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Sheridan FireFighter Organizational Structure Compensation Plan
Sheridan Fire -Rescue Organizational Chart Fire Chief Executive Level Administrative Assistant Division Chief - Ops I Fire Marshal (Vacant) (Vacant) Administrative Level A -Shift B -Shift C -Shift Captain Captain Captain Supervisor Grade F4 T a Grade F3 FF II FFI Grade FFI F2&F1 - FF II - FF II FFI------- CCI FF II FF 11 -- FFI - FFI Grade F4 T a Grade F3 FF II FFI Grade FFI F2&F1 Department Rank Structure By Grade With Associated Duties/Roles Department Rank Grade Firefighter 1/EMT F1 Knowledge and application of: Response Area Building construction and Fire behavior Fire suppression techniques and equipment Hazardous Materials identification and mitigation Specialized rescue techniques and equipment Fire and EMS apparatus utilization Emergency Medical techniques and equipment at the Basic level City, State, Federal, and National regulations, rules, and policies Fire and Life Safety education and inspections Maintaining Self, Apparatus, Equipment, and Facility in constant state of ready Certifications: State Firefighter II, State EMT, Defensive Driving, State Apparatus Operator -Pumper and Aerial, Fire Service Instructor I, Fire Inspector I, Hazardous Materials -Operational, Fire Officer I, ICC Fire Inspector I, Wildland Engine Operator Firefighter 1/EMT-Intermediate F2 Knowledge and application of: Same as above Emergency Medical techniques and equipment at the Intermediate level (Increased Role and Responsibility for training and patient care) Certifications: State EMT -Intermediate, Advanced Cardiac Life Support, Pediatric Advanced Life Support, CPR Instructor, State Firefighter II,Defensive Driving, State Apparatus Operator -Pumper and Aerial, Fire Service Instructor I, Fire Inspector I, Hazardous Materials -Operational, Fire Officer I, ICC Fire Inspector I, Wildland Engine Operator Firefighter I/Paramedic Knowledge and application of: Same as above Emergency Medical techniques and equipment at the Paramedic level (Increased Role and Responsibility for training and patient care) Certifications: EMT -Paramedic, Advanced Cardiac Life Support, Pediatric Advanced Life Support, CPR Instructor, State Firefighter II, Defensive Driving, State Apparatus Operator -Pumper and Aerial, Fire Service Instructor I, Fire Inspector I, Hazardous Materials -Operational, Fire Officer I, ICC Fire Inspector I, Wildland Engine Operator Firefighter 11 Increased knowledge and application of: Response Area Fire suppression techniques and equipment Hazardous Materials identification and mitigation Specialized rescue techniques and equipment Fire and EMS apparatus Emergency Medical techniques and equipment at the previous rank City, State, Federal, and National regulations, rules, and policies Fire and Life Safety education and inspections Maintaining Self, Apparatus, Equipment, and Facility in constant state of ready Additionally: Increasing levels of responsibility and roles (Emergency and Non -Emergency) Assists with maintaining all Department record management systems Supervision of Personnel in absence of Captain Certifications: State Firefighter II, State EMT, Defensive Driving, State Apparatus Operator -Pumper and Aerial (2 years minimum experience), Fire Service Instructor I, Fire Inspector I, Hazardous Materials -Operational, Fire Officer I, ICC Fire Inspector I, Wildland Engine Operator F3 F3 Captain F4 Direct, review, supervise activities of assigned personnel Assume responsibility for firefighting, maintenance, and training Supervise service test and maintenance of firefighting apparatus and equipment Evaluates