HomeMy WebLinkAbout12-14-2023 Library Boasd of Trustees Special MeetingIowa City Public Library Board of Trustees
Meeting Agenda
December 14, 2023
2nd Floor - Boardroom
Special Meeting - 5:00 PM
Tom Rocklin - President
DJ Johnk - Vice President
Hannah Shultz -Secretary
Lucy Santos Green
Joseph Massa
Claire Matthews
1. Call Meeting to Order.
2.Approval of December 14, 2023 Board Meeting Agenda.
3. Public Discussion.
4. Items to be Discussed.
A. Review and Consider Adoption of the FY 2024 ARPA Worker Retention Incentive.
Comment: Board action required.
Robin Paetzold
John Raeburn
Dan Stevenson
B. Review and Consider Adoption of the FY 2025 Administrative, Confidential and Executive Pay Plan.
Comment: Board action required.
C. Review and Consider Adoption of the FY 2025 AFSCME Pay Plan.
Comment: Board action required.
5. Adjournment.
If you will need disability -related accommodations in order to porticipate in this meeting, please contactlen Miller, Iowa City
Public Library, at379-887-6003orjennifer-miller@icpl.org. Early requests are strongly encouraged to allow sufficient time to
meet your access needs. 1
AFSCME & Administrative, Confidential, and Executive
Wage Adjustment Consideration
Prepared for the December 14, 2023
Meeting of the Library Board of Trustees
Elsworth Carman, Library Director
Three adjustments to the City of Iowa City's wages and pay plans have been proposed to City Council and
will be discussed at the 12/12/2023 Council meeting.
Traditionally, the Library Board approves changes to the AFSCME contract (including the addition of new
side letters) and to the library's operating budget before they are implemented at the library.
The three adjustments to be discussed are described in the City Council packet as follows.
FY 2024 ARPA Worker Retention Incentive
Resolution authorizing a fiscal year 2024 one-time worker retention incentive bonus to AFSCME,
Administrative, Confidential, and Executive employees.
Comment. The American Rescue Plan Act (ARPA) State and Local Fiscal Recovery funds provide for public
sector capacity and workforce uses. This action utilizes not to exceed $1.2 million in federal ARPA dollars to
provide equal worker retention incentive bonuses to employees in the AFSCME and Administrative,
Confidential and Executive employee groups. The total amount of retention incentives will equal2.75% of
budgeted wages for these employee groups in FY2024.2.75% represents the approximate difference
between annual pay plan adjustments between these employee groups and those covered under public
safety bargaining agreements over the last three fiscal years.
FY 2025 Administrative, Confidential and Executive Pay Plan
Resolution modifying classification/compensation plans for Administrative, Confidential, and Executive
employees for fiscal year 2025.
Comment. This action will increase the FY2025 pay plan for the Administrative, Confidential, and Executive
employees by 1.25% over the previously approved 2.25% increase fora total FY2025 adjustment of 3.5%.
This enhancement is intended to provide further support of employees in light of recent economic
conditions and bolster recruitment and retention efforts. The new 3.5% FY2025 adjustment will be
equivalent to employees covered by the City's collective bargaining agreement with the Police Labor
Relations Organization of Iowa City.
FY2025 AFSCME Pay Plan
Resolution modifying Article 21 (Pay Plan) of the agreement between the City of Iowa City and the Iowa
City Library Board of Trustees and the American Federation of State, County, and Municipal Employees,
Local #183, AFL-CIO.
Comment. This action will increase the FY2025 pay plan for AFSCME employees by 1.25% over the
previously approved 2.25% increase fora total FY2025 adjustment of 3.5%. This enhancement is intended
to provide further support of employees in light of recent economic conditions and bolster recruitment
and retention efforts. The new 3.5% FY2025 adjustment will be equivalent to employees covered by the
City's collective bargaining agreement with the Police Labor Relations Organization of Iowa City.
E
The Fiscal Year 2024 ARPA Worker Retention Incentive Letter of Agreement has been signed by City of Iowa
City and AFSCME leadership (you will see the document includes "pending City Council and Library Board
of Trustees approval'). The letter of agreement and the associated resolution are included in this packet.
