001-02 OrdinanceRECORD OF ORDINANCES
Ordinance No ...............01-02................................... Passed .................................................................., .
......................
AN ORDINANCE AMENDING CERTAIN SECTIONS
OF ORDINANCE N0.98-96 (COMPENSATION PLAN
FOR NON-UNION PERSONNEL)
WHEREAS, Council has determined, upon the recommendation of the City Manager, that
certain sections of Ordinance No. 98-96 (Compensation Plan for non-union personnel) should
be amended; and
WHEREAS, Council has determined that such amendments are necessary for the City to
maintain a competitive position within the public sector labor market, thus aiding in the
recruitment and retention of highly qualified, highly effective staff;
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State of
Ohio, '' of the elected members concurring:
Section 1. That, Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reassigning the "GIS/CAD
Technician" job classification (Pay Grade 5) to the following:
Classification Title Pay Grade
GIS Analyst 6
Section 2. That, in accordance with the requirement of Section 2.J. of Ordinance No. 98-96,
Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"), subsection B. of
Ordinance No. 98-96 be amended by adjusting all pay ranges contained therein by 5% at the
minimum and maximum of each range, reflected as follows:
SCHEDULE OF PAY GRADES & RANGES
PAY GRADE PAY RANGE
1 $23,010 - $34,515
2 $25,103 - $36,713
3 $27,387 - $40,054
4 $29,880 - $43,699
5 $32,814 - $47,675
6 $34,558 - $51,841
7 $37,704 - $56,556
8 $42,333 - $61,911
9 $46,184 - $67,544
10 $50,387 - $73,692
11 $54,974 - $80,397
12 $59,976 - $87,714
13 $65,434 - $95,696
RECORD OF ORDINANCES
__ Dayton Legal Blank Co. Form No 30043
Ordinance No ................................................................... Passed .................................................................., .......................
Section 3. That Section 5 ("HOLIDAYS") of Ordinance No. 98-96 be amended by deleting
paragraphs G. and H. contained therein and replacing them with the following:
G. Should the Federal or State government designate a specific date or day of the
week for observation of one of the above listed holidays, the City will generally
follow that designation. For employees assigned to a Monday through Friday
work schedule (Saturday and Sunday off), when a holiday falls on a Saturday, the
Friday immediately before the holiday shall be the observed day; should the
holiday fall on a Sunday, the Monday immediately following the holiday shall be
the observed day. For employees assigned to other than a Monday through Friday
work schedule (Saturday and Sunday off J, the holiday shall be celebrated on the
calendar day on which the holiday actually falls.
Section 4. That Section 10 ("MEDICAL, DENTAL, VISION, AND LIFE INSURANCE"),
Paragraph A. of Ordinance No. 98-96 be amended by deleting the language contained therein
and replacing it with the following:
A. The City shall make available group medical, prescription drug, dental, and vision
benefits to all employees serving in Full-Time Permanent positions and their
dependents and to all Council Members and dependents in accordance with the
City's Plan Document. Said benefits will be those described in the City's Plan
Document and be made available with no contribution on the part of the employee
or Council Member other than the required deductibles, co-payments, co-
insurance, and annual out-of-pocket maximum identified in the Plan Document.
The plan design for these benefits shall be the same as in the effect on December
31, 2001, with the following exceptions:
Medical Benefits
A separate prescription drug card co-payment shall be implemented for generic
and brand name drugs. In 2002, the prescription drug card co-payment will
remain at $5.00 for generic drugs; however, the co-payment for brand name drugs
will be $10.00. Beginning January 1, 2003, the prescription drug card co-
payment shall be increased to $8.00 for generic drugs and to $15.00 for brand
name drugs.
Dental Benefits
The annual maximum benefit for preventive/diagnostic services, basic services,
and major services shall be increased to $1,500 per plan member. (Orthodontia
coverage shall remain at a $1,000 lifetime maximum benefit level.)
Vision Benefits
The schedule of allowances for Eye Examinations shall be increased such that the
Plan's 80% coverage shall not exceed $50.00. The schedule of allowances for
Frames shall be increased such that the Plan's 80% coverage shall not exceed
$85.00. The schedule of allowances for Lenses shall be increased such that the
Plan's 80% coverage shall not exceed $125.00 for all spectacle lens types. The
schedule of allowances for Cosmetic Contact Lenses shall be increased such that
the Plan's 80% coverage shall not exceed $125.00 in lieu of spectacle lenses and
frames.
