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2014-05-01 Regular Meeting Kodiak Island Borough Assembly Regular Meeting Agenda Thursday, May 1 , 2014, 7:30 p.m., Assembly Chambers Page 1. INVOCATION 2. PLEDGE OF ALLEGIANCE 3. ROLL CALL 4. APPROVAL OF AGENDA AND CONSENT AGENDA All items listed with an asterisk (*) are considered to be routine and non- controversial by the Assembly and will be approved by one motion. There will be no separate discussion of these items unless an Assembly member so requests, in which case the item will be removed from the Consent Agenda and considered in its normal sequence on the agenda. 5. APPROVAL OF MINUTES 3 - 16 A. *Regular Meeting Minutes of April 3 and April 17, 2014 April 3, 2014 RM Minutes.pdf April 17, 2014 RM Minutes .pdf 6. AWARDS AND PRESENTATIONS 17 A. Municipal Clerks Week Proclamation Municipal Clerks Week 2014.pdf 18 B. Student of the Month for April 2014 Denise DeLota.pdf 7. CITIZENS' COMMENTS (Limited to Three Minutes per Speaker) A. Agenda Items Not Scheduled for Public Hearing and General Comments 8. COMMITTEE REPORTS 9. PUBLIC HEARING 10. BOROUGH MANAGER'S REPORT Meeting broadcast live over radio station KMXT 100.1 FM. Citizens' Comments and Public Hearing Numbers: Toll Free (855) 492-9202 and Local 486-3231. Page 1 of 491 11 . MESSAGES FROM THE BOROUGH MAYOR 12. UNFINISHED BUSINESS 13. NEW BUSINESS 13.A. Contracts 19 - 24 1. Contract No. FY2014-30 Kodiak Middle School Concrete Repairs Phase 2 Project. Contract No. FY2014-30 and Bid Information - Pdf 13.B. Resolutions - None. 13.C. Ordinances for Introduction 25 - 253 1. Ordinance No. FY2014-16 Adopting and Implementing a LIA New Employee Classification and Compensation Plan, Revising Sections of the Personnel Manual, and Updating Position Descriptions. Ordinance No. FY2014-16, Materials, Background, Introductory Info - Pdf Manager's Memo to PAB.pdf Total Salaries and Longevity Pay.pdf 13.D. Other Items - None. 14. CITIZENS' COMMENTS (Limited to Three Minutes per Speaker) 15. ASSEMBLY MEMBERS' COMMENTS 16. ADJOURNMENT 17. INFORMATIONAL MATERIALS (No Action Required) 17.A. Minutes of Other Meetings 254 - 268 1. Parks and Recreation Committee December 10, 2013, January 28, 2014, and February 25, 2014; Planning and Zoning Commission March 19, 2014; Solid Waste Advisory Board December 9, 2013. P&RC, P&ZC, and SWAB.pdf 17.B. Reports 269 - 491 1. Kodiak Island Borough Short Report for March 2014. March 2014 Short Report.pdf Meeting broadcast live over radio station KMXT 100.1 FM. Citizens' Comments and Public Hearing Numbers: Toll Free (855)492-9202 and Local 486-3231. Page 2 of 491 AGENDA ITEM #5.A. KODIAK ISLAND BOROUGH Assembly Regular Meeting April 3, 2014 A regular meeting of the Kodiak Island Borough Assembly was held on April 3, 2014, in the Assembly Chambers of the Kodiak Island Borough Building, 710 Mill Bay Road. The meeting was called to order at 7:30 p.m. The invocation was given by Major Michael Bates of the Salvation Army. Mayor Friend led the Pledge of Allegiance. Present were Mayor Jerrol Friend, Assembly members Carol Austerman, Tuck Bonney, Dave Kaplan, Chris Lynch, and Mel Stephens. Also present were Borough Manager Bud Cassidy, Clerk Nova Javier, and Assistant Clerk Angela MacKenzie. KAPLAN moved to excuse Assembly members Griffin and Peterson who were absent due to personal leave. VOICE VOTE ON MOTION CARRIED UNANIMOUSLY. APPROVAL OF AGENDA AND CONSENT AGENDA KAPLAN moved to approve the agenda and consent agenda. VOICE VOTE ON MOTION CARRIED UNANIMOUSLY. APPROVAL OF MINUTES Regular meeting minutes of February 20, 2014,were approved under the consent agenda. AWARDS AND PRESENTATIONS Mayor Friend presented the Student of the Month Awards for March 2014 to Doreen Eluska, a senior at Ahkiok School and Brandy Boskofsky and Trisha Gephardt, seniors at Larsen Bay School. Mayor Friend proclaimed the commemoration of March 27, 2014 as the 50th Anniversary of the Great Alaskan Earthquake. Mayor Friend proclaimed the month of April 2014 as "Child Abuse Prevention Month" and called upon all citizens to increase their participation in efforts to prevent child abuse, strengthening all communities in which we live. Mayor Friend proclaimed the month of April 2014 as "Sexual Assault Awareness Month" and encouraged all residents to support local activities and programs, which assist victims, and to learn more about the pervasiveness of sexual assault in Alaska so we may eliminate this heinous crime. Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 1 Page 3 of 491 'Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. CITIZENS' COMMENTS Dennis Summons, Lorna Arndt, and Scott Arndt spoke in opposition of Ordinance No. FY2014- 16. Paul VanDyke spoke in favor or Ordinance No. FY2014-16. Lorna Arndt spoke on the lack of televised broadcasting of the Assembly meetings. Charlie Powers, Mike Marion, Amy Wagner, and Scott Arndt commented on Resolution No. FY2014-30. COMMITTEE REPORTS Robert Rang, Administrator of the Providence Chiniak Bay Elder House provided an update on the current capacity of the new facility and thanked the Assembly and Project's Office Staff for their work and support on the project. PUBLIC HEARING 1. Ordinance No. FY2014-15 Altering the Boundary of Womens Bay Service Area By Annexation of the Area Comprising Proposed Lots 1 and 2 of Kashevarof Heights Subdivision, a Portion of Lot 1, U.S. Survey 2539, as welt as the Proposed Panamaroff Creek Drive Right of Way Extension and Service Road as Illustrated in Exhibit A. LYNCH moved to adopt Ordinance No. FY2014-15. In preparation for a Borough land sale, the subdivision of a larger Borough tract creating two rural residential properties in Womens Bay were granted preliminary plat approval (Case S13- 023). Road improvements required as a condition of plat approval were substantially completed. Since the 3.7 acres comprising these two lots, as well as the right-of-way extension and access road servicing them, were not included within the boundaries of the service area originally established by Ordinance No. 75-26-0 and amended by Ordinance No. 85-23-0, alteration of the road and fire service areas by annexation was necessary. KIBC 4.05.020 Initiation of action directs the altering of a service area shall be initiated either by petition or by the Assembly. Since no voters to initiate a petition reside within the annexation area affected by the proposed alteration; it remained for the Assembly to alter the service area by introduction of an ordinance as directed by KIBC 4.05.040 Initiation by Assembly. KIBC 4.05.060 Election required applied only if the Assembly found the entire existing service area was affected by the proposed alteration, taking into consideration the effect on the level of service and cost of service throughout the existing service area. The letter of support from the Womens Bay Service Area Board dated February 14, 2014 (Exhibit B) demonstrated the inclusion of the 3.7 acres into the service area would benefit the existing service area. State Statute AS 29.35.450.c requiring an election did not apply under subsection c.3 since the only access to Kasheverof Heights Subdivision, the area to be annexed into the existing service area, was by roads already maintained by the Service Area. Considerable road improvements were recently made to the right-of-way extension of Panamaroff Creek Drive that were required Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 2 Page 4 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. as a condition of preliminary plat approval. Overall, the alteration of the Service Area by annexation would not affect the level of service and cost of service throughout the existing service area. Mayor Friend opened the public hearing. Seeing and hearing none, Mayor Friend closed the public hearing. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Austerman, Bonney, Kaplan, Lynch, and Stephens. BOROUGH MANAGER'S REPORT Manager Cassidy reported on the following: • Update on Robert Deal, USDA Forest Service was scheduled to come to Kodiak sometime in May and the Borough would pay for airfare and lodging. • Spoke on the 50th anniversary of the 1964 earthquake and Alaska Shield, a state-wide training event on March 28, 2014; 13 Borough employees participated in the event. • Legislature was in session through April 21. • Borough staff was working on the budget. MESSAGES FROM THE BOROUGH MAYOR Mayor Friend congratulated Sue Jeffrey for being appointed to the Board of Fish. He spoke on the Lobbying trip to Washington D.0 to meet with Senators Murkowski and Begich. He expressed his condolences to the family of Mr. Robert Hatcher. UNFINISHED BUSINESS None. NEW BUSINESS Contracts 1. Approval of Change Order No. 11 Amending Contract FY2014-13 Architectural and Engineering Services Term Contract for Design and Construction Administration for the Womens Bay Emergency Shelter Project. LYNCH moved to authorize the Manager to execute Change Order No. 11 amending Contract No. FY2014-13 with Jensen Yorba Lott, Inc. of Juneau, Alaska for the Architectural and Engineering Services Term Contract in an amount not to exceed $138,134. The Borough had a term contract with Jensen Yorba Lott, Inc. (JYL) for architectural and engineering services. The change order would authorize JYL to proceed with design and construction administration for the Womens Bay Emergency Shelter project. The scope of the project was construction of a 3,500 square foot building attached to the existing Womens Bay Fire Hail that would serve as an emergency shelter for Womens Bay residents and visitors. The Assembly previously authorized a change order for JYL to complete predesign and conceptual design for the project. The work had been completed and JYL presented the conceptual design to the Womens Bay Service Area Board on March 4, 2014. Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 3 Page 5 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. Based on comments from the service area board, as well as discussions with local building officials and the Alaska Department of Environmental Conservation, JYL was ready to proceed with full design. The scope of the change order would be completion of design documents, presentation of design documents to the Architectural/Engineering Review Board, compilation of a bid package, answering contractor questions and updating documents as necessary during bidding and construction, review of contractor submittals during construction, and providing final inspections to ensure the work complies with design documents. The Borough had received two grants for the project an Alaska Designated Legislative Grant for $1,025,000 and a U.S. Department of Housing and Urban Development (HUD) grant for $475,000. Additionally, the Womens Bay Fire Department had unreserved fund balance available to assist with project costs as necessary. ROLL CALL VOTE ON MOTION CARRIED FOUR TO ONE: Bonney, Kaplan, Lynch, Austerman (Ayes); Stephens (No). 2. Approval of Change Order No. 12 Amending Contract No. FY2014-13 Architectural and Engineering Services Term Contract for Design and Construction Administration for the School Emergency Generators Project. LYNCH moved to authorize the Manager to execute Change Order No. 12 amending Contract No. FY2014-13 with Jensen Yorba Lott Inc. of Juneau, Alaska for the Architectural and Engineering Services Term Contract in an amount not to exceed $42,555. The Borough had a term contract with Jensen Yorba Lott, Inc. (JYL) for architectural and engineering services. The change order would authorize JYL to proceed with design and construction administration for the School Emergency Generators project. The scope of the project included providing and installing emergency generators at Karluk, Old Harbor, Port Lions, and North Star Elementary schools. The work was part of a preparedness effort to ensure schools that act as community shelters would continue to have power in case of an emergency. The Assembly previously authorized a change order for JYL to complete predesign work for the project, and the Borough Manager authorized a change order for JYL to proceed up to 65% design. The predesign and 65% design work had been completed, and JYL presented the 65% design to the Architectural/Engineering Review Board (ARB) on February 25, 2014. The ARB approved the 65% design, and would review the final design documents before they go out to bid. The full scope of the change order would be completion of design documents, presentation of design documents to the ARB, compilation of a bid package, answering contractor questions and updating documents as necessary during bidding and construction, review of contractor submittals during construction, and providing final inspections to ensure the work complied with design documents. Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 4 Page 6 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. The Borough received a state grant in FY2012 for installation of generators at several schools, including the four listed above. The funds from the grant would be used for the design and construction administration work. ROLL CALL VOTE ON MOTION CARRIED FOUR TO ONE: Kaplan, Lynch, Austerman, Bonney (Ayes); Stephens(No). Resolutions 1. Resolution No. FY2014-30 Authorizing Land Sale Number Eighteen and Establishing Terms and Conditions. AUSTERMAN moved to adopt Resolution No. FY2014-30. The resolution was consistent with the recommendation of the Planning and Zoning Commission (P&ZC) to dispose of the listed properties. After conducting public hearings, it was determined that the listed properties were surplus to the public's need and could be made available at a future land sale. By the resolution, the Assembly established the terms and conditions and set the schedule for the sale of those properties. 1. Tract A, Raven Hills Subdivision 2. Lot 1, Lake Orbin Subdivision 3. Lot 2, Lake Orbin Subdivision 4. Lot 3A, Russian Creek Subdivision 5. Lot 5B, Block 1, Chiniak Alaska Subdivision 6. Lot 5C, Block 1 Chiniak Alaska Subdivision 7. Lot 1, Kashevarof Heights Subdivision 8. Lot 2, Kashevarof Heights Subdivision 9. Lots 11-14, Block 4, Killarney Hills Subdivision AUSTERMAN moved to amend Resolution No. FY2014-30 by deleting lines 130 through 136. ROLL CALL VOTE ON MOTION TO AMEND CARRIED UNANIMOUSLY: Lynch, Stephens, Austerman, Bonney, and Kaplan. STEPHENS moved to amend Resolution No. FY2014-30 by deleting lines 109, starting with the last word "to"through line 117. ROLL CALL VOTE ON MOTION TO AMEND FAILED THREE TO TWO: Stephens, Bonney, Lynch (Ayes); Kaplan and Austerman (Noes). AUSTERMAN moved to amend Resolution No. FY2014-30 by removing Parcel #1, Tract A, Raven Hills and Parcel#9, Lots 11-14, Block 4, Killarney Hills Subdivisions. ROLL CALL VOTE ON MOTION TO AMEND FAILED FOUR TO ONE: Austerman, Kaplan, Lynch, Stephens(Noes); Bonney (Aye). Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 5 Page 7 of 491 `Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. AUSTERMAN moved to amend Resolution No. FY2014-30 by deleting lines 109, starting with the last word "to"through line 117 and by adding the language "Commercial rock extraction and timber excavation is prohibited on RR-1 property." ROLL CALL VOTE ON MOTION TO AMEND CARRIED FOUR TO ONE: Bonney, Kaplan, Stephens, Austerman (Ayes); Lynch (No). ROLL CALL VOTE ON MAIN MOTION AS AMENDED CARRIED UNANIMOUSLY: Kaplan, Lynch, Stephens, Austerman, and Bonney. Ordinances for Introduction 1, Ordinance No, FY2014-16 Adopting and Implementing a New Employee Classification and Compensation Plan, Revising Sections of the Personnel Manual, and Updating Position Descriptions. LYNCH moved to adopt Ordinance No. FY2014-16 in first reading to advance to public hearing at the next regular meeting of the Assembly. The Assembly "accepted" the Fox Lawson & Associates (FLA) Compensation and Benefits Final Report at the May 16, 2013 meeting. Implementing the conclusions arrived at in the report was not recommended(see the May 16, 2013 Assembly agenda statement)or approved by the Assembly because of the need for the Borough's Personnel Advisory Board (PAB) to review and approve needed changes to the Personnel Manual required to implement the recommendations made in the study. At its March 5, 2014 meeting, the PAB unanimously approved the changes to the Personnel Manual (see Personnel Advisory Board packet and signed resolution). The March 5 meeting was the third meeting held by the PAS to discuss the FLA recommendations and changes to the Personnel Manual. Changing the Personnel Manual to implement the recommendations of the FLA study meant a number of things. It first and foremost developed a new employee classification system that determined how a position was placed on the salary scale. Salaries would be based on the "type and level" of decisions made and importance of the job to the organization. That was a different method than was formerly used. That former"point system" method placed a position on the salary schedule based on requirements like: minimum experience required for the job, the educational and licensing requirements for the job, etc. The FLA methodology was market based and compared decisions made by diverse positions in the Borough to answer the question: Are decisions made by accountants any different than those made by a planner or by a project manager? And if the decisions were the same "type and level" shouldn't those positions be paid similarly? Though the ordinance focused on salary, current negotiations with the union were focused on particular benefits. More information would be provided to the Assembly at a future meeting. The FY2014 budget included$177,000 to implement the compensation recommendations made in the FLA report. If the Assembly approved the ordinance, salaries would be increased Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 6 Page 8 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. retroactively to July 1, 2013. The cost to implement those pay increases would be split between various funds. The General Fund (general government fund paid for through taxes) includes approximately thirty positions). The five positions in the projects office and portions of positions in the Engineering and Facilities Department would be funded primarily through Capital Project Grants. The Enterprise Funds would pay for increases for three positions at Kodiak Fisheries Research Center and six positions associated with the operation and management of the Landfill. One position would be funded through the Land Management Fund, and the Fire Chief position would be funded through the budget of Fire Protection Area#1. The results of the comprehensive effort would serve the Borough well in attracting and retaining employees who work hard for the Borough. Retaining long-term employees was a cost savings to the Borough; losing institutional knowledge was expensive and troublesome, as was having to train new employees on a regular basis. Lastly, adoption of the ordinance would affect those positions NOT covered by the Collective Bargaining Contract immediately, Implementation of salary increases would occur for those who were members of the IBEW only after the Assembly approved the negotiated contract with the Union. BONNEY moved to amend Ordinance No. FY2014-16 by changing sections 5 and 6 to become effective July 1, 2014, ROLL CALL VOTE ON MOTION TO AMEND FAILED THREE TO TWO: Kaplan, Lynch, and Austerman (Noes); Stephens and Bonney (Ayes). ROLL CALL VOTE ON MAIN MOTION FAILED THREE TO TWO: Lynch, Austerman, and Kaplan (Ayes); Stephens and Bonney(Noes). 2. 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). LYNCH moved to adopt Ordinance No. FY2014-17 in first reading to advance to public hearing at the next regular meeting of the Assembly. The rezone request was initiated by the Borough as the next step in the process of incorporating the subject property into the North Star School Tract. The rezone followed the Assembly's recent approval of a Comprehensive Plan amendment changing the future land use designation of the parcels from Rural Residential to Public Facilities/Ownership (KIB Ordinance No. FY2014-12). The rezone conformed with all aspects of the adopted Comprehensive Plan, would prevent split lot zoning, and would facilitate the final step of replatting the parcels into the North Star School Tract(P&Z Case No. S13-024). The end result would be a 13.6 acre tract for North Star Elementary School that was zoned for public purposes. The Commission held a public hearing on March 19, 2014 and found the request was consistent with the goals and objectives of the 2008 KIB Comprehensive Plan. The Commission voted unanimously to recommend the Assembly approve the rezone request. Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 7 Page 9 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Stephens, Austerman, Bonney Kaplan, and Lynch. 3. 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. AUSTERMAN moved to adopt Ordinance No. FY2014-18 in first reading to advance to public hearing at the next regular meeting of the Assembly. The code amendment requests were voted unanimously by the Parks and Recreation Committee at its regular meeting on January 28, 2014. The request was originally to reduce the Parks and Recreation Committee from nine to seven voting members with two alternates and for the Committee to report directly to the Assembly. The Planning and Zoning Commission held a public hearing on March 19, 2014 on the request. The Commission amended the request to establish the Committee at seven voting members and no alternates. The Commission agreed the Committee should report directly to the Assembly. The Commission voted unanimously to recommend the Assembly approve the code amendment requests. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Austerman, Bonney, Kaplan, Lynch, and Stephens. Other Items None. CITIZENS' COMMENTS Scott Arndt thanked the Assembly for failing Ordinance No. FY2014-16. ASSEMBLY MEMBERS' COMMENTS Assembly members Lynch, Kaplan, and Austerman congratulated the student of the month award recipients. Assembly members Kaplan and Austerman spoke on the delegation of Assembly members traveling to Washington D.C. Assembly member Austerman thanked Robert Rang for his committee update and thanked Borough staff for their hard work on Resolution No. FY2014-30. Assembly member Bonney spoke on his trip to Old Harbor and the importance of networking with the villages. He spoke in support of Ordinance No. FY2014-16 with some revisions. Assembly member Stephens spoke to a caller being silenced on the phone line. Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 8 Page 10 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. Announcements — Mayor Friend The next Assembly work session would be held on Tuesday, April 15 at 7:30 p.m. in the Borough Conference Room. The next regular meeting was scheduled on Thursday, April 17 at 7:30 p.m. in the Borough Assembly Chambers. ADJOURNMENT Lynch moved to adjourn the meeting. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Austerman, Bonney, Kaplan, Lynch, and Stephens. The meeting was adjourned at 9:25 p.m. KODIAK ISLAND BOROUGH ATTEST: Jerrol Friend, Mayor Nova M. Javier, MMC, Borough Clerk Approved on: Kodiak Island Borough Assembly Regular Meeting Minutes April 3, 2014 Page 9 Page 11 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. KODIAK ISLAND BOROUGH Assembly Regular Meeting April 17,2014 A regular meeting of the Kodiak Island Borough Assembly was held on April 17, 2014, in the Assembly Chambers of the Kodiak Island Borough Building, 710 Mill Bay Road. The meeting was called to order at 7:30 p.m. The invocation was given by Major Michael Bates of the Salvation Army. Mayor Friend led the Pledge of Allegiance. Present were Mayor Jerrol Friend, Assembly members Carol Austerman, Tuck Bonney, Aaron Griffin, Dave Kaplan, Chris Lynch, and Frank Peterson, Jr. Also present were Manager Bud Cassidy, Clerk Nova Javier, and Deputy Clerk Jessica Kilborn. KAPLAN moved to excuse Assembly member Stephens who was absent due to personal leave. VOICE VOTE ON MOTION CARRIED UNANIMOUSLY. APPROVAL OF AGENDA AND CONSENT AGENDA GRIFFIN moved to approve the agenda and consent agenda. VOICE VOTE ON MOTION CARRIED UNANIMOUSLY. APPROVAL OF MINUTES Regular Meeting Minutes of March 20, 2014, were approved under the consent agenda. AWARDS AND PRESENTATIONS Manager Cassidy presented a fifteen year longevity award to Jeff Johnson, Baler Operator I in the Engineering and Facilities Department and a five year longevity award to Jeanne Friel, Assessment Clerk I in the Assessing Department. Manager Cassidy presented the Employee of the Quarter Award for the first quarter of 2014 to Dave Conrad, Construction Inspector/Engineer in the Engineering and Facilities Department. Mayor Friend presented a Certificate of Recognition to Jim Pickett, Bayside Fire Station Captain for achieving the 2014 National Volunteer Fire Council Fire Prevention Award. Mayor Friend proclaimed April 2014 as the month of the Military Child in Kodiak, encouraging all Kodiak residents to show appreciation, support, and understanding to the military children in the community. CITIZENS' COMMENTS None. Kodiak Island Borough Assembly Regular Meeting Minutes April 17, 2014 Page 1 Page 12 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. COMMITTEE REPORTS None. PUBLIC HEARING 1. 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). AUSTERMAN moved to adopt Ordinance No. FY2014-17. The rezone request was initiated by the Borough as the next step in the process of incorporating the subject property into the North Star School Tract. The rezone followed the Assembly's recent approval of a Comprehensive Plan amendment changing the future land use designation of the parcels from Rural Residential to Public Facilities/Ownership (Ordinance No. FY2014-12), The rezone conformed with all aspects of the adopted Comprehensive Plan, would prevent split lot zoning, and would facilitate the final step of replatting the parcels into the North Star School Tract (P&Z Case No. S13-024). The end result would be a 13.6 acre tract for North Star Elementary School that was zoned for public purposes. The Commission held a public hearing on March 19,2014 and found the request was consistent with the goals and objectives of the 2008 KIB Comprehensive Plan. The Commission voted unanimously to recommend the Assembly approve the rezone request. 20 public hearing notices were sent out on Friday, April 4 and no responses were received. Mayor Friend opened the public hearing. Seeing and hearing none, Mayor Friend closed the public hearing. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Austerman, Bonney, Griffin, Kaplan, Lynch, and Peterson. 2. 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 2.120.030 Administrative Assistance. LYNCH moved to adopt Ordinance No. FY2014-18. The code amendment requests were voted unanimously by the Parks and Recreation Committee at its regular meeting on January 28, 2014. The request was originally to reduce the Parks and Recreation Committee from nine to seven voting members with two alternates and for the Committee to report directly to the Assembly. The Planning and Zoning Commission held a public hearing on March 19, 2014 on the request and amended the request to establish the Committee at seven voting members and no alternates. The Commission agreed that the Committee should report directly to the Assembly, The Commission voted unanimously to recommend that the Assembly approve the code amendment requests. Mayor Friend opened the public hearing. Seeing and hearing none, Mayor Friend closed the public hearing. Kodiak Island Borough Assembly Regular Meeting Minutes April 17, 2014 Page 2 Page 13 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Bonney, Griffin, Kaplan, Lynch, Peterson, and Austerman. BOROUGH MANAGER'S REPORT Manager Cassidy thanked the Assembly for the opportunity to travel to Washington, DC for lobbying purposes and reported on the following: • Three days remained for the State Legislative session. The Base Student Allocation proposed by the Governor would be the determining factor for the Kodiak Island Borough School District (KIBSD) budget, the allocation was estimated at approximately $200 per student. • The FY2015 budget would be available on Friday, April 18. • Out of the office on April 21 and 22 to attend the Alaska Seismic Hazard Safety Committee meeting in Anchorage. MESSAGES FROM THE BOROUGH MAYOR Mayor Friend reported on the lobbying trip to Washington, DC. After attending and experiencing the process, he felt it was very beneficial to the community and felt it was important to continue traveling for lobbying purposes to make legislators aware of the needs of the Kodiak community. UNFINISHED BUSINESS None. NEW BUSINESS Contracts 1. Approval of Change Order No. 2 Amending Contract No. FY2013-17 Project Management Services for the Kodiak High School Addition and Renovation Project. GRIFFIN moved to authorize the Manager to execute Change Order No, 2 Amending Contract No. FY2013-17 with Wilson Engineering, Inc. of Juneau, Alaska for Project Management Services in an amount not to exceed $320,830. On February 7, 2013, the Assembly approved Contract No, FY2013-17 with Wilson Engineering to provide project management services for the Kodiak High School (KHS) Addition and Renovation project. The original contract term was through December 31,2013, and the change order would extend the contract through December 31, 2014. The change order modified several sections of the original contract: • Extended the Term of Agreement to December 31, 2014; • Increased the hourly rate charged for Bruce Walter from $120.00/hour to $123.25/hour for up to 200 hours a month,and from$1351hour to$138.25/hour for any hours over 200 hours a month; • Increased the housing allowance amount from$1,600/month to$1,900/month; and • Deleted a provision allowing the Contractor to be reimbursed for travel to and from Kodiak (the Borough would purchase plane tickets directly and avoid contractor markup). Since the KHS project began, Wilson employee Bruce Walter had been working out of the Projects Office and monitoring the day-to-day construction activities. He was an extremely valuable addition to the project team, monitoring the schedule progress and quality control of the contractor, reviewing and negotiating change order amounts, coordinating the activities of Kodiak Island Borough Assembly Regular Meeting Minutes April 17, 2014 Page 3 Page 14 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. the design team, contractor, and KIBSD, and providing project updates to the Assembly and Board of Education. Staff recommended the changes be accepted and the change order be approved. Wilson Engineering provided a very valuable service to the Borough, and ensured that the largest capital project in Borough history proceeded smoothly. Assuming the change order was approved it was staffs intention to request approval of another change order at the end of the year to cover project management expenses for 2015. AUSTERMAN moved to postpone indefinitely the approval of Change Order No. 2 Amending Contract No. FY2013-17 with Wilson Engineering, Inc. of Juneau, Alaska for Project Management Services. ROLL CALL VOTE ON MOTION TO POSTPONE CARRIED UNANIMOUSLY: Griffin, Kaplan, Lynch, Peterson, Austerman, and Bonney. Resolutions None. Ordinances for Introduction None. Other Items 1. Confirmation of the Mayoral Appointment to the Architectural/Engineering Review Board (Rick Ryser). This item was approved under the consent agenda. There were two vacancies on the Architectural/Engineering Review Board for terms to expire December 2014. The Clerk's Office received an application from Richard "Rick" Ryser on March 24, 2014. The Assembly confirmed the Mayoral appointment of Mr. Ryser to the Architectural/Engineering Review Board for a term to expire December 2014. 2. Approval of Revised Planning and Zoning Commission By-Laws. AUSTERMAN moved to approve the revised Planning and Zoning Commission By-Laws. At its regular meeting of February 19, 2014, the Planning and Zoning Commission reviewed and adopted revised by-laws and recommended that they be forwarded to the Assembly for approval. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY: Kaplan, Lynch, Peterson, Austerman, Bonney, and Griffin. CITIZENS' COMMENTS(Limited to Three Minutes per Speaker) None. ASSEMBLY MEMBERS'COMMENTS Assembly members Austerran, Kaplan, Lynch, and Peterson congratulated the proclamation and award recipients and thanked Mr. Pickett for his services to the community. Kodiak Island Borough Assembly Regular Meeting Minutes April 17, 2014 Page 4 Page 15 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #5.A. Assembly member Austerman spoke to the benefits of the Assembly traveling to Washington D.C.for lobbying purposes. Assembly member Griffin spoke on the Month of the Military Child proclamation and the effects children of military parents experience. Assembly member Lynch noted that the Kodiak Fisheries Work Group would hold a meeting on Friday,April 18 at the Kodiak Fisheries Research Center. ADJOURNMENT KAPLAN moved to adjourn the meeting. ROLL CALL VOTE ON MOTION CARRIED : Lynch, Peterson, Austerman, Bonney, Griffin, and Kaplan. The meeting was adjourned at 8 p.m. KODIAK ISLAND BOROUGH ATTEST: Jerrol Friend, Mayor Nova M. Javier, MMC, Borough Clerk Approved on: Kodiak Island Borough Assembly Regular Meeting Minutes April 17, 2014 Page 5 Page 16 of 491 *Regular Meeting Minutes of April 3 and April 17, 2014 AGENDA ITEM #6.A. tires-r-Trr-r-ccr-r---r-rics , gijice fthe ctapar l.; Cifiak csli Corouy`4 .Masker `'•"( s l= roll ant atwit DECLARING MAY 1 THROUGH MAY 10, 2014 MUNICIPAL CLERKS WEEK t, 1WHEREAS, the Office of the Municipal Clerk, a time honored and vital part of local government , exists throughout the world;and A WHEREAS, the Otiicc of the Municipal Clerk is the oldest among public servants;and II WHEREAS, the Office cf the Municipal Clerk provides the prof+ssaonal link Item een the citizens, the ; local governing bodies and agencies olgovennnsent at other le act., and WHEREAS, Municipal Clerks have pledged to he ever unndiul of their neutrality and impartiality, rendering equal service to all;anti �. L�7 WHEREAS, the Municipal Clerk serves as the information center on functions of local government community;and . ow) WHEREAS, Municipal Clerks continually strive to in prove the administration of the aflairs of the n , Office of the Municipal Clerk through participation in education programs, seminars, workshops, and the annual meetings of their state, province,county,and international professional organizations,and LWHEREAS, it is most iippropriate that we recognize the accomplishments of the Office of the k Municipal Clerk. I )# NOW THEREFORE, 1,Jerrol Friend. Mayor of the hodrak Island 13init gh,do hereby proclaim the , week of May 4 through May III 2014,as: Municipal Clerks Week L fland further extend appreciation to our Borough Clerk Nova Javier, Deputy Clerk Jessica Kilburn A.s.sistant Clerk Angela MacKenzie and to all Municipal Clerks fur the vital .services daey perform and thew exemplary dedication to the communities they represent. • +�y 0,r wiiuws>pJmita„,CP hm'a hairioda se!mq awe Mir sad to he lira .1/41 LL'- a'SC...13 .......53■5•H■5 ....Sr iseDa Page 17 of 491 Municipal Clerks Week Proclamation cn C d co J • O n S ':•Iy•r� 1P1 : v . 'ii ::',\ 'iii}ij. •.... ..� .�:r�ii q..'.. l,,,.... ....41.,. ,�.;,, i„.„.,'v 00„ip7• ' ,4„,,i� ..II IOn`' •1:11111%7�� .H;IIIfp •HI:IPr nr;■•P., ii.-....r. i�Arc. ••...,v ::1\::4••4. ..11.11;4%••,. 9•.11:44•n I11111.1.1,.•g"Y:IIImeitte”. :(:1�.z.:::; (D l,l••rY: 'r•✓.. . :1111449. . .•Ilyhn,.,. II:IPryyq ,:11 X1/1 •:1•IQ'S•r.• :(\IN\t r.•.•,. 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Y x fi \• .F L ll�' �N'..$: �l"�S t /� A`)Ar )))) ••; ti o'' ` �7YIU u'L )„C7��1 JIg iUGl. ./I(�ulL LlluL �iL Jl l�yyfu „IL � y'JJC ra°J 'Yicl u d ., ai�J yL�c�� 15'�'+ � Y `/ Uy�yt Veit�,O.. : : n..- . 0 RaN A +D � -A K hs � ® G �cc K DI t _A -IL uH t ; 777) l \ l^ I y\ J ✓� l�Y..� '/ U ..: / Y J ` r " ((d �1• >;> - Certl Zcate o Commendation Presented to i(t : «(( / �i `„ -_-s 7 _ -*f " ✓ 45,- --rte .l�l _ •'\ `i/ (ix.' j )))i?.v4.• I la/ !aJ a/ 1 F• l l �'� 'a.' \l/ l y �» \ .'tip 'iv"v?'\ I� r lJ '!'^\l ✓ ./..-s '\ ((0 L :.'. �;� h ,.ti / ` DENISE DE - L"OTA .r' « ` �= 1 l n�� \ l 'r... ✓ �7) �.r .. ,✓. ✓...-t" .ire! \.✓_` -^ /-\..' i ✓ ((`4 4- . .. ,j n;' i Student of- the Month - �R _=' «-- .:93 ti -' FOR THE MONTH OFAPRIL 20.14 \"' Rte• 0 ?p.c.,.� '. - '� T.7) v'U ?-- �. ; !i., 9/i • -v �' ((�i� ,:J7)_r \7� Y � 9. .ii / )' L r ;.,•'� (Ira '-ear ,�g 9)) i � �S.t 8 x� 42 iti r v .�D(Fflend'Mavor _ i �.. .((6 < cK( 2;: ., r �� '> /� . . \--^. (( .:.-.1.."))3i-.-7'`.• i ti .\ F ^4- ~ Attest .,. l ,.�✓ `' J (((,;10_e.,5•44.--4•Z`• t Tr...S)) a w r/�w x ... NovaM Ia"er''''':1;0' MC 1er1. .` _ u :4 `i (� 1i m C• '� yl) u 111 , a w9 r v Date -. �... - (trc C) co It 1131 ^tit11:4rt^a)'1 1•%;....4:1^ '1 '1'181�l;;;r4 ^1.4: F-IA^ ^,^1'11^I'1 '11i fll rl ,. ^Ilr'^r^o^�PI'L r1'� -^pnnWlr lrl r^,I7I r,e ^ 1 ^-t sl'^•'� ":1 ' Z CO > F�\: - A[:n �1 - >b' a " 'j� _ ''� , ro c r !n+- ifi1' t qN. t'w^` " /4arrt"` O 4s.. V1 I yrr f v•/ V V 11 I/ 1/ -\..y 3 \\\u \1w .\t,I.v \•IV k\•\y :: ni d .\.•/ `•/ J/ "/ ll J/ d/ \r 1 1\\, l \Y \r/ \Y 1 \y//llll lf.. CID -l.,ll,a/\'..'//41111 i,/.i,:ittte4fr111.1�111.1\I:.�'x)64,11111:1',li`.../%:4'1.ji1'11i`. '//411•, 'i/%•1,, ,.„11''\1\`:,./1::111.4"1111`.x:,/ 1):::::\.a.• 1//1.1:111\\. .i'l•ll•r i4::l'1\\I::',il1.1'ril�jl'1/...:. ! 111•� •1,1r111 11:.1i7,. ,I,:Ij1111\I:11t.. 1+,00"..,::.!1•� ,t(111/'1111 %•%`." .t.,:0040:•:!•1 ••'1%•(•1:•1:::1'1\1\, •.;;.::11,11\, •iili•11,1:1'//i7' i.i;•I,IIIIi/' • %•111/1\11' ii1111:••.•' fl 1�. •1••4 t:i.::''r,. ';/ii,•:•' • 'oVel%: • „ 4. . 1 ..4;,r' • .;::'. ....:•.:•:• S;Pdll:•:•• i:1:'%%: :a:V:%::•' ::.�:'::• ^.7 ,:•..;r' \•.,.. �( O) CO AGENDA ITEM #13.4.1. KODIAK ISLAND BOROUGH ,„ 15; AGENDA STATEMENT n°: /i>•- MAY 1. 2014 f .