specify)
Administration
40.00%
35.00%
35.00%
30.00%
31.58%
25.00%
20.00% 20.00%
21.05%
20.00%
15.00%
10.53%
10.00%
5.00%
0.00%
Wages
Health
benefits
■ Highest
li u
Retirement Uniform Shift differential Vision benefits
System allowance
Priority • Lowest Priority
City of Jefferson City, Missouri Employee Survey -Finance and IT
Number of Respondents to Survey: 17 TOTAL
1.Do you supervise employees? Yes -7 No -10
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes-2 No-15
3.Are you currently Full Time or Part Time with the City? Full -Time 17
Please review the items below and
provide your feedback on how important
these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.00%0.00%11.76%88.24%0.00%4.88
2. Health benefits 0.00%0.00%0.00%29.41%70.59%0.00%4.71
3.Choice of Health Insurance 0.00%23.53%5.88%52.94%17.65%0.00%3.65
4.Dental benefits 0.00%11.76%0.00%41.18%47.06%0.00%4.24
5.Vision benefits 5.88%17.65%0.00%52.94%17.65%5.88%3.41
6. Retirement system 0.00%0.00%0.00%0.00%100.00%0.00%5.00
7.Employer Deferred Compensation
Match 5.88%0.00%0.00%52.94%41.18%0.00%4.24
8. Flexible work schedule or
Telecommuting 5.88%5.88%5.88%41.18%35.29%5.88%3.76
9. Paid time off -vacation 0.00%0.00%0.00%29.41%70.59%0.00%4.71
10.Paid time off -sick leave 0.00%0.00%0.00%29.41%70.59%0.00%4.71
11. Pay for performance 5.88%5.88%0.00%17.65%70.59%0.00%4.41
12. Overtime pay/comp time 18.75%0.00%0.00%12.50%43.75%25.00%2.88
13. Shift differential 29.41%0.00%17.65%11.76%0.00%41.18%1.29
14. On call pay/call back pay 23.53%5.88%11.76%17.65%29.41%11.76%2.88
15. Pay for certification(s), licensures 23.53%11.76%11.76%29.41%23.53%0.00%3.18
16.Pay for filling an "acting" assignment
with more duties 5.88%0.00%5.88%47.06%41.18%0.00%4.18
17. Pay plan that provides upward
mobility 0.00%0.00%0.00%29.41%70.59%0.00%4.71
18. Support from my boss 0.00%5.88%0.00%11.76%82.35%0.00%4.71
19. Training/education for my job 0.00%0.00%0.00%35.29%64.71%0.00%4.65
20. Flexible spending account (medical
savings/childcare)11.76%11.76%5.88%41.18%29.41%0.00%3.65
21. Tuition reimbursement 11.76%11.76%11.76%41.18%17.65%5.88%3.24
22. Uniform allowance 23.53%5.88%23.53%5.88%0.00%41.18%1.29
23. Accrual and payout of leave 0.00%11.76%0.00%35.29%52.94%0.00%4.29
24. Other (please specify)
Finance and IT
35.00%
31.25%
30.00% —
25.00% —
20.00% ---
15.00%
10.00%
0.00%
29.17%
18,7x%
20.83%
18.75%
12.50%
1 ' 1
Wages Retirement Health benefits Uniform Shift differential Pay for
System allowance certification(s),
licensures
■ Highest Priority • Lowest Priority
City of Jefferson City, Missouri Employee Survey -Fire
Number of Respondents to Survey: 43 TOTAL
1.Do you supervise employees? Yes -23 No -20
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -35 No -8
3.Are you currently Full Time or Part Time with the City? Full -Time 43
Please review the items below and
provide your feedback on how important
these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.00%0.00%4.65%95.35%0.00%4.95
