2014-04-15 Work Session Kodiak Island Borough
Assembly Work Session
Tuesday, April 15, 2014, 7:30 p.m., Borough Conference Room
Work Sessions are informal meetings of the Assembly where Assembly members review the upcoming regular meeting
agenda packet and seek or receive information from staff.Although additional items not listed on the work session agenda
are discussed when introduced by the Mayor,Assembly,or staff,no formal action is taken at work sessions and items that
require formal Assembly action are placed on regular Assembly meeting agenda.Citizen's comments at work sessions
are NOT considered pad of the official record.Citizen's comments intended for the"official record"should be made at a
regular Assembly meeting.
Page
1. CITIZENS' COMMENTS (Limited to Three Minutes per Speaker)
2. AGENDA ITEMS
3 - 16 a. Discussion with the Personnel Advisory Board Regarding the
Employee Classification and Compensation Plan
Memo from Bud in response to employee concerns.pdf
17 - 20 b. Community Development Department Update to the Assembly
Memo from CDD update of protects and work program.pdf
21 c. Old Harbor Leadership Summit Attendance on May 23, 2014
Old Harbor Leadership Summit Invite.pdf
22 d. Governor's Family Picnic Sponsorship
Governor's Family Picnic.pdf
3. PACKET REVIEW
PUBLIC HEARING
Ordinance No. FY2014-17 Rezoning Lot 1 and a ± 14,379 Square Foot
Portion of Lot 2A, Block 9, Miller Point Subdivision, First Addition, From
RR1-Rural Residential One To PL-Public Use Lands (P&Z Case No. 14-
013).
Ordinance No. FY2014-18 Amending Kodiak Island Borough Code of
Ordinances Title 2 Administration and Personnel, Chapter 2.120 Parks
and Recreation Committee, Section 2.120.010 Committee Created —
Duties, and Section KIBC 2.120.030 Administrative Assistance.
NEW BUSINESS
CONTRACTS
Approval of Change Order No. 2 Amending Contract No. FY2013-17
Project Management Services for the Kodiak High School Addition and
Renovation Project.
OTHER ITEMS
Page 1 of 22
*Confirmation of the Mayoral Appointment to the
Architectural/Engineering Review Board (Rick Ryser).
Approval of Revised Planning and Zoning Commission By-Laws.
4. MANAGER'S COMMENTS
5. CLERKS COMMENTS
6. MAYOR'S COMMENTS
7. ASSEMBLY MEMBERS COMMENTS
Page 2 of 22
AGENDA ITEM #2.a.
* Kodiak Island Borough
* '" MANAGER'S OFFICE
• '1C y7 mac, , 710 Mill Bay Road
'Ott M% Kodiak,Alaska 99615
Phone (907)486-9301 Fax(907)486-9374
MEMORANDUM
TO: Borough Mayor and Assembly Members
FROM: .Bud Cassidy, Manages;?
DATE: �V\ April 8,2014 �JDv
RE: Follow-Up Questions
NOTE: Questions below are from Marilyn Order!, KIB employee, from her presentation before the
Assembly at their work session of March 27, 2014. Her questions are in bold; response to questions
underlined.
1. Why isn't the decision band rating on the new job descriptions?(Attachment A has a copy of
our Job descriptions and attachment B is a sample from the City or Kodiak who also had their
compensation study by Fox Lawson.)
This version of a lob description was not made available to us. We were not aware that there
were other formats.Although I agree that there are things about it that I like, it does not change
the ultimate DBM rating that was developed for the position by Fox Lawson.
2. Why has there been no appeal process set up?We were told by Fox Lawson it would be same
process currently In the personnel manual, but that language has been stricken with the
proposed modifications to the personnel manual.(Attachment C.)
There is an appeals process inherent in the Fox Lawson Plan. Our goal is to implement their
recommended process.The process in our Personnel Manual Section 304,outlines the position
description review and the process to use to make any changes. The language that has been
stricken was done so at the advice of our Borough attorney. It is the responsibility of the
Borough Manager to work with department heads to update position descriptions, and
recommend any changes to the Personnel Advisory Board.The language was stricken because it
is counter to the relationship between the Manager and the Board.
3. The study Is being promoted as a way to keep employees.The same argument was made for
longevity pay. If this study brings our job compensation to market value, shouldn't the
longevity bonus pay then be eliminated?(Example of longevity plus the new salary scale is on
attachment D.)