The resolution for the Fiscal Year 2025 Administrative, Confidential, and Executive employee classification
and compensation plan modification is similarly included for your review along with a copy of the relevant
pay plan.
The Fiscal Year 2025 Across the Board Increase Letter of Agreement has been signed by City of Iowa City
and AFSCME leadership (again, including a reference to City Council and Library Board approval and
included in this packet with the resolution document). The AFSCME pay plan is also included.
3
Letter of Agreement
City of Iowa City
and
AFSCME (Mixed and Transit) Local #183
November 29, 2023
Fiscal Year 2024 One-time Retention Incentive Bonus
Pending City Council and Library Board of Trustees approval, the parties hereby agree
that a one-time retention incentive bonus of equal amount will be paid to all AFSCME
employees. The bonus will be calculated by taking 2.75% of budgeted wages for AFSCME
and Administrative, Confidential, and Executive (ACE) employees for fiscal year 2024
and dividing that by the total FTE of AFSCME and ACE employees on December 15,
2023. Part-time AFSCME and ACE employees will receive a pro -rated bonus based on
their FTE (example: a .5 FTE employee will receive y: the bonus received by a full-time
employee).
The retention incentive bonus will be paid to AFSCME and ACE employees actively
employed as of December 15, 2023 through a special payroll December 22, 2023,
It should be noted, that both parties acknowledge that this process of modification,
amendment and/or change to the laboragreement between the Cityof Iowa City and the
American Federation of State, County, and Municipal Employees (Local #183, AFL-CIO) is
not precedent -setting and that further modifications should be pursued through collective
bargaining.
For the City For AFSCME
�1
Geo Fruin
City Manager
I Z /V/Z3
Date
It &0 2023 12�o1�?,c2'3
Date
Prepared by: Geoff Fruin, City Manager, 410 E. Washington St., Iowa City, IA 52240 (319) 356-5013
Resolution no.
Resolution authorizing a fiscal year 2024 one-time worker retention
incentive bonus to AFSCME, Administrative, Confidential, and Executive
employees.
Whereas, The City Council has determined that unexpected economic hardships directly related
to the pandemic have negatively and disproportionately impacted American Federation of State,
County and Municipal Employees (AFSCME) and Administrative, Confidential, and Executive
employees (ACE) and that a one-time worker retention incentive bonus is necessary to
adequately retain staff in these employee groups; and
Whereas, Throughout the pandemic and into the post -pandemic recovery period, the City has
experienced an increase in turnover rates and shrinking applicant pools for many critical
positions; and
Whereas, the U.S. Department of Treasury allocated the City funds through the State and Local
Fiscal Recovery Fund ("SLFRF") as part of the American Rescue Plan Act (aka, ARPA) to meet
local needs; and
Whereas, expenses to support public sector capacity and workforce are an enumerated use of
SLFRF funds under 31 CFR 35.6(b)(3)(ii)(E); and
Whereas, the ARPA SLFRF Final Rule allows for worker retention incentives that are designed
to persuade employees to remain with the employer and that incentives of less than ten percent
of the rate of base pay for employee groups are presumed to be reasonably proportional to the
need to retain employees; and
Whereas, the City of Iowa City and American Federation of State County and Municipal
Employees (AFSCME) have entered into a Letter of Agreement establishing a one-time worker
retention incentive bonus of equal amount for AFSCME employees, which will also be extended
to Administrative, Confidential, and Executive (ACE) employees; and
Whereas, the City desires to allocate an amount not to exceed $1,200,000 of SLFRF funds to
provide an equivalent bonus to AFSCME and ACE employees; and
Whereas, the total one-time worker retention incentive bonus amount paid will be based on
2.75% of fiscal year 2024 budgeted wages for AFSCME and ACE employees; and
Whereas, the total one-time worker retention incentive bonus amount will be divided by the full-
time equivalent number AFSCME and ACE employees actively employed on December 15,
2023 and paid out on a December 22, 2023 payroll; and
Whereas, the one-time worker retention incentive bonus will be pro -rated for part time
employees based on their budgeted full-time equivalent (FTE) status.