performance of subordinates Performs fire inspections and pre -plan activities Direct emergency scene activities, size -up and establish Incident Command Responsible for fire origin and cause investigation Makes recommendations to Chief in matters pertaining to budget, personnel, apparatus, equipment, rules, and regulations. Certifications: State Firefighter II, State EMT, Defensive Driving, State Apparatus Operator -Pumper and Aerial, Fire Service Instructor II, Fire Inspector Il, Public Fire and Life Safety Educator I, Hazardous Materials -Operational, Fire Officer II, ICC Fire Inspector II, Wildland Engine Operator Proposal #4: Firefighter Wage Adjustment Issue In order to attract and retain high-quality candidates as well as retain current firefighters in the coming years, a wage adjustment and a vehicle to move within the current city salary scale is necessary. Currently, Sheridan Firefighters make approximately 10.6% less than the state average in base salary for the starting wage as a firefighter. This variance reaches a high of 14.6% after the fifth year and the twenty year variance is 7.1% below state average. With these variances, and no way to move within the current city salary scale, these percentages will continue to grow and become a much bigger problem in years to come. With the proposal the City brought forth, Sheridan Firefighters will still make 5.3% less than the state average in base salary for the starting wage as a firefighter. With the counter proposal that Local 276 is providing, this will actually put the starting wage of a firefighter a bit above the State average! Summary • A competitive wage for firefighters that is above the state average to attract and retain a high-quality workforce. • Create a new scale based on Table IQ -B from the Condrey & Associates, Inc. Job Classification and Compensation Plan dated April 2018 with market adjustment. • Establish starting Step and Grades for future promotions, re -grades & new hires. o Starting Firefighter I o Starting Firefighter II o Starting Captain The Compensation Plan The compensation plan developed for the city is based on an internal value system reflected in the classification plan and on a salary survey of comparable organizations to help assure an externally equitable and competitive pay system. The pay plan consists of twenty-eight grades. Tables H -A, B, and C display the proposed salary scales. The salary range for each grade is approximately fifty percent. The range is deliberately broad so that problems associated with employees reaching the top of their pay range will be minimized. Further, it is recommended that once employees reach the top of the range, performance increases continue to be earned as a bonus. This will help alleviate retention and motivation problems associated with employees who have "topped out' of their pay range. In order to keep the proposed salary tables current, an annual market adjustment should be considered. This adjustment should be applied as an increase to the salary schedule and as a general percentage salary increase for all employees when market conditions dictate. This market adjustment should be made in addition to employee step raises. Thus, the city may budget for two annual personnel cost adjustments: 1) an across-the-board increase which would raise every employee salary and every pay range equally when market conditions dictate, and 2) step increases linked to employee performance. The Compensation Plan The compensation plan developed for the city is based on an internal value system reflected in the classification plan and on a salary survey of comparable organizations to help assure an