Baton Rouge city-parish employee compensation report

7/27/2019 Baton Rouge city-parish employee compensation report

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CITY-PARISHTOTAL

COMPENSATIONSTUDY

2013

Presented by:



City-Parish Total Compensation Study 2

City of Baton Rouge, Parish of East Baton Rouge 2013

Table of Contents

1 Introduction..................................................................................................................................... 3

2 Scopeof theTotalCompensationStudy.......................................................................................... 4

3 MethodologyandDataSourcesforBenefits................................................................................... 4

4 MethodologyandDataSourcesforPay.......................................................................................... 6

5 TotalCompensationAnalysis:BenefitsandPay............................................................................. 7

AppendixA:TotalCompensationAnalysis................................................................................................. 51

AppendixB:Retirement............................................................................................................................. 75

AppendixC:RetireeBenefits/OPEB........................................................................................................... 76

AppendixD:PaidTimeOff –VacationLeave,SickLeave,Holidays,andExecutiveLeave........................ 79

Appendix

E:

Healthcare

Benefits

for

Active

Employees

.............................................................................

87 AppendixF:PayAnalysis.......................................................................................................................... 102





1 Introduction

WhilemanymunicipalitiesacrosstheUnitedStateshavebeenstrugglingfinanciallysincethe2008

recession,BatonRougehasenjoyedarelativelystrongandstableeconomy.Infact,unlikemanyother

citiesandcounties,BatonRougehasmanagedtomaintainabalancedbudget,avoidcuttingservicesto

its

citizens,

and

has

even

been

able

to

maintain

regular

one

step

(3

percent)

merit

increases

from

year

toyearpertheCityParishPayPlanRuleSection6.6.Nonetheless,theCityof BatonRouge,Parishof

EastBatonRouge(“CityParish”)hasfounditstotalcompensationcostsarerising,drivenprimarilyby

thepoliciesandprogramsassociatedwithemployeeandretireebenefits.

Atthesametime,astheeconomyimprovesandotherorganizationsraisetheirsalariesandwages,the

CityParishfindsitmoredifficulttoattractandretainthenecessarytalenttoensureaproductiveand

stableworkforce.Thissituationisespeciallypronouncedforanumberof positionsinmissioncritical

areasandhasthepotentialformoreseriousconsequencesinfutureyearsasthebabyboomersleave

theworkforceinlargenumbersandmustbereplacedbynewworkers.IntheCityParishDepartmentof

PublicWorks(“DPW”),forexample,26percentof itscurrentworkforceisexpectedtoretireorleave

withinthe

next

seven

years.

With

base

pay

and

benefits

like

retirement

and

longevity

pay

oriented

towardrewardingemployeesaftertheir10thyearof employment,theCityParishfindsitself struggling

tofindnewqualifiedworkersintheincreasinglycompetitiveBatonRougemarket.Inaddition,theCity

Parishandcurrentworkersmustpayincreasingcostsfortheirretirement,aswellasotherbenefitsthat

arenotrealizeduntiltheyretire,creatinganimbalanceintotalcompensationwithbasepayshrinkingin

proportionwhencomparedtotheheavybenefitsload.

Whileitistemptingtotrytofindclassesof employeeswhoareunderpaidandtolookforfundingto

bringtheirbasepaytomarket,thisstrategywouldbeilladvised.Infact,thestateof Louisianahas

recentlyprovidedraisesforonlysomeemployeesandhasnowcreatedasystemof “havesandhave

nots”

as

reported

in

the

October

21,

2013

edition

of

The

Advocate

in

the

article

by

Melissa

Deslatte

entitled,“PayRaisesUnevenAcrossLouisianaAgencies.”Suchdecisionscancreatedissensionamong

departmentsandnegativelyimpacttheintegrityof thepaystructure.

In2012,theCityParishMetropolitanCouncilauthorizedatotalcompensationstudyfornonpublic

safetypositions1tobeconductedbyaconsultingteamcomposedof HNTBCorporation,SSA

Consultants,BuckConsultants,andAlphaMedia.Inordertoconductthisstudy,theconsultingteamhas

reliedontheCityParishtoprovideemployeedata, jobdescriptions,leaveandbenefitspolicies,and

planinformation.Becausenoauditwasconductedonanyof thisinformation,theconsultingteamhas

reliedontheaccuracyof theinformationprovided.

1MunicipalPoliceandFireemployeeswerenotincludedinthisstudyduetocomplexitiesregardingseparate

retirementplansandpayschedules.TheCityParishconductedasimilaranalysisforthoseemployees.





Figure1:KeyTermsDefinitionsandCalculations

Total Compensation = Benefits + Pay

Benefits = Retirement + Leave + Healthcare + Voluntary Benefits

Pay = Base Pay + Longevity Pay + Overtime

Base Pay = Hourly Wage X 2080 Hours2 or Annual Salary

2 Scope of the Total Compensation Study

Thescopeof thisstudywasshapedbytheCityParish’sinterestinunderstandingandcomparingtotal

compensation(benefitspluspay)ratherthansimplypay.Basedonthedatagatheredaspartof this

study,it

would

cost

approximately

$9,233,4003

per

year

to

bring

all

City

Parish

employees’

pay,

excludingMunicipalPoliceandFire,tocurrentmarketbasedpaylevels4.Fromtheoutsetof thestudy,

theCityParishadministrationnotedthatincreasesinpay(beyondthecurrentlybudgeted3%merit

increasesandlongevitypay)wouldneedtoberevenueneutral.Whilethisdeterminationdidnotaffect

thedatacollected,itdoesprovideparametersforfuturerecommendationsandimplementation

strategies.

ATotalCompensationAdministrativeAdvisoryCommittee(“AdvisoryCommittee”)wasformedtoassist

theconsultingteamandtoensurethataccurateinformationandappropriatedecisionsand

comparisonsweremadebasedupontheuniquecircumstancesexistingintheCityParishsystem.This

typeof

committee,

composed

of

internal

subject

matter

experts,

is

common

to

studies

of

this

nature.

TheAdvisoryCommitteewascomprisedof representativesfromtheDepartmentof HumanResources,

theDepartmentof Finance,andtheOfficeof theMayorPresident.

3 Methodology and Data Sources for Benefits

Thisstudyevaluatedtotalcompensation(benefitspluspay)forCityParishemployeesandretirees.In

publicorganizationstoday,evaluatingandcomparingbenefitsrequiresdifferentdatabasesand

informationsourcesthanthoseneededforevaluatingpay.Ingeneral,thebenefitpackagesinpublic

organizationsincludemoretraditionalelementsdesignedtoserveasretentiontools,andmanyof these

havebeenreplacedbylesscostlyalternativesinprivateorganizations.

2Hourlywagesaremultipliedby2080hoursworkedperyeartocreateanannualizedsalaryfigure.

3Totalpayestimatedincreaseof $9,233,400consistsof $7,267,200inbasepayand$1,966,200inbenefitsbased

upona6percentadjustment.

4Marketbasedpayisgenerallyconsideredtobepayatthe50

thpercentileof themarketpayforthemidpointof

eachposition.





Thefollowingsourceswereutilizedforthebenefitsanalysisandcomparativeevaluation.

BuckConsultants:EmployeeWelfareBenefitsSurvey,October2012

- UniformResponse

- Governmentand

Public

Administration

CobaltCommunityResearch:HealthandOPEBFundingStrategies,2012NationalSurveyof

LocalGovernments

- 251+Employees

KaiserFamilyFoundation:EmployerHealthBenefits,2012

- 200+Employees

- 1,0004,999Employees

Mercer:NationalSurveyof EmployerSponsoredHealthPlans,2011

- Government

U.S.Departmentof Labor:NationalCompensationSurvey,EmployeeBenefitsintheUnited

States,March2012

- LocalGovernment

- 500+Employees

InconjunctionwiththeAdvisoryCommittee,thefollowingpeergroupcitieswereidentifiedasbasesfor

comparisonforbenefitsdataduetothefacttheirdatawaspubliclyavailableortheconsultingteamhad

accesstotheirrelevantbenefitsdata.5

Figure2:PeerCities

PeerCitiesUsedforBenefitsComparisons

Austin,TX

Atlanta,GA

Augusta,GA

Chattanooga,TN

Dallas,TX

Houston,TX

LittleRock,AR

Macon,GA

Memphis,TN

OklahomaCity,OK

Richmond,VA

Tallahassee,FL

Tulsa,OK

Tuscaloosa,AL

5Peercitieswereusedforcomparativepurposesforpensionandotherbenefitsuniquetopublicorganizations.

Nopaydatawasgatherednorwerepeercitiesusedforcomparisonsof pay.Formoreinformationonpay

comparisons,seeSection4:“MethodologyandDataSourcesforPay”.





4 Methodology and Data Sources for Pay

Municipalitiesmustcompetefortalentinthesamemannerandmarketsasprivateindustry.

Conductingastudytoevaluatethecompetitivenessof theCityParish’scompensationprogramis

importantinordertoensuretheycancontinuetoeffectivelyattractandretainhighcaliberemployees.

Most

organizations

conduct

studies

of

their

compensation

programs

regularly

and

set

up

pay

programs

toassisttheminmanagingpay.Marketdataisimportantinthesestudiesandhelpsorganizationsto:

Understandwheretheypayrelativetothemarkettostaycompetitive;

Formallyalign jobswithinanorganization;

Establishcompetitivepayrangesfor jobsandgroupsof jobs;and

Ensurethatpayfallswithinacompetitiverangesothereisinternalandexternalequity.

Themarketpricingprocessconsistedof fourdistinctstepswiththekeycomponentsforeachoutlined

belowinFigure3.

Figure3:MarketPricingMethodology

IntheDataGatheringstage,6theconsultingteamworkedwiththeAdvisoryCommitteetoidentify

between250and300benchmark jobsandtoestablishbaselinesforstructuralandpositionspecific

analyses.Benchmark jobsareCityParish jobsthatwereidentifiedtoserveas“AnchorPoints”because

theycloselyresemble jobsperformedinotherorganizationsorindustries.Jobswerechosentospana

widevariety

of

grades

and

functional

areas.

A

list

of

all

benchmark

jobs

is

provided

in

Table

10,

AppendixA.

6SeeAppendixAforalistof allrequesteddata.

Data GatheringIdentify

benchmarkjobs

Discuss talentsources

Obtain jobdescriptions and

organizational chartsfrom City-Parish

Gathersurvey

materials

Job MatchingMatch City-Parish positions to survey

data based on job responsibilitiesReview survey job matches with

Advisory Committee

Data AnalysisIdentify City-Parish's competitivemarket position for base pay and

total cash compensation

Key statistical analyses including

25th

, 50th

, and 75th

percentiles

Summary Report Prepare report that summarizes findings





Inordertoprovidevalidandaccuratedata,mostpositionsintheCityParishwerecomparedtosimilar

positionsintheBatonRougemarketareasincemostCityParishworkersarerecruitedfromthelocal

marketarea.Marketbasedpayforpositionsrequiringspecializedtraining,uniqueexpertise,or

executivelevelexperiencewascomparedtopayforsimilarpositionsregionallyornationally.Job

descriptionsandorganizationalchartswerealsoobtainedfromtheCityParishtounderstand

organizationalstructureandreportingrelationshipsandtoensurethatamplebenchmarkswere

selectedfromeachhierarchicallevel.

Surveydatawasgatheredfromcombinationsof proprietarystudiesfromBuckConsultants’survey

libraryandfrominformationandsurveysprovidedbytheCityParish.Specifically,thefollowing

proprietarysurveyswereutilized.

2011TowersWatsonSuite

2011MercerMetropolitanBenchmarkSurvey

Kenexa’sCompAnalystdatabase

Positionsin

the

City

Parish

were

matched

to

positions

in

the

surveys

based

on

the

function

of

the

job

ratherthanconsideringtitleorcurrentincumbent.Amarketmatchwasconsideredstrongif 70percent

of thesurvey jobdescriptionwasamatchtotheCityParish job.Marketmatcheswerereviewedbythe

AdvisoryCommitteetoconfirmagreementonthe jobsbeingmatched.

5 Total Compensation Analysis: Benefits and Pay

Thetotalcompensationstudywasdesignedtoexamineeachelementof CityParishemployee

compensationincludingbasepay,longevitypay,overtime,healthcarebenefits,retirementbenefits,and

postretirementbenefitsorOtherPostEmploymentBenefits(OPEB).7TheCityParishdoesnotofferits

employeesSocial

Security,

but

the

benefits

offered

are

costly

compared

to

other

municipalities

and

the

costsarerising.Additionally,thesebenefitsarenotreflectiveof current

bestpracticepension,healthcare,andpaidtimeoff foundinpublicand

privateorganizations.Itishelpful,therefore,toexaminethehistoryand

backgroundof theCityParishbenefits.

Benefits Analysis

Itishelpfultoexaminethehistoryandthebackgroundof thedecisions

impactingCityParishretirementandotherbenefitsforactiveemployees

andretirees.

7SeeAppendixB,CandDforadditionalinformation.

Itisapparentafteranalyzing

thecurrenttotal

compensationmodelforthe

CityParishthatemployees

receivemostof their

compensation,orthe

greatestportionof theirtotal

rewards,aftertheyretire.





Figure4:RetirementandGeneralBenefits:HistoryandBackground

RetirementandGeneralBenefits:HistoryandBackground

Thecurrentaccrualratesforvacationleavedatebacktothe1950sandthe

1970sforsickleave,butwererestrictedastohowmuchtimecarriedover

fromone

year

to

the

next

and

for

payment

upon

separation

from

service.

Longevitypaywasinstitutedin1951. In1982,thetwoyearDeferredRetirementOptionProgram(“DROP”)

wasapproved. In1985,thepercentageaccruedforeachyearof serviceforretirementwas

reducedfrom3percentto2.5percentforemployeeshiredafterJanuary1,

1986. In1985,theDROPwasexpandedtofiveyears. In1992,thepercentageaccruedforeachyearof serviceforretirementwas

increasedbackto3percentretroactiveforallemployees. Employees

also

pay

apremium

for

these

changes

with

the

employee

rate

goingfrom8percentto9.5percentinthe1990s.

Thefollowingkeyobservationssurfacedfromdatareview,analysis,andcomparisonswithmarket

benchmarks.

1. IntheCityParish,employeescanretirewithfullbenefitsatanyageafter25yearsof service.Of

thepeercitiesstudied,allothercitieswithdataavailablehaveaformulacombiningageand

yearsof service.

2. TheCityParishaccrues3percentforeachyearof serviceforallemployeesintheretirement

system.

Of the

other

cities

surveyed,

most

accrue

between

2and

2.5

percent.

3. ManycitiessurveyeddonothaveDROPprogramsorhaveshortertimeperiods.

4. CityParishpaidsickleaveisgenerousasemployeeswith15+yearsof serviceearn24paiddays

peryear.CityParishemployeescanapplyallof theirunusedaccruedsickleavetotheir

retirementenablingthemtoretireafullyearearlierorreceiveanextrayearof credit(twoyears

forfirefighters).

