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Home My WebLink AboutAgenda AGENDA Finance Committee Meeting 3:30 PM - Monday, December 11, 2017 Council Conference Room, 7th Floor, City Hall – 1055 S. Grady Way 1. COMMUNITY SERVICES DEPARTMENT REORGANIZATION a) AB - 2042 Community Services Department requests authorization to implement a re- organization of the Parks and Golf Course, Recreation, and Neighborhood, Resources and Events divisions to align and meet the service needs of the community. 2. 2018 CONTRACT FOR EXCESS LOSS WITH OPTUM/UNIMERICA a) AB - 2012 Human Resources / Risk Management Department recommends approval of the 2018 Excess Loss Contract with Optum/Unimerica, which preserves the fiscal stability of the City's self-funded medical plan from unforeseen costs of high-dollar claims. 3. REQUEST TO OVERFILL WATER UTILITY GIS ENGINEER POSITION a) AB - 2037 Utility Systems Division requests authorization to overfill the Water Utility GIS Engineer position (Grade A32, Step C) for the months of December 2017 and January 2018 for training purposes. 4. RECLASSIFICATION OF ADMINISTRATIVE SECRETARY I TO PLANNING TECHNICIAN a) AB - 2045 Community & Economic Development Department requests approval to reclassify a Planning Administrative Secretary I position (grade a09) to a Planning Technician (grade a15) position. 5. TEMPORARY AND SEASONAL EMPLOYEES' WAGE AND BENEFITS CHANGE a) AB - 2038 Human Resources / Risk Management Department recommends adoption of a resolution authorizing the replacement of "general leave" for temporary and seasonal employees with sick leave compensation in order to comply with State Initiative 1433. 6. 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES a) AB - 2039 Administrative Services Department recommends adoption of an ordinance updating the 2018 Adopted Budget Index of Positions and Pay Ranges. 7. DAIZY LOGIK, LLC PROFESSIONAL SERVICE AGREEMENT a) AB - 2046 Administrative Services Department recommends approval of an agreement with Daizy Logik, LLC for computer programming and consulting services, in an amount not to exceed $136,000, to modify the City's Praxis tax and licensing software in order to comply with HB 2005. 8. VOUCHERS 9. EMERGING ISSUES IN REVENUE STREAMS AB - 2042 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Community Services Re-Organization RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Community Services STAFF CONTACT: Kelly Beymer, Community Services Administrator EXT.: 6617 FISCAL IMPACT SUMMARY: Re-organization of certain divisions and staff within the Community Services Department is needed to more effectively meet the demands of new programs and increased workload. (details provided in attached issue paper) Community Services budget impact is a cost savings of $77,315. SUMMARY OF ACTION: Community Services proposes the re-organization of the Parks and Golf Course, Recreation and Neighborhood, Resources and Events divisions to align and meet service needs. EXHIBITS: A. Issue Paper B. Org. Charts C. Finance details STAFF RECOMMENDATION: Authorize the Mayor and City Clerk to execute the Community Services re-organizational changes and budget adjustments for 2017 and 2018. AGENDA ITEM #1. a) COMMUNITY SERVICES DEPARTMENT M E M O R A N D U M DATE:December 4, 2017 TO:Armondo Pavone, Council President Members of Renton City Council VIA:Denis Law, Mayor FROM:Kelly Beymer, Community Services Administrator – x 6617 STAFF CONTACT:Maryjane Van Cleave, Recreation Director – x 6713 Cailin Hunsaker, Parks and Golf Course Director – x6606 SUBJECT:Proposal for Community Services Department Reorganization ISSUE: Should the Community Services Department reorganize and rename certain divisions and select staff positions within the department to more effectively meet the demands of new programs and increased workload? BACKGROUND: The Community Services Department includes the following seven divisions: Parks and Golf Course, Parks Planning and Natural Resources, Facilities, Human Services, Recreation, Neighborhoods, Resources and Events, and the Museum. In 2009 the Parks and Golf Course Divisions were consolidated for salary savings. While the Golf Course Manager position remained vacant, the Parks and Golf Course Director’s salary was equally divided out of the Golf Course’s Enterprise Fund and the City’s General Fund. In 2016 the Manager position was filled in order to dedicate time to the operations, maintenance and capital planning for this facility. The Golf Course Manager has been reporting directly to the Administrator. As a result, the Parks and Golf Course Director has shifted away from Golf Course responsibilities to add grant-writing and park-based programming. Similarly, the Neighborhoods, Resources and Events (NRE) Division was created to organize the City’s special events and to create a permitting process to review non-city events and coordinate logistics with other departments. Initially the NRE Division consisted of a Manager. Over time it inherited the Farmers Market and Neighborhood Program from Community and Economic Development Department, and the Public Relations and Event Coordinator from the Executive Office. More recently, NRE inherited a Recreation Coordinator to coordinate citywide volunteerism, the Summer Lunch program and to assist with events and special projects. AGENDA ITEM #1. a) Re-ORG. PROPOSAL Community Services is proposing the following which will result in a general fund budget cost savings: (see attached Org Charts) Parks and Golf Course Division would again divide to become the Parks and Trails Division and the Golf Course Division. All of the salary for the Parks and Trails Director position would be allocated to the General Fund. Parks and Trails Division will add the Farmers Market program and the Volunteer program from the current NRE Division. A majority of the activities associated with these two programs occur outside in parks and have established relationships with Parks staff for support; their incorporation into the Parks and Trails Division addresses efficiencies and the ability to expand programming. To adequately reflect the autonomy of the Golf Course Manager position and the responsibilities necessary to operate the facility, the current salary would increase one step to M29 to be consistent with other managers that report to the Administrator. Currently Recreation and NRE division staff operate separately with different management leads, budgets and supporting staff. Over the years, additional responsibilities have landed in the NRE Division such as Summer Lunch program, sponsorship oversight, regional coordination of Day of Service, the City’s Volunteer program, and special event permitting (in which the volume of permits has grown 58% since 2016). There is an immense amount of overlap in the planning, implementation and execution of the events and programs that serve the same residents. For example, Recreation staff manage several mid-to-small sized events throughout the year based out of the City’s Recreation Centers, such as K9 Candy Cane 5K Run, Truck-or-Treating, Bike Safety Rodeo, among many others. Often NRE staff are pulled in to help with these events. In addition, NRE staff lead and coordinate implementation of large-scale events such as Renton River Days, 4th of July, Multicultural Festival, Cruz the Loop, Clam Lights, and more, all of which include assistance from Recreation staff. In 2016, the Recreation Manager was promoted to Director, which created a vacant Recreation Manager position. After thorough evaluation, it was determined that this was the opportunity to reorganize the divisions to address the significant increase in workload and provide better alignment of the City’s resources. We propose to combine the current NRE and Recreation Manager positions, dissolve the NRE Division, and move the event related work and Neighborhood Program to a new division, titled Recreation and Neighborhoods. The Farmers Market and Volunteer Program would go to the Parks and Trails Division. By making this change, we will maximize resources, increase efficiencies, and allow for increased capacity to take on new programming, such as a city-wide health initiative, and environmental education in our parks. This change will set up Community Services for success AGENDA ITEM #1. a) in the immediate future, and provide a structure that allows for implementation of best- practices and evidence-based programming for the citizens of Renton. These changes have been vetted with both the Human Resources and Finance Divisions. Budget Impact The current Parks and Golf Course Director salary adjustment will be made in 2017. The remaining adjustments will be made January 1, 2018. Community Services budget savings is estimated from Finance at $77,315. A portion of this savings would be used for part-time summer staff. The Administrator proposes the reorganization of the Community Services Department will make it more productive, innovative, effective, and better suited to meet service needs. The attached organizational chart shows the proposed structure and responsibilities of Community Services Department personnel. AGENDA ITEM #1. a) Row Labels Pos Title Sum of Adopted Sum of Proposed 01205/001 PARKS & GOLF COURSE DIR (Change)- 86,429.18 01583/001 RECREATION MANAGER (Change)144,026.71 - 02082/001 NEIGH, RES, AND EVENTS MANAGER (Change)110,751.39 138,062.26 02486/004 RECREATION SPECIALIST 1 (New)- 49,931.21 03084/001 GOLF COURSE MANAGER (Change)133,570.64 136,540.39 05160/001 RECREATION SYSTEMS TECHNICIAN (Change)101,157.36 111,039.27 05160/002 RECREATION SYSTEMS TECHNICIAN (Change)109,811.56 - Grand Total 599,317.66 522,002.31 AGENDA ITEM #1. a) GF cost/Golf savings GF GF GF Golf GF GF GF AGENDA ITEM #1. a) CURRENT Community Services Administrator Kelly Beymer Facilities Director Michael Kirk Facilities Coordinator Michael Nolan Facilities Coordinator Robert Ebert Facilities Manager Jeff Minisci Custodial Supervisor Kevin Bradley Maintenance Technician Supervisor Brian Hammond Parks & Golf Course Director Cailin Hunsaker Golf Course Manager Doug Mills Golf Ops. Assistant Golf Professional Michael Toll Golf Course Supervisor Stephen Meyers Maintenance Manager Steve Brown Parks Maintenance Supervisor Dana Appel Parks Maintenance Supervisor Stefanie Coleman Parks Planning & Natural Resources Director Leslie Betlach Urban Forestry Manager Terry Flatley Capital Project Coordinator Todd Black Recreation Director Maryjane Van Cleave Recreation Systems Technician Lisa McMartin Recreation Systems Technician (Vacant) Recreation Manager (Vacant) Recreation Supervisor Shirley Anderson Recreation Supervisor Andy O’Brien Recreation Supervisor Debbie Little Recreation Coordinator Brandi Burke Human Services Manager Guy Williams Housing Repair Coordinator Mark Baldridge Human Services Coordinator Dianne Utecht Museum Manager Elizabeth Stewart Collection Manager Sarah Samson Public Engagement Coordinator Kim Owens Office Assistant Neighborhoods, Resources & Events Manager Carrie Nass Farmers Market Coordinator Carrie Olson Community Relations/ Events Coordinator Sonja Mejlaender Volunteer Program Coordinator Teresa Nishi Neighborhood Coordinator Drey Hicks Marketing Program Assistant .5 FTE (Vacant) Administrative Assistant Adminstrative Secretaries (3) Rev 11.22.2017 AGENDA ITEM #1. a) PROPOSED Community Services Administrator Kelly Beymer Facilities Director Michael Kirk Facilities Coordinator Michael Nolan Facilities Coordinator Robert Ebert Facilities Manager Jeff Minisci Custodial Supervisor Kevin Bradley Maintenance Technician Supervisor Brian Hammond Golf Course Manager Doug Mills Golf Ops. Assistant Golf Professional Michael Toll Golf Course Supervisor Stephen Meyers Parks & Trails Director Cailin Hunsaker Maintenance Manager Steve Brown Parks Maintenance Supervisor Dana Appel Parks Maintenance Supervisor Stefanie Coleman Program Coordinator Farmers Market Carrie Olson Program Coordinator Teresa Nishi Parks Planning & Natural Resources Director Leslie Betlach Urban Forestry Manager Terry Flatley Capital Project Coordinator Todd Black Recreation & Neighborhoods Director Maryjane Van Cleave Recreation Systems Technician Lisa McMartin Recreation Systems Technician (Vacant) Marketing Program Assistant .5 FTE (Vacant) Recreation & Neighborhoods Manager Carrie Nass Neighborhood Coordinator Drey Hicks Recreation Supervisor Shirley Anderson Recreation Supervisor Andy O’Brien Senior Center Supervisor Debbie Little Human Services Manager Guy Williams Housing Repair Coordinator Mark Baldridge Human Services Coordinator Dianne Utecht Museum Manager Elizabeth Stewart Collection Manager Sarah Samson Public Engagement Coordinator Kim Owens Office Asisstant Administrative Assistant Adminstrative Secretaries (3) Rev 11.22.2017 AGENDA ITEM #1. a) CURRENT Neighborhood Resources & Events Manager Carrie Nass Community Relations & Events Coordinator Sonja Mejlaender Farmer’s Market Coordinator Carrie Olson Neighborhood Coordinator Drey Hicks Volunteer Coordinator Teresa Nishi Marketing Program Assistant .5 FTE (Vacant) Rev 11.22.2017 AGENDA ITEM #1. a) CURRENT Recreation Director Maryjane Van Cleave Recreation Manager (Vacant) Program Coordinator Brandi Burke Rec Supervisor Shirley Anderson Program Coordinator Jen Spencer Program Coordinator Tom Puthoff Rec Assistant Tania Thomas Rec Assistant Elane Rosok Rec Supervisor Andy O'Brien Program Coordinator Donna Eken Rec Supervisor Debbie Little Program Coordinator Sean Claggett Program Coordinator (Vacant) Rec Assistant Ryan Delfin Rec Systems Tech Lisa McMartin Recreation Systems Technician (Vacant) Rev 11.22.2017 AGENDA ITEM #1. a) Proposed Recreation & Neighborhoods Director Maryjane Van Cleave Rec & Neighborhoods Manager Carrie Nass Neighborhood Coordinator Drey Hicks Rec Supervisor Debbie Little Program Coordinator Sean Claggett Program Coordinator Mary Adams Rec Assistant Ryan Delfin Rec Supervisor Shirley Anderson Program Coordinator Brandi Burke Program Coordinator Tom Puthoff Program Coordinator Donna Eken Rec Assistant Tania Thomas Rec Assistant Elane Rosok Rec Supervisor Andy O'Brien Community Relations & Events Coordinator Sonja Mejlaender Program Coordinator Jen Spencer Recreation Systems Technician Lisa McMartin Recreation Systems Technician (Vacant) Marketing Assistant .5 FTE (Vacant) Rev 11.22.2017 AGENDA ITEM #1. a) PROPOSED Parks & Trails Director Cailin Hunsaker Parks Manager Steve Brown Parks Maintenance Supervisor Dana Appel Lead Parks Maintenance Worker Bryce Goldman Parks Maintenance Workers (8) Parks Maintenance Supervisor Stefanie Coleman Lead Parks Maintenance Worker Travis Bates Parks Maintenance Workers (10) (includes 1 vacancy) Volunteer Program Coordinator Teresa Nishi Farmers Market Program Coordinator Carrie Olson Rev 11.22.2017 AGENDA ITEM #1. a) AB - 2012 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Approval of 2018 Excess Loss Agreement with Optum / Unimerica Insurance Co. RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Human Resources / Risk Management STAFF CONTACT: Ellen Bradley-Mak, Administrator EXT.: 7657 FISCAL IMPACT SUMMARY: Expenditure required: $420,000 Amount budgeted: $420,000 SUMMARY OF ACTION: The City of Renton provides medical coverage through a self-funded arrangement, which means that the City pays for claims out of the Renton Employee Healthcare Plan fund by utilizing a third-party administrator to process claims. To preserve the fiscal stability of the plan, it is necessary to carry excess loss insurance coverage to protect the City from the unforeseen cost of high-dollar claims. In 2017 the City used Symetra for this coverage. For 2018, Optum was the successful bidder. The premium for excess loss coverage for the City of Renton self-funded medical plan is renewing at a decrease of 5.1% to current rates. The individual deductible stop loss amount will continue to be $250,000, which provides coverage to the plan for high-dollar claims that exceed that amount. EXHIBITS: A. Stop Loss Market - Bids for 2018 B. Optum / Unimerica Proposal C. Optum / Unimerica Application STAFF RECOMMENDATION: Approve the 2018 Excess Loss insurance contract with Optum / Unimerica Insurance company, and authorize the Mayor and City Clerk to sign the insurance application. The executed plan document will be provided by Optum within 90 days of application receipt. AGENDA ITEM #2. a) EXCESS LOSS RATES Historical - Current -- Renewal -- Alternatives -- REV Rnwl -- Alternatives - 2014 2015 2016 2017 2018 2018 2018 2018 2018 2018 SUNLIFE SUNLIFE SUNLIFE SYMETRA Individual Stop Loss $200,000 $200,000 $225,000 $250,000 $250,000 $265,000 $275,000 $250,000 $265,000 $275,000 $250,000 $265,000 $275,000 $250,000 $265,000 $275,000 Employees 609 $30.90 $39.55 $35.23 $31.13 $34.46 $31.84 $30.11 $33.64 $31.09 $29.40 $29.85 $28.33 $27.75 $29.77 $27.57 $25.73 Dependent Units 374 $45.64 $58.42 $52.03 $47.93 $47.91 $45.09 $43.16 $46.78 $44.03 $42.13 $45.02 $42.71 $41.84 $54.94 $51.39 $48.21 Annual Premium $430,650 $551,220 $490,971 $442,608 $466,854 $435,051 $413,746 $455,790 $424,812 $403,935 $420,194 $398,718 $390,575 $464,130 $432,120 $404,401 Percentage Increase 28.0%28.0%-10.9%-9.9%5.5%-1.7%-6.5%3.0%-4.0%-8.7%-5.1%-9.9%-11.8%4.9%-2.4%-8.6% Contract Provisions:50% Rate Cap No Lasers 40% Rate Cap No Lasers Agreed to Cover Care Nav cost ($1.50 pepm) FINAL AGGREGATE FACTORS (@ 200%) Employees 609 $1,363.62 $1,521.87 $1,552.31 $1,363.62 $1,521.87 $1,552.31 Dependent Units 374 $1,944.14 $1,811.38 $1,847.62 $1,944.14 $1,811.38 $1,847.62 Maximum Paid Claims $17,353,577 $18,927,866 $20,315,875 $19,067,961 $18,690,635 $19,251,299 $19,636,400 $18,690,635 $19,251,299 $19,636,400 $18,305,225 $18,352,946 $18,371,947 $19,064,599 $19,145,206 $19,191,758 AGGREGATE PREMIUM (ANNUAL) 200% Aggregate $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 NOTES: 2011 Reform: Grandfathered plan; Cancelled $2 Mil Lifetime Max; Extended Elig to Dep CH to age 26 (no other restrictions) Moved to Optum at 1.8% increase from Sun, increased Specific Ded to $175,000 from $150k; saved about $72,000 (based on 2011 enroll)2012 Optum offered a revised renewal at -18.4%; Moved to Symetra at -28.3%. Retained $175,000 Specific Deductible level 2013 The split laser from Sun is as follows: if particular claimant doesn't have stem cell transplant or related expenses, no add'l Spec Ded applies; if transplant/related expenses are incurred, then separate $400k applies to all claims for this individual with lookback to 01/01/2013 2014 Received no bid offers from other preferred carriers with HMA due to expectation of large, ongoing claims; raised Spec to $200,000 from $175k 2015 SunLife offered renewal at +35%, received market alt from VOYA and reduced renewal with Sun to +28% 2016 SunLife offered renewal at +23.0%, received market alts and reduced to 0%; selected to increase Spec to $225,000 from $200k to renew at -10.9%. Eff. 7/2016 Fire Fighters left Renton plan taking 151 Employees 482 Members. 