2. Health benefits 0.00%0.00%0.00%20.93%79.07%0.00%4.79
3.Choice of Health Insurance 2.33%6.98%4.65%44.19%41.86%0.00%4.16
4.Dental benefits 0.00%16.28%2.33%41.86%39.53%0.00%4.05
5.Vision benefits 11.90%9.52%7.14%45.24%26.19%0.00%3.64
6. Retirement system 0.00%0.00%2.33%6.98%90.70%0.00%4.88
7.Employer Deferred Compensation
Match 2.33%16.28%11.63%27.91%39.53%2.33%3.79
8. Flexible work schedule or
Telecommuting 25.58%9.30%13.95%20.93%6.98%23.26%2.05
9. Paid time off -vacation 2.33%2.33%0.00%25.58%69.77%0.00%4.58
10.Paid time off -sick leave 2.33%0.00%0.00%30.23%67.44%0.00%4.60
11. Pay for performance 0.00%0.00%4.65%34.88%60.47%0.00%4.56
12. Overtime pay/comp time 2.33%0.00%2.33%27.91%67.44%0.00%4.58
13. Shift differential 18.60%0.00%9.30%13.95%39.53%18.60%3.00
14. On call pay/call back pay 9.30%4.65%2.33%18.60%60.47%4.65%4.02
15. Pay for certification(s), licensures 0.00%4.65%6.98%20.93%65.12%2.33%4.40
16.Pay for filling an "acting" assignment
with more duties 2.33%0.00%2.33%25.58%67.44%2.33%4.49
17. Pay plan that provides upward
mobility 0.00%2.33%0.00%23.26%74.42%0.00%4.70
18. Support from my boss 0.00%2.38%0.00%26.19%69.05%2.38%4.55
19. Training/education for my job 0.00%6.98%0.00%20.93%69.77%2.33%4.47
20. Flexible spending account (medical
savings/childcare)4.65%27.91%18.60%20.93%23.26%4.65%3.16
21. Tuition reimbursement 11.63%20.93%11.63%34.88%18.60%2.33%3.21
22. Uniform allowance 6.98%9.30%13.95%41.86%11.63%16.28%2.93
23. Accrual and payout of leave 0.00%2.33%4.65%27.91%65.12%0.00%4.56
24. Other (please specify)
Fire
35.00%
30.56%
30.00%
25.00%
20.00%
23.15%
22.-22%
18.63%
15.00%
15.69%
14.71%
10.00%
0.00%
Wages Health benefits Retirement Flexible work Uniform Tuition
System schedule or allowance reimbursement
Telecommuting
■ Highest Priority ■ Lowest Priority
City of Jefferson City, Missouri Employee Survey -Parks, Forestry and Recreation
Number of Respondents to Survey: 21 TOTAL
1.Do you supervise employees? Yes -15 No -6
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -2 No -19
3.Are you currently Full Time or Part Time with the City? Full -Time -20 Part Time -1
Please review the items below and
provide your feedback on how
important these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.00%0.00%4.76%95.24%0.00%4.95
2. Health benefits 0.00%4.76%0.00%14.29%71.43%9.52%4.24
3.Choice of Health Insurance 0.00%9.52%4.76%52.38%23.81%9.52%3.62
4.Dental benefits 0.00%4.76%0.00%52.38%38.10%4.76%4.10
5.Vision benefits 4.76%9.52%9.52%47.62%23.81%4.76%3.62
6. Retirement system 0.00%0.00%0.00%9.52%85.71%4.76%4.67
7.Employer Deferred Compensation
Match 4.76%0.00%14.29%42.86%33.33%4.76%3.86
8. Flexible work schedule or
Telecommuting 4.76%4.76%14.29%42.86%28.57%4.76%3.71
9. Paid time off -vacation 0.00%0.00%0.00%28.57%66.67%4.76%4.48
10.Paid time off -sick leave 0.00%0.00%0.00%28.57%66.67%4.76%4.48
11. Pay for performance 0.00%0.00%9.52%28.57%57.14%4.76%4.29