5. Longevitypayasapercentageof annualpayisnotcommoninmostorganizations.Inthe2003

MGTcompensationstudy,62percentof theorganizationssurveyeddidnothaveorwere

phasingoutlongevitypay.The2013CityParishbudgetestimateslongevitypayat$7.18million

excludingMunicipalPoliceandFire.

6. Overtimepolicies

and

their

application

vary

by

area

and

in

2012

the

City

Parish

spent

$7.07

millioninovertimepaymentsexcludingMunicipalPoliceandFireandFEMAreimbursabletime

forHurricaneIsaacresponseefforts.

7. RetireehealthcareandprescriptiondrugscostsareescalatingandtheCityParishsubsidyis

higherthanwhatotherorganizationsareproviding.

8. Basicelementsof theCityParish’sexistingcompensationsystemthathavebeenvaluedinyears

past –suchaslongevitypay –donotholdthesameappealwithtoday’snewworkforce





entrants.Researchshowsthatemployeesarenolongergoingtoworkforanorganizationwith

theintentof stayingforeven10yearsmuchless25yearsormore.AnyadjustmenttotheCity

ParishcompensationstructuremustconsiderthischangeinemployeevaluesastheCityParish

workstoattractandretainamultigenerationalworkforce.

9. Althoughmostemployeesreceivea3percentStepincreaseeveryyear,manypositionsstilllag

behindmarket

based

pay.

The

lack

of

structural

adjustments

to

the

base

pay

scales

has

also

resultedinsomesalarycompressionproblems.

10. TheCityParishhasapolicyof promotingfromwithinandtrainingisgiventoassistwith

promotionalopportunities.Whenpromoted,anemployeereceivesaminimumof a6percent

payraiseanduponcompletionof theprobationaryperiodtheemployeereceivesanadditional

3percent.

TheCityParish’sretirementplanissolidandisnotatriskof

creatingfiscalproblemsforBatonRougeashasbeenseenin

manyothercitiesaroundthecountry.Itdoes,however,

requireagrowingproportionof CityParishcontributionsin

ordertomaintainorimproveitscurrentfundinglevel.In

January2013,thePewCharitableTrusts(“Pew”)publisheda

studyentitled,“AWideningGapinCities:ShortfallsinFunding

forPensionsandRetireeHealthCare.”

AccordingtoPew,manyexpertslookattwoindicatorsto

evaluatehowwellcitiesaremeetingtheirpensionobligations.Pewrecommendsthatacityshould

strivetohaveassetstocoveratleast80percentof theirpensionliabilities.Thereportcitesthefederal

2006PensionProtectionActthatusesthebenchmarkof 80percenttodetermine“atrisk”statusof

privatesectorpensionplansandtheyconsiderafundinglevelof 100percenttobeideal.Additionally,

Pewrecommends

that

the

percentage

of

the

annual

contribution

acity

pays

to

meet

their

pension

obligationshouldbeatleast90percentof theactuariallyrecommendedamount.Thiscalculationis

generallyspreadover30years.

AsshowninTable1below,BatonRougehasdemonstratedfiscalresponsibilitythroughthefundingof

72.23percentof itspensionobligation.Althoughthisisbelowtherecommendedbenchmarkof 80

percent,inthePewstudy,thekey61citiesintheUnitedStatestogetherhaveenoughmoneytocover

only74percentof theirpensionobligations,indicatingthatothercitiesarebelowthebenchmarkas

well.WhencomparedtothepeergroupinTable1,of the12citieswithdataavailable,ninecitieshave

pensionplansthatarefundedathigherlevelsthanBatonRouge,althoughsomecitieshavehadtofloat

bondsandreduceservicestofundtheirunfundedliabilitiesatahigherlevel.AlsonotedinTableI,itis

tobeexpectedthatasacity’spensionplanfundinglevelmovescloserto100percent,theemployerand

employeecontributionratescanbelowered,freeingupfundingforotherpriorities.

BatonRougecurrentlymeetsthesecondPewrecommendationbypaying100percentof theannual

contributionproposedbytheiractuariestomeettheirpensionobligation.TheCityParish’sannual

contributionrateof 26.89percentrepresentsasignificantcommitmenttohonorpensionpromises

madetoCityParishretireesandemployees.Somecitiesandstateshavepassedlawsorordinancesto





protecttheirpensionsbyrequiringacertainlevelof contributionbaseduponactuarialevaluations.Itis

verytemptingforcashstrappedcitiesandstatestoreducecontributionlevelstofundotherprioritiesor

toofferadditionalbenefitswithoutprovidingcommensuratefunding.

The2013CityParishemployerpensioncontributionrateof 26.89percentis1.18percenthigherthan

thecontribution

rate

in

2012

and

this

increased

rate

cost

the

City

Parish

an

additional

$1.5

million.

As

showninTable1,BatonRougehasthefourthhighestemployerpensioncontributionrateamongthe

peercitiesgroupwithatleastathirdof thecitiescontributinglessthan10percent.Therisingemployer

pensioncontributionratethatmustbepaidbytheCityParishtomakeupforprioryearsof

underfunding,andgenerousretirementbenefitsandretireehealthcarecostsiscoveredattheexpense

of otherfundingprioritiesincludingincreasesinemployeesalariesandwages.

Table1:PeerCitiesPensionContributionRateAnalysis

Peer

Cities

Pension

ActuarialValue

of Assets

Pension

Unfunded

ActualAccrued

Liability

PensionCovered

PayrollPension

Contributions

Pension

Funded

Status

Pension

Contribution

Rate

Atlanta $868,799,000 $828,284,000 $135,636,000 $35,237,000 51.19% 25.98%

Augusta $139,360,103 $44,766,289 $77,108,376 $6,827,085 75.69% 8.85%

Austin $1,711,600,000 $749,100,000 $438,900,000 $64,297,000 69.56% 16.00%

BatonRouge $1,027,953,907 $395,264,269 $136,781,288 $36,777,168 72.23% 26.89%

Chattanooga

$246,465,076

$43,238,126

$57,976,515

$6,682,722

85.08%

12.95%

Dallas $3,027,000,000 $255,000,000 $332,000,000 $27,323,000 92.23% 16.70%

Houston $2,328,800,000 $1,461,500,000 $544,700,000 $103,493,000 61.44% 19.00%

LittleRock N/A N/A N/A N/A N/A 7.00%

Macon $66,155,121 $11,855,812 $17,449,139 $2,455,897 84.80% 14.07%

Memphis $1,867,934,000 $641,996,000 $298,250,000 $20,108,000 74.42% 6.00%

Oklahoma

City

$514,499,000

$79,423,000

$109,293,000

$9,615,000

86.63%

8.80%

Richmond $476,122,597 $370,319,231 $125,060,489 $38,914,529 56.25% 31.12%

Tulsa $378,454,000 $117,466,000 $104,313,000 $10,869,000 76.31% 10.42%

Tuscaloosa $53,809,654 $19,669,021 $29,852,244 $1,787,940 73.23% 5.99%





Underfundingapublicpensionplancanhavefarreachingeffects.Themostobviousof theseiswhatis

seeninthecitiesstrugglingtodealwiththeirunfundedliabilities,butthereareotherimpactsnotedin

thePewstudythatmaybelessvisiblebutnonethelesssignificant.

ThepotentialimpactslistedinthePewstudyinclude:

CutstoServicesorTaxIncreases

Thesecanincludelayoffs,furloughs,anddecreasesortotal

eliminationof functionsordepartments.Somecitieshave

institutedtaxincreasessuchasPhiladelphia’smoveto

instituteafiveyear,onecentincreaseinsalestaxeswith

fundsdedicatedtolocalpensions.

EffectsonCreditRatings

Creditratingsbybondagenciescanaffecthowmuchacity

mustpaytoborrowmoneytobuildroadsorfloatbondsfor

capitalimprovement

projects.

One

of

the

criteria

used

in

determiningcreditratingsisthelevelof unfundedliabilitiesforpublicsectorretirement

benefits.

CostShiftingtoFutureGenerations

Currentandfuturetaxpayersandemployeesmustpaythebillforbenefitsearnedtoday,aswell

asbenefitsthatwereearnedyearsagowhenthereareunfundedpensionliabilities.According

toPew,“Theportionof theannualpaymentthatgoestowhittledownacity’sunfundedliability

caneasilydwarf thecostof thecurrentyear’sretirementbenefits,muchlikeacreditcardbillin

whichthemonthlychargefordebtandinterestswampstheamountof recentpurchases.”This

occurredinBostonin2009,wherepensionliabilitieswere60percentfundedandthecity,

throughits

taxpayers,

had

to

pay

$108

million

in

annual

recommended

contributions.

Unfortunately,duetothesignificantunfundedliability,threefourthsof thepaymentorabout

$82millionwaspaidforservicesperformedinthepastandonlyabout$26millionwaspaidfor

workperformedthatyear.

PressuretoCutBenefits

Whenelectedofficialsfindtheymustcontributemorethroughraisingtaxesorcuttingservices,

theysometimesrequireemployeestocontributemoreof theirpay,ortrytocutcostsby

reducingbenefits.

ThePeer

Cities’

Pension

Benchmark

Review

as

depicted

in

Table

2displays

anumber

of

elements

commontodefinedbenefitsplansofferedbyeachof thepeercitiesincomparisontoBatonRouge.The

followingdescriptionsexplainthecolumnheadingsinTable2.

PensionFormula:AccrualRate

Theaccrualrateisthepercentageof earningsthatisusedtocalculatehowmucharetireewillreceivein

benefitswhenheorsheretires.Thehighertheaccrualpercentage,thehighertheretireebenefitand

“…inSeptember 2012,Moody’s

downgraded Omaha’s

bond

rating,despiterecent pension

reforms for police,‘primarily

based on persistent under

fundingof its pension

obligationswhichisnot

consistent withtheexpected

financial practicesof highly

rated cities.’ ”

“AWideningGapinCities,”

PewCharitableTrusts





themoreexpensiveitisfortheemployer.TheCityParishaccrues3percentforeachyearof servicefor

allemployeesintheretirementsystem.Of thepeergroupcitiessurveyed,onlyBatonRougeaccrues3

percentandmostcitiessurveyedaccruealowerpercentage,generallybetween1.8percentand2.5

percent.

EmployeeContributions

CityParishemployeecontributionstothepensionplanarecappedat9.5percent.Thisishigherthan

everyothercitysurveyedexceptforDallaswheretheemployeecontributionwas11.87percentin2012.

Dallashashadnumerousfinancialchallengesincludingthreeyearsof reductionsinforcetotalinglayoffs

of over19percentof civilianemployees,nopayincreasesbetween2009and2012,andlargeunfunded

liabilityissueswiththeirpensionplan.Theyissuedbondstohelpreducetheirunfundedliabilityandto

helpthemtoreacha92percentfundinglevel,makingitevenmoredifficulttoreachstabilityand

intergenerationalparity.

PayCalculations:ClosingLoopholesthatAllowSpiking

Akeyelementof theformulathatsetstheamountof aretiree’smonthlypensioncheckisthe

employee’sfinalaveragesalary.Citiesdifferonhowfarbacktheplanlookstocalculatefinalsalary,as

wellaswhetherovertimeandsickleavecanbecounted.

TheCityParish,aswellasanumberof othercities,hasallowedworkerstoincludeovertime,unused,

andevenunlimitedunusedsickleaveorunusedvacationtimetoboostor“spike”theirfinalaverage

salarythatisgenerallyusedtoestablishtheirlevelof benefits.Somepublicorganizationsfind

supervisorsandemployeescreatinglatecareerpromotionstoincreasesalariesshortlybefore

retirement.ThePewstudynotes,“Theshortertheperiodsusedtodeterminefinalsalary,theeasieritis

tobumpitbeyondnormallevels.Morecitiesaretighteninghowfinalsalariesarecalculatedbecause

theycanhaveasurprisinglylargeeffectonthesizeof thepension.”Memphiscalculatesthebenefit

overthelastfiveconsecutiveyearsandAtlantadoesnotallowovertimeaspartof thecalculation.The

CityParishcalculatesthebenefitoverthehighestthreeyears.

NormalRetirement:ChangingtheFormula,Age,orVestingPeriod

Aprimaryfactorthatdrivesuppensioncostsandisafocusoncostcuttingformanycitiesisthe

determinationof whenanemployeebecomeseligibleforretirementbenefits.TheCityParishhasa

uniqueplanthatallowsfullretirementatanyagewith25yearsof serviceratherthanaformula

combiningageandyearsof service.Thismeansthatanewemployeewhobecomesemployedbythe

CityParishwhentheyare25yearsoldcanretirewithfullpensionbenefitswhentheyare50yearsold

andcouldeasilyliveanother30to35yearswhiledrawingpensionbenefits.

AccordingtothePewstudy,giventheprojectedlifespansof thenewworkers,theCityCouncilin

DenverrecentlyshiftedtheretirementageforemployeeshiredafterJuly1,2011,from55yearsof age

withfullbenefitsafter20yearsto60yearsof ageafter25ormoreyearsof service.TheInternal

RevenueServiceislookingintothepossibilityof establishingnormsforretirementsystemstoincrease

thestabilityof publicpensionsystems.





EarlyRetirement

Mostof thepeergroupcitieshaveanearlyretirementoptionwithlimitedbenefitsatage55witha

specifiednumberof yearsof service.

DROP

Someof thecitiessurveyedhaveshortertimeperiodsforDeferredRetirementOptionPlans(DROP)

suchastwoyearsratherthanthefiveyearscurrentlyinexistenceinBatonRouge.Somecitiesdonot

offerDROPprogramsorhaveendedofferingDROPtonewemployees.