2017 Moved to Symetra and raised Spec to $250,000 (from $225,000) for -9.8% renewal versus SunLife's final at -4.1% * Experience Refunding - Refund of up to 25% of net profit (net profit calc. as 60% of Specific premium less Specific claims); applies if policy renews. R.L. Evans Company, Inc. 50% Rate Cap No Lasers Experience Refunding* FINAL 50% Rate Cap No Lasers Contingencies (2 claimants in review) CITY OF RENTON Stop Loss Renewal Worksheet: January 1, 2018 OPTUM (REVISED)SUN LIFE $2,504.82$2,374.60 $2,590.02 $2,779.95 $2,609.19 $2,511.35 $2,513.95 $2,608.73 $2,619.76 $2,626.13 AGENDA ITEM #2. a) PAMELA ARWOODProducer: UNIMERICA INSURANCE COMPANY Finalized Proposal PROPOSAL Effective Date: Underwriter: Sales Reps: Date: JANUARY 01, 2018 GINA BOYLE MATTHEW HAYWARD 11/15/2017 Employer:CITY OF RENTON WA SPECIFIC COVERAGE Specific Deductible Amount $250,000 $265,000 $275,000 Option 1 Option 2 Option 3 Specific Maximum Unlimited Unlimited Unlimited EMPLOYEE 235 $29.85 $28.33 $27.75 FAMILY 374 $74.87 $71.04 $69.59 Total Premium 609 $420,193.56 $398,718.12 $390,574.92 Commission 0%0%0% Benefits Covered MED/RX MED/RX MED/RX Specific Contract Basis 24/12 24/12 24/12 Annual Aggregate Deductible AGGREGATE COVERAGE $18,305,220 $18,352,944 $18,371,952 COMPOSITE 609 $2,504.82 $2,511.35 $2,513.95 Benefits Covered MED/RX MED/RX MED/RX Aggregate Contract Basis 24/12 24/12 24/12 Monthly Premium Per EE $1.00 $1.00 $1.00 Commission 0%0%0% CONDITIONS AND ASSUMPTIONS ~Experience Refund is included in the above specific rates. ~The above specific rates include a feature which will guarantee your Subsequent Policy Period beginning January 1, 2019 will not contain any new lasers. Additionally, the Specific Monthly Premium Rates and Aggregating Specific Deductible (if applicable) will not increase more than 50% over the rate and Aggregating Specific Deductible inforce (the “Rate Cap”). The Rate Cap will not apply if the Company determines there is a material change to the Policyholder’s Plan, the terms or conditions of the Excess Loss Insurance Policy, or the nature or composition of the group to whom the coverage is offered. ~Optum reserves the right to remove the Rate Cap option once the maximum Rate Cap has been applied for two consecutive Policy Periods. ~Other compensation or bonuses may be indirectly reflected in this quote. Contact your broker/agent if you have any questions relating to their compensation for this proposal. ~Current plan has been quoted. ~The Plan will have Network: HMA Preferred, and PHCS. Case Manager: Required. TPA: HMA, and EnvisionRx. ~This proposal assumes there is pre-notification and/or pre-certification of inpatient hospitalizations. If this is not the case, the above specific rates will be increased by 5.3% ~A minimum of 75 % of those employees eligible under the terms of the plan document will be covered by the stop loss policy. If final enrollment changes by more than 10 %, Optum reserves the right to revise this quote. ~Retirees ARE covered for medical benefits. ~Required: Employer's agent is licensed in the state where the employer is located. ~This document may contain Protected Health Information (PHI) and should only be shared with individuals designated to view such information per HIPAA regulations. ~This proposal includes, at no additional cost, the IRO Extended Liability Endorsement which provides a 12-month extension of coverage for any paid claim that is denied and subsequently overturned by an IRO upon appeal. ~Aggregate Liability Limit: $ 1,000,000 per Benefit Period. ~Minimum Annual Aggregate Deductible is the greater of 100 % of; 1) the Annual Aggregate Deductible; or 2) the first Monthly Aggregate Deductible times 12 months. ~Specific Accommodation Reimbursement is available at no additional cost. ~This proposal is based on data submitted, plus other information furnished relevant to underwriting the risk, including all claims or possible claims, paid, pending or denied pending additional information, or which the employer or its authorized representative should otherwise be aware of. Any inaccuracy in the data submitted or failure to disclose any such information can change the terms, conditions, rates or factors of this proposal or can void the proposal or coverage. Upon request, Optum will issue an application for coverage. ~Disclosure has been approved based on the underwriting data we received through October 31, 2017 . We require a signed application by December 6, 2017 in order to hold the terms of this proposal. If the application is not returned by the established deadline, updated underwriting data may be required. AGENDA ITEM #2. a) UMERAPP (01/12) UNIMERICA INSURANCE COMPANY A Stock Company Administrative Offices: 11000 Optum Circle, Eden Prairie, MN 55344 Phone: 1-800-454-0233 APPLICATION FOR EXCESS LOSS INSURANCE The undersigned Applicant requests the Excess Loss Insurance Benefits shown herein and provided by Unimerica Insurance Company, and agrees to be bound by the terms and provisions of the Excess Loss Insurance Policy. Full Legal Name of Applicant: City of Renton Address: 1055 South Grady Way, Renton, WA 98057 Key Contact: Wendy Rittereiser, HR Benefits Manager Telephone: 425-430-7659 Tax ID: 91-6001271 Applicant is a: Corporation Labor Union Partnership Association Proprietorship Other: __________ Nature of Business of the Group to be Insured: ________________ Requested Effective Date: January 1, 2018 Total number of eligible persons: Employees: 529 Retirees: 80 Are retirees covered: Yes No. Affiliates or Subsidiaries: Addresses of Affiliates or Subsidiaries: Full Name of Administrator: HMA Prescription Benefit Manager: EnvisionRx Address: Key Contact: 220 120th Ave. NE, Bellevue, WA 98005 1100 Investment Blvd., El Dorado Hills, CA 95762Christine Carroll 425-289-5241 Leticia Valego 916-941-3556 Agent or Broker: Douglas Evans, R.L. Evans Company 425-455-0501 _________________91-0849754________________________ Tax ID: ______________________________________________ Address: 3535 Factoria Blvd SE, Ste 120, Bellevue, WA 98005 SPECIFIC EXCESS LOSS INSURANCE Yes No Benefit Period: Covered Expenses Incurred from January 1, 2017 through December 31, 2018 and Paid from January 1, 2018 through December 31, 2018. Specific Deductible: per Covered Person: $ 250,000 Specific Percentage Reimbursable: 100% Maximum Specific Benefit per Covered Person: Unlimited Other Covered Expenses under Specific Excess Loss: Medical Stand Alone Prescription Drug Program Common Accident Provision: Yes No Description: Specific Premium Rates per month Employee $ 29.85 Family $ 74.87 Specific Accommodation Reimbursement Endorsement Yes No Specific Step-Down Deductible Endorsement Yes No Specific Terminal Liability Endorsement Yes No Aggregating Specific Deductible Endorsement Yes No Independent Review Organization Extended Liability Endorsement Yes No N/A AGENDA ITEM #2. a) UMERAPP (01/12) AGGREGATE EXCESS LOSS INSURANCE: YES NO Benefit Period: Covered Expenses Incurred from January 1, 2017 through December 31, 2018, and Paid from January 1, 2018 through December 31, 2018. Covered Expenses under Aggregate Excess Loss Coverage: Medical Dental Vision Stand Alone Prescription Drug Program Other (Please Specify) Aggregate Percentage Reimbursable: 100% Maximum Aggregate Benefit: $500,000 $1,000,000 Other Minimum Annual Aggregate Deductible: $ 18,305,220 or 100 % of the first Monthly Aggregate Deductible amount times 12, whichever is greater. Maximum Covered Expenses per Covered Person accumulating toward the Maximum Aggregate Benefit: $ 250,000 Aggregate Excess Loss Premium: $ 1.00 per Employee per month Aggregate Terminal Liability Endorsement: Yes No Aggregate Accommodation Endorsement: Yes No Independent Review Organization Extended Liability Endorsement Yes No Monthly Aggregate Factors: Covered Persons Medical Prescription Drugs Composite $ 2,504.82 included It is understood and agreed by the undersigned that: 1.The statements, declarations and representations made in this Application, any request for proposal, the underwriting information provided by or on behalf of the undersigned and the Plan Document are the undersigned’s representations; that any Policy is issued in reliance upon the truth of such statements, declarations, and representations; and that such statements, declarations, and representations will form a part of the Excess Loss Insurance Policy. Any inaccuracy in such information or failure to disclose any such information, including all claims or possible claims, paid or pending, or which the Employer should otherwise know about, if discovered later, can result in rejection of this Application, or can change the terms, conditions or premiums, or can void coverage. 2.As a condition precedent to the approval of this Application, the undersigned shall furnish to the Company a copy of the executed Plan Document within 90 days after the date of this application describing the benefits provided by the Plan, which shall be kept on file in the office of the Company. If the Company does not receive the Plan Document within 90 days, the Company may refund all premium and the Application shall have been null and void when signed. No Excess Loss Insurance will be effective nor reimbursement made unless a Plan Document is received and accepted by the Company. 3.The Company will evaluate the undersigned’s risk, as requested by this application, the underwriting data received and represented by the Plan and may require adjustments of rates, factors, and/or special limitations. 4.Any coverage resulting from this Application shall be subject to the terms and provisions of the Policy herein applied for. Coverage shall become effective on the date specified in this Application if all requirements of the Company, including the Plan Document and the underwriting requirements have been met and the required premiums paid. 5.The receipt by the Company of the first month’s premium and deposit of any check drawn in connection with this Application shall not constitute an acceptance of liability. In the event the Company does not approve this application, its sole obligation shall be to refund such sum to the undersigned. 6.The undersigned will provide or employ an Administrator to administer the Plan and to process and pay claims according to the Plan Document. The undersigned acknowledges that the Administrator is the undersigned’s agent and not the agent of the Company and that statements and answers given by the Administrator are binding on the undersigned. 7.Other: This Excess Loss Insurance Policy includes Experience Refund. The above Specific rates include a feature which will guarantee your Subsequent Policy Period beginning January 1, 2019 will not contain any Specific Deductible greater than the group's standard Specific Deductible for any covered person. Additionally, the Specific Monthly Premium Rates will not increase more than 50% over the rate inforce (the “Rate Cap”). The Rate Cap will not apply if the Company determines there is a material change to the Policyholder’s Plan, the terms or conditions of the Excess Loss Insurance Policy, or the nature or composition of the group to whom the coverage is offered.*Optum reserves the right to remove the Rate Cap option once the maximum Rate Cap has been applied for two consecutive Policy Periods. AGENDA ITEM #2. a) AGENDA ITEM #2. a) AB - 2037 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Request to Overfill the Public Works Department’s Water Utility GIS Engineer Position (Grade A32, Step C, 1.0 FTE) RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Utility Systems Division STAFF CONTACT: Abdoul Gafour, Water Utility Engineering Manager EXT.: 7210 FISCAL IMPACT SUMMARY: The estimated cost to overfill the Water Utility GIS Engineer (Grade A32, Step C) for up to two months (December 2017 and January 2018) is $24,328. Sufficient funds are available from the approved 2017 Water Operations budget to cover the $12,004 for December 2017 and it is anticipated that there will also be sufficient fund balance from other line items from the 2018 Operations budget to cover the remaining $12,324 for January 2018. SUMMARY OF ACTION: The Public Works Department’s Water Utility GIS Engineer will be retiring from the City on February 1, 2018. This is a highly skilled and specialized position which require specific training on the management of the design and construction of large scale and complex water capital improvement projects, long-range water system planning and other regulatory compliance programs to meet federal and state drinking water regulations. The incumbent has 27 years of experience with the City’s Water Utility and was responsible for managing the planning, design and construction management of many large water facilities and programs, including water treatment plants, reservoirs, pump stations, emergency generators, telemetry, Advanced Metering Infrastructure, water system comprehensive plans and the development of the water system hydraulic model and the Geographic Information System (GIS) database. The Department would like to overfill this position for up to two months with the new hire so that the incumbent can provide training and to share knowledge on the current and active capital projects and on the operation of the water system hydraulic model. EXHIBITS: A. Water Utility GIS Engineer Job Description STAFF RECOMMENDATION: Authorize the Public Work Department to overfill the Water Utility GIS Engineer position (Grade A32, Step C) for the months of December 2017 and January 2018 for training purposes. AGENDA ITEM #3. a) —Renton®CLASSTITLE:UTILITY/GISENGINEER(02425)FLSASTATUS:BARGAININGUNIT:PAYRANGE:ExemptAFSCMEa32JOBSUMMARY:Workiscompletedasanindividualcontributor.Perform(technical,analytical,production,operations,manualtasks,professional,clerical)dutiesintheareaofutilityengineering.Completetasksaccordingtoestablishedpoliciesandprocedures,workindependentlywithlimitedsupervision,andcontributethroughknowledge,skills,andgoodworkhabits.Planandconductcomplexandlargescaleengineeringstudiesandprojects;developandmaintainGeographicInformationSystems(GIS)geodatabasesfortheCity’sutilities,createcomplexhydraulicmodels,coordinateanddirectoutsideengineeringconsultantsandfirmsonassignedprojectsandstudies.SUPERVISION:ReportsTo:UtilityEngineeringManagerSupervises:NoneJOBDUTIES/RESPONSIBILITIES:EssentialFunctions:Planandconductlarge-scaleengineeringstudiesutilizingstafffromwithintheCityoroutsideconsultantsasnecessary;developscopeofworkforstatementofqualificationsandrequestforproposalsfromoutsideconsultants,developtimelines,specificationsandprojectobjectives;monitorprogressandprovideperiodicreportsregardingassignedprojects.•Organizeandcoordinatethedesignandconstructionofmajorwatersystemfacilitiesincludingreservoirs,pumpstations,productionwells,watertreatmentfacilities,emergencypowergenerators,SCADA/telemetrysystemandAutomatedMeteringInfrastructure.•Performinspectionsofwaterwells,pumpstations,reservoirsandotherwaterfacilities.•Evaluatefunctionalandoperationalconditionsofexistingwaterfacilitiesandrecommendnecessaryimprovements,replacement,prioritizationofcapitalprojectsandschedules.•CoordinateupgradesandimprovementstothewaterSCADAsystem,schedulerelevanttrainingforoperationsstaff,coordinatewithlocalSCADAintegrators,helptroubleshootSCADArelatedproblemsastheyarise.AGENDA ITEM #3. a) Utility/GISEngineer-ContinuedPage2•Developspecificationsandcostestimatesforbidsonmajorprojectsrequiringoutsideconsultingassistance;participateintheselectionofconsultants;negotiateandmonitorcontractsandservicesofoutsidefirmstoassurecompliancewithspecifications,timelinesandCityordinancesandpolicies;approvepaymentstocontractorsonmajorprojectsasappropriateandsubmittosuperiorsforfinalauthorization.•ProvideworkdirectionandguidancetootherengineeringpersonnelonCityprojectsasrequested;provideprojectleadershipasassignedonprojectsrequiringCitypersonnel;establishandmaintainprojectschedulesandactivities.•Providewrittenandverbalreportsasnecessaryonassignedprojectsandcontracts;presentreportstooutsidegroups,CityCouncil,commissionsorothersasrequested;maintainrecordsforassignedactivities.•MeetwithCitypersonnelasnecessaryoncapitalconstruction,transportation,utilityprojectsandstudiestoassureneedsarebeingmetbyproposeddesignsandspecifications;assurepropercommunicationatkeyintervalsbetweenconsultants,contractors,departmentheadsandothers.•ReviewcomplexarchitecturalandengineeringplansanddrawingsformajorconstructionprojectswithintheCitytoassurecompliancewithCityordinancesandpolicies;approveplansorindicatedeficiencieswithcorrectiveactionguidelines.•Makecomplexcalculationsinvolvingassignedengineeringspecialtyincludingutilities,construction,transportationandothers;reviewcalculationsanddesignsofotherstoassureconformancewithCityengineeringstandards.•Prepareandreviewdrawingsanddesignasnecessaryformajorprojectstoleadorassistintheoveralldesigneffort.•Prepareengineeringdrawingsinsupportoftechnicalmodelsforpermitreview,in-houseprojectsandprojectmanagement.•ProvideforandleadplanreviewsforoutsidecontractorsonmajorprojectsandstudiestoassurecomplianceofbuildingandotherconstructionwithCitycodes,ordinancesandpolicies.•MaintainandupdatehydraulicmodelsforCity’sutilities.Performhydraulic,qualityandenergy-useanalysesofthesystems.GatherinformationfromdiversesourcestocreateandmaintaincomplexhydraulicmodelsfortheCityutilities.Interprettheresultsofmodelanalysesbyapplyingprofessionalengineeringjudgment,knowledge,andunderstandingofthecapabilitiesandlimitationofthehydraulicmodels.•Interpretsresultsofhydraulicanalyses,developsandrecommendscapitalimprovementstotheCity’sutilitiestoimproveshort-termandlong-termdemandsofCity’sutilities.