Page 3 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
Conducting this study was a response to the need for a long-overdue review of all Borough
positions and to come up with an updated, "best practice" plan that would determine internal
equity of each position in the Borough; develop an updated or new pay structure; and enable
the Borough to attract and retain well-qualified employees.Longevity pay is a widely established
benefit, typically given to employees to acknowledge and reward long-term service; a way to
recognize loyalty; and an incentive to inspire new or potential employees to see that the
organization values experience and loyalty. The Fox Lawson Study states that the Borough's
longevity pay benefit is competitive with comparator organizations. Language granting Borough
employees longevity pay is found both in the Personnel Manual and the Collective Bargaining
Agreement(CBA).
While one of the goals of the study and implementation of the Fox Lawson plan was to bring
Borough salaries to market, longevity pay is in addition to salary paid. It is a benefit and
incentive for working for the Borough for a long period of time. It was never intended to make
up for low salaries.
4. The NSA status on 12 of the 23 class specifications is now exempt(meaning employees who
currently get paid overtime will no longer be eligible for overtime.)
Being an exempt employee does not mean the current employee will no longer receive
overtime. Employees were told from the beginning of this effort that it was not being done to
cut salaries- What is being recommended is that those employees who were non-exempt and
are now classified as exempt become "grandfathered". When the incumbent leaves the
position, the lob advertisement will make it clear that this is now an"exempt position"and will
not provide for overtime. Of the sixteen (16) positions that this affects, a number of them
receive little or no overtime.
Page 4 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
To: The Kodiak Borough Assembly March 27,2014
0
From: Marilyn Ordalirc‘
Re:Fox Lawson Compensation study
Honorable Assembly Members:
I am writing this letter to express my concerns with the implementation plan for the Fox Lawson
Compensation Study that is being presented to you tonight. This process was promised by management
to be transparent,that all employee questions would be addressed. Management asked employees
with questions to submit those questions and they would be addressed. Fox Lawson's last presentation
to employees,answered some questions,but even some of those answers were inaccurate and
spawned an entirely new series of questions that to this time have still never been addressed. Below
are some very basic concerns with the implementation plan when asked by employees that
management has refused to address.
1. Why isn't the decision band rating on the new job descriptions? (Attachment A has a copy
of our job descriptions and attachment B is a sample from the City or Kodiak who also had
their compensation study by Fox Lawson.)
2. Why has there been no appeal process set up?We were told by Fox Lawson it would be
same process currently in the personnel manual,but that language has been stricken with
the proposed modifications to the personnel manual.(Attachment C.)
3. This study is being promoted as a way to keep employees. The same argument was made
for longevity pay. If this study brings our job compensation to market value,shouldn't the
longevity bonus pay then be eliminated?(Example of longevity plus the new salary scale is
on attachment D.)
4, The FLSA status on 12 of the 23 class specifications is now exempt(meaning employees who
currently get paid overtime will no longer be eligible for overtime.)
Page 5 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
Marilyn Ordal
From: Lauri Whiddon
Sent: Friday,August 23,2013 2:41 PM
To: All
Co: Bud Cassidy,Karl Short
Subject: Release of Job Descriptions and Postponement of the August 28th PAB meeting.
Good afternoon,All,
Fallowing is a message from the Manager:
Good Afternoon
I stated that I would contact the Borough Attorney to specifically ask his opinion about the PAB review of the proposed
Fox Lawson job descriptions. He was clear that the PAB must and shall review all job descriptions consistent with
203(G)of the Personnel Manual.
Based on that advice,two things are being done:
1. Job descriptions are being released.They are available from your department director;and
2. The PAB meeting scheduled for Wednesday,August 28,2013 is tentatively(we have no confirmation from the
PAB members)rescheduled for Wednesday,September 4th.This will give you and the PAB time to consider the
positions descriptions.
Should you have any questions,please contact your director.
Thanks,
Bud
Page 6 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
.!A t (LC-TV“. .r., . .ICI..
KODIAK ISLAND BOROUGH
• CLASS SPECIFICATION
Fiscal Technician
CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS
Fiscal er B23 Non-Exempt
CLASS SUMMARY:
This class is the second level in a three level Fiscal series. Incumbents are responsible for
performing data entry, processing electronic payments and check runs, preparing routine fiscal
reports, reconciling accounts, preparing fiscal forms, processing payroll,and/or processing
invoices and related documents. Responsibilities may include working with highly sensitive and
confidential personnel Information.
ESSENTIAL DUTIES: PERCENT OF
This class specification represents only the core areas of responsibilities;specific position TIME
assignments will vary depending on the needs of the department.