12. Overtime pay/comp time 0.00%0.00%9.52%33.33%28.57%28.57%3.05
13. Shift differential 15.00%5.00%20.00%5.00%5.00%50.00%1.30
14. On call pay/call back pay 4.76%14.29%14.29%4.76%14.29%47.62%1.67
15. Pay for certification(s), licensures 4.76%0.00%14.29%42.86%23.81%14.29%3.38
16.Pay for filling an "acting" assignment
with more duties 0.00%4.76%14.29%19.05%42.86%19.05%3.43
17. Pay plan that provides upward
mobility 0.00%0.00%4.76%33.33%61.90%0.00%4.57
18. Support from my boss 0.00%4.76%0.00%9.52%80.95%4.76%4.52
19. Training/education for my job 0.00%4.76%0.00%33.33%61.90%0.00%4.52
20. Flexible spending account (medical
savings/childcare)4.76%9.52%9.52%23.81%38.10%14.29%3.38
21. Tuition reimbursement 9.52%9.52%33.33%28.57%4.76%14.29%2.67
22. Uniform allowance 9.52%9.52%14.29%19.05%19.05%28.57%2.43
23. Accrual and payout of leave 0.00%0.00%5.00%35.00%55.00%5.00%4.30
24. Other (please specify)
Parks Forestry and Recreation
35.00%
30.00%
25.00% —
20.00% —
15.00% —
10.00%
5.00%
0.00%
30.00%
20.00% 19.67%
16.67%
14.75%
I
11.48%
1
Wages Retirement Health benefits Tuition Shift differential On call paylcall
System reimbursement back pay
■ Highest Priority ■ Lowest Priority
City of Jefferson City, Missouri Employee Survey -Planning and Protective Services
Number of Respondents to Survey: 17 TOTAL
1.Do you supervise employees? Yes -7 No -10
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -1 No -16
3.Are you currently Full Time or Part Time with the City? Full -Time -16 Part Time -1
Please review the items below and
provide your feedback on how
important these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%0.00%0.00%23.53%76.47%0.00%4.76
2. Health benefits 0.00%0.00%0.00%11.76%82.35%5.88%4.59
3.Choice of Health Insurance 0.00%5.88%5.88%29.41%52.94%5.88%4.12
4.Dental benefits 0.00%5.88%0.00%58.82%29.41%5.88%3.94
5.Vision benefits 5.88%5.88%0.00%64.71%17.65%5.88%3.65
6. Retirement system 0.00%0.00%0.00%17.65%76.47%5.88%4.53
7.Employer Deferred Compensation
Match 0.00%0.00%0.00%58.82%35.29%5.88%4.12
8. Flexible work schedule or
Telecommuting 11.76%5.88%17.65%35.29%29.41%0.00%3.65
9. Paid time off -vacation 0.00%0.00%0.00%17.65%76.47%5.88%4.53
10.Paid time off -sick leave 0.00%5.88%0.00%17.65%70.59%5.88%4.35
11. Pay for performance 0.00%0.00%11.76%17.65%70.59%0.00%4.59
12. Overtime pay/comp time 17.65%5.88%5.88%29.41%35.29%5.88%3.41
13. Shift differential 11.76%0.00%23.53%11.76%11.76%41.18%1.88
14. On call pay/call back pay 17.65%0.00%11.76%11.76%23.53%35.29%2.18
15. Pay for certification(s), licensures 0.00%11.76%5.88%29.41%35.29%17.65%3.35
16.Pay for filling an "acting" assignment
with more duties 5.88%5.88%17.65%29.41%29.41%11.76%3.35
17. Pay plan that provides upward
mobility 0.00%5.88%0.00%41.18%52.94%0.00%4.41
18. Support from my boss 0.00%0.00%0.00%11.76%82.35%5.88%4.59
19. Training/education for my job 0.00%0.00%5.88%29.41%58.82%5.88%4.29
20. Flexible spending account (medical