•Providesnecessaryinformationregardingtheavailabilityofwaterflowandpressuresforthepurposesoffightingfiresandspecifiedlocationsinthewaterdistributionsystem.AdvisestheWaterMaintenanceSectiononoptionstoaddresswaterqualityproblemsinthesystemandrecommendslocationsforwaterqualitymonitoringstations.AGENDA ITEM #3. a) Utility/GISEngineer-ContinuedPage3•Create,maintain,anddocumentschemafordatabasesandgeographicinformationsystems(GISgeodatabases)forpipedutilities.Coordinateswithothersections,divisionsanddepartmentswithintheCitytoensureschemadevelopedforbothpipedutilitiesandusedbypipedutilitiesarecompatiblewithenterprisewideinformationneeds.TestnewsoftwareapplicationsandprovidesdataretrievalandreportsforusebyvariousCitydepartments.•Remaincurrentwithrelevanttechnologicaladvancementsasitrelatestofield.•Maintainregular,reliable,andpunctualattendance,workeveningand/orweekendhoursasassigned,andtravelasrequired.StandardFunctions:•Inspectsitesasnecessary.•Performrelateddutiesasassigned.•Maybeassignedtosupportcriticalcityprioritiesduringdisastersorotheremergencies.EDUCATION,EXPERIENCE,ANDLICENSEREQUIREMENTS:•Bachelor’sdegreeinCivil,MechanicalorElectricalEngineeringorrelatedfield.•4yearsofwatersystemsengineeringexperience.•CurrentProfessionalEngineerlicenserequired.•ClassesandworkexperiencerelatedtoGIS,computermappingandhydraulicmodeling.Validdriver’slicense.•Successfulpassingofarequiredbackgroundcheck.KNOWLEDGE,SKILLS,ANDABILITIESREQUIREMENTS:•Oralcommunicationandpresentationskills.•Writtencommunicationskills,ensuringcorrectgrammar,spelling,punctuationandvocabulary.•Technicalwritingskills.•Interpersonalskillsusingtact,patience,andcourtesy.•Effective,professional,andpositiveinteractionswithdifficultindividuals.•Understandandfollowdirectiongiven.•Meetschedulesanddeadlines.•Accurateadvancedengineeringmathematicalskills.•Recordkeepinganddataentryskills.•Reportpreparationanddistributionskills.•Researchandanalyticalskills.•Problem-solvingskills.•Decision-makingandconflict-resolutionskills.•Detail-orientedandorganizationskills.•Abilityto:aPerformdifficultandcomplexengineeringmathematicalcomputations.AGENDA ITEM #3. a) Utility/GISEngineer-ContinuedPage4oUsevariousmodelingsoftware(i.e.MWHSoftHZOnetandInfoWaterhydraulicmodelingsoftware).oUse,manipulateandformatcomplexqueries.oDesignrelationaldatabasessystemschemasandimplementwithvarioussoftware.oConnecttovariouscompliantdatabases(i.e.OpenDatabaseConnectivity(ODBC).0oPrepareandobtainstateandfederalpermitsrequiredforCapitalImprovementProgramprojectsassociatedwithfieldofspecialty.oPlan,organizeandleadcomplexprojectsinvolvingothertechnicalpersonnel.oInterpret,applyandexplaincodes,rules,regulations,policiesandprocedures.oWorkindependently.Knowledgeof:oAdvancedprinciples,practices,methodsandtechniquesofcivilengineering.oTechnicalspecialtywithinengineeringdisciplineappropriatetoassignment.oModernengineeringmethodsasappliedtothedesign,projectmanagementandconstructionofpublicworks,publicutilities,transportationandgeneralconstruction.oApplicablelaws,codes,regulations,policiesandprocedures.oSEPAand/orNEPAenvironmentalreviewrequirementsassociatedwithfieldofspecialty.oArcGlS,AutoCAD,andlnfoWatersoftware.WORKENVIRONMENT/PHYSICALDEMANDS:Thefollowingrepresentthephysicaldemandsthatmustbemettosuccessfullyperformtheessentialfunctionsofthisjob:•95%ofworkisperformedinatypicalofficeenvironmentandtheremaining5%isperformedoutdoorsinallweatherconditions,andinvolvesmovingthroughoutthefacilityandcommunity.•Drivingandfieldworkrequired.•Constantlyoperateacomputerandotherofficeequipment.•FrequentcommunicationwithCityemployeesandcustomers.•Noiseleveloutinthefieldismoderatelyloudandnoiselevelintheofficeismoderatelyquiet.Approvedreasonableaccommodationrequestswillbemadetoenableindividualswithdisabilitiestoperformtheessentialfunctionsofthejob.EstablishedDate:January2005RevisedDate:November2017PreviousTitle:Utility/GISEngineerAGENDA ITEM #3. a) Utility/GISEngineer-ContinuedPage5AGENDA ITEM #3. a) AB - 2045 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Reclassification of Administrative Secretary I to Planning Technician RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Community & Economic Development STAFF CONTACT: Vanessa Dolbee, Current Planning Manager EXT.: 7314 FISCAL IMPACT SUMMARY: There is a difference of $8,600 from an a09 (Administrative Secretary I) to a15 (Planning Technician) position. The difference will be absorbed using salary savings from current vacant positions for 2018 only. After which, the position will be rolled into the 2019/2020 budget accordingly. SUMMARY OF ACTION: In April of this year, CED implemented electronic plan review. As a result of these process changes, many of the Administrative Secretary tasks have been eliminated from this position in the Planning Division. For example, filing, printing, collating reports, and mailings are no longer necessary as these tasks have been replaced with updating the permit system, updating the City webpage, and working with Laserfiche. As CED progresses to electronic permit submittal, it is anticipated that that Administrative Secretary tasks associated with this position will further diminish. This increase in responsibilities are correctly related and listed under the Planning Technician job description instead of the Administrative Secretary I job description. EXHIBITS: A. Issue Paper B. Job Description STAFF RECOMMENDATION: Staff recommends a reclassification of the Planning Administrative Secretary I position to a Planning Technician position. AGENDA ITEM #4. a) DEPARTMENT OF COMMUNITY & ECONOMIC DEVELOPMENT M E M O R A N D U M DATE:November 17, 2017 TO:Armondo Pavone, Council President Members of Renton City Council VIA:Denis Law, Mayor FROM:Chip Vincent, CED Administrator (x6588) STAFF CONTACT:Vanessa Dolbee, Current Planning Manager (x7314) SUBJECT:Reclassification of the Administrative Secretary I to Planning Technician ISSUE: Should the Planning Administrative Secretary I position be reclassified to a Planning Technician position? RECOMMENDATION: Staff recommends a reclassification the Planning Administrative Secretary I position to a Planning Technician position. BACKGROUND SUMMARY: In April of this year, CED implemented electronic plan review. As a result of these process changes, many of the Administrative Secretary tasks have been eliminated from this position in the Planning Division. For example, filing, printing, collating reports, and mailings are no longer necessary as these tasks have been replaced with updating the permit system, updating the City webpage, and working with Laserfiche. As CED progresses to electronic permit submittal, it is anticipated that that Administrative Secretary tasks associated with this position will further diminish. This increase in responsibilities are correctly related and listed under the Planning Technician job description instead of the Administrative Secretary I job description. The increasing complexity of the work in this position is exemplified by the fact that our department has not been successful at recruiting and retaining a staff member to fill this position. Staff anticipates that matching the job duties with the correct job description will result in finding the appropriately skilled staff member to fill this vital role in Current Planning. AGENDA ITEM #4. a) Armondo Pavone, Council President Page 2 of 2 November 17, 2017 CONCLUSION: Because the Planning Administrative Secretary I position currently performs many of the job duties listed on the Planning Technician job description and the evolution of the tasks assigned to this staff member as a result of the implementation of electronic plan review, staff recommends the reclassification of the Administrative Secretary I to Planning Technician. AGENDA ITEM #4. a) CLASS TITLE:PLANNING TECHNICIAN (05122) FLSA STATUS:BARGAINING UNIT:PAY RANGE: Non-Exempt AFSCME a15 JOB SUMMARY: Provide technical support and assistance in research, land use analysis, problem solving, data collections, report writing, graphic presentations and technical support for the online permitting and planning system. Complete tasks according to established policies and procedures, work independently with limited supervision, and contribute through knowledge, skills, and good work habits. SUPERVISION: Reports To: Property & Technical Services Manager or Current Planning Manager Supervises: None JOB DUTIES/RESPONSIBILITIES: Essential Functions: Edit and proofread correspondence, documents and staff reports for proper grammar and formatting standards. Maintain the City's planning records in the City's document management system. Create and maintain the electronic applications processed in the online permitting/planning system, train staff, provide access rights, create and update procedural documentation, and problem-solve issues. Develop test plans, create test data, and conduct testing process for system upgrades. Prepare, maintain, analyze, and distribute a variety of paper and electronic forms, documents, and reports. Develop new data files. Generate maps for public notices and updating various websites. Prepare graphic displays, maps, and photographs. Ensure records of permitting activities, customer comments and statistical data are maintained electronically and are easily and reliably retrievable. Maintain and enhance department Internet/Intranet web pages. Process, track, and release performance surety devices and bonds. Document existing business process flows and recommend changes or enhancements that utilize the online permitting/planning system to create efficiencies. Prepare memorandums and brief reports on data, departmental software, and/or business procedural issues. AGENDA ITEM #4. a) Planning Technician - Continued Page 2 Assist in the preparation of presentations to interdepartmental staff, commissions, agencies, and council. Provide staff support and assistance at public hearings and meetings. Prepare agendas, publications, correspondence and other materials as appropriate according to decisions, department policies and local and state regulations. Remain current with relevant technological advancements as it relates to field. Maintain regular, reliable, and punctual attendance, work evenings and/or weekend hours as assigned. Standard Functions: Respond to public and interdepartmental inquiries. Analyze, track and report on land use applications. Perform records research and record maintenance activities. Prepare data in response to customer and citizen inquiries. Perform research, data development, and maintenance tasks using the department’s databases. May be required to attend night meetings and travel as required. Perform other duties as assigned. May be assigned to support critical city priorities during disasters or other emergencies. EDUCATION, EXPERIENCE, AND LICENSE REQUIREMENTS: Associates degree in urban or regional planning, architecture, geography, or related field. 2 years’ experience configuring, maintaining, and supporting a permit tracking, plan review, and/or related software system. Or 4 years relevant education and experience. Project coordination experience of an online software system, including design, implementation, and maintenance. Experience using graphic software and database application software. Municipal planning and/or permitting experience preferred. SharePoint, Visio, and/or SQL experience preferred. Valid drivers’ license. Successful passing of a required background check. KNOWLEDGE, SKILLS, AND ABILITIES REQUIREMENTS: Oral communication and presentation skills. Written communication skills, ensuring correct grammar, spelling, punctuation and vocabulary. Technical writing skills. Interpersonal skills using tact, patience, and courtesy. Effective, professional, and positive interactions with difficult individuals. AGENDA ITEM #4. a) Planning Technician - Continued Page 3 Understand and follow direction given. Meet schedules and deadlines. Accurate mathematical and statistical skills. Recordkeeping and data entry skills. Report preparation and distribution skills. Research and analytical skills. Decision-making and conflict-resolution skills. Detail-oriented and organization skills. Ability to: o Work independently. o Remain flexible. o Generate complex reports. Knowledge of: o Comprehensive municipal planning and zoning regulations. o Applicable laws, codes, regulations, policies, and procedures. o Microsoft Word, Excel, and Outlook. WORK ENVIRONMENT/PHYSICAL DEMANDS: The following represent the physical demands that must be met to successfully perform the essential functions of this job: Work is performed in a typical office environment and involves moving throughout the facility and community. Driving as required. Constantly operate a computer and other office equipment. Frequently communicate with City employees and customers. Lift or move items weighing up to 35 pounds on occasion. Noise level in the office is moderately quiet. Occasional night meetings as required. Approved reasonable accommodation requests will be made to enable individuals with disabilities to perform the essential functions of the job. Established Date: January 2000 Revised: January 2006 (Planning Technician II); April 2014 (Planning Technician…eliminated the series); November 2017 Original Title: Planning Technician II AGENDA ITEM #4. a) AB - 2038 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Wage and benefits change for temporary and seasonal employees RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Human Resources / Risk Management STAFF CONTACT: Ellen Bradley-Mak, Administrator EXT.: 7657 FISCAL IMPACT SUMMARY: The cost of providing the state mandated sick leave compensation is dependent upon the extent to which temporary and seasonal employees use accrued sick leave. If all seasonal and temporary employees fully utilize the new state mandated sick leave compensation, the value of sick leave compensation would be equal to approximately 2.5% of their total compensation (1/40th). Those costs will be offset by the elimination of general leave, which provides roughly an equivalent amount of paid leave to longer term temporary and seasonal employees. Currently, temporary and seasonal employees that work less than 1600 hours over two years for the City do not accrue any form of paid leave. SUMMARY OF ACTION: With the passage of state Initiative 1433, all employees in the State of Washington are eligible to accrue one sick leave hour for every 40 hours worked, starting January 1, 2018. Although regular employees already receive a sick leave bank that exceeds this standard, this health benefit will be new for the city's temporary and seasonal employees. Written policies will be administratively adopted to address notice requirements, leave increment use, and tracking in compliance with the final regulations. Additionally, in 2018 the City will discontinue the policy allowing general leave benefit accrual for temporary employees, however, current employees with a general leave balance or who earned general leave for hours worked in 2016 or 2017, will be able to use their available balances until December 31, 2018. All temporary employees and their supervisors will be notified in writing of the change in leave policy and the new sick leave benefit. Council approval of the change in monetary benefits is required. EXHIBITS: A. Initiative 1433 B. Resolution STAFF RECOMMENDATION: AGENDA ITEM #5. a) Adopt the attached resolution recommended by staff to authorize the replacement of “general leave” for temporary and seasonal employees with sick leave compensation that complies with state Initiative 1433. AGENDA ITEM #5. a) 1 AN ACT Relating to fair labor standards; amending RCW 49.46.005, 49.46.020, 49.46.090, 49.46.100, and 49.46.120; adding new sections to chapter 49.46 RCW; prescribing penalties; and providing an effective date. BE IT ENACTED BY THE PEOPLE OF THE STATE OF WASHINGTON: NEW SECTION. Sec. 1. It is the intent of the people to establish fair labor standards and protect the rights of workers by increasing the hourly minimum wage to $11.00 (2017), $11.50 (2018), $12.00 (2019) and $13.50 (2020), and requiring employers to provide employees with paid sick leave to care for the health of themselves and their families. Sec. 2. RCW 49.46.005 and 1961 ex.s. c 18 s 1 are each amended to read as follows: (1) Whereas the establishment of a minimum wage for employees is a subject of vital and imminent concern to the people of this state and requires appropriate action by the legislature to establish minimum standards of employment within the state of Washington, therefore the legislature declares that in its considered judgment the health, safety and the general welfare of the citizens of this state require the enactment of this measure, and exercising its police power, the legislature endeavors by this chapter to establish a minimum wage for employees of this state to encourage employment opportunities within the state. The provisions of this chapter are enacted in the exercise of the police power of the state for the purpose of protecting the immediate and future health, safety and welfare of the people of this state. (2) Since the enactment of Washington's original minimum wage act, the legislature and the people have repeatedly amended this chapter to establish and enforce modern fair labor standards, including periodically updating the minimum wage and establishing the forty-hour workweek and the right to overtime pay. Initiative Measure No. 1433 filed January 22, 2016 AGENDA ITEM #5. a) 2 (3) The people hereby amend this chapter to conform to modern fair labor standards by establishing a fair minimum wage and the right to paid sick leave to protect public health and allow workers to care for the health of themselves and their families. PART I ESTABLISHING FAIR LABOR STANDARDS BY INCREASING THE MINIMUM HOURLY WAGE TO $11.00 (2017), $11.50 (2018), $12.00 (2019) AND $13.50 (2020) Sec. 3. RCW 49.46.020 and 1999 c 1 s 1 are each amended to read as follows: (1) ((Until January 1, 1999, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than four dollars and ninety cents per hour. (2) Beginning January 1, 1999, and until January 1, 2000, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than five dollars and seventy cents per hour. (3) Beginning January 1, 2000, and until January 1, 2001, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than six dollars and fifty cents per hour. (4))) (a) Beginning January 1, 2017, and until January 1, 2018, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than eleven dollars per hour. (b) Beginning January 1, 2018, and until January 1, 2019, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than eleven dollars and fifty cents per hour. (c) Beginning January 1, 2019, and until January 1, 2020, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than twelve dollars per