Reviews, maintains and updates data records and information files in preparation Daily
for payment processing. Routes invoices, payroll and/or other documents and 40%
obtains appropriate payment authorization.
Reviews, verifies, updates and reconciles account posting information for Daily
appropriate expense accounting purposes. 10%
Enters data and processes payments. Performs accounts payable and/or payroll Weekly
check runs. 20%
Prepares and/or generates reports,statements, forms,journal entries and other Weekly
fiscal related documents. 10%
Provides administrative support in assigned area. Weekly
10%
Gathers information, prepares,verifies, maintains and/or processes files or Monthly
month-end documents and reports. 5%
Performs other duties of a similar nature and level as assigned. As Required
Fox Lawson&Associates
['Munn of Carag r•&ndn Sank ,Inc
Page 7 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
H l racin m tent S
CITY OF KODIAK, AS
CLASS SPECIFICATION TITLE:FISCAL ANALYST
SiND GRADE SUBGRADE TI,SA STATUS
C 4 3 Exempt
LAWS I MMARY:
This is the third of four levels in the Fiscal Series. Incumbents are responsible for performing
professional fiscal analysis and accounting work for the City that could include:analyzing and
reconciling accounts,ledgers,and journal entries;preparing financial reports;preparing and
modifying operating&capital budgets;budgeting and accounting for leases and contracts;
developing,conducting,and documenting audits;and tracking and analyzing assets and prepa ring
related schedules.
The Fiscal Analyst is distinguished from the Fiscal Specialist in that it performs professional fiscal
duties requiring advanced accounting and/or budgeting training.
Valid only when sigryed and dated by City Manager or authorized designee:
Si."IA . aftyl2t P¢,f!.)t! //,
Signature (%J - Date
TYPICAL CLASS ESSII4TIEL DUTIES:(These duties are a ERE. • BAND//
representative sample;position assignments may vary.) OUENCT1 GR&DE
1. Reviews,maintains,and reconciles a variety of ledgers,accounts Daily I B2 jt
r;
and journal entries,including the general ledger;examines all 30% ,}{}
accounting transactions to ensure accuracy;corrects financial
records as necessary;prepares financial reports. ti
2. Prepares and modifies operating and capital budgets;conducts Daily 1 C4
budgeting and accounting for leases and contracts. 35% 1\Ifi'
3. Develops,conducts,and documents audits;tracks and analyzes Daily ;I C4
assets and prepares related schedules. 28%
4. May prioritize and assign work to lower level staff;monitors the Daily B2
performance of lower level staff;and trains staff on work methods 10%
and procedures.
il
8. Performs other duties of a similar nature or level. As /B
Required
hi
[TRAINING AND ESPERIENCI;(positions in this class typically require):
Bachelor's degree in finance,accounting,or related field and five to seven years of professional
finance,accounting,and/or budgeting experience;At least two years of experience In personnel
records management and maintenance or,an equivalent combination of education and experience
1 sufficient to successfully perform the essential duties of the job such as those listed above.
1 C Fox Lawson&Associates
°Division of Ci9,aher Benefit Smite".Inc
Page 8 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
•
o-r
Cornmon Guetlons
What if I think my evaluated rating is incorrect?
• A request for reclassification can be made, usingathe
existing,processsas qutlined in the Personnelallanual, to
as position's DBM rating re-evaluated(this is separate
from the job class appeal process)
• Position ratings were vetted multiple times by Department
Directors to ensure that the internal hierarchy established
via the job evaluation process was appropriate
5
Page 9 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
Common:Questions {' 3
Is there a process in place to correct
`inequities'?
• ere will be an,appeals oprocess to address employee
concerns`wh°en they feel they are in the wrong
classification title
• When a position takes on added responsibilities or there
has been significant changes in responsibility, the
standard process would be utilized to determine if
movement to a new classification is warranted
FS,Lren•Apeciact, .
Page 10 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
y .s ps I
i ,, , .x .G .
£` j .N °° tt o�Uestioris.
._. 3 _ �°
Why haven't job descriptions been distributed to
employees?
• Once final approval by the Assembly has been obtained,
class specifications will be distributed to employees
• The job descriptions have been reviewed by the
appropriate levels of management to ensure accurate
representation of type and level of work are included in the
class specifications
• Class specifications can be updated at time; therefore,
if a significant piece of information is missing, the
information can easily be incorporated into the class spec
Page 11 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
to the Personnel Board. Any -with-bisllter-pesitien
l -- - . -: - . .. r>-writing.'The Kodiak
1. Island Borough reserves the right to change or revise job duties as the need arises. 1
5A position description does not constitute a written or implied contract of
e�mployment.