Now, therefore, be it resolved by the City Council of the City of Iowa City, Iowa that a one-time
worker retention incentive bonus of equal amount, pro -rated for part-time employees, be paid
utilizing American Rescue Plan Act State and Local Recovery Funds to AFSCME,
Administrative, Confidential, and Executive employees based on 2.75% of fiscal year 2024
wages for all AFSCME and ACE employees.
Passed and approved this day of 120
5
Mayor
Attest:
City Clerk
It was moved by and seconded by
adopted, and upon roll call there were:
Approved by
City Attorney's Office
the Resolution be
Ayes: Nays: Absent:
Alter
Bergus
Harmsen
Salih
Taylor
Teague
Thomas
C
Prepared by: Geoff Fruin, City Manager, 410 E. Washington St., Iowa City, IA 52240 (319) 356-5013
Resolution no.
Resolution modifying classification/compensation plans for Administrative,
Confidential, and Executive employees for fiscal year 2025.
Whereas, Resolution 21-112 approved by City Council on May 4, 2021, established a
classification and compensation plan for Administrative, Confidential, and Executive employees
for fiscal year 2025; and
Whereas, the City Council has determined that unexpected economic hardships stemming from
the pandemic have negatively impacted Administrative, Confidential, and Executive employees
and that a 1.25% additional adjustment in the fiscal year 2025 classification and compensation
plan is necessary to adequately recruit and retain staff.
Now, therefore, be it resolved by the City Council of the City of Iowa City, Iowa that:
The Administrative, Confidential, and Executive Classification and Compensation plan for fiscal
year 2025 approved by Resolution 21-112 be updated and replaced as attached.
Passed and approved this day of 20
City Clerk
It was moved by
adopted, and upon roll call there were:
Ayes:
Mayor
and seconded by
Nays:
Approved by
City Attorney's Office
the Resolution be
Absent:
Alter
Bergus
Harmsen
Salih
Taylor
Teague
Thomas
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Letter of Agreement
City of Iowa City
and
AFSCME (Mixed and Transit) Local €f183
November 29, 2023
Fiscal Year Z025 Across the Board Increase
Pending City Council and Library Board of Trustees approval, the parties hereby agree
that Article 21.Pay Plan will be modified as follows:
Section 1. Classification Plan. The classification plan for bargaining unit employees is
attached to this Agreement (see Appendix C). The pay plan in effect on June 28, 2020 shall
be adjusted upward by two and one-half percent (2.5%) effective June 27, 2021. The pay
plan in effect on June 27, 2021 shall be adjusted upward by two and one -quarter percent
(2,25%) effective June 26, 2022, The pay plan in effect on June 26, 2022, shall be adjusted
upward by two (2,0%) effective June 25, 2023. The pay plan in effect on June 25, 2023 shall
be adjusted upward by two•and-eae-quarter-peree4-4.2-41e) three and one-half percent
(3.5%) on July 7, 2024. There will be a re -opener for wages for Fiscal Year 2026. The
effective date of compensation adjustments and benefit adjustments applicable to any fiscal
year will be the first day of the pay period which begins between the dates of June 24 and
July 7, inclusive.
It should be noted, that both parties acknowledge that this process of modification,
amendment, and/orchange to the laboragreement between the City of Iowa City and the
American Federation of State, County, and Municipal Employees (Local #183, AFL-00) is
not precedent -setting and that further modifications should be pursued through collective
bargaining.
For the City For AFSCME
Geoff Fruin
Eitq Manager
/Z/c//zs
Date
Date Jaia0z-'? alcoISO VS
12
Prepared by: Geoff Fruin, City Manager, 410 E. Washington St., Iowa City, IA 52240 (319) 356-5013
Resolution no.
Resolution modifying Article 21 (Pay Plan) of the agreement between the
City of Iowa City and the Iowa City Library Board of Trustees and the
American Federation of State, County, and Municipal Employees, Local
#183, AFL-CIO.