} ASSEMBLY REGULAR MEETING TITLE: Contract No. FY2014-30 Kodiak Middle School Concrete Repairs Phase 2 Project. ORIGINATOR: Matt Gandel FISCAL IMPACT: Yes $403,263.00 FUNDS AVAILABLE: Yes Account Number: 420-515 452.150 Amount Budgeted: $412,708.00 05009.6 SUMMARY STATEMENT: Kodiak Island Borough code 3.30.020"Limitation of Manager's Authority"states that a contract exceeding$25,000 requires Assembly approval. This contract is for the Kodiak Middle School Concrete Repairs Phase 2 project. The work includes repairs to concrete sidewalks and walls surrounding Kodiak Middle School. This is the final project to be completed from a General Obligation bond issue approved by voters in 2004. This project was bid twice previously: in June 2010 bids came in higher than available funding, and in May 2013 no bids were received. Staff and the design team adjusted the bid scope and the project was put out for bid a third time in February 2014. Two bids were received, staff has reviewed the hid and supporting documentation submitted by the low bidder, S&S Enterprises dba Kodiak Lawn Care and Snow Removal of Kodiak, Alaska, and recommends approval of this construction contract. The contract amount will include the base bid plus alternates 1, 2, and 3. Alternate 4 is not recommended for award since it would push the total contract over the budgeted amount. RECOMMENDED MOTION: Move to authorize the Manager to approve Contract FY2014-30 to S&S Enterprises, Inc. dba Kodiak Lawn Care and Snow Removal of Kodiak Alaska for the Kodiak Middle School Concrete Repairs Phase 2 Project in the Amount of$403,263.00 Kodiak Island Borough Page 19 of 491 Contract No. FY2014-30 Kodiak Middle School Concrete Repairs... AGENDA ITEM #13.A.1. Contract No.FY2014-30 KODIAK ISLAND BOROUGH,ALASKA CONSTRUCTION CONTRACT Kodiak Middle School Concrete Repairs Phase II*05009 PROJECT NAME AND NUMBER This CONTRACT ("Contract"), between the Kodiak Island Borough, Alaska, herein called the Borough; acting by and through its Borough Manager,and S&S Enterprises,Inc.dba Kodiak l.,awn Care and Snow Removal Company Name PO Box 1388,Kodiak,AK 99615 Company Address(Street or PO Box,City,State,Zip) a/an❑Individual QPartnership Point Venture ❑Sole Proprietorship X Corporation incorporated under the laws of the State of Alaska its successors and assigns,herein called the Contractor, is effective the date(tithe signature of the Borough Manager on this document. The Contractor, for and in consideration of the payment or payments herein specified and agreed to by the Borough, hereby covenants and agrees to furnish and deliver all the materials and to do and perform all the work and labor required in the construction of the above-referenced project as bid by the Contractor, which bid and prices named,together with the Contract Documents(as hereinafter defined) are made a part of this Contract and accepted as such. It is distinctly understood and agreed that no claim for additional work or materials,done or furnished by the Contractor and not specifically herein provided for, will be allowed by the Borough, nor shall the Contractor do any work or furnish any material not covered by this Contract, unless such work or materials is ordered in writing by the ,Borough. In no event shall the Borough he liable for any materials furnished or used, or for any work or labor done, unless the materials, work, or labor are required by the Contract or on written order furnished by the Borough. Any such work or materials which may be done or furnished by the Contractor without written order first being given shall he at the Contractor's own risk, cost, and expense and the Contractor hereby covenants and agrees to make no claim For compensation for work or materials done or furnished without such written order. Payment under this Contract shall not exceed Four hundred three thousand two hundred sixty three dollars(5 403,263.00 ) for all base items and additive items one(I),two(2)and three(3). The Contractor further covenants and agrees that all materials shall he furnished and delivered and all work and labor shall be done and performed, in every respect, to the satisfaction of the Borough, on or before: August 15, 2014 or within ala calendar days following the date of notice to proceed. It is expressly understood and agreed that in case of the failure on the part of the Contractor,for any reason,except with the written consent of the Borough, to complete the furnishing and delivery of materials and the doing and performance of the work before the aforesaid date, the Borough shall have the right to deduct from any money due or which may become due the Contractor, or if no money shall be due, the Borough shall have the right to recover 5500 per day as specified in Article 11.8.General Conditions ;such deduction to be Kodiak Island Borough Construction Contract Page 1 of 3 Page 20 of 491 Contract No. FY2014-30 Kodiak Middle School Concrete Repairs... AGENDA ITEM #13.A.1. Contract No.FY20I4-30 made, or sum to be recovered, not as a penalty but as liquidated damages. Provided,however, that upon receipt of written notice from the Contractor of the existence of causes over which the Contractor has no control and which must delay famishing of materials or the completion of the work,the Contracting Officer may, at his or her discretion, extend the period specified for the famishing of materials or the completion of the work,and in such case the Contractor shall become liable for liquidated damages for delays commencing from the date on which the extended period expires. The bonds given by the Contractor in the sum of$ 403,263, Payment Bond,and S 403,263 Performance Bond,to secure the proper compliance with the terms and provisions of this Contract,are submitted herewith and made a part hereof. The Contractor further covenants and agrees that the entire construction will be done under the administration of and to the complete satisfaction of the Borough subject to the inspection at all times and approval by any regulatory agency,and in accordance with the laws of the State of Alaska and the Borough. For purposes of this Contract,Contracting Officer means Charles E. Cassidy Jr. or any other person designated by the Borough Manager. The Contractor is an independent contractor and not an employee or agent of the Borough. Contract Documents shah have the meaning ascribed by the General Conditions of the Construction Contract, and include but are not limited to this Contract. the General Conditions of the Construction Contract,the Supplementary Conditions,and the following listed documents: (D or:2wings dated,February 2(,.2014 ;(2) Project Manual dated February 21.2014 Kodiak Island Borough Construction Contract Page 2 of 3 Page 21 of 491 Contract No. FY2014-30 Kodiak Middle School Concrete Repairs... AGENDA ITEM #13.A.1. Contract No. FY2014-30 IN WITNESS WHEREOF the parties hereto have executed this Contract and agree to its terms and conditions. CONTRACTOR 54S but V15 '- tDG� 1-6c1;.K tc& Are i.:,et S cw ��e can � t Company Name Signature of Authorized Company Representative v„ Rg (c v, r/e4 ter • Name and Title Lie ( l6(i Date KODIAK ISLAND HOROUGH Sifmalure of Borough Manager Typed Name .... Dare Borough Clerk (A ITf3S"r) Kodiak Island Borough Construction Contract Page 3 of 3 Page 22 of 491 Contract No. FY2014-30 Kodiak Middle School Concrete Repairs... C) a z 0 N O_ W Kodiak Lawn Care and snow Removal Golden Alaska EauvaOq,LLC CD Project: KMS Concrete Repair Phase 0 Sam Rohrer Richard Ryser Bid Open Date: 03.26,20143:00 PM samandsarahcyci.net rlryser@peknet 0 668848-2913 0. IDescnptlu Total Cost Total Cast Base Bid 01 lBase Bid 201322 00 302.726.00 Base Bid Cost'fetal 201,222.00 302,726.00 QAlternates. a 02 Concrete Wald Repairs Fs Facing Powell Powell Avenue 00070.00 48653.00 02 Concrete Wall RepairsFadng omnking ExiseenDUMei Existing Canopy. 103.070.00 10],65200 CD 03 Rencrete Wall Repair at Walls Flanking Existing Driveway 62]93.00 66 6,05200 CD 04 oaleis at Eeklllp Stair and Drainage Improvements al East End of Erlsung Asphalt Parking Lot 62.683.00 61835.p0 Alternates Cost Total 260IId 00 36118300 0 0 00 0 O LD CD CD C) tl • 00 n 2 0 n o mco w a C) 0 0 z 0 71 N) o_ o ODI`WKjIS t' !, KMS Concrete Repairs Phase 2 f CROW^ .., Project No.05009 0 0) gro*v1:;. 9,, r�--,.* April 16,2014 a v F ,_. A B C ---_. D a a i (T ;Line Item Description Current Budget LTD Expenses Obligated Remaining CO I O 420-515-05009-.1 CM by Consultant $ 3,055.00 $ 3,055.00 $ - I$ - 1 O 1 O 420-$15-05009-A1 'Project Contingency $ 40,000.00 $ - $ - i $_ 40000.001 O 420-515-05009-.2 Construction management in house $ 19,965,00 $ 21,248.94 $ - $ (1,283.94) o (p 1420-515-05009-.5_1Design Services __ $ __ 49_933.00 . $ 35,472.61 $ 13,781.32 $ 679.07 1 For i 73 4201III--- 515-05009-.6 'Construction $ 527,947.00 $ 115,239.42 $ $ 412,707.58 N 20-515-05009-7 'Equipment 1$ 1.00 I $ v 1.33 $ I $ (0.33)4i in 420-515-05009-.9 Indirect Administration $ 32,878.00 �$ 7,137.48 $ - $ 25,740.52 I 1 [Totals _ $ 673,779.001$ 182,154.78 $ 13781.32_$ 477,842.901 n G) ea Z 0 N n A 0 a R a J W a AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH m AGENDA STATEMENT is a 1Qa '3'`' MAY 1, 2014 „.3 ASSEMBLY REGULAR MEETING Itist TITLE: Ordinance No. FY2014-16 Adopting and Implementing a New Employee Classification and Compensation Plan, Revising Sections of the Personnel Manual, and Updating Position Descriptions. ORIGINATOR: Bud Cassidy FISCAL IMPACT: Yes FUNDS AVAILABLE: Yes Account Number: Various Amount Budgeted: $177,000 SUMMARY STATEMENT: The Assembly"accepted”the Fox Lawson & Associates (FLA) Compensation and Benefits Final Report at the May 16, 2013 meeting. Implementing the conclusions arrived at in the report was not recommended (see the May 16, 2013 Assembly by Agenda Statement) or approved by the Assembly because of the need for the Borough's Personnel Advisory Board (PAB)to review and approve needed changes to the Personnel Manual required to implement the recommendations made in the study. At their March 5, 2014 meeting, the PAB unanimously approved the changes to the Personnel Manual (See Personnel Advisory Board packet and signed resolution). The March 5 nieeting was the third meeting held by the PAB to discuss the FLA recommendations and changes to the Personnel Manual. Changing the Personnel Manual to implement the recommendations of the FLA study means a number of things. It first and foremost develops a new employee classification system that determines how a position is placed on the salary scale. It arrives at a salary based on the "type and level" of decisions made and importance of the job to the organization. That is a different method than was formerly used. That former"point system" method placed a position on the salary schedule based on requirements like: minimum experience required for the job, the educational and licensing requirements for the job etc..The FLA methodology is market based and is able to compare decisions made by diverse positions in the Borough to answer the question: Are decisions made by Accountants any different than those made by a Planner or by a Project Manager?And if the decisions are the same"type and level" shouldn't these positions be paid similarly? Though this ordinance focuses on salary, current negotiations with the union are focusing on particular benefits. You will be hearing more about this in the near future. The FY 14 budget included $177,000 to implement the compensation recommendations made in the FLA report. Should the Assembly approve this ordinance, salaries will be increased back to the beginning of FY2013 which becan on July 1, 2013. The cost to implement these pay increases will be split between various funds. The GENERAL FUND (general government fund paid for through taxes) includes approximately 30 positions). The 5 positions in the project's office and portions of positions in the EF Department will be funded primarily through CAPITAL PROJECT GRANTS. The ENTERPRISE FUNDS will pay for increases for the 3 positions over at KFRC and the 6 positipns associated with the operation Kodiak Island Borough Page 25 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH jACit. `'''. AGENDA STATEMENT :. it , /i''"; MAY 1 201 ^ ., , ASSEMBLY REGULAR MEETING and management of the LANDFILL. One position will be funded through the LAND MANAGEMENT FUND, and the FIRE CHIEF position will be funded through the budget of FIRE PROTECTION AREA#1. The results of this comprehensive effort will serve the Borough well in attracting and retaining employees who work hard for the Borough. Having long-term employees is a cost savings to the Borough. Losing institutional knowledge is expensive and troublesome, as is having to train new employees on a regular basis. Lastly, adoption of this ordinance will affect those positions NOT covered by the Collective Bargaining Contract immediatley. Implementation of salary increases will occur for those who are members of the IBEW only after the Assembly approves the negotiated contract with the union. RECOMMENDED MOTION: Move to adopt Ordinance No. FY2014-16 in first reading to advance to public hearing at the next regular meeting of the Assembly. Kodiak Island Borough Page 26 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Introduced by: Borough Manager Requested by: Borough Manager 2 Drafted by: Borough Manager Introduced: 05/01/2014 3 Public Hearing: 4 Adopted. 5 6 KODIAK ISLAND BOROUGH 7 ORDINANCE NO. FY2014-16 8 9 AN ORDINANCE OF THE ASSEMBLY OF THE KODIAK ISLAND 10 BOROUGH ADOPTING AND IMPLEMENTING A NEW EMPLOYEE II CLASSIFICATION AND COMPENSATION PLAN, REVISING 12 SECTIONS OF THE PERSONNEL MANUAL, AND UPDATING 13 POSITION DESCRIPTIONS 14 15 WHEREAS, the Kodiak Island Borough Assembly recognizes that personnel rules and 16 regulations must be amended from time to time to replace obsolete provisions, amend job 17 descriptions and develop new salary placement procedures; and 18 19 WHEREAS, it has been over thirty years since an employee classification and 20 compensation study has been performed; and • 21 22 WHEREAS, the adopted Borough 2013-2017 Strategic Plan identifies as a goal of the 23 Assembly to conduct a review of the employee salary scale every five(5)years; and 24 25 WHEREAS, it is desirous and beneficial for the Kodiak Island Borough to attract quality 26 applicants and retain professional KIB employees; and 27 28 WHEREAS, the Kodiak Island Borough Assembly accepted a Classification and 29 Compensation report by Fox-Lawson and Associates,at their May 16,2013 meeting; and 30 31 WHEREAS, the following amendments to the KIB Personnel Manual and changes to job 32 descriptions have been discussed and reviewed by the Personnel Advisory Board (PAB) 33 at their regular meetings of May 15, 2013, August 7, 2013 and March 5, 2014, and the 34 PAB unanimously recommended, by resolution,approval of the changes to the Assembly. 35 36 NOW,THEREFORE, BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND 37 BOROUGH THAT: 38 39 Section 1: This ordinance is of a general and permanent nature and shall become a 40 part of the Kodiak Island Borough Code of Ordinances. 41 42 43 Kodiak Island Borough,Alaska Ordinance No. FY2014-16 Page 1 of 2 Page 27 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.G.1. 44 Section 2: Amendments and revisions to the KIS Personnel Manual as identified in 45 Exhibit A (Chapter 3, Position Classification, Chapter 4, Hiring and 46 Advancement, KIB Class Titles and Pay Ranges, Schedule of Pay Rates), 47 and Job descriptions (Class Specifications) are hereby adopted and 48 implemented. 49 50 Section 3: If a current employee is in a position where the salary of the new schedule 51 is lower than the current schedule then they will remain on the current 52 schedule of pay rates and continue to receive step increases as approved 53 during the annual evaluation process. If at any time while an employee 54 progresses through the steps the salary of the new schedule is higher than 55 the current schedule the employee will be moved to the new schedule. 56 57 Section 4: If a position, during the re-evaluation period, is graded to a higher level of 58 pay, that position will be placed on the new salary schedule based on their 59 relative position on the old scale. 60 61 Section 5: Changes identified in Exhibit A and to the job descriptions (class 67 specifications)will be implemented for non-bargaining unit employees upon 63 adoption of this ordinance and become effective July 1, 2013. 64 65 Section 6: Changes identified in Exhibit A and to the job descriptions (class 66 specifications) will be implemented for bargaining unit employees upon 67 completion of union contract negotiations and approval of the contract by 68 the Borough Assembly. Implementation becomes effective July 1, 2013 69 contingent upon union contract approved prior to June 30,2014. 70 71 ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH 72 THIS DAY OF 2014 73 74 KODIAK ISLAND BOROUGH 75 76 77 78 Jerrol Friend, Borough Mayor 79 80 ATTEST: 81 82 83 84 Nova M.Javier,MMC, Borough Clerk Kodiak Island Borough,Alaska Ordinance No.FY2014-16 Page 2 oft Page 28 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl.., AGENDA ITEM miet (S EMB9£W4MASERIAli \ a ND% T ivI T. . < t oRA#aNCE#0 2 A mprISONIONG$ ƒOAST $ a} AGENDA ITEM #13.0.1. KODIAK ISLAND BOROUGH AGENDA STATEMENT acee Y- APRIL 3,2014 ASSEMBLY REGULAR MEETING TITLE: Ordinance No. FY2014-16 Adopting and Implementing a New Employee Classification and Compensation Plan, Revising Sections of the Personnel Manual, and Updating Position Descriptions. ORIGINATOR: Bud Cassidy FISCAL IMPACT: Yes FUNDS AVAILABLE: Yes Account Number: Various Amount Budgeted: $177,000 SUMMARY STATEMENT: The Assembly"accepted"the Fox Lawson&Associates(RA)Compensation and Benefits Final Report at the May 16,2013 meeting. Implementing the conclusions arrived at in the report was not recommended(see the May 16,2013 Assembly by Agenda Statement)or approved by the Assembly because of the need for the Borough's Personnel Advisory Board (PAB)to review and approve needed changes to the Personnel Manual required to implement the recommendations made in the study. At their March 5, 2014 meeting,the PAB unanimously approved the changes to the Personnel Manual(See Personnel Advisory Board packet and signed resolution).The March 5 meeting was the third meeting held by the PAB to discuss the FLA recommendations and changes to the Personnel Manual. Changing the Personnel Manual to implement the recommendations of the FLA study means a number of things.It first and foremost develops a new employee classification system that determines how a position is placed on the salary scale.It arrives at a salary based on the "type and level"of decisions made and importance of the job to the organization.That is a different method than was formerly used.That former"point system"method placed a position on the salary schedule based on requirements like:minimum experience required for the job, the educational and licensing requirements for the job etc..The FLA methodology is market based and is able to compare decisions made by diverse positions in the Borough to answer the question:Are decisions made by Accountants any different than those made by a Planner or by a Project Manager?And if the decisions are the same"type and level"shouldn't these positions be paid similarly? Though this ordinance focuses on salary,current negotiations with the union are focusing on particular benefits.You will be hearing more about this in the near future, The FY 14 budget included$177,000 to implement the compensation recommendations made in the FLA report.Should the Assembly approve this ordinance, salaries will be increased back to the beginning of FY2013 which becan on July 1,2013.The cost to implement these pay increases will be split between various funds.The GENERAL FUND (general government fund paid for through taxes)includes approximately 30 positions).The 5 positions in the project's office and portions of positions in the EF Department will be funded primarily through CAPITAL PROJECT GRANTS.The ENTERPRISE FUNDS will pay for increases for the 3 positions over at KFRC and the 6 positions associated with the operation Kodiak Island Borough Page 30 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH ~•-p AGENDA STATEMENT ISIS,• APRIL 3,2014 , ASSEMBLY REGULAR MEETING t!; and management of the LANDFILL.One position will be funded through the LAND MANAGEMENT FUND, and the FIRE CHIEF position will be funded through the budget of FIRE PROTECTION AREA#1. The results of this comprehensive effort will serve the Borough well in attracting and retaining employees who work hard for the Borough. Having long-term employees is a cost savings to the Borough. Losing institutional knowledge is expensive and troublesome, as is having to train new employees on a regular basis. Lastly,adoption of this ordinance will affect those positions NOT covered by the Collective Bargaining Contract immediatley. Implementation of salary increases will occur for those who are members of the IBEW only after the Assembly approves the negotiated contract with the union. RECOMMENDED MOTION: Move to adopt Ordinance No. FY2014-16 in first reading to advance to public hearing at the next meeting of the Assembly. Kodiak Island Borough Page 31 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... • AGENDA ITEM #13.C.1. Introduced by. Manager Cassidy Requested by Manager Cassidy Dratted try: Manager Cassidy 2 Introduced. 04/032014 3 Public Heanng: 4 Adopted'. 5 6 KODIAK ISLAND BOROUGH ORDINANCE NO. FY2014.16 8 9 AN ORDINANCE OF THE ASSEMBLY OF THE KODIAK ISLAND 0 BOROUGH ADOPTING AND IMPLEMENTING A NEW EMPLOYEE I CLASSIFICATION AND COMPENSATION PLAN, REVISING SECTIONS OF THE PERSONNEL MANUAL, AND UPDATING 3 POSITION DESCRIPTIONS 4 5 WHEREAS, the Kodiak Island Borough Assembly recognizes that personnel rules and 6 regulations must be amended from time to time to replace obsolete provisions,amend job 7 descriptions and develop new salary placement procedures; and 8 9 WHEREAS, it has been over thirty years since an employee classification and 20 compensation study has been performed;and 21 22 WHEREAS, the adopted Borough 2013-2017 Strategic Plan identifies as a goal of the 23 Assembly to conduct a review of the employee salary scale every five(5)years;and 24 25 WHEREAS,it is desirous and beneficial for the Kodiak Island Borough to attract quality 26 applicants and retain professional KIB employees;and 27 28 WHEREAS, the Kodiak Island Borough Assembly accepted a Classification and 29 Compensation report by Fox-Lawson and Associates,at their May 16,2013 meeting;and 30 31 WHEREAS, the following amendments to the KIB Personnel Manual and changes to job 32 descriptions have been discussed and reviewed by the Personnel Advisory Board(PAB) 33 at their regular meetings of May 15, 2013,August 7. 2013 and March 5, 2014, and the 34 PAB unanimously recommended,by resolution.approval of the changes to the Assembly. 35 36 NOW,THEREFORE,BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND 37 BOROUGH THAT: 38 39 Section 1: This ordinance is of a general and permanent nature and shall become a 40 part of the Kodiak Island Borough Code of Ordinances. 41 42 43 Kodiak Island Borough,Alaska Ordinance No.FY2014-16 Page 1 of 2 Page 32 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #93.0.1. 44 Section 2: Amendments and revisions to the KIB Personnel Manual as identified in 45 Exhibit A (Chapter 3, Position Classification, Chapter 4, Hiring and 46 Advancement, KIB Class Titles and Pay Ranges, Schedule of Pay Rates), 47 and Job descriptions (Class Specifications) are hereby adopted and 48 implemented. 49 50 Section 3: If a current employee is in a position where the salary of the new schedule 51 is lower than the current schedule then they will remain on the current 52 schedule of pay rates and continue to receive step increases as approved 53 during the annual evaluation process. If at any time while an employee 54 progresses through the steps the salary of the new schedule is higher than 55 the current schedule the employee will be moved to the new schedule. 56 57 Section 4: If a position, during the re-evaluation period is graded to a higher level of 58 pay,that position will be placed on the new salary schedule based on their 59 relative position on the old scale. 60 61 Section 5: Changes identified in Exhibit A and to the job descriptions (class 62 specifications)will be implemented for non-bargaining unit employees upon 63 adoption of this ordinance and become effective July 1,2013. 64 65 Section 6: Changes identified in Exhibit A and to the job descriptions (class 66 specifications) will be implemented for bargaining unit employees upon 67 completion of union contract negotiations and approval of the contract by 68 the Borough Assembly. Implementation becomes effective July 1, 2013 69 contingent upon union contract approved prior to June 30,2014. 70 71 ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH 72 THIS DAY OF 2014 73 74 KODIAK ISLAND BOROUGH 75 76 77 78 Jerrol Friend,Borough Mayor 79 80 ATTEST: 81 82 83 84 Nova M.Javier,MMC,Borough Clerk Kodiak Island Borough,Alaska Ordinance No,FY2014-t6 Page 2 of 2 Page 33 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Exhibit 'A' CHAPTER POSITION CLASSIFICATION Section 301 DESCRIPTION The Classification Plan is the result of the process of analyzing job position descriptions • :-:_ : :.:- ' .•: ::t . .,._..,. requirements to determine the proper salary range placement on the salary schedule. Each position in the Classification Plan shall be designated by the riipt:TKce broad job classifications and defined by a salary range placement. All salary range placements will be made using the Assembly approved salary range placement process. 30 PURPOSE The Classification Plan provides the basic structure for salary placement on the salary schedule and permits the consideration of pay policy based on the value of the position to the organization and the decision-making requirements of the position.in relation It 61)1- ... - ::: The purpose of the Classification Plan is to provide a system of standardized titles and common job language and is critical to the effective administration of personnel activities, such as: A. Manpower planning and budget. B. Establishing job tasks and minimum qualifications. C. Establishing fair and equitable pay. D. Developing training programs. E. Determining proper classification for new or additional positions. F. Developing valid selection and recruitment programs. O. Establishing appropriate career lines. 343 ADMINISTRATION AND DEVELOPMENT The Borough Manager shall have the authority for the overall administration of the Classification Plan. Department heads, key staff, employees and other technical resources as appropriate shall be consulted in developing the Classification Plan. 304 POSITION DESCRIPTIONS Position descriptions shall be reviewed annually or at regular intervals—two(2)to three(3)years—depending on upward or downward market movement.with-each ... . - .• ..: When a new position is proposed or an existing position is proposed to be amended, the department head shall provide a written position description as well as a determination of the value of the position to the organization and the decision-making requirements of the position,to the Borough Manager,who shall analyze :.:: : :..:.- . e : - '.":- : _:-: the position description to assure that it reflects the tasks that are needed to meet the goats and objectives of the Kodiak Island Borough. Upon the Manager's approval of the position description,it shall be reviewed for proper placement on the salary schedule. The Manager will recommend any new or revised salary range placement Oa*Mr 19.1995 )d Page 34 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. • to the Personnel Board. • . • . . - _ .. s: : .. • :.. ; • •_. •• • The Kodiak Island Borough reserves the right to change or revise job duties as the need arises. A position description does not constitute a written or implied contract of employment. Section 305 MAINTENANCE OF THE CLASSIFICATION PLAN The Borough Manager shall periodically review the entire Classification Plan or any •°" o,�r er- e'-•--•' y. 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 dories 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 living labor or other adjustments shall be submitted to the Assembly as pan of the annual budget ordinance for adoption. 308 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. Orinb,'r 19.1995 12 Page 35 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. fasters-as: - G. The organ 'tier: Each position description shall be reviewed in each of the above criteria using the Decision Bane.'Method in which: • The value of a job should reflect the importance of the job to the organization. • The importance of a job is directly related to the decision-making requirements of the job. • Decision-making is common to all jobs. • Decision-making is measurable. Using the Decision Band"'Method: • DBM ratings address internal equity and supports development of pay structures. • • Decision bands within DBM include: — Band F—Top Level Policy Decisions — Band E—Programming Decisions — Band D—Interpretive Decisions — Band C—Process Decisions — Band B—Operational Decisions — Band A—Defined Decisions • Bands are further subdivided into "grades" based on leadership responsibilities and "subgrades" based on areas such as difficulty and complexity. DBM Step I—Bands Band A Band B Band C Band D Band E Band F defined operational process Interpretive programming policy — Determine Determines Selects Interprets Plans Organization manner how and appropriate programs strategies, scope, and speed when to process to into programs direction to perform perform accomplish operational and allocates and goals defined steps of operations plans and resources to steps of an processes of programs deploys meet goals operation resources Web:19.1999 3.3 Page 36 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. DBM Step 2-Grade ".AutIi rtyi sStructuial ,Sapiential' • • Authoilty ' Authonty.' •Resppniibilitym fACCOuSiabIlitif'� Advisability,�� I or DBM Step 3-Subgrade l Job Difficulty Primary Criteria t i Is affected by ''Complexity (Occurrence" INuniger of a DNe�ity of-1 DUry. " `'Percentaf Is determined by • iDuttei� Duties , J • Frequency TT e. F j i Ociobcr 19.19% 3-0 Page 37 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. DBM Step 3—Structure BAND GRADE SUBGRADE 11—Coordinating/Supervisory 2(5) 1(4) F-Policy 3 10-Non-coordinating 2 1 9—Coordinating/Supervisory 2(5) 1(4) E-Programming 3 B-Non-coordinating 2 1 2(5) Top Leadership 7—Coordinating/Supervisory 1(4) D-interpretive 3 6-Non-coordinating 2 1 2(5) Mid—Mgmt 5—Coordinating/Supervisory 1(4) C-Process 3 4-Non-coordinating 2 1 3—Coordinating/Supervisory 2(5) 1(4) Staff Roles B-Operational 3 2-Non-coordinating 2 1 3 1—Non-coordinating 2 A-Defined 1 3 0-Non-coordinating 2 1 Q,d.r 19,1999 3.5 Page 38 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. (1) (2) (3) (4) (5) (6) (7) Min. Min. Addtl. Req. Req. Cert. No. Responsibility- Edw. Exp. Req. Supv. Org. Daily Total None 0 0 0 Y 5 0 0 S 0 10 S 0 15 RS. 4 lyr 3 N 0 1 ^_ 4 E 10 20 E 10 20 A.A. 8 2yr 6 35 8 MP42030 MM2030 BSA. 12 3yr 9 6 8 12 UM 30 10 UM 30 40 M.A. 15 1yr 12 91 16 M 10 1.1 10 15 PhD 20 5yri 13 00--187.0 19 21 7.5 22 21 8.0 25 27 83 28 30 9.0 31 33 9.5 34 36 10.0 37 39 10.5 40 12 11.0 43 45 11.5 46 48 12.0 49 51 123 52 51 13.0 55 57 13.5 58 60 14.0 61 63 11.5 61 66 15.0 67 69 15.5 70 72 16.0 73 75 16.5 76 78 17.0 79 81 17.5 82 84 18.0 85 87 18.5 88--90-1970 91 93 19.5 91 96 20.0 97 99 20.5 100 102 21.0 103 105 21.5 106 108 22.0 409 III 22.5 112 114 23.0 115 117 23.5 118 120 21.0 121 123 24.5 Ocmbv 19.1998 3.6 Page 39 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. 121 126 25.0 427 129 253 130 132 26.0 133 135 26.5 136 133 27.0 139 111 273 [MOM■9,i999 3.1 Page 40 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. 412 TEMPORARY ASSIGNMENTS At the discretion of the Manager, an employee may be assigned to some of the duties created by an employee who is temporarily absent from their position. If this re-assignment is made for more than fourteen(14)calendar days,the employee shall be compensated at the higher rate of pay. If the employee's pay rate is higher than or the same as Step A of the position to be filled temporarily,the employee shall be paid at the next higher step pa)above his/her current rate of pay. 413 EMPLOYEE TRANSFERS Any regular Borough employee shall have the right to request and may be considered for a voluntary transfer for a specific job. Any transfer request shall be made in writing and delivered to the Personnel Office. Regular employees may be allowed to transferor request a change of assignment prior to filling a vacancy with a new hire. When an employee is transferred from one position to another with a common pay range,the rate of pay shall remain the same. When an employee transfers from one position to another having a lower pay range, the rate of pay shall remain the same unless it exceeds the maximum step in the new range. If the current rate of pay exceeds the maximum step in the new range,the rate of pay will be the maximum step in the new range. If the employee's current rate of pay falls within the range of the lower pay range, the pay shall remain the same and will be placed on the proper step of the new lower pay range. The employee's anniversary date shall change to the effective date of the transfer. Any employee who transfers shall be given a reasonable period,not to exceed ninety (90)calendar days,to become acquainted with the job and to demonstrate ability to fill the job satisfactorily. The supervisor shall prepare a written performance evaluation on day eighty (80) of the evaluation period and will review this evaluation with the employee before day ninety(90). 1r during the evaluation period the employee demonstrates unsatisfactory ability for the job,the employee shall be returned to the employee's former job without loss of seniority and with no recourse to the grievance/arbitration procedure. The employee may opt to return to the former position within the ninety(90)calendar days. In this event,the rate of pay and anniversary date shall return to be the same as before the transfer. 414 PROBATIONARY PERIOD All new regular employees shall serve a six (6) month probationary period. Any employee terminated under this provision shall have no recourse to the grievance procedure. All benefits and seniority credits shall accrue during the probationary period. Time served as a temporary employee shall count towards the probationary period if the employee is subsequently hired into the same position as a regular employee,provided there has been no break in service greater than 60 days. Oaf 19.1998 9.5 Page 41 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1, 415 EVALUATION The Borough and employees endorse written evaluation of all employees by supervisors for the purpose of evaluating the employees'strengths and weaknesses in their job performance. The written evaluation shall include a rating and comment on each of the position duties described in the job description and the completion of the Kodiak Island Borough Performance Evaluation Report (see sample forms in Appendix B-Forms Section). The overall rating on the form shall be determined by the rater as the best judgment of the overall performance of the individual. This rating is not a numerical average of the individual factors. Each employee shall be evaluated at least once per year a minimum of thirty(30) days prior to their anniversary date. In the event an employee receives an unsatisfactory rating in any category of their evaluation,a personal conference will he held with the employee by the appropriate supervisor,in which histher problems and suggestions for eliminating these problems are discussed. A written plan of improvement shall be implemented addressing the specific areas that resulted in the unsatisfactory evaluation giving specific instructions for improvement and date the employee will next be evaluated for improvement. Detailed written records of all such conferences will be maintained. The supervisor shall re-evaluate the employee in writing when the improvements have been made but in no event later than sixty (60)calendar days following the unsatisfactory rating. A supervisor who has given his/her notice of termination of employment shall be required to provide current evaluations, prior to termination, on all employees not evaluated within the last thirty(30)days. 416 PROMOTION All other things being equal, it shall be the policy of the Kodiak Island Borough to promote from within the ranks of the Borough employees. If two applicants are equally qualified, the Borough will select the most senior. When an employee is promoted from one position to another having a higher pay range, the employee shall receive an increase of one pay stems,or the minimum rate of the higher pay range,whichever is greater. If the employee's current rate of pay falls within the range of the higher pay range,the pay shall be adjusted to the next higher pay step in the new position's range in order to be equal to a one step increase above the current pay rate. The employees anniversary date shall change to the effective dale of promotion. The employee shall be eligible for a one step pay increase after completing six months of overall satisfactory performance. Any employee who is promoted shall be given a reasonable period,not to exceed ninety(90) calendar days,to become acquainted with the job and to demonstrate ability to fill the job satisfactorily. The supervisor shall prepare a written performance evaluation on day eighty(80)of the evaluation period and will review this evaluation with the employee before day ninety (90) (see sample Forms in Appendix B - Forms Section). If during the evaluation period the employee demonstrates unsatisfactory ability for the job,the employee shall be returned to the employee's former job without loss of seniority and with no recourse to the grievance/arbitration procedure. The employee may opt to return to the former position within the ninety (90)calendar days. In this event,the rate of pay and anniversary date shall return to be the same as before the promotion. October I4,IWS 16 Page 42 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS TITLES AND PAY RANGES ASSESSING WORKING TITLE CLASSIFICATION TITLE PAY RANGE Assessor Director 34.0 E82 Property Appraiser Lead Appraiser C42 Property Appraiser Appraiser 4970 C41 Appraiser Technician Appraiserirechnician 4470 822 Assessment Clerk R Administrative Support Assistant —120 B21 Assessment-Clerk-1 i ,�:;:.(;s�,. —1070 _ 'i.' Nt CLERK'S OFFICE Borough Clerk 415:::Y/ Director 33.0 E81 Deputy Clerk Administrative Support Specialist. 424 B23 Assistant Clerk Administrative Support Assistant *_43,0 821 tits:..r!` :,a r:: COMMUNITY DEVELOPMENT '.j„` Community Development DirectoF k i ,, Director 24-0 E82 Associate Planner/LRP Y. ;F z. Planner 2075 C42 Associate.Planner/ENF `il.. • .Planner 394 C42 Code EnforcementOfficer kfkj 05de Enfokcement Officer 483 B24 .,x�.Secretary III Administfative Support Assistant 44.8 B21 6t. ENGINEERING&FACILITIES' ,ter71. Engineering&'facilitiesDirector 4', Director 2570 E83 Solid Waste Manager/Environmental Manager 23:8 D61 •'=,Specialists Project Manager/Inspector '`' Projects Manager 243 C42 Maintenance[oar-di:later Maintenance Administrator 305 C42 Solid Waste Bale"r/Landfll Supervisor Baler Supervisor 494 B32 Construction Inspector/Enjgineer Projects Inspector 240 824 Maintenance Engineer--KFRC Maintenance Specialist 448 824 Projeci Manager Projects Inspector 20.0 824 Projects Assistant Projects Assistant 474 B23 Baler Operator II Senior Baler Operator 47,5 B23 Maintenance Mechanic Maintenance Specialist 474 822 Baler Operator I Baler Operator 44:0 822 Secretary Ill Administrative Support Assistant 41.0 821 Interpretive Specialist/Receptionist- Administrative Support Assistant 404 821 KFRC • Page 43 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. FINANCE DEPARTMENT WORKING TITLE CLASSIFICATION TITLE PAY RANGE Finance Director Director 244 E83 General Accountant Fiscal Analyst a04 C42 Revenue Accountant Fiscal Analyst 2B 5 C42 Accounting Technician/Accounts Fiscal Technician 4S0 B23 Payable Accounting Technician/Payroll Fiscal Technician 364 B23 Secretary III Administrative Sujip h Assistant 434 B21 Cashier si nFifcal Assistant 434 Al2 A ire.s. MANAGEMENTINFORMATION SYSTEMS . . ., --234 IT Supervisor ._ IT Administrat3'y:. 304 C52 Programmer/Analyst _ . .d".eit I IT Analyst' '1149:0 C42 GIS AnalystI z. IT Analyst v40:0 C42 PC Network Technician II' ;':;Pb "sj4.N IT Technician 374 B22 PC Network Technician I' ;+s `S lT Technician 445 A13 MANAGER'S OFFICE 4117 , Borough Manager cc:,< t, °t^`.5",.: Manager Contract Resource Management OWEer 7:2' Management Specialist 234 C43 Human Resources OffceF/Executive. . Management Analyst 4&5 C42 _ . k:•u `'Assistant` .