Table2:PeerCities’PensionBenchmarkReview

City PensionFormula

Employee

ContributionsPayCalculation NormalRetirement EarlyRetirement DROP

Pension

ContributionRat

BatonRouge

3.0%if serviceis

25+years

(capof 30yearsfor90%

benefit)otherwise2.5%

9.5%of pay Highest3years

Age55/25yearsof

serviceorage55/10

yearsof service

20yearsof service

withpenaltyof 3%on

totalforeachyear

underage55

If service25+years,

max5yearsof DROP;

otherwisemax3years

26.89%

Austin 2.5%(nocap) 8%of pay

Highest36

months

of

last10yearsservice

Age65/5

years

of

serviceorage62/30

yearsof service

Age55/10

years

of

service

Yes

(90%

of

benefit,

max60months)16.00%

Atlanta

2.5%with2005

amendment,2%

without,80%cap

7%w/obeneficiary,

8%w/beneficiary

Highest3consecutive

years,noovertime

Age60/10yearsof

service

10yearsof service No 25.98%

Augusta

1.65%forpeoplehired

after10/1/2007

4%of earnings 8.85%

Chattanooga

2%(upto20years)+1%

after(20years)2%of earnings Highest3years Age62,Ruleof 80

Age55and5yearsof

service

Yes,with26+yearsof

servicecando13

yearsof DROP

12.95%

Dallas

2.75%(no

cap)

11.87%

of

pay

in

2012

Highest3

consecutiveyears

Age60,Ruleof 78,30

yearsof service

Age55if hiredbefore

1972No

16.70%

Houston

1.8%(upto25years)+

1%(after25years)

with90%cap

None

Highest78paychecks

(3years)

Age62/5yearsof

service,Ruleof 75

(50+/5+),Ruleof 70

(prior1/1/2005,

5+service&service+

age=68)

Age55and10yearsof

service,Ruleof 75

Onlyfor

grandfathered

19.00%

LittleRock

MovedfromaDefined

Contributiontoa

DefinedBenefitplan

3.5%of earnings Was4.00%now7.00





City PensionFormula

Employee

ContributionsPayCalculation NormalRetirement EarlyRetirement DROP

Pension

ContributionRat

BatonRouge

3.0%if serviceis

25+years

(capof 30yearsfor90%

benefit)otherwise2.5%

9.5%of pay High3years

25yearsof serviceor

age55/10yearsof

service

20yearsof service

withpenaltyof 3%on

totalforeachyear

underage55

Samerequirementas

retirement;if service

25+years,max5years

of DROP;otherwise

max3years

26.89%

Macon

1.052%forgeneral

employees

None Highest3yearsAge60and5yearsof

service

Age55and5yearsof

service

No 14.07%

Memphis

2.5%(upto25years)+

1%(afterupto72.5%)8%of pay

Highest5

consecutiveyears

Age60/5yearsof

service,age60/10

yearsof service,or25

yearsof service

None No 6.00%

OklahomaCity 2%withmaxof 100% 6%of pay

Highest36monthsof

serviceoutof last60

Age65/5yearsof

serviceor25yearsof

service

Age55and5yearsof

service

No 8.80%

Richmond

1.75%withmaxservice

of 35years1%of pay

Highest36

consecutivemonths

Age65or30yearsof

service

Age55/5yearsof

service

No 31.12%

Tulsa 2.35%(nocap) 6%of pay

Highest30monthsof

last60

Age55/5yearsof

service

Age55/5yearsof

service

No 10.42%

Tuscaloosa

(Before1/1/2013)2.0125%(nocap)

5%of grosspay

(matched)

High3years

inlast10years

25yearsof service

orage60/10yearsof

service

None

Ended3/24/2011;min

of 3years5.99%

Tuscaloosa

(After1/1/2013)1.65%(nocap)

6%of grosspay

(matched)

High3years

inlast10years

Age62/10yearsof

service

None No 5.99%

NOTE:Greenshadingisbest in peer groupcitiesand red isworst in peer groupcities.




Aspublicorganizationsstrivetodealwithrisingbenefitscosts,bestpracticeswarrantkeepingpromised

retirementforcurrentemployeesandcreatingmarketcompetitiveretirementprogramsandpolicies

betteralignedwithcurrentbestpracticesforfutureemployees.8Thereareagrowingnumberof

examplesof citiesthataremovingtodifferenttypesof pensionplans.

Atlantacreatedahybridplanfornewlyhiredemployeeswhowillretirewithareducedtraditional

pension,plusmoneytheyandtheiremployerhavecontributedovertheyearsintoa401(k)style

investmentfund.Existingemployeeshaveachoiceof switchingtothenewhybridoptionorkeeping

theirdefinedbenefitplanaslongastheycontributed5percentmoreof theirpaytofinanceit.

Recommendations – Benefits

I. Retirement

While

the

City

Parish’s

retirement

plan

and

related

programs

and

policies

have

proven

to

be

successful

retentiontools,theircosteffectivenessmustbereevaluated.Othersystemshaveundergone

reevaluationandreducedtheirpensionliabilities.Mostof thechangesthatarerecommendedforthe

CityParishwillrequireanactuarialstudy.Ataminimum,itisrecommendedthattheCityParish:

I.1 Developaformulaforfutureemployees’retirementcombiningageandyearsof service.

I.2 Changeretirementaccrualfrom3percentto2.5percent.

I.3 Movethecomputationof benefitsfromanaverageof threeyearsof servicetofive

yearsof service.

I.4 Evaluatetheimpactof reducingthetermof theDROPprogramwiththegoalof zero

impactonthesystem.

8SeeTable2:PeerCities’PensionBenchmarkReview





II. Paid Time Off – Vacation, Sick Leave, Holidays, and Executive Leave

Althoughvacationpayandholidaysarefairlycomparablewiththepeercitiesstudied,executiveleaveis

notcommonlyfoundinpublicorprivateorganizations.9Additionally,theCityParishpaidsickleave

accrualpoliciesareverygenerouscomparedtootherpublicorganizationsandpeercitiesasshownin

Table3.Paidsickleavedays,allocatedbylengthof service,arehigherthanthemarketregardlessof the

numberof

years

of

service,

but

they

become

significantly

higher

beginning

in

years

five

to

nine.

Once

a

CityParishworkerreaches15yearsof service,theworkercanaccrue24daysof paidsickleaveperyear.

If itisassumedthatthereare2122workingdayspermonth,thisequatestooveronemonthof paid

sickleaveeveryyear.10Withtheadditionof 24daysof paidvacationleave,alongtimeworkercouldbe

absentbutfullycompensatedfor48daysperyear.Thiscanleadtoproblemsinservicedelivery,

unpredictablestaff coverage,andtheneedtooverstaff toprovidecriticalservices.

IntheCityParish,newworkersreceivelessvacationleavethaninothercities.InBatonRouge,forthe

firsttwoyears,anewworkerwillreceive12daysof paidvacationleavewhilethemedianof peergroup

citiesoffers14daysandsomeoffer18days11.IntheCityParish,unusedvacationtimeaccumulatesfor

up

to

five

years,

and

there

is

no

limit

on

accrued

sick

leave,

unlike

the

peer

group

cities

studied

where

sickleaveiscapped.Of thepeergroupcitiesstudied,somecapsickleaveat40daysandthemedian

policycapssickleaveat180days.ThisbecomesanexpensivebenefitfortheCityParish,asayearof

servicetowardretirementcanbereplacedbyaccruedandunusedsickleavefornonpublicsafety

positionsandtheCityParishmustcarryworkers’accruedandunusedleaveasaliability.

Table3:SickLeaveAccrual:CityParishComparedtoOtherPublicOrganizationsandPeerCities

Yearsof Service CityParish

BLS500+

Employees

BuckGovt&

PublicAdmin

PeerGroup

MinMedianMax

02years 12days 11days 7days 10days 12days 12days




15+years 24days 12days 15.5to16.5days 10days 12days 12days

Maximumcarryover Unlimited Nodata Nodata 40days 180days Unlimited12

9SeeAppendixDformoreinformation.

10 ThiscalculationisbasedonthecomparisonbetweentheCityParish24daysof paidsickleaveat15+yearsof

serviceandthestandardof 21.67workingdaysinanaveragemonth.

11SeeVacationAnnualAccrualinAppendixD.

12Note:BatonRougeistheonlycitystudiedthatallowsunlimitedsickleavecarryover.





Therecommendationsforpaidtimeoff areto:

II.1 Cappaidsickleavetopeermarketstandardsbetween40180days.Allowexistingleaveto

remainonthebooksuntilused.

II.2 Obtainalongterm/shorttermdisabilityinsuranceprogram.

II.3 Phaseoutthecarryoverof unlimitedsickleaveaccruals.

II.4 Reevaluateexecutiveleave.

III. Healthcare Benefits for Active Employees

TheCityParishisself insuredforactiveemployees’healthbenefitsandclaims,andpremiumspaidby

theemployeesdidnotincreasein2013andarenotprojectedtoincreasein2014duetocosteffective

planredesignsandabsorptionof someincreasedexpensesbythegeneralfund.13Thisislikely

unsustainableandevenwiththestabilizationof ratesforemployees,severalcurrentemployeesand

administratorsnotedthatmanyCityParishstaff memberscannotaffordhealthinsurancegiventheir

currentpayandotherfinancialobligations.AMedicalHomemodelinconjunctionwiththeCityParish’s

wellnessprogram

may

help

to

hold

down

rising

costs

and

provide

preventive

and

monitored

options

for

currentemployees.

Manypeercitieshavemovedtoincreasetheemployees’costshareforpremiumplansandareutilizing

highdeductibleplanstoholdtheircostsdown.WiththeupcomingAffordableCareActchanges,the

CityParishmayfindmorecosteffectivesolutions,however,atthistimeitisrecommendedthatthe

CityParish:

III.1 Prefundhealthsavingsaccountstopromotehighdeductiblehealthplanenrollment.The

CityParishshouldprefundemployeehealthsavingsaccountstoestablishaninitialbalanceof

upto$1,000.Employeescouldutilizethesepretaxdollarstooffsetmedicalcostsduetothe

higherdeductible.Prefundingshouldencouragemoreemployeestochoosethehigh

deductiblehealth

insurance

coverage

and

reduce

medical

costs

to

the

employee

and

the

City

Parish.

IV. Retiree Benefits – Other Post Employment Benefits (OPEB)

TheCityParishhasexperiencedsignificantincreasesinthecostsof theirretireebenefits,especiallyin

theareasof healthcarebenefitsandprescriptiondrugcosts.Thisisoccurringacrossthecountryand

otherpeercitieshaveadoptedlowercostoptionsandmoreequitablecostsharingasseeninFigure5

andTables4and5belowinordertocontinuetoofferpostemploymentbenefitstotheirretireesand

theirspouses.14Inthe2013budget,postemploymentbenefitsratesincreasedby1percentforan

additional$1.6million,andtheprojected2013budgetforpostemploymentbenefitsfortheCityParish

is

approximately

$20,250,000.

13SeeAppendixEformoreinformation.

14SeeAppendixCformoreinformation.





Figure5:Shareof MedicalPremiumCostPaidbyRetirees

Note:Cobaltisasurveyof governmentemployers

Figure5illustratesthediscrepancybetweentheCityParishanditspeercitiesregardingtheshareof

medicalpremiumcostpaidbyretirees.ForbothpreandpostMedicaremedicalpremiums,thepeer

citiesrequireabout30percentinretireecostshareandtheMercerandCobaltsurveysindicatethat

somepublicemployersarerequiringbetween35percentand65percentof thepremiumtobepaidby

theretirees.TheCityParishrequireslesscostsharing,buttheactualamountdependsonthemedical

planchosenbytheretiree.

Table4:

Retiree

Share

of

Premiums

PlanType City

Cobalt

251+EmployeesMercer PeerGroup

PreMedicareMedical 13%to41% 52% 36%to40% 30%to50%

PostMedicareMedical 8%to34% 65% 38%to40% 30%to50%

RetireeDental 48% Nodata Nodata 0%to50%

Retiree

Life

0%

No

data

No

data

No

data





Table5:MonthlyRetireeContributionforRetireeCoverage

PlanType City Mercer PeerGroup

PreMedicareRetireeOnly $55to$161 $372 Nodata

PreMedicareRetiree+Spouse $228to$481 $748 Nodata

PostMedicareRetireeOnly $38to$65 $228 Nodata

PostMedicareRetiree+Spouse $132to$385 $456 Nodata

Table6:RetireeCoveragePrevalence

PlanType City

Cobalt

251+

Employees

Mercer

Gov’t

PeerGroup

PreMedicareMedical Yes 77% Nodata Nodata

PostMedicareMedical Yes 59% Nodata Nodata

RetireeDental Yes Nodata

PreMedicare:63%

Medicare:62%

Nodata

RetireeLife Yes($5,000) Nodata Nodata Nodata

Note:Only fiveof the peer groupcitieswere positively identified asoffering preand post Medicareretiree

coverageand

according

to

the

Mercer

Government

Survey

70

percent

of

retiree

plan

sponsors

offer

the

same

plans

toactivesand retirees.

TheCityParishmustseekmorecosteffectivesolutionstoreduceescalatinghealthcarecosts,suchas:

IV.1 AddMedicareAdvantageand/orMedigapplanstopostMedicareofferings.TheCityParish

shouldclosethecurrentretireehealthplantofuturehiresandimplementanewretiree

healthplan(forfutureemployees)thatisbetteralignedwithcompetitivepractices.

IV.2 ReducetheGASB45retireemedicalobligation.ImplementinganEmployerGroupWaiver

Planandasupplementalwraparoundplan(EGWP+Wrap)forretireeprescriptiondrug

coveragewouldreduceescalatingcostsinthisarea.Whileadditionalanalysisisnecessaryfor

detailedsavings

calculations,

cost

savings

are

estimated

to

be

approximately

$700,000

in

cash

expensesannuallyandwouldreducetheCityParish’sActuarialPresentValueby$26.4

million.15

15EstimatebasedoncalculationsbyBuckutilizingactualCityParishretireeprescriptiondrugcostsandother

relevantdata.





IV.3 Modifyretireecostsharingtoreduce/limitfutureCityParishcontributions.Itis

recommendedthattheCityParishincreasethepercentageof contributionsmadebyretirees

bothinpreMedicareandpostMedicaresituationssothatthecostshareismorecloselyin

linewithmarketpractices.





Recommendations - Pay

V. Overtime

TheCityParishhasinconsistentovertimepoliciesacrossdepartmentsanddivisionsandfor2013

overtimeexpensesfornonpublicsafetydepartmentsareprojectedtobe$5.54million.16Whilecertain

situationssuch

as

natural

disasters

and

other

critical

function

needs

may

necessitate

the

utilization

of

overtimeforemployees,stricterpolicieswithovertimedollarsreallocatedtobasesalarieswould

provideemployeeswithgreaterbasepayandmorepredictabilitytotheCityParishforthepurposesof

projectingemployeewagecostsfromyeartoyear.ItisrecommendedthattheCityParish:

V.1UtilizeFairLaborStandardsAct(FLSA)andDepartmentof Labor(DOL)provisionstogovern

theuseof overtime.

VI. Longevity Pay

Inthe2013CityParishbudget,approximately$7.18million17isprojectedforlongevitypayfornon

publicsafetyemployees.Thisbenefit,asnotedearlier,wasinstitutedin1951andservesasatoolto

rewardservice

time

rather

than

performance.

As

more

employees

retire

and

new

employees

cycle

in

andoutof theCityParishworkforce,itisreasonabletoinvestigatemethodstoshiftthosesamedollars

tobasepaydollars.Forfutureemployees,thelongevitysystemcouldceasetoexistasof anestablished

dateinthefutureassumingthattheCityParishisabletomakeadjustmentstobringemployeepayto

currentmarketbasedlevelsmakinglongevitypayunnecessary.Thiswouldnotfreesignificantdollarsin

thenearterm,butwoulddosointhelongtermandcouldmaketheCityParishpaymorecompetitiveat

entrylevelaslongtermemployeesbegintoretire.18 Incorporatinglongevitypayintobasepaywould

alsomaketheCityParishpayrangesclosertothemarketatthemidpointsandmaximumsof thepay

ranges.Totalcompensationforcurrentemployeeswouldnotbeadverselyaffectedbythis

recommendation.ItisrecommendedthattheCityParish:

VI.1 Integratelongevitypayintoupdatedbasepayscales.