hour. AGENDA ITEM #5. a) 3 (d) Beginning January 1, 2020, and until January 1, 2021, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than thirteen dollars and fifty cents per hour. (2)(a) Beginning on January 1, ((2001)) 2021, and each following January 1st as set forth under (b) of this subsection, every employer shall pay to each of his or her employees who has reached the age of eighteen years wages at a rate of not less than the amount established under (b) of this subsection. (b) On September 30, ((2000)) 2020, and on each following September 30th, the department of labor and industries shall calculate an adjusted minimum wage rate to maintain employee purchasing power by increasing the current year's minimum wage rate by the rate of inflation. The adjusted minimum wage rate shall be calculated to the nearest cent using the consumer price index for urban wage earners and clerical workers, CPI-W, or a successor index, for the twelve months prior to each September 1st as calculated by the United States department of labor. Each adjusted minimum wage rate calculated under this subsection (((4))) (2)(b) takes effect on the following January 1st. (((5))) (3) An employer must pay to its employees: (a) All tips and gratuities; and (b) all service charges as defined under RCW 49.46.160 except those that, pursuant to RCW 49.46.160, are itemized as not being payable to the employee or employees servicing the customer. Tips and service charges paid to an employee are in addition to, and may not count towards, the employee's hourly minimum wage. (4) Beginning January 1, 2018, every employer must provide to each of its employees paid sick leave as provided in Part II of this act. (5) The director shall by regulation establish the minimum wage for employees under the age of eighteen years. PART II ESTABLISHING FAIR LABOR STANDARDS BY REQUIRING EMPLOYERS TO AGENDA ITEM #5. a) 4 PROVIDE PAID SICK LEAVE TO EMPLOYEES NEW SECTION. Sec. 4. The demands of the workplace and of families need to be balanced to promote public health, family stability, and economic security. It is in the public interest to provide reasonable paid sick leave for employees to care for the health of themselves and their families. Such paid sick leave shall be provided at the greater of the newly increased minimum wage or the employee's regular and normal wage. NEW SECTION. Sec. 5. (1) Beginning January 1, 2018, every employer shall provide each of its employees paid sick leave as follows: (a) An employee shall accrue at least one hour of paid sick leave for every forty hours worked as an employee. An employer may provide paid sick leave in advance of accrual provided that such front-loading meets or exceeds the requirements of this section for accrual, use, and carryover of paid sick leave. (b) An employee is authorized to use paid sick leave for the following reasons: (i) An absence resulting from an employee's mental or physical illness, injury, or health condition; to accommodate the employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical care; (ii) To allow the employee to provide care for a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or care for a family member who needs preventive medical care; and (iii) When the employee's place of business has been closed by order of a public official for any health-related reason, or when an employee's child's school or place of care has been closed for such a reason. AGENDA ITEM #5. a) 5 (c) An employee is authorized to use paid sick leave for absences that qualify for leave under the domestic violence leave act, chapter 49.76 RCW. (d) An employee is entitled to use accrued paid sick leave beginning on the ninetieth calendar day after the commencement of his or her employment. (e) Employers are not prevented from providing more generous paid sick leave policies or permitting use of paid sick leave for additional purposes. (f) An employer may require employees to give reasonable notice of an absence from work, so long as such notice does not interfere with an employee's lawful use of paid sick leave. (g) For absences exceeding three days, an employer may require verification that an employee's use of paid sick leave is for an authorized purpose. If an employer requires verification, verification must be provided to the employer within a reasonable time period during or after the leave. An employer's requirements for verification may not result in an unreasonable burden or expense on the employee and may not exceed privacy or verification requirements otherwise established by law. (h) An employer may not require, as a condition of an employee taking paid sick leave, that the employee search for or find a replacement worker to cover the hours during which the employee is on paid sick leave. (i) For each hour of paid sick leave used, an employee shall be paid the greater of the minimum hourly wage rate established in this chapter or his or her normal hourly compensation. The employer is responsible for providing regular notification to employees about the amount of paid sick leave available to the employee. (j) Unused paid sick leave carries over to the following year, except that an employer is not required to allow an employee to carry over paid sick leave in excess of forty hours. (k) This section does not require an employer to provide financial or other reimbursement for accrued and unused paid sick AGENDA ITEM #5. a) 6 leave to any employee upon the employee's termination, resignation, retirement, or other separation from employment. When there is a separation from employment and the employee is rehired within twelve months of separation by the same employer, whether at the same or a different business location of the employer, previously accrued unused paid sick leave shall be reinstated and the previous period of employment shall be counted for purposes of determining the employee's eligibility to use paid sick leave under subsection (1)(d) of this section. (2) For purposes of this section, "family member" means any of the following: (a) A child, including a biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status; (b) A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child; (c) A spouse; (d) A registered domestic partner; (e) A grandparent; (f) A grandchild; or (g) A sibling. (3) An employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in discipline against the employee. (4) An employer may not discriminate or retaliate against an employee for his or her exercise of any rights under this chapter including the use of paid sick leave. PART III MISCELLANEOUS AGENDA ITEM #5. a) 7 NEW SECTION. Sec. 6. (1) Beginning January 1, 2017, all existing rights and remedies available under state or local law for enforcement of the minimum wage shall be applicable to enforce all of the rights established under this act. (2) The state shall pay individual providers, as defined in RCW 74.39A.240, in accordance with the minimum wage, overtime, and paid sick leave requirements of this chapter. Sec. 7. RCW 49.46.090 and 2010 c 8 s 12043 are each amended to read as follows: (1) Any employer who pays any employee less than ((wages)) the amounts to which such employee is entitled under or by virtue of this chapter, shall be liable to such employee affected for the full amount ((of such wage rate)) due to such employee under this chapter, less any amount actually paid to such employee by the employer, and for costs and such reasonable attorney's fees as may be allowed by the court. Any agreement between such employee and the employer ((to work for)) allowing the employee to receive less than ((such wage rate)) what is due under this chapter shall be no defense to such action. (2) At the written request of any employee paid less than the ((wages)) amounts to which he or she is entitled under or by virtue of this chapter, the director may take an assignment under this chapter or as provided in RCW 49.48.040 of such ((wage)) claim in trust for the assigning employee and may bring any legal action necessary to collect such claim, and the employer shall be required to pay the costs and such reasonable attorney's fees as may be allowed by the court. Sec. 8. RCW 49.46.100 and 2010 c 8 s 12044 are each amended to read as follows: (1) Any employer who hinders or delays the director or his or her authorized representatives in the performance of his or her duties in the enforcement of this chapter, or refuses to admit the AGENDA ITEM #5. a) 8 director or his or her authorized representatives to any place of employment, or fails to make, keep, and preserve any records as required under the provisions of this chapter, or falsifies any such record, or refuses to make any record accessible to the director or his or her authorized representatives upon demand, or refuses to furnish a sworn statement of such record or any other information required for the proper enforcement of this chapter to the director or his or her authorized representatives upon demand, or pays or agrees to pay ((wages at a rate less than the rate applicable)) an employee less than the employee is entitled to under this chapter, or otherwise violates any provision of this chapter or of any regulation issued under this chapter shall be deemed in violation of this chapter and shall, upon conviction therefor, be guilty of a gross misdemeanor. (2) Any employer who discharges or in any other manner discriminates against any employee because such employee has made any complaint to his or her employer, to the director, or his or her authorized representatives that he or she has not been paid wages in accordance with the provisions of this chapter, or that the employer has violated any provision of this chapter, or because such employee has caused to be instituted or is about to cause to be instituted any proceeding under or related to this chapter, or because such employee has testified or is about to testify in any such proceeding shall be deemed in violation of this chapter and shall, upon conviction therefor, be guilty of a gross misdemeanor. Sec. 9. RCW 49.46.120 and 1961 ex.s. c 18 s 4 are each amended to read as follows: This chapter establishes ((a)) minimum standards for wages, paid sick leave, and working conditions of all employees in this state, unless exempted herefrom, and is in addition to and supplementary to any other federal, state, or local law or ordinance, or any rule or regulation issued thereunder. Any standards relating to wages, hours, paid sick leave, or other working conditions established by AGENDA ITEM #5. a) 9 any applicable federal, state, or local law or ordinance, or any rule or regulation issued thereunder, which are more favorable to employees than the minimum standards applicable under this chapter, or any rule or regulation issued hereunder, shall not be affected by this chapter and such other laws, or rules or regulations, shall be in full force and effect and may be enforced as provided by law. NEW SECTION. Sec. 10. The state department of labor and industries must adopt and implement rules to carry out and enforce this act, including but not limited to procedures for notification to employees and reporting regarding sick leave, and protecting employees from retaliation for the lawful use of sick leave and exercising other rights under this chapter. The department's rules for enforcement of rights under this act shall be at least equal to enforcement of the minimum wage. NEW SECTION. Sec. 11. The provisions of this act are to be liberally construed to effectuate the intent, policies, and purposes of this act. Nothing in the act precludes local jurisdictions from enacting additional local fair labor standards that are more favorable to employees, including but not limited to more generous minimum wage or paid sick leave requirements. NEW SECTION. Sec. 12. This act shall be codified in chapter 49.46 RCW and is subject to RCW 49.46.040 (Investigation, etc.) and RCW 49.46.070 (Recordkeeping). NEW SECTION. Sec. 13. If any provision of this act or its application to any person or circumstance is held invalid, the remainder of the act or the application of the provision to other persons or circumstances is not affected. NEW SECTION. Sec. 14. This act takes effect on January 1, 2017. AGENDA ITEM #5. a) 10 --- END --- AGENDA ITEM #5. a) 1 CITY OF RENTON, WASHINGTON RESOLUTION NO. _______ A RESOLUTION OF THE CITY OF RENTON, WASHINGTON, AUTHORIZING THE REPLACEMENT OF GENERAL LEAVE FOR TEMPORARY AND SEASONAL EMPLOYEES WITH PAID SICK LEAVE TO COMPLY WITH WASHINGTON STATE INITIATIVE 1433. WHEREAS, RCW 35A.11.020 vests the City Council with authority to fix the compensation and working conditions of City employees; and WHEREAS, Renton Municipal Code Section 3-6-3 requires the Human Resources and Risk Management Administrator to develop and implement personnel policies that manage risks and comply with applicable laws, but that authority does not extend to authorize changes in monetary benefits provided to City employees; and WHEREAS, the Human Resources and Risk Management Administrator is in the process of updating and amending the City’s administrative Policy No. 330-11 (Types of Employment, Pay, Benefits & Retirement) to bring it up to date; and WHEREAS, Policy No. 330-11 provides “general leave” to temporary and seasonal employees (currently referred to in the policy as “hourly/non-regular employees”) who have worked a total of 1,600 hours or more in the last two continuous calendar years as follows: 800 but less than 1200 hours/ year= 20 hours general leave; 1200 or more hours/ year= 40 hours general leave; and WHEREAS, State of Washington voters passed Initiative 1433 on November 8, 2016. That initiative, codified at RCW 49.46.210, requires that beginning January 1, 2018, every employer provide each of its employees at least one hour of paid sick leave for every forty hours worked as an employee; and AGENDA ITEM #5. a) RESOLUTION NO. _______ 2 WHEREAS, the City already provides regular, full-time employees with sick leave accrual amounts that satisfy the sick leave requirements of Initiative 1433, but the law requires additional sick leave benefits to be provided to temporary and seasonal employees; and WHEREAS, in order to comply with Initiative 1433 while minimizing impacts on the City departments that employ temporary and seasonal employees, the Human Resources and Risk Management Administrator recommends prospectively discontinuing “general leave” that is currently provided to temporary and seasonal employees and replacing “general leave” with paid sick leave that meets the requirements of RCW 49.46.210; and WHEREAS, the Human Resources and Risk Management Administrator further recommends allowing employees who have already accrued general leave to stop accruing such leave as of January 1, 2018, but be allowed to use the previously accrued general leave so long as such leave is used by December 31, 2018; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DO RESOLVE AS FOLLOWS: SECTION I.The City Council authorizes the Human Resources and Risk Management Administrator to update the City’s administrative personnel policies as recommended in the recitals above. PASSED BY THE CITY COUNCIL this ______ day of _______________________, 2017. ______________________________ Jason A. Seth, City Clerk AGENDA ITEM #5. a) RESOLUTION NO. _______ 3 APPROVED BY THE MAYOR this ______ day of _______________________, 2017. ______________________________ Denis Law, Mayor Approved as to form: ______________________________ Shane Moloney, City Attorney RES:1755:11/22/17:scr AGENDA ITEM #5. a) AB - 2039 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: 2018 City of Renton Index of Positions and Pay Ranges RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Administrative Services Department STAFF CONTACT: Jan Hawn, Administrative Services Administrator EXT.: 6858 FISCAL IMPACT SUMMARY: N/A SUMMARY OF ACTION: On November 21, 2016 the City Council adopted the 2017-2018 Biennial Budget with Ordinance 5824. Included in the 2017/2018 biennial budget document is the City’s 2017 Index of Positions and Pay Ranges (Index). Since the adoption of the 2017/2018 biennial budget, the council has approved several position reclassifications and new positions which effect the Index. All position changes have already been approved and adopted by the Council. However, since the Index was originally adopted via ordinance, any updates made to the Index requires an new ordinance. Since the position changes have been approved, the final step is to adopt an updated Index reflecting all of the changes made throughout 2017, in addition to the 2018 city-wide COLA increases. EXHIBITS: A. 2018 Renton Salary Index B. Ordinance STAFF RECOMMENDATION: Adopt the ordinance updating the 2018 Adopted Budget Index of Positions and Pay Ranges. AGENDA ITEM #6. a) CITY OF RENTON 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Accounting Assistant I Accounting Assistant II Accounting Assistant III Accounting Assistant IV Accounting Supervisor Administrative Assistant Administrative Secretary I Administrative Services Administrator Airport Maintenance Worker Airport Manager Animal Control Officer Application Support Manager Assistant Airport Manager Assistant City Attorney Assistant Golf Professional Benefits Manager Building Inspector/Combination Building Inspector/Electrical Building Official Building Plan Reviewer Business Systems Analyst Capital Project Coordinator Chief Administrative Officer Chief Prosecuting Attorney City Attorney City Clerk City Council Liaison City Council Members Civil Engineer I Civil Engineer II Civil Engineer III Code Compliance Inspector CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 1 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Communications Specialist I Communications Specialist II Community & Economic Development Administrator Community Development Project Manager Community Relation & Events Coordinator Community Services Administrator Construction Inspector Construction Inspector Supervisor Court Services Director Court Services Supervisor Crime Analyst Current Planning Manager Custodial Maintenance Supervisor Custodian Database Technician Deputy City Clerk Deputy Fire Chief Deputy Public Affairs Administrator Deputy PW Administrator - Transportation Development Engineering Manager Development Services Director Development Services Representative Domestic Violence Victim Advocate Economic Development Director Economic Development Specialist