-GrantWriter/Special PFojects t``4V "'Management Analyst 474 C41 ``;••.'t`n.Support SERVICE DISTRICTS Noa Fire-Chief Manager 224 D61 F5 Page 44 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Emp1... AGENDA ITEM #13.C.1. • Appendix A Salary Schedule Page 45 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... a a N C) CD CD Z O f N o Kodiak Island Borough Schedule of Pay Rates pp, I A 8 C 0 E f G H I J K l M j O All Annual 32,190 32,995 34,150 35,345 36,582 37,862 39,187 40,559 41,979 43,448 44,969 46,543 48,172 -a^ Hourly 15.48 15.86 16.42 16.99 17.59 18.20 18.84 19.50 20.18 20.89 21.62 2238 23.16 CO OJ f Al2 Annual 37,019 37,944 39,272 40,647 42,070 43,542 45,066 46,643 48,276 49,966 52,715 53,525 55,398 Hourly 17.80 18.24 18.88 19,54 20.23 20.93 21.67 22.42 23.21 24.02 24.86 25.73 26.63 a A13 Annual 40,721 41,739 43,200 44,712 46,277 47,897 49,573 51,308 53,104 54,963 56,387 58,878 60,939 Hourly 19.58 20.07 20.77 21.50 22.25 23.03 23.83 24.67 25.53 26.42 27.35 28.31 29.30 SD 621 Annual 42,757 43,826 45,360 46,948 48,591 50,292 52,052 53,874 55,760 57.712 59,732 61,823 63,987 Hourly 20.56 21.07 21.81 22.57 23.36 24.18 25.03 25.90 26.81 27.75 28.72 29.72 30.76 0 822 Annual 44,895 46,017 47,628 49,295 51,020 52,806 54,654 58,567 56,547 60,596 62,717 64,912 67,184 Hourly 21.58 22.12 22.90 23.70 24.53 25.39 26.28 27.20 28.15 29.13 30.15 31.21 32.30 Ol ' 823 Annual 47,139 48,317 50,008 51,758 53,570 55,445 57,386 59,395 61,474 63,626 65,853 68,158 70,544 Hourly 22.66 23.23 24.04 24.88 25.75 26.66 27.59 28.56 29.55 30.59 31.66 32.77 33.92 111 824/831 Annual 49,496 50,733 52,509 54,347 56,249 58,218 60,256 62,365 64,548 66,807 69,145 71,565 74,070 Hourly 23.80 24.39 25.24 26.13 27.04 27.99 28.97 29.98 31.03 32.12 33.24 34.41 35.61 825/832 Annual 51,971 53,270 55,134 57,064 59,061 61,128 63,257 65,481 67,773 70,145 72,600 75,141 77,771 Hourly 24.99 25.61 26.51 27.43 2839 29.39 30.42 3148 32.58 33.72 34.90 36.13 37.39 C41 Annual 54,576 55,934 57,892 59,918 62,015 64,186 66,433 68,758 71,165 73,656 76,234 78,902 81,664 Hourly 26.24 26.89 27.83 28.81 29.81 30.86 31.94 33.06 34.21 35.41 36.65 37.93 39.26 C42 Annual 57,298 58,730 60,786 62,914 65,116 67,395 69,754 72,195 74,722 77,337 80,044 82,846 85,746 G) Hourly 27.55 28.24 29.22 30.25 31.31 32.40 33.54 34.71 35.92 37.18 38.48 39.83 41.22 d N 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 $„ 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 xy CO *-o, p J Effective July 1,2013 I Mrw. CD yr� "3r "`II+ .a. W O a 5 co C) CD m z O m I N O p Kodiak Island Borough - Schedule of Pay Rates D A 8 C 0 E F G H I 1 K I M 2. O 5 ! 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 91,338 94,535 /D N Hourly 30.37 31.13 32.22 33.35 34,51 35.72 36.97 38.27 39.61 40.99 42.43 43.91 45.45 7 CL C45/C52 Annual 63,171 64,750 67,016 69,362 71,790 74,303 76,904 79,596 82,382 85,265 88,249 91,338 94,535 3 Hourly 30.37 31.13 32.22 33.35 34.51 35.72 36.97 38.27 39.61 40.99 42.43 43.91 45.45 N3 061 Annual 69,646 71,387 73,886 76,472 79,149 81,919 84,786 87,754 90,825 94,004 97,294 100,699 104,223 Hourly 33.48 34.32 35.52 36.77 38.05 39.38 40.76 42.19 43.67 45.19 46.78 48.41 50.11 I 7 5. ! 062 Annual 73,129 74,957 77,580 80,295 83,105 86,014 89,024 92,140 95.365 98,703 102,158 105,734 109,435 CO 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 0) Z (0 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 39.16 40.53 41.95 43.42 44.94 46.51 48.14 49.83 51.57 53.38 55.24 m 3 E81 Annual 80,624 82,640 85,532 88,526 91,624 94,831 98,150 101,585 105,140 108,820 112,629 116,571 120,651 -0 I i Hourly 38.76 39.73 41.12 42.56 44.05 45.59 47.19 48.84 50.55 52.32 54.15 56.04 58.01 • I 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 I 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 97,599 101,015 104,551 108,210 111,997 115,917 119,974 124,173 128,519 133,017 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 I III G) C , Z Co CO 1 ? Y O1 J 0 1 a 1 Effective July 1,2013 311 4t J co p J 0 a s v 0 CD Z 0 NKodiak Island 0010ugn 0 ; Schedule of Pay Rams • a 1 COLAs 2.1000%EFFECTIVE DATE 1/1/2013 a) aA 0 C 0 E F 0 H K L M • O 700 A 37,078 32,020 33,649 34,490 35,353 30,737 37.147 30,071 39,023 39.99B 40,999 42,023 43,074 -0 + II 153980 157820 16.1774 1!5819 169905 17.4714 17.8566 19 9 3032 18.7609 02300 19.7101 70.2033 20.7086 • J ( ]50 A 32.829 33.649 34.490 35.353 36,737 37.142 38.071 39,023 39.998 40.998 42,023 43,074 44,150 co -H 157830 15_1774 885819 189966 174214 17,8568 18.3032 18.7609 197300 197107 20.2033 20.7086 21.2202 • 8.00 A 33.649 34,490 35,353 36,237 37,142 38071 39,023 39,990 40,990 42,023 43.074 14,150 45.255 ■ H 19,1774 10.5819 16.9905 1]4214 1]8568 183032 10.7609 19.2300 19.7107 20.2033 20.7056 71.2262 21.7570 a I 850 A 34.490 35,353 36,237 37.142 30,071 39.073 39.998 40.998 42,023 43,074 44,150 45.255 40.386 H 15.5019 169965 174214 17.8568 183037 18,7609 19.2300 197107 20.2033 207086 212262 21.7570 223008 N i 900 A 35.353 36,237 37,142 30,071 39023 39998 40,996 420.73 43,074 44,150 45,255 46.386 47,545 3 11 109965 17,4214 17.0560 18.3032 18,7609 19,2300 197107 20.2033 70.7066 21.7762 217570 22.3000 72,8584 1D 7 9.50 A 36,237 37.142 38,071 39,023 39.998 40,998 420 43,074 44,150 45,255 46.380 47,545 48,734 1 H 17 4214 17,0560 183032 18.7609 192300 197107 20.2033 33 20.7986 21,2262 217570 22.3008 228584 23.4299 (0 1 1000 A 37,142 30,071 39,023 39,998 40,990 42,023 43.074 44,150 45,255 46.366 47,545 48,734 49,953 , 1 H 170566 10 8 3032 17009 192300 19,7107 70.7033 20,7080 212761 21,7570 22.2008 228504 234299 24.0157 ■ Z 10.50 A 38,071 39,023 39.998 40.998 42,023 43,074 44,150 45,255 46.306 47,545 40,734 49.953 51_701 CD 1 H 183032 187609 19,2300 197107 207033 20.7066 21.2262 21.7570 22.3008 228594 239299 24.0157 246161 < 11.00 A 39,023 39,998 40,996 42.023 43,074 44,150 45,255 46356 47,545 48,734 49,953 51,201 52,482 in 11 16.7509 192300 197107 202033 20.1089 21,7262 21.7570 22.3008 728584 234199 24,0157 24.6161 252316 3 'p j 1150 A 39,998 40,990 42.023 43,074 44,150 45,255 46.366 47,545 48.734 49,953 51201 52,402 53.793 11 192300 197107 20.2033 207066 213762 21 7570 22.3000 22.0584 234299 24,0157 246181 252316 258622 1200 A 40,990 42,023 43,074 44,150 45,255 46386 47,545 48.734 49,953 51,201 57.4132 53.793 55138 H 19.7107 202033 207080 212202 21.7670 22.3008 22.8584 234299 240157 246161 25.2316 25.8622 265088 (I 12.50 A 42,023 43,074 44,750 45,255 46,386 47,545 48,734 49,953 51.201 52,482 53,793 55,135 56,517 H 202033 20.7006 212262 717570 77,3009 22,8584 234299 740157 24.6161 252315 258622 26.5088 271716 I 1300 A 43,074 44,150 45,255 46,366 47,540 40,734 49953 51,201 52,482 53.793 55_138 58,517 57,930 H 20708G 21.2202 217570 22.3008 228584 234299 24,0157 24.6101 25.2316 25.8622 26.5088 27,1716 27.8500 • 1 1300 A 44,150 45,255 46386 47.545 48734 49,953 51,201 52,482 53,793 55,138 56,517 57,930 59.370 H 21.2262 217570 72.3008 22.6584 734299 24.0157 746161 252310 258822 76.5088 27.1716 270508 28.5471 n/''� 1 1400 A 45255 40,386 47,545 48,734 49,953 51,201 57.487 53,793 55,138 56,517 57930 5090 60,862 YI H 217570 22,3005 228584 234299 240157 746161 . 252316 259622 265088 27.1716 27.8508 295471 792507 B � 93 1450 A 46,306 47,545 46,734 49,953 5/201 52482 53,793 55,136 56,017 57.930 59,376 60,852 62.384 „Z1 10 11 323008 226514 23,4799 240157 240101 252316 250622 265009 27.1716 278500 20.5471 29.7607 29.9923 O 9 CO I Ellecliae 1111201] Pagel y 0 CO m It w 0 a 03 .. o co z 0 m Kodiak Islane Bomu9n N $4eduk of Pay Rate O_ j I ? A B C D E F 0 H i J K L M I I 03 1500 A 47,545 46.734 99953 51701 52,402 53,793 55.135 56,517 57.030 59,310 69662 62,389 03,944 i D 4299 H 22.0504 23 42 24.0157 24,6161 25.2316 25,8622 26.5060 27 1716 218500 289171 29.2007 29.9923 10.7421 0- 15.50 A 48.734 49953 51,201 52.402 59793 55.136 56,517 57,930 55,378 60,052 62304 63,941 05,592 H 23.4299 24.9157 216161 25.2356 256622 26.5086 27.1716 27.0508 28.5471 29.2607 29,6923 303421 315105 1600 A 49.953 51.201 52182 53.793 55,138 5851] 52930 59.370 60.662 62384 63,944 05,542 61180 60 H 2/019 246161 25.2316 25.6622 26 9088 21.1786 278500 28501 29.2507 29 9923 38]421 31.5105 ]2395) 16.50 A 51,201 52.407 53.793 55,138 56,517 57,930 59,378 00.802 62,304 63,944 65,542 67.160 60,800 0_ ' H 246161 25.2316 25.8677 26.5066 27.1716 27,8508 28.5411 292607 299923 30.7421 31.5105 32.2963 331057 17,00 A 52,462 53,793 55,138 58517 57.930 59978 60.862 62.304 63.944 65,542 67,180 68,860 70,561 H 252316 256622 26.5008 27,1710 27,8509 205471 29.2607 299923 30)421 31.5105 32.2983 33.1057 33.9334 ((1 1 17.50 A 53,793 55.138 56,517 57.930 59,378 60,052 62,364 63.994 05.542 07,180 60.860 70,501 72,340 H 256622 26.5088 27,1716 27.8508 285471 29,2607 29.9923 30.7428 31.5105 32,2983 33.1057 339331 34.7817 1 7 1 18.00 A 55.135 56,517 57930 59.378 60,862 62,384 63,914 65,542 67,180 68,060 70.581 72346 74.155 H 26.5000 27,1716 270500 29.5471 292607 29,9923 307421 31,5105 32,2983 33,1057 33.9334 39 7817 356513 J CO • 10,50 A 56517 57.930 59,375 60,062 62,364 63,944 65.542 67.180 68,860 70,551 72,346 74,155 76,009 w H 9,1716 27.6505 285471 29.2607 29,9923 30.]421 31.5105 32.2983 351057 33.9334 347817 356513 36.5426 Z 1900 A 57,930 59.378 65.862 62,384 63,944 65,542 67,180 .60.860 70.561 72.345 74.155 76,009 77,909 co 1 H 270500 28.5471 20.2807 29.9973 387421 31.5105 322953 331057 33.9334 34.7817 356513 365426 37.4561 Gm ( 19,50 A 59.370 60,862 67,384 63,914 65,542 6],180 68,800 70,581 72,346 74.155 76,009 77.909 79,557 3 11 28.5471 292607 29.9923 30.7421 31,5105 32.2983 33.1057 339334 39,7817 356513 365426 374561 383926 -0 1 20.00 A 60,862 62,389 63,944 65,512 67,100 68,860 70.501 72}96 74.155 76.009 77,909 79.857 81,853 H 29.2607 29.9523 30.7421 31.5105 323983 33.1057 33.9334 397817 356513 365426 374561 36.3926 39.3523 • 20.50 A 62.384 69914 65542 67,180 05,860 70.581 72,346 74,155 76,009 77,509 79.057 81,953 83,890 H 299923 30.7429 31.5105 32.2983 33.1057 339334 34.7817 35.6513 36.5426 37.4568 363928 39.3523 40.3361 r 21.00 A 63,944 65,542 67,180 68,860 70,581 72,346 74.155 76.009 77,909 79.857 81.853 83,899 85,997 H 30.7421 31.5105 322983 331057 339334 34.7817 35.6513 36.5476 374561 38,3926 39.3573 40.3361 41.3446 29,50 A 65,542 07.180 66,060 79561 72,346 74.155 76,009 77,905 79,89 81.853 83,899 85,997 68,897 H 31,5105 32.2983 33.1057 33.9334 34.7817 350513 36.5420 314561 383926 393523 40.3381 41.3446 923782 2200 A 67,180 68.860 70,581 72.340 74,155 76,009 77,909 79,857 81,653 83,899 85,997 88.147 90.351 ■ H 32.2983 33.1057 33,9334 347817 356513 36,5926 374561 383926 39.3523 40.3361 413446 42.3782 43.4378 /Y8''�� m v Z (0 o Ai 6119411443 17117013 Pace 2 ! 2 y a m 1n 1* J W 0 0 a 03 to 0 01) z 0 m N t Kodak Island 6W0090 0 I Schedule of Pay Rates Q 1 ...s A B C U G f 5 H 1 4 K t M 0) 27.50 A 08,800 70,581 72,346 74.155 96.008 77,909 79657 51,653 03,899 85.997 88,147 90,351 92.609 a H 33,1057 3]9334 347817 356513 38.5426 3]4561 383926 39.3523 40.3361 41.3446 423782 43.4378 44.5236 O � 23.00 A 20,501 72,340 74,155 76909 77,909 79,857 81,853 83,899 85,997 88,147 90.351 92,009 94.925 1, H 33,9334 34.7817 356513 36.5421 37,4501 38.3926 393173 403361 413448 42.3782 434370 44.5736 45.6368 Cr. I 23.50 A 72.346 74155 76,609 77,909 79,857 81.653 83,099 05,997 08,147 90.359 92,609 94,925 97,297 CO F H 34.7057 356513 365426 374501 363925 393523 403361 41.3446 423782 434375 445236 4563008 46.7776 01 t • M 2490 A 74,155 76,009 77,941 79857 81,853 83,699 85,997 08,147 90.351 52,600 94,925 97,797 99730 0- { H 35.5513 365420 374551 18 3925 393523 403561 49.3445 423782 434378 44.5236 456368 46.7776 47.9471 3 {t 2450 A 76,009 77,999 79,457 61,853 83,699 05.997 85.147 90,351 92.809 94,925 9 7,797 99,730 102,223 '0 f H 365426 37,4561 383920 393523 401361 41,3446 42.3782 43,4378 445236 455308 467775 47,9471 49.1457 3 CD 2500 A 77,909 79.857 81,853 83,899 85,997 88,147 98,351 92.609 94,925 97,297 99,730 102,223 104,775 1 R 374561 387926 393323 403351 41,3444 443792 434378 44.5235 456365 46.7776 47.9471 49,1457 503743 ! 2550 A 76,857 81,853 83,899 85,997 88.141 911.351 92,609 94925 97297 99730 102.223 104,779 107,398 I H 363926 39,3523 403361 41.3446 423752 43.4370 44,5236 456368 467775 47,9471 49.1457 50.3743 51.6337 I 2400 A 8189 83899 85997 08,147 90,351 92609 94,925 97,297 99,730 102,220 104779 10.6390 110,083 1 lU H 393523 400361 41.3446 42.1782. 43,4310 445236 450368 461116 47.9471 49,1457 50379 51.6337 52.9245 CD 26,50 A 83,899 05,997 88,147 90,351 92,609 94.625 97,297 99.730 102,273 104,779 107.398 110,083 112835 1 H 493381 413446 42.3782 43.4378 44,5736 450368 467776 47.9471 49.1457 503743 510337 52,9245 542476 1 m 1 27.00 A 85.997 88.147 90,351 52,609 94,925 07.207 99,730 102,223 104779 107,308 114082 112.835 115056 3 I 11 418446 42.3782 43.4378 44.5236 458368 401776 47.9471 491457 50.3743 $1.6337 529245 54.2475 55.6038 i "0 i 2 7_50 A 88.147 90,351 92.609 94.925 97,797 99.730 102,223 104.779 107.398 140,083 112,635 115.655 118,547 I H 42,3742 434376 44.5236 450368 46.7776 47.9471 491457 50.3743 51.6337 519245 542475 556036 559938 28.00 A 90,351 92,609 6c.525 97,297 99,730 102.223 104,778 107.396 110,053 112.035 115.656 156,541 121.511 H 43,4375 .445235 45.6368 461776 479471 49.1457 503743 512`37 571245 54,2476 55.6038 56.9938 58,4188 1 2850 A 92609 94,925 97,297 99730 102,223 104,779 107,390 110,063 112,835 115,656 119,547 121,511 124,549 H 444734 456366 46.7775 479471 49.1457 50.3743 516337 52,9245 542476 556035 56.9938 564166 59.8791 I { 2900 A 04.925 97,297 99.730 102.223 104.779 107,394 170,882 112,835 115,656 118,547 121511 124,549 127,662 1.t 456364 461116 47,9471 491451 509743 514337 52,9245 54.2476 556038 56,9938 589485 59.6191 61A761 i 2900 A 97,797 93130 102,273 104.779 107,398 110.083 112,835 115,656 110,547 121,511 124.549 127,662 130.854 4� 1 H 46.7776 47.9471 49.1457 50.3793 510337 52.9245 542476 556038 569930 58,4188 598791 61,3761 62.9105 Jwi ■ 1 3000 A 99,730 102,223 104,779 107,399 110,083 112,835 115 656 118,547 171,511 124,549 127,562 130,854 134,125 I 11 H 47,9471 49.1457 50,3743 51.6337 52.9245 54.2476 556038 569935 504186 598791 613761 92.9105 64.4833 1 833 1,}7 49 I 53, FVy O I 1 0 Epeclim 1110013 Paled •L'� O I •.. a 1 m10 it V $4 0 V AGENDA ITEM #13.C.1. Job Descriptions Page 51 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Assistant CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Administrative Support B21 Non-Exempt CLASS SUMMARY: This class is the first level in a two level Administrative Support series. Incumbents are responsible for providing routine office support,assisting the public in person and over the phone, preparing a variety of correspondence and reports, processing accounts payables and/or receivables, preparing meeting minutes, purchasing office supplies, maintaining records, conducting routine research,and scheduling and coordinating meetings and/or special events. 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. Responds to inquiries and requests for information from staff and/or from the Daily general public. Researches and retrieves information and/or documents and 25% provides responses to customers. Receives and/or processes documents. Maintains and updates records,files, Daily indexes and other documentation. Provides records management according to 25% records retention procedures. Provides administrative support of assigned area by attending meetings, Daily gathering information,and preparing correspondence,meeting agendas, 25% information packets,meeting minutes,public notices,maps and/or other related materials. Maintains calendars,schedules meetings,coordinates meeting spaces,and Weekly makes travel arrangements. 10% Processes accounts payable,receivable,and/or purchase order documents. Weekly Maintains and requests replacement of supply inventory. 5% Updates and administers website information related la assigned area;processes Varies advertising,posting of public information,and other related activities. 0–5% Performs other duties of a similar nature and level as assigned. As Required—I t teD$ Fox Lawson&Assuciata •enw,d Gallagher&,n',Serve,,Inc. Page 52 of 491 Ordinance No. FY2014-1 S Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Assistant POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE: Positions assigned to Assessment maybe responsible for: • Updating and maintaining property records,ownership transfers and address changes; • Providing property value assessment information to the public and staff; • Assisting with completing applications for exemption programs. Positions assigned to Borough Clerk's Office may be responsible for: • Performing administrative support duties for the Borough Mayor,Assembly and other governing bodies; • Providing public information and records to the public and staff; • Administering and updating the Assembly and Borough Clerk's website information; • Providing administrative assistance with State and local elections. Positions assigned to Interpretive Guidance may be responsible for: • Facilitating and hosting interpretive presentations for school groups and general public; • Collecting and providing information to public on local marine environment and points of interest; • Handling merchandise sales and fee collections. TRAINING AND EXPERIENCE: High School Diploma or GED and 3 years of office or customer service experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Modern office procedures and methods; • Applicable public meeting practices and procedures; • Data entry techniques; • Customer service principles; • Basic bookkeeping practices; • Basic mathematical concepts; • Modern office equipment. 2 C41)C,4 pj Fox Lawson a Assocutcs Page 53 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Assistant SKILL IN: • Providing customer service; • Maintaining records and Hes; • Preparing documents and correspondence; • Handling confidential information according to procedure; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers. supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lilting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Incumbents may be subjected to fumes,odors,dusts,gases,poor ventilation,extreme temperatures, intense noises and travel, NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson iS Associates LLC(BS) Date: (12/12) laFox Lawson e.Associates Page 54 of 491 Ordnance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Specialist CLASS SERIES BAND/GRADFISUBGRADE ELSA STATUS Administrative Support B23 Non-Exempt CLASS SUMMARY: This class is the second level in a two level Administrative Support series devoted to advanced administrative support for an assigned department or function. Incumbents perform administration of an assigned function or program, inform and train employees on policies and procedures, provide elevated and/or more complex customer service, conduct research, and serve as a representative of a department. 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. Prepares and edits correspondence,reports,applications,agendas,meeting Daily minutes and meeting-related documentation. Notarizes and attests documents. 30% Distributes materials to appropriate individuals,boards and committees. Responds to public and staff inquiries. Researches archived materials and Daily provides information. Resolves issues and/or refers to appropriate resource. 10% Maintains and updates records,files,codes,indices and/or other documentation Weekly according to schedules and in compliance with operating procedures. 10% Coordinates and facilitates the archiving and/or destruction of records according to records retention policies and requirements. Receives,reviews,processes and distributes forms,documents,apples—lions, Weekly ordinances,resolutions and/or other related correspondence materials. 10% Schedules and coordinates meetings and travel arrangements. Coordinates Weekly meeting space and other resource requirements. 10% Assists with the public notification of official activities and meetings. Weekly 10% Provides guidance and assistance in interpreting procedures and processes, Daily 5% Participates in the administration of municipal and state elections. Annually 10% Performs other duties of a similar nature and level as assigned. As Required eafox Lawson Associates Page 55 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Specialist TRAINING AND EXPERIENCE: Associate's Degree and 3 years of administrative support experience in assigned functional area;or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. — LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. Preferred Licensing/Certifications: • Municipal Clerk Certification. KNOWLEDGE OF: • Applicable Federal,slate and local laws,codes,regulations and/or ordinances; • Modern office procedures and administrative support methods; • Customer service principles; • Mathematical concepts; • Research methods; • Records management principles; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Providing customer service; • Record and file management; • Preparing documents and correspondence; • Researching information; • Managing time and prioritizing work activities; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. C� 2 P Fox Lawson&Associates u.,wn uo•M.a.,•e,snrxa.inc Page 56 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1, KODIAK ISLAND BOROUGH CLASS SPECIFICATION Administrative Support Specialist ADA AND OTHER REQUIREMENTS: Positions in this class typically require: stooping, crouching, reaching, pulling, lifting, fingering, grasping,talking,hearing,seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force Constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Incumbents may be subjected to travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 3 GOFox Lawson&Asscciatcs Page 57 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser Technician CLASS SERIES RANDIGRADEISUBGRADE FLSA STATUS Appraisal 822 Non-Exempt CLASS SUMMARY: This class is the first level inn a two level Appraisal series. Incumbents are responsible for performing inspections of real and personal property and entering results of inspections into applicable computer database. 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. Researches data and provides compilation of real and personal property field Daily review information. Prepares and edits reports. 20% — Maintains and enters data in automated appraisal system related to real or Weekly personal property details. 20% Responds to customer property inquiries by providing information and assistance. Weekly Assists with the properly returns,exemption applications and information related 5% to property assets and depreciation. Performs field inspections of real and personal property. Verifies property Monthly measurements and property improvements. Collects information related to 20% property attributes to assist in appraisals. Assists taxpayers in the review of property assessment valuation. Researches Monthly and provides sales and inspection information. Enters authorized valuation 5% adjustments as required. — Prepares board materials for annual review. Reviews and processes personal Annually property returns. 15% Researches and maintains account dale of vessels and aircraft personal Annually property. Processes personal properly filing forms. 5% Performs other duties of a similar nature and level as assigned. --------- As Required et Fox Lawson&Associates Page 58 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser Technician TRAINING AND EXPERIENCE: High School Diploma or GED and 3 years of real estate or related legal experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • General assessment and appraisal concepts; • General construction methods; • Data collection and research methods; • Government public processes; • Mathematical concepts; • Modern office equipment. --SKILL IN: .................�....._ • Providing customer service; • Collecting field properly measurements and assessments; • Gathering and entering relevant assessment data; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, standing, walking, lifting, fingering,grasping,talking,hearing,seeing and repetitive motions. Medium Work: Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently,and/or up to 10 pounds of force constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures.travel and environmental conditions such as disruptive people, imminent danger,and a threatening environment. `aY.fz'Fox Lawson&Associaks 6wbnd Ca# FvN Smm Irc. Page 59 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser Technician NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(R5) Date: (12/12) 3 )Fox Lawson&ARo iatc 11�� 0mrmdC416�&rt1∎5mut.k Page 60 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Appraisal C41-C42 Exempt CLASS SUMMARY: This class is the second level in a two level Appraisal series. Incumbents are responsible for serving as a lead to lower level appraisal staff, creating parcels, processing plats, evaluating parcel exemption requests, preparing intermediate level valuation models, and performing inspections of real and personal property. 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. Leads and/or performs field inspections of real and personal property. Measures, Monthly photographs and values property for value taxation purposes. 30% Performs research and identifies areas requiring assessment. Plans for Monthly transportation modes and assigns assessment activities to lower level appraisal 20% staff. Compiles,classifies,documents and reviews assessment data. Evaluates and Monthly maintains exemption accounts. Prepares notices,briefs and annual reports. 20% Researches plat documents. Identifies and creates new properties and property Monthly accounts. Enters and maintains assessment data. 5% Gathers data and prepares models for use in automated systems to assist in Annually valuation assessment. 10% Responds to taxpayer inquiries. Reviews and evaluates assessment data, Annually explains valuation techniques and results,and determines if adjustments are 5% warranted. Performs other duties of a similar nature and level as assigned. As Required GiFox Lawson a Associates Page 61 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE: Positions assigned to Property Appraiser Lead may be responsible for: • Supervising,assigning,and monitoring workload of Property Appraiser,Appraiser Technician, and Assessment Clerk; • Annual evaluations; • Coordinating staff time with Assessor for special projects; • Annual reporting to State Assessor for determination of full and true value and revenue sharing; • Tracking and administering staff training program to ensure proper training of all aspects of the assessment process. TRAINING AND EXPERIENCE: High School Diploma or GED,supplemented by 120 hours of assessment coursework,and 4 years of real and personal property appraisal experience; or, an equivalent combination of education and I experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License; • State of Alaska Certified Assessor Certification; • Level I Appraiser Program Certificate or Candidacy into Program. KNOWLEDGE OF;— m • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Property mapping and appraisal methods; • Property inspection,assessment and valuation methods and practices; • Construction methods; • Research methods; • Mathematical concepts; • Government public processes; • Modern office equipment. S` 2 0 Fox tawion t Asusutcs n,,.,a,amr..ik.esd,z,.,x,NC Page 62 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Appraiser SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Leading work activities; • Researching data and interpreting results; • Performing mathematical calculations; • Providing customer service; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, standing, walking, lifting, fingering,grasping,talking,hearing,seeing and repetitive motions. Medium Work: Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently,and/or up to 10 pounds of force constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, travel and environmental conditions such as disruptive people,Imminent danger,and a threatening environment. _ NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(ES) Date: (12/12) 3 CI)fax Lawson&Associates aahaM dGlhyln&,•!,S,M,a.IK. Page 63 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM#13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Code Enforcement Officer CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Code Enforcement B24 Non-Exempt CLASS SUMMARY: This class is a stand-alone classification in the Code Enforcement series. Incumbents are responsible for enforcing Federal, state and local codes related to zoning,land use and/or other applicable codes through routine patrols and on-site inspections and investigations. Incumbents identify code violations,provide education to the public,and issue warnings,notices,and citations to ensure compliance with established codes. Incumbents work with citizens, property owners, and business owners to resolve violations. 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. Performs routine vehicle and loot patrols of road systems and property to identify Daily code violations or safety hazards. Determines patrol routes,monitors problem 30% areas and anticipates potential violations,impact and response. Researches and interprets applicable code,ordinances and regulations to identify Daily and determine nature of violations and corrective action required. 25% Maintain and update information records related to inspections and violations. Daily Prepares reports and presentations related to code enforcement activity,updates 15% and for education purposes. Provides information and educates public and development community on Daily applicable property and development code requirements. 10% Receives inquiries and investigates issues raised by public and staff. Initiates Daily actions to correct violations,issues notices and citations or refers issues to 5% appropriate agencies or resources. Develops code enforcement schedules,procedures and recommends code Weekly enforcement strategies and abatement methods. 5% Performs other duties of a similar nature and level as assigned. As Required Fox Lawson&Associates a...a.dc,nwM.&neinstr,k.,Inc. Page 64 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Code Enforcement Officer TRAINING AND EXPERIENCE: Associate's Degree and 4 years of land use or law enforcement experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License; • 10 Hour OSHA Certification; • HAZWOPER Certification, KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Mathematical concepts; • Investigation techniques; • Hazardous materials implications; • Modem office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Performing mathematical calculations; • Providing customer service; • Observing and investigating; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. Fox Lawson&Associate: a D,.nbn,i Gallagher&rcM 5m:m la: Page 65 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Code Enforcement Officer ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently,and/or up to 20 pounds of forces constantly to move objects. Incumbents may be subjected to moving mechanical pans, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, intense noises, travel and environmental conditions such as disru.tive people,imminent dartk er,and a threatenin. environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 3 Gt Fox Lawsonr Associates .U.nm d CJLpin&rc!n Sman.hx Page 66 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Assistant CLASS SERIES BAND/GRADFJSUBGRADE FLSA STATUS Fiscal Al2 Non-Exempt CLASS SUMMARY: This class is the first level in a three level Fiscal series. Incumbents process cash transactions, receive checks and monies and make change, perform data entry, prepare routine account letters and reports, and reconcile cash drawer. Incumbents are also responsible for customer service by providing information,answering telephone,and performing other related activities. 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. Receives checks and monies. Enters and processes payment transactions. Daily Makes and issues change to customers. 30% Organizes,maintains and reconciles daily cash receipt records. Prepares bank Daily deposits. 10% Responds to inquiries and provides information and service to customers or Daily directs inquiry to appropriate resource. 10% Generates cash receipt reports and enters/updates account information. Daily 10% Reviews and reconciles cash receipt accounts. Monthly 10% Reviews and prepares payment transactions. Monthly 5% Reviews account information and identifies past due accounts. Prepares and Quarterly mails routine account correspondence and past due notices. 20% Performs other duties of a similar nature and level as assigned. As Required GP Fox Lawson&Associates uiktil ce.d,,.ate,s.,.:...trt Page 67 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Assistant TRAINING AND EXPERIENCE: High School Diploma or GED and 1 year of customer service and cash handling experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: _.. • State of Alaska Drivers License; • Bondable. KNOWLEDGE OF: • Basic bookkeeping principles; . Basic mathematical concepts; • Data entry methods; • Modern office equipment. SKILL IN: • Performing basic mathematical calculations; . Counting money and making change: • Providing customer service; « Reconciling accounts; • Utilizing a computer and relevant software applications; • Communication,interpersonal skills as applied to interaction with coworkers,supervisor,the general public,etc.sufficient to exchange or convey information and to receive work direction. A- DA AND OTHER REQUIREMENTS: Positions in this class typically require:fingering,talking,hearing,seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. NOTE: The above job description is intended to represent only the key areas of responsibilities, specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 2 Fox Lawson a Associates •bm.:..e∎C.a.k Bme6Smu+�,.. Page 68 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Technician CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Fiscal 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,verities,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 ep Fox Lawson&Associates .LVmm drJlsSs.M.l„Xmas ins Page 69 of 491 Ordinance No, FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Technician POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE: Positions assigned to Payroll may be responsible for: • Providing administrative assistance related to benefits and employee information; • Providing support and responding to inquiries regarding pay information, time records and benefits deductions; • Preparing W-2 and tax reporting information; • Preparing accounting information for audits. Positions assigned to Accounts Payable may be responsible Ion • Maintaining and auditing W-9 vendor tiles; • Preparing applicable tax related forms; • Reviewing vendor project contracts and reconciling vendor statements; • Preparing accounting information for audits. TRAINING AND EXPERIENCE: High School Diploma or GED and 3 years of bookkeeping experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Bookkeeping principles; • Mathematical concepts; • Basic accounting principles; • Automated financial software packages; • Modern office equipment. 2 et Fox Lawson&Associates a,.rmacetn. &,a*, ,Y.. Page 70 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Technician SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards: • Organizing and maintaining records and files; • Working independently; • Handling cash; • Performing mathematical calculations; • Handling sensitive and confidential information; • Timely processing of information In order to meet deadlines; • Providing customer service; • Utlizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: stooping, kneeling, crouching, reaching, standing, walking, pulling,lifting,fingering,grasping,feeling,talking,hearing,seeing and repetitive motions, Sedentary Work: Exerting up to 10 pounds of force occasionally anchor a negligible amount of force frequently or constantly to lift,carry,push,pull or otherwise move objects,including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are re•uired on occasionally and all other sedentary criteria are met. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 3 GP Fox Lawson&Associates •UrvNon al GA.sti&,el+$mcv.In • Page 71 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Analyst CLASS SERIES BAND/GRADEJSUBGRADE FLSA STATUS Fiscal C42 Exempt —^ CLASS SUMMARY: This class is the third level in a three level Fiscal series. Incumbents are responsible for supervising fiscal support staff,analyzing fiscal information, preparing detailed financial reports, processing accounting entries,reconciling accounts and reports,preparing legally required state, Federal and focal reports and statements,assisting with annual audit process, overseeing the final posting of journal entries, managing fixed assets, participating in the development and implementation of internal control procedures, managing assigned projects, and assisting with budgets and year-end closings. 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. Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring staff is trained;ensuring that employees 20% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans and oversees the daily operations of the accounts payable,payroll,and/or Daily revenue accounting functions. Reviews,provides guidance and approves daily 20% processing activities ensuring accuracy and compliance with applicable state, federal and local regulations and with generally accepted accounting principles. Responds to inquiries and provides guidance and customer support related to Daily financial accounting procedures and processes. 5% Reviews accounting transactions,oversees posting of and/or posts journal Weekly entries,reconciles and maintains general ledger accounting system. 10% Analyzes,prepares and maintains financial accruals,records,firma!reports, Monthly schedules,surveys,and financial statements. Recommends and implements 10% internal control procedures. Monitors and reports revenue and expense information and assists in budget Monthly preparation. 10% Reviews information,calculates and prepares tax documents,publications and Annually other required statements. 5% Prepares audit schedules and assists with providing and maintaining audit Annually information. Assists with year-end closing process. 5% Performs other duties of a similar nature and level as assigned.- As Required eV Fox Lawson&Associaws r,,acai,a.,,m,n,s.,wn a.. Page 72 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Analyst ___ TRAINING AND EXPERIENCE: Bachelor's Degree and 3 years of professional level accounting experience; or, an equivalent combination of education and experience sufficient to successfully pedorm the essential duties of the job such as those listed above. Prior supervisory experience preferred. LICENSING/CERTIFICATIQNS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Supervisory principles; • Generally Accepted Accounting Principles; ▪ Audit principles; • Financial management and budgeting principles; • Modern office equipment. _ SKILL IN: � • Supervising and evaluating employees; • Prioritizing and assigning work; • Interpreting and applying applicable laws,codes,regulations and standards; • Time management and work prioritization; • Analyzing,reconciling and reporting information; • Preparing budgets; • Handling sensitive and confidential information; • Providing customer service; • Utilizing a computer and relevant software applications; • Communication,interpersonal skills as applied to interaction with coworkers,supervisor,the general public,etc.sufficient to exchange or convey information and to receive work direction. Gt v Fox Lawson&Associarrx ,1 A W im d c-lyv&rcN$emr.Irc Page 73 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Fiscal Analyst ADA AND OTHER REQUIREMENTS: Positions in this class typically require: crouching, reaching, standing, walking, lifting, fingering. grasping,talking,hearing,seeing and repetitive motions, Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible dmount of force frequently or constantly to lift,carry,push,pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. _Incumbents may be subjected to travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(ES) Date: (12112} 5 0,Foi Lawson&Associates .t a.w n e cv a,A..an+n s...u,,x r. Page 74 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0,1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Technician CLASS SERIES BAND/GRADE/SUBGRADE RSA STATUS Information Technology A13-R22 Non-Exempt CLASS SUMMARY: This class is the first-lever in a three level Information Technology series. Incumbents are responsible for installing, troubleshooting, repairing and maintaining hardware, software and peripheral devices.Incumbents are also responsible for providing first level help desk support to staff. 