Section
305 MAINTENANCE OF THE CLASSIFICATION PLAN
The Borough Manager shall periodically review the entire Classification Plan or any
part thereof. :. .. .:. : : . .. ... . ...:. . .. . : ..
. The purpose of such review shall be:
A. To ascertain whether or not the position descriptions accurately reflect the
: - - - -• .. - value of the position to the
organization;the level of decision-making;any change in the market rate for
the positions;or changes in internal equity among all positions.
B. To determine the accuracy of salary range placement.
C. To assure that positions are properly classified.
The Borough Manager shall recommend to the Borough Personnel Board changes
needed in the salary range placement process to keep it up to date. Revisions to the
salary range placement process must be approved by the Assembly.
306 REORGANIZATION OF DEPARTMENT
Whenever a reorganization of a department, or action of the Borough Assembly
causes the duties type and level of work of a position to change, or a position
appears to have been incorrectly allocated, the department head shall revise the
position description and provide the new description to the Borough Manager for
approval. A job analysis process will be done to determine the DBM rating
(reference Section 308). The Manager will then recommend a salary range
placement to the Personnel Board for approval. Reclassification shall not be used to
avoid the provisions of the personnel rules dealing with layoffs, demotions,
promotions,or dismissals.
307 SALARY SCHEDULE
The Borough Manager shall be responsible for the development of a salary schedule
(Appendix A)through analysis of cost of living labor factors,prevailing rate of pay
in both public and private industry and other pertinent factors. Any proposed
changes to the salary schedule such as cost of Irving labor or other adjustments shall
be submitted to the Assembly as part of the annual budget ordinance for adoption.
NI SALARY RANGE PLACEMENT PROCESS
The salary range placement process shall be based on the principle of pay equity.
The objectives of the placement process shall be to:
A. Provide an appropriate salary structure to recruit and retain competent
employees.
B. Provide appropriate pay incentives for high employee productivity.
Oclob°19.1998 3.'-
Page 12 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.a.
Actual e-ample of a KIB employee who receives a 15%longevity bonus
Current rate of annual pay $ 115,656.00
Proposed annual rate of pay
E83 $ 133,017.00
Longevity bonus added to $ 19,952.55
new proposed wage scale
Annual new rate of pay with $ 152,969,55
new scale and longevity bonus
Gross annual increase $ 37,313.55
Page 13 of 22
Discussion with the Personnel Advisory Board Regarding the E...
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Kodiak Island Borough •
Schedule of Pay Rates
(p
CD .
A B C D E F G H I J K l M
CD
N 22.50 A 68,880 70,581 72,346 74,155 76,009 77,909 79,857 81,853 83,899 85997 88,147 90,351 02,609
O H 33.1057 33.9334 34.7817 35.6513 36.5426 37.4561 38.3928 39.3523 40.3381 41.3446 42.3782 43.4378 44.5236
7
7
CD 23.00 A 70,581 72,348 74.155 76,009 77,909 79,657 81.853 83,899 85,997 88,147 90,351 92,609 94,925
D H 33.9334 34.7817 35.8513 36.5426 37.4581 36.3926 30.3523 40.3381 41.3448 42.3782 43.4378 44,5230 45.6368
<. 23.50 A 72,340 74,155 76,009 77,909 79,857 81,553 63,899 85,997 88,147 90,351 92.009 94.925 97.297
N H 34.7817 35.8513 38.5426 37.4581 38.3928 39.3523 40.3361 41.3446 42,3782 43.4378 44.5236 45.8388 48,7776
0
`G 24.00 A 74,155 78,009 77,909 79,857 81,853 83,899 85,997 88,147 90,351 92,809 94,925 97,297 99,730
CO H 35,8513 36.5426 37.4581 38.3926 39.3523 40.3381 41.3448 42.3782 434378 44,5236 45.6388 48.7776 47.9471
