Loading...
09-09-19 Town Council Work Session PacketTown Council Monday, September 09, 2019 4:00 PM 130 Kearns Road Council Chambers Agenda 1.Start Time 4:00 P.M. 2.Item for Discussion 2.1.Joint Meeting with the Parks, Open Space, Trails and Recreation Board Agenda Summary POSTR Board Page 2 3. Item for Discussion 3.1.Joint Meeting with the Part Time Residents Advisory Board Agenda Summary PTRAB Page 3 4.Item for Discussion 4.1.Compensation Analysis Review Agenda Summary Compensation Analysis Page 4 Compensation Analysis Presentation Page 6 5.Adjournment 1 Town of Snowmass Village Agenda Item Summary DATE OF MEETING: September 9, 2019 AGENDA ITEM: Joint Meeting with POSTR Advisory Board PRESENTED BY: Jeff Kremer – Board Chair Darryl Grob Matt, Donnelly Brett Beavers Michael Tippet Lee Ann Vold Lisa Waldman Larry Dempsey Sarah McMahon, Assistant Parks, Recreation & Trails Director Andy Worline, Parks, Recreation & Trails Director BACKGROUND: JOINT MEETING WITH THE PARKS, OPEN SPACE, TRAILS AND RECREATION ADVISORY BOARD FINANCIAL IMPACT: APPLICABILITY TO COUNCIL GOALS & OBJECTIVES: COUNCIL OPTIONS: 1. STAFF RECOMMENDATION: ATTACHMENTS: 09-09-19 TC Work Session Page 2 of 17 2 Town of Snowmass Village Agenda Item Summary DATE OF MEETING: September 9, 2019 AGENDA ITEM: Joint Meeting with the Part Time Resident Advisory Board (PTRAB) PRESENTED BY: Gene Burrus, PTRAB, Chair Bob Fike, PTRAB Nancy Shapiro, PTRAB Joyce Shenk, PTRAB Michelle Millerd, PTRAB Charles Hess, PTRAB Stewart Gorenberg, PTRAB Travis Elliott, Assistant Town Manager & Staff Liaison BACKGROUND: As requested by the Town Council, Monday’s meeting will be a joint work session with the PTRAB. This is meant to be an informal conversation to support the Town Council’s goal to increase communication and listening opportunities with the Town’s advisory boards. The PTRAB would also like to take the opportunity to get to know each other, discuss the Board’s role, and provide direction on future goals. 09-09-19 TC Work Session Page 3 of 17 3 Town of Snowmass Village Agenda Item Summary DATE OF MEETING: September 9, 2019 AGENDA ITEM: Compensation Analysis Review PRESENTED BY: Kathy Fry, Human Resources Director Laurie Graves, Graves Consulting LLC BACKGROUND: Over the course of the last decade, the Town of Snowmass Village collaborated with Eric Marburger, President of ESM Consulting Services, and conducted updates to the Town’s pay structures as well as various special compensation projects. In 2017, Eric Marburger collaborated with Laurie Graves, Founder of Graves Consulting LLC, and conducted a comprehensive pay plan update for the Town. Earlier this year, Laurie Graves led a 2019 compensation analysis for the Town that included a review of the Town’s pay structures, a market review for all Town positions and a targeted review of all supervisory level positions to ensure that such positions are both aligned with market pay and that internal equity exists. Today, Laurie will provide Town Council with a summary of the 2019 Compensation Analysis. FINANCIAL IMPACT: N/A APPLICABILITY TO COUNCIL GOALS & OBJECTIVES: Community Engagement 09-09-19 TC Work Session Page 4 of 17 4 COUNCIL OPTIONS: 1. Enjoy the presentation STAFF RECOMMENDATION: No action is necessary. ATTACHMENTS: 09-09-19 Compensation Analysis Review Update 09-09-19 TC Work Session Page 5 of 17 5 2019 Market Update Town Council Presentation 9-9-19 09-09-19 TC Work Session Page 6 of 17 6 Project Overview Update the Town’s Pay Structure for 2019 based on current market data along with a deeper review of all supervisory positions to ensure both external market data and internal equity are appropriately accounted for in the benchmarks and pay grades 09-09-19 TC Work Session Page 7 of 17 7 Background Eric Marburger of ESM Consulting Services has been working with the Town since 2007 I’ve been working with Eric since 2016 and he continues to be