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. Monitors requests,assigns priority and provides first level help desk support. Daily Receives and responds to end user questions and requests. Troubleshoots and 40% assists in resolving issues with software,hardware and peripheral equipment. Monitors and maintains network systems to ensure functionality and integrity.— Daily 20% Maintains records for computers and assigned users,customer service cats and Daily services performed. 5% Trains employees on processes and procedures of computer usage. Daily 5% Maintains,repairs,upgrades,and sets up computers,peripheral devices, Weekly software applications,and accessories,including printers,keyboards,monitors, 15% telephonetcommunications systems and/or other related equipment. Evaluates software and hardware requirements and recommends purchases. Weekly Works with vendors and manufacturers in support of purchases,upgrades and 5% equipment repair. Assists with maintaining accurate inventory records. LL Performs other duties of a similar nature and level as assigned. As Required t ep Fox Lawson&Associates .ts.ter,dut+ ,a.i,s......iM Page 75 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Technician TRAINING AND EXPERIENCE: High School Diploma or GED and 1 year of related IT experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. _ I LICENSING/CERTIFICATIONS: • State of Alaska Drivers License; • A+Certification preferred. KNOWLEDGE OF;, • Personal computer hardware and software; • Basic computer networking principles; • Modem office equipment. SKILL IN: • Providing customer service; • Repairing and maintaining personal computers and peripheral equipment; • Troubleshooting technical issues and system connectivity; • Documenting problems and solutions; • Reading and interpreting technical manuals; • Managing time and prioritizing work; • Providing instruction on technological tools; • Utilizing a computer and relevant software applications; • Communication, Interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lilting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Incumbents may be subjected fo moving mechanical parts, electrical currents, vibrations, fumes, odors,dusts, +aces, •oor ventilation,Inadequate lighting,and work s•ace restrictions 2 Fox Lawsrna Aswciares al),.randfiqaalwawkSentx.n.Inc Page 76 of 491 Ordinance No, FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH - CLASS SPECIFICATION IT Technician NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) v GM)Fox Lawson&Associates u.,nnxiOr&Fx axMis..u..in Page 77 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Analyst CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Information Technology C42 Exempt t CLASS SUMMARY: This class is the second level in a three level Information Technology series. Incumbents are responsible for analyzing networks, systems, data and related items and developing recommendations based on findings; interpreting user needs and recommending solutions; providing advanced troubleshooting of systems; implementing, maintaining and managing assigned systems; producing reports, maps, graphs and related items from information warehouses;and,translating business requirements into technical solutions. 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. Implements,maintains and manages assigned information systems. Coordinates Daily with designated resources to obtain,process and maintain data. Ensures 20% authorized security access and data security and integrity. Analyzes systems,applications and data needs and recommends and/or plans Weekly and coordinates the implementation of technology solutions. 20% Identities problems related to systems or technical operations. Researches and Weekly reviews system capabilities and limitations. Troubleshoots complex issues and 20% provides technical guidance,programming or other system related solutions. Produces and maintains reports,graphs,maps and/or other related information Weekly needs, Assesses reporting information for accuracy and recommends or makes 20% adjustments as needed. Evaluates,recommends and negotiates the purchase of software and/or Weekly equipment. Implements or oversees implementation and testing of new products. 10% Works with vendors to resolve issues and implement solutions. Performs other duties of a similar nature and level as assigned. As Required a$,fox Lawson&Associates aD,.w,dCdla„An&,ettn.ta,Inc Page 78 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #93.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Analyst TRAINING AND EXPERIENCE Bachelor's Degree and 4 years of related experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/C ERTIFICATIQNS, • State of Alaska Driver's License. Depending on assignment,may require: • MCSE Certification; . CCNA Certification. KNOWLEDGE OF: • Applicable programming languages and/or software in support of assigned systems; • Relevant systems and communications technology; • Database management principles; • Data storage and security methods; • Customer service principles; • Modern office equipment. SKILL IN: . Advanced troubleshooting and technical problem solving; • Analyzing work flow and technology needs; . Identifying software and hardware solutions; • IT subject matter expertise; • Project management; • Negotiating and managing purchase contracts; . Providing user support and technical training; • Utilizing a computer and relevant software applications; • Communication,interpersonal skills as applied to interaction with coworkers,supervisor,the general public,etc.sufficient to exchange or convey information and to receive work direction. z et Fox Lawson a Associates ♦1WskA d Caen&n,A,Smm.St Page 79 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Analyst ADA AND OTHER REQUIREMENTS: Positions in this class typically require: stooping, kneeling, crouching, reaching, standing, walking. pushing,pulling,lifting,fingering,grasping,talking,hearing,seeing and repetitive motions. Light Work;Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the lime, the job is rated for Light Work. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors,dusts,_gases. roar ventilation and travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLD(BS) Date: (12/12) C1z Fox Lawson&Associates ikm'mdCildp}&eaetScrnn,in. Page 80 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Administrator n CLASS SERIES BAND/GRADE/SUBGRADE FL,SA STATUS Information Technology 052 Exempt CLASS SUMMARY: This class is the third level in a three level Information Technology series. Incumbents are responsible for supervising IT staff, providing technology recommendations on IT related issues, managing service levels and mission critical resources, managing enterprise-wide IT projects, developing short and long-term division plans, performing impact analyses, assisting in the development of the division budget, and managing IT infrastructure. Incumbent has an enterprise-wide perspective in terms of system integration,standards,and iodic . 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. Supervises staff to include:prioritizing and assigning work;conducting _._...._.... Daily performance evaluations;ensuring staff is trained;ensuring that employees 20% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans and oversees the daily operations of the information technology function. Daily Monitors the configuration,installation and maintenance of all IT equipment 20% including computers,servers,telephone/communication equipment,networking and data center equipment, Plans,evaluates and reviews the organization's IT infrastructure,processes and Weekly future needs. Authorizes equipment and software purchases. Coordinates and 20% provides the implementation,documentation and maintenance of solutions and best practices. Oversees projects to ensure timely completion and adherence to budget. Weekly Ensures responsive and effective customer service. Provides high level technical 10% support and sources external support as needed. Monitors and maintains backup and disaster recovery plans and practices for the Monthly organization. Reviews plans and makes periodic modifications. 10% Collaborates with staff in planning technology resources needed. Develops short Monthly and long-term operational plans. Assists in developing and monitoring the 10% division budget. ___..i.la- Performs other duties of a similar nature and level as assigned. As Required Fox tawwn a Associates u.«,,d c,l s a 4 B,,1,s,"o,.Inv. Page 81 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM#13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Administrator TRAINING AND EXPERIENCE: _. Bachelor's Degree and 6 years of professional level IT experience,including prior lead or supervisory experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. T � LICENSING/CERTIFICATIONS: • State of Alaska Driver's License; • MCSE Certification. KNOWLEDGE OF: • Supervisory principles,practices and techniques; • Modern information technology industry practices; • Relevant systems technology and maintenance principles; • User support practices; • Project management principles and practices; • Database management principles; • Disaster recovery principles; • Modern office equipment SKILL IN: _.. �- • Supervising and evaluating employees; • Prioritizing and assigning work; • Evaluating organizational impact and work priorities; • Managing projects; • Identifying,researching arid resolving complex technical issues; • Managing contracts and providing vendor relations management; • Monitoring budget; • Providing interdepartmental relations and support; • Interpreting technical documentation; • Utilizing a computer and relevant software applications; • Communication,interpersonal skills as applied to interaction with coworkers,supervisor,the general public,etc.sufficient to exchange or convey information and to receive work direction. 2 CepFox Lawson.Associates Page 82 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.A. KODIAK ISLAND BOROUGH CLASS SPECIFICATION IT Administrator ADA AND OTHER REQUIREMENTS: Positions in this class typically require: stooping, kneeling, crouching, reaching, standing, walking, pushing,pulling,lifting,fingering,grasping,talking,hearing,seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Incumbents may be subjected to inadequate lighting, work space restrictions, intense noises, and travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Dale: (12/12) a ( ,',' Fox Lawson&Associates Page 83 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM#13.0.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Operator CLASS SERIES BANDJGRADE/SUBGRADE FLSA STATUS Landfill Operations B22 Non-Exempt CLASS SUMMARY: This class Is the first level in a three level Landfill Operations series. Incumbents are responsible for providing customer service, processing customers, operating heavy equipment, performing equipment maintenance, welding and fabricating parts, disposing of hazardous materials, and maintaining facility grounds,roads and buildings. 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. Operates a variety of heavy equipment including dump trucks,loaders, Daily bulldozers,excavators,press balers,forklifts and other equipment used in landfill 30% operations. Identities,removes,processes and packs waste and hazardous materials in support of disposal operations. Maintains landfill premises and prepares for incoming refuse:excavates,loads ��Daily and hauls cover material;removes debris from disposal site;maintains roads, 25% ditch lines and drainage contours;compacts waste and applies finishing cover. Inspects,maintains and provides repair of heavy equipment hydraulic, Daily pneumatic,mechanical,electrical and/or electronic systems and controls. Repair 15% and maintenance activities may include:checking fuel,oil,and water levels; removing,replacing,adjusting and cleaning defective parts;changing fluids, filters,hoses,belts and other equipment to ensure sate operation. Recovers and processes metals and other materials for recycling. Dismantles, Daily cleans,sorts and grades recyclable materials. 10% Provides customer service by responding to questions,Inspecting incoming loads Daily and directing landfill customers to appropriate disposal locations. Oversees the 5% tipping and disposal of solid waste. Operates weigh scales,identifies contents and determines appropriate fees. Daily Collects payment,distributes receipts and maintains records of fees and loads 5% collected. Performs basic building cleanup and maintenance including general custodial Daily duties. 5% Welds and fabricates metal parts for rebuild-of facility equipment as needed. Quarterly 5% Performs other duties of a similar nature and level as assigned. As Required �,T)F ox Lawson a an �s of Cullrezt iatt «n tz Page 84 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Operator TRAINING AND EXPERIENCE: High School Diploma or GED and 2 years of heavy equipment operator and maintenance experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Commercial Driver's License(COL); • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Heavy equipment operation and maintenance techniques; • Applicable safety practices and work methods; • Basic mathematical concepts; • Customer service principles; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Operating and maintaining applicable heavy equipment; • Adhering to safe work practices; • Interpreting operating and instruction manuals; • Providing customer service; • Performing routine maintenance and repair activities; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. Fox Lawson a Associates o.-Gone ca„Alax.c,s,.wi,. Page 85 of 491 Ordinance Na. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Operator ADA AND OTHER REQUIREMENTS: Positions in this class typically require:climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, lingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently,and/or up to 20 pounds of forces constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, work space restrictions, intense noises and environmental conditions such as disru.tive seopie,imminent danger,and a threatening environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Dale: (12/12) i GO Fax i2w500&Associates Slm,a.dCi4{a.&Ma Smsa.la Page 86 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Senior Baler Operator CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS • Landfill Operations 023 Non-Exempt CLASS SUMMARY: This class is the second level in a three level Landfill Operations series. Incumbents are responsible for serving as a lead to Baler Operators,performing water sampling,monitoring gas levels, performing refrigerant recovery, providing customer service, processing customers, operating heavy equipment, performing equipment maintenance, welding and fabricating pals, disposing of hazardous materials,and maintaining facility grounds,roads and buildings. 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. Serving in a lead capacity,monitors safe operational activities and Daily maintains/prepares landfill premises for incoming refuse. Performs or assigns 15% and leads activities including:excavation,loading and hauling of cover material; removing debris from disposal site;maintaining roads,ditch lines and drainage contours;compacting waste and applying finishing cover. • Provides lead supervision of and/or operates a variety of heavy equipment Daily including dump trucks,loaders,bulldozers,excavators,press balers,forklifts and 15% other equipment used in landfill operations. Identifies,removes,processes and packs waste and hazardous materials in support of disposal operations. Operates weigh scales,identifies contents and determines appropriate fees. Daily Collects payment,distributes receipts and maintains records of fees and loads 15% collected. Provides customer service by responding to questions,inspecting incoming loads Daily and directing landfill customers to appropriate disposal locations. Oversees the 10% tipping and disposal of solid waste. Inspects,troubleshoots,maintains and provides repair of heavy equipment Daily hydraulic,pneumatic,mechanical,electrical and/or electronic systems and 10% controls. Repair and maintenance activities may include:checking fuel,oil,and water levels;removing,replacing,adjusting and cleaning defective parts; changing Iluids,filters,hoses,belts and other equipment to ensure safe operation. Performs basic building clean-up and identifies and/or provides minor building Daily repair and grounds keeping maintenance. 10% Identifies material to be combusted and maintains and operates incinerator and Weekly oil heaters. 5% eta Fox lawson k Associates .L4..um d GhvMr kMi,Fr m.IT. Page 87 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Senior Baler Operator ESSENTIAL DUTIES; PERCENT OF This class specification represents only the core areas of responsibilities;specific position TIME assignments IS vary depending on the needs of the department. Performs groundwater sampling and monitors gas levels for the maintenance of — Quarterly treatment and drain systems, 5 Performs other duties of a similar nature and level as assigned. I As Required f TRAINING AND EXPERIENCE: High School Diploma or CEO and 3 years of heavy equipment operator experience,including t year of landfill baler experience and journeyman level hydraulic maintenance and repair experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above, LICENSING/CERTIFICATIONS: • State of Alaska Commercial Driver's License(COL); • Slate of Alaska Driver's License; • 40 Hour HazWoper Certification; • Forklift Certification. _ KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Heavy equipment operation and maintenance techniques; • Applicable safety practices and work methods; • Journeyman level hydraulic maintenance and repair; • Chemical and water monitoring and sampling techniques; • Lead worker principles and practices; • Basic mathematical concepts; . Customer service principles; . Modern office equipment. z 6.)Fox Lawson a Assaults x.w,i dCara e,&al sd.4.,r Page 88 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Senior Baler Operator SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Leading and assigning work activities; • Identifying appropriate work methods and equipment requirements; • Operating and maintaining applicable heavy equipment; • Adhering to safe work practices; • Interpreting operating and instruction manuals; • Providing customer service; • Performing routine maintenance and repair activities; • Sampling and monitoring water and chemical levels; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently,and/or up to 20 pounds of forces constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, work space restrictions, intense noises and environmental conditions such as disruptive people,imminent danger.and a threatening environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 7 Co Fox Liwson&Associates ,Ihn d C41#M&N,San,.Inc Page 89 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Supervisor CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Landfill Operations B32 Exempt CLASS SUMMARY: `. This class is the third level in a three level Landfill Operations series. Incumbents are responsible for supervising landfill operations staff, managing inventory and purchasing, preparing division budget, managing contracts, supervising and scheduling and planning landfill maintenance projects,researching and resolving complaints,and performing Baler duties. 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. – Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring staff is trained;ensuring that employees 20% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans and oversees the daily landfill site operations,customer service and the Daily coordination of solid waste disposal. Ensures operational effectiveness, 20% prevention of environmental pollution,and that work is performed in accordance with established solid waste,industrial,and hazardous waste disposal policies and procedures. Performs routine solid waste facility inspections to ensure compliance of state Daily and federal environmental rules and regulations. Supervises field investigations 15% and environmental sampling and prepares inspection data reports. Provides and maintains environmental records,daily logs,accident reports, — Daily maintenance records,random inspection reports,chemical safety data sheets 10% and other materials. _. _. .. i. _. Plans and supervises the maintenance and repair of heavy operating equipment. Daily Analyzes and identifies causes of equipment defects and coordinates the repair 10% and availability of equipment. Reviews proposals and recommends selection of consultants Ior integrated Weekly waste management activities. Oversees private contractor performance of waste 10% management activities,facility maintenance and upgrade activities. Participates in short and long-term planning and budgeting. Assists in evaluating Weekly facility operational needs and recommends equipment purchases,site 5% improvements,and resource needs, Performs other duties of a similar nature and level as assigned. As Required Fox Lawson&Associates Dm,'m d C Ie1,a&nen Sm.,Inc Page 90 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.D.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Supervisor TRAINING AND EXPERIENCE: High School Diploma or GED and 4 years of progressively responsible landfill operations experience, including 3 years of supervisory experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Commercial Driver's License(COL); • Stale of Alaska Driver's License; • 40 Hour HazWoper Certification; • Forklift Certification; • Landfill Operations Manager Certification. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Supervisory principles; • Modern landfill site operational procedures and methods; • Applicable environmental quality control methods; • Heavy equipment operation and maintenance processes; • Occupational hazards and safety principles; • Advanced mathematical concepts; • Environmental sampling techniques; • Customer service principles; • Modern office equipment. 2 el Fox Lawson s Associates ffiffsonicaamhc.&nth,Serval.Inc Page 91 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Baler Supervisor SKILL IN: • Supervising and evaluating employees; • Prioritizing and assigning work; • Interpreting and applying applicable laws,codes,regulations and standards; • Analyzing and interpreting engineering specifications,drawings and technical manuals; • Supervising the operation and maintenance of applicable heavy equipment; • Implementing and enforcing occupational safety; • Leading customer service operations; • Environmental sampling and quality inspection; • Budgeting and resource planning; • Utilizing a computer and relevant software applications; • Communication,interpersonal skills as applied to interaction with coworkers,supervisor,the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently,and/or up to 20 pounds of forces constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, work space restrictions, intense noises, travel and environmental conditions such as disruptive people,imminent danger,and a threatening environment. NOTE: The above job description is Intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson 8 Associates LLC(BS) Date: (12/12) 7 ( Fox Lawson&Associates u.nkx d Uays„ae.a s...x,..ice. Page 92 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Specialist CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Maintenance B22—B24 Non-Exempt CLASS SUMMARY: This class is the first level in a two level Maintenance series. Incumbents are responsible for performing complex maintenance and/or operational activities in assigned area of responsibility. Responsibilities include: performing facility custodial activities; administering security program; performing journey-level carpentry, plumbing, HVAC, refrigeration, electrical, mechanical and boiler work; maintaining and repairing gas and diesel automobiles; inputting data into computerized systems; and, preparing logs and records. Based on assignment, advanced plumbing activities related to sea water,pumps,wells,shafts,and labs may be required. 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. Inspects,coordinates and performs preventative maintenance to facilities Daily systems including:HVAC and refrigeration;plumbing;mechanical;electrical;and 25% other assigned systems. Performs general interior and exterior building maintenance including finish Daily carpentry and painting. Moves furniture and equipment as required. 25% Performs maintenance of parks,grounds,walkways,driveways and access Weekly points. Performs landscape maintenance including grass cutting,weed removal, 20% fertilizing and plant/tree maintenance. Inspects and repairs park equipment. Performs trash,snow and ice removal. May oversee grounds keeping activities of temporary workers. Performs routine maintenance of gas and diesel vehicles including:changing oils Weekly and lubricants;repairing and rotating tires;and performing general tuning service 10% work. Coordinates collision and heavy repair work. Administers and maintains security controls. Programs key-card access, Weekly maintains keys and key logs. Performs locksmith functions. 5% Monitors and maintains surplus equipment and furniture inventories. Delivers Monthly and transports equipment and supplies. Prepares activity logs and records and 5% inputs data into computer systems. Performs or assists in monitoring ocean tidal movements,seawater well pumps, Monthly seawater levels and flow. 5% Performs other duties of a similar nature and level as assigned. As Required 'C�y foe lawson&Associates Demos d Caltser&..M1,Ste,Inc Page 93 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1, KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Specialist TRAINING AND EXPERIENCE: High School Diploma or OED and 6 years of trades' experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. Ability to obtain: • 40 Hour HazWoper Certification; • Confined Space Entry Certification; • Forklift Certification; • Refrigeration License; • Backllow Prevention License; • Fire Extinguisher License. KNOWLEDGE OF: • Applicable Federal,slate and local laws,codes,regulations and/or ordinances: • Safety procedures and sale work practices; • Inventory and recordkeeping principles; • Building maintenance practices and procedures; • Grounds maintenance practices and procedures; • Maintenance procedures of assigned mechanical, electrical, plumbing, HVAC and refrigeration systems; • Vehicte maintenance procedures; • Modern office equipment. `' Fox Lawson&Associates u,.,,w.,d O&•nm e...r t scan Inc Page 94 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl„. AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Specialist rSKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Pedorming journey level trades maintenance activities of assigned systems, facilities and equipment; • Performing maintenance and repair work in accordance with safely procedures; • Troubleshooting systems and problems related to area of assignment; • Evaluating and recommending repair, replacement, and maintenance of applicable components and equipment; • Operating,maintaining,and repairing a variety of hand and power tools and specialized equipment; • Preparing and maintaining a variety of maintenance and inventory records; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions, Heavy Work: Exerting up to 100 pounds of force occasionally, and/or up to 50 pounds of force frequently,and/or up to 20 pounds of forces constantly to move objects, Incumbents may be subjected to moving mechanical pads, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventifalion, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, work space restrictions, intense noises, travel and environmental conditions such as disru•tive people,imminent danger,and a threatening environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) * 3 G1/4))Fox Lawson&Assaclairs Uremia.d GM14b11cr,411 Scr al.e. Page 95 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM #13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Administrator CLASS SERIES BANDtGRADEtSUBGRADE FLSA STATUS Maintenance C42 Exempt CLASS SUMMARY: _....e......_,..., __._..._, This class is the first level in a two level Maintenance series. Incumbents are responsible for supervising maintenance staff, managing maintenance inventory and purchasing, preparing division budget, managing contracts for goods and services, serving as a liaison to applicable Boards, managing facility and maintenance projects, researching and resolving complaints, managing facility security,and performing related activities. 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. Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring Malt is trained;ensuring that employees 20% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans,coordinates and oversees the maintenance,service and repair operations Daily of facilities,grounds and vehicles. Reviews,provides guidance and approves 20% activities in support of overall maintenance operations. Coordinates with other intergovernmental maintenance operational staff to ensure effective operations. Develops,schedules and implements a comprehensive maintenance and facility Weekly security program. Reviews,plans and prepares operational schedules,cost 5% estimates and project plans in support of facilities,equipment and vehicle maintenance. Reviews operations and coordinates with federal,state and focal authorities to Monthly ensure compliance with safety requirements. Researches and resolves 15% complaints or issues. — Serves as a liaison and administers maintenance and repair contracts with Monthly applicable service area boards. 10% Assists in preparing and tracking the annual budget for the department. Reviews Quarterly maintenance resources and provides cost estimates,projections and annual 10% schedules. Monitors and reports operating budget performance and makes recommendations. Supervises and manages Inventories of surplus furniture,tools and equipment. Quarterly Reports and schedules surplus sales. 5% Performs other duties of a similar nature and level as assigned. As Required Gp}Fox Lawson&Associates a Omni.. Cd.,xb4.fi,5n,,,,i.x. Page 96 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Administrator TRAINING AND EXPERIENCE: High School Diploma or GED and 8 years of progressively responsible trades'experience,including 4 years of supervisory experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License; • 40 Hour OSHA Certification; • Confined Space Entry Certification. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Supervisory principles; • Budgeting principles; • Contract management principles; • Project management principles; • Maintenance practices and testing procedures; • Applicable craft trades practices and procedures; • Inventory management principles; • Modem office equipment. SKILL IN: • Supervising and evaluating employees; • Prioritizing and assigning work; • Interpreting and applying applicable laws,codes,regulations and standards; • Preparing and managing operating budget; • Administering contracts; • Managing projects; • Estimating project costs; • Reading and interpreting blueprints and schematics; • Managing inventory and surplus inventory disposition; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. Gd)Fox Lawson&Associates Umbra d&L#,,&.•Po 5,nna,Inc Page 97 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Maintenance Administrator ADA AND OTHER REQUIREMENTS: Positions in this class typically require:climbing,balancing, stooping, kneeling, crouching, standing, walking,pushing,pulling,lifting,fingering,grasping,talking,hearing,and seeing. Medium Work: Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently,and/or up to 10 pounds of force constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, extreme temperatures, inadequate lighting, work space restrictions,intense noises,and travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LW(BS) Date: (12/12) C)Fox Lawson a Associares .Dana,dG, x,en.n,Senn.Ina Page 98 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Manager CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Management 061 Exempt CLASS SUMMARY: This class is the first level in a two level Management series. Incumbents are responsible for directing the activities,budget, and personnel of a division within a department. Incumbents are responsible and accountable for performing strategic planning; managing division budget; managing inventory and purchasing; ensuring regulatory compliance at the Federal, state and local levels; providing oversight and direction for the implementation of programs/services; representing the division Borough-wide and to the Assembly;managing legislative initiatives;and, mana.ins and overseeing the work of contractors. 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. Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring staff is trained;ensuring that employees 10% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans,organizes and directs the activities of assigned division to include Daily overseeing the development and administration of policies,procedures, 30% programs,goals and objectives. Ensures regulatory compliance of division operations at the Federal,state and local levels. Represents the division at/on a variety of meetings,advisory groups,committees, Weekly agencies,the Assembly,and/or other related groups. 15% Reviews,prepares and presents reports on division programs and activities. Weekly 15/ Prepares and manages the division budget including forecasting,allocating Weekly resources and approving expenditures. 10% Responds to and resolves inquiries and concerns from the general public, Weekly partners,the business community,and staff. 10% Performs other duties of a similar nature and level as assigned. As Required ��( J Fox Lawson&Associates O,.o,'a LJ6xve Be. 5rocn..Inc Page 99 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Manager POSITION SPECIFIC RESPONSIBILITIES MIGHTINCLUDE: Positions assigned to Solid Waste/Environmental may be responsible for: • Managing field investigations,environmental sampling/monitoring and analysis; • Interpreting and evaluating complex technical environmental data; • Preparing engineering reports for landfill operations; • Developing and administering training programs; • Administering solid waste collection,disposal and operational contracts; • Performing rate studies and conducting analysis of landfill costs. Positions assigned to Fire may be responsible for: • Managing fire investigations; • Administering training program and training delivery; • Directing the and emergency services,including volunteer personnel,at emergency scenes. TRAINING AND EXPERIENCE: Bachelor's Degree in a related field and 5 years of progressively responsible experience directly related to the area assigned, including 3 years of supervisory experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • Stale of Alaska Driver's License. Depending on area of assignment,may require: • Landfill Operations Manager Certification; • 40 Hour HazMal Certification; • Firefighter 1 Certification; • Emergency Medical Technician 1 Certification; • Fire Service Instructor Certification; • Emergency Medical Technician 1 Instructor Certification; • CPR Instructor Certification. et Fox Lawton s Associates v,e„a,ac RaterEm*5�wn.4.-. Page 100 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13•C,1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Manager KNOWLEDGE OF • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Management and leadership principles; • Advanced principles,methods and techniques of assigned area; • Occupational hazards and satetyaelated principles; • Budget administration principles; • Financial management principles; • Public administration principles; • Contract administration principles; • Negotiation techniques; • Strategic planning principles: • Programtproject management principles and techniques; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Managing,mentoring and evaluating staff; • Managing division operations; • Analyzing and developing policies, procedures,contracts and/or technical documents of assigned area; • Planning strategic operations; • Thinking critically; • Making decisions in time-sensitive situations; • Administering division budget; • Ensuring compliance with applicable Federal,state and local regulations: • Analyzing,interpreting and understanding technical information of assigned area; • Negotiating and mediating; • Managing and administering contracts; • Preparing and delivering public presentations; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. Fox a. ws Laon Aa,.a w ues.n.,ssocites m.n,sm..,.i. Page 101 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Manager ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, kneeling, crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions: Very Heavy Work: Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently,and/or in excess of 20 pounds of force constantly to move objects. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temperatures, inadequate lighting, work space restrictions, intense noises, travel and environmental conditions such as disruptive people,imminent danger,and a threatening environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LTC(BS) Date: (1/13) 4 Fox Lawson&Associates .Dmw,d oa,M1n&Tfx Smarr.Ik Page 102 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Director CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Management EBt—EB3 Exempt CLASS SUMMARY: This class is the first level in a two level Management series. Incumbents are responsible and accountable for directing a Borough department including its personnel, budget, and resources. Responsibilities include:exercising strategic and visionary thinking having long-term organization- wide application and impact; developing and implementing programs critical to the Borough; making recommendations to the Assembly and Borough Manager;developing and implementing policy initiatives; setting the tone, climate and vision for the department; and, ensuring compliance with statutory responsibilities and directives. 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. Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring staff is trained;ensuring that employees 35% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Develops,implements,and evaluates departmental policies,procedures, Daily strategies and goals. Maintains and ensures procedural and regulatory 20% compliance of programs. Provides advice in area of expertise to the Assembly,Borough Manager,and Daily management learns. Provides management review,recommendations and gives 5% presentations in support of program development and strategic direction. Facilitates,leads,and/or participates in meetings,proceedings,and committees; Weekly represents the department and Borough at meetings and conferences;and 15% serves as a liaison between departments,external organizations,the general public,and other agencies. Researches,analyzes,and makes recommendations for cost effective Weekly improvements in departmental operations. Designs,administers,and evaluates 5% departmental programs and services. Directs and participates in the preparation of departmental budgets,financial Monthly reports,and operational and/or capital improvement budgets. Monitors revenues 10% and expenditures. Performs other duties of a similar nature and level as assigned. As Required e't Fox Lawson&Associates taw..a Gnash,Inds Wrist Inc Page 103 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Director POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE: I _ Positions assigned to Assessor may be responsible for: • Compiling,analyzing and modeling property market data; • Reviewing and defending assessments; • Preparing statistical analysis and determining validity of assessment methods; • Providing advanced appraisal assessments of complex properties. Positions assigned to the Clerk's Office may be responsible lot: • Serving as administrator of the Assembly; • Serving as chief administrator of Borough elections; • Managing municipal records. Positions assigned to Community Development maybe responsible for: • Analyzing land use issues and presenting formal recommendations; • Managing and reviewing technical analyses to ensure consistency with adopted plans; • Serving as Acting Administrative Official in Borough Manager's absence; Positions assigned to Engineering and Facilities may be responsible tor: • Planning,managing and implementing capital project development; • Directing and providing contract administration; • Directing operations of solid waste and environmental quality management; • Providing oversight of facilities maintenance program,including landfill and RFRC. Positions assigned to Finance may be responsible for: • Preparing the Comprehensive Annual Financial Report; • Directing Borough funding and risk management program; • Directing accounts payable and payroll; • Preparing and supervising the preparation of the Borough budget; • Administering Borough ledger; • Providing oversight of IT department. • TRAINING AND EXPERIENCFa; Bachelor's Degree in a related field and 7 years of progressively responsible management experience directly related to the area assigned; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. z G)�},� Fox Lawson&Associates C-,—d Gillvh.Brnin Smrn.Inc Page 104 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Director LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. Depending on area of assignment,may require: • Alaska Assessor Appraiser Certification; • Municipal Clerk Certification. • KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Management and leadership principles; • Public administration and governmental operations; • Advanced theories and principles of assigned area; • Budget administration principles; • Financial management principles; • Strategy development principles and procedures; • Program development principles and techniques; • Negotiation techniques; • Public relations principles; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Managing,mentoring and evaluating staff; • Directing public programs; • Planning,analyzing and evaluating programs,services,operational needs and fiscal constraints; • Planning strategic operations and programs; • Developing and implementing policies and programs in support of strategic direction; • Preparing and administering division budget; • Ensuring compliance with applicable Federal,state and local regulations; • Analyzing,interpreting and understanding technical information of assigned area; • Negotiating and mediating; • Managing and administering contracts; • Preparing and delivering public presentations; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. i GPFox Lawson&Associaics Page 105 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Director • ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, standing,walking, lifting, fingering,talking, hearing, seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. • Incumbents may be subjected to extreme temperatures, travel and environmental conditions such as _disruptive people,imminent danger,and a threatening environment. NOTE The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson$Associates LLC(BS) Date: (1/13) 4 CFox Lawson&Associara Page 106 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Analyst CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Management Support C41—C42 Exempt CLASS SUMMARY: This class is the first level in a two level Management Support series. Incumbents are responsible for researching and analyzing a variety of grant opportunities, policies and/or other applicable issues and making recommendations based on findings; preparing a variety of correspondence and reports; designing and administering programs and policies in assigned area of responsibility; maintaining records; performing investigative work; and,coordinating and performing a variety of special projects as assigned. 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. Responds to public,staff or organizational inquiries. Researches requests and Daily responds by providing information,reporting and/or presentations. Resolves 20% issues,provides recommendations and/or refers to appropriate resource. — Develops a variety of documents,reports,correspondence,applications, Daily agendas,meeting minutes and meeting-related documentation. Distributes 20% information to appropriate individuals,boards,committees and agencies. Administers assigned program and/or projects by providing research,analysis Daily and operational and administrative support. 20% Provides training and assistance in interpreting procedures and processes. Daily 5% Schedules and coordinates meetings and travel arrangements. Coordinates Weekly meeting space and other resource requirements. 10% Performs special projects which involve process or project research,review and Monthly recommendations. 15% Performs other duties of a similar nature and level as assigned. As Required GP Fox Lawson&Associates uxwndCLt &w&Sm1w Page 107 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Analyst POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE: Positions assigned to Human Resources may be responsible for: • Developing, evaluating and maintaining comprehensive HR management program, to include recruitment and selection, training and employee development, classification, and records management; • Serving on collective bargaining negotiation team; • Assisting supervisors in performance evaluation documentation process, including disciplinary processes and other related legal issues; • Providing employee relations assistance and serving as a liaison. Positions assigned to Grants Writing maybe responsible for: • Compiling information and preparing grant applications for projects; • Researching and reviewing funding opportunities via grants and state and federal programs; • Administering and providing non-technical oversight and maintenance of public website; • Performing high level project support for targeted Borough initiatives. TRAINING AND EXPERIENCE: Bachelor's Degree and 3 years of related experience in assigned functional area; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License; • Depending on area of assignment, specialized certification in assigned functional area may be required. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Modern office procedures and methods; • Customer service principles; • Mathematical concepts; • Research methods; • Advanced principles and practices in assigned area of responsibility; • Records management principles; • Modern office equipment. 2 tet Fox Lawson&Associates afhvnb,dcaa sv&..In Sman.Inc Page 108 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Analyst SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Providing customer service; • Managing records and files; • Preparing documents,correspondence and/or applicable grant applications; • Handling and maintaining confidential information; • Researching and analyzing information; • Managing time and prioritizing work activities; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ADA AND OTHER REQUIREMENTS: Positions in this class typically require: balancing, stooping, reaching, walking, pulling, fingering, grasping,feeling,talking,hearing,seeing and repetitive motions. Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift,carry,push, pull or otherwise move objects,including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Oran prepared by Fox Lawson&Associates LLC(8S) Date: (12/12) 1 Gi)lox Lawson&Asscciares ts.,,a,,rcaranx,awns, Page 109 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Specialist CLASS SERIES BANDIGRADEISUBGRADE FLSA STATUS Management Support C43 Exempt CLASS SUMMARY: This class is the first level in a two level Management Support series, Incumbents are responsible for preparing written and graphical land management and use reports; maintaining records on titles, sales and easements; conducting property related research; disposing of foreclosed properties; identifying Borough owned property to sell;acquiring permits for land use; and negotiating the purchase,acquisition or exchange of and resources. ESSENTIAL DUTIES: PERCENT OF This class specification represents only the core areas of responsibilities:specific position TI ME assignments will vary depending on the needs of the department. Reviews code,researches information and prepares land management and land Daily use reports. Researches,reports and oversees property transactions related to 25% land acquisition,disposal and exchanges. Reports on issues related to rezoning, leases or public projects. Recommends timing and method of public land disposal. Provides related Weekly reporting regarding public land offerings,sales and conveyances. Coordinates 20% documentation required for sales and disposals. Researches and determines the location,value and use of public lands. Assists in the development of a land management program. Reviews entitlement Monthly programs and land use plans and makes recommendations on development uses 10% and growth of community tax base, Provides support and technical assistance to staff,agencies and the private Monthly sector and general public. Researches deeds,patents,plats,maps and a variety 5% of documents regarding ownership status and property rights. Administers and maintains records on titles,easements,sales and other related Monthly documents. Reviews,compiles and completes legal documents for the sale, 5% transfer,and conveyance of property. Identifies property for public acquisition. Conducts negotiations with private land Quarterly owners and native corporations regarding property purchases. 15% Applies for and acquires permits for public works projects and public land use, Quarterly 5% Performs other duties of a similar nature and level as assigned. As Required 4 � 4)Fox Lawson&Associates unx...xicalaxh kxxxxs.,+..roc Page 110 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Specialist TRAINING AND EXPERIENCE: Bachelor's Degree in Planning and 3 years of community development planning experience,including prior real estate experience;or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License required. Preferred Licensing/Certifications: • International Right-of-Way Certification. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Planning and zoning principles and practices; • Land use concepts related to leases,easements,plats,patents and land titles; • Land records and title transfer practices; • Research methods; • Negotiation techniques; • Public administration processes; • Modem office equipment. SKILL 114: • Interpreting and applying applicable laws,codes,regulations and standards; • Researching data and analyzing alternative solutions; • Reading,comprehending and interpreting land use documents and technical drawings; • Negotiating land purchases; • Administering and maintaining detailed records; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. et)Fox Lawson&Associates Dwain.d Can/.r&.m.5mm i. Page 111 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Management Specialist ADA AND OTHER REQUIREMENTS: Positions in this class typically require; walking, fingering, talking, hearing, seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLD(BS) Date: (12/12) 3 C?))�j Fox talon&Assoclaws uxiadC IhereautoSenn.�n Page 112 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM##13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Planner CLASS SERIES BAND/GRADE/SUBGRADE fLSA STATUS Planning C42 Exempt CLASS SUMMARY: This class is a stand-alone Classification in the Planning series. Incumbents are responsible for representing the department at meetings; researching and recommending policies and procedures;providing professional level support to Boards and committees; researching,writing and managing grants; managing assigned projects; conducting field investigations and inspections and preparing related reports;and,conducting a variety of complex analyses related to communi develo.ment. 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. Receives,reviews and processes zoning permit applications. Reviews site plans Daily and applicable codes and determines plan compliance of proposed development 30% projects. Informs applicant of plan approval or denial. Responds to inquiries from the public and development community regarding Daily zoning,subdivision and real property codes,adopted plans and other technical 30% planning information. Provides technical guidance and assists in issue resolutions related to.roposals and application submissions. Researches and analyzes applicant submissions and prepares reports and Weekly presentations regarding plan review analysis and recommendations, 10% Attends public,committee,council and commission meetings and presents Weekly planning information,staff analysis and recommendations. 5% Maintains property file and permit documentation and responds to public and Weekly development community requests for property and code information. 5% Reviews,documents and maintains land subdivision and historical plat Monthly information. 5% May provide emergency preparedness support to local committee participating in Varies drills and training exercises, 0—10% Performs other duties of a similar nature and level as assigned. As Required Ga)Foe Lawson&Associates m.n:.a Ul.p,a.&,,rn Sown Iw Page 113 of 491 Ordinance No. FY2014-16 Adopting and implementing a New Empl... AGENDA ITEM#110.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Planner TRAINING AND EXPERIENCg: Bachelor's Degree in Planning and 3 years of community development planning experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local taws,codes,regulations and/or ordinances; • Planning and zoning principles; • Research methods; • Mathematical concepts; • Civics and public administration processes; • Basic environmental,social and economic planning concepts and techniques; • Modern office equipment. SKILL IN: `Y_ • tnterpreting and applying applicable taws,codes,regulations and standards; • Providing customer service; • Reading,comprehending and/or interpreting written materials,maps and technical drawings; • Researching and investigating: • Presenting and speaking in public; • Utilizing a computer and relevant software applications; • Communication, Interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc,sufficient to exchange or convey information and to receive work direction. t Gilt Fos Lawson&Associates IT,nb d GJ'yhr Mart,S..t,Irc Page 114 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Planner ADA AND OTHER REQUIREMENTS: Positions in this class typically require:standing, walking, pulling, lifting, fingering, grasping, feeling, talking,hearing,seeing and repetitive motions. Medium Work: Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently,and/or up to 10 pounds of force constantly to move objects. Incumbents may be subjected to fumes,odors, dusts,gases, poor ventilation,extreme temperatures, travel and environmental conditions such as disruptive people, imminent danger, and a threatening environment. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (12/12) 3 ^0 Fox Lawson&Associates �.ux.a,dcnyk,k,.ros,..n.irt Page 115 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Assistant CLASS SERIES BAND/GRADE/SUBGRADE FLSA STATUS Projects 823 Non-Exempt CLASS SUMMARY: This class is the first level in a three level Projects series. Incumbents are responsible for coordinating and administering capital improvement projects, including: responding to inquiries ranging from project design to financing issues or concerns;administering and monitoring project budgets; processing and monitoring work order changes; processing project payments; maintaining project records;and preparing related reports. 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. Receives,collects,organizes and maintains capital project records and Daily documentation. Processes and distributes contracts and contract change orders. 30% Processes and monitors project payments. Manages project documentation according to retention procedures. Coordinates and provides project support in the administration of capital Daily improvement projects. Serves as liaison with contractors, 20% architectural/engineering firms,agencies,internal staff,and the public in providing responses to inquiries and the coordination of project services. Monitors status of capital projects.Prepares and distributes project contract Weekly documents,agenda statements and project status reports. 20% Monitors capital improvement project budgets. Reviews funding sources, Weekly determines expense allocations and provides financial reporting. 15% Provides administrative support of capital project process. Coordinates Quarterly advertising of project bids. Schedules review board meetings,prepares and 5% distributes meeting documents and minutes. Performs other duties of a similar nature and level as assigned. As Required 10 Fox Lawson&Associates urova,el c.a,5ha8.,d„s,.,a.in, Page 116 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Assistant TRAINING AND EXPERIENCE: Associate's Degree and 5 years of construction contract administration experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Public contract administration principles; • Basic construction principles; • General budgeting and accounting principles; • Customer service principles; • Data management techniques; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Organizing and maintaining detailed records and documentation; • Interpreting legal documentation; • Accounting for project expenses; • Monitoring expense budgets; • Providing customer service; • Analyzing situations and determining logical solutions; • Providing administrative project support; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. ebFox Lawson a Associates Page 117 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #110.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Assistant ADA AND OTHER REQUIREMENTS: W Positions In this class typically require:standing, walking, lifting, fingering, grasping,feeling, talking, hearing,seeing and repetitive motions. Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force Irequently or constantly to lilt, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met, Incumbents may be subjected to fumes,odors,dusts,gases,and'ow ventilation. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) Date: (1/13) GIP Fox Lawson&Associates Wm..of G,n.cn.,Rae,5..■<n.Inc Page 11$of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Emp1... AGENDA ITEM#13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Inspector CLASS SERFS BAND/GRADEISUBGRADE FLSA STATUS Projects 824 Non-Exempt CLASS SUMMARY: This class is the second level in a three level Projects series. Incumbents are responsible for: performing inspections of major capital projects; serving as a technical representative for the Borough on issues related to design through inspection with external parties;monitoring the work of contractors; overseeing the quality of major construction projects; reviewing and recommending project payments;and preparing related reports. -.- 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. Performs construction inspections of major capital improvement projects to Daily ensure quality and compliance with construction documents and environmental 40% and safety standards. Serves as a technical liaison with contractors to discuss and discover Daily construction design issues. Assists in the development of change orders,design 20% alternatives and work phase scheduling to resolve on-site construction issues. Documents,prepares and maintains detailed reports and information for project Daily contract documentation, 15% Reviews construction project specifications,drawings and contract Daily documentation to ensure contractual compliance of project work. 10% Reviews requests for proposals.evaluates proposal submissions and provides Weekly technical response. 10% Researches and gathers information for required permitting. Prepares and Quarterly submits permit applications. 5% Performs other duties of a similar nature and level as assigned. As Required } (9)rox Lawson&Associaics Umsm d C1Ya!ad&.-c4t Smkn,lrc Page 119 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Inspector TRAINING AND EXPERIENCE: Associate's Degree and 7 years of construction inspection experience;or,an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Construction methods and techniques; • Inspection and quality control techniques; • Engineering concepts; • Contract management principles; • Customer service principles; • Research methods; • Modern office equipment. SKILL IN: • Interpreting and applying applicable laws,codes,regulations and standards; • Reading and interpreting technical construction drawings and specifications; • Monitoring contract compliance; • Collaborating and maintaining working relationships • Providing technical customer service; • Researching,analyzing and resolving technical issues; • Documenting projects and preparing reports; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. �, 2 ( `St Fox Lawson a Associates Page 120 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Inspector ADA AND OTHER REQUIREMENTS: Positions in this class typically require: climbing, balancing, stooping, kneeling,crouching, crawling, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, seeing and repetitive motions. Light Work:Exerting up to 20 pounds of force occasionally,and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. if the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors, dusts, gases, poor ventilation, chemicals, oils, blood and other bodily fluids, extreme temseratures,bad-wale lightin•,intense noises,and travel. NOTE The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(BS) [Date: (1/13) _ Y 3 GPFox Lawson a Associates n.,...dC,th ,Md,,sct,,Ix, Page 121 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM#13.C.1. • KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Manager V CLASS SERIES BANO/GRADE SUBGRADE FLSA STATUS Projects C42 Exempt CLASS SUMMARY: This class is the third level in a three level Projects series. Incumbents are responsible for: supervising staff; identifying funding for capital projects;conducting research and organizing and presenting findings and recommendations; assisting in the development of RFPs;procuring and Implementing services; preparing reports; coordinating directives and projects issued by executive management;and administering capital projects website. ESSENTIAL DUTIES: PERCENT OF This class specification represents only the core areas of responsibilities;specific position � £ fi assignments will vary depending on the needs of the department. Supervises staff to include:prioritizing and assigning work;conducting Daily performance evaluations;ensuring staff is trained;ensuring that employees 10% follow policies and procedures;maintaining a healthy and safe working environment;and,making hiring,termination,and disciplinary recommendations. Plans,administers and oversees capital improvement projects and contract Daily administration. Directs,coordinates and reviews project progress,inspections 25% and quality control. Identifies issues,provides guidance and monitors project compliance. - - Provides overall project contract management. Prepares proposal,bid and Daily quotation request documents. Prepares and negotiates contracts and resolves 15% contract disputes. Reviews and recommends contract change orders. Develops and monitors capital projects budget. Prepares project cost estimates, Weekly identifies project funding,recommends contract expenditures,procures and 10% implements services,and monitors and reports budget adherence. Reviews technical design plans and specifications to ensure satisfaction of Monthly design requirements and to implement best practices. 10% Guides design program development for capital improvement projects, Performs Quarterly cost/benefit analysis of design and delivery options,reviews risk,evaluates and 20% identifies solutions. Administers capital projects website. Performs other duties of a similar nature and level as assigned. As Required Fox Lawson d Aocf sra1es Urania.dcmyn,r&net:z,.n.,i2 • Page 122 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Manager TRAINING AND EXPERIENCE: Bachelor's Degree and 4 years of construction project management experience; or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. LICENSING/CERTIFICATIONS: • State of Alaska Driver's License. KNOWLEDGE OF: • Applicable Federal,state and local laws,codes,regulations and/or ordinances; • Supervisory principles; • Budgeting principles; • Construction,engineering and design principles; • Project management principles; • Contract management principles; • Negotiation techniques; • Public funding procurement practices; • Modern office equipment. SKILL IN: • Supervising and evaluating employees; • Prioritizing and assigning work; • Interpreting and applying applicable laws,codes,regulations and standards; • Planning,developing scheduling and managing projects; • Preparing and managing projects budget; • Preparing solicitation request documents; • Preparing,negotiating and administering contracts; • Resolving contract disputes; • Reading and interpreting technical design drawings and specifications; • Performing cost/benefit analysis and identifying solutions; • Utilizing a computer and relevant software applications; • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public,etc.sufficient to exchange or convey information and to receive work direction. 2 et Lawson Fox Laws &Associates y almsic,d C.a+ee,,6,.m 5m+m.Ix. Page 123 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. KODIAK ISLAND BOROUGH CLASS SPECIFICATION Projects Manager ADA AND OTHER REQUIREMENTS: Positions in this class typically require: reaching, standing, walking, lifting, fingering, feeling, talking, hearing,seeing and repetitive motions. Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift,carry,push,pull or otherwise move objects,including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Incumbents may be subjected to moving mechanical parts, electrical currents, vibrations, fumes, odors,dusts,,gases,poor ventilation,intense noises and travel. NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. CLASS HISTORY INFORMATION: Draft prepared by Fox Lawson&Associates LLC(ES) Date: (1/13) t Gi)Fos Lawson es Associates Page 124 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. Page 125 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Introduced by: Borough Manager 2 Requested by: Borough Manager 3 Dratted by: Finance Director/HA OtticedcterldGrant Writer 4 and Borough Manager 5 Introduced on: 03/0512014 6 Adopted on: 03/05,2014 7 8 KODIAK ISLAND BOROUGH 9 PERSONNEL ADVISORY BOARD 10 RESOLUTION NO.FY2014-01 it 12 A RESOLUTION OF THE PERSONNEL ADVISORY BOARD OF THE KODIAK ISLAND 13 BOROUGH URGING THE ASSEMBLY TO APPROVE CHANGES TO THE KIB 14 PERSONNEL MANUAL BASED ON THE DECISION BAND METHOD(DBM)OF 15 EMPLOYEE CLASSIFICATION AND SALARY RANGE PLACEMENT PROCESS AS 16 PROPOSED IN THE FOX LAWSON&ASSOCIATES EMPLOYEE CLASSIFICATION 17 AND COMPENSATION STUDY 18 19 WHEREAS, on August 2, 2012, the Kodiak Island Borough Assembly authorized the 20 Borough Manager to execute Contract No.FY2013-04 with Fox Lawson and Associates to 21 perform an Employee Classification and Compensation Study;and 22 23 WHEREAS, the KIB Personnel Advisory Board and the Borough Assembly have 24 accepted the final Employee Classification and Compensation Study as presented;and 25 26 WHEREAS, the purpose of this Employee Classification and Compensation Study was 27 to conduct a Classification and Compensation Study of Kodiak Island Borough employee 28 positions,including a comprehensive evaluation and review of employee classifications, 29 and provide recommendations for modifications to the existing Classification Plan;and 30 31 WHEREAS, KIB Personnel Manual Section 305 directs the Borough Manager to 32 periodically review the existing classification plan;and 33 34 WHEREAS, the KIB Personnel Manual Section 203 states that the K18 Personnel 35 Advisory Board will receive all recommendations from the Borough Manager concerning 36 additions,revisions,or deletions to the KIB Personnel Manual to present to the Assembly 37 for consideration;and 38 39 WHEREAS,the KIB Employee Classification and Compensation Study performed by Fox 40 Lawson and Associates is now complete and has been reviewed by the KIB Personnel 41 Advisory Board. 42 43 NOW, THEREFORE BE IT RESOLVED BY THE KODIAK ISLAND BOROUGH 44 PERSONNEL ADVISORY BOARD, THAT it recommends the Borough Assembly make 45 the following changes to the KIB Personnel Manual based on the recommendations found 46 in the Fox Lawson and Associates study as follows: 47 Kodiak Island Borough,Alaska PAB Resolution No.FY2014-01 Page 1 of 2 Page 126 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. 48 Section 1: Chapter 3- POSITION CLASSIFICATION, Chapter 4 - HIRING AND 49 ADVANCEMENT(§412 and 415),APPENDIX A -SALARY SCHEDULE, and the 50 schedule of CLASS TITLES AND PAY RANGES of the MB Personnel Manual are 51 amended as identified in Exhibit'A'; 52 53 Section 2: If a current employee is in a position where the salary of the new 54 schedule is lower than the current schedule then they will remain on the current 55 schedule of pay rates and continue to receive step increases as approved during 56 the annual evaluation process.If at any time while an employee progresses through 57 the steps the salary of the new schedule is higher than the current schedule the 58 employee will be moved to the new schedule. 59 60 Section 3: All new employees will be hired at the rate on the new schedule. 61 62 63 ADOPTED BY THE KODIAK ISLAND BOROUGH PERSONNEL ADVISORY BOARD 64 THIS 5' l DAY OF t 1 N-iP2t__ 2014 65 66 KODI• ISIAN* •ORO 6H 62 S8 69 ,4...ialigLLAt, 70 . ATTEST: Pe onnel Advisory Board Chairperson 71 ' 73.o • 74 Laud IA/hidden,HR Officer/Executive Assistant Kodiak Island Borough,Alaska PAR Resolution No.FY2014-01 Page 2 of 2 Page 127 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empt... AGENDA ITEM #13.C.1. Oilitia CittelfleitiE01444Aitaii • ic-coow.:8.-ovisruot7/4-abatmENirrogoarotEuise olliEgowiEmptonEsstroirramomFIE 19001 f9j Pre aas-{K:allac)ittLAffOLIA1M241:2 ainflOOMFAMONISI_Et algiVESPa÷, gepitgleiiii_b-v-vi=_47.100,11,40,01001,1640gtiatiorkey OFErriatfrotkkigN,tevotAtieliiffoitidijA:ftotifeyi-: PeigiewaVirtiotiQrdiii-aftettgkatiAl* Page 128 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl,.. AGENDA ITEM #13.C.1. FOX LAWSON&ASSOCIATES TIMELINE 8/15/2012 Fox Lawson&Associates hired to perform Classification&Compensation Study. 8/27/2012 Informational memo to Employees about the classification study process 9/12/2012 FLA in Kodiak to meet to discuss study with management-day 1. 9/13/2012 FLA in Kodiak to meet to discuss study with management - day 2. Presentation at Assembly Work Session. 9/13/2012 Position Description Questionnaire(PDQ)form sent to all employees with Instructions to complete their form describing their position and work with supervisor/department head to complete. 9/25/2012 Clarification to employees addressing some questions about P00 sent to all employees. PDQ's Due, 9/26/2012 Additional clarification sent to employees clarifying some instructions about PDQ's. 10/2/2012 Communication sent to all employees announcing FAA visit to conduct Occupational Panels;description of what the panels are about,who will attend,and schedule. 10/5/2012 Department Head Mtg.-gave update on PDQ progress; information on upcoming occupational panels-purpose,format. 10/23/2012 First day of Occupational Panels with employees and FLA. 10/24/2012 Second day of Occupational Panels with employees andFLA. 11/7/2012 Meet with FLA to discuss progress,focus framework for study, next steps. Dept. Heads, Manager,HR. 12/19/2012 Teleconference with FLA,Manager,Fin.Dir.,HR-Classification Structure 1/11/2013 Department Head Meeting - review of draft job descriptions with department heads/supervisors. 1/23/2013 FLA here to meet with Department Heads and Supervisors for training on DBM Method, and review of job descriptions. 4/5/2013 Department Head Meeting FLA webinar presentation of draft final report.Q&A's. 4/12/2013 FLA webinar presentation with shop stewards. 4/15/2013 9:00 a.m.&2:00 p.m.—FLA webinar presentation for all staff(two sessions). 5/9/2013 FLA Final Report Assembly work session acceptance of FLA study. 5/15/2013 PAB Meeting to discuss FLA Final Report-Teleconferenced with FLA. 5/16/2013 Assembly regular meeting.PAB Chair presents board's recommendation for Assembly to accept study_ 8/7/2013 PAB Meeting to discuss FLA Final Report. 8/16/2013 Email to employees requesting questions about study for upcoming FLA teleconference. 8/19/2013 Department Head Meeting with Fox Lawson to discuss any questions. 8/20/2013 10:00 a.m.&2:00 p.m.-FLA/employee teleconference Q&A Session.Employees'questions were used for the presentation, with additional Q&A time with FLA after presentation (two sessions). _ 315/2014 PAB Regular Meeting to discuss Resolution No.2014.01 Page 129 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. r - #rgy ,d.• , ' KODIAK ISLAND BOROUGH MEMORANDUM TO: All Regular Borough Employees pp FROM: Karl Short,project C rdinator Yeti VIA: Bud Cassi I inistrative Official DATE: August 27,2012 SUBJECT: Classification and Compensation System Review We are pleased to announce the initiation of the Classification and Compensation System Review that was agreed to between the Kodiak Island Borough and Fox Lawson and Associates.The purpose of this memo is to provide a general overview of the Classification and Compensation System Review process, and to address some of the most pressing questions you may have. We will be sending similar memos during each major step of the study to make sure everyone is up-to-date with the study's progression. BACKGROUND Since I have been here,May 2,1983,the Borough has only initiated one outside classification and compensation study, but it was never completed. On August 2,2012 it was agreed upon that the Borough would work with Fox Lawson to study the current classification/compensation structure and make recommendations to improving the current system. The consulting firm Fox Lawson and Associates will work closely with the project team and other key Borough staff to ensure that the work product meets the requirements of the Kodiak Island Borough.The report is designed to highlight the best practices used among other public and private employers. The consultant will use both direct survey techniques and research into various models used in comparable systems.The consultant will produce a final report outlining the various issues facing our current class/comp system and suggest remedies to address these issues. Within this report the consultant will recommend an alternate system(s)and timeline that the Borough could adopt in addressing these critical issues. Over the coming months, the Borough will be working closely with Fox Lawson & Associates to develop a classification and compensation system philosophy.This will define what a new or revised job classification and compensation program might look like.The new system will address our most Page 130 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. .y pressing issues and ensure that we are poised to attract and retain key personnel in the future.It is also important that everyone understand what this project is not. IT IS NOT: — A staffing study — A review of the duties of individual positions — An organizational structure study — A strategy designed to cut costs — A performance evaluation process — A market compensation study The sole purpose of this study is to develop the foundation for a new job classification and compensation system that Is designed specifically for the Kodiak Island Borough. Once the conceptual design is completed,the next step would be to actually begin to build the new system. At that time,every employee will have an opportunity to have their individual position reviewed. INITIAL STEPS The first step in the review process is for our consultant, Fox Lawson & Associates, to visit the Borough.During the initial visit,Fox Lawson will meet with the Manager's office,as well as conduct a series of meetings with employees, department heads and supervisors to explain the study process and distribute Position Description Questionnaires (PDQs).for employees to complete. These meetings will take place September 12th and 13'h. We wanted to let everyone know that your contributions are both critical to the success of this effort and greatly appreciatedl We are confident that this process will help us develop the conceptual design of a classification and compensation system that is fair and sensible for all Borough employees. NEXT STEPS Once the PDQs have been completed, the consultant will facilitate multiple occupational panel sessions to gather information on the type and level of work that is being performed at the Borough. Once the occupational panels have been completed, Fox Lawson will develop the conceptual design for a new job classification and compensation program. The plan is to have this work completed by December 19,2012. Following that,we can then begin the process of actually building the new system,which we anticipate completed by February 19,2013. FREQUENTLY ASKED QUESTIONS Following are questions that people often have regarding studies of this type. We hope that these questions and answers are helpful in keeping you informed about the Classification and Compensation System Review.We will continue to add to this list as we progress through the study. What is the purpose of this study? The purpose of this study is to develop a conceptual design for a new job classification and compensation system. Page 131 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. Why is the Borough doing this study? The current system is archaic and in need of repair.It lacks easily understandable class specs. It is difficult to administer and maintain on a consistent basis.It does not take into account the unique and sometimes complex issues facing each department. What do we hope to accomplish? Though no system is perfect our hope is to create a classification and compensation system that is fair,sensible,and aligned with the Kodiak Island Borough Strategic Plan;a system that is rooted in sound theory,builds on best practice,and has been proven in similar settings;is easily maintained and understood by all parties and one that is compatible with the history and culture of the Kodiak Island Borough,and Is fiscally responsible and legally defensible. What is a classification structure? Classification is the process of studying, analyzing, and describing the nature and level of work performed by employees.Our outside consultant(Fox Lawson&Associates)will assist us In designing the new system. Is this study designed to cut Jobs? No,the study... is NOT a way to cut jobs. •is NOT a guarantee of a salary increase. is NOT a staffing study. •is NOT an organizational structure study. •is NOT a strategy designed to cut costs. Any questions regarding this process should be directed through me. Thank you. Page 132 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. LEVESQUE LAW GROUP, LLC 3380 C Street,Suite 702 Anchorage,Alaska 99503 Phone: (907)261.8935 Far: (206)309-0667 Email: joe@levesquelawgroup.com MEMORANDUM TO: Bud Cassidy,Manager Kodiak Island Borough FROM: Joseph N.Levesque v Borough Attorney DATE: January 30,2014 RE: Changes in the Kodiak Island Borough Personnel Manual Our File No.477-1200 Mr. Cassidy: You have asked our Firm to review several documents related to suggested revisions to the Kodiak Island Borough's("Borough")personnel policies,which you intend to submit to the Borough Personnel Advisory Board("PAB"). Specifically,you have asked whether the packet you submitted for our review, including the revised job descriptions that you propose within that packet, is legally sufficient to permit the Board's review and adoption of the revisions you recommend. After reviewing the packet,other related documents, and the applicable provisions of the Borough Code and Personnel Manual,I have concluded that the packet is sufficient to permit the PAB's review. I have also concluded that your recommended revisions regarding proposed changes to the Borough's job descriptions are legally permissible,and in that respect warrant the Board's passage of draft PAB Resolution FY 2014-01-1. DISCUSSION Because the Borough's actions—including its decision to modify,adopt,or implement a personnel policy—is only permissible if consistent with its ordinances,our Page 133 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. LEVESQUE LAW GROUP,LLC Bud Cassidy,Borough Manager January 30,2014 Page 12 Firm's review began with the Borough Code: The Borough Code does not itself set forth the Borough's comprehensive personnel policy. Instead,it adopts by reference the Kodiak Island Borough Code of Personnel Rules and Regulations("Personnel Manual") 'as the personnel code of the borough..."2 The Personnel Manual provides that amendments to its contents may be made by ordinance only: The Personnel Manual also provides that the PAB is the body authorized to make suggestions to the Borough Assembly with respect to revisions to the Borough's personnel policies and procedures.