VII. Base Pay

Mostemployersseektoanchorpaytothemidpointof thepayscaleandtheyfurtherwouldlikeforthat

midpointtofallatthe50thpercentileintheirrecruitingmarket.19

Organizationsthatregularlypay

higherthanthemarketareoftentryingtoincreaseretentionortheymayneedtohirestaff with

specializedskillsorsignificantexperience.Thosewhoregularlypaybelowthe50thpercentileeitherplan

foremployeeturnoverandbuildtheirorganizationsandworkgroupstoaccommodatethatreality,or

substitutebenefitsforpay.

16Amountlistedasbudgetedforovertimeexpensesinthe2013budgetexcludesanyanticipatedovertime

expensesforMunicipalPoliceandFire.

17Amountlistedasbudgetedforlongevityexpensesinthe2013budgetexcludesMunicipalPoliceandFire.

18SeeAppendixFformoreinformation.

19SeeAppendixFformoreinformation.





MostgovernmententitiesliketheCityParishstrivetohireandretainqualifiedworkerstoensure

continuityandmaintaininstitutionalknowledge.Inordertoaccomplishthisgoal,theydevelop

compensationphilosophiesandpayandbenefitspackagesthatsupporttheirpriorities.Becausemany

publicorganizationshavegenerousbenefits,theysometimestargetpaybelowthemidpoint.

Governmentagenciesandemployerswhoseektohiretoptalentandretainthosetalentedemployees

needtodeveloppayscaleswiththemidpointanchoredatthe50thpercentileof marketbasedpayoras

closetothatmarkastheycanafford.

ThestudyconcludedthatthecurrentCityParishstructuremidpointslaggedtheaveragemarketmedian

foralmosteverygradeandaveragebasesalariesforemployeesinbenchmarkpositionsalsoexceeded

therangemidpointforamajorityof thegrades.ThismeansthattheCityParishpayhasnotkeptpace

withmarketchangesovertimeandthattherewillbeaconcentrationof employeesatthehigherendof

therangestotrytokeepupwiththemarket.Thisleadstosalarycompressionandinternalinequities.It

istruethatCityParishpaybecomesmorecompetitivewiththeadditionof meritandlongevity,

however,thoseincreasesdonothelpattracthighqualitycandidatesinthemarketaspositionsbecome

open.

GiventhatthecurrentBatonRougeeconomyhasdrivenuppayforsomepositionsintheCityParish

creatingsevereshortagesof personnelinsomekeyareas,itisrecommendedthattheCityParishpursue

somecreativeoptionsutilizedbypublicandprivateorganizationsinsimilarsituations,suchasretention

orsignonbonusesand/ordevelopplanstofocusonhardtofillpositions.Someof thesetargeted

solutionswouldproviderelief inthenearterm,butwouldeventuallyneedtobeincorporatedintoa

largerefforttodevelopawellanchoredandmarketcompetitivepayplan.

TheoverarchingrecommendationtotheCityParishtoimprovepayisto:

VII.1

Createa

multi

year,

targeted

solution

to

bring

all

midpoints

of

base

pay

scales

to

the

market

50thpercentile.Thedataprovidedinthisstudycanbeutilizedtocraftgradualand/or

targetedpayandstructuralcompensationsystemadjustmentsforallpositionswhosebase

paygreatlydiffersfromthatof themarket50thpercentile.ThiswillallowtheCityParishto

continuetoreplenishneededpositionslosttoretirementandvoluntaryseparationssothat

theycanremaincompetitivewithimprovingmarketconditions.

Asnotedearlierinthisreport,thecosttomoveallCityParishemployees,excludingMunicipal

PoliceandFiretothenewmarketpayrangeswouldbe$9,233,400includingbenefits

estimatedat50percent.Giventhesignificantcosttomovetheentirepaystructureto

market,itisimportanttonotethatitisnotnecessarytobringallpositionstomarketlevelat

thesame

time.

In

fact,

there

are

anumber

of

strategies

commonly

employed

by

large

public

andprivateemployerswhofindthemselvesinsimilarsituations.Twoof theseoptionsare

outlinedbelow.

TheCityParishcouldadjusttheentirepaystructureoverathreeyearperiodbyproviding

anadditionaltwopercentadjustmentperyear.Includingbenefits,thiswouldcost

approximately$3,077,800peryeartoadjustaboutonethirdof theemployees’pay,

excludingMunicipalPoliceandFire.





TheCityParishcouldalsodevelopsixorsevengroupsof paygrades(e.g.,Healthand

SocialServices,ProtectiveServices,TechnicalServices,andAdministrativeServices)that

wouldhaveperiodicstructuralpayadjustmentsonarollingbasis,usuallyeverytwoto

threeyears.ThisstrategywouldensurethatallCityParishworkerswouldknowthattheir

positionwouldundergoamarketbasedstudyeverytwotothreeyearsirrespectiveof

annualmeritincreases.

Ultimately,theCityParishwillneedtoadoptoneof thesestrategiesorcraftadifferentmultiyear

solutiontobringallpositionstomarketbasedpaylevels.

Theprimarypurposeof adjustingthepayplanistopromoteinternalandexternalequityamongall job

classificationscurrentlyinexistenceintheCityParishcompensationstructure.In2003,theCityParish

conductedacompensationstudyperformedbyMGTof America.ThatstudyconcludedthattheCity

Parishpayscaleswerebelowmarketlevelsattheminimum,midpointandmaximumlevels.Thestudy

alsonotedthattherewerestructuralproblemsduetosalaryrangesthatwereverynarrow.Itwas

notedthat

some

pay

ranges

at

that

time

in

the

City

Parish

were

lower

than

40

percent

from

minimum

to

maximumwhichwouldallowforlimitedgrowthforemployeesonthatpayscale.Assuming3percent

peryearinmeritpay,if anemployeereachesStep3withintheirfirstyear,theywillreachthetopof

theirpayrangeinabout10years.If theyarehiredinatahigherStep,theywillreachthetopwithina

veryshortperiodof timeandhavenoroomforpayadvancementinthesame job.Even10yearsago,

MGT’sreportstatedthatitwasnotuncommontoseepayrangespreadsof 50percentinthepublic

sector.

TheproposednewpayplaninTable7displaysstructureadjustmentrecommendationsthatwillallow

theCityParishtoreachmarketcompetitivepaylevelsforthevastmajorityof itsemployeesaswellasto

broadenthestructuretoallowformoreroomwithinpayrangesforemployeegrowth.Thenew

structureis

based

on

an

overall

six

percent

adjustment

to

the

structure

reflecting

market

movement

overthepastseveralyears20.Additionally,thenewstructureslightlybroadensboththeexemptand

nonexemptstructuresanditincreasestherangespreadtoallowmoreroomwithingradesfor

employeestogrow.Finally,thecurrent jobgradesmovewiththeentirestructuremeaningthatitisnot

necessarytomovepositionstonew jobgrades,althoughsomepositionsmayrequirecloserreviewto

confirmcorrectplacementwithinthestructure.

20Theadjustmentof sixpercenttotheentirestructuredoesbringmostpositionsandpaygradesclosertomarket.

Itdoesnotbringallpositionsascloseastheymayneedtobegiventhecurrentsupplyandworkforcedemandsfor

skilledtradesandothertechnicalpositionsinBatonRougeandthesurroundingregion.Additionally,thebroadand

equalapplicationof theadjustmenttoallpaygradesandpositionsmeansthatsomepositionswillneedtobe

analyzedandplacedappropriatelyintothenewstructurebasedonthemarketforthatparticularposition.Finally,

theCityParishcouldchoosetouseahigherorlowerpercentageadjustmentdependingontheavailabilityof

funds.





Table7:ProposedCityParishMarketAdjustedPayStructure

BatonRougePositionDetailbyGrade

Market

50th

AdjustedStructure(+6%)

Grade JobTitle Function

Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2380

Chief Admin

Offcr/MayorPresident

Administration $121.80 $121.80 $146.02

$118.5

$143.4 $168.3

2370 Council

Administrator/Treasurer

Finance/Accounting $116.00 $139.20 $101.94 $111.8 $135.3 $158.8

2360 ExecutiveDirector/DDD Community

Development

$110.47 $132.57 $105.5 $127.6 $149.8

2360 PublicWorksDirector PublicWorks $104.13 $104.13 $123.53 $105.5 $127.6 $149.8

2350 DptyPWDirOf

Engineering&Plnng

PublicWorks $105.21 $122.05 $130.86 $99.5 $120.4 $141.3

2350 ParishAttorney Legal $105.21 $118.89 $135.30 $99.5 $120.4 $141.3

2350 DirectorOf Aviation Airport $105.21 $126.25 $182.14 $99.5 $120.4 $141.3

2350 FinanceDirector Finance/Accounting $105.21 $126.25 $220.75 $99.5 $120.4 $141.3

2340 PlanningDirector Planning $100.20 $114.23 $93.82 $93.9 $113.6 $133.3

2340 HumanResources

Director

HR $100.20 $100.20 $135.48 $93.9 $113.6 $133.3

2340 LibraryDirector HR $100.20 $100.20 $110.57 $93.9 $113.6 $133.3

2340 EMSAdministrator Emergency

Medicine

$100.20 $120.24 $93.9 $113.6 $133.3

2340 DirectorOf Information

Services

Information

Technology

$97.28 $116.74 $114.07 $93.9 $113.6 $133.3

2340 DirectorOf Mayor's

OHSEP

HomelandSecurity $91.70 $108.20 $93.9 $113.6 $133.3

2340 AsstChief

AdministrativeOfficer

Administration $86.78 $86.78 $116.82 $93.9 $113.6 $133.3

2335 DirectorOf Mosquito&

RodentContr

Mosquitoand

RodentControl

$93.53 $112.24 $74.47 $90.3 $109.2 $128.2

2330 AssistantFinance

Director

Finance/Accounting $95.43 $114.52 $88.5 $107.1 $125.7

2330 ClerkOf City

Court/Judicial

Administrator

Legal $95.43 $114.52 $99.01 $88.5 $107.1 $125.7

2330 FirstAssistantParish

Attorney

Legal $95.43 $113.56 $88.5 $107.1 $125.7

2330 Chief TrafficEngineer PublicWorks $95.43 $108.79 $88.5 $107.1 $125.7

2330 Chief Construction

Engineer

PublicWorks $95.43 $95.43 $88.5 $107.1 $125.7

2330 Chief DesignEngineer PublicWorks $95.43 $95.43 $88.5 $107.1 $125.7

2330 Chief Operations

Engineer

PublicWorks $95.43 $95.43 $88.5 $107.1 $125.7

2330 DirOf HumanDevel& Community $95.43 $95.43 $73.44 $88.5 $107.1 $125.7






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

Services Development

2330

PurchasingDirector

Purchasing $84.79 $84.79 $85.81

$88.5

$107.1 $125.7

2320 CouncilBudgetOfficer Budget $90.89 $109.06 $82.17 $83.5 $101.0 $118.6

2320 Retirement

Administrator

Retirement $90.89 $109.06 $96.20 $83.5 $101.0 $118.6

2310 AccountingManager Finance/Accounting $86.56 $103.87 $93.10 $78.8 $95.3 $111.9

2310 AuditingManager Finance/Accounting $86.56 $103.87 $113.91 $78.8 $95.3 $111.9

2310 BudgetingManager Finance/Accounting $86.56 $103.87 $100.23 $78.8 $95.3 $111.9

2310 DirectorOf Litigation Legal $86.56 $103.87 $88.24 $78.8 $95.3 $111.9

2310 InformationServs

ProgrammingSupv

Information

Technology

$86.56 $103.87 $92.99 $78.8 $95.3 $111.9

2310 DirectorOf

Administration

Legal $86.56 $103.00 $88.24 $78.8 $95.3 $111.9

2310 AsstPWDirectorOf

CapitalImprove

PublicWorks $86.56 $102.14 $78.8 $95.3 $111.9

2310 SpecialProjects

Architect

PublicWorks $86.56 $100.41 $78.8 $95.3 $111.9

2310 DirectorRisk&Claims

Management

Legal $86.56 $99.54 $88.24 $78.8 $95.3 $111.9

2310 DirectorOf Collections Legal $86.56 $96.95 $88.24 $78.8 $95.3 $111.9

2310 SpecialProjectsEngineer Engineering $86.56 $92.83 $106.72 $78.8 $95.3 $111.9

2310

AssistantDirector

Of

Aviation

Airport

$86.56 $90.89 $154.19

$78.8

$95.3 $111.9

2310 CityProsecutor Legal $84.04 $98.32 $78.8 $95.3 $111.9

2310 AssistPlanningDirector Planning $84.04 $94.96 $78.8 $95.3 $111.9

2310 AssistantEMS

Administrator

Emergency

Medicine

$81.59 $93.01 $78.8 $95.3 $111.9

2310 AsstDirectorOf Human

Dev&Svcs

Community

Development

$81.59 $81.59 $78.8 $95.3 $111.9

2310 UrbanDevelopment

Director

Community

Development

$81.59 $81.59 $68.39 $78.8 $95.3 $111.9

2310 AssistantLibrary

Director

Library $79.25 $91.64 $68.34 $78.8 $95.3 $111.9

2310 ServiceFeeManager Finance/Accounting $76.91 $87.67 $78.8 $95.3 $111.9

2310 AsstPWDirOf

WorkforceDevelopmen

PublicWorks $74.67 $88.85 $78.8 $95.3 $111.9

2310 AssistantCouncil

Admin/Treasurer


2310 AssistantHuman

ResourcesDirector

HR $74.67 $83.63 $78.8 $95.3 $111.9






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2310 RevenueManager Finance/Accounting $74.67 $83.63 $100.06 $78.8 $95.3 $111.9