0
N 24,50 A 78,009 77,909 79,857 81,853 83,809 85,897 88,147 00,351 92,809 94,925 97,297 99,730 102.223
0. H 36.5426 37.4581 38.3928 39.3523 40.3361 41.3446 42.3782 43.4378 44.5236 45.6368 48.7776 47.9471 49.1458
O 25.00 A 77,909 79.857 81,853 83,899 85,997 88.147 90,351 92,609 94,925 97.297 99.730 102,223 104,779
(D H 37,4561 38.3928 39.3523 40.3381 41.3446 42.3762 43.4378 44.5236 456368 48.7776 47,9471 49.1458 50.3744
0I
D- 25.50 A 79,857 81,853 83.699 85,997 88,147 90,351 92,609 94,925 97,297 99.730 102,223 104.779 107,398
7 H 38.3928 39.3523 40.3381 41.3446 42,3782 43.4378 44.5236 45.8388 46.7778 47.9471 49.1458 50.3744 51.6338
CD
3 28.00 A 81,853 83,899 85,097 88,147 90,351 82,809 94,925 97.297 99.730 102.223 104,779 107,398 110,083
CD H 39,3523 40.3381 41.3446 423782 43.4378 44.5238 45.6368 48.7778 47,9471 49.1458 50.3744 51,8338 52.9248
Cr
28,50 A 83,899 85,997 88,147 90.351 92,609 94,925 97,297 99,730 102,223 104,779 107.398 110,083 112,035
H 40,3381 41.3448 42.3782 43.4378 44.5236 458366 48,7776 47.9471 49.1458 50.3744 51,5338 52.9246 54.2477
27.00 A 85,997 86,147 90,351 92,608 94,925 97,297 99,730 102,223 104,779 107,398 110,063 112,835 115,858 `\
H 41.3446 42,3782 43.4378 44.5230 45.6388 46.7778 47.9471 49.1458 50.3744 51.8338 52.9246 54.2477 (55.8039
27.50 A 88,147 90,351 92,609 94,825 97,297 99730 102,223 104,779 107.398 110,063 112,635 115,058 118,548
H 42.3782 43.4378 44.5236 45,8388 48.7776 47,9471 49.1458 503744 51.6338 52.9248 54,2477 55.8039 56.9940
28.00 A 99351 92,809 94,925 97,297 99,730 102,223 104,779 107.398 110,083 112,835 115.658 118,548 121,511
H 43.4378 44.5238 45.8368 48.7776 47.9471 49.1458 50,3744 51,6336 52,9246 54.2477 55.5039 56,9940 58.4189
28.50 A 92,609 94,925 97.297 99,730 102.223 104,779 107,398 110,083 112,835 115,056 118,548 121,511 124,549
H 44.5238 45.8368 46.7776 47.9471 491458 50.3744 51.0338 52.9248 542477 55.5039 56.9940 58,4189 59.8793
29.00 A 94.825 97,297 99,730 102,223 104,779 107,398 110,083 112,835 115.656 118.548 121,511 124549 127.883
H 458308 46,7770 47.9471 49.1458 50,3744 51.6338 52.9240 54.2477 55.8039 56.9940 58.4189 59.8793 61.3763
T1 29.50 A 97,297 99,730 102,223 104,779 107,398 110,083 112.835 115,856 118,548 121.511 124,549 127,883 130,854
CD H 48,7776 47.9471 49.1458 50.3744 51.8338 52.9248 54.2477 558039 56,9940 58.4189 59.8793 61.3763 62.9107 1n
co 1
(D
3000 A 98,730 102,223 104,779 107.398 110.083 112.835 115,858 118.548 121.511 124,549 127,863 130,854 134,128 Z
A H 47.9471 49.1458 50.3744 51.0338 52.9248 54.2477 55.8039 589940 554189 59.8793 81.3763 82.9107 54,4835 O
Its
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Effective 1I12013 Pape 3 T
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B GA U [�
Schedule of Pay Rates
CD A B C 0 E F G H I J K L 'M
m C43 Annual 60,163 61,667 63,825 66,059 68,371 70,764 73,241 75,804 78,457 81,203 84,045 86,987 90,032
o Hourly 28.92 29.65 30.69 31.76 32.87 34.02 35.21 36.44 37.72 39.04 40.41 41.82 43.28
m
m
m
a C44/C51 Annual 63,171 64,750 67,016 69,362 71,790 74,303 76,904 79,596 82,382 85,265 88,249 93,338' 94,535
<_ Hourly 30.37 31.13 32.22 33.35 34.51 35.72 36.97 38.27 39.61 40.99 42.4311 \43.911 45.45
0 6, 1'
W C45/C52 Annual 63,171 64��50 67,016 69,362 71,790 74,303 76,904 79,596 82,382 85,265 88,249 91,338 94,535
o Hourly 3 v7� 31.13 32.22 33.35 34.51 35.72 36.97 38.27 39.61 40.99 42.43 43.91 45.45
a
cti
D61 Hourly �%��33 71,387
34.32 73,886
3552 76,472
36.77 79,149
05 81,919
38 84 776 /27C5% 90,825
67 94,004 4 19 97,294
46.78 1048 41 104,223
cia n D62 Annual 73,129 74,957 77,580 80,295 83,105 86,014 r,c9 2.4 92,140 95,365 98,703 102,158 105,734 109,435
Lc) Hourly 35.16 36.04 37.30 38.60 39.95 41.35 42.80 44.30 45.85 47.45 49.11 50.83 52.61