Whereas, Resolution 21-111 approved by City Council on May 4, 2021, approved a collective
bargaining agreement (hereinafter the "Agreement') between the City of Iowa City, the Iowa City
Library Board of Trustees, and the American Federation of State County and Municipal
Employees Local #183, AFL-CIO, (hereinafter "the Union") to be effective July 1, 2021 through
June 30, 2026; and
Whereas, Article 21, Section 1 of the Agreement established an adjustment to the AFSCME pay
plan for fiscal year 2025; and
Whereas, the City Council has determined that unexpected economic hardships stemming from
the pandemic have negatively impacted American Federation of State, County and Municipal
Employees and that a 1.25% additional adjustment in the fiscal year 2025 classification and
compensation plan is necessary to adequately recruit and retain staff; and
Whereas, the City of Iowa City and the Union have entered into a Letter of Agreement modifying
Article 21 of the Agreement to increase the fiscal year 2025 pay plan adjustment to 3.5%
pending City Council approval.
Now, therefore, be it resolved by the City Council of the City of Iowa City, Iowa that:
Article 21 of the Agreement approved by Resolution 21-111 be modified to reflect a 3.5% pay
plan adjustment for fiscal year 2025 and that the fiscal year 2025 pay plan (Appendix C-4) be
replaced as attached.
Passed and approved this day of 20
Mayor
City Clerk
Approved by
City Attorney's Office
13
It was moved by
adopted, and upon roll call there were:
Ayes:
and seconded by
Nays:
the Resolution be
Absent:
Alter
Bergus
Harmsen
Salih
Taylor
Teague
Thomas
14
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 1
3.5% ATB
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
7
Custodian - Government Buildings
Custodian - Library
2
Cashier - Parking
MW I - Parking
MW I - Transit
MW 1- Library
Animal Center Assistant
Receptionist - Senior Center
MW I - Pools
Communications Aide
Public Works Aide
Housing Receptionist
3
Cashier -Revenue
MW I - Water Customer Service
Parking Enforcement Attendant
Scalehouse Operator
Water Services Clerk
MW I - Water Plant
MWI - Landfill
4
MW I- Refuse
MW I - Streets
MW 11 - Cemetery
Library Clerk
Animal Care Technician
MW I - Wastewater Treatment
MW I -Athletic Fields
MW I - Parks
MW I - Forestry
Communications Creative Assistant
Recreation Assistant
Development Services Assistant
Animal Center Assistant 11
Purchasing Assistant
Volunteer Program Asst - Animal Sery
5
MW II- Parks
MW II- Transportation Services
MW It - Transit
MW II -CBD
MW II - Forestry
MW II - Library
MW II - Horticulture
MW II - Pools
$ 20.17 $ 22.63 $ 23.32 $ 24.17 $ 24.90 $ 25.78
$ 1,613.60 $ 1,810.40 $ 1,865.60 $ 1,933.60 $ 1,992.00 $ 2,062.40
$ 41,953.60 $ 47,070.40 $ 48,505.60 $ 50,273.60 $ 51,792.00 $ 53,622.40
$ 20.78 $ 23.32 $ 24.17 $ 24.90 $ 25.78 $ 26.64
$ 1,662.40 $ 1,865.60 $ 1,933.60 $ 1,992.00 $ 2,062.40 $ 2,131.20
$ 43,222.40 $ 48,505.60 $ 50,273.60 $ 51,792.00 $ 53,622.40 $ 55,411.20
$ 21.50 $ 24.17 $ 24.90 $ 25.78 $ 26.64 $ 27.56