externally equitable and competitive pay system. The pay plan for the City of Sheridan consists of twenty-eight grades. Tables II — A and II — B display the proposed salary scales for the City. The pay plan for the Fire Department consists of four grades. Tables III — A and III — B display the proposed salary scales for the Fire Department. The salary range for each grade is approximately fifty percent. The range is deliberately broad so that problems associated with employees reaching the top of their pay range will be minimized. In order to keep the proposed salary tables current, an annual market adjustment should be considered. This adjustment should be applied as an increase to the salary schedule and as a general percentage salary increase for all employees when market conditions dictate. This market adjustment should be made in addition to employee performance increases. Thus, the city may budget for two annual personnel cost adjustments: 1) an across-the-board increase which would raise every employee salary and every pay range equally when market conditions dictate, and 2) increases linked to employee performance. C 1 20( is li Appendix D — Salary Survey Summary City of Sheridan Fire Department Minimum Minimum Maximum Maximum Third Third Average Average Average Average Quartile Quartile Position Mean Median Mean Median Mean Maximum Fire Captain $64,899 $66,396 $83,929 $82,323 $66,999 $84,396 Firefighter/Paramedic $50,027 $50,329 $67,187 $67,415 $55,397 $68,804 Firefi ter/EMT $47,166 $47,363 $63,002 $63,491 $52,250 $65,778 22 Cost of Implementation The following presents two implementation plans for the city's consideration. The cost figures do not include benefit costs. Thus, the following cost figures do not represent the city's total personnel costs for these positions. Table IV depicts the cost to implement the new compensation plans. The annualized cost to implement classification changes necessitated by plan A is $219,252 or 2.54% of current payroll cost (approximately 100% of the relevant labor market for comparable organizations). The new plan places the city s pay scale at the approximate mean of the labor market when compared to similar organizations and should prove to be effective in attracting and retaining a quality workforce. The cost to implement Plan B is $98,497 or 1.14% of current payroll cost (approximately 95% of the relevant labor market for comparable organizations). Condrey and Associates will be available to assist the City of Sheridan in implementing the plan. Implementing the new plan will result in further pay compression (position salaries grouped closely together regardless of length or quality of service to the organization). To help ameliorate this problem, Condrey and Associates recommends that a one-time equity adjustment be applied to employee salaries as outlined in Table IV. The cost of the equity adjustment is approximately 2.72% of adjusted payroll cost. An alternative equity adjustment is also presented; its cost is approximately 2.02% of adjusted payroll. 11 T T T (D (D (D fO 3 (Q S Ci N N M � v O 3 N (D CL y O n � �• J _ O -N (p O m 3 Q � m ND (gyp m C CDm 3 CD N •' N V O Q 0) O N d cn G S w m 1 z a O CA V m Q 0 O) W V (D N 0 0 0 D21 n co m rn 469 m x,3 W J w 0 d B Q 0 C> 1 (o Ip c m CD 0 DI (D fD = K• 1 � cm(D W w A o co 3 3 (P N , GS DI W a W CA a 00 O Q n 00 �O VI (D N 0 0 K IG Market Adjusted Proposed Salary Scats - Fire Deparbned - Table III - A - 2019 - 2020 Contract Grade A B C D E F G F1 44,776.31 45,336.00 45,902.70 46,476A7 47,057.43 47,645.66 48,241.24 F2 47,043.09 47,631.13 48,226.52 48,829.37 49,439.72 50,057.71 50,683.44 F3 49,424.65 50,042.46 50,667.98 