5
CD
0l D63 Annual 76,785 78,705 81,460 84,311 87,262 90,316 93,477 96,749 100,135 103,640 107,267 111,021 114,907
Hourly 36.92 37.84 39.1\\\6 ''40.53 41.95 43.42 44.94 46.51 48.14 49.83 51.57 53.38 55.24
E81 Annual 80,624 82,64 8 88,526 91,624 94,831 98,150 101,585 105,140 108,82 1 ,6� 116,571 120,651
Hourly 38.76 3 3 4 .12 42.56 44.05 45.59 47.19 48.84 50.5$"1 log.3 '~4.15\ 56.04 58.01
E82 Annual 84,656 86,772 89,809 92,952 96,205 99,572 103,057 106,664 110,397 114,261 118,260 122,399 126,683
Hourly 40.70 41.72 43.18 44.69 46.25 47.87 49.55 51.28 53.08 54.93 56.86 58.85 60.91
E83 Annual 88,888 91,110 94,299 97,599 101,015 104,551 108,210 111,997 115,917 119,974 124,173 128,519 33,017
Hourly 42.73 43.80 45.34 46.92 48.56 50.26 52.02 53.84 55.73 57.68 59.70 61.79 63.95
IN
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Effective July 1,2013 3
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AGENDA ITEM #2.a.
•
•
A. Outstanding service
B. Special acts of accomplishment
C. Significant achievements in additional and job-related education or specialized
training (outside normal working hours and other than required by the Borough)
which enabled the individual to do his/her work more effectively and from which
the Borough tends to benefit.
4.10 LONGEVITY PAY
A regular full-time employee shall receive an additional monetary benefit based on the
length of employment with the Borough. Any break in employment longer than thirty
(30) calendar days will advance the eligibility date by the number of days In excess of
30. Time served as a temporary employee shall not be included.
The following amounts shall be granted employees employed after July 7, 1983 in
addition to their current pay rate excluding overtime.
A. Ten (10) years of total service, an additional five (5) percent of dollar value of
employee's current pay rate.
B. Fifteen (15) years of total service, an additional five (5) percent of dollar value of
employee's current pay rate.
The following amounts shall be granted employees employed after October 1, 1994:
A. Fifteen (15) years of total service—five (5) percent of dollar value of employee's
current pay rate.
4.11 SHIFT DIFFERENTIAL
An employee who is assigned to a swing shift (defined as any eight (8) consecutive
hours, excluding lunch, beginning between 4:00 p.m. to midnight) shall receive four (4)
percent premium pay in addition to his/her regular salary for the period served on swing
shift for any day worked as a swing shift. An employee who is assigned to a graveyard
shift (defined as the hours from midnight until 8:00 a.m.) shall receive six (6) percent
premium pay in addition to his/her regular salary for the period served on graveyard
shift for any day worked as a graveyard shift.
If an employee is assigned to work a swing shift or graveyard shift on a regular basis,
then sick leave, holiday pay, and annual leave will be paid at the relevant differential
percentage. If an employee sporadically works a swing shift as well as normal shifts,
then sick leave and annual leave will be paid at the employee's regular salary.
Page 11
Page 16 of 22
Discussion with the Personnel Advisory Board Regarding the E...
AGENDA ITEM #2.b.
;/s Kodiak Island Borough
ft
n / P. Community Development Department
f�,ya j 710 Mill Bay Road
,a q; ,� Kodiak, Alaska 99615
. ! Phone (907)486-9363 Fax (907) 486-9396
www.kodiakak.us
Memorandum
Date: April 15,2014
To: Borough Mayor and Assembly
Cc: Borough Manager
Planning and Zoning Commission pc
From: Robert H. Pederson,AICP-Director
RE: Community Development Department Update
This memo is to provide an update on CDD projects and work program items for the
Assembly's April 15, 2014 work session.