$ 1,720.00 $ 1,933.60 $ 1,992.00 $ 2,062.40 $ 2,131.20 $ 2,204.80
$ 44,720.00 $ 50,273.60 $ 51,792.00 $ 53,622.40 $ 55,411.20 $ 57,324.80
$ 22,23 $ 24.90 $ 25.78 $ 26.64 $ 27.56 $ 28.62
$ 1,778.40 $ 1,992.00 $ 2,062.40 $ 2,131.20 $ 2,204.80 $ 2,289.60
$ 46,238.40 $ 51,792.00 $ 53,622.40 $ 55,411.20 $ 57,324.80 $ 59,529.60
$ 23.07 $ 25.76 $ 26.5D $ 27.38 $ 28.37 $ 29.28
$ 1,845.60 $ 2,060.80 $ 2,120.00 $ 2,190.40 $ 2,269.60 $ 2,342,40
$ 47,985.60 $ 53,580.80 $ 55,120.00 $ 56,950.40 $ 59,009.60 $ 60,902.40
15
AFSCME PAY PLAN FY25 (July 7, 2024)
APPENDIX C-4
Page 2
PAYGRADE:
STEP 1
STEP 2
STEP 3
STEP 4
STEPS
STEP 6
6
Buyer I - Equipment
$
23,79
$ 26.64
$ 27.56
$ 28.62
$ 29.58
$ 30.61
Community Service Officer
$
1,903.20
$ 2,131.20
$ 2,204.80
$ 2,289.60
$ 2,366.40
$ 2,448.80
Library Assistant 1
$
49,483.20
$ 55,411.20
$ 57,324.90
$ 59,529.60
$ 61,526.40
$ 63,668.80
Mass Transit Operator
Buyer I - Purchasing
Police Records Technician
CSO - Station Master
Community Outreach Assistant
CSO - Support Services Assistant
7
Library Assistant II
$
24.63 $ 27.56
$ 28.62 $
29.58 $
30.61 $ 31.71
MW 11-Refuse
$
1,970.40 $ 2,204.80
$ 2,289.60 $
2,366.40 $
2,448.80 $ 2,536.80
MW 11- Wastewater Treatment
$
51,230.40 $ 57,324.80
$ 59,529.60 $
61,526.40 $
63,668.80 $ 65,956.80
Parts/Data Entry Clerk - Transit
Program Assistant - Community Development
Operations Assistant - Senior Center
Senior Clerk/Typist- Wastewater
Housing Assistant
MW II - Water Distribution
Animal Services Officer
CSO - Evidence
Signs & Pavement Markings Technician
MW 11 - Water Service
Customer Service Representative - Revenue
Customer Service Representative - Transportation
Services/Resource Management
MW II - Eastside Recycling Center
Senior Clerk/Typist- Streets
8
Laboratory Technician - Wastewater
$
25.39 $
28.62 $
29.58 $
30.61 $
31.71 $ 32.88
Library Assistant III
$
2,031.20 $
2,299.60 $
2,366.40 $
2,448.80 $
2,536.80 $ 2,630.40
MW III- Forestry
$
52,811.20 $
59,529.60 $
61,526.40 $
63,668.80 $
65,956.80 $ 68,390.40
MW II - Streets
MW III - Cemetery
MW 111-Parks
Senior Accounts Clerk - Accounting
MW III - Refuse
Housing Inspector Assistant
MW III- Water Service
Parts/Inventory Clerk- Equipment
Laboratory Technician - Water
Media Production Assistant
MW III - Government Buildings
9
Buyer II
$
26.21 $
29.28 $
30.32 $
31.37 $
32.45 $ 33.63
Mechanic I - Equipment
$
2,096.80 $
2,342.40 $
2,425.60 $
2,509.60 $
2,596.00 $ 2,690.40
Senior Engineering Technician
$
54,516.80 $
60,902.40 $
63,065.60 $
65,249.60 $
67,496.00 $ 69,950.40
Senior Library Assistant
Housing Program Assistant
Communications Technician - Cable TV
Landfill Operator
Landfill Operator - Heavy Equipment
Construction Inspector
M
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 3
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
10
Housing Office Manager
Maintenance Operator- Wastewater
TPO - Wastewater Treatment
TPO - Water
Maintenance Operator- Water
Utility Billing Coordinator
11
MW III -Streets
MW III - Wastewater Collection