savings/childcare)11.76%17.65%0.00%23.53%35.29%11.76%3.18
21. Tuition reimbursement 5.88%23.53%17.65%23.53%11.76%17.65%2.59
22. Uniform allowance 23.53%0.00%5.88%29.41%11.76%29.41%2.18
23. Accrual and payout of leave 0.00%17.65%0.00%29.41%47.06%5.88%3.88
24. Other (please specify)
Planning and Protective Services
30.00% 27.27%
25.00% —
20.00% —
15.00% —
10.00% —
5.00%
0.00%
f
25.00%
13.64%
17.78%
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I Highest Priority Lowest Priority
City of Jefferson City, Missouri Employee Survey -Police
Number of Respondents to Survey: 52 TOTAL
1.Do you supervise employees? Yes -20 No -32
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -25 No -27
3.Are you currently Full Time or Part Time with the City? Full -Time 51 Part Time -1
Please review the items below and
provide your feedback on how important
these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%1.92%0.00%9.62%88.46%0.00%4.85
2. Health benefits 0.00%1.92%0.00%11.54%82.69%3.85%4.63
3.Choice of Health Insurance 1.96%0.00%1.96%43.14%47.06%5.88%4.16
4.Dental benefits 0.00%7.69%3.85%40.38%42.31%5.77%4.00
5.Vision benefits 1.96%7.84%1.96%56.86%27.45%3.92%3.88
6. Retirement system 0.00%0.00%0.00%7.69%90.38%1.92%4.83
7.Employer Deferred Compensation
Match 1.92%11.54%11.54%28.85%44.23%1.92%3.96
8. Flexible work schedule or
Telecommuting 11.54%11.54%9.62%42.31%15.38%9.62%3.10
9. Paid time off -vacation 0.00%1.92%0.00%30.77%65.38%1.92%4.54
10.Paid time off -sick leave 0.00%1.96%0.00%31.37%64.71%1.96%4.53
11. Pay for performance 0.00%5.77%0.00%17.31%75.00%1.92%4.56
12. Overtime pay/comp time 0.00%5.77%1.92%15.38%71.15%5.77%4.35
13. Shift differential 3.85%15.38%11.54%21.15%34.62%13.46%3.27
14. On call pay/call back pay 1.92%0.00%5.77%19.23%61.54%11.54%4.04
15. Pay for certification(s), licensures 1.96%3.92%9.80%39.22%41.18%3.92%4.02
16.Pay for filling an "acting" assignment
with more duties 3.85%3.85%11.54%38.46%34.62%7.69%3.73
17. Pay plan that provides upward
mobility 1.92%1.92%0.00%25.00%65.38%5.77%4.33
18. Support from my boss 0.00%3.85%0.00%26.92%69.23%0.00%4.62
19. Training/education for my job 0.00%7.69%0.00%32.69%59.62%0.00%4.44
20. Flexible spending account (medical
savings/childcare)5.77%15.38%11.54%50.00%15.38%1.92%3.48
21. Tuition reimbursement 9.62%17.31%13.46%42.31%15.38%1.92%3.31
22. Uniform allowance 1.92%1.92%5.77%48.08%32.69%9.62%3.79
23. Accrual and payout of leave 0.00%0.00%11.54%30.77%55.77%1.92%4.37
24. Other (please specify)
Police
35.00%
30.00% —
25.00%
20.00%
15.00%
10.00%
0.00%
30.56%
19.44%
16.67%
20.74%
15.56%
Wages Health benefits Retirement Tuition Shift differential Flexible work
System reimbursement schedule or
Telecommuting
■ Highest Priority ■ Lowest Priority
City of Jefferson City, Missouri Employee Survey -Public Works
Number of Respondents to Survey: 74 TOTAL
1.Do you supervise employees? Yes -34 No -40
2.Do you have another job in addition to employment with the City of Jefferson City?