engaged in this project We last updated the Town’s pay structures in 2017 The Town has four pay families and an open range system and does a full market update every other year 09-09-19 TC Work Session Page 8 of 17 8 Definition of Market Other Colorado resort communities Have similar swings in population May serve a large visitor population Have comparable employee issues High cost of housing/lack of affordable housing Potentially long commutes Additional weighting for Aspen, Pitkin Co, and Eagle Co For some positions, we use data that includes other municipalities and private sector data Housing, Solid Waste, Tourism, Shared Services (IT, HR, Finance) 09-09-19 TC Work Session Page 9 of 17 9 Process & Methodology Job Matching and Market Update: Review existing benchmarks, revised job descriptions and all previously gathered data and feedback to update external market data for 2019. Some benchmarks are a one to one match and some are a blend of two. Some benchmarks are scoped up or down to account for uniqueness in the role. Survey data from Employers Council and Colorado Municipal League are primary sources; also used private data where appropriate for positions commonly found in the private sector. 09-09-19 TC Work Session Page 10 of 17 10 Project Deliverables Pay Structure Update: Recommend market adjustments for each of the four Pay Scales May recommend some positions be moved from one Pay Grade (or Pay Family) to another based on market results or internal equity Prepare and provide updated Pay Scales Project conclusion: Prepare written report summarizing project scope, process, findings and recommendations Discuss report with Senior Staff and present to Town Council 09-09-19 TC Work Session Page 11 of 17 11 -Town midpoints and incumbent pay at or above market Labor Trades Pay Family Town Midpoints Incumbent Pay 2019 Market $30,000 $80,000 $60,000 $70,000 $40,000 $50,000 $90,000 2 3 4 5 6 7 8 9 09-09-19 TC Work Session Page 12 of 17 12 3-4% increase to structure recommended to maintain competitive position Professional Pay Family Town Midpoints Incumbent Pay 2019 Market $40,000 $140,000 $100,000 $120,000 $60,000 $80,000 $160,000 3 5 7 9 11 13 15 09-09-19 TC Work Session Page 13 of 17 13 -Made adjustments to two positions in lowest pay grade -Town midpoints and incumbent pay at or above market Public Safety Pay Family Town Midpoints Incumbent Pay 2019 Market $40,000 $90,000 $70,000 $80,000 $50,000 $60,000 $100,000 1 2 3 4 5 6 7 $110,000 8 9 09-09-19 TC Work Session Page 14 of 17 14 -Town midpoints well aligned to market -Town wages lower in high turnover positions toward bottom of scale Support Pay Family Town Midpoints Incumbent Pay 2019 Market $30,000 $55,000 $45,000 $50,000 $35,000 $40,000 $60,000 0 1 2 3 4 6 7 $65,000 5 $70,000 09-09-19 TC Work Session Page 15 of 17 15 Market Update Summary The pay structures are in good shape, however some of the higher pay grades are closer together than we’d normally recommend Minimal pay structure adjustments needed for 2020 3-4% for the Professional Pay Family to remain competitive No market increase indicated for other Pay Families but would support a small increase for recruiting/retention purposes 27% of Town employees being paid at the grade maximum This is high but not concerning Discussing potential strategies to address in the future (ie, width of ranges, ability to exceed max) We have recommended pay grade increases for several positions based on market and the Supervisory position review Also recommended a revision to the current process for how pay grade changes are handled We agreed with moving several part time Rec positions that were formerly Independent Contractors and paid per class/event to a separate pay schedule 09-09-19 TC Work Session Page 16 of 17 16 Laurie Graves President and Principal Consultant laurie@graveshrconsulting.com 918.639.6053 09-09-19 TC Work Session Page 17 of 17 17