° Further,the Personnel Board is charged with working directly with the Borough Manager to develop the changes or additions to the Borough's personnel policies that it ultimately recommends to the Assembly for its approval.5 The Borough Manager is specifically authorized to submit job descriptions for the PAB's review.6 The packet that you intend to submit to the PAB includes everything that the Board requires to review your recommended changes,and to support an official recommendation to the Assembly. Neither the Borough Code nor the Personnel Manual prescribe any specific documents or information, nor do they mandate any • specific form in which that information must come before the Board,before it may consider and recommend a suggested alteration in the Borough's personnel policies. From the outset, it should be noted that the Borough's current job descriptions were not submitted for our firm's review;consequently,this discussion of the legal sufficiency of the revised job descriptions does not take into account the ways in which they differ with previous iterations. However, our review of the newly proposed job descriptions has revealed no inconsistency with any portion of the Borough Code,other unchanged sections of the Personnel Manual,or with any other law or regulation governing employment relationships in Alaska. Because the Borough's personnel policies are not comprehensively set forth in its code of ordinances,the Code generally contains few specific details regarding the rights and duties of its officers and employees. The Borough Manager, Borough Clerk, Engineering and Facilities Department Director, Resource Management Officer, I In addition to the Borough Code,A.S.29.20.410(a)requires that all appointments and promotions be made on the basis of merit. KIBC 2.15.010-.030. 6 Personnel Manual, at section 105. 4 Id.,at section 202.1 5 Id.,at section 203. 6 Id.,at section 203(G). Page 134 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. LEVESQUE LAW GROUP,LLC Bud Cassidy,Borough Manager January 30,2014 Page 12 Borough Attorney,Finance Department Director, Borough Assessor,Community Development Director,Management Information Systems Department Director, and Fire Chief are the exceptions to the general rule.' The newly proposed job descriptions do address some of the positions that are addressed by specific provisions of the Borough Code. For example,the Class Specification for the position of Director sets forth"position specific responsibilities"for the Assessor, Clerk,and the Community Development Director, Engineering and Facilities Director,and Finance Director.9 While none of these°position specific responsibilities"encapsulates all of the duties that are set forth in the corresponding Code provisions for these positions,the Director job description makes it clear that the duties assigned to each of these positions"might include°the tasks that are listed. Further,the corresponding Code provisions each explain that these Borough employees,in addition to the tasks specifically set forth by ordinance,include the performance of"other duties",9 Consequently,the fact that the Director job description does not describe every duty specifically outlined by Borough ordinance presents no inconsistency or legal infirmity that should preclude the PAB's recommendation for adoption. Section 2 of draft PAB Resolution FY 2014-01-1 recommends that Borough's policy permit employees whose position is reclassified at a level that would result in a lower salary than that currently earned by the employee,that the employee retain his or her current salary and continue to receive scheduled step increases. Our Firm's examination of the Borough Code and the Personnel Manual have revealed no inconsistencies or prohibitions on extending this exception to the Borough's employees. I remain available to discuss this matter if you have any questions. 'See KIBC 2.45-2.85,2.95. B KIBC 2.50-2.85,2.95. 9 See,e.g., KIBC 2.55.010. Page 135 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. Bud Cassidy From: Joe Levesque cjoe@7levesquelawgroup.com> Sent Monday,March 17,2014 11:35 AM To: . Bud Cassidy Cc: Karl Short;Lauri Whiddon Subject RE:ORDINANCE TEMPLATE Bud: I have reviewed the draft Ordinance and approve it as to form. The only edit I would recommend is to add the words by Resolution"and delete the word"for"in the 6th WHEREAS. With my suggested edit the last words of the 6th WHEREAS would read: "and unanimously recommended,by Resolution,approval by the Assembly." Thanks, Joe Joseph N.Levesque LEVESQUE LAW GROUP,LW 3380 C Street,Suite 202 Anchorage,Alaska 99503 (907)261-6935 (907)261-8931 (Direct line) (907)230-8126(cell) Email: joe @leveseuelawgrpup.com This transmittal may be a confidential attorney-client communication or may otherwise be privlladgod Or ConfidentYd. II you are not the intended recipient,you are hereby notified that yOu have received this transmittal In anteand that any review.dissemination,dshibulhn or copying or tits transmittal 6 shitty pa-fibbed, n you have received this communication In soar,please potty us Immediately by reply or by telephone([coed at 907- 281•8935)and immedatety delete this message and all oils attachnen's, Tharkyou. From:Bud Cassidy{mama;bcasstth@kvdikkak.usl _�` — —� Sent:Sunday,March 16,2014 2:38 PM To:Joe Levesque()oeCallevesquelawgmtlp.com) Cc:Karl Short;Lauri Whiddon subject:ORDINANCE TEMPLATE Joe Here is the ordinance that we will be taking to the Assembly in an effort to move forward with changes proposed by Fox Lawson and Associates to the Borough's personnel manual.There may be some more changes as Karl,Lauri and I have been meeting and will continue to meet. The information that we will be presenting to the Assembly will be the same as what was presented to the PAB.We may augment the Assembly packet with additional background information. Let me know if you need other things from us to put this ordinance into context. Page 136 of 491 Ordinance No. PY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. The deadline for information to be included in the next Assembly packet is Ibis coming Thursday, Lel me know if this request fits into your schedule. Thanks again loe. Bud • Page 137 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. BACKGROUND INFORMATION 1. FOX LAWSON — FINAL REPORT— May 9, 2013 2. FOX LAWSON -Q&A TO Employees —August 20, 2013 3. Personnel Advisory Board Minutes — May 15, 2013, August 7, 2013, and March 5, 2014 4. PAB Resolution No. FY2013-01 '5. Department Manager's Supporting Memo — March 4, 2014 Page 138 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... 0 a CD z 0 T -< NJ O ? r'7�cU\p�l\t SOI %1SSOCil[CS 0) � I)� `�on)oQC dh,liar Ru IiitSu��u2�hic. dIl unr vf, nnu ui((hlinn rull ua a r._75/eu r1ry O p v r trko k4��s'lann j;`B__,o emu:ft ' . cT ompensation Study - __ -�--• 4 5. CD inal�Report, � � � � -:Y • ■ Ta z thinking ahead n G) m 0 z . 0 a) w n ._ CD tO o y r A co at V SI V 0 a rat z 0 Table S Ctriitents rn • Study Background 3 • Borough Compensation Philosophy 5 O • Summary of Job Analysis 6 • Decision Bane Method 7 m • Classification Structure 13 o- • Survey Methodology 14 — Benchmark Jobs 15 — Survey Participants 16 3 — Published Data Sources 17 to — Geographic Differentials 18 — Process 19 ccr m • Summary of Salary Data Comparisons 20 z — Recommendations 32 cs — Proposed Pay Structure 33 fn — Implementation Cost 34 • Summary of Pay Practices&Benefits Data 35 — Summary of Pay Practices 36 — Summary of Benefits Data 41 • Conclusions 51 • :Recommendations 52 • Administratve'Recommendations 53 ' ✓Fox Lawson a Awva= M m Q . m fD 4t W n 0 a 3) v z CD Study 1E34 ekigivoun di N c, A Fox Lawson &Associates was engaged to perform a review of compensation and benefits for the Kodiak Island Borough and make 3 recommendations regarding: CO — Job structure and individual position allocations; a — Job evaluation methodology; - Current state of compensation and benefits; its — Market competitiveness of specific employee benchmarks; 3 — Benefits and costs associated with recommendations; — Implementation and transition options;and, fl — Pay practices, policies and overall compensation program. C • The major consideration of the Borough is to establish market comparisons to the current range midpoints for existing positions at the Borough to ensure 3 competitiveness in pay. • The following items were provided by the Borough to facilitate the study: — Organization materials; — Current job descriptions; and — Current compensation and pay structure information for employees. CPfox Lawson o-AM+uctalcs •p++n W I uRph,W+wW Lane.le 0 31.p. m • m w it9udy1 #Badkg#roUJnd 4. tiL. `,a",`w"i'.e": ir ., v. • Compensation and classification objectives were identified and include: — Compensation levels reflective of public sector labor markets covering Borough jobs with pay grade midpoints reflective of the'30'" percentile of the relevant labor markets: • All positions compared to similar-sized cities and boroughs throughout Alaska and select cities in the Pacific Northwest,including: Boise, ID; Edmonds, WA; Bellingham,WA; end, Newport, OR; • Compensation will be viewed from a total compensation perspective, including base pay, employee benefits and applicable variable compensation. — Develop a pay structure where the midpoint is reflective of the defined labor market rates of pay. Classifications will be placed in the salary structure based on their respective DBM rating and GDmarket data results. ±, NL.....::.,.n�.......�,._..'..�., . tax £;°. w:. to 0 E- S co z 0 r tl 0e7lSI ntT W �C m C0 , h It, Broad job classifications will be utilized to facilitate simplification and flexibility. Internal equity job evaluation approach (DBTMM) consistent with broad class concept. 3 co A total compensation approach, including benefits, will be taken into consideration. 0 Market parity will be assessed at the market 50'" percentile. 0 A n W A m 0 a 5 CD z 0 TI �-_...�»-..-.._.�,�"""'��-,��,a- rn • Existing job descriptions were collected and reviewed. O • Employees completed Position Description Questionnaires (PDQs) to describe the work they are currently performing. • Occupational panels were facilitated by FLA to obtain employee input. 5 • A classification structure was developed that consolidated and to v summarized jobs based on the type and level of work currently performed. -g • Job descriptions were developed utilizing information obtained from employee PDQs and the occupational panels. • Jobs within the proposed structure were evaluated utilizing the Decision Band".M Method (DBM). .Iln.nn Nl+IWh+0.fxln 4wx+4. 0 A n O Zi y w 0 a 0) v C) c7 m 0 0 D'Oersi®rn [BYaarTTu1Mi Ste- lto-Al • The value of a job should reflect the importance of the job to the organization. ■ The importance of a job is directly related to the decision-making requirements of the job. a Decision-making is common to all jobs. ■ Decision-making is measurable. ea m 3 SI t or[awwn s Aw)cinL- rw (i:WnM1..N4,.., C) -0 rri to cn ° •y ss LEI co 0 0 a CD Z 0 Deer Band1rn , etbhod `er `2 A 65 G DBM ratings address internal equity and supports O -. development of pay structures. CL Decision bands within DBM include: — Band F — Top Level Policy Decisions CD — Band E — Programming Decisions - Band D — interpretive Decisions v - Band C — Process Decisions — Band B — Operational Decisions — Band A Defined Decisions O Bands are further subdivided into "grades" based on leadership responsibilities and "subgrades" based on areas such as difficulty and complexity. -- T' nBR� IA...n,J( 141 14�„Gnu.l.o II rn rn to ro A o �y�y... A '(1 vl. n 0 a 0 m n o m z 0 o Is m D a 0 -o 7 v Bann AY Band'43 r BandilC .Ban < i Band d� Dr cll E Band !F Z ;definedp ;operational, E ;process `interpretive. _ 1 ,programming; lip,ollcy; -a r- J. b.kf , �� 4 d _ � 49Y0 9 o Nk+ ' ax a' I lgj 'A f 4 'Al, a,,' <4 -ii Determine s 1 -"," ' , Interprets . ' .- Plansr 4 r.. co Determines 1 --aSelects -4 m mannerreand how and , appropriate programs .'1 strategies, 1 I pA e 'm w Organ¢ation s 4 swhen(to, .prOCCSS to --, fornj r ,� .., perational ;r, (perform accomplish i deft ed d; i -, lans and 14, allocates_- � s epso operations of p�stepstof n I I , deploys ,i` I resources o eralion �� '<(p Ocesses I programs sc resources m�eetgoals ,. ',y ?li` i�!iiii ,, Fn.la ,nn&A. i ate. Y w w CD Z 0 ? IN J 0 1 A m CO It w p 0 a s co z 0 t. N D1BIM Stepl 2k t rad`ef k ? • i •n r ,t..'ac . csx�`! a� 9 sxrcnlCR;'�., s D 0 0 cp Authority 0_ I v a Structural'`At Sapientialt. � A�uth�or�ity� Authonty, Respons b ty Accountability Advisability LinførrnabitY .ImM. AI..Ly nl4nw4.....li. -••=•,•• s • a m A n It w p 0 a n CD Z o N DIBIM StelP Subgrradei _ rn - D a 0 a co �Prirna ydCriteria: !? Difficun�ya• _ " 4YP . co ilss affe`cted�b Duty Duty• y�.. Complexity occurren ce•1 3 -o tSS(deterrnlned N f s Diversity of umber o I Duty„ nPercent(.a`t • �b : aDuties buttes ,-.Frequency i. Time e fox Lawso 6 A socillc. n�iliRyA.Ik., 4n"..In rn n o tq n 0 a 5 co o o m z o , 'DI®I0 ' 1ru4C :tyre`', ; _..,. N.)o_ ? BAND GRADE SUBGRADE W .e - f 1i=}C•-oios-rdinating(3upervisory - a 14L.I FF ?o11cY ` , „, "x.- 3■" ' ^,10 Non-eoordinating- - .2_ p 2(4). le Coordinetnglsupervlsory " a_ ft'"Program-ming` r� iL"es3aefS0 1p. .11 Noncoordlriating _r2: .-y, `^< r. _. r7 Co'�'or�l�atingfSupervl6ory7 , °� "'}`��4 i `� Y D ,tplir Inte`rpretive L �No (6n-coordlnetin9 ! sz-t co '5 Caordl nglSupervISOry, .. f -",1(4)i - - I ,'?". .tc( F Cl �ritroSe4sf '� 3t - - ! _' as?•.. Ill e4. - - 4�Non•eo_oriInating' ; ..,r .- 1 �7 3 13 CootdlnatingfSupervIsory, ` 1(4) - - 1 ...;_; - r operatlonar 3, ___ lStaff,Roles i2'!Noo=eoordtnating 2(_- .`M1' Non eoordlnating ".- 2� . .1` ( [ 0�Non;Ooordinating 2t.' '2 IN aIA. 'JI�I�. a b o . n O o y 3 CD w p v 0 a. o n m Z O W Clssiiia�ti n itrurcuJre�N citii a"a ,.r Y„ . :`tm.. 01 Ciassd,cation Struc4unas � job Clacsihcations . DBM Ralf 1g 0_ Adminlstrative'Support Administrative Support Assistant' I -$21- o _. - AdminIsfallJa Support Specialist:. 'B231 5- Appraisal Appraiser Technician B21 10 Appraiser C41 O. Code Enforroment (Code Enforcement Ofllcer ' " 3 Fiscal . Fiscal Assistant. Al2 -o Fieral Technician B23 1T - . Fiscal Analyst _ • C42 3 b JJ JI - _1 o Intermation;Taeheelogy ;1T-Technician A13-1322 ' >... _,:. .ITAtlolinislratw j co N Landfill Oparagons Baler Operator - B22 Z Senior Baler Operator 923 1p - .Beier Supervisor - B32 * ( . : - it fll ,Maintenance _._ . . _ '}Maintenance SpecialistZ -"+ " : _ .t.`.922=1324 . ., .. _ .. "IMaintenance Coordinator - _... ^: C42 3 .. Management Support - 'Management Analyst. C41-C42 • _. i'_.. _ :Management Specialist _ _ .. _ .. C43 ,Management - 'IManager. _ - .061.r._-._ —.__ _-_ : _.—_ "_ 710iilor;; __ '. _ . _ . ...: E91=EB 3 : I IL - �i ' - I •Planning! ( . I, _ , II - J _`. ___ `. ._,. .. ..° f, - . .. __... : .... ... .IProlects Manager :-: -. C42;' GDFn.L,wuu,.Associate,. JT.....Nr'JWl.r i'me.SI...,.b. 0 N . _ —L_— ____ ___ __—_ �___ ---- Co . — t Z 10 O n 0 . a mco CA) 0 A.A. 0 v CD CD 0 m IStarr ey Mtal�odol®gY a, � , ;1 ; K � � '� • A custom survey was developed in collaboration with the Borough and $ comparator organizations were identified. • FLA distributed the custom survey to the comparator organizations. • FLA followed-up with each organization to encourage participation. • FLA reviewed and entered the data collected from participants. CD • FLA followed-up directly with the participants to clarify and validate missing or questionable information reported. • FLA asked organizations to make a match for only those jobs that reflected at least 70% of the duties as outlined in the benchmark ro summaries. — If there were any questions in job matching, we reference job descriptions, organizational charts and other information to verify that the match is valid. • All data are effective December 2012 and reflect an annual basis. • FLA follows the U.S. Department of Justice and Federal Trade Commission guidelines that state 5 job matches should exist per job in order to conduct statistical analyses or for drawing conclusions. — ,� „F" r"'"r ,✓ter y.cq*, 'ss, .ee.�`, ^ r r� tam rri C b CD N N ti 0 • rh W n A 0 a, co 0 co co z 0 IV i rvAe f'I i et�.h©'d}®'Irogy1 Benfche_mla...�rkF Jo rbs rn > Benchmark - - No. CtliabliabgraD .O 8 Accounting:Technlclan • 48 Appraiser Tech CO 2 'Assessment Clerk I N .5 Assessor . .29' Associate Planner-LRP/ENF a -- 'It) 'Baler Operator — 3 -Baler ODeratdr,II" 68 Solid Waste BalerfLandfill Supervisor' al 48 Borough,Clerk N 63 Code Enforcement Officer r -7 ' Community.Oevelopment Director UM 53 Construction Inspector/Engineer ' 52' 'Deputy Clerk W 41 Environmental Specialist N -'4` Finance Director * 6 Fire Chief m _-55, - General Acct/Revenue Acct • _ 3 56 GIS Analyst '0 _.._-e67:_..,- Fi!ITSupervisor...__....- . -___ 69 `'Maintenance Coordinator • 73'..- "'Maintenance Engineer "" 12 Maintenance Mechanic 423-- :PCiTechnician'ic - - _ 33 Programmer Analyst 64 ' Project Manager/Inspector 36 Property APIr?isor. '".—";60'_" .`r yResource:ManagemantOfficer c _ _ 47 :-Se'cretary,lll ...._ 'Insufficient data collected for position GI)Inc!swum&A++,xuter 0 co a W A p ++ co rn 4* p v 0 Q 5 as 0 m z s,r ,.Su:A/eyMtha 0IOgSu: irM'ax ey P-anic(r p aotast ei rn a • FLA developed a survey questionnaire to collect salary and benefits data. Questions in the survey were posed in a fashion that were standard and easy for participants to answer, as well as being easy to quantify and analyze. • The survey results represent data from the following 17 organizations: Participating Organizations -' information Data-Mined UtitiziogQ io Ciy o1EdWIionds;iWA ` 'Matanuska;Susitna Borough,AK City of Fairbanks AK City of Nome,AK CCity.of�Homer.AK. NorthSlop'e'Borough,AK City of Juneau,AK City of Sitka,AK 3 City of∎Kenai,AK' City of Valdez,AK -o City of Ketchikan,AK City of Kodiak,AK City of Unalaska,AK Fairbanks'NorthiiSt-r Borough,AK Kenai PeninsulaBorough;AK Ketchikan,Gateway'Borough,AK Kodiak Island Borough School District,AK r.,.r..,,,„h..,«i.,,., 0 y :$°mow."�izs :. , ..,.�:' ._.:$ 5 iri an m w � O A T Cai 0 a) v z 0 N soirvekyl�fUlieth;« `- T g�Y • IPu1b`lYsihe�d 'Datt 'okurces 4 The following published survey data was incorporated into the analysis: v I Published Survey Sources,: AlaskalMunicipal League Survey 3 z Department of Labor,State of Alaska co :Economic Research.Institute z cD m 3 e-ro,Lawson 4 A..«i3te■ co 01 co It w 0 a a w CD Z b N -G ( f�S��r`y.1 .'v.�f ui.rk. � - �--�' i P w+,: ,_. ; p,, 0 I 5�uirn, ,�t iMetihod�©I® ® � � eo ® ra phi D,ffe I.-.4 `als ' n p. 417 a • Applying geographic differentials is a sound compensation practice in an -CI° effort to arrive at a more precise figure for use in analyzing and setting pay. t0 • Just as data are trended forward to be effective for a current point in time, SD data should be adjusted to reflect cost of labor differences between a geographic areas. I • Geographic adjustment factors are shown below: m fn I Comparison Locations . a 1 Differential (Factor Adjustment M« Anchorage,AK 98.96667 1,0104 01 '_Barrow,AK 99.45 1.0055 N Dutch Harbor,AK 99.7 1.003 Z Edmonds.WA 101.25 0.9877 m Fairbanks,AK 98.88333 1.0113 Homer,AK 98.26667 1,0176 m Juneau,AK 95.23333 1.0501 3 Kenai,AK 98.51667 1:0151 '0 Ketchikan,AK 94.61667 1.0569 Kodiak,AK 100 1 Matanuska-Susitna Borough.AK 103.1667 0,9693 Nome,AK 99:56667 1:0044., Seward,AK . 98.21667 1.0182 Silica,AK " - - -"' .`94'78333. ' -" 1.055 Soldotna,AK 98.21667 1.0182 Stale of Alaska 98.8833 1,0113 Valdez,AK 98.76667 1.0125 Base City:Kodiak,AK NM'11 I .la nAw i.um f^� D r:, h1 co M s ., .n :u:,w.:...... a. 18 yy.,. O b 0) O .,.. a rn co 4t w p a 0 a s C) z �_ Su]rnuey !! !!! w O a • FLA performed several reviews of the data to identify any extreme data and a to ensure validity and reliability of the data. 7 • Through a statistical analysis, any salary figures that were considered extreme in relation to all other salary figures were excluded. Q • Various statistics were calculated (25th, 50th, 75th, low, and high) in analyzing the data. • Once the survey analysis and report was completed, it was submitted internally through our firm's quality control process for review before it was submitted to the Borough. z co m 3 0 & t'ZnaAsoc,e' m __ fD O 4 m V w n 0 a. s CU CD z 0 a i` sm i Summaryofi °Sailar doata Coo9p soraOverrvew , :`w cp fl — On an overall basis of all benchmark jobs combined, the amount that the Borough is above or below the market is shown in the table below; CO • The 50111 percentile of market data was used as the comparison point with the a midpoint of the current pay ranges for benchmark classes, as this is where the Borough identified its targeted pay m CD 7 T Comparisons ra .. - =`,Market Actual ` Market ActuaitSalaries:�.. > -- z Range Range Range z Ki6ltctuai s KIB'v Range Midpoint`. Midpoint Maximum m . ' 3 1-93% vocal. - -3.33%o • 646% -:-6:79% -0 — Some benchmark jobs are further above and some further below the market median. G' ;<i.t..011•a.,oKta C) t�,� � II..an.AY'WLyIr.I4..MSnr..In rn A T 4k n O a a 0) Z N ! $toirnm'art( f SSa111aty lwaitiat par so{nos= rn Q — Graphical representations of benchmark position current salaries compared to market are shown on the following page and reflect how the Borough's salaries compare to the market utilizing a statistical procedure called regression analysis. 2 - Regression analysis was utilized to blend market data with internal equity. • Regression trend line was used as an anchor for salary ranges and represents the "best (° fit"taking into account market parity and internal equity. z co m 3 V v — _�� CD CD CD b 0 .*A ra P J. 0 a. C) n (D Z 0 J Si�ulm n aarnyi of 5lsv a.Jl fat� r9+-y 4p°t y® at�a c$. orm p`a>es `i isons 1,3 r`r Kodiak Island Borough,AK Current Midpoint vs Market Salaries $120 COO a a $500,000 Q 0 rs A Sao non ___ _ N A c W O v . $60.000 .. .. - __ .y`s. -C., o_ z p O rn $90.000 $20.000 A e 0 0 E DBM Rating • KIB Range Mid is Adjusted Actual Salary —Linear(KIB Range Mid) —Linear(Adjusted Actual Salary) +., N az.�cz........«.'.�... rl.nIa;..n' r,TLLa A•wwiii%';.:a; .z� 0 ryl ',=.000,0‘ . ro o ° "i C m 4t .a. O 0, 5 va 0 0 0 Z 0 "u�m:o ,0 airy/Di 1 SaParnyl c 'atat !!!!!!!! :ns, " CD cri Kodiak Island Borough,AK D Borough Actual Salaries vs Market Salaries a O $140,000 7 tQ N $120.000 a 3 0 "a $100,000 Q ,, ' O CD a @ 0 0 o m ._ O__, — CO - 0 a a) c O Z .g $60,000 _____ — . .._....9._ v-_. 0 a O IT $40.000 3 a $20,000 $0 A a C 0 E OSM Rating + Ka Avg Salary la Market:Adjusted Actual Salary —t.inea(BIB:Avg Salary) —Linear(Markel:Adjusted Actual Salary) .Fu,Lawum a A",ucla,4., ^ a hm.i.tl(i4ylwvML4na..,M. V 23 m tp a 0 A to W •• O _a 0 0) 3 0 CD Z 0 5�urmma�ry ®fi Salrary ®a�ta Comparisonis . �°Y J p7 Kodiak Island Borough,AK p Actual Range Minimum vs Market Range Minimum �' Sg0,000 - a D4 $80,000 3 a Q all E 0 T7 $70.000 0 @ a 3 r CD A o tn $60 000 p z a • O Cu 4 $50 000 y m m o S40,000 r- U . . o Q Q $30.000 - - - . A B C 0 E DSM Rating • MID Range kiln o Mkt Adjusted Annual Min --Linear(KID Range Min) —Linear(Mid:Adjusted Annual Min) rn GI) Lo.u,na A.vdaes 0 a ...n....I1J41.r K.ar`4„u,I. 0 W b N) o -I o _ y 4t v CO p .a 0 a. a) v C) 0 m Z 0 Q .` urromaarn r,z f a1lfary D-itai t-om�panisons; m Kodiak Island Borough,AK Q Actual Range Midpoint vs Market Range Midpoint e fl ea $100.000 - 3 D C $80,000 3 2 y 4 O ta $60.000 0 . .. N 0 t $40,000 --`---___."`----..-..._.._.----- �.----------- -_.— -_ m 3 -° $20,000 SO A a DSM Rating e KB Range Mid 0 Mkt Adjusted Annual Mid —Linear(KIB Range Mid) —Linear(Mkt Adjusted Annual Mid) eFOX(.iwson s Awoaaw. .i M.....ar-a.a..im�s.,...�. W Z rn w o It w nAk Su�Tmim�a�r,,,r';a i �� aIary tDatha rnpa is®ns z ,b Kodiak tsland Borough,AK -�..�..�..�-. ._.-.-.. �. Actual Range Maximum vs Market Range Maximum $160.000 ... $140. - 0 $120.000 0 5100400 n H560.090 ._ _ .....,..._.._A ____..__..._....� $60000 Q la CI $20400 $0 A a C D 6 DEM Rat)ng • K16 Range Max a Market:Adjusted Annual Max ---linear(KOB Range Max) -•.--Linear(Market:Adjusted Annual Max) ¢ 6r.Va,ona AwAtaKc Vt4Arg 4.117141;k14-* krterEanr 42 �IIFrva�Mi'J1�.h�M1�vU4n«.. 0 23, ID CI CD CD Z P _ • N2 ! ea a 01 I•S ia;r, IDaua �CoapSs' fin ss 4 .._ _-, ______- r _ _ ___ _,.,.. 0 - BorouOh'ACtual "• -- Boreilgh„a,CUrronl riIc& - J p r Position Title.. Market Attunl Difference -roroor.., Marknt i tunl odferonce " I�P.i {R on.oillio•Dint* O AccountingTeclinlcien $50,775 $44,490 12.38% $54004 $44;490 17.62% 73 Appraiser Tech $47,236 $56,149 -18.87% $51,402 556.149 -9.24% Assessment Clerk l $44,324 $46,965 -5.98% $42,188 $46,965 -11.32% CO Assessor $97,750 $98,432 -0.89% $84,228 $98432 -16.86% 0) Associate Planner TRPIENF -, , . _ $83,200:_ $58,077 3020% $70,858 __$58,077 18.04% O O. ealerpperdtw'1 - ....•'. '$56:155`_ - 558.128 3:51% . - $56738 x$58;128 -2.14% f BalerOporatoj,If • .v _ .. ,$70,858 N/A WA $61,101 NM N/A .� Solid Waste 6z rtCand8li Supe7vism ' 376.306 N/A N/A $67,444 h11A WA eoioug6 C4'r11_ $100.121 - X585.892 - 1421%-_ ..$80,169 $85892 7.14% CD 3 Code Entorcerne"nt O icer•- '$59,611 367,675 -13:53% $54;194 367,675 -5.42% CD Community Deveiapmgrit DIracl6C -$97,760. `$107,726 -10.19%, ' .$84;119 $107,726 -28.06% 0'. ConsWctlon Inspactor/Engines'r -5_59.139, „$59,490 _ '13.94% •, $69,130, $59490., , 13:94%j- , CO O Depi&Cini$• - • • $67,444"" '$59,872- `11i23X :$61r101 $59872"" 12,01% ' 0) Envvon`rnanl`91 Specialist'." ' - - '1$80;169" ` V$52:487 ?. °134:55% $80169^-'' _$52467,." -- _34.55% Z Flnence ow ctar- $99.840 $114488 14.67% • $66,334 $114,468' 2.81%. CD FlroChin° ` ` l;' `$90,704 $94206 -3.86% $78214 394206 -20.45% Genoral AocURovenueAEnt• $70,250• , $67,582 '3.60% $70.@58 $67,562 _ !4:62% 11 GIS Analyst , _ $56 738 $71,768 • -28:49% $66,560 $71,768 -7.82%•, ,� IT Supenilsor " t, - _ 1 _ $83;200'* ;$92,701 11:42%• $70,658„ $92,701 -30.83% Mainlenance'Caafillnater, ' {. _$62,174 ;579,823 10.18% $72858 872823 1.18X'. Maintenance Engineer- .$76,306 $77,069 -1.00% . $65,799 377,069 - 117.13%' Maintonanc'a`Mectlinl;,, r .F1 $58.157 347,937 11.57% $59,611 $47,937. 19.58% PC NstworhyTechnfeian ii,, _ _ t$54;004 . $52528 2.73% $52,6,11 ' " $52528 11188% Pmg*Wet Anoiyst `- - $76,950 • `$72,978 5.17% 365,799 - 572,976- •-10.91%, Pratt tdariegeMinspecta.__ $85,334; ' - $83,525 . _-_3.25%.. _ $74,446- - 1$83 525 _._-, -12.20X,. -. •.., . .870 fi-02. j7.38Xr Property Rpprtd90 _- 1.` $6a;19'4r_ ,' � "`-$70.642: - .10.04% $83799_ `"' Resource Manag4mantOfficer. $87,360 $75,353 13.74%_ 574445, _$75353 1.22%; Secretary Iil1 ,.._. _ _340,914 $47,659 _ .16,9X` - , $44;324. ^347659 ' _ :7.52% Fox I AWILIII a A iaµv n- w 4 V/ , , M m Z co u., . A m to w H 0 Et z 1 e ,a�., ark '�a�i+. ..� , 2a a'•'"�tw , *,�� r,+', ,w: �SIUM131 r�yx©if Salary ®aitFa C©mipair�isons rte} tt , ,. .. • KEY MEASURES: Overall, current midpoints of all positions are competitive with the 50th -°o percentile of actual salaries within the defined labor market(6.79% below the market 50th)for all 5 classifications combined. a) • The following guidelines are used when determining the competitive nature of current n compensation: 3 — +/-5% = Highly Competitive m — +1-10% = Competitive — +/-10-15% = Possible misalignment with market — >15% = Significant misalignment with market • Current actual rates of pay compared to market actual rates of pay are highly competitive, z leading the market by 0.86%. • Overall, current salary ranges are highly competitive with the median of the defined labor 3 market(at the market 501h) compared to the current midpoint for all classifications combined. °— • Current range minimums, in aggregate, lead the market by 1.93%. • Current range maximums, in aggregate, lag the market by 3.33%. • Individual comparisons vary. • Longevity, performance and hiring conditions may explain some differences in actual salary. ��r.,.h.um+Aaalaii. V/I1 Yd 28 m • N 3 It i-n 0 a v co z N { s a IY 10 Saltary Data nro par o n s a o Based on this definition of competitiveness, on an overall basis of all jobs combined, the Borough is highly v competitive with the market. Q 10 individual jobs' actual salaries fall outside of the competitive category, as detailed on the following pages. v Z 3 Eu,l.wkm a Awxinus .In. niAG6.�1..6.0 G...o In Y! _ - __ ___ _ CO CO 0 n 0 y A t11 w n 0 a @ z 0 CD S 1 ;marr 1/41'f' Saa!ry Data t41 -i4' palrisons 1 04-4 Positions lagging the market (indicating a possible or significant misalignment with the market): v Q Borough Position�Qq [Market Actual Difference .'. Maim't CD 3 Finance.Director $86,334 $114.488 -32,81% 7 IT Supervisor $70,858 892,701 -30.83% Community Development Director $84.119 $107.726 -28.06% CO 0I Fire Chief $78214 $94,206 -20.45% Z Maintonance Engineer 565.799 $77,069 -17.13% CD Assessor $84,228 898,432 -18.86% m 3 -o o-w r�nE a u+" ''_. .:.� -3`c'.B'a... a k'7.n *- "mar ^r r. '>34 ',1 s :�' -- _°_� e..,. CO n • rn . . m it p a. 0 z ummyary„ r,t'Salparnr ins col:an rp- antlitsbintS) - - - CL ° Positions leading the market (indicating a possible or 0 significant misalignment with the market): (.0 Position Title #Borough Cdtp"or°m"tt Market Attila! Difference " 6 Accounting ilechnician i i54,004 $44;49.0 17.62% Associale,Planner LRP/ENF $70,858 $56,077 18.04% Maintenance Mechanic $59,611 $47,937 i9.58% tTD m - 3 11* 0 co 0) .171 „LI 1 .44 54 1:4* 0 B- 5 0 CD m Z 0 a `SSa( �Narit =1 ecamirner�da- itori,s r , " w of ' w �q Q • In aggregate, current salary minimums, midpoints and maximums are highly competitive with the market. • The proposed pay structure, which takes into consideration internal alignment and external market data, expands the overall width of the pay ranges to 50% to align with the market and provide greater flexibility in pay administration. • The Borough should review the individual jobs, specifically those ED m where a greater than 15% difference from the market exists, to determine if any further changes in grade and/or salary level are warranted for a particular job given that we may not be aware of all the internal factors affecting placement. rn itt ..,.:n' _,,..,;sY>-5 nA7 k , A M1"' ,k Sy?mx kz +.S`=m`",¢ §`':% ,r `�"'. :•,z y i5^'v',.+ '^ C° O 0 A o rn W C') 0 a 5' to co co Z 0 -< Saar�y ,0ata �Recornme'ndations: iPrAopased +PAay,- 8Sttru@Attie 1 o O CMG3tIllitp [4 .. 1 Spread • '0 All $32,190.34 $40,237.92 $48,285.51 50% 5 Al2 $37,018.89 $46,273.61 $55,528.33 50% 1b 4/ A13 $40,720.78 $50,900.97 561.081.17 50% a 821 $42,756.82 $53,446.02 564,13823 50% 822 $44,894.66 $56,118.32 $67.341.99 50% '9 823 $47,139.39 $58,924.24 570.709.09 50% N 824/831 $49.496.36 $61,870.45 574,244.54 50% W 825/832 $51,971.18 $64,963.97 $77,956.77 50% a C41 $54,569.74 $68,212.17 $81,854.61 50% aD C42 $57,298.22 $71,622.78 $85,947,34 50% 01 C43 660,183.14 $75,203.92 $90,244.70 50% CDC44/C51 663,171.29 $78,964.12 $94,756.94 50% M C45/C52 $63,171.29 $78,964.12 594,756.94 50% 3 D61 $69,646.35 $87,057.94 $104,469.53 50% 'O '662 ,. $73;128.87 $91410.83 $109,693.00 _ 50% D63. $76,785:10 $95,981 38.. -T$b45.177.65 • • S0% .Eat. 580,624136 . $160,780.45 _$120,93653 50% E82 $84.855.57 '5105,819.47 $126;983.36 50% E83 688,888.35 $111,110.44 5133,38153 50% G-D E o.law..m> wimr.Aw �'�'}„� N �..-__ - _ _�.�.� .. r.°L°�k,i rtexu.�` �.n'tls...,amu_�a'b3".Gss.r_..��....,�� ..rd'wuS.._ ..,. �«3i m d -4 Tt o r 'mv 1 4t v. W h ..1 0 5 CD z 0 Sallalrl 0212 � 'eco e�nd�a4li�®� s C®�t�s1µ • The cost associated with bringing employee rates of pay to the minimum of the proposed pay structure is approximately $4,400, v which represents 0.14% of payroll. • The cost associated with employee's maintaining their relative 3 position within the proposed range is approximately $176,000, which s represents 5/6% of payroll. CD 3 IMw.i./1'w:I N. Iblx ln. M _ — Its 0 - CO w v 0 a 91 Z7 (D z 3 Suomi-�tcoll IPtoy- & Beingt�vuata iComap irvisonos; a o =� � m rn a A customized data collection form was created to collect benefits information in conjunction with the salary survey. u FLA distributed the survey to comparator organizations 3 identified by the Borough. o FLA reviewed and entered the data collected from participants. 3 a FLA followed-up directly with the participants to clarify and validate questionable information reported. fux Lawwn a p.raafal4 w R5 l" 1 rnG)Is Z N W n a m C w 0 a d CD m Z 0 e-7 S�u�m�ma�ri�yJ fl Pay, re f'a�y Increalses a • The Borough leads the comparator market with respect to pay increases a provided to non-exempt and union employees. • The Borough is on par with the comparator market with respect to pay increases a provided to Exempt and Executive staff. 3 a - PeyUncreasesgmcludes Merit,COLA, Avg Pay am= KID Avg,Pay Increase %'ofiResponding;Orgs,. - Non-Exempt 2.7% 5.5% 80% fll Exempt 3.0% 3.0% 80% 2.9% 3.3% 80% OltID - .I 2.6% 5.5% 67% • Data provided by 15 organizations. "2012 was atypical of the average increases provided by the Borough;historically,increases have been around 3% 1 CAwune. -0 t -x-+^„ R�F^Zr"x"' . .-,su-a �z?, `w`:.•,°'°r..tii' ..... `'?r..._. .. + » � G v A _ — r0 1 It w 0 a a ar z 0 -n "baulmmra�r^°, loft Prl iav iF'�rarct�rtes;:; Sa(Ila�rny Ranges yam. v� J .. p • Formal Salary Ranges are in place for 100% of the comparator organization's o union positions. For non-represented positions (non-exempt, exempt and executive), 93% of the organizations have salary ranges in place. 0 to a) • The Borough leads the comparator market in salary range adjustments for all a represented groups as summarized in the chart below. 3 m 3 2012 Salary Range Adjustments M 0 0 J Market Avggilry Range Inaairange i °<obRespendiog Orgs (0 Adjustment Adjustment" - $ . . mz Non-Exempt j 2:0% 3.0% 64% rn Exempt 2_5% 3.0% 7,1%, 3 may ' . . 2!6% NA . 71% elta 2.0%. 3.0% 644C1' I • Data provided by 14 organizations. "Highest COLA in past 5 years:COLA typically runs around 2% Fox Lawman a Multiage. IN - . ril Da L- CD d v b cn (D rri 4t J. W y V 0 z 0 sy, .aix xd L'e1 ..L e ?'� m 4 �� , S ;�K+e .' Nssroe'ti "6` e w5k ' � j Siulm!m�alry. ®f' -8 rRactioe- ��ul!I Tl m°e I StateaSeet— �{ v Saa,_ tye U� 4T`. f A .x. a ° 13 of the comparator organizations (87%) provided information related to the number of hours per week co that qualifies an employee as full-time: - An average of 37.5 scheduled hours per week qualifies a position as full time; — The median number of scheduled hours per week to qualify for full time status is 40 (minimum reported is 30, maximum reported is 40); 3 - At the Borough, 30 scheduled hours per week qualifies for full time status. 0 The Borough considers employees who work 30 hours per week full-time, which is significantly fewer hours than the aggregate of the market comparators. I /l'J41 R G. yy� `,motf t ` F .,=' .u. ° a-4M a xw ^HR* .". .b'i t `1" 1 rn n o co 3 w n a a 5 0 m z O ti Siuimimaa�r�y, at �P'a�y f raJct�ice�s va(r,ira�b�Ie �P-taffy °? • The Borough provides lump sum payments for Executives and longevity pay for onon-exempt, exempt, & union employee groups; -0 • Additional forms of variable pay that are provided by approximately 33% of the cc comparator organizations include performance pay and 'other' pay (not a detailed), which varies significantly from organization to organization; °- • Overall, the Borough is competitive with comparator organizations in its variable "0 pay opportunities. 3 variable Pay Provided at Comparator Organizations 5 I a) z 5 (0 c O m c q . . _ B c aExsmpt "CI m3 . — _ 4 r:- it Executive Z ! _ vUni6n . !I C C ! . Lump Sum Gain Sharing Team Skill Based Knowledge Performance Longevity Exec Other Incentives Pay Base Pay Pay Incentive - Data provided by 14 organizations. *� C✓Fox LawainmAvciaa+ x' tO . m 0 b o ,,,I .D. II 4t J. 54 9 V 0 a 5' w CD m z 0 ` urnirr airryr of 1 `ay,r7 actives � Ovierttirne Pay Y , ..,�� -4?) -YET .`3" 2 , - 4. 4 `.. cn 0 Pay Types Captured in Hours Worked for Overtime Pay Calculation w 100% -- a 90% •- 80% - "--- C 70% - - CD 3 w60% -. _ _. 50% -_ _ - e 4001 . _ . KO wZ 20% • 70% • Straight Time Holiday VacJPTO Bereavement Jury/Court Hours • Data provided by 14 organizations. • 12 organizations apply overtime based on daily and weekly hours worked. • 1 organization applies overtime based on a 9 day/SO hour work schedule. • Consistent with the comparator market,the Borough includes all straight time in overtime pay calculation,excluding time not worked. b tae"V4-iix��m ti.°'..i' ,. F16. '.^9s✓a lW3^Fiaa�w` .., 7.1» �•S ::0� CD A co . A tri co 3t 0 a 5 su 8 z 0 T B}e�nef�t*s, IRetifirremenitr 4 • The Borough contributes 22% to PERS on behalf of individual employees; employees contribute 6.75%; • The Borough's contributions are on par with comparator organizations. CD @ PER 0:1 pt Executive/Management Exempt Non-Exempt z #Qrgs Avg% #Orgs Avg% #Orgs Avg°!. 