Economic Development Specialist, Senior Electrical Technician Electronic Home Detention Coordinator Emergency Management Coordinator Emergency Management Director Energy Plans Reviewer/Permit Representative Engineering Specialist I Engineering Specialist II CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 2 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Engineering Specialist III Evidence Technician Executive Secretary Facilities Coordinator Facilities Director Facilities Manager Facilities Supervisor Facilities Technician I Facilities Technician II Farmers Market Coordinator Finance Analyst I Finance Analyst II Finance Analyst III Financial Services Manager Fire and Emergency Services Administrator Fire Battalion Chief/Safety Officer Fire Captain Fire Code Inspector Trainee Fire District Liaison Fire Inspector I Fire Inspector II Fire Inspector III Fire Lieutenant Fire Marshal Fire Plan Reviewer/Inspector I Fire Plan Reviewer/Inspector II Fire Plan Reviewer/Inspector III Firefighter Fiscal Services Director Fleet Management Technician Fleet Manager GIS Analyst I GIS Analyst II CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 3 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. GIS Coordinator Golf Course Maintenance Worker I Golf Course Maintenance Worker II Golf Course Maintenance Worker III Golf Course Operations Assistant Golf Course Supervisor Golf Professional Grounds Equipment Mechanic Housing Repair Coordinator Housing Repair Technician Human Resources Analyst Human Resources and Risk Management Administrator Human Resources Assistant Human Resources Manager Human Services Coordinator Human Services Manager HVAC Systems Technician Information Technology Director Judicial Specialist Judicial Specialist/Trainer Lead Building Inspector Lead Code Compliance Inspector Lead Construction Inspector Lead Custodian Lead Fire Inspector Lead Golf Course Maintenance Worker Lead Judicial Specialist Lead Maintenance Custodian Lead Maintenance Services Worker Lead Office Assistant Lead Park Maintenance Worker Lead Payroll Analyst Lead Vehicle & Equipment Mechanic CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 4 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Lead Water Utility Pump Station Mechanic Legal Assistant Lift Station Technician Long Range Planning Manager Maintenance Buyer Maintenance Custodian Maintenance Services Director Maintenance Services Worker I Maintenance Services Worker II Maintenance Services Worker III Mapping Coordinator Mayor Mechanic's Assistant Multimedia/Records Specialist Municipal Court Judge Museum Manager Neighborhood Program Assistant Neighborhood Program Supervisor Neighborhoods, Resources, and Events Manager Network Systems Manager Network Systems Specialist Office Assistant I Office Assistant II Office Assistant III Open Space Coordinator Paralegal Parking Enforcement Officer Parks and Golf Course Director Parks Maintenance Manager Parks Maintenance Supervisor Parks Maintenance Worker I Parks Maintenance Worker II Parks Maintenance Worker III CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 5 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Parks Planning and Natural Resources Director Pavement Management Technician Payroll Analyst Permit Technician Plan Reviewer Planner, Assistant Planner, Associate Planner, Senior Planning Director Planning Technician Police Chief Police Commander Police Community Program Coordinator Police Deputy Chief Police Officer Police Secretary Police Sergeant Police Service Specialist Police Service Specialist Lead Police Service Specialist Supervisor Principal Civil Engineer-Transportation Systems Division Principal Financial & Administrative Analyst Print & Mail Operator Print & Mail Supervisor Pro Shop Assistant Probation Clerk Probation Officer Program Development Coordinator I Program Development Coordinator II Program Specialist Program Specialist, Senior Property Services Agent Property Services Specialist CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 6 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Prosecuting Attorney Public Works Administrator Purchasing Assistant Records Management Coordinator Records Management Specialist Recreation Director Recreation Manager Recreation Program Coordinator Recreation Specialist Recreation Supervisor Recreation Systems Technician Risk Management Technician Risk Manager Safety Officer Secretary I (Non-Rep) Secretary I (Union) Secretary II (Non-Rep) Secretary II (Union) Senior Assistant City Attorney Senior Finance Analyst Senior Human Resources Analyst Senior Network Systems Specialist Senior Systems Analyst Service Desk Supervisor Service Desk Technician Signal/Electronics Systems Assistant I Signal/Electronics Systems Assistant II Signal/Electronics Systems Technician I Signal/Electronics Systems Technician II Solid Waste Coordinator Solid Waste Maintenance Worker Street Maintenance Manager Street Maintenance Services Supervisor CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 7 of 20 AGENDA ITEM #6. a) 2015 Index of Positions and Pay Ranges INSTRUCTIONS : Click on the job title to be directed to the approriate salary range. Click on the "Table of Contents" tab at the bottom of screen to return to this page. Systems Analyst/Programmer Traffic Maintenance Worker I Traffic Maintenance Worker II Traffic Signage & Marking Supv Transportation Design Manager Transportation Maintenance Assistant Manager Transportation Operations Manager Transportation Planner Transportation Planning Manager Urban Forestry and Natural Resources Manager Utility Engineering Manager Utility Systems Director Utility/GIS Engineer Vehicle & Equipment Mechanic Waste Water Maintenance Services Supervisor Waste Water/Special Operations Manager Water Maintenance Manager Water Maintenance Services Supervisor Water Meter Technician Water Quality/Treatment Plant Operator Water Utility Instrumentation/SCADA Technician Water Utility Maintenance Supervisor Water Utility Maintenance Technician Web Specialist **Click here to be directed to our salary index for hourly Non-Regular position.** CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\TABLE OF CONTENTS- alpha list Year 2012 Page 8 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual e10 1030 Mayor (1)14,024 168,288 14,024 168,288 e09 1005 City Council President (7)1,450 17,400 1,450 17,400 e09 1000 City Council Members (2)1,250 15,000 1,250 15,000 e08 9,682 116,184 10,174 122,088 10,687 128,244 11,228 134,736 11,795 141,540 e11 1020 Municipal Court Judge (6)12,753 153,036 12,753 153,036 (Salary effective from Sept 2017 - Aug 2018 and is 95% of District Court Judge Salary) m53 1035 Chief Administrative Officer (3)12,704 152,448 13,350 160,200 14,024 168,288 14,732 176,784 15,470 185,640 m52 12,392 148,704 13,019 156,228 13,684 164,208 14,377 172,524 15,095 181,140 m51 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 14,732 176,784 m50 11,795 141,540 12,392 148,704 13,019 156,228 13,684 164,208 14,377 172,524 m49 1400 City Attorney (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1102 Community Services Administrator (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1105 Community & Economic Development Administrator (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1101 Administrative Services Administrator (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1104 Human Resources & Risk Mgmt Administrator (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1103 Public Works Administrator (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m49 1201 Police Chief (3)11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 14,024 168,288 m48 11,228 134,736 11,795 141,540 12,392 148,704 13,019 156,228 13,684 164,208 m47 10,955 131,460 11,510 138,120 12,091 145,092 12,704 152,448 13,350 160,200 m46 10,687 128,244 11,228 134,736 11,795 141,540 12,392 148,704 13,019 156,228 m45 1200 Deputy Public Affairs Administrator (3)10,427 125,124 10,955 131,460 11,510 138,120 12,091 145,092 12,704 152,448 m45 1573 Deputy PW Administrator - Transportation (3)10,427 125,124 10,955 131,460 11,510 138,120 12,091 145,092 12,704 152,448 m45 1535 Police Deputy Chief (4)10,427 125,124 10,955 131,460 11,510 138,120 12,091 145,092 12,704 152,448 m44 10,174 122,088 10,687 128,244 11,228 134,736 11,795 141,540 12,392 148,704 m43 9,924 119,088 10,427 125,124 10,955 131,460 11,510 138,120 12,091 145,092 m42 1401 Sr Assistant City Attorney 9,682 116,184 10,174 122,088 10,687 128,244 11,228 134,736 11,795 141,540 m41 9,448 113,376 9,924 119,088 10,427 125,124 10,955 131,460 11,510 138,120 m40 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 11,228 134,736 m39 8,993 107,916 9,448 113,376 9,924 119,088 10,427 125,124 10,955 131,460 m38 2011 City Clerk 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1403 Chief Prosecuting Attorney 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1500 Court Services Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1575 Development Services Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1501 Economic Development Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 2044 Emergency Management Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1207 Facilities Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1210 Fiscal Services Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 NON-REPRESENTED STEP C STEP DSTEP B STEP E Increase effective January 1, 2018 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES ELECTED OFFICIALS MANAGEMENT & SUPERVISORY (NON-UNION) STEP A CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Non-Represented 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 9 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual NON-REPRESENTED STEP C STEP DSTEP B STEP E Increase effective January 1, 2018 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A m38 1212 Information Technology Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1571 Maintenance Services Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1205 Parks and Golf Course Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1208 Parks Planning and Natural Resources Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1502 Planning Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1209 Recreation Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1570 Utility Systems Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m38 1572 Transportation Systems Director 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 10,687 128,244 m37 2031 Police Commander (5)8,562 102,744 8,993 107,916 9,448 113,376 9,924 119,088 10,427 125,124 m36 2463 HR Labor Relations & Compensation Manager 8,352 100,224 8,774 105,288 9,218 110,616 9,682 116,184 10,174 122,088 m35 1402 Assistant City Attorney 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 9,924 119,088 m34 2460 Organizational Development & Health Manager 7,944 95,328 8,352 100,224 8,774 105,288 9,218 110,616 9,682 116,184 m33 2021 Current Planning Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2073 Development Engineering Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2020 Long Range Planning Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2176 Transportation Design Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2075 Transportation Operations Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2177 Transportation Planning Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2172 Utility Engineering Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 3072 Water Maintenance Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2072 Airport Manager 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m33 2074 Building Official 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 9,448 113,376 m32 1574 Community Development Project Manager 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 9,218 110,616 m32 3083 Urban Forestry and Natural Resources Manager 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 9,218 110,616 m31 7,380 88,560 7,752 93,024 8,146 97,752 8,562 102,744 8,993 107,916 m30 2418 Application Support Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 3073 Fleet Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 2409 Risk Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 2411 Financial Services Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 2407 GIS Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 3071 Street Maintenance Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 2033 Police Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 3070 Waste Water/Special Operations Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 2462 Human Resources Benefits Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m30 3176 Transportation Maintenance Manager 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 8,774 105,288 m29 1522 Human Services Manager 7,020 84,240 7,380 88,560 7,752 93,024 8,146 97,752 8,562 102,744 m29 1404 Prosecuting Attorney 7,020 84,240 7,380 88,560 7,752 93,024 8,146 97,752 8,562 102,744 m29 2082 Neighborhoods, Resources, & Events Mgr 7,020 84,240 7,380 88,560 7,752 93,024 8,146 97,752 8,562 102,744 m29 2174 Property & Technical Services Manager 7,020 84,240 7,380 88,560 7,752 93,024 8,146 97,752 8,562 102,744 m28 3086 Facilities Manager 6,855 82,260 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 m28 8010 Parks Maintenance Manager 6,855 82,260 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 m28 1583 Recreation Manager 6,855 82,260 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 m28 3084 Golf Course Manager 6,855 82,260 7,201 86,412 7,563 90,756 7,944 95,328 8,352 100,224 m27 6,686 80,232 7,020 84,240 7,380 88,560 7,752 93,024 8,146 97,752 m26 2202 Communications Manager 6,523 78,276 6,855 82,260 7,201 86,412 7,563 90,756 7,944 95,328 m25 2410 Senior Finance Analyst 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 7,752 93,024 m25 2479 Solid Waste Coordinator 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 7,752 93,024 m25 5116 Financial Services Supervisor 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 7,752 93,024 m25 1213 Tax Auditor 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 7,752 93,024 m24 2477 Principal Financial & Administrative Analyst 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 7,563 90,756 CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Non-Represented 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 10 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual NON-REPRESENTED STEP C STEP DSTEP B STEP E Increase effective January 1, 2018 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A m24 5112 Deputy City Clerk 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 7,563 90,756 m23 2491 Open Space Coordinator 6,054 72,648 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 m23 2080 Recreation Supervisor 6,054 72,648 6,364 76,368 6,686 80,232 7,020 84,240 7,380 88,560 m22 2404 Community Relation & Events Coordinator 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 1510 Court Services Supervisor 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 8007 Golf Course Supervisor 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 2086 Golf Professional 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 2091 Museum Manager 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 2465 Senior Human Resources Analyst 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m22 Senior Risk Analyst 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 7,201 86,412 m21 5,766 69,192 6,054 72,648 6,364 76,368 6,686 80,232 7,020 84,240 m20 5143 Human Resources Analyst 5,625 67,500 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 m20 2461 Risk Analyst 5,625 67,500 5,911 70,932 6,212 74,544 6,523 78,276 6,855 82,260 m19 5,490 65,880 5,766 69,192 6,054 72,648 6,364 76,368 6,686 80,232 m18 5,352 64,224 5,625 67,500 5,911 70,932 6,212 74,544 6,523 78,276 m17 6150 City Council Liaison 5,224 62,688 5,490 65,880 5,766 69,192 6,054 72,648 6,364 76,368 m17 6103 Executive Assistant 5,224 62,688 5,490 65,880 5,766 69,192 6,054 72,648 6,364 76,368 n16 5118 Finance Analyst III 5,077 60,924 5,332 63,984 5,594 67,128 5,881 70,572 6,175 74,100 n15 4,944 59,328 5,200 62,400 5,461 65,532 5,739 68,868 6,032 72,384 n14 6153 Administrative Assistant 4,829 57,948 5,077 60,924 5,332 63,984 5,594 67,128 5,881 70,572 n13 5115 Finance Analyst II 4,709 56,508 4,944 59,328 5,200 62,400 5,461 65,532 5,739 68,868 n13 5145 Risk Management Technician 4,709 56,508 4,944 59,328 5,200 62,400 5,461 65,532 5,739 68,868 n12 4,599 55,188 4,829 57,948 5,077 60,924 5,332 63,984 5,594 67,128 n11 2488 Assistant Golf Professional 4,482 53,784 4,709 56,508 4,944 59,328 5,200 62,400 5,461 65,532 n11 5139 Human Resources Assistant 4,482 53,784 4,709 56,508 4,944 59,328 5,200 62,400 5,461 65,532 n10 5114 Finance Analyst I 4,375 52,500 4,599 55,188 4,829 57,948 5,077 60,924 5,332 63,984 n09 4,271 51,252 4,482 53,784 4,709 56,508 4,944 59,328 5,200 62,400 n08 4,164 49,968 4,375 52,500 4,599 55,188 4,829 57,948 5,077 60,924 n07 6144 Secretary II EX 4,063 48,756 4,271 51,252 4,482 53,784 4,709 56,508 4,944 59,328 n06 3,962 47,544 4,164 49,968 4,375 52,500 4,599 55,188 4,829 57,948 n05 6140 Secretary I EX 3,867 46,404 4,063 48,756 4,271 51,252 4,482 53,784 4,709 56,508 n04 3,774 45,288 3,962 47,544 4,164 49,968 4,375 52,500 4,599 55,188 n03 3,686 44,232 3,867 46,404 4,063 48,756 4,271 51,252 4,482 53,784 n02 3,595 43,140 3,774 45,288 3,962 47,544 4,164 49,968 4,375 52,500 n01 3,512 42,144 3,686 44,232 3,867 46,404 4,063 48,756 4,271 51,252 NON-UNION (CLERICAL, OTHER) CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Non-Represented 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 11 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual NON-REPRESENTED STEP C STEP DSTEP B STEP E Increase effective January 1, 2018 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A 95 $5,686 Completion of 5 Yrs Completion of 10 Yrs Completion of 15 Yrs Completion of 20 Yrs Completion of 25 Yrs Completion of 30 Yrs (1)In addition to salary receives $4,800 annual car allowance. (2) (3)Not eligible for Longevity/Education or Uniform Allowance (4)Not eligible for Longevity/Education or Uniform Allowance Eligible for 2.5% cash premium or 2.5% into deferred compensation per employee's discretion for passing physical fitness. (5)Receive Education/Longevity & Uniform Allowance based on Union Contract plus eligible for 2.5% deferred compensation for passing physical fitness. (6)4 year term (7)Council president to be paid $200/month above council members salary. 