Yes -19 No -55
3.Are you currently Full Time or Part Time with the City? Full -Time 74
Please review the items below and
provide your feedback on how important
these issues are to you:NotImportant(1)SomewhatImportant(2)Not Sure(3)Important(4)VeryImportant(5)N/AAverageRating1. Wages 0.00%1.35%0.00%6.76%90.54%1.35%4.82
2. Health benefits 0.00%1.35%0.00%9.46%87.84%1.35%4.80
3.Choice of Health Insurance 2.70%4.05%2.70%35.14%54.05%1.35%4.30
4.Dental benefits 1.35%6.76%2.70%40.54%47.30%1.35%4.22
5.Vision benefits 2.70%16.22%8.11%39.19%32.43%1.35%3.78
6. Retirement system 0.00%0.00%0.00%1.35%97.30%1.35%4.92
7.Employer Deferred Compensation
Match 0.00%6.76%4.05%29.73%56.76%2.70%4.28
8. Flexible work schedule or
Telecommuting 8.11%12.16%12.16%39.19%25.68%2.70%3.54
9. Paid time off -vacation 0.00%0.00%0.00%13.51%83.78%2.70%4.73
10.Paid time off -sick leave 0.00%0.00%0.00%14.86%83.78%1.35%4.78
11. Pay for performance 0.00%1.35%1.35%21.62%74.32%1.35%4.65
12. Overtime pay/comp time 0.00%0.00%2.70%21.62%70.27%5.41%4.46
13. Shift differential 12.16%4.05%13.51%22.97%24.32%22.97%2.74
14. On call pay/call back pay 2.70%1.35%8.11%28.38%40.54%18.92%3.46
15. Pay for certification(s), licensures 4.05%5.41%6.76%32.43%44.59%6.76%3.88
16.Pay for filling an "acting" assignment
with more duties 0.00%4.05%10.81%43.24%37.84%4.05%4.03
17. Pay plan that provides upward
mobility 0.00%0.00%2.70%33.78%60.81%2.70%4.47
18. Support from my boss 0.00%0.00%1.35%32.43%64.86%1.35%4.58
19. Training/education for my job 1.35%4.05%1.35%35.14%55.41%2.70%4.31
20. Flexible spending account (medical
savings/childcare)5.41%13.51%13.51%33.78%28.38%5.41%3.50
21. Tuition reimbursement 13.51%13.51%14.86%37.84%12.16%8.11%2.97
22. Uniform allowance 4.11%4.11%6.85%31.51%42.47%10.96%3.71
23. Accrual and payout of leave 0.00%2.78%4.17%29.17%61.11%2.78%4.40
24. Other (please specify)
Public
Works
40.00%
33.50%
35.00%
27.41%
30.00%
23.35%
25.00%
21.28%
20.00%
17.02%
15.00%
10.64%
10.00%
5.00%
0.00%
1-,`
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APPENDIX 5 –Policy Considerations
Policy Samples
The pay plan is integrated from top to bottom, with each range based on market
analysis and point factors assigned to each position.
Application of the Compensation Plan
The compensation plan, containing standard salary ranges for all positions, is applied in
accordance with the following:
(a)RATES. All rates prescribed in the ranges of pay represent the
remuneration authorized for employment.
(b)MINIMUM AND MAXIMUM RATES. Under each salary range there is set
forth a minimum and a maximum salary rate. Except as otherwise provided in
these rules, appointment to any position shall be made at the minimum rate and
advancement from one salary rate to the next higher rate, and to the maximum
rate for the salary range shall be made on th e basis of performance.The City of
Jefferson City may choose to move the ranges each year, which will include
moving the employee’s pay accordingly based on an outside source chosen by
the City Administrator or Governing Body (examples include the U.S. Department
of Labor, the U.S. Bureau of Labor Statistics, the U.S. Conference Board, Mercer
data report, etc.).
Rates of pay may be recommended using the following guidelines:
1.A condition of any appointment above the minimum rate will depend upon
the department’s budgeted wage line item, the employee’s documented
experience and or documented education, or documented certifications that
make the employee’s training time in the job minimal and it is expected the
employee is able to fully take on all the du ties within 30 days of hire. The
applicant clearly exceeds the minimum requirements for the position as set
out in the official position description and clearly meets all of the preferred
requirements for the position as set out in the official position d escription.