51,301.34 51,942.61 52,591.89 53,249.26 F4 63,267.73 64,058.58 64,859.31 65,670.04 66,490.93 67,322.06 68,163.58 Grade H 1 J K L M N F1 48,844.24 49,454.80 50,072.98 50,698.88 51,332.63 51,974.28 52,623. F2 51,316.98 51,958.44 52,607.92 53,265.52 53,931.34 54,605.48 55,288.05 F3 53,914.90 54,588.84 55,27120 55,962.09 56,661.61 57,369.89 58,087.01 F4 69,015.65 69,878.33 70,751.80 71,63623 72,531.65 73,438.30 74,356.28 Grade O P Q R S T U F1 53,281.77 53,947.79 54,622.13 55,304.90 55,996.24 56,696.17 57,404.87 F2 55,979.15 56,678.89 57,387.37 58,104.72 58,831.02 59,566.41 60,311.00 F3 58,813.11 59,54826 60,292.61 61,04627 61,809.35 62,581.96 63,364.26 F4 75,285.73 76,226.80 77,179.64 78,144.39 79,121.19 80,11021 81,111.58 Grade V W X Y Z AA AB F1 58,122A3 58,848.96 59,584.57 60,329.38 61,083.50 61,847.04 62,620.13 F2 61,064.90 61,82821 62,601.04 63,383.56 64,175.85 64,978.05 65,790.28 F3 64,156.31 64,958.27 65,77023 66,59236 67,424.75 68,267.56 69,120.91 F4 82,125.47 83,152.04 84,191.45 85,243.84 86,309.39 87,38826 88,480.61 Grade AC AD AE AF AG AH Al F1 63,402.89 64,195.42 64,997.87 65,810.34 66,632.97 67,465.87 69,732.28 F2 66,612.66 67,445.31 68,288.38 69,141.99 70,006.25 70,881.34 73,262.48 F3 69,984.82 70,859.73 71,745.48 72,642.30 73,550.32 74,469.71 76,971.40 F4 89,586.62 90,706.45 91,840.28 92,988.28 94,150.64 95,327.52 98,529.90 Condrey & Associates Appendix D as Compared to Sheridan Actual Numbers Position Condrey Minimum Average Mean Sheridan Minimum Sheridan's Variance Condrey Maximum Average Mean Current Sheridan Maximum Sheridan's Variance Firefighter/Paramedic $50,027 $49,425 1.2% $67,187 $63,421 5.9% Fire Captain $64,899 $60,255 7.7% $83,929 $70,815 18.5% Firefighter/Paramedic $50,027 $47,071 6.3% $67,187 $63,421 5.9% Firefighter/EMT $47,166 $42,644 10.6% $63,002 $55,3551 13.8% After Market Adiustments Der Citvs Offer 2019-2020 Contract Fire Captain $64,899 $63,268 2.6% $83,929 $70,815 18.5% Firefighter/Paramedic $50,027 $49,425 1.2% $67,187 $63,421 5.9% Firefighter/EMT $47,166 $44,776 5.3% $63,002 $55,355 13.8% Condrey & Associates Appendix D as Compared to Sheridan Actual Numbers Position Condrey Minimum Average Mean Sheridan Minimum Sheridan's Variance Condrey Maximum Average Mean Current Sheridan Maximum Sheridan's Variance Firefighter/Paramedic $50,027 $49,425 1.2% $67,187 $63,421 5.9% Fire Captain $64,899 $60,255 7.7% $83,929 $70,815 18.5% Firefighter/Paramedic $50,027 $47,071 6.3% $67,187 $63,421 5.9% Firefighter/EMT $47,166 $42,644 10.6%1 $63,002]..$55,3551 13.8% After Market Adjustments per Citys Offer 2019-2020 Contract Fire Captain $64,899 $63,268 2.6% $83,9291 $70,6151 18.5% Firefighter/Paramedic $50,027 $49,425 1.2% $67,187 $63,421 5.9% Firefighter/EMT $47,166 $44,776 5.3% $63,002 $55,3551 13.8% After IAFF Local 276 Counter Proposal Fire Captain $64,899 $63,268 2.6% $83,929 $70,815 18.5% Firefighter/Paramedic $50,027 $49,425 1.2% $67,187 $63,421 5.9% Firefighter/EMT-F1F $47,166 $47,646 -1.0% $63,002 $55,355 13.8% 2019 COMPENSATION COMPARISON JURISDICTION DATA Effective Jurisdiction State Date Sheridan WY 7/1/18 Campbell County WY 5/1/17 Casper WY 7/1/18 Cheyenne WY 7/1/18 Laramie WY 7/1/18 Mills WY 7/1/18 Rock Springs WY 7/1/18 2019 COMPENSATION COMPARISON STARTING WAGE Sheridan -F1-A 7/1/18 $42,644 $0 $0 $42,644 2920 144 216 24 2536 $16.82 Sheridan's Variance 10.3% 15.2% 8,5% Total Effective Base Holiday Other Total Scheduled Leave Holiday Personal Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $40,651 $1,628 $0 $42,279 2756 127 0 0 2629 $16.08 Casper 7/1/18 $47,835 $1,284 $0 $49,119 2920 192 0 0 2728 $18.01 Cheyenne 7/1/18 $49,679 $1,312 $0 $50,991 2920 240 0 0 2680 $19.03 Laramie 7/1/18 $47,363 $1,760 $0 $49,123 2920 144 0 0 2776 $17.70 Mills 7/1/18 $41,857 $649 $0 $42,506 2922 96 0 0 2826 $15.04 Rock Springs 7/1/18 $54,840 $2,722 $3,290 $60,852 2764 144 0 48 2572 $23.66 Average $47,038 $49,145 $18.25 Sheridan -F1-A 7/1/18 $42,644 $0 $0 $42,644 2920 144 216 24 2536 $16.82 Sheridan's Variance 10.3% 15.2% 8,5% 2019 COMPENSATION COMPARISON AFTER YEAR 1 OF SERVICE Sheridan -F1-D 711/18 $44,263 $0 $0 $44,263 2920 144 216 24 2536 $17.45 Total Sheridan's Variance Effective Base Holiday Other Total Scheduled Leave Holiday Personal Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $41,667 $1,669 $0 $43,336 2756 127 0 0 2629 $16.48 Casper 7/1/18 $50,706 $1,361 $0 $52,067 2920 192 0 0 2728 $19.09 Cheyenne 7/1/18 $54,149 $1,430 $0 $55,579 2920 240 0 0 2680 $20.74 Laramie 7/1/18 $48,547 $1,788 $0 $50,335 2920 168 0 0 2752 $18.29 Mills 7/1/18 $43,116 $668 $0 $43,784 2922 96 0 0 2826 $15.49 Rock Springs 7/1/18 $56,485 $2,804 $3,389 $62,678 2764 144 0 48 2572 $24.37 Average $49,112 $51,297 $19.08 Sheridan -F1-D 711/18 $44,263 $0 $0 $44,263 2920 144 216 24 2536 $17.45 Sheridan's Variance 11.0% 15.9% 9.3% 2019 COMPENSATION COMPARISON AFTER YEAR 2 OF SERVICE snendan • F7 -G 7/1118 $45,944 $0 $0 $45,944 2920144 216 24 2536 $18.12 Total Sheridan's Variance Effective Base Holiday Other Total Scheduled Leave Holiday Personal Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $42,709 $1,711 $0 $44,420 2756 127 0 0 2629 $16.90 Casper 7/1/18 $53,266 $1,430 $0 $54,696 2920 192 0 0 2728 $20.05 Cheyenne 7/1/18 $56,262 $1,485 $0 $57,747 2920 240 0 0 2680 $21.55 Laramie 7/1/18 $49,761 $1,833 $0 $51,594 2920 168 0 0 2752 $18.75 Mills 7/1/18 $46,114 $715 $0 $46,829 2922 96 0 0 2826 $16.57 Rock Springs 7/1/18 $58,180 $2,888 $3,491 $64,559 2764 144 0 48 2572 $25.10 Average $51,049 $53,308 $19.82 snendan • F7 -G 7/1118 $45,944 $0 $0 $45,944 2920144 216 24 2536 $18.12 Sheridan's Variance 11.1% 16.0% 9401. 2019 COMPENSATION COMPARISON AFTER YEAR 3 OF SERVICE Sheridan -F1-J 7/1/18 Effective Base Holiday Other Total Scheduled Leave Holiday Personal Total Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $43,777 $1,754 $0 $45,531 2756 127 0 0 2629 $17.32 Casper 7/1/18 $55,911 $1,501 $0 $57,412 2920 192 0 0 2728 $21.05 Cheyenne 7/1/18 $58,376 $1,541 $0 $59,917 2920 240 0 0 2680 $22.36 Laramie 7/1/18 $51,005 $1,863 $0 $52,868 2920 192 0 0 2728 $19.38 Mills 7/1/18 $48,453 $751 $0 $49,204 2922 96 0 0 2826 $17.41 Rock Springs 7/1/18 $59,925 $2,974 $3,596 $66,495 2764 144 0 48 2572 $25.85 Average $52,908 $55,238 $20.56 Sheridan -F1-J 7/1/18 $47,689 $0 $0 $47,689 2920 144 216 24 2536 $18.80 Sheridan's Variance 10.9% 15.8% o IV/ 2019 COMPENSATION COMPARISON AFTER YEAR 5 OF SERVICE Sheridan -F1-L 7/1/18 $48,868 $0 $0 $48,888 2920 216 216 24 2464 $19.84 Total Sheridan's Variance Effective Base Holiday Other Total Scheduled Leave Holiday Personal Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $45,993 $1,838 $0 $47,831 2756 180 0 0 2576 $18.57 Casper 7/1/18 $61,623 $1,640 $0 $63,263 2920 216 0 0 2704 $23.40 Cheyenne 7/1/18 $60,491 $1,583 $756 $62,830 2920 264 0 0 2656 $23.66 Laramie 7/1/18 $53,587 $1,957 $0 $55,544 2920 192 0 0 2728 $20.36 Mills 7/1/18 $50,821 $774 $0 $51,595 2922 144 0 0 2778 $18.57 Rock Springs 7/1/18 $63,575 $3,067 $3,814 $70,456 2764 216 0 48 2500 $28.18 Average $56,015 $58,587 $22.12 Sheridan -F1-L 7/1/18 $48,868 $0 $0 $48,888 2920 216 216 24 2464 $19.84 Sheridan's Variance 14.6% 19.8% 11 -9; 0Z 2019 COMPENSATION COMPARISON AFTER YEAR 10 OF SERVICE anenaan - r7 -w 711118 $52,021 $0 $0 $62,021 2920 216 216 24 2464 $21.11 anertaan's variance 12.5% 19.1% - 41110/ Effective Base Holiday Other Total Scheduled Leave Holiday