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City Council Meeting <br />May 7, 2001 <br />Page 3 <br /> <br />Mr. Simmons went over the market data collection methodology that they <br />used, which was the Texas Municipal League 2001 Salary Survey of 22 cities <br />located in the North Central Texas and Tyler/Longview Regions for <br />Professional Survey Peer Group. Mr. Simmons said that for the non- <br />exempt/public safety survey peer group, they used 10 cities located in the <br />same area as the professional survey peer group. Mr. Simmons advised that <br />it is a very common practice for management and professional positions to <br />be measured against a much broader market than for the labor and trade <br />type of group. <br /> <br />Mr. Simmons said that on page 9 is the methodology for market data <br />collection from the Texas Municipal League. Waters Consulting also <br />collected what the structure information was, (minimum, midpoint, and <br />maximum). They reviewed the number of incumbents that have been <br />reported in each one of those divisions and the job title. He said page 10 <br />presents a summary of the results. He advised that the exempt positions <br />were approximately 12% behind market, or 88% of the market. The non- <br />exempt positions were 6% behind market or 94% of the market. Police and <br />Fire were at 96% of the market. <br /> <br />On page 11, Salary Structure, are the factors they took into consideration <br />when designing the salaries. Mr. Simmons said they looked at the <br />appropriate width of the salary range. They looked at midpoint <br />progression from one grade to the next. They looked at the amount of <br />overlap that would be created between grades. They also took into <br />consideration the current city pay philosophy and financial resources to <br />determine what would be an appropriate recommendation. <br /> <br />Mr. Simmons pointed out that on page 12, Salary Structure, is the step and <br />grade that they are recommending for exempt and non-exempt employees. <br />Mr. Simmons advised that there are 10 steps for every grade or range, 4.25 <br />percent between steps, and 45 percent range spread from beginning to final, <br />which is very competitive with the market. Mr. Simmons called the City <br />Council's attention to page 13, which is the impact this would be to the <br /> <br /> <br />