3 IT Employer 13 19.20 13 1920 13 19.20 Employee 13 7.7 13 7.7 13 73 '2 Alaska organizations have lower percentage contributions,lowering the overall averages,with ER contributions of 5%and EE contributions of 8% fu.l jwvin n Awmianw A i r,.....ir.n.a..i..,ec....,e. Cry),. rD v 11 co 4t w 0 a 5 v ro z f 3 t o _` v 4;:4f “Belnes meiwirtene r�t g d x°`.. a • Consistent with the Borough, 77% of the comparator organizations offer employees the option of contributing to a tax-exempt retirement program that does not include an employer match; CD CD CD • Annual employee contributions are subject to applicable IRS limitations, CD 4TdD r1 i."w on n A.vwinIn () . ..,. m N » rw, xx K-%" "' "" .�',°s�; t. aria- to -. CD 0 0 0 w n 0 a Ili CD z p Benefits: Paid Leave • The Borough's holiday leave program leads the comparator market by 2 days; o • The Borough lags the market with respect to personal leave by not offering personal leave; however, the average personal leave offered by comparator ca organizations is less than 2 days and the Borough's holiday leave leads the market by 2 days; • The Borough provides for 8 bereavement days and the market provides for 7; • From a combined perspective for these three categories, the Borough is on par 3 with the market. ro _. Holiday, Personal & Bereavement Leave 14 CD g e — 4 Holidays Personal Bereavement e Average Days:Market a Average Days:KID co)� re,Lan.„a Awnciao V J 1 R I R Gn NL._.._._. ._—_,___.. __ _ ..._......,.�''.,. ....... ,r_s,v.... :v a . . .c.�-�'::ti!'x. ,.. uWii,a. ?s.,..:.:tl .'ru.,.ai�_. a, p.,'. 1•w N y� 0 .,. a m CD v W n 0 3. tv 2 Z P A r _ ` ' rM �rh uA `I Be rei 'i6 l�c r a w u Y 1.. st� "L-C,1,4'. z'4 1 N # t I : ` 'P0 nifilib r i PtaiiE mueiAe x t -s ,� -* d3 : � v • 4 of the surveyed organizations (33%) have a stand-alone vacation leave program; 0 - The Borough has a stand-alone vacation leave program; a • The Borough's vacation offerings are consistent with the comparator I organizations offering a stand-alone vacation leave program. m Vacation Leave 3 = 35.0 - t0 30.0 . m 20.0 [1ii i' - _ i • 10.0 4 5.0 _s t 3r„ <2 Yrs 2 to 4.9 Yrs 5 to 9.9 Yrs 10 to 14.9 Yrs 15 Io 19.9 Yrs 20 to 24.9 Yrs 25+Yrs ogverage Days:Market 0Average Days:KIS Git a .. ...A l'JHJnr\+r in\.nrit li. �y FaTMt.iri'#ndF. :aµb.Hrnb ' ° one b^..c� KKe`t1.n^'{-' 3KW�`'$ .°rr„+. I11 N M I . . V h a a C) CD z 0 -n Benefits : Paid Leave a • 4 of the surveyed organizations, 33%, have a stand-alone sick leave program; • The Borough has a stand-alone vacation sick program; o • The Borough's sick leave offerings lead the market by 4 days annually. B m 3 Sick Leave 16.0 14.0 - :v 12.0 10.0 rn 3 6.0 6.0 -111 rrl 4.0 0.0 <2 Yrs 2 to 4.9 Yrs 5 to 9.9 Yrs 10 to 14.9 Yrs 15 lo 19.9 Yrs 20 to 24.9 Yrs 25+Yrs a Average Days:Market a Average Days:NIB 1i.� •.�I:dy�.vK�n Fn..�ln (^K m Z b o "^ rn 4k W 0 a coz 0 fix;, f,y' 1*^' r ` IB' nefiltsi �Pa�rai [leap' ew,1 *t ;•g - a « tea CL • 8 of the surveyed organizations (67%) provide for a PTO bank, consisting of a vacation and sick leave*; • PTO programs are more prevalent among the comparator organizations than separate sick/vacation programs; 0_ • The Borough leads the comparator market by approximately 32% when comparing combined sick/vacation accruals. Combined PTO* co D. 45 Z 35 _—_ CD 30 m zs - _ — ri_ 3 20 15 � 5 r 0 h <2 Yrs 2 to 4.9 Yrs 5 to 9.9 Yrs 10 to 14.9 Yrs 15 to 19S Yrs 20 to 24.9 Yrs 25+Yrs o Average Days:Markel oAverage:KIB SlckNacation Combined 'Combined PTO for the comparator market Includes vacation and sick leave,with the exception of 1 organization which includes holiday.personal and bereavement in the PTO accrual 1 GyjPoAI��o <au. ^ d , `mod' M1 i Y W'•e4Si-• •nn./rl'J+I��h.LL�Y Gry n•.ry I!...a, :. V " rn .. T CD co O rn C C.J 0 a. z 0 r - ise�nteiAts. Flexible Benefits, 3; • The Borough offers a Flexible Spending Account (FSA) program, consistent with the 75% of the comparator organizations; • With the exception of FSA, cafeteria offerings are not prevalent among the comparator organizations; • The Borough is aligned with the market with respect to its cafeteria offerings. Cafeteria Offerings None tasea N rn Full Flex . . 3 U Simple Chace -- FSA e ... Premium Conversion �--- --- ---r?...--- --� 6 2 4 6 8 10 12 14 n Dala Not Provided ONo o Ves Fo,Lz wm a A.•ciaic rni..,..,, uw..t....,c.....e. u} It 0 a ID 0 0 CD z 0 1 eneflIL-.- fat - 1Ir0, a �e�likt Premiuims;4 t�IP a • The Borough's premiums exceed the average monthly premiums of the comparator organizations; °o • The Borough contributes 83% of the monthly premium and the market average contribution of the comparator organizations is 88% of monthly premiums; co • While the Borough contributes approximately 5% less, from a percentage contribution perspective, athan the comparator organizations, the overall expenditure for the Borough is higher. 3 Medical&Dental: Employer Monthly -0 Medical& Dental:Total Monthly Premiums Contributions m 3 3500 --___— ____—_—_ — 53.000.00 --- CD 52,000.00 'Ti 7r 7 — 3000 – .. _. ____' r __ -. gt,000.00 --- P i f 4? { 50.00 .-- —_ a1 2500 --. --- - -f '{- EE EE+1 EE+Family Z I OMB Contribution fAvg Market Contribution 2000 I M 3 1500 i • --- Medical&Dental:Employee Monthly Contributions • 1000 i I 500 �,yy 5400.00 -----� f :t l 4' "c 1. t ! 5200.00 -_. - __ —1 ..ji 7 g = C EE EE+1 EE+Family 50.00 I EE EE+1 EE+Famuy •KIB:Avg Monthly Premiums •Market:Avg Monthly Premium sKlO Contribution egvg Market Contribution G!)I'm I.aw+,ill a A.wci ne% IN .. - ,f; Pon w.. V I 1 AIJI I 4 1 in Z CD O 0) n 0 a m R ei w p O a. 0) sv Z 0 faeinefttst. 1 `astic iLtiife Insultance Govetage: The Borough provides employees with $75,000 worth of employer-paid basic life insurance coverage; a ° Comparator organizations, on average, provide $35,400 worth of basic life coverage; o The Borough leads the market in basic life insurance m coverage for employees. 3 • 0 C)r„1 MfldAM<katc, wx M1:.4YI. MMx F. .l C) -13 . in 0 m w i7 0 a. s n m z `� � � a--v f� � „ r q r g'y.. f � b� �a„ .Xs �"•= e, retiiitS ,EA11;r aln,dktVidi itat girtams .at ; D a o 20% of the comparator organizations surveyed offer an v Employee Assistance Program. 0 54% of the comparator organizations surveyed offer an employee wellness programs which includes a variety of 5 health information resources, health assessments, and/or discounts to employees- u The Borough provides for EAP and wellness programs for its employees through the health insurance program. co O 0 n m w i) 0 Q C) z 0 I®°e'ne'fiit$ C'on'k tU sifl$ } From an aggregate perspective, the Borough's benefit program offerings and expenditures are competitive with the comparator market. B 3 CD 5 to co Z m 3 a "Fox Iaw..m n Axkacb t, o A 1 w 'e' ,, I w _ - �Y� �P'�" £ "S +—... irk" __ .. .� Aau' is r • _..I A diagnostic review of the health and dental insurance programs is recommended due the significantly larger premiums (62% more for family coverage) being incurred by the Borough compared to the comparator organizations. While many factors may be attributable to the difference (ie, plan provisions, experience ratings, census, etc.) it warrants review to ensure the Borough is obtaining the most value for the programs. Due to the competitiveness of existing benefits programs, no significant changes are recommended to the benefits programs provided by the Borough at this time. G i mnNlJlf.i Rn t.knu.In N 0 a z5 CD z 1.-Rte-0 Caltitaljatitatlana 0 0 Salary Structure Review/Updates 0 - Annual Updates (ra • In order to reflect necessary increases in the minimum and maximum rates appropriate for each job, the salary structure should be reviewed annually. FLA can provide the Borough with the average percentage increase for employee salaries and salary structures on an annual basis, or the Borough may use a labor market index. • It is recommended that the respective starting rates and maximums be increased by a percentage that reflects the market trends and the fl) Borough's hiring experience. The use of a flat dollar amount increase would compress the structure over time. E — Long-Term Updates • The Borough should reevaluate its overall structure at regular intervals (e.g., 2 to 3 years depending upon market movements) to ensure that its salary levels are consistent with the marketplace. This would involve conducting a market salary study, such as was conducted here, every 2 to 3 years (depending on the economy) to make sure that the Borough's pay scales and employee salaries remain competitive. /›. 0 rr rrl ap CD 0 rn 4t ."‘ AGENDA ITEM #13.C.1. tr Page 192 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpL.. O a 5 m C) C) CD 2 0 T • • IV O_ A a C . I oz Lawson 8. Associates -o • ....... ,-,:pl,lahic c it ofigaIlaghcyUScnc(ii Services Inc& (0 I t n urnrvrinn nm/lNrnrrnu llrfnrrrn5 j erill/+ 0 Iota KKod ak Inland orwrgh9 AK c- 3 ' " co L . D.co p{ 6 rr c` co t' /— , /� y 1:, i.,!v S' 4,„ ' ”st n i', tis¢r X13 a '"'V 4,' r--- n: ;Tr --c.--"^� ,- . �e&CIA �Goriiii isaltIIOl I rr; 1 ;a ,' p''(y,r_� Rr 3 'G i.'F�.q�r eilasalituc. .. r� Study r r rte. �' w= l . � y • .451.S "y% .' 14, x' f DVS.' 4V.:.. f I r_ �• t -4 b:..• /August 20; 2013 + i IN o (",,:1:1-1---,a, ar Balcrvi¢cs, Inc._. m Naga' co thinking aIirad Z U co IN A m CD It Pa P 0 n n v to m Z O m 4 � " ' � r_^ { t U verlrr�ziW CL I C About Fox Lawson & Associates ® Responses to Questions About Study is Open Discussion ro ro 3 2s G) CO 4)tP,If:7i°aA=... z b m A ^� O Q 3 a) 0 co Z 0 T '®\I2YrUAl'eW a O v r a 3 E General Questions CDv Z m 3 a n m ro fax Lawson&Assocatc /' 2 (31 3 o ° CO m P 0 a 0) v z 0 m C) ry ° 0. 4 1 I o FLA, a division of Gallagher Benefit Services, Inc. has 30 years of nationwide experience in the public sector performing classification and compensation studies 3 Experience in both union and non-union environments Nationwide, FLA has more than 140 City clients, 70 County clients, 25 State clients and 70 District/Authority clients a 0 Managing Director of the project is Bruce Lawson with over 30 years of experience u Senior Consultant is Lori Messer with over 30 years of classification and compensation experience m 4 O T`° � 111 n 0 a 5' w n Cu Z O 0 _. Common Questions CL I Why have employees been excluded from the CO process? Employees have been included in the processes m c Employees have been engaged in the process where appropriate (ie, the PDQs that were completed by all employees and the occupational panels where ALL employees had the opportunity to share information about the work they do) z a Information has also been presented to decision making groups (le, the Personnel Advisory Board and the Assembly) in public forums where employees had the opportunity to see the results of the study Preliminary recommendations were presented to a core project team (Borough Manager, Finance Director and HR), then vetted through Department Director team at every major milestone within the project to ensure alignment with overall project objectives � a m G) ;z.law+on aAmcmn. )• p,Y 5 '1 J .Ma O A 1 h 0 a 5 ea ro 0 m tv N O Common Questions Why weren't the job descriptions AND the pay structures presented to the PAB? 0. The Borough Manager is responsible for the ro administration of job descriptions (per section 304 of the Personnel Manual); therefore, it was not required that the PAB review all of the job descriptions n The concept of broad classifications was presented to the PAB and they approved of the concept and the methodology employed to create the class specs 3 Revised pay structures are to be reviewed by the PAB (per section 304 of the Personnel Manual), therefore the market study information was presented to them in a public forum. c) v � m Ct,r0 Lara1,zv:n a, co A rn co .a, 0 0 a 5 CD CD z 0 m C QFm�m°on� : ;u� est�o rnsr What is the urgency to implement (ie, "do or die")? The study began 1 year ago (August of 2012), so this has been in the works for some time a Implementing the study will help the Borough to ensure its competitive position within the marketplace 3 CD c) VON G- ) tavrtan nn&fnwc ' n 0 CO 3 w n 0 a a CD z m a Co Job Classification z rn 3 -a 11.1 -a Co CD 4:0)fax Lawson Assocows /279 10, 4t firl4 0 a. 5 v C, CD m Z O � m COMMTOR CQiues ins Who created the job titles? 0 Classification titles that were representative of the type and level of work were recommended by FLA Borough management reviewed and approved the final classification titles 10 v m 3 m v Z n ( 8 n Z1 A co TA) 0 a CD z 0 T N O r Common Questions Who created the job descriptions? Classification specifications were developed by FLA utilizing information obtained from the PDQ and the occupational panels co The purpose of the class specs is to document the I essential types and levels of work being performed (it is v i not meant to serve as a task list of every task performed) within the classification 3 c Borough management has reviewed and approved the class specifications c) Z Ft, Laww a Mcncucec N O N o m V 0 0,m n CD Z 0 m N O Common Questions How will classes with different pay ranges be discernible? Q. I D Employees will keep their existing position titles (aka, working title) Each position within the Borough will also have a classification title a Working titles will be used to identify the pay range CD assigned to the position within the classification structure G) m W O y m to V 4 a (1, n rn Z 0 N O Common QuestiOnS ' Why haven't job descriptions been distributed to v employees? a Once final approval by the Assembly has been obtained, CD class specifications will be distributed to employees CD a The job descriptions have been reviewed by the appropriate levels of management to ensure accurate representation of type and revel of work are included in the class specifications p Class specifications can be updated at any time; therefore, if a significant piece of information is missing, the information can easily be incorporated into the class spec m ID 4)'fm lzusun a AssocWei 2 *� T..an J CJyMr 4Mn inrn M. A ti 4 rno 4t 54 *071. 0 v coz 0 e VINCIIN ew 3 rn • 3 a m Job Evaluation z i 3 n m (s):�.Irwsnn s Assxiaa OIYvu�JfJ �Il�YGmaeyq'/ 13 a w • P a 5 ro cr ro z 0 T C.ormlmon QtuesAfio ns ♦ ; f �:. a. Why was management responsible for final approval of DBM ratings when they,may or may a not know the details of the work being ro performed by their employees? ro n Management is accountable for the overall management 5 of operations in their assigned area(s) of responsibility and therefore were accountable for validating the overall CD internal hierarchy B I c m N r OX muanwaas.,rn.nw 7 1, A m W n 0 a 5 w n 0 -n N, N C1 Common * uestions Why are positions rated as a B23 if they have `coordinating' responsibilities (they are a lead) demonstrated through their assisting with daily supervision of employees? `Coordinating' within the DBM system refers to the accountability for supervising employees. This means that the position is responsible and accountable for completing performance evaluations, administering disciplinary actions, etc. n A lead position is not accountable for supervisory responsibilities, therefore it is considered non- coordinating. v ° z C)roxiaw,o,. 0 15 1Z• O A by 0 a 5 v ro Z 0 m -ti O Common Questions , Why are supervisory positions spread between Band B and D? Due to the varying levels of decision making, as defined ro by the decision making matrix, supervisory positions were 3 evaluated and the resulting bands included B through D 5 a The band (B, C, and D) does not indicate supervisory status, it is representative of the level of decision making that is being performed a A supervisor whose decision making responsibilities are operational in nature would be assigned to the B-band (ie, Landfill i Supervisor) and a supervisor whose decision making responsibilities are of a process nature would be assigned to the C band (ie, IT Supervisor). a Band are assigned to.positions based on the highest level of decision making required. m i f .•I *dn. urn Cl ]a 0 A m w n a El: 3 C) o C) m Z 9 . . m -.< I.) , o ....‘ '-'• • . . - . _.1 CT) I Vkel riVA I e w . › a o In ra... m co a) = 1 a (D 3 0 Pay Ranges = -. = co co Z i 1 bi 0 m G.)Fox Lawson 4 Ascoaa44 r co 1 • ........t,G,40.,..5„.....„ , 17 CD I N.) L ..... 0 0 s A to 4t ))44 5") ra'. 0 a z 0 m ItCO- MI �Q ion Qs..,ue sits`%.io[r`y=.k"ns Why the secrecy surrounding the creation of the co proposed pay scales? 13 The development of the pay scales was based on the 3 market data obtained in the custom survey Pay scales were developed utilizing actual market salaries and developing a `midpoint' that was reflective of what was being paid in the marketplace for similar types and level of work (midpoint is the rate that is half way between the range minimum and maximum — that rate was the basis for the development of the pay structures) ' n C) m 2 0 ,e ? m 4t 0 a 0 z O m v N Common Questions a Why are the pay scales not 50% wide? t) ® The pay scales are 49.65% wide (rounds to 50%) a 3 El The same number of steps have been proposed in the new structure as are in the current structure The distance between steps range from 2.5% (A to B) to 3.5% (all other steps) which allows employees to progress to through the range quicker than the current spread of 2.5% between all steps 3 N SP �tm tiwmn o-Axmuec N �w.....a .s...ni... 0 0 a. 3 v h CD Z 0 T -‹ N) r e az t t" �' ^" Carnrnan � uest'Ions�� y� '� �� .�. C37 55..1 n d'h f a + " J a, or G vR r ",�.�: .!9t 1'm. ua`h3e4rw34SM^i1�CE'arty+td� � a��w�Ua±+* �tKK{F. ib�Sr How does the 2.5% probationary rate work for employees who enter above step A? t/ The probationary rate will be 2.5% for those employees who enter at step A and 3,5% for those employees who CD enter above step A v I - ' I a i I ' G) z j 5 Fe}x ya..mCna AswcN rc++an U 20 �" N w 0 rh .a. Ga h 0 a 0 CD z 0 rn - Will employees be brought over at the same step Co they are currently at? Yes. The proposed pay ranges have the same number of steps as the current pay ranges, thus allowing employees to move into the new structure at the same step o It is being proposed that employees whose rates of pay v are greater than the rate of their current step be CD grandfathered and maintain their existing pay scale (no pay scale reductions are being proposed), Examples on 4 following slide. GIP m ,Pow*. Sr a tiac� yr j u,.+�.�aoa.M.a..u�s,......F, 0 21 O rn 4t 0 a. N 3 h CD z O › '1 aru.F .A ..i M"'4at4'M.t. °YUa • � v4 �iW•Gr.A1Bi}L"y' `ik�"iSn�4w�".Ututil!-a11M�4.Tau&•'u• .mAUYa : 0. • S. In the following example, a Fiscal Technician would remain in the current pay range 1 c until Step C; at Step C the rate for the position is greater in the proposed structure M than in the current structure: a 'O instal Technician _\\ CURRENT STEP RATES 1 CD 3 A I B 1(/1: ] 0 E F G H I J K I M @ $22.86 $23.43 I $24,01 1i $24.62 $25.23 $25.66 $26.51 $27.17 $27.85 $28.55 $29.26 $29.99 _ $30.74 D. ct I PROPOSED STEP RATES tp I A B L D E F G H I J K L M O) $22,68 $23.23 $24.04 $24,88 $25,75 $28,66 $27,59 $28.56 $29.55 $30.59 $31.66 $32.77 $33.92 z * In the following example, a'Sr. Baler Operator would remain in the current pay range 3 since all rates at each step are higher in the existing pay range: i c Sr Baler Operator CURRENT STEP-RATES I A B C D E F G H I J K I M $25.86 $26.51 $27.17 _ $27.85 $28.55 $29.26 $29.99 $30.74 _ $31.51 $32.30 $33.11 $33.93 _ $34.18 PROPOSED STEP-BATES T . I A B C 0 E F G H l J K I M $22.66 $23.23 $24.04 $24.88 $25.75 $26.66 $27.59 $28.56 $29.55 $30.59 I $31.66 $32.77 . $33.92 C) a) c Z W . Fox hewn a Ass curca I)A VVV 0 7' m 4t J 541 P J 4 a 5 v 0 0 m z 0 m N A Common Questions D CL a Will salaries be `capped'? a Yes. There will be no change from the existing process that caps employee salaries at the maximum step but allows for longevity .and COLA adjustments on an annual basis. a Again, it is being proposed that positions where the pay range decreased that the current pay range be utilized until the market catches up with the position. m 3 { C) v CO (p rm. Asvzuu:(ap �� J Ilnrn.A .�A R n M�Grv...h,. 23 m w p V 0 a 0 CI CD Z 0 m { N _ p Common Questions� r � y � ° t , , r , y ,,- Why did management positions have greater v i pay range changes than non-management positions? n The structures were developed based on the results of the market study and actual rates being paid for similar type and level of work against comparator organizations a There were positions outside of the management ranks that saw significant movement based on the results of the study (ie, Assessment Clerk, Assistant Clerk, Secretary to name a hew) a Certain positions have been reviewed on a regular basis (ie, union positions) which can explain why there was little movement for such positions i a I G) Fo La a n Z i . . ,,ux�,�n 2a n rn 0 1 m n 0 a 5 C) 0 CD Z 0 - T �, ( ®r�mon Questil,®ns 0 How do `red lined' employees correlate into the new steps? `Red Lined' employees (employees at the maximum step within their respective pay range) will be handled as they are in the current system (no change). If an employee is . at the maximum step, they will not be eligible for increases co (excluding longevity and COLA). p Again, it is being proposed that positions -where the pay rn range decreased that the current pay range be grandfathered until the market rates catch up with the position No pay range or pay rate reductions have been proposed I � b m a CD @ fox Lawton s Mcociatta [ b u « .� Ze b 0 m 0 a 5 ro z 0 m N) N m 4 Ions-n^'1 w,t`,` .. ,tiR= i rv��'ts S�'4' {<'*F�.@'.�;' `h " �'-i�`�1��, k'�`. �, Common rr muestlons � ., . ,. .. . . w.. ,.nCk.f°..a a7` "'�' :i,':. • ' `'''st`.nz�frs�ittvnt.�:3Fi` `" .w;sa�,lw.3 '''"`a ,t ''n ,'`., , CD . r Why is isn't my pay range exactly aligned with the market data Pay ranges were built based on internal equity AND market data; therefore, there may be a difference CD 3 between the actual market data and the proposed range CD midpoint LI There are multiple positions classified in each DBM rating and all of those data points were taken into consideration (using regression analysis) to develop the proposed pay 3_ ranges Market data was reviewed to ensure salary range data aligned with market data within acceptable tolerance levels v a raxitm" a n , 4 co 0 —s 1 n a Q a a a. a -a ca a. 3 IUnion Employees CD { G) Gr,PI nutam«an.,5n« z � IaTMnNfdyM X.wLdennR l2, •co 27 0 A m J. W 0 a 5 CD z 0 T mar Union vs Non-Union Positions and Classification v I Titles? Q ? a Classification titles are based on the type and level of work being performed, regardless of union status 0 Union and non-union employees will still be identifiable v t utilizing the working/position titles CD m � j a f a 0 z N Pax law C.a Asnciorcs N aca.r.u,.w�a.."'Is 28 n O it 0 a z n m ( ®mrnoniQ �ey sto:st` 1 Are bargaining employees included in the implementation? 0. a Bargaining employees, should they agree to the new salary schedules as described, will have an agreed upon 3 ! amount of time to accept the new salary schedule, which is being proposed to be retroactive to July 2013 fl If the new salary schedule is not accepted by the IBEW ro bargaining unit within the agreed upon timeframe, the proposed changes will be addressed at the next contract 3 negotiations { F � C) z O •r A 1. y, W a 0 a 5' m ro ro z 0 -m O ow- �y u�eruai �' ' t j `ni4, ` CL 0 5' a, 3 Longevity Pay a, z CD 3 m @ Fox Lawwn s Associates' 0 • rntO 0 Q 5 C) 0 CD Z 0 m { C©MM0fin WeStti,on � r How will longevity pay be addressed? n There will be no change to how longevity pay is administered Longevity pay is addressed in the Personnel Manual ® Longevity steps that accommodate the 5% can be added to the end of the pay schedule and are separate from the pay ranges ro z m 3 m N T xtawwn6 Aasocura .... . •• I 0 0 m C) 0 m Z 0 ii C r�o am on Questios 4 a How will merit/longevity be calculated based on market movement? i Market movements can result in changed rates for each step (assuming positive movements within the CD marketplace); employee rates will be determined based on the step that they reside 0 No changes to longevity pay have been proposed and will C be administered utilizing the existing process m B z ID coo for law.on a Aanxlaies :732 ,b A 0 R1 to n a 0 a 0 ED 0 0 co 2 0 m N o il 8 97,eruciew, y a a (c) a 5 I a I Addressing Concerns Regarding z CD Job Evaluation & Job Classification a) m 3 IN I s "t1 m OD CD �r x�� #1 e.," /�./may ryy 'N :.rAw..df ylnuMx!'m.ev F.yf% ri IN o y n `4 'S k CD w "v O B- 5 DI m Z 0 T N C®rnmon Q��esat�lons % , u_ ,. f .t ;t. o i Is there a process in place to correct `inequities'? 3 a There will be an appeals process to address employee concerns when they feel they are in the wrong classification title 5 a 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 3 I ' G) m o v z 1■3 rnx li,..an a aAr a. 0 rn 9 0 a CD z O m N) O Common Questions a What if I think my evaluated rating is incorrect? i co A request for reclassification can be made, using the I existing process as outlined in the Personnel Manual, to have a 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 S 0 m N 35 n O s m GJ 0 a v 0 CD Z 4 T O +•' a. � rr eel ,.. �„ .=., xn" 9 as �z�'.^ �. sr �. , , 1;am+ w .;t:.»ii;kit,.w.o«_a.� '4+v' .AS md-.,,.'&«3 .'"4...,� 'X 's .1. `` y a o v a I a ro 3 tcaro QUESTIONS ? m ! ! A G) v m z co Cr)fox Laws° s Mandates N N W o � 1 A 11, 0 4t h -a AGENDA ITEM #13.a1. Personnel Advisory Board Minutes Regular Meeting May 15,2013 The Personnel Advisory Board regular meeting of May 15,2013 was called to order by PAB Vice-Chair Curt Law at 5:45 p.m. in the Kodiak Island Borough Conference Room. ROLL CALL Board Members Present Lynn Bash Lindsey Howell Curt Lew Perry Page Brenda Zawacki A quorum was established. Staff Present Bud Cassidy,Borough Manager Lauri Whiddon,HR Officer/Executive Assistant • Others Present • Jeff Johnson WELCOME OF BOARD MEMBERS AND GUESTS Vice-Chair Curt Law welcomed board members and guests,and reminded guests to sign the attendance log. ACCEPTANCE OF AGENDA The agenda was amended to hear the Fox Lawson&Associates presentation as the first item.The agenda was approved as amended. ITEMS OF BUSINESS a) Fox Lawson&Associates Presentation:Salary Range Placement Process Manager Cassidy introduced himself to the Board and stated that the purpose of the meeting was to discuss proposed changes to the KIB Personnel Manual and the present salary placement process from a point method of job evaluation to a market-based system. Manager Cassidy went on to say that the Board Is also asked to recommend Implementation of a new classification system and pay scale based on the recommendations of Fox Lawson & Associates. He explained that Fox Lawson & Associates is a third-party, independent organization that the Borough contracted with to review and update our present job PVwnna AO<ifory amnl Pig<I nf4 Moy 11,1011 Page 229 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.C.1. descriptions, salaries and benefits, and come up with a valid, current method that would assist the Borough In attracting and retaining quality applicants. Manager Cassidy introduced Finance Director Karl Short, the Project Manager for the Borough's study. Mr. Short added that Fox Lawson and Associates is the firm that recently completed a study for the City of Kodiak, and the Kodiak Island Borough joined forces with three other Alaskan communities-the City of Unalaska, the Kenai Peninsula Borough, and the City of Soldotna to share research and help reduce costs. Lod Messer with Fox Lawson & Associates gave a Power Point presentation of the Final Report of the Classification and Compensation Study, and the Decision Band Method of Salary Range Placement. Discussion followed and Ms. Messer responded to questions from Board Members. BASH moved to approve the recommended Salary Range Placement Process submitted by Fox Lawson and Associates and make it a part of the Personnel Manual. Discussion followed. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY Manager Cassidy clarified that draft Resolution #FY2013-01 stated that the Personnel Advisory Board urges the Assembly to accept the Fox Lawson and Associates Report on the Classification and Compensation Study conducted for the Kodiak Island Borough and implement the recommended classification system and pay scale,so there were actually two parts to the resolution. He went on to say that the Board has just accepted the study and he looks to the Board to decide whether they want to have another look and have discussion about implementation. He added that the Assembly will be entertaining the same motion to accept and Implement and could be looking for guidance from the Board on the implementation side. Board member Zawacki stated that implementation options could be explored as the Borough works through the budget process. Board member Page clarified that the maximum amount of$176,000 was placed into the draft Borough budget already to cover the full amount of pay increases should the study meet Assembly approval. Board member Howell commented that it makes sense to do that initially rather than play catch up for years after or have employees who feel that they are being compensated below where they should be. She added that this might be the most expensive option, however it brings everyone in line on the salary schedule at the same time to begin where they should according to this market study and move forward from there.It was clarified and understood that although it would be a continual cost every year the Borough would also see a drop in costs once higher paid employees resign or retire. There was further discussion about whether the Board wanted to make a recommendation on implementation. It was decided that the Board has already made the decision to replace the Salary Range Placement Process and does not believe it is their responsibility to make a decision on implementation of the study as submitted by Fox Lawson and Associates.Board Paammd Advisory&Aid Page 2 M 4 May US,?UU • Page 230 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. member Law stated that it Is not within their purview to make this type of monetary determination for the Borough,and that It falls on to the Assembly to make that decision. PAGE moved to adopt Resolution No. FY2013-01 to be amended by removing the wording "and implement the recommended classification system and pay scale". ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY ELECTION OF OFFICERS Curt Law was nominated and elected Chair,and Lynn Bash was nominated and elected Vice- Chair,both by general consent.Lauri Whiddon will continue to serve as secretary. APPROVAL OF MINUTES The minutes of the March 30,2011 meeting were approved as submitted. CITIZENS'COMMENTS (Limited to 3 minutes) a) Citizens'Comments Jeff Johnson thanked the Board for their service. He also commented on the new pay scale and how it would affect him personally,stating that there was little monetary incentive for him to consider promotion to a higher level. Ms. Howell asked him if the current system allows more monetary incentive for promotion and the response was that there was not. Discussion followed and the statement was made that there are some employees who presently are at the top of the scale and they remain in the same relative position under the new scale. b) Manager Cassidy thanked the Board for their service and for helping to work through the process. c) Board Members'Comments None ADJOURNMENT a) Next Meeting Ms. Bash moved that the Board meet on a quarterly basis. Discussion followed and the consensus was that the Board will meet quarterly January, April, July, and October, and meeting dates adjusted as necessary to allow for scheduling. The Board discussed Wednesday,July 24°i to be the next meeting of the Board and members will be contacted in advance to check on their availability. b) Adjournment The meeting was adjourned at 7:55 p.m. Pcnaarci,a.iwry BaaS Paget or .by IS.2013 Page 231 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. �Re ectfully submitted: _— Lauri Whiddon,Secretary Cu aw,Chair tali9tWt�� (3 Date&Approved Pwo,nd Advisory 'uN Pita 4 Pi May 15.5013 Page 232 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.0.1. Personnel Advisory Board Minutes Regular Meeting August 7,2013 The Personnel Advisory Board regular meeting of August 7,2013 was called to order by PAB Vice-Chair Cud Law at 5:47 p.m. in the Kodiak Island Borough Conference Room. ROLL CALL Board Members Present Board Members Absent Lindsey Howell Lynn Bash Curt Law Brenda Zawacki Perry Page Board members Bash and Zawacki were excused due to illness. A quorum was established. Staff Present Bud Cassidy,Borough Manager Laud Whiddon,HA Officer/Executive Assistant Karl Short,Finance Director Others Present Marilyn Ordal Jeff Johnson Alan Torres Dora Cross Joe Levesque Bill Roberts Sharon Blakeslee Bob Pederson Woody Koning ACCEPTANCE OF AGENDA The agenda was approved as submitted. APPROVAL OF MINUTES The minutes of the May 15,2013 meeting were approved as submitted. WELCOME OF BOARD MEMBERS AND GUESTS Vice-Chair Curt Law welcomed board members and guests. CITIZENS'COMMENTS (Limited to 3 minutes) Marilyn Ordal commented on the proposed Salary Schedule, Class Titles and Pay Ranges. She pointed out that with the new salary schedule,the probationary increase is a 2.5%step increase from Step A to Step 8, and that could be confusing because the Borough doesn't always hire at a Step A.She also commented that some employees receive longevity pay at 5%, 10%,and 15%on top of their base pay,and that it would be difficult to decipher the pay with the new Salary Schedule and to show the auditors. She added that the new job Pcnonncl Advisory Board Parc 1 of 4 Anp11511.2013 Page 233 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.0.1. classification titles are confusing because there are many positions with the same classification title,but with different DBM ratings. Sharon Blakeslee thanked the Board members for serving, and commented on the need to meet more regularly, and the need to have a process in place to correct inequities in the system. She also commented on the proposed new Class flies,wondering why they have difference pay ranges,and how we propose to avoid contusion, Alan Torres commented that the Board should hear public comments before voting, and he commented about the new ratings to the Baler II and Baler Supervisor positions. Dora Cross concurred with the comments made by Ms.Ordai and Ms. Blakeslee.She also encouraged education for the employees on the purpose of the Personnel Advisory Board, stating that in talking to other employees about the PAB meeting, some feel that this is a meeting for non-union employees and that the works at the Board do not affect union employees-that their involvement in the meeting would not be of benefit to them. ITEMS OF BUSINESS Curt Law stated that at the last PAB meeting, the Board moved to adopt Resolution No FY2013-01 urging the Assembly to accept the Fox Lawson and Associates report on the classification and compensation study conducted for the Kodiak Island Borough. He stated that the Assembly has accepted the study and has included the funding in the FY2014 Budget. He added that under the KIB Personnel Manual, the Board reviews proposed changes to the manual. Page moved to adopt Resolution No.FY2014-01. Discussion followed by members of the public and the Board.Law said that he had concerns that appear to be concerns echoed by the employees In attendance at the meeting.He asked who was Involved with updating the Salary Schedule,Class Titles and Pay Ranges.Manager Cassidy responded that the classification titles and pay ranges were based on the recommendations by Fox Lawson as a result of their study utilizing the DEM method of salary range placement. Discussion followed about the broad description of the new class specifications(job descriptions),which are industry standard". Law asked what staff's comments are with regard to the employee comments about payroll and longevity. Manager Cassidy responded that understands the need for payroll to have a form that assists in calculating the pay for an employee who has longevity pay over his/her base pay, and discussion followed on what we could do to accommodate that and ensure that we are in compliance with our auditors. There was discussion about the first step increase on the new scale being 2.5% and the other step increases being 3.5%, and an explanation of the mathematical challenge presented by the new Salary Schedule. Law suggested that due to apparent confusion by staff about the study,staff should meet with employees to go over any questions that they may have about the new items from the Fox Lawson study and then come back before the PAB. Manager Cassidy concurred with the Pcnomct AJtim,Bwd Pan=of Aur,tss 7,2013 Page 234 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl.,. AGENDA ITEM #13.0.1. recommendation, and will schedule meetings to respond to any questions. The Board concurred and said they would be available to meet at a later date to vote on a recommendation. Discussion followed and Law suggested that the next meeting be postponed for a month to allow management time to brief staff. PAGE moved to amend the motion to postpone discussion on Resolution FY2014-01 to August 28,2013. ROLL CALL VOTE ON MOTION CARRIED UNANIMOUSLY a) Citizens'Comments Sharon Blakeslee said she appreciated the Board listening to concerns, but said that what she didn't hear horn the Board was what they might have concerns with that they needed clarification on,adding that it would be a shame to come back again in August and not have ail of the Information that the Board needs to make a recommendation. She agreed that overall this is a good system. Alan Torres commented on the observation that there is a lot of confusion among staff, clarifying that there were just a few specific items that needed to be looked at and tweaked, and that overall he really likes the new system.He echoed an earlier comment about change, stating that you are never going to have everyone in complete agreement. Woody Koning agreed and stated that he really likes the new system and that it will allow management to manage in a fair and measurable way. He also agreed that the couple of items that were brought up at this meeting should be looked at and can be easily fixed. He thanked the Board for taking on this project. Dora Cross thanked the Board for meeting, listening, and taking comments under advisement,adding that once the process is tweaked,it wilt all be for the better. Karl Short commented that Kenai Peninsula Borough did the same study and is adopting it for the non-union members, but will have to wait a year before possibly adopting it for the union members due to the fact that they had Just finished their negotiations for the year. He also mentioned that Unalaska Is taking a little more time, because they have four separate unions. He added that the Borough has already begun negotiations and the union is considering if it is something they will adopt or if they will wait for next negotiating period. b) Manager Manager Cassidy said that he had a staff report that was part of the agenda packet and was to be a part of tonight's presentation,but will make it part of the next meeting.He added that the board has agreed to meet on a quarterly basis and every effort will be made to do so. Lindsey Howell added and Manager Cassidy agreed that special meetings can be scheduled in addition to quarterly meetings. raceme Advnmy Hod P c 3 or4 Aug,wt,2013 Page 235 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New EmpI... AGENDA ITEM #13.0.1. c) Board Members'Comments Lindsey Howell said that as a Board member, the documents contained in a packet may appear to be straightforward, however, without being an employee and knowing all of the details,input from employees is appreciated to help the board make informed decisions. Perry Page said that he agreed with comments made by Alan Torres and Woody Koning,and feels that this new process is an improvement over the outdated one currently in place, adding that he is for the new process with the exception of ironing out a couple of differences which have been brought forward tonight. He referenced Alan's comment about voting without citizen's comment and said that Jeff Johnson was present at the last meeting and did speak. Curl Law said that we are all getting closer to what we are looking for,but the most important thing is that everyone is aware of the process and that questions are answered. He encouraged the need to attend the meetings if there are additional comments or questions. He added that board members are not paid,but are volunteers and rely on the materials that are provided by staff,and take the business of serving on the board seriously. He added that he thinks we are on the right track. ADJOURNMENT a) Next Meeting Curt Law stated that the next meeting of the board is scheduled for August 28, 2013 and members will be contacted in advance to check on their availability. b) Adjournment The meeting was adjourned at 6:32 p.m. - ectfully submitted: ::7,u�ri Whhiiddon,Secretary C ` Law, at`�� Da e t Approved_YW Persam,1 Mrimry Stec Par 4 a 4 Auguv1.?413 Page 236 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. PERSONNEL ADVISORY BOARD KIB Conference Room March 5,2014 5:30 p.m. AGENDA The Personnel Advisory Board regular meeting of March 5,2014 was called to order by PAB Chair Curt Law at 5:30 p.m.in the Kodiak Island Borough Conference Room. ROLL CALL Board Members Present Board Members Absent ', Lynn Bash Brenda Zawacki Lindsey Howell 3!,' ` Tom Lacey . 