Section 5. That Section 13 ("OVERTIME/COMPENSATORY TIME"), Paragraph B. of
Ordinance No. 98-96 be amended by deleting the fourth (4°i) sentence in said paragraph and
replacing it with the following:
"If at the end of each calendar year (December 315, a non-exempt employee has 160
hours of compensatory time in his/her compensatory time bank, he/she shall be
permitted to covert up to 50 hours of compensatory time in said bank to cash."
RECORD OF ORDINANCES
Ordinance No ................................................................... Passed .................................................................., .......................
Section 6. That the Ordinance shall take effect and be in force on the earliest date permitted
by law.
Passed this~~ay of
Mayor -Presiding Officer
ATTEST:
~~~~
Clerk of Council
~ here'~q a~rt~'y ;lint [OQieS `Jf tItSS Ord-na~CPIReSOIU~~cG, ~~~re posted in i
City of Dublin in a€tardance with Section 731.25 of the Ohio Revised Cod+
[.u1cu~, Clark ' Council, Dublin. Ohio
Office of the City Manager
5200 Emerald Parkway • Dublin, Ohio 43017-1006
Phone: 614-410-4400 • Fax: 614-889-0740 Memo
To: Members of Dublin City Council
From: Marsha I. Grigsby, Interim City Manager "~.~
Date: January 3, 2002
Re: Ordinance No. 01-02 Amending Certain Sections of the City Compensation Plan for
Non-Union Personnel
By: David L. Harding, Director of Human Resources/Procurement ~'
INTENT OF LEGISLATION
Attached for your consideration is Ordinance No. 01-02 amending certain sections of the City
Compensation Plan for Non-Union personnel (Ordinance No. 98-96). As you may recall, at the
beginning of each calendar year, Staff recommends amendments to the Compensation Plan, which
traditionally involve changes in benefits, adjustments to the wage/salary structure, adoption of pay
grades for new job classifications, the reassignment of certain job classifications to different pay grades,
or certain "housekeeping" changes.
Adoption of Ordinance No. 01-02 would accomplish several objectives:
• the reassignment of certain classifications to different pay grades to enhance
recruitment/retention efforts and to achieve internal equity;
• the adjustment of all pay grades/ranges within the wage/salary structure based upon inflationary
factors during 2000 and 2001;
• the adjustment of certain benefits to maintain a competitive posture within the public sector labor
market, thus aiding in the recruitment and retention of a highly qualified/highly effective staff;
• the adjustment of certain benefits to maintain relative parity between union and non-union
personnel; and
• the adoption of certain "housekeeping" changes.
RE-ASSIGNMENT OF CERTAIN CLASSIFICATIONS TO DIFFERENT PAY GRADES
During the past year, the Human Resources Staff was called upon to re-analyze/re-factor one particular
job classification ("GIS/CAD Technician") in light of the changing concept/nature of the job and
evolution in duties/responsibilities. This job classification was re-factored by the Human Resource Staff
using the "Position Appraisal Method" job evaluation instrument which has been in use in the City of
Dublin since 1996. The "Position Appraisal Method" of job evaluation is a point factoring system
specifically designed for Public Sector organizations and is comprised of the following seven (7)
compensable factors, each with a particular weighted value:
• Nature of Work and Knowledge/Ability Requirements (Weighted Value: 20)
• Supervision Exercised/Scope of Responsibility (Weighted Value: 20)
• Scope and Effect of Decisions/Actions (Weighted Value: 20)
• Problem Solving and Complexity/Nature and Extent of Guidelines (Weighted Value: 15)
• Application of Authority (Weighted Value: 5)
• Purpose and Nature of Work Contacts (Weighted Value: 10)
• Physical and Sensory Demands/Hazards (Weighted Value: 10)
Each factor consists of numerous levels that reflect increasing importance, responsibility, and difficulty
which are measured by numerical weights. Once the appropriate level is identified by Staff, the points
assigned to that level are multiplied by the weighted value for the factor, which results in a given point
total for each factor. All points in all factors are added and the total number of points determines the pay
grade to which the job is assigned. The higher the point total, the higher the pay grade.