2310

AsstPW

Director

Of

Maintenance

PublicWorks $74.67 $74.67 $107.96

$78.8

$95.3 $111.9

2310 AsstPWDirOf

Management/Finance


2300 ProfessionalEngineerIV Engineering $82.44 $88.62 $105.43 $74.3 $89.9 $105.5

2300 SeniorSpecialAsst

ParishAttorney

Legal $80.78 $89.09 $74.3 $89.9 $105.5

2300 AsstRetirement

Administrator

Retirement $80.04 $94.44 $74.3 $89.9 $105.5

2300 SrSpecAsstParishAtty

JobShare

Legal $76.02 $87.01 $74.3 $89.9 $105.5

2300

AsstExecutive

Director/DDD

CommunityDevelopment

$71.11 $71.11

$74.3

$89.9 $105.5

2295 AsstDirOf Mosquito&

RodentContr

Mosquitoand

RodentControl

$76.95 $92.34 $71.5 $86.5 $101.5

2290 InformationServices

DatabaseMgr

Information

Technology

$78.51 $87.93 $87.74 $70.1 $84.8 $99.5

2290 DirectorOf Juvenile

Services

JuvenileServices $78.51 $78.51 $74.47 $70.1 $84.8 $99.5

2290 ProfessionalLand

Surveyor

PublicWorks $78.51 $78.51 $63.38 $70.1 $84.8 $99.5

2290 ProfessionalEngineerIII Engineering $78.51 $84.79 $89.81 $70.1 $84.8 $99.5

2290 BuildingOfficial PublicWorks $74.00 $82.88 $70.1 $84.8 $99.5

2290 Director,AnimalCntrl&

RescueCtr

AnimalControl $71.85 $86.22 $70.1 $84.8 $99.5

2290 SpecialAssistantParish

Attorney

Legal $70.11 $70.11 $76.48 $70.1 $84.8 $99.5

2290 AssistUrban

DevelopmentDirector

Community

Development

$65.75 $74.96 $70.1 $84.8 $99.5

2290 Environmental

Coordinator

Environmental $65.75 $73.64 $70.1 $84.8 $99.5

2290 Director,ABC/Gaming

Enforcement

Legal $60.17 $67.99 $70.1 $84.8 $99.5

2280 AssistantAuditing

Manager


2280 AssistantServiceFee

Manager


2280 Chief DeputyJud

Admin/CityCourt

Legal $74.77 $80.01 $66.1 $80.0 $93.8

2280 ExecutiveAssistantTo

TheMayorPresident

MayorPresident $74.77 $78.51 $66.1 $80.0 $93.8

2280 Chief WIAAdministrator Administration $74.77 $74.77 $87.95 $66.1 $80.0 $93.8






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2280 PublicInformation

Officer

PublicInformation $74.77 $89.73 $99.46 $66.1 $80.0 $93.8

2280 InformationServs

ProjectManager

Information

Technology

$72.64 $80.87 $84.42 $66.1 $80.0 $93.8

2280 AssistantAccounting

Manager


2280 Risk&ClaimsManager Legal $68.43 $81.43 $94.30 $66.1 $80.0 $93.8

2280 AssistRevenueManager Finance/Accounting $68.43 $79.72 $84.27 $66.1 $80.0 $93.8

2280 HumanResources

DivisionManager

HR $68.15 $75.52 $89.43 $66.1 $80.0 $93.8

2280 RetirementFinancial

Manager

Retirement $66.43 $78.39 $80.39 $66.1 $80.0 $93.8

2280

Asst

Director

Of

Mayor's

OHSEP

Homeland

Security $66.43 $70.42

$66.1

$80.0 $93.8

2280 GISManager Information

Technology

$66.43 $66.43 $66.1 $80.0 $93.8

2280 Chief ServiceOfficer MayorPresident $64.50 $64.50 $66.1 $80.0 $93.8

2280 ExecutiveProgram

Administrator

Community

Development

$64.50 $64.50 $68.38 $66.1 $80.0 $93.8

2280 AirportBusiness

Manager

Airport $62.62 $73.27 $89.71 $66.1 $80.0 $93.8

2280 AssistantBudgeting

Manager


2280 LibrarianIV Library $61.73 $67.64 $66.1 $80.0 $93.8

2280 LibraryBusiness

Manager


2280 RetirementBenefits

Manager

Retirement $60.80 $60.80 $66.1 $80.0 $93.8

2270 EBPRCommunications

DistrictMgr

Emergency

Medicine

$62.3 $75.4 $88.5

2270 FinancialProjects

Coordinator


2270 WastewaterTreatment

PlantManager

PublicWorks $71.21 $85.45 $62.75 $62.3 $75.4 $88.5

2270 ProfessionalEngineerII Engineering $71.21 $71.21 $77.12 $62.3 $75.4 $88.5

2270

AirportMarketing

Manager

Airport

$67.12 $67.12 $75.06

$62.3

$75.4 $88.5

2270 AirportSafety&

OperationsManager

Airport $67.12 $67.12 $98.08 $62.3 $75.4 $88.5

2270 PrisonHealthCare

Manager

PrisonHealth $67.12 $67.12 $84.08 $62.3 $75.4 $88.5

2270 WastewaterCollections

SystMgr

PublicWorks $61.43 $70.03 $62.3 $75.4 $88.5






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2270 AirportDevelopment&

AdminsMgr

Airport $61.43 $64.50 $76.86 $62.3 $75.4 $88.5

2270 BuildingServices&

SecurityMgr

PublicWorks $59.87 $66.39 $62.3 $75.4 $88.5

2270 SpecialAsstToThePW

Director

PublicWorks $57.90 $60.80 $62.3 $75.4 $88.5

2270 PlanningProject

Coordinator

Planning $57.90 $57.90 $62.3 $75.4 $88.5

2260 Emergency

CommunicationsChief

Of Operations

Emergency

Medicine

$58.50 $65.52 $102.19 $58.8 $71.2 $83.5

2260 ProgramAdministrator

(Headstart)

Community

Development

$67.82 $81.39 $58.8 $71.2 $83.5

2260

Chief Deputy

Constable

Constable $67.82 $81.39

$58.8

$71.2 $83.5

2260 EMSBusinessManager Emergency

Medicine

$67.82 $81.39 $60.24 $58.8 $71.2 $83.5

2260 EMSPublicEducation

Manager

Emergency

Medicine

$67.82 $81.39 $58.8 $71.2 $83.5

2260 EMTTrainingOfficer Emergency

Medicine

$67.82 $81.39 $56.21 $58.8 $71.2 $83.5

2260 DeputyChief EMS

OperationsOfficer

Emergency

Medicine

$67.82 $78.67 $58.8 $71.2 $83.5

2260 RecyclingManager PublicWorks $67.82 $77.99 $58.8 $71.2 $83.5

2260 ProfessionalEngineerI Engineering $67.82 $72.91 $65.46 $58.8 $71.2 $83.5

2260

Chief Auditor

Finance/Accounting $66.56 $77.07 $80.09

$58.8

$71.2 $83.5

2260 EMSEmployee

DevelopmentOfficer

Emergency

Medicine

$65.85 $65.85 $58.8 $71.2 $83.5

2260 Chief FinancialAnalyst Finance/Accounting $65.52 $74.49 $63.33 $58.8 $71.2 $83.5

2260 Chief RevenueAnalyst Finance/Accounting $62.30 $70.31 $67.67 $58.8 $71.2 $83.5

2260 InformationServsOprs

Supervisor

Information

Technology

$62.07 $73.86 $71.39 $58.8 $71.2 $83.5

2260 LicensedClinicalSocial

Worker

Emergency

Medicine

$60.26 $60.26 $47.48 $58.8 $71.2 $83.5

2260 NursingServices

Director

PrisonHealth $60.26 $60.26 $79.57 $58.8 $71.2 $83.5

2260 Chief BudgetAnalyst Finance/Accounting $56.80 $56.80 $58.8 $71.2 $83.5


HIV/AIDs

Community

Development

$56.80 $56.80 $58.8 $71.2 $83.5

2260 GrantsAdministrator Community

Development

$55.17 $64.53 $67.47 $58.8 $71.2 $83.5

2260 EMSPlanning&

ResearchManager

Emergency

Medicine

$55.14 $59.00 $55.00 $58.8 $71.2 $83.5






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2250 UrbanForestry&

LandscapeMgr

PublicWorks $64.59 $77.51 $55.5 $67.1 $78.8

2250 RiskManagement

ProjectCoordinator

Legal $64.59 $74.93 $64.83 $55.5 $67.1 $78.8

2250 BusinessDevelopment

Coordinator

MayorPresident $64.59 $64.59 $55.5 $67.1 $78.8

2250 DeputyBuildingOfficial PublicWorks $62.71 $72.12 $55.5 $67.1 $78.8

2250 Senior

Computer/Programmer

SysAnly

Information

Technology

$60.56 $64.15 $69.45 $55.5 $67.1 $78.8

2250 PoliceBusinessManager Police $59.11 $66.20 $82.92 $55.5 $67.1 $78.8

2250 InfoSvcsSeniorServer

Analyst

Information

Technology

$59.11 $63.25 $55.5 $67.1 $78.8

2250 Computer/Electronics

SystemsMgr

Airport $57.39 $63.13 $71.16 $55.5 $67.1 $78.8

2250 BlightElimination

Manager

PublicWorks $55.72 $66.86 $55.5 $67.1 $78.8

2250 PublicWorksOperations

Manager

PublicWorks $55.72 $59.62 $55.5 $67.1 $78.8

2250 Vehicle&Equipment

MaintenanceMgr

PublicWorks $55.72 $59.06 $55.5 $67.1 $78.8

2250 SeniorHumanResources

Analyst

HR $55.71 $60.59 $56.15 $55.5 $67.1 $78.8

2250 GISCoordinator Planning $54.09 $58.42 $55.5 $67.1 $78.8

2250

LibrarianIII

Library

$54.07 $61.03

$55.5

$67.1 $78.8

2250 DeputyJudicial

Admin/CityCourt

Legal $53.31 $61.31 $55.5 $67.1 $78.8


(WIA)

Community

Development

$52.52 $63.02 $55.5 $67.1 $78.8

2250 Emergency

PreparednessChf Of

Opers

HomelandSecurity $52.52 $52.52 $55.5 $67.1 $78.8

2250 PlannerIV Planning $51.08 $51.08 $53.85 $55.5 $67.1 $78.8

2250 AsstWastewaterColls

SystemsMgr

PublicWorks $50.99 $59.15 $55.5 $67.1 $78.8

2240

PublicWorks

Computer

SystemsMgr

PublicWorks $61.52 $71.36

$52.3

$63.3 $74.3

2240 AssistantLibrary

BusinessManager

Library $61.52 $70.13 $52.3 $63.3 $74.3

2240 SeniorEngineerIntern PublicWorks $61.52 $61.52 $52.3 $63.3 $74.3

2240 FacilitiesManager PublicWorks $59.75 $70.21 $72.80 $52.3 $63.3 $74.3

2240 PWAccountingSection Finance/Accounting $59.23 $67.68 $69.56 $52.3 $63.3 $74.3






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

Supervisor

2240

SeniorAuditor

Finance/Accounting $59.16 $62.03 $71.39

$52.3

$63.3 $74.3

2240 SeniorFinancialAnalyst Finance/Accounting $58.52 $60.37 $71.30 $52.3 $63.3 $74.3

2240 SeniorRevenueAnalyst Finance/Accounting $58.05 $63.38 $50.24 $52.3 $63.3 $74.3

2240 Federal&StateGrants

Coordinator

MayorPresident $56.30 $56.30 $52.3 $63.3 $74.3

2240 SeniorBudgetAnalyst Finance/Accounting $56.30 $56.30 $70.66 $52.3 $63.3 $74.3

2240 AssistantBuilding

Official

PublicWorks $54.66 $54.66 $52.3 $63.3 $74.3

2240 SeniorRetirement

Analyst

Retirement $53.16 $60.04 $52.3 $63.3 $74.3

2240

DetentionFacility

Manager

JuvenileServices $50.02 $54.02

$52.3

$63.3 $74.3

2240 QualityAssurance

ManagerHeadstart

Community

Development

$48.56 $48.56 $52.3 $63.3 $74.3

2240 PublicHealthAnalyst Community

Development

$47.15 $47.15 $52.3 $63.3 $74.3

2230 Chief PlansAnalyst PublicWorks $58.59 $70.30 $49.4 $59.8 $70.1

2230 AssistantEMSBusiness

Manager

Emergency

Medicine

$58.59 $69.72 $49.4 $59.8 $70.1

2230 WastewaterLaboratory

Supervisor

PublicWorks $58.59 $68.55 $49.4 $59.8 $70.1

2230 AsstNursingServices

Director

Emergency

Medicine

$58.59 $66.79 $49.4 $59.8 $70.1

2230 EMSPublicService

Coordinator

Emergency

Medicine

$58.59 $65.62 $49.10 $49.4 $59.8 $70.1

2230 DirectorOf

Criminal/TrafficDiv

Legal $56.88 $68.26 $49.4 $59.8 $70.1

2230 PCLanAdministrator Information

Technology

$56.10 $61.96 $69.72 $49.4 $59.8 $70.1

2230 Chief CodeEnforcement

Officer

PublicWorks $54.92 $63.81 $49.4 $59.8 $70.1

2230 AssistEMTTraining

Officer

Emergency

Medicine

$54.15 $57.96 $49.4 $59.8 $70.1

2230

Field

Pump

Maintenance

SupervisorPublic

Works $53.62 $62.19 $61.23

$49.4

$59.8 $70.1

2230 WastewaterTreatment

PlantSupervis

PublicWorks $53.35 $62.02 $56.08 $49.4 $59.8 $70.1

2230 WastewaterInspections

Coord

PublicWorks $52.08 $59.62 $49.4 $59.8 $70.1

2230 MechanicalOperations

Manager

PublicWorks $52.05 $60.90 $79.07 $49.4 $59.8 $70.1






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2230 ProgramCoordinator PublicWorks $52.05 $60.90 $49.4 $59.8 $70.1