2% Step a13E per month per month3% Step a13E NON-REPRESENTED LONGEVITY PAY Step a13, E = $171 $114 per month 5% Step a13E $284 $2274% Step a13E 6% Step a13E $341 per month per month The City contributes 4% of employee's base wage per year to a deferred compensation account for Management and Non-Represented employees; except for CAO receives 7% per year. per month7% Step a13E $398 Council members salary set per Salary Commission effective 1/1/16. Council receives 2% of salary for deferred comp. If members are not participating in PERS, they receive an extra 1.4 % of salary for deferred compensation. Salary effective until 12/31/2019. CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Non-Represented 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 12 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual a40 9,076 108,912 9,530 114,360 10,013 120,156 10,521 126,252 11,053 132,636 a39 8,870 106,440 9,311 111,732 9,768 117,216 10,264 123,168 10,784 129,408 - a38 8,644 103,728 9,076 108,912 9,530 114,360 10,013 120,156 10,521 126,252 a37 8,445 101,340 8,870 106,440 9,311 111,732 9,768 117,216 10,264 123,168 a36 8,231 98,772 8,644 103,728 9,076 108,912 9,530 114,360 10,013 120,156 a35 8,034 96,408 8,445 101,340 8,870 106,440 9,311 111,732 9,768 117,216 a34 7,838 94,056 8,231 98,772 8,644 103,728 9,076 108,912 9,530 114,360 a33 7,649 91,788 8,034 96,408 8,445 101,340 8,870 106,440 9,311 111,732 a32 2413 Network Systems Manager 7,464 89,568 7,838 94,056 8,231 98,772 8,644 103,728 9,076 108,912 a32 2428 Principal Civil Engineer 7,464 89,568 7,838 94,056 8,231 98,772 8,644 103,728 9,076 108,912 a32 2425 Utility/GIS Engineer 7,464 89,568 7,838 94,056 8,231 98,772 8,644 103,728 9,076 108,912 a31 7,276 87,312 7,649 91,788 8,034 96,408 8,445 101,340 8,870 106,440 a30 7,102 85,224 7,464 89,568 7,838 94,056 8,231 98,772 8,644 103,728 a29 2570 Program Development Coordinator II 6,929 83,148 7,276 87,312 7,649 91,788 8,034 96,408 8,445 101,340 a28 2475 Civil Engineer III 6,759 81,108 7,102 85,224 7,464 89,568 7,838 94,056 8,231 98,772 a28 2422 Senior Planner 6,759 81,108 7,102 85,224 7,464 89,568 7,838 94,056 8,231 98,772 a28 2480 Capital Project Coordinator 6,759 81,108 7,102 85,224 7,464 89,568 7,838 94,056 8,231 98,772 a27 6,595 79,140 6,929 83,148 7,276 87,312 7,649 91,788 8,034 96,408 a26 8112 Construction Inspector Supervisor 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 7,838 94,056 a25 2474 Civil Engineer II 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 7,649 91,788 a25 2470 Program Development Coordinator I 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 7,649 91,788 a25 2170 Property Services Agent 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 7,649 91,788 a24 2420 Database Technician 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 3450 Lead Building Inspector 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 3469 Lead Construction Inspector 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 2403 Senior Economic Development Specialist 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 2416 Senior Network Systems Specialist 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 2451 Senior Systems Analyst 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a24 2476 Transportation Planner 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 7,464 89,568 a23 2078 Assistant Airport Manager 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2429 Building Plan Reviewer 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2421 Business Systems Analyst 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2472 Engineering Specialist III 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2505 GIS Analyst II 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 8175 Pavement Management Technician 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2450 Plan Reviewer 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 2484 Property Services Specialist 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 8001 Street Maintenance Services Supervisor 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 8002 Waste Water Maintenance Services Supervisor5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 a23 3473 Water Utilities Maintenance Supervisor 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 7,276 87,312 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A STEP B STEP C STEP D STEP E AFSCME, Local 2170 Increase effective January 1, 2018 CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\AFSCME 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 13 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A STEP B STEP C STEP D STEP E AFSCME, Local 2170 Increase effective January 1, 2018 a22 2430 Lead Code Compliance Inspector 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 a22 5197 Neighborhood Program Coordinator 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 7,102 85,224 a21 2424 Associate Planner 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 3452 Building Inspector/Combination 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 3451 Building Inspector/Electrical 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 2473 Civil Engineer I 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 2200 Communications Specialist II 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 3472 Construction Inspector 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 5130 Emergency Management Coordinator 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 3089 Facilities Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 5111 GIS Analyst I 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 8006 Parks Maintenance Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 2412 Service Desk Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 3476 Signal/Electronics Systems Technician II 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 2417 Systems Analyst/Programmer 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 8004 Traffic Signage & Marking Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 8000 Water Maintenance Services Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a21 8008 Custodial Maintenance Supervisor 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 6,929 83,148 a20 2079 Business Coordinator - Airport 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a20 2402 Economic Development Specialist 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a20 2487 Housing Repair Coordinator 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a20 2489 Human Services Coordinator 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a20 2419 Network Systems Specialist 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a20 5013 Public Records Analyst 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 6,759 81,108 a19 6128 Accounting Supervisor 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 2427 Code Compliance Inspector 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 7182 Electrical Technician 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 3453 Energy Plans Reviewer/Permit Representative5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 2471 Engineering Specialist II 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 3485 HVAC Systems Technician 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 7172 Lead Vehicle & Equipment Mechanic 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a19 8178 Water Utility Instrumentation/SCADA Technician5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 6,595 79,140 a18 3456 Development Services Representative 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 a18 5195 Farmers Market Coordinator 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 a18 3480 Lead Water Utility Pump Station Mechanic 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 a18 2015 Probation Officer 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 a18 2083 Recreation Program Coordinator 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 6,432 77,184 a17 2423 Assistant Planner 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 8374 Maintenance Buyer 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 5001 Paralegal 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 5213 Senior Service Desk Technician 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 3477 Signal/Electronics Systems Technician I 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 3470 Water Quality/Treatment Plant Operator 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a17 6270 Web Specialist 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 6,276 75,312 a16 8284 Lead Golf Course Maintenance Worker 5,030 60,360 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 a16 8074 Lead Maintenance Services Worker 5,030 60,360 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 a16 8080 Lead Parks Maintenance Worker 5,030 60,360 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 a16 5194 Program Assistant 5,030 60,360 5,283 63,396 5,547 66,564 5,831 69,972 6,123 73,476 a15 7181 Facilities Technician II 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a15 7184 Grounds Equipment Mechanic 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\AFSCME 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 14 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A STEP B STEP C STEP D STEP E AFSCME, Local 2170 Increase effective January 1, 2018 a15 8174 Lift Station Technician 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a15 5122 Planning Technician 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a15 7170 Vehicle & Equipment Mechanic 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a15 3474 Water Utility Maintenance Technician 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a15 5180 Senior Program Specialist 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 5,976 71,712 a14 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 5,831 69,972 a13 8474 Airport Operations Specialist 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 3471 Engineering Specialist I 0 0 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 7180 Facilities Technician I 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 7110 Print & Mail Supervisor 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 8177 Signal/Electronics Systems Assistant II 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 5179 Program Specialist 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a13 5214 Service Desk Technician 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 5,686 68,232 a12 2201 Communications Specialist I 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 a12 8283 Golf Course Maintenance Worker III 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 a12 8173 Maintenance Services Worker III 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 a12 8083 Parks Maintenance Worker III 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 a12 8573 Traffic Maintenance Worker II 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 5,547 66,564 a11 8473 Airport Maintenance Worker 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 5014 City Clerk Specialist 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 7173 Fleet Management Technician 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 8183 Lead Maintenance Custodian 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 6265 Payroll Analyst 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 5012 Records Management Coordinator 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a11 2486 Recreation Specialist 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 5,410 64,920 a10 6164 Judicial Specialist/Trainer 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 a10 6263 Permit Technician 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 a10 6163 Probation Clerk 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 5,283 63,396 a09 6131 Accounting Assistant IV 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a09 6151 Administrative Secretary I 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a09 8286 Golf Course Operations Assistant 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a09 8070 Mechanic's Assistant 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a09 5160 Recreation Systems Technician 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a09 8176 Signal/Electronics Systems Assistant I 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 5,151 61,812 a08 8282 Golf Course Maintenance Worker II 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 7126 Housing Repair Technician 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 6162 Judicial Specialist 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 6109 Lead Office Assistant 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 8172 Maintenance Services Worker II 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 8082 Parks Maintenance Worker II 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 8375 Purchasing Assistant 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a08 8572 Traffic Maintenance Worker I 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 5,030 60,360 a07 6132 Accounting Assistant III 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 6165 Legal Assistant 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 8184 Maintenance Custodian 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 7112 Print & Mail Operator 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 2085 Recreation Assistant 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 6142 Secretary II 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 a07 8110 Water Meter Technician 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 4,901 58,812 CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\AFSCME 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 15 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A STEP B STEP C STEP D STEP E AFSCME, Local 2170 Increase effective January 1, 2018 a06 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 4,786 57,432 a05 6134 Accounting Assistant II 3,834 46,008 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 a05 6130 Office Assistant III 3,834 46,008 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 a05 6141 Secretary I 3,834 46,008 4,027 48,324 4,228 50,736 4,443 53,316 4,667 56,004 a04 6160 Court Security Officer 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 8281 Golf Course Maintenance Worker I 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 8181 Lead Custodian 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 8171 Maintenance Services Worker I 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 8081 Parks Maintenance Worker I 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 6282 Pro Shop Assistant 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a04 8576 Solid Waste Maintenance Worker 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 4,556 54,672 a03 6136 Accounting Assistant I 3,650 43,800 3,834 46,008 4,027 48,324 4,228 50,736 4,443 53,316 a03 6120 Office Assistant II 3,650 43,800 3,834 46,008 4,027 48,324 4,228 50,736 4,443 53,316 a02 3,567 42,804 3,742 44,904 3,933 47,196 4,126 49,512 4,335 52,020 a01 8182 Custodian 3,475 41,700 3,650 43,800 3,834 46,008 4,027 48,324 4,228 50,736 a01 6111 Office Assistant I 3,475 41,700 3,650 43,800 3,834 46,008 4,027 48,324 4,228 50,736 141 Completion of 5 Yrs Completion of 10 Yrs Completion of 15 Yrs Completion of 20 Yrs Completion of 25 Yrs Completion of 30 Yrs 4% Step a13E The City contributes 4% of employee's base wage per year to a deferred compensation account. (Article 14) $284 7% Step a13E $398 per month 5% Step a13E per month LONGEVITY PAY (Article 13.1) Step a13, E =$5,686 2% Step a13E $114 6% Step a13E $341 per month $227 per month 3% Step a13E per month $171 per month CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\AFSCME 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 16 of 20 AGENDA ITEM #6. a) COLA 3.0% Grade Code Monthly Annual Monthly Annual Police Chief See Management & Supervisory Matrix, Grade m49 Police Deputy Chief See Management & Supervisory Matrix, Grade m45 Police Commander See Management & Supervisory Matrix, Grade m37 pc61 3035 Sergeant*8,739 104,868 9,176 110,112 (15% over Police Officer)*Step increase at 24 months pc60 4131 Patrol Officer II 5,678 68,136 6,159 73,908 6,644 79,728 7,120 85,440 7,600 91,200 pc59 4130 Patrol Officer I 5,344 64,128 5,797 69,564 6,253 75,036 6,701 80,412 7,153 85,836 2 Percent Interpreters -------------------------------------------3% Detectives ------------------------------------------4% Traffic Assignment-------------------------------4% Motorcycle Assignment--------- 2% Canine Officer ------------------------------------3% Corporal Assignment --------------------------7.5% Field Training Officer ---------------------------4% Training Officer------------------------------------4% SWAT Assignment ---------------------------------4% SRO Assignment----------------------------------4% Civil Disturbance Unit ---------------------------Paid at rate of double time with 3 hrs minimum when called to emergency. Crisis Communication Unit-------------------Paid at rate of double time with 3 hrs minimum when called to emergency. Percentage (of base wage) Percentage (of base wage) - - - BA Degree/Masters Degree 6% The City also contributes 3.0% of employee's wage base toward deferred compensation. (Appendix A.2.3) The City will contribute 3.0% of employee's wage base toward deferred compensation for passing physical fitness. (Article 6.8.4, and Appendix A.2.4) Patrol Officer II: Effective 7-1-95, schedule revised to 12 hour (3 on/3off) shift resulting in additional 109 hours worked per office per year. 2,189 hour per year total. Completion of 25 Yrs 12% MONTHLY EDUCATIONAL INCENTIVE PAY (Appendix B) AA Degree (90 credits)4% Completion of 10 Yrs 4% Completion of 15 Yrs 6% Completion of 20 Yrs 10% Position Title HAZARD DUTY AND PREMIUM PAY (Article 6.7 and 6.8) MONTHLY LONGEVITY PAY (Appendix B) Years of Service Completion of 5 Yrs 2% POLICE DEPARTMENT - Commissioned Officers Effective January 1, 2018 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES STEP A STEP B STEP C STEP D STEP E CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Police Commissioned 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 17 of 20 AGENDA ITEM #6. a) - NOTE: Please refer to the current labor agreement for specific information. Effective January 1, 2008, Sergeants assigned to Investigation and Traffic Unit will not receive the 3% premium if they have been in the position of Sergeant for 24 months. CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Police Commissioned 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 18 of 20 AGENDA ITEM #6. a) COLA 2.5% Grade Code Position Title Monthly Annual Monthly Annual pn56 4133 Electronic Home Detention Coord 4,610 55,320 4,975 59,700 5,478 65,736 6,022 72,264 6,322 75,864 pn54 4138 Police Community Prgm Coord 4,672 56,064 5,049 60,588 5,547 66,564 5,980 71,760 6,279 75,348 pn54 4120 Crime Analyst 4,672 56,064 5,049 60,588 5,547 66,564 5,980 71,760 6,279 75,348 pn61 4121 Domestic Violence Victim Advocate 4,361 52,332 4,738 56,856 5,266 63,192 5,788 69,456 6,095 73,140 pn53 3432 Evidence Technician 4,398 52,776 4,747 56,964 5,224 62,688 5,748 68,976 6,043 72,516 pn58 6178 Police Service Specialist Supv 6,039 72,468 6,039 72,468 (15% above Specialist, Step E) pn60 4,159 49,908 4,518 54,216 5,019 60,228 5,519 66,228 5,807 69,684 pn52 4135 Animal Control Officer 4,148 49,776 4,485 53,820 4,931 59,172 5,423 65,076 5,695 68,340 pn57 6182 Police Service Specialist Lead 5,645 67,740 5,645 67,740 (7.5% above Specialist, Step E) pn62 6181 Police Service Specialist 3,825 45,900 4,132 49,584 4,548 54,576 5,003 60,036 5,251 63,012 pn51 6183 Police Secretary 3,583 42,996 3,868 46,416 4,258 51,096 4,686 56,232 4,917 59,004 pn50 4137 Parking Enforcement Officer 3,225 38,700 3,506 42,072 3,899 46,788 4,331 51,972 4,542 54,504 11 3% of base pay (Article 6.5.2) 2.5% of base pay (Article 6.5.3) 4% of base pay (Article 6.5.1) Double time with 3 hrs min (Article 6.4) Interpreter Premium………………………………..