Hazard Mitigation Grant
This project is nearly complete with the exception of the village annexes. Final staff
review of the annexes prepared by the consultant is underway. Once this review
completed, staff will engage the villages to review the annexes and complete this
project.
Emergency Operations Plan
We have received the final draft of the EOP update from the consultant. The draft plan
was used in the recent Alaska Shield exercise, which provided an excellent opportunity
to see how the plan update worked. Staff anticipates some minor fine tuning of the plan
before it is submitted to the Department of Homeland Security for review and approval.
LEPC
Staff continues to support the LEPC efforts. Just last week we learned that the
earthquake simulator will be coming to Kodiak for Crab Fest. This might be the best ride
this year.
Code Update Project
The Planning and Zoning Commission continues to review the draft code, as follows:
Title 18. P&Z has reviewed the draft twice and it is essentially ready for public
hearings.
Page 17 of 22
Community Development Department Update to the Assembly
AGENDA ITEM #2.b.
Title 16. P&Z is in the midst of their second review of the draft. Once this review
is complete, Title 16 should be ready for public hearings.
Title 17. P&Z has completed one review of Title 17. Draft #2 will be released
this week. Once P&Z completes their second review of Title 16, the
focus will shift to Title 17.
Since July of 2013, P&Z has held 19 work sessions to review the draft code
provisions. Six (6) recent meetings have been cancelled for a lack of a quorum. 7
more work sessions are scheduled between today and the end of May.
We are hopeful that P&Z will complete their review of Title 16 and 17 by the end of
May and that public hearings could be scheduled for June.
Litter and Junk Car Removal
Each spring, funding is allocated for the annual community cleanup program. This year,
we anticipate a fund balance over and above the spring cleanup. Staff has identified 2
possible uses of these funds:
1. Hold a lottery for removal of junk or abandoned vehicles from private property.
There may be funding to remove as many as 30 vehicles.
2. Investigate the cost to demolish the vandalized rest room structure at the end of
the road.
Annual Review of the Fee Schedule
Staff will be presenting a recommended fee schedule for FY 2015 in the near future. In
anticipation of that discussion, staff has been evaluating the fee schedule and offers the
following information:
Building Permit Fees
1. The building permit fee schedule and values for construction have not been
update since 2003. The update prior to 2003 was 1999. From my experience,
most communities evaluate their fee structure more frequently than once in
10 years.
2. As part of reviewing their fee structure, many communities evaluate the
question of cost recovery for providing this service. Such discussions have
become more prevalent since the economic slowdown some 7-8 years ago.
Many communities operate their building permit functions as an enterprise
fund, based on 100% cost recovery.
3. Staff examined the costs for the building permit contract with the City of
Kodiak and fees generated over the past 5 fiscal years, as follows:
Page 18 of 22
Community Development Department Update to the Assembly
AGENDA ITEM #2.b.
Year Building Permit Fees! Contract Cost: %Cost Add'L Costs
Recovery 11)
;FY 10 I $74,023.84! $143,281.45. 51.66"%
FY 11 I $45,385.46! $94,805.07 47.87%.
FY 12 i $44,599_49] $149,539.61 29.82%!
!FY 13 $41,784.85L 36.22%; $177 753.00_
FY 141a1-- -- $21,709.661 $45,343.40" 47.88%, $27,192.00!
,Totals $227,503.30,
1 $548,347.90 41.49%. $204,945.00
!
(1)Additional costs were for plan review fees for the landfill($27,192),the long term care facility($38,382),
and the high school($141,371).
(2)Through March 31"-6 months.
4. One aspect of the building permit fee structure is the valuation of
construction. For example, "good construction" is valued at$175.00 per
square foot for new dwellings and additions. This value does not appear to
reflect the actual cost of construction for new dwellings in the borough.
Updating this value is one option for revising the fee schedule.
5. Staff has also contacted the City to discuss the building permit fee schedule.
Land Use Fees
Fees for land use applications (conditional use permits, rezones, etc.) are very
low compared to the cost of processing these applications. As in the case of
building permits, the percentage of cost recovery for providing these services is a
policy question for the Assembly. Staff estimated the percentage of costs
covered by the current fee schedule for processing several application types, as
follows:
Est.Cost to %Cost Add'I Costs
Permit Type Current Fee process(scan) Recovery (notices,ads,Paz,
Zoning $30-$120(1) $125 24%-96% No
Compliance
Conditional Use
Permits& $250 $1,200 21% Yes
Variances
Rezones $350-$1,500(') $1,500 23%-100% Yes
Prelim Plats $350 $750 47% Yes
Final Plats $0 $375 0% Yes
Appeals $350 $1,500 23% Yes
(1) Fee based on acreage of site
Page 19 of 22
Community Development Department Update to the Assembly
AGENDA ITEM #2.b.