Personal Total Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $49,026 $1,954 $0 $50,980 2756 233 0 0 2523 $20.21 Casper 7/1/18 $61,623 $1,596 $0 $63,219 2920 288 0 0 2632 $24.02 Cheyenne 7/1/18 $60,491 $1,569 $1,071 $63,131 2920 288 0 0 2632 $23.99 Laramie 7/1/18 $60,629 $2,175 $0 $62,804 2920 240 0 0 2680 $23.43 Mills 7/1/18 $50,821 $761 $4,063 $55,645 2922 192 0 0 2730 $20.38 Rock Springs 7/1/18 $68,532 $3,211 $4,112 $75,855 2764 288 0 48 2428 $31.24 Average $58,520 $61,939 $23.88 anenaan - r7 -w 711118 $52,021 $0 $0 $62,021 2920 216 216 24 2464 $21.11 anertaan's variance 12.5% 19.1% - 41110/ 2019 COMPENSATION COMPARISON AFTER YEAR 15 OF SERVICE Effective Base Holiday Other Total Scheduled Leave Holiday Personal Total Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $49,026 $1,951 $0 $50,977 2756 260 0 0 2496 $20.42 Casper 7/1/18 $61,623 $1,582 $0 $63,205 2920 312 0 0 2608 $24.24 Cheyenne 7/1/18 $60,491 $1,554 $1,701 $63,746 2920 312 0 0 2608 $24.44 Laramie 7/1/18 $65,291 $2,300 $0 $67,591 2920 288 0 0 2632 $25.68 Mills 7/1/18 $50,821 $747 $4,063 $55,631 2922 240 0 0 2682 $20.74 Rock Springs 7/1/18 $68,532 $3,116 $4,112 $75,760 2764 360 0 48 2356 $32.16 Average $59,297 $52,818 $24.61 Sheridan - FI -V 7/1118 $55,355 $0 $0 $55,355 2920 288 216 24 2392 $23.14 Sheridan's Variance 7.1% 13.5% 6.4% 2019 COMPENSATION COMPARISON AFTER YEAR 20 OF SERVICE snerltlan - FI -V 7/1/18 $55,355 $0 $0 $55,355 2920 288 216 24 2392 $23.14 anenaan s variance 7.1% 13.7% 7.5% Effective Base Holiday Other Total Scheduled Leave Holiday Personal Total Hours Jurisdiction Date Salary Pay Allowance Compensation Hours Hours Hours Hours Worked Cost Per Hour Campbell County 5/1/17 $49,026 $1,948 $0 $50,974 2756 286 0 0 2470 $20.64 Casper 7/1/18 $61,623 $1,567 $0 $63,190 2920 336 0 0 2584 $24.45 Cheyenne 7/1/18 $60,491 $1,540 $2,331 $64,362 2920 336 0 0 2584 $24.91 Laramie 7/1/18 $65,291 $2,279 $0 $67,570 2920 312 0 0 2608 $25.91 Mills 7/1/18 $50,821 $734 $4,266 $55,821 2922 288 0 0 2634 $21.19 Rock Springs 7/1/18 $68,532 $3,116 $4,112 $75,760 2764 360 0 48 2356 $32.16 Average $59,297 $62,948 $24.88 snerltlan - FI -V 7/1/18 $55,355 $0 $0 $55,355 2920 288 216 24 2392 $23.14 anenaan s variance 7.1% 13.7% 7.5% 2019 COMPENSATION COMPARISON CURRENT BASE SALARY Starting Wage Year 1 Year 2 Year 3 Year 5 Year 10 Year 15 Year 20 Jurisdictions' average Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $42,644 $44,263 $45,944 $47,689 $48,888 $52,021 $55,355 $55,355 Sheridan's Variance 10.3% 11.0% 11.1% 10.9% 14.6% 12.5% 7.1% 7.1% 2019 COMPENSATION COMPARISON CURRENT BASE SALARY Starting Wage Year Year Year Year Year 10 Year 15 Year20 Jurisdictions' average Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $42,644 $44,263 $45,944 $47,689 $48,888 $52,021 $55,355 $55,355 Sheridan's Variance 10.3% 11.0% 11.1% 10.9% 14.6% 12.5% 7.1% 7.1% After Market Adjustments per Citys Offer 2019.2020 Contract Starting Wage Year Year Year Year Year 10 Year 15 Year 20 Jurisdictions' average Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $44,776 $46,476 $48,241 $50,073 $51,333 $54,622 $58,122 $58,122 Sheridan'sVariance 5.0% 5.7% 5.8% 5.7% 9.1% 7.1% 2.0% 2.0% 2019 COMPENSATION COMPARISON CURRENT BASE SALARY After IAFF Local 276 Counter Proposal Starting Year 1 Year 2 Year 3 Year 5 Year 10 Year 15 Year 20 Jurisdictions' average Wage Year Year Year Years Year 10 Year 15 Year20 Jurisdictions' average $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $42,644 $44,263 $45,944 $47,689 $48,888 $52,021 $55,355 $55,355 Sheridan's Variance 10.3% 11.0% 11.1% 10.9% 14.6% 12.5% 7.1% 7.1 After Market Adjustments per Cl sffer 2019.2020 Contract Starting Wage Year 1 Year 2 Year 3 Year 5 Year 10 Year 15 Year 20 Jurisdictions' average Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $44,776 $46,476 $48,241 $50,073 $51,333 $54,622 $58,122 $58,122 Sheridan's Variance 5.0% 5.7% 5.8% 5.7% 9.1% 7.1% 2.0% 2.0% After IAFF Local 276 Counter Proposal Starting Wage Year 1 Year 2 Year 3 Year 5 Year 10 Year 15 Year 20 Jurisdictions' average Base Salary $47,037 $49,111 $51,048 $52,907 $56,015 $58,520 $59,297 $59,297 Sheridan Base Salary $47,646 $49,455 $51,333 $53,282 $54,622 $58,122 $61,847 $65,810 F I L 0 Q V AA AF Sheridan's Variance -1.3% -0.7% -0.6% -0.7% 2.6% 0.7% -4.1% -9.9% Proposed New language: ARTICLE X WAGES Section A The following annual scale of wages shall apply on July 1, 204-8 2019: Certified Fire Personnel 0_0_0_©QO©0 ©MCH13"'Iff! ! '� " ETTITEMSi .. ! .,. 0©©0©000 ©MCH13"'Iff! ! '� " 0 .. ! .,. 000000©0 ©MCH13"'Iff! ! '� " 0©_©_©©0_00_ 00000000 This annual scale of wages is based on a market adjusted Table III-B from the Condrey & Associates, Inc. Job Classification and Compensation Plan dated April 2018. Firefig4ters will be maved infe this pay settle by moving them to the next higher step above their eurrent pay. All firefighters with 1 3 yearg ef9erviee as of 741,11 8will move tip 1 additional step aft the seale. All firefighters with 4 or more years of serviee as of M �4 8 will move up an additional 2 steps an the pay seale. The only exeeption to thig will be a one time additional 5 step inerettge for tile most reeenti), hired firefightef, adjusting his step to a grade R, step G for the 2018 2019 . The positions covered under this contract are: Firefighter I/EMT B grade F 1 Firefighter I/EMT--I grade F2 Firefighter I/EMT--P grade F3 Firefighter II grade F3 Captain grade F4 When an employee reclassifies to a dual role Firefighter/ALS position, the employee will be placed in their same step but within the new grade. There will be no change in their anniversary date and increases shall be effective upon the certification of the employee or utilization within the classification. Any newly hired Firefighter I will start at Step F within the appropriate grade on the current annual scale of wages.. Newly hired firefighters shall receive certification increases, equivalent to 3 steps each year on the current grade and step scale, effective on the employee's anniversary date, during their first 3 years of employment based on successful completion of the schedule of certifications listed in the Fire Department Policy Manual and outlined in the job description. When an employee is re -graded to Firefighter II, he/she will receive no less than a 5% increase within their new or current F3 grade. The increase shall be no lower than F3O on the current annual scale of wages. There will be no change in their anniversary date and increases shall be effective upon the certification of the employee or utilization within the classification. When an employee is promoted to Captain, he/she will receive no less than a 5% increase and placed in the next appropriate step within the F4 grade. The increase shall be no lower than F4H on the current annual scale of wages. There will be no change in their anniversary date and increases shall be effective upon the certification of the employee or utilization within the classification. Management reserves the right to modify job descriptions as it deems necessary. In the event that the duties of a job classification are substantially revised either party may request negotiations of compensation for that classification within two (2) weeks of formal notification of the revision. All applicable job descriptions are attached as reference to the end of the contract