4;, `'\\\,, Curt Law • ;:'* Board member Zawacki was excused,A quorum was i{..established'\R yr' V fe.`iy� e4yY Staff Present % :+` Bud Cassidy,Borough Manager Karl Short,Finance Director \'^u '1'«.w+ As Lauri Whiddon, HR Officer/Executive sistant t�•. e°r Others Present t Brandi Wagner Sht3ronlnlakeslee \Alan Toes Marilyn Ordal Peul Ver Dyke Jeanne Friel Kirsten Galliher tieanne Miller Delores Evans William Roberts `''Dora Crags Meagan Christiansen Debra Rippey Jeffbohnson WELCOME OFBOARD MEMBERS AND GUESTS Chaiurt Law welcomed boa dmembers,staff and guests,and reminded guests to'sign the attendance log. ACCEPTANCE OF AGENDA The agenda approved sa�s submitted. '4 dT ELECTION OF OFFICERS Curt Law was nominated and elected Chair,and Lynn Bash was nominated and elected Vice-Chair,both by general consent.Lauri Whiddon will continue to serve as secretary. APPROVAL OF MINUTES The minutes of the August 7,2013 meeting were approved as submitted. CITIZENS'COMMENTS(limited to three minutes per speaker) Leff Johnson spoke to the new rating system. Marilyn Ordal and Dora Cross expressed concern about the lack of response to additional questions about the study; commented on the new job descriptions; and the appeals process. Personnel Advisory Board Page I of 4 March 5,2014 Page 237 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #13.0.1. Brandi Wagner and Paul VanDyke spoke in favor of the study and new DBM process and expressed support of an updated system replacing the current older process; and the ability in future to rate new positions. Bill Roberts spoke in favor of the study and encouraged the PAB to accept the proposed changes and move it forward to the Assembly.He also spoke to the appeals process. Sharon Blakeslee commented on the job descriptions, and spoke in favor of the appeals process,and moving forward with implementing the study. .r,5, Alan Torres spoke to the duties of the board with regard to resliewing job descriptions; expressed concern about the placement and designation of his and that of another position at the baler;and spoke to the current salary schedule. 1.7-\\\ A memo from Bob Tucker, Director EtF, and Bofi,,Pcderson, Director Community Development Department, was read into the°minutes and spoke,\in favor of implementation of the new classification andreompensatioo plan. N. N., r : Jeanne Miller spoke in favor of the current salary schedutc versus the proposed schedule; and spoke to the possibility of having4wo salary schedv e\; , ITEMS OF BUSINESS . , syy "' d RESOLUTION NO. FY2014-01 A RESOLUTION OFFTHE PERSONNEL ADVISORY BOARD OF THE KODIAK?ISLAND BOROUGH URGING THE ASSEMBLY TO APPROVE CHANGES TO'.THE KIB PERSONNEL MANUAL BASED ON THE DECISION BANDti1METHOD`J(DBM) OF EMPLOYEE CLASSIFICATION AND SALARY RANGE PLACEMENT PROCESSvAS-PROPOSED IN THE FOX LAWSON &ASSOCIATES EMPcOYEE'CCASSIFJCATION AND COMPENSATION STUDY Ae u4. N Chair Curt Law'stated that-the,board has been asked to review the proposed PAB Resolution No FY2044101 BASmoved to approve Resolution No.FY2014-01. Manager Cassidy gave abnef summary report on the progress of the work being done since receiving therFox Lawson & Associates final report,stating that what the Borough is doing is no differ'etrthan other municipalities, such as Homer, Sitka, Kenai, and Unalaska,and that is't°move to a market-based method of evaluating positions.He spoke to the achievement of the goal to attract professionals to Kodiak and retain good employees,adding that in order to do that, it was imperative that we update our current system of determining classification and compensation. He reviewed the packet with the board,which along with his memo,included:Resolution No. FY2014-01; Chapter 3 of the Personnel Manual; Chapter 4, §412 and 416 of the Personnel Manual; KIB Class Titles and Pay Ranges which shows the working title of each position, the classification title, and pay range; Appendix A - the current salary schedule,and the proposed schedule;new classification specifications(job descriptions); FLA(Fox Lawson&Associates)Final Report of May 9,2013;and Q&A Presentation from FLA. Personnel Advisory Board Page 4 of4 March 5,2014 Page 238 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. He spoke to the Decision Band Method (DBM) of employee classification and salary range placement process as an effective, proven, and updated process of evaluating positions.He further described that the new classification specifications(job descriptions) are more broad,allowing for more flexibility for managers,but still define the essential duties of the position.He went on to say that the new salary schedule which is part of the whole package is based on internal alignment and external market data. Based on the results of the study,of the current forty-four Borough positions,fourteen of the thirty-two union positions and eight of the twelve non-union positions are recommended for increase. Manager Cassidy continued to describe the process used by FLA to create the classification specifications(job descriptions),and classification titles.He stated that each employee completed a Position Description Questionnaire(PDQ)form for their position and working with their supervisor and/or department head ingree`d on the input, and signed off their approval on the completed form.FLA then pugtogether the classification specifications based on the PDQ's and occupational pannels`iHe,added that there is an internal appeals process that is part of the DBM plan and we intend to implement it as part of the new system. };'tea,`4 "5 ''L Discussion followed. Some of the items discussed were the fact height employees spoke in favor of moving the process forwzid;t,concerrq,about the fact that not all questions were answered by some supervisors;claiification that appeal language stricken from the personnel manual was recommended by+our iBorough attorney, and that an internal appeals process would be implemented once the study goes through;until staff is fully trained on the new system, FLA'i'may be utilized oot a short-term basis;but would eventually be phased out; positive feedbackion staff actin onthe suggestions from the board to hold special meetings between reguiaarPAB meetings to meet with staff to respond to their inquiries and alleviate some oFtlie eoncems about changing to a new system; and comments in-support of making'/the next step toward working with one system,not two. 4�;; ''-‘s"�A, S'? Yr ROLL CALL VOTE-ON MOTION CARRIED UNANIMOUSLY T,} r ' CITIZENS'COMMENTS °,--� Alan Tones commented:on thepay scale and overtime. Manager Cassidy spoke inifavor o ?c nducting a review mere frequently than every thirty years. 9. l Marilyn Ordaf?commented,on the process, and expressed concern about the lack of communication. '� Sharon Blakeslee commented on the appeals process;the fact that the job descriptions are now called classification specifications, and that the current review process is different from the new proposed process. Dora Cross thanked the board for their service. Jeanne Miller spoke in favor of a labor-management committee as a means to resolve any appeals prior to coming before the manager; and again expressed concern about the possibility of having two salary schedules. Brandi Wagner thanked the board for their time, and moving the system forward; and spoke to the fact that there will be communication challenges in every situation. Personnel Advisory Board Pane 3 of 4 March 5.2014 Page 239 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Paul VanDyke thanked the board for their time and the manager for clarifying the classification process. MANAGER'S COMMENTS Manager Cassidy thanked the employees and staff for their work,and said that there will be a lot of work ahead as we work through these changes to get us to where we need to be. BOARD MEMBERS'COMMENTS Lindsey Howell commented on the fact that the board takes these meetings seriously,and thanked employees for their feedback. '",!,‘ Tom Lacey agreed with Lindsey's comments. .4,, +.. Curt Law spoke to the fact that there will always be growing gro in g P a nc.whe stepping into a new system;that this will be a system in pragressand kie expressed'support in working with the employees to make it work. He atso?encouraged staff to ens`dietthat lines of communication stay open. ` ` "*m NEXT MEETING \ [[S ` Yi, The next meeting will be tentatively scheduled for June 1812014. ADJOURNMENT \\ 'Nip's,. Lit The meeting was adjourned at 7:00 p.m. `P;`''« f . `l w y J r` r t� i 111 k ` v sy 4, Personnel Advisory Board Page 4 of 4 March 5,2014 Page 240 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empi... AGENDA ITEM #93.0.1, 1 Introduced by: Personnel Board 2 Requested by: Personnel Board Maned by: Finance Director/14R 3 Officer:Clerk 4 Introduced on: 05(15(2013 5 Adopted on: 0511512013 6 7 KODIAK ISLAND BOROUGH 8 PERSONNEL ADVISORY BOARD 9 RESOLUTION NO.FY2013.01 10 11 A RESOLUTION OF THE PERSONNEL ADVISORY BOARD OF 12 THE KODIAK ISLAND BOROUGH URGING THE ASSEMBLY TO 13 ACCEPT THE FOX LAWSON AND ASSOCIATES REPORT ON 14 THE CLASSIFICATION AND COMPENSATION STUDY 15 CONDUCTED FOR THE KODIAK ISLAND BOROUGH 16 17 WHEREAS, on August 2, 2012, the Kodiak Island Borough Assembly authorized the 18 Manager to execute Contract No.FY2013-04 with Fox Lawson and Associates to perform 19 an Employee Classification and Compensation Study;and 20 21 WHEREAS, the purpose of the KIB Employee Classification and Compensation Study is 22 to adopt a system that will support the recruitment,success,and retention of qualified and 23 productive employees and to reward activities that promote the Borough's vision, mission, 24 and values as an organization;and 25 26 WHEREAS, per KIB Personnel Manual Section 305,the Borough Manager recommends 27 to the Personnel Advisory Board changes needed in the salary range placement process; 28 and 29 30 WHEREAS, the KIB Employee Classification and Compensation Study is now complete 31 and it is necessary to amend the Personnel Rules and Regulations to adopt the revisions 32 stated in this resolution,and 33 34 WHEREAS, wages and hours are mandatory subjects of collective bargaining and it is 35 understood that the Assembly cannot unilaterally change wages for union employees 36 subject to a collective bargaining agreement;and 37 38 WHEREAS, the recommendations made in this resolution should become effective as 39 soon as possible for all employees who are not subject to collective bargaining or whose 40 salaries are not determined by the Assembly on a contractual basis. 41 42 NOW, THEREFORE BE IT RESOLVED BY THE KODIAK ISLAND BOROUGH 43 PERSONNEL ADVISORY BOARD, after review of the proposed changes In the KIB 44 Employee Classification and Compensation Study,adopts the following changes to the KIB 45 personnel manual: 46 47 Section 1: Section 307 of the RIB personnel manual is amended as follows: Kodiak Island Borough,Alaska PAB Resolution No,FY2013-01 Page 1 of 3 Page 241 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. 48 49 Section 307,SALARY SCHEDULE 50 The Borough Manager shall be responsible for the development of a salary 51 range placement process and schedule (Appendix A) through analysis of 52 cost of living factors, prevailing rate of pay in both public and private 53 industry and other pertinent factors. My proposed changes to the salary 54 schedule such as cost of living or other adjustments shall be submitted to 55 the Assembly as part of the annual budget ordinance ter adoption. 56 57 Section 2: Section 308 of the KIB personnel manual is repealed: 58 59 --. _ - - • - 60 -: .: :• -•:: . ..:..:. . . . :: - -- -. -: :--. : : : :_ 61 994414 62 •- . --:..:. _ :: 63 64 sermpetent-empleyees: 65 :: _:: ::•_ : :. - -':• :• -•66 •::. : ... :: :: : .. .:: . :.: ::. : 67 Ier cuch•7aa1er5.as: -- - 68 69 ..- .. :.:: _- : :_-• :-.• 70 _ •., ..'- .._.. ; .,::.-: :_--• ,:r•-•-",-. _ _ 72 73 The-daily-respensibiRiy4eve-e44he-peahen, 74 ., • - :-_ :-::•- : ,__. 75 .-- ::- - .-. :: :: • :_. _- : 76 77 _ --..a .. .. :::- -.--:•.- 78 • - .. . :: : :: ;• . ... . -, .. • ,- 79 -- • .::.... 80 ran4he-feliewingpage. 81 82 (-14 (- 3 43) fM f6) Min. Min: Add#, Ne: Beeper) Daily Total Reg: Re* 6eR1, Sup*. S4411R1' Eddy Exp. Reg Brg: Nene--A 0-0 a--6 0— &042 5-046 14£-4 4yr•-3 N-9 4-2-4 E 10 20 640-20 Aa+--B 2yr-6 3§8 WA-20-K M612030 D.A. 13 3yr-9 6-842 4M30-40 UM30 40 M.A. 1C 4yr 13 04-46 M-09 M-40-46 PhD--20 6yr-1--16 83 Kodiak Island Borough,Alaska PAB Resolution No.FY2013-01 Page 2 013 Page 242 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. 84 Section 3: The Decision Band Method of the KIB Employee Classification and e5 Compensation Study is hereby Incorporated as Appendix A In the KIB B6 Personnel Manual per the attached Exhibit A(6 pages(. 87 88 BE IT FURTHER RESOLVED THAT THE KODIAK ISLAND BOROUGH PERSONNEL 89 ADVISORY BOARD, per KIB Personnel Manual section 305, urges the Assembly to go approve an ordinance reflecting changes to the salary range placement process and 91 accept the KIB Employee Classification and Compensation Study as presented. 92 93 ADOPTED BY THE KODIAK ISLAND BOROUGH PERSONNEL ADVISORY BOARD 94 THIS 15:111 DAY OF ,(g/ 2013 95 Q 96 KODIAK ISLAND BOROUGH 97 etc 98 99 100 # lot Personnel Advisory Board Chairperson 102 103 ATTEST: 104 /� 105 792 J�I 106 (vJ 1�"^„_,.--”,(� (/�-. 107 Lauri Whiddon,HR Officer/Executive Assistant Kodiak Island Borough,Alaska PAS Resolution No.FY2013-01 Page 3 of 3 Page 243 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Page 244 of 491 Ordinance No FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. " , , Kodiak Island Borough A, ..e-7,-;s( � Community Development Department 4 710 Mill Bay Road {)+ ';=: Kodiak,Alaska 99615 A r. r:i Phone(907)486-9363 Fax(907)466-9396 www.kodiakak.us Memorandum Date: March 4,2014 To: Personnel Advisory Board Cc: Borough Manager (y From: Robed Tucker—Director,Engineering and Facilitiesqsl `-T j,lit/ Robert H.Pederson,MCP—Director,Community Development RE: Fox Lawson Salary Study Dear members of the PAB: We will both be off-island on March 5r"and unable to attend your meeting. We would like to speak in favor of the salary study that was prepared by Fox Lawson and urge that you recommend that the Borough Assembly implement the study. We would like to bring to your attention several points. Now that the State has changed the PERS retirement system from a defined benefit to defined contribution system for new employees,we believe it is necessary for the Borough to have incentives for staff to stay on with the Borough.The only way we see to do this is with salaries that are up to date and competitive with the outside world.This is especially true given the cost of living in Kodiak,which has the highest housing costs in Alaska.Therefore,we see implementation of this salary study as a necessary step to retain long term Borough employees,to attract qualified people to public service,and to recognize that many existing employees(especially many department heads)have been underpaid with respect to the marketplace for quite some time. Thank you for your service and consideration. Page 245 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Page 246 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. z Kodiak Island Borough MEMORANDUM TO: Kodiak Island Borough Assembly ///1- and Mayor — THROUGH: Bud Cassidy,Borough Manager FROM: Karleton Short,Finance Director SUBJECT: Implementing Salary study options DATE: March 28,2014 Assembly member Tuck Bonney asked about how implementing a new classification study with increased employee salaries will affect the current FY14 budget.This memo identifies the costs of implementation using three different effective date scenarios.These costs not only reflect the cost of implementing a salary increase, but also include longevity pay that an-employee may receive. The options are as follows: 1. July 1,2013(the beginning of the FY2014 budget) —$228,000 2. January 1,2014(midway through the budget) -$114,000 3. April 1,2014(the month the ordinance is approved)- $57,000 The FY2014 budget was prepared with the premise that the Fox Lawson salary study would be implemented on July I, 2013. As such, increases in salary as a result of the Fox Lawson are already included in the FY2014 budget and effective July I,2013. The Fox Lawson study calculated the cost associated with employee's maintaining their relative position within the proposed range at approximately$176,000. This represents an overall 5.5% increase in payroll. Fox Lawson prepared their report based on positions,not on people. As such longevity pay was not included in their study. At this time 34%of our employees receive some kind of longevity pay. With longevity pay included in the calculations payroll costs will increase 1.7% to 7.2%. The above amounts include longevity pay. And, once again, the entire $228,000 is included in the FY2014 budget as approved by the Assembly. Over time, the Borough has reduced the number of milestone dates where employees receive longevity pay equal to 5%of their base pay.At one time there were three levels of longevity;one at 7 years,one at 10 years and one at 15 years.Currently there is only one. All new employees Page 247 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. receive 5%longevity pay after 15 years of service. Long term employees receive longevity pay increases based on what was in effect when they were hired. Lastly,increases in salary do not all come from the General Fund.They also come from the Land Sale Fund,Baysidc Fire Department,Capital Projects,KFRC and the landfill. 2 Page 248 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. yka - KODIAK ISLAND BOROUGH �;f ,,jp �:ri <i Office of the Manager O ..311' ., V ' it.--P �. tti t Bud Cassidy, Borough Manager f t. MEMORANDUM DATE: February 17,2014 TO: Personnel Board Members FROM: QplBud Cassidy,Borough Matta a, ' sum: hem hem for the Personnel Adviso`ry,Board Meeting-March 5,2014 Re: Changes in the Kodiak Island Borough Personnel Manual I. INTRODUCTION At the August 7, 2013 meeting of the Personnel Advisory Board (PAB) the Board reviewed proposed PAB resolution FY2014-01 recommending changes to the Borough's Personnel Manual based on a classification and compensation study performed by Fox Lawson and Associates(FLA).The Board took no action after taking comments from employees who were in attendance.The Board recommended to the Manager that communication between management and employees over the proposed changes should continue. As a result of this suggestion, employees were asked to draft and submit specific questions stating their concerns. These 0 questions were answered (Sec the August 20, 2013 Q&A document produced by FLA and provided in your packet). Three additional staff meetings were held that also included teleconferences with representatives of FLA. Employees posed questions during these teleconferences which were responded to. I am ready to move forward with this process by again presenting a(revised)resolution to the board for your review and action. H. PAB's AUTHORITY AND ACTION REQUESTED AT THIS MEETING The action requested of the PAB is to approve Resolution FY2014-0I recommending to the Borough Assembly approval of changes to the Borough's Personnel Manual and Implementation of the new employee Classification Plan, including a new Salary Placement Schedule and Salary Schedule. The PAB's role is described in Section 203 of the Borough Personnel Manual that states: The Personnel Board will receive all recommendations concerning additions, revisions or deletions to/from the Borough Personnel Policies and Procedures Manual. In addition, they may formulate their own recommendations concerning the Borough Personnel Policy. These recommendations should hate input front the Borough Manager prior to action. The Assembly will consider these recommendations, and if approved as presented or approved in amended form by ordinance will become permanent addition, revisions or deletions to/from the f Borough Personnel Policy. t) Section 203(G) also identifies a role for the board. It states that you have the responsibility and authority to: Personnel Advisory Board-March 5,2014 Regular Meeting Page 1 Page 249 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Review job descriptions as prepared by the Borough administration and submitted by the Borough Manager for the purposes of determining placement in a pay range using the salary placement process adopted by the Assembly. t` Any changes by the PAB to the personnel manual are recommendations to the Assembly and will be in the form of a resolution approved by the PAB. III. FOX LAWSON AND ASSOCIATES COMPENSATION STUDY FLA was contracted to perform a compensation and benefits study for the Kodiak Island Borough. Such an organization-wide study had not been performed for Borough employees since the 1980's.Changes to job descriptions and job placement on the salary schedule have occurred in the past as department heads have individually come before the PAB and requested changes for their employees. Not all department directors were as diligent as others. This has led to inequalities where some positions have come before the PAB a number of times, and job descriptions and salary placement have changed while other positions and their placement on the salary schedule have changed little if at all. It is time for a systemic review of Borough employees'wages and benefits. This review is identified in the 2014 Borough's Strategic Plan to be performed on a five(5)year basis (B. General Administration and Finance Goals and Objective, Objective 14(b)). It is this response to the Borough Assembly's strategic plan item that an RFP was advertised and Fox Lawson& Associates was chosen to perform this analysis.FLA was selected over other firms to do this work because they have experience not only in Alaska, but around the United States and for both public and private entities. The FLA report found that the way that the Borough presently classifies employees and places them on the salary schedule is outdated. Basing a salary classification scheme on criteria such as "years of education" or "years of experience" or "number of employees supervised" then assigning points based on that criteria has become obsolete and is being used less and less by the private and public sectors. The up-to-date method recommended by FLA is to pay employees a competitive wage for the jobs they perform based on their level of decision making, and the position's value to the Kodiak Island Borough. The foundation of the FLA methodology is to compare the compensation and benefit package of KIB employees to like or similar public sector jobs throughout the state of Alaska and in the region. FLA also reviews positions from an "internal equity" or how positions within an organization compare with each other. Many positions are grouped together based on their level of decision making and responsibilities. Under FLA methodology, new job descriptions (called "classification specifications" by FLA) are created.They are broadly written to be flexible in nature to support the changing needs of the organization, but at the same time capture the essential duties of each position. Current job descriptions have become too individual in nature,based at times on the talents of the person in the job or previously in the job and not based on the overall decision making of that position. The FLA study has developed new job classifications(descriptions)based on the essential duties of the position and not on every task that a position performs. The FLA approach also consolidates existing jobs into fewer categories. In essence,this approach addresses the question of whether decisions and responsibilities made by accountants, planners and project managers Personnel Advisory Board-March 5,2014 Regular Meeting Page 2 Page 250 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. are really that much different from each other. The FLA approach reasons that they are not. These broad job classifications are produced to better provide market comparisons of pay and benefits with other government organizations. aFinally each job is assigned a Decision Band Method (DBM) rating and placed on the salary schedule. The bands represent a level of decision making. You will see that many jobs in differing departments have identical DBM ratings. This is because, as described above, their level of decision making is similar. And if that is the case shouldn't an Accountant(DBM C-42) be compensated the same as a Planner(DBM C-42) or Project Manager(DBM 0-42)?The FLA methodology has determined that the type and level of work as well as the kinds of decisions made by these dissimilar positions are in fact similar therefore they should be compensated similarly. IV. CHANGES IN THE PERSONNEL MANUAL Included in your packet are the following changes to the personnel manual (see appendix A), they include: I. Changes to the Personnel Manual(Chapters 3&4); 2. Changes to the Class Titles and Pay Ranges Schedule; 3. Changes in Appendix A(Salary Schedule);and 4. Changes in the job descriptions creating new classification specifications. Chapter 3-Position Classification Chapter 3 addresses the Classification Plan explaining how positions are placed on the salary schedule. Instead of a point system,the Decision Band Method's Alpha-numeric system is used. These ratings are again derived based on the type and level of work performed: Specifically, Chapter 3 will be amended by replacing the current salary placement process with the Decision Band Method and eliminating the "point system" of rating and ranking positions then assigning the position to the salary schedule. Chapter 4-Hiring and Advancement Chapter 4 changes are limited to §412 and 416, by deleting the figures "2.5%" and "2-1/2%" respectively. This reflects the fact that the interval between the steps will be changing from 2.5% to 3.5%(except between Step A and Step B),and could change again in the future. The increase of a 1%between intervals is due to the desire to keep the identical number of steps found in the current salary schedule (up to Step M) but also to meet the recommended 50% salary spread between the first step(Step A)and the last step(Step M). Kodiak Island Borough Class Titles and Pay Ranges This schedule identifies each position's former job title and corresponding new job classification and new DBM rating. Methodology to Demonstrate Changes in the Code In keeping with Borough protocol to better identify changes to the Code the following is done: a. Proposed deletions to the Personnel Manual are made in Red and have also been stsiekent b. Proposed additions to the Personnel Manual are in Blue OV. IMPLEMENTATION/APPEAL PROCESS Personnel Advisory Board-March 5,2014 Regular Meeting Page 3 Page 251 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. It will be argued by some that this is not a perfect system and it is not.But what is understood is that the contractor Fox Lawson has experience around the United States and in Alaska to provide the Borough with an objective review of the organization's salary and benefits and a determination of whether they are competitive with the market.That is a valuable exercise since f" the Borough competes with the rest of Alaska for key positions and we would strive to attract talent and retain employees. Should there be perceived injustices in how an employee's DBM has been determined, an "appeal process"will be implemented with the adoption and implementation of this effort.Those employees requesting that their new job classification be reviewed will start by providing a statement about why the assigned classification is not appropriate and identifying what it is about the classification (minimum qualifications,knowledge or skills?) that were not fairly rated. It is recommended that the employee suggest which classification rating is more appropriate and why. An employee will take this information to their supervisor or department head for review(it was the department heads and supervisors who worked with the employees in developing the list of essential duties). The supervisor provides comments and forwards to the department head for concurrence and on to the Manager who will present it to the Personnel Advisory Board. VI. CONCLUSION The Board's powers and duties are found in the KIB Personnel Manual Section 203.The Board's role is to receive recommendations from Borough Manager about additions, revisions or deletions to the KIB Manual and make a recommendation to the Assembly on the changes. Staff has contracted with FLA to review salaries and benefits of Borough employees. This effort was performed because of the concern that employees' salaries and benefits had not been looked at for almost 30 years and that they may be out of sync with the job market and be detrimental in attracting talent to the island. Having the Borough's wage and benefit structure reviewed on a regular basis is important in order to provide a compensation package to employees that is both competitive in nature to attract talented workers to Kodiak Island as well as to retain employees who choose to work for the Kodiak Island Borough. Personnel Advisory Board-March 5,2014 Regular Meeting Page 4 Page 252 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... AGENDA ITEM #13.C.1. Total Salary(including salary increases and longevity pay) (April 23,2014 Salary Longevity Total Employee Increase Increase Increase 1 $26,953.00 $1,347.65 528,300.65 2 $1,310.00 $65.50 $1,375.50 3 $561.00 $0.00 $561.00 4 $2,774.00 $0.00 $2,774.00 5 $12,187.00 $0.00 $12,187.00 6 515,872.00 $0.00 $15,872.00 7 $3,828.00 $0.00 $3,828.00 8 $25,102.00 50.00 $25,102.00 9 $1,847.00 $184.70 $2,031.70 10 $9,779.00 $0.00 $9,779.00 11 $15,018.00 $0.00 $15,018.00 12 $5,362.00 $268.10 $5,630.10 13 $4.00 $0.00 $4.00 14 55,517.00 $0.00 $5,517.00 15 57,902.00 50.00 $7,902.00 16 $10,998.00 $0.00 $10,998.00 17 $30,794.00 $4,619.10 $35,413.10 18 5187,00 $0.00 $187.00 19 $55.00 $0.00 $55.00 20 $2,248.00 $0.00 $2,248.00 21 $2,916.00 $0.00 $2,916.00 22 $3,828.00 50.00 $3,828.00 23 $10,636.00 $1,063.60 $11,699.60 24 $7,837.00 $783.70 $8,620.70 25 $2,574.00 $0.00 $2,574.00 26 $1,885.00 $188.50 $2,073.50 27 $9,737.00 $0.0D $9,737.00 28 $7,221.00 $361.05 $7,582.05 29 $11,614.00 $580.70 $12,194.70 Annual Cost $236,546.00 $9,462.60 $246,008.60 Total Employees 43 %getting an increase 67% Monthly cost $20,501 Page 253 of 491 Ordinance No. FY2014-16 Adopting and Implementing a New Empl... Pages ,25y Thru 2 68 contain Other Board Minutes. These documents can be viewed under Borough Records on the Homepage of the Borough Website . Pages 2h1 Thru H9 / contain the Financial Report. These documents are permanently retained in the Finance Department. Kodiak Island Borough Assembly Regular Meeting Guidelines May 1, 2014, 7:30 p.m., Borough Assembly Chambers PLEASE ANNOUNCE: Please remember to turn off ringers on your cell phones or put them on vibrate. 1. INVOCATION Major Michael Bates of the Salvation Army. 2. PLEDGE OF ALLEGIANCE 3. ROLL CALL KIBC 2.16.070.... the Chair shall cause the record to reflect the absence of the member, the REASON for the absence, and whether the absence is excused by the Assembly. Recommended motion: Move to excuse any Assembly member who may be absent. VOICE VOTE ON MOTION. 4. APPROVAL OF AGENDA AND CONSENT AGENDA All items listed with an asterisk (*r ) are considered to be routine and non-controversial by the Assembly and will be approved by one motion. There will be no separate discussion of these items unless an Assembly member so requests, in which case the item will be removed from the consent agenda and considered in its normal sequence on the agenda. All items in yellow are consent agenda items. Summary of Consent Agenda Items: * Regular Meeting Minutes of April 3 and April 17, 2014. Recommended motion: Move to approve the agenda and consent agenda. VOICE VOTE ON MOTION. 5. APPROVAL OF MINUTES A. *Regular Meeting Minutes of April 3 and April 17, 2014. S. AWARDS AND PRESENTATIONS A. Municipal Clerks Week Proclamation — Mayor Friend • Accepting: Nova Javier, Borough Clerk B. Student of the Month Award for April 2014 — Mayor Friend • Denise De Lota, a senior with Kodiak High School Kodiak Island Borough Assembly Guidelines May 1, 2014 Page 1 7. CITIZENS' COMMENTS (These are limited to three minutes per speaker.) A. Agenda Items not scheduled for public hearing and general comments. Read phone number: Local is 486-3231; Toll Free is 1-855-492-9202. Please ask speakers to: 1. sign in 2. state their name for the record 3. turn on the microphone before speaking 8. COMMITTEE REPORTS 9. PUBLIC HEARING — None. 10. BOROUGH MANAGER'S REPORT 11. MESSAGES FROM THE BOROUGH MAYOR 12. UNFINISHED BUSINESS— None. 13. NEW BUSINESS A. Contracts 1. Contract No. FY2014-30 Kodiak Middle School Concrete Repairs Phase 2 Project. Recommended Motion: Move to authorize the Manager to approve Contract FY2014-30 to S&S Enterprises, Inc. dba Kodiak Lawn Care and Snow Removal of Kodiak Alaska for the Kodiak Middle School Concrete Repairs Phase 2 Project in the Amount of$403,283.00 Staff Report— Manager Cassidy Assembly discussion. ROLL CALL VOTE ON MOTION. B. Resolutions — None. Continued on next page... Kodiak Island Borough Assembly Guidelines May 1, 2014 Page 2 C. Ordinances for Introduction 1. Ordinance No. FY2014-16 Adopting and Implementing a New Employee Classification and Compensation Plan, Revising Sections of the Personnel Manual, and Updating Position Descriptions. Recommended Motion: Move to adopt Ordinance No. FY2014-16 in first reading to advance to public hearing at the next regular meeting of the Assembly. Staff Report—Manager Cassidy Assembly discussion and amendments may be offered at this time. Clerk's Note: Per the memo from Finance Director Short dated March 28, below are three amendment options for consideration. Recommended Motion: Move to amend Ordinance No. FY2014-16 Line 63 and 68 to read implementation becomes effective January 1, 2014. Assembly discussion and further amendments may be offered at this time. OR Recommended Motion: Move to amend Ordinance No. FY2014-16 Line 63 and 68 to read implementation becomes effective upon approval of the ordinance. OR Recommended Motion: Move to amend Ordinance No. FY2014-16 Line 63 and 68 to read implementation becomes effective July 1, 2014. Assembly discussion and further amendments may be offered at this time. ROLL CALL VOTE ON MOTION TO AMEND. ROLL CALL VOTE ON MOTION. D. Other Items— None. 14. CITIZENS' COMMENTS (These are limited to three minutes per speaker.) Read phone number: Local is 486-3231; Toll Free is 1-855-492-9202. Please ask speakers to: 1. sign in 2. state their name for the record 3. turn on the microphone before speaking Kodiak Island Borough Assembly Guidelines May 1, 2014 Page 3 15. ASSEMBLY MEMBERS' COMMENTS Announcements — Mayor Friend The next Assembly work session will be held on Thursday, May 8 at 7:30 p.m. in the Borough Conference Room. The next regular meeting is scheduled on Thursday, May 15 at 7:30 p.m. in the Borough Assembly Chambers. 16. ADJOURNMENT Recommended motion: Move to adjourn the meeting. ROLL CALL VOTE ON MOTION. Kodiak Island Borough Assembly Guidelines May 1. 2014 Page 4 /Special KODIAK ISLAND BOROUGH ASSEMBLY ROLL CALL SHEET + I ( I 'Regular Date: D bttat4� `J Convened: Recessed: Reconvened: Adjourned: BY: BY: (J. 1!w,t BY: L iaek BY: f'I 'C f%A Olw BY: 5401/410.) SECOND: SECOND: 1 4 SECOND: Vea Wlv✓ SECOND: Li i n O , SECOND: pp\y/ a `' (` C Dr y-a tAim gees 0 4 1 • kic).pMao64-75t ' 1\1 . lloci-Re o 6YO ,Sc c503` or mv frw,„.04,,,,,- , _ , ,_: ,. o ,,-YES/. NO ' ' :,, s YES , NO 4, ' : ' YES, °NO -: i YES 'NO -- a ,YES ' NOV: Ms. Austerman V Ms. Austerman Ms_ Austerm.ke�� Ms. Austerman V Ms. Austerman , f Mr. Bonney Mr. Bonney Mr. Bonney Mr. Bonney *' t j Mr. Bonney } V v Mr. Griffin Y Mr. Griffin 1 Mr. Griffin Mr. Griffin v Mr. Griffin ' .. Mr. Kaplan , j Mr. Kaplan Mr. Kaplan V Mr. Kaplan � V Mr. Kaplan VI Ms. Lynch v/ Ms. Lynch Ms. Lynch / Ms. Lynch f/ Ms. Lynch Mr. Peterson V Mr. Peterson Mr. Peterson V Mr. Peterson V, / Mr. Peterson Mr. Stephens Mr. Stephens Mr. Stephens V Mr. Stephens V ✓ Mr. Stephens V •'CHANGE OF VOTES CHANGE OF VOTE? CHANGE OF VOTE? CHANGE OF VOTE? CHANGE OF VOTE? CHANGE OF VOTE? ', r TOTAL: TOTAL: TOTAL: I 0 TOTAL: 2 TOTAL: 3 4- The mayor may of vote except in the case where only six members of the assembly are present and there is a t ree/three tie vote of the assembly. Mayor Friend I Mayor Friend Mayor Friend Mayor Friend Mayor Friend • Motions required for 2/3 vote to carry. 7 present requires 5; 6 present requires 4; 5 present requires 4; 4 present requires 3 Reconsideration on the same day, suspension of rules, limit of extend debate, previous question • Majority votes is majority of the membership (quorum). Point of Order and Recess. u. .,cvc..7,,u. . .v+..v ..v..vu. AlUt 1 0`.01,„/ BY: BY: BY: 1D: 04.0* SECOND. p� SECOND: t SECOND: SECOND: - I � AnaI jattutl I(30 4 1 , . . : :f YES MO',.j NO; r NO IMMEMS1 No { :`__'' t , . :;s P Ms. Austerman 1 Ms. Austerman I Ms. Austerman Ms. Austerman , i Ms. Austerman Mr. Bonney Mr. Bonney 1 Mr. Bonney Mr. Bonney ; Mr. Bonney i Mr. riffin- ,j Mr. Griffin 1 aaillaIINMIIIIIII Mr. Griffin alal Mr. Griffin Mr. Kaplan f Mr. Kaplan . r Mr. Kaplan j Mr. Kaplan Mr. Kaplan Ms. Lynch F ■ Ms. Lynch ; Ms. Lynch Ms. Lynch Ms. Lynch Mr. Peterson V 1 Mr. Peterson Mr. Peterson I 1 Mr. Peterson i Mr. Peterson "'-nhens I Mr. Stephens 1 Mr. Stephens {■ j 1 Mr. Stephens i Mr. Stephens - "fTE? CHANGE OF VOTE? CHANGE OF VOTE? CHANGE OF TOT LCHANGE OF VOTE? CHANGE OF V f r ; TOTAL: r I I I TOTAL: -rov six members of the assembly are present and there is a three/three tie vote of the KODIAK ISLAND BOROUGH Regular Meeting Regular Meeting of: 0 I s aG i ii Please PRINT your name Please PRINT your name zyw 1;24E-5 ,Lc ;ae€72--- -