Animal Control Fees
The contract with the City of Kodiak for animal control has now been in effect for
6 months. The City recently provided the following information regarding this
program:
City
Nov-13 Dec-13 Jan-14 Feb-14 Mar-14 Total
Actual Calls 39 27 35 28 25 154
Actual
Responses 37 26 34 28 25 150
Citations 0 2 4 2 0 8
impounds 8 9 3 3 5 28
transports 7 6 2 3 9 29
licences 6 ii 5 _ 12 14 3 40
Borough
Nov-13 Dec-13 Jan-14 Feb-14 Mar-14 Total
Actual Calls 25 9 14 10 14 72
Actual
Responses 24 9 13 10 14 70
Citations 0 2 1 1 2 6
Impounds 18 4 4 9 14 49
transports 9 4 3 5 8 29
licences 23 7 14 14 17 75
1. Note that actual calls for service within the City were double the number of
call in the Borough (154 vs. 72). Based on the $109,415 annual contract cost,
the cost per call in the Borough was $760 for the first 6 months. Assuming for
discussion purposes that the Borough is paying for one-half of the animal
control service, the average cost per call in the City is $355. We have
contacted the City to verify the cost split for this contract.
Schedule of Fines
As discussed at the March 27th work session, staff is preparing an ordinance to
amend the Borough Code to establish references a schedule of fines for
violations of the animal control, solid waste, and junk vehicle ordinances (Titles 1,
6, 8, and 10). This ordinance should be ready for introduction in June.
Page 20 of 22
Community Development Department Update to the Assembly
AGENDA ITEM #2.c.
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March 31,2014
Kodiak Island Borough
Mayor Jerrold Friend
710 Mill Bay Road
Kodiak,Alaska 99615
Re: Old Harbor Leadership Summit
Dear Mayor Friend,
The Old Harbor Native Corporation,the City of Old Harbor and the Alutiiq Tribe of Old Harbor
holds a semiannual Leadership Summit each year in Old Harbor, At these meetings our leaders and
community members gather to discuss our economic development strategies,infrastructure projects,
social issues,and our plans for the future of our community.
We would like to extend an invitation to you for our 2014 Spring Leadership Summit that has
been scheduled for Friday,May 23,2014 at 12:30 PM.
If you or anyone from your team would like to join our meeting to provide updates from the KID
that may have an impact on our community and residents,we would appreciate your participation. If you
have any questions regarding our meeting,please contact Cynthia Berns at 907.257.1823.
Quyanaa!
Sincerely yours,
:Sem Rte. %a.
Carl H. Mans Stella Krumrey Rick Betas
Chief Executive Officer President City Mayor
Old Harbor Native Corporation Alutiiq Tribe of Old Harbor City of Old Harbor
Page 21 of 22
Old Harbor Leadership Summit Attendance on May 23, 2014
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SEAN PIt E L L
9, , �v i\ 16t11 Gw-rnor or Alaska
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Governor Sean and First Lady Sandy Parnell are excited to offer the opportunity for an additional Alaskan community to host the
Governors family Picnic in 2014.We are accepting proposals for your community now through May 2, 2014. Four locations annually host
the Governors Family Picnic: Juneau, Fairbanks, Anchorage, and the Mat-Su. The Governor's Family Picnic celebrates one of the best
things about Alaska —strong communities.
In accordance with the Governor's Family Picnic this event is:
Free, non-partisan event that is open to the public 3t
May not be funded by government funds (federal, slate, or city) 4" r ` F, f.44,� ,
No business transactions may occur 'y#
All food. beverages, and activities are free and available to the r4g„ - . ,��. ,l• it
public :41-"ti,-� "7 f. ,sra -� :.,
Paid for with money raised by the community through ,
fundraising r>.- '• r '}i .�„. A I fl 'fii et
Sponsorship in the form of financial or in-kind donations may be � � y accepted ° �`•v 0
cr,N ' The community hosting the event is responsible for planning : ,, s :° y,:,> ..c ,,, . Z
N ' (location,program, event details, etc.) and nominating the local , -;' e O
° committee members IN
N) The Governor's office will provide a liaison to coordinate with the 4 w " m
community's picnic committee
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KODIAK ISLAND BOROUGH
WORK SESSION
Work Session of: Apr; to ( 11
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