2230

PublicWorks

SuperintendentPublic

Works $51.48 $59.05

$49.4

$59.8 $70.1

2230 AssistParishAttorney Legal $50.57 $50.57 $67.26 $49.4 $59.8 $70.1

2230 EMSPlanning&

ResearchSpecialist

Emergency

Medicine

$50.54 $53.57 $49.4 $59.8 $70.1

2230 Emergency

Preparedness

Coordinator

Information

Technology

$48.25 $48.25 $49.4 $59.8 $70.1

2230 AsstProgAdministrator

Headstart

Community

Development

$48.14 $55.28 $54.55 $49.4 $59.8 $70.1

2220 AsstFinancialProjects

Coordinator


2220 Chief Of Probation Legal $55.80 $66.96 $46.6 $56.4 $66.2

2220 SafetyOfficer Legal $55.80 $55.80 $58.66 $46.6 $56.4 $66.2

2220 InternArchitect PublicWorks $54.98 $58.33 $47.30 $46.6 $56.4 $66.2

2220 SeniorGISAnalyst Planning $50.58 $55.60 $46.6 $56.4 $66.2

2220 SeniorRightOf Way

Agent

PublicWorks $49.57 $59.49 $46.6 $56.4 $66.2

2220 HumanResources

Analyst

HR $49.21 $53.18 $56.21 $46.6 $56.4 $66.2

2220 Computer

Programmer/SysAnalyII

Information

Technology

$48.15 $49.32 $61.25 $46.6 $56.4 $66.2

2220 SeniorDeputyClerkOf

CityCourt

Legal $47.12 $54.03 $46.6 $56.4 $66.2

2220 LibrarianII Library $46.97 $51.01 $68.06 $46.6 $56.4 $66.2

2220 InformationServices

WebAuthor

Information

Technology

$46.75 $51.56 $46.6 $56.4 $66.2

2220 ComplaintManager PublicWorks $46.73 $53.50 $46.6 $56.4 $66.2

2220 RNMedicalReview

PrgrmSpecialist

Legal $46.73 $46.73 $46.6 $56.4 $66.2

2220 PlannerIII Planning $45.97 $48.01 $47.59 $46.6 $56.4 $66.2

2220 EMSBillingManager Emergency

Medicine

$44.05 $44.05 $57.43 $46.6 $56.4 $66.2

2220 Property&

Development

Coordinator

Airport $42.76 $42.76 $56.41 $46.6 $56.4 $66.2

2220 DHDSAccounting

SectionSupervisor

Community

Development

$42.76 $42.76 $46.6 $56.4 $66.2

2210 DetentionFacility

Superintendent

JuvenileServices $53.14 $63.24 $44.0 $53.2 $62.4






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2210 SeniorJuvenile

ProbationCounselor


2210 CourtServices

Coordinator

Legal $51.59 $57.27 $44.0 $53.2 $62.4

2210 Auditor Finance/Accounting $50.04 $52.34 $58.41 $44.0 $53.2 $62.4

2210 RevenueAnalyst Finance/Accounting $49.49 $51.35 $40.25 $44.0 $53.2 $62.4

2210 BudgetAnalyst Finance/Accounting $47.96 $47.96 $58.68 $44.0 $53.2 $62.4

2210 Accountant Finance/Accounting $47.27 $51.77 $44.73 $44.0 $53.2 $62.4

2210 FinancialAnalyst Finance/Accounting $46.10 $46.10 $57.50 $44.0 $53.2 $62.4

2210 Chief Construction

Inspector

PublicWorks $44.50 $49.40 $44.0 $53.2 $62.4

2210

RetirementAnalyst

Retirement $44.50 $44.50 $57.50

$44.0

$53.2 $62.4

2210 PoliceForensicScientist Police $43.89 $43.89 $46.47 $44.0 $53.2 $62.4

2210 DataCoordinator General

Administration

$40.73 $40.73 $49.49 $44.0 $53.2 $62.4

2205 Entomologist Mosquitoand

RodentControl

$48.24 $54.71 $42.3 $51.1 $60.0

2200 AirportConstruction

Superintendent

Airport $50.61 $60.73 $73.22 $41.4 $50.1 $58.8

2200 PWEmployeeRelations

Analyst

PublicWorks $47.70 $54.38 $41.4 $50.1 $58.8

2200 AnimalControl

OperationsManager

AnimalControl $43.66 $43.66 $41.4 $50.1 $58.8

2200 LibrarianI Library $41.08 $42.99 $56.72 $41.4 $50.1 $58.8

2200 AssistWastewaterLab

Supervisor

PublicWorks $39.95 $39.95 $41.4 $50.1 $58.8

2190 SecretaryToTheChief

AdministrativeOfficer

Administration $48.20 $55.43 $50.32 $39.1 $47.3 $55.5

2190 ParishAttorney

OperationsCoord

Legal $48.20 $57.84 $39.1 $47.3 $55.5

2190 EngineerIntern Engineering $47.69 $48.60 $56.48 $39.1 $47.3 $55.5

2190 DeputyChief Of

Probation

Legal $46.80 $52.88 $39.1 $47.3 $55.5

2190

AutomotiveShop

Supervisor


$39.1

$47.3 $55.5

2190 CommunityService

CenterManager

Community

Development

$44.85 $48.23 $55.94 $39.1 $47.3 $55.5

2190 MedicalRecords

Administrator

Emergency

Medicine

$41.58 $47.40 $66.95 $39.1 $47.3 $55.5

2190 Chief LegalInvestigator Legal $39.19 $39.19 $39.1 $47.3 $55.5

2190 CommunityPlannerII Community $39.19 $39.19 $39.1 $47.3 $55.5






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

Development

2190

AirportOperations

Supervisor

Airport

$38.65 $38.65 $44.54

$39.1

$47.3 $55.5

2190 GeographicInformation

Systems(Gis)Analyst

Planning $38.44 $38.44 $42.65 $39.1 $47.3 $55.5

2190 Inventory&Supply

Manager

PublicWorks $38.05 $40.71 $39.1 $47.3 $55.5

2190 PlannerII Planning $36.96 $36.96 $43.18 $39.1 $47.3 $55.5

2180 AttorneyB*(12)Part

Time

Legal $45.90 $54.63 $36.9 $44.6 $52.4

2180 AsstPubWorksSaf,Hlt

&TrngOfcr

PublicWorks $45.90 $55.08 $36.9 $44.6 $52.4

2180

CommunicationsDatabaseManager

GeneralAdministration

$45.90 $49.12 $50.66

$36.9

$44.6 $52.4

2180 SecretaryToTheAsst

CAO's

MayorPresident $45.90 $45.90 $36.9 $44.6 $52.4

2180 CommunityOutreach

Coordinator

Community

Development

$44.59 $47.11 $50.72 $36.9 $44.6 $52.4

2180 SocialServices

InformationAnalyst

Community

Development

$44.57 $49.02 $51.50 $36.9 $44.6 $52.4

2180 ClaimsAdjuster Claims $44.33 $49.26 $48.77 $36.9 $44.6 $52.4

2180 Telecommunications

RadioSystems

Coordinator

Emergency

Medicine

$43.27 $43.27 $64.93 $36.9 $44.6 $52.4

2180

ExecutiveAssistant

General

Administration

$43.05 $49.74 $47.95

$36.9

$44.6 $52.4

2180 LegislativeAssistantII Legal $42.07 $42.73 $50.32 $36.9 $44.6 $52.4

2180 Electrical&Instrument

Supervisor

PublicWorks $42.01 $44.95 $61.48 $36.9 $44.6 $52.4

2180 CrimeLaboratory

Technician

Police $42.01 $44.11 $34.90 $36.9 $44.6 $52.4

2180 CrimeStatistician Police $40.79 $40.79 $53.81 $36.9 $44.6 $52.4

2180 PublicRelations

Coordinator

PublicRelations $40.54 $45.13 $54.73 $36.9 $44.6 $52.4

2180 PurchasingAnalystIi Purchasing $40.20 $40.20 $52.08 $36.9 $44.6 $52.4

2180 311CallCenterManager General

Administration

$39.60 $47.12 $55.59 $36.9 $44.6 $52.4

2180 Chief DeputyClerkOf

CityCourt

Legal $39.31 $43.95 $37.79 $36.9 $44.6 $52.4

2180 ProgramPlanning

AnalystII


2170 NutritionSupervisor Headstart $43.72 $50.71 $48.36 $34.8 $42.1 $49.4






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

2170 SeniorProbationOfficer Legal $43.08 $48.94 $34.8 $42.1 $49.4

2170

TradesworkSupervisor

Community

Development

$42.46 $49.86

$34.8

$42.1 $49.4

2170 AccountsSupervisor Finance/Accounting $41.21 $47.39 $34.8 $42.1 $49.4

2170 RevenueSupervisor Finance/Accounting $40.94 $47.73 $46.08 $34.8 $42.1 $49.4

2170 Abstractor Legal $35.55 $35.55 $35.18 $34.8 $42.1 $49.4

2170 CentralGarageBusiness

Officer

PublicWorks $31.58 $31.58 $34.8 $42.1 $49.4

2160 ParkingGarageManager PublicWorks $41.64 $49.96 $32.8 $39.7 $46.6

2160 Wastewater

CertificationInstructor

PublicWorks $41.64 $44.97 $32.8 $39.7 $46.6

2160

LegalResearch

Aide

(40Hrs)Legal

$39.83 $39.83 $50.71

$32.8

$39.7 $46.6

2160 AssistantToThePrison

HealthCareManager

PrisonHealth $38.10 $38.10 $72.32 $32.8 $39.7 $46.6

2160 CommunityRelations

Supervisor

Community

Development

$34.87 $37.66 $40.52 $32.8 $39.7 $46.6

2160 AccreditationAnalyst Police $30.08 $30.08 $53.85 $32.8 $39.7 $46.6

2150 AirServiceCoordinator Airport $37.38 $39.99 $61.89 $31.0 $37.5 $44.0

2150 LegalAssistant Legal $33.21 $33.21 $42.18 $31.0 $37.5 $44.0

2150 PlannerI Community

Development

$28.65 $28.65 $31.0 $37.5 $44.0

2140 OperationsManager Library $37.77 $40.41 $29.2 $35.3 $41.5

2140 ContentAreaSpecialist Community

Development

$34.08 $37.74 $29.2 $35.3 $41.5

2140 PublicRelations

Specialist

PublicRelations $30.76 $30.76 $42.73 $29.2 $35.3 $41.5

2130 HeadStartCenter

Supervisor

Community

Development

$35.19 $39.27 $27.6 $33.3 $39.1

2130 HeadStartCtr

Supervisor(9.5Mos)

Community

Development

$32.85 $37.20 $27.6 $33.3 $39.1

2110 LegislativeAssistantI Legal $23.57 $24.98 $24.5 $29.7 $34.8

2100

LawClerk

(29

Hours)

Legal

$30.89 $30.89

$23.1

$28.0 $32.9

1251 EMSShiftSupervisor Emergency

Medicine

$64.59 $76.70 $53.5 $64.7 $75.9

1231 EMSDeputyShift

Supervisor

Emergency

Medicine

$57.91 $65.23 $44.26 $50.5 $61.0 $71.6

1231 EmergCommShiftSpv

(42Hrs/Wk)

Emergency

Medicine

$54.47 $59.70 $50.5 $61.0 $71.6

1211 EMSUnitCommander Emergency $52.48 $56.78 $47.6 $57.6 $67.6






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

Medicine

1211

Emergency

Communications

TrainingOfficer

Emergency

Medicine

$49.40 $52.77 $40.46

$47.6

$57.6 $67.6

1211 SeniorPrisonHealth

CareTechnician

PrisonHealth $45.70 $46.87 $47.83 $47.6 $57.6 $67.6

1210 DeputyConstable

Captain

Constable $53.14 $62.70 $47.6 $57.6 $67.6

1201 Emergency

CommunicationsOfficer

Emergency

Medicine

$43.93 $45.56 $34.14 $44.9 $54.3 $63.8

1201 PrisonHealthCare

Technician

PrisonHealth $43.28 $43.28 $39.86 $44.9 $54.3 $63.8

1201 EMTParamedic Emergency

Medicine

$43.14 $43.76 $36.89 $44.9 $54.3 $63.8

1200 ComputerProg/Systems

AnalystI

Information

Technology

$49.14 $53.07 $48.26 $44.9 $54.3 $63.8

1200 CodeEnforcement

OfficerV

PublicWorks $48.67 $56.79 $44.9 $54.3 $63.8


Lieutenant

Constable $48.42 $53.99 $44.9 $54.3 $63.8

1200 AirportPolice/ARFF

Chief

Airport $46.31 $50.02 $85.59 $44.9 $54.3 $63.8

1200 SeniorNetwork

Technician

Information

Technology

$46.31 $49.56 $54.76 $44.9 $54.3 $63.8

1200

SrJuvenile

Prob

OFC/PostCertified

JuvenileServices $45.06 $47.73

$44.9

$54.3 $63.8

1200 Computer/Electronics

SystemsTech

Airport $42.38 $42.38 $53.58 $44.9 $54.3 $63.8

1200 PCLanSpecialist Information

Technology

$41.44 $42.57 $45.06 $44.9 $54.3 $63.8


Lieutenant

Airport $48.20 $53.50 $59.94 $42.4 $51.3 $60.2

1190 FixedAssetsManager Purchasing $46.80 $56.15 $54.77 $42.4 $51.3 $60.2

1190 EngineeringTechnician Engineering $45.04 $50.87 $56.75 $42.4 $51.3 $60.2

1190 AirportFacilities

ManagerTerminal

Airport $44.11 $44.11 $53.88 $42.4 $51.3 $60.2

1190 AssistantTrafficSignal

Supervisor

PublicWorks $43.58 $48.91 $42.4 $51.3 $60.2

1190 MechanicalOperations

Supervisor

PublicWorks $42.03 $45.12 $57.32 $42.4 $51.3 $60.2

1190 AssistPublicWorks

Superintendent

PublicWorks $41.63 $48.03 $42.4 $51.3 $60.2

1190 JuvenileProbation

CounselorII







Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1180 NetworkTechnicianII Information

Technology

$43.08 $44.92 $46.26 $40.0 $48.4 $56.7

1180 ComputerRoom

Supervisor

Information

Technology

$42.01 $48.31 $40.0 $48.4 $56.7

1180 LibraryTechnicianIII Library $40.71 $46.32 $45.82 $40.0 $48.4 $56.7


Sergeant

Constable $40.48 $42.87 $40.0 $48.4 $56.7

1180 RightOf WayAgentI PublicWorks $38.44 $40.37 $40.0 $48.4 $56.7

1175 SpraySystems

Supervisor

Mosquitoand

RodentControl

$39.21 $39.21 $38.4 $46.5 $54.6

1170 LegalAdministrative

Supervisor

Legal $43.72 $51.37 $51.82 $36.9 $44.7 $52.4

1170

PumpMaster

Mechanic

Public

Works $43.72 $51.59 $47.37

$36.9

$44.7 $52.4

1170 SeniorLegalInvestigator Legal $43.72 $51.59 $36.9 $44.7 $52.4


Sergeant

Airport $42.98 $48.57 $45.99 $36.9 $44.7 $52.4

1170 PlantMechanicII PublicWorks $42.06 $45.22 $46.12 $36.9 $44.7 $52.4


OfficerIV

PublicWorks $40.48 $43.84 $36.9 $44.7 $52.4

1170 AccountingAssociateII Finance/Accounting $40.11 $46.31 $43.89 $36.9 $44.7 $52.4


CounselorI


1170

Environmental

Specialist

Environmental $39.11 $41.86 $55.28

$36.9

$44.7 $52.41170 EngineeringAideIII Engineering $39.01 $42.75 $43.92 $36.9 $44.7 $52.4

1170 MasterMechanic PublicWorks $38.91 $38.91 $47.38 $36.9 $44.7 $52.4

1170 LaboratoryTechnician PublicWorks $38.39 $40.25 $37.07 $36.9 $44.7 $52.4

1170 LibraryTechnicianII Library $37.27 $40.36 $36.9 $44.7 $52.4

1170 DetentionFacilityShift

Supervisor


1170 SeniorHumanResources

Specialist

HR $35.76 $36.16 $44.72 $36.9 $44.7 $52.4

1170 StudentLibrarian(20

Hrs./Wk.)