Based upon the results of this point factoring analysis on the "GIS/CAD Technician" classification, Staff
is recommending that this job classification be reclassified to "GIS Analyst" and reassigned from Pay
Grade 5 to Pay Grade 6 in the City's Wage & Salary Structure. (This recommendation is reflected in
Section 1. of the attached Ordinance.)
INFLATIONARY ADJUSTMENTS TO PAY GRADES/RANGES
Section 2.J. of the existing Compensation Plan (Ordinance No. 98-96) requires the pay grade/range
structure to be reviewed on a biennial basis by the City Manager and the Director of Human
Resources/Procurement for the purpose of proposing inflationary adjustments to the grade/range
structure. (The purpose of making such adjustments is to ensure that the pay structure maintains its
relative worth over time, which maintains the City's ability to recruit highly qualified, highly effective
staff members.) The present grade/range structure has not been reviewed for such inflationary
adjustments since it was implemented in August 2000; therefore, now would be the appropriate time to
recommend such adjustments. Staff has conducted research with the U.S. Bureau of Labor Statistics and
it appears that the inflation rate in this region over the past 18 months has been around 5%. Staff,
therefore, recommends that all pay ranges in the City grade/range structure be adjusted at the minimum
and maximum by a factor of 5%. Should these proposed adjustments be adopted, Section 2.J. of the
existing Compensation Plan (Ordinance No. 98-96) requires that such adjustments become effective
January 1, 2002. This does not mean that each employee would receive an "across the board increase" -
these adjustments affect the range structure. Individual employee compensation is addressed through
the merit increase program which enables each employee to receive an annual merit increase, based on
his/her performance, on his/her anniversary date. These adjustments, however, would enable employees
presently "maxed-out" in their pay grades to receive a merit increase in 2002, provided their merit
review date falls on January 1, 2002 or later. (This proposed 5% adjustment to the grade/range structure
is reflected in Section 2. of the attached Ordinance.)
2
ADTUSTMENT OF BENEFITS -MARKET COMPETITIVENESS/PARITY BETWEEN
UNION AND NON-UNION PERSONNEL
Medical Plan
As discussed during the 2002 Council Budget Hearings, ever-increasing prescription drug costs have
influenced Staff to recommend amendments to the City's Prescription Drug coverage. Under these
.M. proposed amendments, Staff is recommending that a separate Prescription Drug Card co-payment be
implemented for generic and brand name drugs. Under the amendments, the present $5.00 Prescription
r.~ Drug Card co-payment would remain unchanged for generic drugs in 2002, however, the co-payment for
brand name drugs would be increased to $10.00. Beginning January 1, 2003, the co-payment for generic
drugs would increase to $8.00 and the co-payment for brand name drugs would increase to $15.00.
Recent surveys indicate that while employees nationwide share in an average of 33% of their employers'
prescription plan costs, Dublin employees presently share in only 7% of the City's plan costs. Recent
surveys also indicate that the annual inflation rate in prescription drug expenses is running at 22%.
These two facts necessitate that amendments be proposed to the Medical Plan. The City's Medical Plan
has historically provided very rich benefit levels with little out of pocket expense on the part of
employees, and the Plan has not experienced any plan design changes since 1993. Even with the
amendment to the Prescription Drug Card co-payment, the Plan is still very rich in comparison to most
plans offered in the public sector. Although the Prescription Drug Card co-payment would increase
under the proposed plan amendment, plan participants would still enjoy a low cost alternative in the
form of the mail order prescription drug program, which would still offer a $1.00 co-payment. Plan
participants will be strongly encouraged by the Human Resources Division to explore the usage of the
mail order program in the future. The Prescription Drug Card co-payment amendment, if adopted at the
January 22, 2002 Council Meeting, would become effective February 21, 2002.