………………….……………. Field Training Officer, FTO (Police Service Specialist)…………........… Crisis Communication Unit………………………………………..…...……… Completion of 15 Yrs Completion of 10 Yrs Completion of 5 Yrs Public Records Act Premium…………………………………………………………… 12% - The City will contribute an additional 3.0% of employee's wage base toward deferred comp for passing physical fitness prior to beginning of each calendar year. (Article 6.8.3) - The City contributes 5.5% of the employee's base wage to a deferred comp. (Appendix A.3) MONTHLY EDUCATIONAL INCENTIVE PAY SCHEDULE (Appendix B.2) AA Degree (90 credits)4% Percentage (of base wage) 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES POLICE NON-COMMISSIONED- MONTHLY LONGEVITY INCENTIVE PAY SCHEDULE (Article 12, Appendix B.1) NON- COMMISSIONED PREMIUM PAY (Articles 6.4 and 6.5) Completion of 20 Yrs Percentage (of base wage) POLICE DEPARTMENT - Non-Commissioned Officers 2% 4% 6% Years of Service effective January 1, 2018 STEP D BA/BS Degree or Masters Degree Completion of 25 Yrs 6% 10% STEP CSTEP B STEP ESTEP A CITY OF RENTON \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index\Police Non- Comm 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 19 of 20 AGENDA ITEM #6. a) HR USE ONLY CODE Range From…Range To… 9900 $11.50 $75.00 Grade STEP A STEP B STEP C STEP D STEP E h05 11.50 11.75 12.00 12.25 h06 12.50 12.75 13.00 13.25 13.50 h07 13.75 14.00 14.25 14.50 14.75 h08 15.00 15.25 15.50 15.75 16.00 h09 16.25 16.50 16.75 17.00 17.25 h10 17.50 17.75 18.00 18.25 18.50 h11 18.75 19.00 19.25 19.50 19.75 h12 20.00 20.50 21.00 21.50 22.00 h13 22.50 23.00 23.50 24.00 24.50 h14 25.00 25.50 26.00 26.50 27.00 h15 27.50 28.00 28.50 29.00 29.50 h16*1.00 h17 31.22 35.00 40.00 45.00 50.00 h18 55.00 60.00 65.00 70.00 75.00 h19 80.00 85.00 90.00 95.00 100.00 h20 105.00 110.00 115.00 120.00 125.00 From…To… Engineering Aide $11.50 $18.50 Planning Specialist $11.50 $22.00 Laborer $11.50 $13.50 Lifeguard/Aquatics $11.50 $14.50 IT Service Desk Intern $11.50 $16.00 Recreation Leader $11.50 $12.00 Recreation Program Manager $11.50 $14.50 Asst. Recreation Program Mgr $11.50 $12.25 Instructor*$1.00 Program Coordinator $20.00 $75.00 Temporary (Non-Regular, Seasonal, Intermittent, and Project Specific) positions #9900 series *Note: Pay grade h16 listed above is for instructors; the pay is listed as $1.00 because instructors receive a percentage of the class revenue, based on how many students attend their class. 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES HOURLY TEMPORARY SALARY SCHEDULE SUGGESTED SALARY RANGES BY POSITION TYPE SALARY RANGEPosition Title \\10.206.5.34\cifshare\Data\CivicWeb\Customers\Renton\FileStorage\ 6CFCA10CA0BC447DBA6005444539DA22-2018 Renton Salary Index Page 20 AGENDA ITEM #6. a) 1 CITY OF RENTON, WASHINGTON ORDINANCE NO. ________ AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON, ADOPTING THE 2018 CITY OF RENTON INDEX OF POSITIONS AND PAY RANGES, FOR NON‐ REPRESENTED CITY EMPLOYEES, AFSCME LOCAL 2170 CITY EMPLOYEES, RENTON POLICE DEPARTMENT – COMMISSIONED OFFICERS, AND RENTON POLICE DEPARTMENT – NON‐COMMISSIONED OFFICERS. WHEREAS, the City Council has approved changes to the 2017 City of Renton Index of Position and Pay Ranges for 2018; and WHEREAS, the City Council desires to formally adopt the 2018 City of Renton Index of Positions and Pay Ranges; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DO ORDAIN AS FOLLOWS: SECTION I. The City Council hereby adopts the 2018 City of Renton Index of Positions and Pay Ranges, as attached hereto and incorporated by this reference as Exhibit A. SECTION II. The Index of Positions and Pay Ranges are intended to be consistent with all applicable collective bargaining agreements. In the event of conflicts, applicable collective bargaining agreements control. SECTION III. This ordinance shall be in full force and effect five (5) days after publication of a summary of this ordinance in the City’s official newspaper. The summary shall consist of this ordinance’s title. PASSED BY THE CITY COUNCIL this _______ day of ___________________, 2017. Jason A. Seth, City Clerk AGENDA ITEM #6. a) ORDINANCE NO. ________ 2 APPROVED BY THE MAYOR this _______ day of _____________________, 2017. Denis Law, Mayor Approved as to form: Shane Moloney, City Attorney Date of Publication: ORD:2001:11/22/17:scr AGENDA ITEM #6. a) ORDINANCE NO. ________ 3 EXHIBIT A 2018 City of Renton Index of Positions and Pay Ranges AGENDA ITEM #6. a) AB - 2046 City Council Regular Meeting - 04 Dec 2017 SUBJECT/TITLE: Daizy Logik, LLC Professional Service Agreement RECOMMENDED ACTION: Refer to Finance Committee DEPARTMENT: Administrative Services Department STAFF CONTACT: Nate Malone, Tax Auditor EXT.: 6936 FISCAL IMPACT SUMMARY: Maximum contract $136,000 and will be funded by Administrative Services with the 2017 carry forward and 2018 approved budget. ASD anticipates total project to be less than maximum payout, but if project costs reach maximum payout, staff may need to request additional funding with 2018 budget adjustment. SUMMARY OF ACTION: The State of Washington passed HB 2005 requiring cities with a business license to join a state-sponsored business license portal. The city's current system of record will not interface with File Local (the portal recommended by staff) as the city uses multiple systems for licensing and tax which are not compatible with File Local. The City purchased Praxis (tax and license software) from the City of Bellevue which has successfully integrated with File Local in other cities. In order to comply with HB 2005 and modify the Praxis software to align with Renton tax and license structure as defined by the city's ordinances, outside expertise is needed to accurately enhance and modify the program. Vladimir Martinov DBA Daizy Logik, LLC is recommended to perform computer programming and consulting services for the Praxis software. Vladimir Martinov was the original programmer of the software, is very familiar with all aspects of the program, and has successfully modified Praxis for other cities. EXHIBITS: A. Issue Paper B. Daizy Logik, LLC Contract STAFF RECOMMENDATION: Approve the agreement with Daizy Logik LLC for computer programming and consulting services on the City’s software program Praxis for a maximum contract value of $136,000, and authorize the Mayor and City Clerk to sign the agreement. AGENDA ITEM #7. a) Summary of Action: Staff presents a Professional Services Agreement with an expiration date of 12/31/2018 with Vladimir Martinov DBA Daizy Logik LLC for the Council’s consideration. Background The State of Washington passed HB 2005 requiring cities with a business license to join a state sponsored business license portal. The City’s current system of record will not interface with File Local as the City uses multiple systems for licensing and tax. The City purchased Praxis (tax and license software) from the City of Bellevue which has successfully integrated with File Local for multiple other cities. Also Praxis will provide a combined system of record for all business license and tax related functions that the City currently administers. Issue While Praxis meets many of the City’s needs it does need additional modification and enhancements to follow City ordinance, to combine all of the City administered business tax and licensing functions, and to successfully integrate with File Local. Vladimir Martinov was the original programmer of the software and is very familiar will all aspects of the program. The City has decided that outside expertise is needed to accurately enhance and modify the program as our staff does not have adequate experience or familiarity with the program. He has performed similar work for the City of Everett for the same software program including several of the items that are included in the current contract scope. Solution In order to comply with HB 2005 and modify the Praxis software to align with Renton tax and license structure as defined by the city’s ordinances, staff recommend approving the agreement with Daizy Logik LLC to perform computer programming and consulting services for the Praxis software. Staff Recommendation: Approve the agreement with Daizy Logik LLC for computer programming and consulting services on the City’s software program Praxis for a maximum contract value of $136,000, and authorize the Mayor and City Clerk to sign the agreement. AGENDA ITEM #7. a) AGREEMENT FOR PROFESSIONAL COMPUTER PROGRAMMING AND CONSULTING WORK FOR PRAXIS SYSTEM THIS AGREEMENT, dated November 30th, 2017, is by and between the City of Renton (the “City”), a Washington municipal corporation, and Daizy Logik (“Consultant”), Limited Liability Company. The City and the Consultant are referred to collectively in this Agreement as the “Parties.” Once fully executed by the Parties, this Agreement is effective as of the last date signed by both parties. 1. Scope of Work: Consultant agrees to provide customization and computer programming services for Praxis system as specified in Exhibit A, which is attached and incorporated herein and may hereinafter be referred to as the “Work.” 2. Changes in Scope of Work: The City, without invalidating this Agreement, may order changes to the Work consisting of additions, deletions or modifications. Any such changes to the Work shall be ordered by the City in writing and the Compensation shall be equitably adjusted consistent with the rates set forth in Exhibit B or as otherwise mutually agreed by the Parties. 3. Time of Performance: Consultant shall commence performance of the Agreement pursuant to the schedule(s) set forth in Exhibit C. All Work shall be performed by no later than December 31st, 2018. 4. Compensation: A. Amount. Total compensation to Consultant for Work provided pursuant to this Agreement shall not exceed $136,000, plus any applicable state and local sales taxes. Compensation shall be paid based upon Work actually performed according to the rate(s) or amounts specified in Exhibit B. The Consultant agrees that any hourly or flat rate charged by it for its Work shall remain locked at the negotiated rate(s) unless otherwise agreed to in writing or provided in Exhibit B. Except as specifically provided herein, the Consultant shall be solely responsible for payment of any taxes imposed as a result of the performance and payment of this Agreement. B. Method of Payment. On a monthly or no less than quarterly basis during any quarter in which Work is performed, the Consultant shall submit a voucher or invoice in a AGENDA ITEM #7. a) Page 2 of 10 form specified by the City, including a description of what Work has been performed, the name of the personnel performing such Work, and any hourly labor charge rate for such personnel. The Consultant shall also submit a final bill upon completion of all Work. Payment shall be made by the City for Work performed within thirty (30) calendar days after receipt and approval by the appropriate City representative of the voucher or invoice. If the Consultant’s performance does not meet the requirements of this Agreement, the Consultant will correct or modify its performance to comply with the Agreement. The City may withhold payment for work that does not meet the requirements of this Agreement. C. Effect of Payment. Payment for any part of the Work shall not constitute a waiver by the City of any remedies it may have against the Consultant for failure of the Consultant to perform the Work or for any breach of this Agreement by the Consultant. D. Non-Appropriation of Funds. If sufficient funds are not appropriated or allocated for payment under this Agreement for any future fiscal period, the City shall not be obligated to make payments for Work or amounts incurred after the end of the current fiscal period, and this Agreement will terminate upon the completion of all remaining Work for which funds are allocated. No penalty or expense shall accrue to the City in the event this provision applies. 5. Termination: A. The City reserves the right to terminate this Agreement at any time, with or without cause by giving ten (10) calendar days’ notice to the Consultant in writing. In the event of such termination or suspension, all finished or unfinished documents, data, studies, worksheets, models and reports, or other material prepared by the Consultant pursuant to this Agreement shall be submitted to the City, if any are required as part of the Work. B. In the event this Agreement is terminated by the City, the Consultant shall be entitled to payment for all hours worked to the effective date of termination, less all payments previously made. If the Agreement is terminated by the City after partial performance of Work for which the agreed compensation is a fixed fee, the City shall pay the Consultant an equitable share of the fixed fee. This provision shall not prevent the City from seeking any legal remedies it may have for the violation or nonperformance of any of the provisions of this Agreement and such charges due to the City shall be deducted from the final payment due the Consultant. No payment shall be made by the City for any expenses incurred or work done following the effective date of termination unless authorized in advance in writing by the City. 6. Warranties And Right To Use Work Product: Consultant represents and warrants that Consultant will perform all Work identified in this Agreement in a professional and AGENDA ITEM #7. a) Page 3 of 10 workmanlike manner and in accordance with all reasonable and professional standards and laws. Compliance with professional standards includes, as applicable, performing the Work in compliance with applicable City standards or guidelines (e.g. design criteria and Standard Plans for Road, Bride and Municipal Construction). Professional engineers shall certify engineering plans, specifications, plats, and reports, as applicable, pursuant to RCW 18.43.070. Consultant further represents and warrants that all final work product created for and delivered to the City pursuant to this Agreement shall be the original work of the Consultant and free from any intellectual property encumbrance which would restrict the City from using the work product. Consultant grants to the City a non-exclusive, perpetual right and license to use, reproduce, distribute, adapt, modify, and display all final work product produced pursuant to this Agreement. The City’s or other’s adaptation, modification or use of the final work products other than for the purposes of this Agreement shall be without liability to the Consultant. The provisions of this section shall survive the expiration or termination of this Agreement. 7. Record Maintenance: The Consultant shall maintain accounts and records, which properly reflect all direct and indirect costs expended and Work provided in the performance of this Agreement and retain such records for as long as may be required by applicable Washington State records retention laws, but in any event no less than six years after the termination of this Agreement. The Consultant agrees to provide access to and copies of any records related to this Agreement as required by the City to audit expenditures and charges and/or to comply with the Washington State Public Records Act (Chapter 42.56 RCW). The provisions of this section shall survive the expiration or termination of this Agreement. 8. Public Records Compliance: To the full extent the City determines necessary to comply with the Washington State Public Records Act, Consultant shall make a due diligent search of all records in its possession or control relating to this Agreement and the Work, including, but not limited to, e-mail, correspondence, notes, saved telephone messages, recordings, photos, or drawings and provide them to the City for production. In the event Consultant believes said records need to be protected from disclosure, it may, at Consultant’s own expense, seek judicial protection. Consultant shall indemnify, defend, and hold harmless the City for all costs, including attorneys’ fees, attendant to any claim or litigation related to a Public Records Act request for which Consultant has responsive records and for which Consultant has withheld records or information contained therein, or not provided them to the City in a timely manner. Consultant shall produce for distribution any and all records responsive to the Public Records Act request in a timely manner, unless those records are protected by court order. The provisions of this section shall survive the expiration or termination of this Agreement. 