2 years of additional education and or job related experience –0-5% above
the range minimum
3 years of additional education and or job related experience –5% to 7.5%
above the range minimum
5 years of additional education and or job related experience –7.5% to 10%
above the range minimum
The requisitioning department must also provide documented
evidence that the position opening has been extensively advertised in
local and regional publications or online sources.
2.When an employee is re-employed, the department head may
request authorization of an appointment at a salary in the range for
the position corresponding to that which the employee had been
receiving upon the termination of his/her previous service.
3.When an employee is hired into a position and does not meet the
minimum requirements as outlined in the position description but is
given time to acquire certifications within a specific amount of time as
outlined in the position description, then the employee will be paid at
10% below the range minimum until the qualifications to perform the
position are met at which time the employee will be moved to the
range minimum.
Merit Pay
Merit Pay is a positive recognition of increased effectiveness in performing the duties of
a position as described in the job descriptions for that classification. As an employee’s
performance in a position continually improves as evidenced by greater production,
improved judgment, and increased initiative, recognition is given to the employee by
means of a merit payment.
Standards for Withholding Merit Increases
When an employee’s performance fails to meet the measures of competency required
by the position description, lacks initiative, lacks in judgment, has poor attendance, or
other reasons as described by the Department Head in the employee’s Performance
Evaluation, a merit payment shall not be granted. The appointing authority and his or
her supervisor shall be responsible for informing the employee of his or her employment
deficiencies and the expected improvements and establish a time of the next scheduled
evaluation. Employees who fail to meet performance expectations within the time frame
established in the prior evaluation may be released from the City of Jefferson City
employment, with or without cause.
Promotion
An employee promoted to a higher classified position shall be given a minimum of a
seven percent (7%) pay increase but not less than the base rate for the range in which
the position is classified. The date for the employee’s performa nce evaluation shall
remain unchanged and will be the anniversary date of the employee.
Demotion
Definition of demotion: A demotion is the movement of an employee to a position with a
range level lower than the current range level.
It is the policy of Jefferson City to ensure effective levels of performance are
maintained. Depending upon the availability of a vacant position for which an individual
is qualified, an employee may be demoted for inadequate performance, as a means of
disciplinary action, or upon voluntary written request.
Involuntary Demotion: An employee demoted to a lower pay classification for
inadequate performance or as a means of disciplinary action shall be given a
minimum of a three percent (3%) reduction in pay from their current sal ary.
Voluntary Demotion: An employee may request a voluntary demotion in writing
and must follow the recruitment process.
1. The Department Head shall consult with the Department of Human
Resources to ascertain the appropriate salary.
The salary will be commensurate with the range and position.
The amount authorized shall be based upon internal equity and
qualifications of the applicant for the position.
The salary shall not exceed the maximum pay of the appropriate range.
2.An employee begins the evaluation period on the date of demotion and
is subject to all City of Jefferson City rules.
Report of Performance Evaluation
A report of Performance Evaluation must accompany the Personnel Status Form when
an employee is being considered for a merit payment, being promoted, demoted or
terminated.
APPENDIX 6 –Additional Market Data
Function
Jefferson
City
Annual
Budget
Jefferson
City
FTE
Peer Group
Annual
Budget
Peer Group
FTE
City Administration $302,182 2.00 1,909,694 10.53
City Clerk/Finance $1,143,868 13.83 $2,166,537 19.75
Court Services $253,071 3.16 $563,080 7.70
Human Resources $232,580 3.33 $474,636 4.26
Information Technology/GIS $1,013,526 10.00 $1,423,662 9.90
Legal Services $341,536 3.34 $714,396 6.68
Fire $6,941,224 74.00 $10,934,806 104.11
Planning & Zoning $1,229,654 11.00 $1,646,663 15.32
Building & Code Enforcement $1,086,654 7.50 $1,000,744 12.75
Public Safety Animal Control $593,607 8.00 $245,186 3.38
Public Safety Emergency
Communications $1,479,519 21.00 $1,743,432 24.96
Public Safety Police $7,888,441 97.00 $11,082,710 125.98
Public Works Airport $425,382 2.00 $2,051,971 11.07
Public Works Streets and Vehicle
Maintenance $4,125,888 30.50 $6,052,896 50.95
Public Works Administration and
Engineering $1,439,491 14.00 $2,824,238 17.93
Public Works Transit $2,510,004 28.00 $7,972,915 51.95
Public Works Wastewater $5,484,057 35.50 $11,860,847 51.19
Parks, Recreation, Forestry $7,300,000 47.00 $6,927,741 55.39
Function
Jefferson City
Cost Per FTE
Peer Group
Cost Per FTE
City Administration $151,091 $181,344
City Clerk/Finance $82,709 $109,673
Court Services $80,086 $73,153
Human Resources $69,844 $111,298
Information Technology/GIS $101,353 $143,862
Legal Services $102,256 $106,928
Fire $93,800 $105,034
Planning & Zoning $111,787 $107,459
Building & Code Enforcement $144,887 $78,502
Public Safety Animal Control $74,201 $72,469
Public Safety Emergency
Communications $70,453 $69,854
Public Safety Police $81,324 $87,972
Public Works Airport $212,691 $185,363
Public Works Streets and Vehicle
Maintenance $135,275 $118,796
Public Works Administration and
Engineering $102,821 $157,554
Public Works Transit $89,643 $153,473
Public Works Wastewater $154,480 $231,709
Parks, Recreation, Forestry $155,319 $125,080
Item
Jefferson City
Employer Share
%
Peer Group
Employer Share
%
Health Insurance (employee)100.00%89.32%
Health Insurance (employee/child)85.00%64.57%
Health Insurance (employee/spouse)77.00%64.69%
Health Insurance (family)78.00%63.85%
Vision (employee)0.00%8.67%
Vision (employee/child)0.00%6.68%
Vision (employee/spouse)0.00%6.68%
Vision (family)0.00%6.29%
Dental (employee)100.00%68.57%
Dental (employee/child)0.00%36.51%
Dental (employee/spouse)0.00%36.89%
Dental (family)0.00%33.89%
Paid Time Off as of July 1, 2016:
Leave Hours Jefferson City
Days Per Year Provided
Peer Group Days Per Year
Vacation after 1 year 11.00 11.42
Vacation after 5 years 12.00 14.75
Vacation after 10 years 16.00 17.52
Sick leave after 1 year 15.00 17.71
Sick leave after 5 years 15.00 18.43
Sick leave after 10 years 15.00 18.79
$0
$100,000
$200,000
$300,000
$400,000
$500,000
$600,000
$700,000
Chart 1: Jefferson City Peer Comparison of Cost per FTE by Department
Peer Average per FTE
Jefferson City Average per FTE
$0
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
$200,000
Chart 1a: Jefferson City Peer Comparison of Cost
per FTE by Department
Peer Average per FTE
Jefferson City Average per FTE
$0
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
Chart 1b: Jefferson City Peer Comparison of Cost
per FTE by Department
Peer Average per FTE
Jefferson City Average per FTE
$0
$40,000
$80,000
$120,000
$160,000
$200,000
$240,000
$280,000
Chart 1c: Jefferson City Peer Comparison of Cost
per FTE by Department
Peer Average per FTE
Jefferson City Average per FTE
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Health Insurance
(employee)
Health Insurance
(employee/child)
Health Insurance
(employee
spouse)
Health Insurance
(family)
Chart 2: Comparison of Employer Provided Health Benefits
Peer Group Employer Share %
Jefferson City Employer Share %
0.00
2.00
4.00
6.00
8.00
10.00
12.00
14.00
16.00
18.00
20.00
Vacation
after 1 year
Vacation
after 5
years
Vacation
after 10
years
Sick leave
after 1 year
Sick leave
after 5
years
Sick leave
after 10
years
Chart 3: Comparison of Paid Time Off
Peer Group Days Per Year
Jefferson City Days Per Year