Library $32.53 $32.53 $36.9 $44.7 $52.4


Officer/PostCertified


1165 NightSpraySupervisor Mosquitoand

RodentControl

$42.03 $48.34 $35.5 $43.0 $50.4

1165 PestControlInspectorIII Mosquitoand

RodentControl

$38.47 $42.31 $35.5 $43.0 $50.4

1160 ComplaintSpecialist PublicWorks $41.64 $49.96 $34.8 $42.1 $49.4






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1160 HousingProgramOfficer Community

Development

$41.64 $49.96 $35.64 $34.8 $42.1 $49.4

1160 SeniorCommunications

Technician

Emergency

Medicine

$41.64 $49.96 $53.97 $34.8 $42.1 $49.4

1160 AutomotiveParts

Supervisor

PublicWorks $41.64 $49.13 $34.8 $42.1 $49.4

1160 InstrumentTechnician PublicWorks $40.37 $45.09 $47.36 $34.8 $42.1 $49.4

1160 TreatmentPlant

OperatorII

PublicWorks $40.17 $45.64 $38.31 $34.8 $42.1 $49.4


OfficerIII

PublicWorks $38.43 $43.03 $34.8 $42.1 $49.4

1160 PlantElectrician PublicWorks $38.33 $39.01 $49.45 $34.8 $42.1 $49.4

1160

Legal

Secretary

Legal

$37.76 $41.90 $43.54

$34.8

$42.1 $49.41160 AirportPolice/ARFF

Officer

Airport $36.67 $38.73 $34.8 $42.1 $49.4

1160 AnimalControlField

Supervisor

AnimalControl $35.92 $35.92 $34.8 $42.1 $49.4

1160 DeputyConstable Constable $35.87 $37.41 $34.8 $42.1 $49.4

1155 MosquitoControl

Specialist

Mosquitoand

RodentControl

$33.34 $35.81 $31.40 $33.5 $40.5 $47.5

1151 EMTBasic Emergency

Medicine

$34.51 $35.10 $32.8 $39.7 $46.6

1151 ComputerOperator

III=(42Hrs/Wk)

Information

Technology

$34.33 $37.13 $32.8 $39.7 $46.6

1150 ServiceFeeInvestigator Finance/Accounting $39.65 $46.39 $32.8 $39.7 $46.6

1150 PumpMechanicII PublicWorks $38.89 $43.92 $39.26 $32.8 $39.7 $46.6

1150 PlantMechanicI PublicWorks $37.68 $38.56 $39.41 $32.8 $39.7 $46.6

1150 SeniorAutomotive

Mechanic

PublicWorks $37.38 $37.38 $32.8 $39.7 $46.6

1150 MaintenanceWorker

SupervisorII

PublicWorks $37.33 $42.49 $53.24 $32.8 $39.7 $46.6

1150 LegalInvestigator Legal $37.27 $41.77 $32.8 $39.7 $46.6

1150 SeniorAdministrative

Specialist

General

Administration

$36.62 $40.63 $40.86 $32.8 $39.7 $46.6

1150 Neighborhood

ImprovementSpecialist

PublicWorks $36.29 $40.64 $32.8 $39.7 $46.6

1150 TrafficSignalTechnician

II

PublicWorks $36.29 $36.29 $32.8 $39.7 $46.6

1150 TradesSpecialist Community

Development

$36.18 $37.61 $32.8 $39.7 $46.6

1150 DeputyClerkOf City

Court

Legal $35.40 $39.50 $31.51 $32.8 $39.7 $46.6






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1150 AccountingAssociateI Finance/Accounting $35.31 $39.05 $35.26 $32.8 $39.7 $46.6

1150

ProbationOfficer

Legal

$33.58 $35.02 $46.28

$32.8

$39.7 $46.6

1150 RevenueInspector Finance/Accounting $33.51 $34.80 $31.65 $32.8 $39.7 $46.6

1150 NetworkTechnicianI Information

Technology

$33.22 $35.79 $37.01 $32.8 $39.7 $46.6

1150 LibraryTechnicianIJob

Sharing

Library $33.21 $34.21 $32.8 $39.7 $46.6

1150 LibraryTechnicianI(1/2

Time)

Library $32.44 $33.88 $32.8 $39.7 $46.6

1150 LibraryTechnicianI Library $32.15 $33.34 $36.18 $32.8 $39.7 $46.6

1150 LibraryTechnician

I(1/4Time)

Library $31.88 $33.06 $32.8 $39.7 $46.6

1150 AsstInventory&Supply

Manager

PublicWorks $31.30 $31.30 $32.8 $39.7 $46.6

1150 ComputerOperatorIII Information

Technology

$30.44 $32.54 $39.89 $32.8 $39.7 $46.6

1150 MunicipalF&PCivServ

BrdSecre

Police $28.65 $28.65 $32.8 $39.7 $46.6

1145 SpraySystemsServicer Mosquitoand

RodentControl

$32.41 $33.56 $31.6 $38.2 $44.8

1145 PestControlInspectorII Mosquitoand

RodentControl

$30.63 $30.63 $31.38 $31.6 $38.2 $44.8

1140 RecordsSupervisor General

Administration

$37.77 $45.32 $41.23 $30.9 $37.4 $43.9

1140 AirportSupplyManager Airport $37.77 $45.32 $49.76 $30.9 $37.4 $43.9

1140 AssistParkingGarage

Manager

PublicWorks $37.77 $44.19 $30.9 $37.4 $43.9

1140 PumpMachinist PublicWorks $37.77 $43.05 $38.43 $30.9 $37.4 $43.9


Officer


1140 SocialServices

Coordinator

Community

Development

$37.04 $43.03 $30.9 $37.4 $43.9

1140 Locksmith PublicWorks $36.67 $41.80 $30.9 $37.4 $43.9

1140 Asst311CallCenter

Manager

PublicWorks $35.60 $41.65 $30.9 $37.4 $43.9

1140 SeniorCrimeSpecialist Police $35.60 $38.80 $30.9 $37.4 $43.9

1140 SrCareerDevelopment

Specialist

Community

Development

$35.17 $38.95 $30.9 $37.4 $43.9

1140 PoliceEvidence

Technician

Police $35.17 $35.17 $30.9 $37.4 $43.9


OfficerII

PublicWorks $35.03 $36.59 $43.67 $30.9 $37.4 $43.9






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1140 BuildingMaintenance

Plumber

PublicWorks $34.65 $37.68 $46.89 $30.9 $37.4 $43.9

1140 AutomotiveMechanic PublicWorks $34.34 $35.18 $35.50 $30.9 $37.4 $43.9

1140 JuvenileDetention

OfficerII


1140 HumaneEnforcement

Officer

AnimalControl $33.91 $33.91 $30.9 $37.4 $43.9

1140 Carpenter PublicWorks $33.02 $35.07 $44.15 $30.9 $37.4 $43.9

1140 EngineeringAideII PublicWorks $32.70 $34.00 $30.9 $37.4 $43.9

1140 TreatmentPlant

OperatorI

PublicWorks $32.58 $33.95 $32.60 $30.9 $37.4 $43.9

1140 SeniorHousingProgram

Specialist

Community

Development

$32.19 $33.57 $32.12 $30.9 $37.4 $43.9

1140 AirCond,Htg.,&Mech

EqMech

PublicWorks $32.10 $32.10 $43.11 $30.9 $37.4 $43.9

1140 Electrician PublicWorks $31.59 $32.47 $43.99 $30.9 $37.4 $43.9

1140 PlansAnalystI PublicWorks $30.82 $31.86 $45.24 $30.9 $37.4 $43.9

1140 PoliceVictimAdvocate Police $29.81 $29.81 $30.9 $37.4 $43.9

1131 ComputerOperatorII

(42Hrs/Wk)

Information

Technology

$26.76 $26.76 $29.2 $35.3 $41.4

1130 GrantsProperty

Manager

Community

Development

$35.97 $43.16 $29.2 $35.3 $41.4

1130

Mail

Room

Supervisor

General

Administration

$34.92 $41.20 $37.29

$29.2

$35.3 $41.4

1130 AdministrativeSpecialist

II

General

Administration

$33.36 $37.13 $36.26 $29.2 $35.3 $41.4

1130 PumpMechanicI PublicWorks $32.82 $34.44 $35.89 $29.2 $35.3 $41.4

1130 SeniorLegalSpecialist Legal $32.45 $35.91 $40.83 $29.2 $35.3 $41.4

1130 AnimalControlOfficerII AnimalControl $31.81 $31.81 $29.2 $35.3 $41.4

1130 HousingInspector Community

Development

$31.37 $34.24 $29.2 $35.3 $41.4


OfficerI

PublicWorks $31.09 $33.03 $29.2 $35.3 $41.4

1130

HumanResources

Specialist

HR

$30.40 $31.60 $39.02

$29.2

$35.3 $41.4

1130 ParkingGarage

Supervisor

PublicWorks $25.98 $25.98 $29.2 $35.3 $41.4

1125 PestControlInspectorI Mosquitoand

RodentControl

$27.35 $27.69 $26.98 $28.1 $34.0 $39.9

1120 InventorySupervisor PublicWorks $33.26 $37.58 $42.54 $27.5 $33.3 $39.1






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1120 MaintenanceWorker

SupervisorI

PublicWorks $32.21 $35.87 $41.61 $27.5 $33.3 $39.1

1120 AsstToTheCommunity

ServCtrMgr

Community

Development

$31.50 $34.44 $27.5 $33.3 $39.1

1120 TrafficSignalTechnician

I

PublicWorks $30.69 $30.93 $39.30 $27.5 $33.3 $39.1

1120 CareerDevelopment

Specialist

Community

Development

$30.29 $31.75 $27.5 $33.3 $39.1

1120 FamilyServiceWorker Community

Development

$30.04 $31.89 $42.33 $27.5 $33.3 $39.1

1120 EngineeringAideI Engineering $29.65 $31.41 $38.57 $27.5 $33.3 $39.1

1120 AnimalControlOfficerI AnimalControl $28.41 $28.41 $31.40 $27.5 $33.3 $39.1

1120

Juvenile

Detention

OfficerIJuvenile

Services $28.22 $29.46 $35.92

$27.5

$33.3 $39.1

1120 JuvenileDetentionOfcrI

20Hr/Wk


1120 HousingProgram

Specialist

Community

Development

$27.85 $28.32 $32.14 $27.5 $33.3 $39.1

1110 AdministrativeSpec.I

(Uncl)

MayorPresident $32.62 $32.62 $26.0 $31.4 $36.9

1110 WWServiceInspector PublicWorks $31.11 $35.03 $26.0 $31.4 $36.9

1110 CrimeSpecialist Police $30.57 $32.61 $30.14 $26.0 $31.4 $36.9

1110 AdministrativeSpecialist

I

General

Administration

$30.44 $33.85 $33.72 $26.0 $31.4 $36.9

1110 ComplaintInvestigator PublicWorks $29.97 $32.90 $26.0 $31.4 $36.9

1110 SeniorTradesTechnician PublicWorks $29.94 $31.96 $33.23 $26.0 $31.4 $36.9

1110 LegalSpecialist Legal $29.28 $31.35 $34.05 $26.0 $31.4 $36.9

1110 SeniorFiscalSpecialist Finance/Accounting $28.02 $29.49 $27.67 $26.0 $31.4 $36.9

1110 SurveillanceSystem

Monitor

Airport $27.13 $29.75 $28.74 $26.0 $31.4 $36.9

1110 AccreditationSpecialist Police $23.57 $23.57 $46.58 $26.0 $31.4 $36.9

1100 Food&LaundryService

Supervisor


1100

SeniorAutomotive

Attendant


$24.5

$29.6 $34.8

1100 SeniorStockClerk(20

Hours/Week)

Library $31.07 $37.28 $24.5 $29.6 $34.8

1100 MaintenanceWorkerIII PublicWorks $29.34 $31.45 $24.5 $29.6 $34.8

1100 HeavyEquipment

Operator

PublicWorks $28.19 $30.31 $41.94 $24.5 $29.6 $34.8






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1100 311CallCenter

Representative

General

Administration

$26.07 $26.72 $27.23 $24.5 $29.6 $34.8

1100 SeniorStockClerk General

Administration

$25.53 $25.53 $32.50 $24.5 $29.6 $34.8

1100 AutomotiveParts

Technician

PublicWorks $25.26 $25.26 $24.5 $29.6 $34.8

1090 DrugTechnician Legal $28.73 $31.31 $23.1 $28.0 $32.8

1090 TeacherAdvanced(9.5

Months)

Community

Development

$27.72 $29.05 $23.1 $28.0 $32.8

1090 SeniorClericalSpecialist

(Uncl)

MayorPresident $26.29 $26.29 $23.1 $28.0 $32.8

1090 SeniorClericalSpecialist General

Administration

$26.06 $27.39 $30.33 $23.1 $28.0 $32.8

1090 FamilyAdvocate Community

Development

$25.68 $27.66 $23.1 $28.0 $32.8

1090 AssistantMailRoom

Supervisor

Administration $25.53 $25.53 $23.1 $28.0 $32.8

1090 FiscalSpecialist Finance/Accounting $25.15 $26.69 $23.31 $23.1 $28.0 $32.8

1090 FamilyAdvocate(9.5

Months)

Community

Development

$24.83 $25.58 $23.1 $28.0 $32.8

1090 TreatmentPlant

OperatorTrainee

PublicWorks $22.83 $22.83 $23.1 $28.0 $32.8

1080 Communications

SecuritySpecialist

Emergency

Medicine

$28.18 $32.41 $21.8 $26.4 $31.0

1080

Teacher(10

Hrs./Wk.)

Community

Development

$28.18 $32.41

$21.8

$26.4 $31.0

1080 Teacher(40Hrs./Wk.) Community

Development

$26.34 $28.99 $26.05 $21.8 $26.4 $31.0

1080 TradesTechnician PublicWorks $26.11 $28.38 $28.50 $21.8 $26.4 $31.0

1080 SignFabricator PublicWorks $25.83 $26.79 $21.8 $26.4 $31.0

1080 StockClerkII PublicWorks $25.61 $27.11 $21.8 $26.4 $31.0

1080 EngineeringAideTrainee PublicWorks $25.21 $25.21 $21.8 $26.4 $31.0

1080 MaintenanceWorkerII PublicWorks $25.09 $26.53 $29.38 $21.8 $26.4 $31.0

1080 Teacher(9.5Months) Community

Development

$24.78 $27.06 $21.8 $26.4 $31.0

1080 KitchenSupervisor(9.5

Months)

Community

Development

$24.63 $25.53 $21.8 $26.4 $31.0

1080 AutomotiveAttendant PublicWorks $23.48 $24.12 $21.40 $21.8 $26.4 $31.0

1070 ClericalSpecialist(Job

Share)

Police $26.84 $32.21 $20.6 $24.9 $29.2

1070 ParkingMeterCollector Finance/Accounting $23.85 $23.85 $20.6 $24.9 $29.2






Market

50th



Avg

Base

Avg

Basew/

Lgvty

Min Mid Max

1070 Dispatcher PublicWorks $22.90 $24.69 $20.6 $24.9 $29.2

1070

ClericalSpecialist

General

Administration

$22.70 $23.56 $24.37

$20.6

$24.9 $29.2

1070 ClericalSpecialist(9.5

Months)

Community

Development

$22.64 $23.26 $20.6 $24.9 $29.2

1060 ParkingGarage

AttendantII

PublicWorks $25.56 $30.67 $19.4 $23.5 $27.5

1060 Housekeeper PublicWorks $23.48 $26.04 $19.4 $23.5 $27.5

1060 MaintenanceWorkerI PublicWorks $21.75 $22.41 $23.51 $19.4 $23.5 $27.5

1060 MailClerk General

Administration

$21.23 $21.23 $23.79 $19.4 $23.5 $27.5

1050 Cook(9.5Months) Community

Development

$23.32 $25.02 $18.3 $22.1 $26.0

1050 StockClerkI General

Administration

$22.37 $24.56 $26.54 $18.3 $22.1 $26.0

1050 TeacherAide(9.5

Months)

Community

Development

$21.87 $23.07 $18.3 $22.1 $26.0

1050 BuildingAttendant PublicWorks $21.44 $21.82 $27.84 $18.3 $22.1 $26.0

1050 OutreachWorkerI Community

Development

$21.00 $21.00 $18.3 $22.1 $26.0

1050 DetentionCook/Laundry

Worker


1050 BuildingAttendant(10

Months)

Community

Development

$20.11 $20.11 $18.3 $22.1 $26.0

1050 LibraryPage(20Hours) Library $18.55 $18.55 $18.3 $22.1 $26.0

1050 LibraryAide(20

Hours/Week)

Library $18.53 $18.53 $18.3 $22.1 $26.0

1050 TeacherAide(40

Hrs./Wk.)