9. Independent Contractor Relationship: A. The Consultant is retained by the City only for the purposes and to the extent set forth in this Agreement. The nature of the relationship between the Consultant and AGENDA ITEM #7. a) Page 4 of 10 the City during the period of the Work shall be that of an independent contractor, not employee. The Consultant, not the City, shall have the power to control and direct the details, manner or means of Work. Specifically, but not by means of limitation, the Consultant shall have no obligation to work any particular hours or particular schedule, unless otherwise indicated in the Scope of Work or where scheduling of attendance or performance is mutually arranged due to the nature of the Work. Consultant shall retain the right to designate the means of performing the Work covered by this agreement, and the Consultant shall be entitled to employ other workers at such compensation and such other conditions as it may deem proper, provided, however, that any contract so made by the Consultant is to be paid by it alone, and that employing such workers, it is acting individually and not as an agent for the City. B. The City shall not be responsible for withholding or otherwise deducting federal income tax or Social Security or contributing to the State Industrial Insurance Program, or otherwise assuming the duties of an employer with respect to Consultant or any employee of the Consultant. C. If the Consultant is a sole proprietorship or if this Agreement is with an individual, the Consultant agrees to notify the City and complete any required form if the Consultant retired under a State of Washington retirement system and agrees to indemnify any losses the City may sustain through the Consultant’s failure to do so. 10. Hold Harmless: The Consultant agrees to release, indemnify, defend, and hold harmless the City, elected officials, employees, officers, representatives, and volunteers from any and all claims, demands, actions, suits, causes of action, arbitrations, mediations, proceedings, judgments, awards, injuries, damages, liabilities, taxes, losses, fines, fees, penalties, expenses, attorney’s or attorneys’ fees, costs, and/or litigation expenses to or by any and all persons or entities, arising from, resulting from, or related to the negligent acts, errors or omissions of the Consultant in its performance of this Agreement or a breach of this Agreement by Consultant, except for that portion of the claims caused by the City’s sole negligence. Should a court of competent jurisdiction determine that this agreement is subject to RCW 4.24.115, (Validity of agreement to indemnify against liability for negligence relative to construction, alteration, improvement, etc., of structure or improvement attached to real estate…) then, in the event of liability for damages arising out of bodily injury to persons or damages to property caused by or resulting from the concurrent negligence of the Consultant and the City, its officers, officials, employees and volunteers, Consultant’s liability shall be only to the extent of Consultant’s negligence. It is further specifically and expressly understood that the indemnification provided in this Agreement constitute Consultant’s waiver of immunity under the Industrial AGENDA ITEM #7. a) Page 5 of 10 Insurance Act, RCW Title 51, solely for the purposes of this indemnification. The Parties have mutually negotiated and agreed to this waiver. The provisions of this section shall survive the expiration or termination of this Agreement. 11. Gifts and Conflicts: The City’s Code of Ethics and Washington State law prohibit City employees from soliciting, accepting, or receiving any gift, gratuity or favor from any person, firm or corporation involved in a contract or transaction. To ensure compliance with the City’s Code of Ethics and state law, the Consultant shall not give a gift of any kind to City employees or officials. Consultant also confirms that Consultant does not have a business interest or a close family relationship with any City officer or employee who was, is, or will be involved in selecting the Consultant, negotiating or administering this Agreement, or evaluating the Consultant’s performance of the Work. 12. City of Renton Business License: The Consultant shall obtain a City of Renton Business License prior to performing any Work and maintain the business license in good standing throughout the term of this agreement with the City. Information regarding acquiring a city business license can be found at: http://rentonwa.gov/business/default.aspx?id=548&mid=328. Information regarding State business licensing requirements can be found at: http://dor.wa.gov/content/doingbusiness/registermybusiness/ 13. Insurance: Consultant shall secure and maintain: A. Commercial general liability insurance in the minimum amounts of $1,000,000 for each occurrence/$2,000,000 aggregate for the Term of this Agreement. B. In the event that Work delivered pursuant to this Agreement either directly or indirectly involve or require Professional Services, Professional Liability, Errors and Omissions coverage shall be provided with minimum limits of $1,000,000 per occurrence. "Professional Services", for the purpose of this section, shall mean any Work provided by a licensed professional or Work that requires a professional standard of care. C. Workers’ compensation coverage, as required by the Industrial Insurance laws of the State of Washington, shall also be secured. D. Commercial Automobile Liability for owned, leased, hired or non-owned, leased, hired or non-owned, with minimum limits of $1,000,000 per occurrence combined single limit, if there will be any use of Consultant’s vehicles on the City’s Premises by or on behalf of the City, beyond normal commutes. AGENDA ITEM #7. a) Page 6 of 10 E. Consultant shall name the City as an Additional Insured on its commercial general liability policy on a non-contributory primary basis. The City’s insurance policies shall not be a source for payment of any Consultant liability, nor shall the maintenance of any insurance required by this Agreement be construed to limit the liability of Consultant to the coverage provided by such insurance or otherwise limit the City’s recourse to any remedy available at law or in equity. F. Subject to the City’s review and acceptance, a certificate of insurance showing the proper endorsements, shall be delivered to the City before performing the Work. G. Consultant shall provide the City with written notice of any policy cancellation, within two (2) business days of their receipt of such notice. 14. Delays: Consultant is not responsible for delays caused by factors beyond the Consultant’s reasonable control. When such delays beyond the Consultant’s reasonable control occur, the City agrees the Consultant is not responsible for damages, nor shall the Consultant be deemed to be in default of the Agreement. 15. Successors and Assigns: Neither the City nor the Consultant shall assign, transfer or encumber any rights, duties or interests accruing from this Agreement without the written consent of the other. 16. Notices: Any notice required under this Agreement will be in writing, addressed to the appropriate party at the address which appears below (as modified in writing from time to time by such party), and given personally, by registered or certified mail, return receipt requested, by facsimile or by nationally recognized overnight courier service. Time period for notices shall be deemed to have commenced upon the date of receipt, EXCEPT facsimile delivery will be deemed to have commenced on the first business day following transmission. Email and telephone may be used for purposes of administering the Agreement, but should not be used to give any formal notice required by the Agreement. CITY OF RENTON Nate Malone 1055 South Grady Way Renton, WA 98057 Phone: (425) 430-6936 nmalone@rentonwa.gov CONSULTANT Vladimir Martinov PO Box 3033 Bellevue, WA 98009 Phone: (916) 768-4702 Vladimir@daizylogik.com 17. Discrimination Prohibited: Except to the extent permitted by a bona fide occupational qualification, the Consultant agrees as follows: AGENDA ITEM #7. a) Page 7 of 10 A. Consultant, and Consultant’s agents, employees, representatives, and volunteers with regard to the Work performed or to be performed under this Agreement, shall not discriminate on the basis of race, color, sex, religion, nationality, creed, marital status, sexual orientation or preference, age (except minimum age and retirement provisions), honorably discharged veteran or military status, or the presence of any sensory, mental or physical handicap, unless based upon a bona fide occupational qualification in relationship to hiring and employment, in employment or application for employment, the administration of the delivery of Work or any other benefits under this Agreement, or procurement of materials or supplies. B. The Consultant will take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, creed, color, national origin, sex, age, sexual orientation, physical, sensory or mental handicaps, or marital status. Such action shall include, but not be limited to the following employment, upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation and selection for training. C. If the Consultant fails to comply with any of this Agreement’s non-discrimination provisions, the City shall have the right, at its option, to cancel the Agreement in whole or in part. D. The Consultant is responsible to be aware of and in compliance with all federal, state and local laws and regulations that may affect the satisfactory completion of the project, which includes but is not limited to fair labor laws, worker's compensation, and Title VI of the Federal Civil Rights Act of 1964, and will comply with City of Renton Council Resolution Number 4085. 18. Miscellaneous: The parties hereby acknowledge: A. The City is not responsible to train or provide training for Consultant. B. Consultant will not be reimbursed for job related expenses except to the extent specifically agreed within the attached exhibits. C. Consultant shall furnish all tools and/or materials necessary to perform the Work except to the extent specifically agreed within the attached exhibits. D. In the event special training, licensing, or certification is required for Consultant to provide Work he/she will acquire or maintain such at his/her own expense and, if Consultant employs, sub-contracts, or otherwise assigns the responsibility to perform the Work, said employee/sub-contractor/assignee will acquire and or maintain such training, licensing, or certification. AGENDA ITEM #7. a) Page 8 of 10 E. This is a non-exclusive agreement and Consultant is free to provide his/her Work to other entities, so long as there is no interruption or interference with the provision of Work called for in this Agreement. F. Consultant is responsible for his/her own insurance, including, but not limited to health insurance. G. Consultant is responsible for his/her own Worker’s Compensation coverage as well as that for any persons employed by the Consultant. 19. Other Provisions: A. Approval Authority. Each individual executing this Agreement on behalf of the City and Consultant represents and warrants that such individuals are duly authorized to execute and deliver this Agreement on behalf of the City or Consultant. B. General Administration and Management. The City’s project manager is Nate Malone. In providing Work, Consultant shall coordinate with the City’s contract manager or his/her designee. C. Amendment and Modification. This Agreement may be amended only by an instrument in writing, duly executed by both Parties. D. Conflicts. In the event of any inconsistencies between Consultant proposals and this Agreement, the terms of this Agreement shall prevail. Any exhibits/attachments to this Agreement are incorporated by reference only to the extent of the purpose for which they are referenced within this Agreement. To the extent a Consultant prepared exhibit conflicts with the terms in the body of this Agreement or contains terms that are extraneous to the purpose for which it is referenced, the terms in the body of this Agreement shall prevail and the extraneous terms shall not be incorporated herein. E. Governing Law. This Agreement shall be made in and shall be governed by and interpreted in accordance with the laws of the State of Washington and the City of Renton. Consultant and all of the Consultant’s employees shall perform the Work in accordance with all applicable federal, state, county and city laws, codes and ordinances. F. Joint Drafting Effort. This Agreement shall be considered for all purposes as prepared by the joint efforts of the Parties and shall not be construed against one party or the other as a result of the preparation, substitution, submission or other event of negotiation, drafting or execution. AGENDA ITEM #7. a) Page 9 of 10 G. Jurisdiction and Venue. Any lawsuit or legal action brought by any party to enforce or interpret this Agreement or any of its terms or covenants shall be brought in the King County Superior Court for the State of Washington at the Maleng Regional Justice Center in Kent, King County, Washington, or its replacement or successor. H. Severability. A court of competent jurisdiction’s determination that any provision or part of this Agreement is illegal or unenforceable shall not cancel or invalidate the remainder of this Agreement, which shall remain in full force and effect. I. Sole and Entire Agreement. This Agreement contains the entire agreement of the Parties and any representations or understandings, whether oral or written, not incorporated are excluded. J. Time is of the Essence. Time is of the essence of this Agreement and each and all of its provisions in which performance is a factor. Adherence to completion dates set forth in the description of the Work is essential to the Consultant’s performance of this Agreement. K. Third-Party Beneficiaries. Nothing in this Agreement is intended to, nor shall be construed to give any rights or benefits in the Agreement to anyone other than the Parties, and all duties and responsibilities undertaken pursuant to this Agreement will be for the sole and exclusive benefit of the Parties and no one else. L. Binding Effect. The Parties each bind themselves, their partners, successors, assigns, and legal representatives to the other party to this Agreement, and to the partners, successors, assigns, and legal representatives of such other party with respect to all covenants of the Agreement. M. Waivers. All waivers shall be in writing and signed by the waiving party. Either party’s failure to enforce any provision of this Agreement shall not be a waiver and shall not prevent either the City or Consultant from enforcing that provision or any other provision of this Agreement in the future. Waiver of breach of any provision of this Agreement shall not be deemed to be a waiver of any prior or subsequent breach unless it is expressly waived in writing. N. Counterparts. The Parties may execute this Agreement in any number of counterparts, each of which shall constitute an original, and all of which will together constitute this one Agreement. IN WITNESS WHEREOF, the Parties have voluntarily entered into this Agreement as of the date last signed by the Parties below. CITY OF RENTON CONSULTANT AGENDA ITEM #7. a) Page 10 of 10 By:_____________________________ By:____________________________ Denis Law Mayor Vladimir Martinov LLC Member _____________________________ Date _____________________________ Date Attest _____________________________ Jason A. Seth City Clerk Approved as to Legal Form _______________________________ Shane Moloney Renton City Attorney Contract Template Updated 07/19/2017 AGENDA ITEM #7. a) AGREEMENT FOR PROFESSIONAL COMPUTER PROGRAMMING AND CONSULTING WORK FOR PRAXIS SYSTEM EXHIBIT A Scope of Work Phase 1 – 200 hrs • Initial Setup – Web site and nightly scheduled job - 20 hrs o Work with IT to setup infrastructure o Deploy development, test and production environments on server o Training assistance as needed o Prepare for development of code o Add users in Praxis • Data Migration from Energov - Legal entity and license database - 60 hrs • Data Migration from Codesmart - Tax database – 60 hrs • Convert all system generated letters to Renton – 40 hrs (COR needs to purchase Adobe Acrobat Pro) • Convert all locations in site from Bellevue to Renton – 10 hrs • Verify license approval process – 10 hrs Phase 2 – 400 hrs Build Business License Module in Praxis – 120 hrs • Annual renewable business license flat fee of $150 • Business license approval workflow (Fire, Code Enforcement and Business Licensing) for in-city business locations Customization of Praxis to comply with Renton • Tax Calculation Changes – 160 hrs o Tax Cap  City of Renton has a maximum amount of B&O tax a single taxpayer can pay in a calendar year. That amount is adjusted annually by the CPI-W. In 2016 the tax cap was $4.25 million 2017 cap $4,335,709.75 o B&O Tax Threshold $500,000 of taxable revenue  Does not apply to other taxes which do not have a current threshold o Tax Classifications- Need to add an additional tax classification and tax code as Retailing/Retail service are two different classifications with different rates o Deductions AGENDA ITEM #7. a) Page 2 of 2  Remove/Add 5-10 codes and different deductions o Tax Credit  New business tax credit for new Renton businesses that bring in 50 or more employees to their location in the City of Renton  $1,000 per FTE credit to be taken against B&O tax only  Cannot exceed tax owed  Valid for first 3 reporting years only • Review, customize and add any required reports – 40 hrs Lockbox Integration – 80 hrs • US Bank or Other Service Go Live with Phase 1 and Phase 2 including system testing and debugging Phase 3 • File Local Integration - 100 hrs o Integrate Praxis with File Local using web services • Ongoing testing and debugging AGENDA ITEM #7. a) AGREEMENT FOR PROFESSIONAL COMPUTER PROGRAMMING AND CONSULTING WORK FOR PRAXIS SYSTEM EXHIBIT B Compensation Rate: Work performed by Consultant will be compensated at the rate of $195 per hour. AGENDA ITEM #7. a) AGREEMENT FOR PROFESSIONAL COMPUTER PROGRAMMING AND CONSULTING WORK FOR PRAXIS SYSTEM EXHIBIT C Schedule of work to be performed Scheduled Work Date Description November 2017 Finalize Contract November 2017 – January 2018 Phase 1 (See Exhibit A) December 2017 –June 2018 Phase 2 (See Exhibit A) May 2018 – September 2018 Phase 3 (See Exhibit A) September 2018 – December 2018 Ongoing System Support/Modifications AGENDA ITEM #7. a)