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HomeMy WebLinkAboutCity of Rexburg - Salary Study Report from BestDayHR Final March 15, 2023 8 3 PROJECT DESCRIPTION & METHODOLOGY The City of Rexburg enlisted the assistance of BestDayHR to conduct a custom Salary Study. The results of this study will better help the City of Rexburg recruit and retain highly qualified and competent team members within an internally equitable and market competitive system. At the onset of this project, Rexburg’s current Job Descriptions, pay plans and other related materials were collected and reviewed. The City identified the following 115 positions to include in this study: 1. Accounts Payable Specialist 2. Asset Management System Administrator 3. Assistant City Engineer 4. Assistant Public Works Director 5. Building Official 6. Building Safety Electrical Inspector 7. Building Safety Inspector I 8. Building Safety Inspector II 9. Building Safety Inspector III 10. Building Safety Plumbing/Mechanical Inspector 11. Chief Finance Officer/Finance Director 12. City Attorney 13. City Clerk 14. City Engineer 15. City Planner/Planning and Zoning Director 16. Controller/Deputy Treasurer 17. Cultural Arts Director 18. Customer Service Clerk 19. Deputy City Attorney 20. Deputy City Clerk 21. Economic Development Assistant 22. Economic Development Director 23. Engineering Cadd Draftsman/Design Tech 24. Engineering Technician 25. Fire Administrative Services Manager 26. Fire Chief 27. Fire Deputy Chief 28. Fire Division Chief 29. Fire Emergency Manager Captain 30. Fire Fighter/EMT 31. Fire Fighter/Paramedic 32. Fire Fighter/Paramedic Battalion Chief 33. Fire Fighter/Paramedic Captain 34. Fire Fighter/Paramedic Lieutenant 35. Fire Inspector 36. Fire Professional Development Coordinator - New Position 37. Geographic Information System Analyst I 38. Geographic Information System Analyst II 39. Geographic Information System Manager 40. Geographic Information System Technician 41. Golf Grounds Maintenance Superintendent 42. Golf Professional 43. Grant Coordinator 44. HR Director 45. Information Technology Chief Information Officer 46. Information Technology Operations Manager 47. Information Technology Support Center Lead Technician 48. Information Technology System Administrator 49. Ordinance Compliance Officer 50. Park Maintenance Operator I 51. Parks Assistant Superintendent 52. Parks Superintendent/Director 53. Payroll Specialist/Human Resource Assistant (Payroll Clerk) 54. Permit Tech/Building Administrative Assistant 55. Planner I 56. Planner II 57. Planning and Zoning Administrative Assistant 58. Police Administrative Assistant/Office and Records Supervisor 59. Police Administrative Records Clerk 60. Police Administrative Records Specialist 61. Police Animal Service Officer I 62. Police Animal Service Officer II 63. Police Assistant Chief 64. Police Chief 65. Police Community Policing Lieutenant Officer 66. Police Community Policing Officer 67. Police Community Policing Sergeant Officer 68. Police Detective Lieutenant Officer 69. Police Detective Officer 70. Police Detective Sergeant Officer 71. Police Evidence Audit/Logistics and Support Clerk 72. Police Evidence Specialist/Training Coordinator/Detective 73. Police Parking Attendant 74. Police Patrol Corporal Officer 75. Police Patrol Lieutenant Officer 76. Police Patrol Officer 77. Police Patrol Sergeant Officer 78. Police Patrol Specialist II 79. Public Works Administrative Assistant 80. Public Works Building/Facilities Maintenance Coordinator 81. Public Works Director 82. Recreation Coordinator 83. Recreation Director 84. Recreation Manager 85. Sanitation Driver 86. Sanitation Foreman 87. Senior Fire Fighter/EMT 88. Senior Staff Accountant 89. Shop Mechanic Assistant Foreman 90. Shop Mechanic Foreman 91. Shop Mechanic I 92. Shop Mechanic II (Pg Mechanic and Welder) 93. Shop Mechanic II-Fire Dept 94. Staff Accountant 95. Staff Engineer 96. Street Foreman 97. Street Operator I 98. Street Operator II 99. Street Operator III 4 100. Utility Billing Specialist (Clerk) 101. Waste Water Treatment Assistant Foreman 102. Waste Water Treatment Foreman 103. Waste Water Treatment Operator I 104. Waste Water Treatment Operator II 105. Waste Water Treatment Operator III 106. Waste Water Treatment Operator In Training 107. Wastewater Collection Foreman 108. Wastewater Collections Operator I 109. Wastewater Collections Operator II 110. Wastewater Collections Operator III 111. Water Distribution/Production Operator I 112. Water Distribution/Production Operator II 113. Water Distribution/Production Operator III 114. Water Distribution/Production Operator In Training 115. Water Foreman It was determined by the City that all Job Descriptions were up to date and reflected the current responsibilities of that position. So, BestDayHR did not make any revisions to the City’s Job Descriptions. The customized study was sent to selected comparable organizations, with an ask of providing the primary position function for each full-time position, as well as current pay (also minimum and maximums) and years of experience for the person holding the position. The City of Rexburg wanted included Private Sector Sources (www.lmi.idaho.gov/oes and www.salary.com) and the following comparators: • Madison County • Bonneville County • Bannock County • Ammon • Idaho Falls • Blackfoot • Jefferson County • Kootenai County • Chubbuck • Twin Falls • Caldwell • Meridian • Lewiston • Nampa • Jerome • Moscow • Post Falls • Coeur D’ Alene • State Of Idaho As noted above, a balanced group of organizations were analyzed for this project. It should be noted that each organization surveyed in this study is unique, with different organizational structures and, in some cases, alternative allocations of duties among employees. Further, not every comparable delivers the exact mix of services found in the City of Rexburg. This is especially true for the Police positions at the City of Rexburg. The