The URL can be used to link to this page

Home My WebLink AboutPackets - Council Packets (1728)Town Council Meeting Regular Session July 6, 2022 Town Council Meeting Announcements Upcoming Meetings Meetings are subject to change. Check the Town website for meeting status. Water Utility Commission Regular Session -CANCELED July 11 at 5 p.m. Hopi Conference Room Budget and Finance Regular Session –CANCELED July 19 at 4 p.m. Council Chambers Town Council Regular Session July 20 at 6 p.m. Council Chambers Town Council Meeting Announcements Town Council Meeting Regular Session July 6, 2022 Public Hearing: Ordinance No. (O)22-07 Related to Property Exchange for D.C. La Canada LLC Parcel Located at Community Center July 6, 2022 Parcels Background 2015: Community Center acquired Historically used dirt lot for parking Currently using for materials storage Increased facility usage -Fitness, golf, tennis and pickleball Town’s Park-n-Ride adjacent to Vistoso Funderal Home: Significantly underused Front maintained for same use (approximately 17-19 spaces) Property Exchange Justification Addresses current parking capacity issue Plans for potential future needs –Community Center and ADA improvements, fitness and pickleball usage, etc. Existing parking lot exchanged for future parking lot Town’s Park-n-Ride significantly underutilized Facility still maintained with this proposal Benefits Community Center users and visitors Reduces potential conflicts if dirt lot were to be developed Owner willing to engage in exchange Tonight’s Action Looking for Town Council’s policy direction via Ordinance Complies with Arizona Revised Statutes §9-407 No money exchanged between parties, just property If approved, Town Manager will complete remainder of process Questions? Town Council Meeting Regular Session July 6, 2022 Adoption of the 2022-2023 General Pay Plan July 6, 2022 Adoption of the FY 22/23 General Pay Plan Introduction Presenters Andrew R. Votava, Human Resources Director Igor Shegolev, President & Founder, HR Know Executive Summary Background –the Current Plan The Classification and Compensation Study Methodology –the Details The Proposed 2022-2023 General Pay Plan The General Pay Plan Background Town Council adopts the general pay plan annually as part of the final budget. The current Pay Plan structure (Plan) was implemented as a result of a compensation study in 2013. The Plan has pay grades ranging from 100 to 135 numbered in increments of 1. Each pay grade is 5% higher than the next lower pay grade. Each maximum is 50% higher than the minimum of the same pay grade. Part time (PT) pay grades are separate. There are 5 PT pay grades. The lowest PT pay grade starts at $12.80 per hour, the State of Arizona’s current minimum wage. The minimums and maximums were last modified in FY20/21 with the implementation of a 3% increase for all employees. A Data Driven Recruitment and Retention Strategy The Plan for FY 22/23 Ultra competitive labor market and inflationary environment. Town Council’s Strategic Leadership Plan included comprehensive classification and compensation evaluation to ensure the Town remains competitive in recruiting and retaining employees. Competitiveness is important to ensure execution of Town’s mission, quality service delivery and maintain institutional knowledge. HR Know retained to conduct an extensive classification and compensation evaluation of the Town’s positions. FY2022-2023 General Pay Plan reflects market competitiveness based upon relevant labor market data. Town Council has already approved the portion of the Plan that covered the Oro Valley Police Officers Association. A Data Driven Strategy to Recruitment and Retention The Classification and Compensation Study HR Know is a local human resources consulting firm with expertise in total rewards and labor market analysis. Consultant performed a Study consisting of two components: Review of the Town’s existing job descriptions and the results of the job description questionnaire collected from Town employees. Collection of relevant labor market data for 120 of the Town’s positions. Recruitment Area = Southern Arizona What is OV’s Labor Market? Organization-wide, approximately 75% of applicants in 2022 live in the Tucson Region; 10% live in Arizona but not in the Tucson Region; 14% applied from out- of-state. Based on the data, market comparators were chosen: City of Tucson, Pima County, Town of Marana, Tucson Unified School District, Economic Research Institute (Government in Tucson Region and All Industries in Tucson Region) HR Know’s labor market data for each studied Oro Valley job is based upon a weighted average of these market comparators. HR Know was retained by Town of Oro Valley to conduct comprehensive study of pay practices and employee compensation. HR Know is an independent consulting firm that provides advanced and effective solutions in total rewards and employment analytics. 