Mechanic II - Equipment
IT Support Specialist - Library
Special Projects Inspector
Mechanic 11-Transit
MW III - Lead Sweeper Operator
Electrician - Traffic Engineering
MW III - Water Distribution
Electrician- Wastewater
Library Public Relations Specialist
Electronics Technician -Transportation Services
Victim Services Coordinator
12
Construction Inspector ll
Electronics Technician - Wastewater
Librarian I
Senior MW- Forestry
Senior MW- Parks
Senior MW - Turfgrass Specialist
Building Inspector
Recycling Coordinator
Right -of -Way Technician
Development Services Specialist
Senior MW - Horticulture Specialist
Water GIS Technician
Storm Water Specialist
Climate Action Engagement Specialist
Senior Landfill Operator- Heavy Equipment
Climate Action Analyst
Outreach and Engagement Specialist
Public Housing Technician
13
Chemist
Electronics Technician - Traffic Engineering
Family Self -Sufficiency Program Coordinator
Librarian II
Mechanic III - Equipment (DAY)
Mechanic III - Equipment (EVE)
SeniorAccountant - Accounting
SeniorAccountant - Revenue
Survey Party Chief
Mechanic III - Transit
Senior Accountant - Payroll
$ 26.94 $ 30.14 $ 31.14 $ 32.18 $ 33.32 $ 34.47
$ 2,155.20 $ 2,411.20 $ 2,491.20 $ 2,574,40 $ 2,665.60 $ 2,757.60
$ 56,035.20 $ 62,691.20 $ 64,771.20 $ 66,934.40 $ 69,305.60 $ 71,697.60
$ 28.71 $ 31.71 $ 32.88 $ 34.22 $ 35.43 $ 36.76
$ 2,296.80 $ 2,536.80 $ 2,630.40 $ 2,737.60 $ 2,834.40 $ 2,940.80
$ 59,716.80 $ 65,956.80 $ 68,390.40 $ 71,177.60 $ 73,694.40 $ 76,460.80
$ 30.08 $ 32.85 $ 33.99 $ 35.24 $ 36.54 $ 37.72
$ 2,406.40 $ 2,628,00 $ 2,719.20 $ 2,819.20 $ 2,923.20 $ 3,017.60
$ 62,566.40 $ 68,329.00 $ 70,699.20 $ 73,299.20 $ 76,003.20 $ 78,457.60
$ 31.05 $ 34.22 $ 35.43 $ 36.76 $ 38.18 $ 39.59
$ 2,484.00 $ 2,737.60 $ 2,834.40 $ 2,940.80 $ 3,054.40 $ 3,167.20
$ 64,584.00 $ 71,177.60 $ 73,694.40 $ 76,460.80 $ 79,414.40 $ 82,347.20
17
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 4
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
14
Program Specialist -Senior Center
Recreation Program Supervisor
Senior Construction Inspector
Senior MW- Streets
Senior MW - Wastewater Plant
Senior MW - Water Distribution
Senior TPO - Wastewater
Community Outreach Specialist - Senior Center
Senior TPO - Water
Network Database Specialist - Library
Senior MW - Water Plant
Customer Service Coordinator
Senior MW - Parking & Transit
Senior MW - Wastewater Collection
Library Web Specialist
Development Specialist - Senior Center
Building Inspector II
Media Production Specialist
Public Safety Information Officer
15
Associate Planner
Civil Engineer
Human Rights Investigator
Senior Librarian
Historic Preservation Planner
$ 32.20 $ 35.43 $ 36.76 $ 38.18 $ 39.59 $ 40.85
$ 2,576.00 $ 2,834.40 $ 2,940.90 $ 3,054.40 $ 3,167.20 $ 3,268.00
$ 66,976.00 $ 73,694.40 $ 76,460.90 $ 79,414.40 $ 82,347.20 $ 84,968.00
$ 33.63 $ 36.79 $ 39.22 $ 39.66 $ 40.92 $ 42.32
$ 2,690.40 $ 2,943.20 $ 3,057.60 $ 3,172.90 $ 3,273.60 $ 3,385.60
$ 69,950.40 $ 76,523.20 $ 79,497.60 $ 82,492.90 $ 85,113.60 $ 88,025.60