focus of our market analysis was to identify positions in other organizations with a similar scope of responsibilities, requiring similar knowledge, skill, and expertise. There are no “perfect matches” in terms of organization or position; the one constant is that all public employers ask public employees to “wear many hats,” do more with less, and take on greater responsibility. Even with variations in operations and position duties, we are confident that the survey results represent fair, objective, and reasonable comparisons to the market. KEY FINDINGS The City of Rexburg’s pay levels, taken in total, are 97% of (or slightly below) “the market” (the mid-market comparison ratio averages of your comparators) and 34% above the peer minimum and 25% below the peer maximum. Our analysis suggests that the City’s compensation is at market or slightly below. Detailed market data for each position can be found in the Compensation and Market Comparability section below. Additional items to consider: 5 • While there are variations among individual positions, it is important to keep in mind that being above or below market does not necessarily mean that someone is “overpaid” or “underpaid” but rather shows the overall comparability of the market. • We received over 5,600 lines of data from the peers in this survey. To ensure we were comparting equitably, we eliminated all peer data for positions that were making less than $15,000 annually. Upon further exploring this, we found that most peers included part-time and seasonal positions. • The Years of Experience provided by peers was minimal and shouldn’t be assumed that it reflects actual Years of Experience in the compared positions versus years of experience at the organization. To this end, adjustments in compensation relative to the “Years” results were not made and are presented only for your information. • Relative to the selected peers, any cost-of-living differences and assumed commuting expenses should be considered in any further analysis. • Specialists in the Police Department at the City of Rexburg have specialties built into their job description which determine the level of pay. However, we found that most peers provide “Specialty Pay” on top of base-pay, so it was difficult to find equitable peers. COMPENSATION & MARKET COMPARABILITY To determine appropriate pay rates, we utilized a customized market survey to gather information on what the competitive labor market pays for similar positions. We collected information on pay ranges and current, actual salaries in the event no range was available. It should be noted that each organization surveyed in this study is unique, with different organizational structures and in some cases, alternative allocation of duties among employees. Further, not every comparable employer delivers the exact mix of services found in the City of Rexburg. The focus of our market analysis was to identify positions in other organizations with a similar scope of responsibilities, requiring similar levels of knowledge, skill, and expertise. Taken in total, Rexburg’s compensation is approximately 3% below the market as compared to the market medians. In reviewing the individual position results, keep in mind that being above or below market doesn’t necessarily mean someone is “overpaid” or “underpaid.” Rather, this is a simple way to gauge overall comparability to market. In comparison to the identified peers, our analysis reveals that the City of Rexburg is at market or slightly below. Tables 1-3, on the following pages, include the Market Averages, Compensation-Ratios, and Position in Range calculations. We separated the public safety positions (Fire and Police department positions) from other departments for easier viewing of the tables. The Compensation Ratios were calculated by the City’s pay rate divided by the market average for minimum, midpoint, and maximum pay rates. These tables are sorted by their Median Compensation Ratio results, high to low, for easy viewing. We generally consider positions to be “at market” if they are +/-12.5% of the market median. The Position in Range analysis is like the Compensation Ratio but shows how deep into the position’s pay range their actual compensation is positioned. Taken in total, our analysis suggests that the City’s overall compensation is at or slightly below market relative to its identified peers. 6 Table 1 Table 2 7 Table 3 8 Table 4 shows the positions at Rexburg that are either newly created or are currently vacant and, therefore, providing Compensation Ratio and position in Range results are not applicable. However, we wanted to show the median and average pay for the matched positions across all peers. Table 4 NEXT STEPS In addition, to the analysis provided above, we have developed multiple HTML files for the City of Rexburg to download that will allow you to drill down into the data further. Open each file and select download. Once downloaded, the files should open in your web browser, and you will have the ability to interact with the dynamic files. The following files have been attached in the e-mail: • Rexburg Peer Compensation Comparison Plots.html The charts in this file provide a visual format that allows you to see each peers’ compensation data relative to Rexburg’s compensation data. • Rexburg Mean Percent Differences.html The charts in this file provide a visual format that allows you to see mean percentage differences for each position relative to its peer. • Rexburg Mean Dollar Differences.html Similar to the “Mean Percent Differences” file, the charts in this file show the absolute dollar difference in each position relative to each peer. Thank you for partnering with BestDayHR on your Custom Salary Study. We ask that you review this report and identify any questions you may have. Then when you are ready, please reach out and we will schedule a virtual call to discuss the report with you and answer any questions you may have.