Vision Plan
„w., As also discussed during the 2002 Council Budget Hearings, Staff is recommending that certain
coverage enhancements be made to each component of the Vision Plan (Eye Exams, Frames, Lenses,
,,,~„ and Contacts). The 80/20 plan design would remain unchanged, which means that employees would
continue to pay 20% of the charges and the plan would cover 80% of the charges up to the maximum
amount in the schedule of allowances. Under the proposed amendments, however, the maximum
coverage for Eye Exams would increase from $35 to $50, the maximum for Frames would increase from
$40 to $85; the maximum for Lenses would increase from $60 for certain types of lenses to $125 for all
spectacle lenses; and the maximum for Cosmetic Contacts would increase from $100 to $125. (Plan
participants would continue to be eligible for an Eye Exam or Glasses or on Eye Exam and Contact
Lenses once per calendar year.) These same coverage enhancements were negotiated into the United
Steelworkers Collective Bargaining Agreement in August 2001 and adoption of the same enhancements
for non-union personnel at this time would achieve relative parity between union and non-union
personnel. In addition, the enhanced coverage levels are inline with the norm in most Public Sector
Plans administered by the City's Third Party Administrator (MCA) and, therefore, would move the
City's Vision Plan to a more competitive position in the market for Public Sector Plans. (The existing
coverage levels have not been adjusted for several years.) This amendment, if adopted at the January 22,
2002 Council Meeting, would become effective February 21, 2002.
Dental Plan
Staff is also recommending that coverage enhancements be made to the Dental Plan at this time.
Specifically, Staff is recommending that the annual maximum benefit amount for preventative/
diagnostic, basic, and major services under the Plan be increased from $750 to $1,500. This annual
maximum benefit has not been adjusted for a number of years and it is expected that this adjustment will
move the City's Dental Plan to a more competitive position in the market for public sector dental plans.
(The City's Third Party Administrator has surveyed other Public Sector Plans under its current
administration and has validated that an annual maximum benefit amount of $1,500 is the norm.) The
present deductible of $25 per year for single coverage and $50 per year for family coverage will remain
unchanged, as well as the $1,000 lifetime maximum benefit for Orthodontia. This amendment to the
Dental Plan, if adopted at the January 22, 2002 Council Meeting, would become effective February 21,
2002.
(The above referenced changes in Medical, Dental, and Vision benefits are reflected in Section 4. of the
attached Ordinance.)
Compensatory Time Conversion
Staff is recommending one other adjustment in benefits at this time, which involves the threshold
governing when anon-exempt employee may convert a portion of his/her compensatory time back to a
cash payment. Under the existing provision of the Compensation Plan, anon-exempt employee may
convert up to 50 hours in his/her compensatory time back to a cash payment at the end of each calendar
year, if he/she has 240 hours in the bank at the end of the calendar year. Under the proposed
amendment, anon-exempt employee would be able to convert the same number of hours (up to 50) at
the end of each calendar year, but at a lower threshold (160 hours) in his/her bank. This same threshold
level was negotiated into the United Steelworkers Collective Bargaining Agreement in August 2001 and
adoption of the same provision for non-union personnel at this time would again achieve relative parity
between union and non-union personnel. Staff also views this amendment as a mutually beneficial
arrangement to the employees and the City in that it allows employees to obtain a cash payment (at a
lower threshold) for their banked time, while at the same time reducing time off as well as reducing
future financial liability to the City. (It is less expensive for the City to cash out compensatory time in
today's dollars as opposed to in the future when the employee is earning a higher rate of pay.) (This
amendment is reflected in Section 5. of the attached Ordinance.)
"HOUSEKEEPING" AMENDMENTS
Staff is recommending one "housekeeping" amendment at this time, which involves the days on which
City holidays are celebrated. The existing provision of the Compensation Plan requires that when a
Holiday falls on a Saturday, it shall be celebrated on the Friday immediately before and when a holiday
falls on a Sunday, it shall be celebrated on the Monday immediately following. This language worked
well for many years when all non-union personnel worked a Monday through Friday schedule.
However, the Service Department now has 2°d shift personnel, some of which work Tuesday through
Saturday (Sunday and Monday off) and some of which work Wednesday through Sunday (Monday and
Tuesday off). Staff believes the amendment proposed in Section 3 of the attached Ordinance would
better accommodate the advent of such work schedules.
Attachment
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