22 HR KNOW 23 COMPENSATION STUDY SUMMARY Total jobs studied 120 Jobs below market*53 Jobs aligned with market**61 Jobs above market 6 * Comparing midpoint of the Oro Valley pay grade with a weighted median of the labor market. **Oro Valley jobs that are within +-4.99% of the labor market medians are considered in alignment with the market. Project Phases 24 Classification Phase of the Project 25 •Review and standardize job descriptions. •Solicit employees’ feedback, distribute Position Description Questionnaires (PDQs). •Conduct approximately 40 interviews to clarify roles. •Collaborate with OV leadership to ensure each employee is properly classified. •Revisit comparator market data after any classification changes. Compensation Phase of the Project 26 •Discuss and agree on methodology, including: •Defining relevant labor market (region, industry, business model, etc.) •Selecting data sources (identify comparator agencies & salary surveys) •Determining data parameters and project timelines •Match OV jobs to similar benchmarks in the labor market. •Collect and aggregate data. •Show variance of OV pay ranges from the labor market ranges. •Use market ranges to place jobs to pay grades. Sources of Market Data 27 •Comparator agencies selected: •City of Tucson •Pima County •Town of Marana •Tucson Unified School District •Economic Research Institute (Government, Tucson Region) •Economic Research Institute (All Industries –private, Tucson Region) Proposed Pay Structure Design 28 Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum Grade Minimum Midpoint Maximum 100 $31,200 $39,000 $46,800 200 $44,720 $55,900 $67,080 300 $102,440 $128,050 $153,660 105 $32,760 $40,950 $49,140 205 $46,956 $58,695 $70,434 305 $107,562 $134,453 $161,343 110 $34,398 $42,998 $51,597 210 $49,304 $61,630 $73,956 310 $112,940 $141,175 $169,410 115 $36,118 $45,147 $54,177 215 $51,769 $64,711 $77,653 315 $118,587 $148,234 $177,881 120 $37,924 $47,405 $56,886 220 $54,357 $67,947 $81,536 320 $124,516 $155,646 $186,775 125 $39,820 $49,775 $59,730 225 $57,075 $71,344 $85,613 325 $130,742 $163,428 $196,113 130 $41,811 $52,264 $62,716 230 $59,929 $74,911 $89,894 330 $137,279 $171,599 $205,919 135 $43,902 $54,877 $65,852 235 $62,926 $78,657 $94,388 335 $144,143 $180,179 $216,215 140 $46,097 $57,621 $69,145 240 $66,072 $82,590 $99,108 340 $151,351 $189,188 $227,026 145 $48,401 $60,502 $72,602 245 $69,375 $86,719 $104,063 345 $158,918 $198,648 $238,377 150 $50,822 $63,527 $76,232 250 $72,844 $91,055 $109,266 350 $166,864 $208,580 $250,296 155 $53,363 $66,703 $80,044 255 $76,486 $95,608 $114,730 355 $175,207 $219,009 $262,811 160 $56,031 $70,038 $84,046 260 $80,311 $100,388 $120,466 360 $183,968 $229,959 $275,951 165 $58,832 $73,540 $88,248 265 $84,326 $105,408 $126,489 365 $193,166 $241,457 $289,749 170 $61,774 $77,217 $92,661 270 $88,543 $110,678 $132,814 370 $202,824 $253,530 $304,236 175 $64,863 $81,078 $97,294 275 $92,970 $116,212 $139,455 180 $68,106 $85,132 $102,159 280 $97,618 $122,023 $146,427 285 $102,499 $128,124 $153,749 290 $107,624 $134,530 $161,436 295 $113,005 $141,257 $169,508 Market Analysis Findings (excerpt) 29 Structure The Proposed FY22/23 General Pay Plan OV minimum wage = $15 per hour. (Arizona’s Min Wage = $12.80) Each pay grade is 5% higher than the one below it. Each pay grade has a maximum 50% higher than the minimum. Pay grades are numbered in increments of 5 (100, 105, 110 etc.) 100s are Non-Exempt level positions. 200s are Exempt level positions. 300s are Director level positions and above. Placement of Classifications in the Pay Plan -All classifications were evaluated based on the work of the position and relevant labor market data, specifically in the five following ways: General Pay Plan 1.By FLSA Status: 100s = Non-Exempt; 200s = Exempt; 300s = Directors + 2.By HR Know Labor Market Data: Weighted Median = Measuring Point 3.Classification placed in next highest pay grade unless •Within $500 (Annualized) of the median of the lower pay grade. •Part of a class series (e.g. Court Clerk I, II, III); or •Internal equity considerations. 4.HR Know performed approximately 40 follow-up interviews to address reclassification or job-related issues and made recommendations which are reflected in the proposed FY22/23 Pay Plan. 5.The HR Director met with all the Directors for feedback and future items to consider. Adoption of the Proposed FY22/23 General Pay Plan Summary Goal is to ensure labor market competitiveness. The Plan starts with a $15 per hour minimum wage. Labor market is Southern Arizona. Classifications are placed according to the work of the position and labor market data. All classifications have a higher midpoint than in the current FY21-22. Staff recommends approval of the proposed FY22/23 General Pay Plan. Questions Town Council Meeting Regular Session July 6, 2022