Community

Development

$18.48 $18.48 $19.46 $18.3 $22.1 $26.0

1050 LibraryPage(10Hours) Library $18.25 $18.25 $18.3 $22.1 $26.0

1050 LibraryAide(10

Hours/Week)

Library $17.95 $17.95 $18.3 $22.1 $26.0

1040 Laborer PublicWorks $21.74 $24.02 $17.3 $20.9 $24.5

1040 Custodian PublicWorks $21.50 $22.98 $21.70 $17.3 $20.9 $24.5

1040 ParkingGarage

AttendantI

PublicWorks $20.30 $20.81 $17.3 $20.9 $24.5





Hard-to-Fill Positions

Anumberof positionsregardedas“hardtofill”positionshavebeenidentifiedduetochallengeswith

attractingandretainingqualifiedemployees.TheCityParishiscurrentlyexperiencingproblemswith

positionsremainingvacantforseveralmonthsandpositionswherethereishighturnover.Manyof

thesepositionsareconcentratedintheDepartmentof PublicWorks,InformationTechnology,and

Finance.

Notaddressingtheneedforpayadjustmentsforthesepositionscouldmeanthattheyareleftunfilled

formanymonthsatatime,therebyreducingneededservicestocitizensandpotentiallydecreasedtax

revenuesandfees.Insomecases,increasedliabilitycouldoccurduetomistakesfromoverburdenedor

unqualifiedstaff.Thissituationcancontributetothelossof othergoodemployeeswhomustbearthe

burdenof reducedstaffingof workcrewsandfewercoworkerstoassistwithincreasingworkloads.

Thisspiralingdowneffectisdifficulttostoponceitbegins.Table8displaystheHardtoFillPositions.

If theCityParishchoosestoadoptthisrecommendation,theywillneedtocontinuetomakeperiodic

adjustmentstopayforotherpositionsinasystematicfashionotherwisetheywillcompromisethe

integrityof thepayplan.

Table8:HardtoFillPositions

JobTitle Function

Job

Grade

Average

Basew/

Longevity

Market

50th

Percentile

MailClerk MailRoom 1060 $21.23 $23.79

TeacherAdvanced Human

Development

1090 $29.05

AnimalControl

OfficerI

Animal

Control

1120 $28.41 $31.40

EngineeringAideI Engineering 1120 $31.40 $38.60

TrafficSignal

TechnicianI

PublicWorks 1120 $30.90 $39.30

PestControl

InspectorI

Mosquitoand

Rodent

1125 $27.69 $26.98

PumpMechanicI PublicWorks 1130 $34.40 $35.90

Automotive

Mechanic

PublicWorks 1140 $35.18 $35.50

Building

Maintenance

Plumber

PublicWorks 1140 $37.68 $46.89

CodeEnforcement

OfficerII

PublicWorks 1140 $36.59 $43.67

Network

TechnicianI

Information

Technology

1150 $35.80 $37.00





JobTitle Function

Job

Grade

Average

Basew/

Longevity

Market

50th

Percentile

PlantMechanicI PublicWorks 1150 $38.60 $39.40

TradesSpecialist PublicWorks 1150 $37.61

Instrument

Technician

PublicWorks

1160

$45.09

$47.36

EngineeringAide

III

Engineering 1170 $42.80 $43.90

Network

TechnicianII

Information

Technology

1180 $44.90 $46.30

Engineering

Technician

Engineering 1190 $50.90 $56.80

EngineerIntern Engineering 2190 $48.60 $56.50

Auditor Finance/

Accounting

2210 $52.30 $58.40

BudgetAnalyst

Finance/

Accounting

2210

$48.00

$58.70

FinancialAnalyst Finance/

Accounting

2210 $46.10 $57.50

PoliceForensic

Specialist

Police 2210 $43.89 $46.47

Computer

Programmer/

SystemAnalystII

Information

Technology

2220 $49.30 $61.20

PoliceBusiness

Manager

Police 2250 $66.20 $82.92

SeniorComputer/

Programmer

SystemAnalyst

InformationTechnology

2250

$64.20

$69.40

Professional

EngineerII

Engineering 2270 $71.20 $77.10

Professional

EngineerIII

Engineering 2290 $84.80 $89.80

Professional

EngineerIV

Engineering 2300 $88.60 $105.40

SpecialProjects

Engineer

Engineering 2310 $92.80 $106.70

VII.2Adjustthepayof hardtofillpositionstobringthemintothenewadjustedpayrange.

TheHardtoFillPositionslisthasbeendevelopedbaseduponpositionsthathave

remainedvacantforseveralmonthsorarehardtorecruit.Highturnoverpositions

havealsobeenincluded.Thecosttomovethesepositionsandemployeestomarket

basedpayisestimatedtobe$1,466,000includingbenefitscalculatedat50%.





Total Compensation Illustrations

Forthepurposesof thisstudy,threepositionswerechosentoillustratetherelativerelationship

betweenbasepayandbenefitsatboththeentrylevel(minimum)andat20yearsof experience

(maximum).ThefollowingfiguresillustratethetotalamountthattheCityParishpaysfora

MaintenanceWorkerII,aSeniorClericalSpecialist,andaPlannerII.

Totalcompensationanalysisisshownforthreedifferentscenarios.

1. CityParishCurrent:CurrentCityParishpayandbenefits

2. CityParishAdjusted:AdjustedCityParishpaybasedonanacrosstheboardincreaseto

approximatecurrentmarketbasedpaylevelsandcurrentCityParishbenefits21

3. Market:Adjustedmarketbasedpaywithbenefitsequaltotheaverageof thepeercities.

Longevitypaywouldnotbeneededasworkerswouldberetainedbythemorecompetitivebase

payrangesandtheCityParishandtheactiveemployeeswouldpaylessinbenefitcosts22.

21TomovetheentireCityParishpayplan,excludingMunicipalPoliceandFiretomarketbasedpaylevelswould

costapproximately$9,233,400peryearinpayandbenefits.

22AppendixAprovidesdetailondataandassumptionsmadeinconstructionof theseillustrations.Newadjusted

marketbasedpayminimums,midpoints,andmaximumswerecalculatedbytheconsultingteambasedonthe

market50th

percentiles.Beforeadoptinganyfinaladjustedpayranges,theCityParishwouldneedtofollowtheir

establishedinternalprocessesforupdatingcompensation.





Figure6:MaintenanceWorkerII,EntryLevelvs.20Yearsof Experience23

Thefigure

above

illustrates

the

total

compensation

analysis

for

aMaintenance

Worker

IIposition

comparingtheCityParishcurrententrylevelcompensationandthecurrent20yearsof experience

compensationtotheresultsof aCityParishadjustmentof 6percenttobasepaywiththesameCity

Parishbenefits.ThemarketexampleportrayswhattheCityParishwouldpayif theyutilizedtheBaton

Rougemarketbasedpayandbenefitsequaltotheaverageof thepeercities.

ForaMaintenanceWorkerIIwhohas justbeenhiredintotheCityParish,basepaywillbelowerthan

thepaythatthatworkerwouldreceiveforthesame jobsomewhereelseinBatonRouge(market).They

willalsoreceivelesspaidleave,mainlyvacationtime,incomparisontothemarketMaintenanceWorker

II.Themostnotableelementinthefirstchart,however,isthedepictionof theproportionof basepay

toretirementandhealthcarebenefitswhichamountstoapproximately50percent,meaningthatthe

CityParishmustpayapproximately$40,000fora jobwheretheworker’spayisabouthalf of that

amount.

23ForaMaintenanceWorkerII,thecurrentminimumhourlywageis$9.79andthecurrentmaximumhourlywage

is$13.55.

$20,359 $21,800 $24,092

$2,990$3,202

$4,085$8,455

$9,035 $4,330

$8,182$8,761

$7,539

$

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

CityParish

Current

CityParish

Adjusted

Market

MaintenanceWorkerIIEntryLevel

BasePay Longevity

Leave Retirement

Healthcare

$28,181$31,000

$39,700

$4,227$4,650

$6,503

$7,154$5,272

$12,687

$13,956$6,496

$8,182

$9,000

$7,539

$

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

CityParish

Current

CityParish

Adjusted

Market

MaintenanceWorkerII20Yearsof Experience

BasePay Longevity

Leave Retirement

Healthcare





After20yearsof experience,theMaintenanceWorkerIIwillreceivebasepaythatisstillnotinlinewith

themarketpayfortheMaintenanceWorkerII,butitiscloserduetotheadditionof longevitypay

($34,037comparedto$39,700).Retirementbenefitscostsarealmostdoubletheretirementbenefits

costsof peercitiesat$12,687.Healthcareandleavebenefitscostsarehigherthanthepeercitiesas

well.TheCityParishendsuppayingapproximately$60,000fortheMaintenanceWorkerIIintotal

compensationbecauseof thecostof thecurrentbenefitsstructure,buttheworkeronlyreceivesabout

$32,427.

Figure7:SeniorClericalSpecialist,EntryLevelvs.20Yearsof Experience24

TheSeniorClericalSpecialistpositionalsoindicatesthattheCityParish’scurrentretirementbenefits

costisalmostdoublethatof thepeercitiesretirementbenefitscostbothatentrylevelandat20years

of experience.TheCityParishendsuppayingapproximately$62,000intotalcompensationforthe

SeniorClericalSpecialistwith20yearsof experiencebecauseof thecostof thecurrentbenefits

structure,buttheworkerreceivesonly$34,039inpay.

24ForaSeniorClericalSpecialist,thecurrentminimumhourlywageis$10.28andthecurrentmaximumhourly

wageis$14.23.

$21,376$23,100

$24,871

$3,140

$3,393

$4,210

$8,874

$9,590 $4,546

$8,182

$8,842

$7,539

$

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

CityParish

Current

CityParish

Adjusted

Market

SeniorClericalSpecialistEntryLevel

BasePay Longevity

Leave Retirement

Healthcare

$29,590

$32,800

$40,970

$4,439

$4,921

$6,828

$7,569

$5,434

$13,320

$14,765

$6,821

$8,182

$9,070

$7,539

$

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

CityParish

Current

CityParish

Adjusted

Market

SeniorClericalSpecialist20Yearsof Experience

BasePay Longevity

Leave RetirementHealthcare





Figure7alsodemonstratestheeffectof simplyprovidinganacrosstheboardadjustmenttocurrent

basepay.Witha6percentadjustmentinbasepay,aSeniorClericalSpecialistwith20yearsof

experiencewouldreceiveabout$3,200moreperyearinbasepay.Afteraddingthe$4,919inlongevity

paytothe$3,200inbasepayadjustment,theSeniorClericalSpecialistwouldreceive$37,719,whichis

stillunderthemarketbasedpayof $40,970.

Figure8:PlannerII,EntryLevelvs.20Yearsof Experience25

InFigure8,thePlannerIIwith20yearsof experiencehasretirementbenefitscostsescalatingto

$21,698andleavebenefitscostsof $11,123.Interestingly,anadjustmentof 6percentinbasepay

resultsintheCityParishpayingmorethanthemarketbasedpay($63,825versus$58,377).

25ForaPlannerII,thecurrentminimumhourlywageis$16.74andthecurrentmaximumhourlywageis$23.17.

$34,820$39,100 $35,408

$5,115$5,744

$6,002

$14,460

$16,237

$7,405

$8,182

$9,188

$7,539

$

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CityParish

Current

CityParish

Adjusted

Market

PlannerIIEntryLevel

BasePay Longevity

Leave Retirement

Healthcare

$48,199$55,500 $58,377

$7,230

$8,325$11,123

$12,808

$7,747

$21,698

$24,984

$11,111

$8,182

$9,421

$7,539

$

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CityParish

Current

CityParish

Adjusted

Market

PlannerII20Yearsof Experience

BasePay Longevity

Leave Retirement

Healthcare





Thebasicpatternisthesameforallthreepositioncomparisons(MaintenanceWorkerII,SeniorClerical

Specialist,andPlannerII).

1. Leavebenefits(vacationandsick)arehigher.

2. Healthcarebenefitsarehigher.

3. Retirementbenefitscostisalmostdoublethebenchmarkfromotherpeercities.

4. Basepay

is

lower

in

early

years

of

employment,

but

becomes

more

competitive

with

the

additionof longevitypay.Insome jobs,basepaypluslongevitywillalmostequalmarket

competitivepayat20years.

AdditionalinformationandanalysisisprovidedforthesethreepositionsinAppendixA.





Appendix A: Total Compensation Analysis

IntheDataGatheringstage,theconsultingteamrequesteddatafromtheCityParishthatcoveredboth

employerinformationsuchasorganizationalchartsandcurrent jobdescriptionsandemployee

informationsuchaspositiontitlesand jobcodes.Thefulllistof datarequestedisprovidedinTable9.

Table9:InitialDataRequest

TheconsultingteamalsoworkedwiththeAdvisoryCommitteetoidentify250300benchmark jobsand

toestablishbaselinesforstructuralandpositionspecificanalyses.Benchmark jobsareCityParish jobs

thatwereidentifiedtoserveasanchorpointsbecausetheyarenotuniquetotheCityParish,closely

resemble jobsperformedinotherorganizationsorindustries,andarethereforegood jobstocompare

toanotherorganization.Jobswerechosentospanawidevarietyof gradesandfunctionalareas.Alist

of benchmark jobsisincludedinTable10.

CityParishEmployerInformation

• AnyorganizationinformationregardingtheCity

of BatonRougeanditsdepartments(e.g.,recruitingdocuments,etc.)

• Revenuestatisticsforuseinbenchmarking

analysis

• Existingorganizationalcharts

• Anydescriptiveinformationregardingthecurrentcompensationandbenefitsphilosophiesand

programs

• Currentsalarystructureswitheffectivedates

• Salaryincreaseprocess/timing

• Anyrecenttotalcompensationortotalbenefitsstudies(bestpractices)

• Anyother jobpricingorbenefitsbenchmarking

studies(includingactuarialstudies)

• Listof currentsurveyreports

• Listof currentbenefitsvendors

• