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SUBJECT: DISCUSSION/DIRECTION — LIVABLE WAGE OVERVIEW AND OPTIONS <br />DATE: MARCH 14, 2017 <br />PAGE 9OF12 <br />• Would increase wages and salaries in the budget and other budget requests may <br />be delayed or denied based on higher wages to pay salaries. <br />Policy Issues: <br />• If the desire is to pay wages similar to others in Boulder County and pay closer to <br />the SSS standard, this approach would support that desire. <br />• If the desire is to decrease turn -over, increase retention, and be more <br />competitive in the market, this approach would likely support that desire. <br />Cost Estimates: <br />The cost estimate for this option is as follows: <br />• An additional $313,914 for FT employees <br />• An additional $23,594 for PT/Variable hour employees <br />• An additional $12,789 for Seasonal employees <br />• Totaling $350,297 and an additional $26,797 for FICA for an estimated grand <br />total of $377,094 annually in 2018 and subsequent years. <br />Recommendation for Implementation: <br />Because this option would represent changes in the City's pay and compensation <br />practices, we would recommend using a similar implementation strategy as in Option 1 <br />and as stated below: <br />• Meet with supervisors of affected employees and discuss and present <br />information regarding the City's new pay philosophy and livable wage standard. <br />Ask for their feedback regarding best time to increase wages and downsides they <br />see with this strategy: <br />o As soon as possible? <br />o As part of the 2018 budget process <br />o Other ideas? <br />o Areas of concerns? <br />• Provide time for supervisors to gain feedback from their employees to review and <br />present the same information. <br />• Gather details about issues that arose from these discussions and try to work <br />through issues such as compression and unfairness issues, to address them in <br />the beginning of the process. <br />• Circle back with supervisors and employees to share solutions for issues brought <br />forward. <br />• Meet with ALL City employees to present information regarding new pay <br />philosophy and livable wage standard for the City. Transparency with pay is one <br />of the tenants of best practices for compensation in an organization. (See <br />Terminology section to review "Levels of Transparency" for compensation). <br />• Determine time frame for implementation based on feedback from supervisors <br />and budgetary considerations. <br />CITY COUNCIL COMMUNICATION <br />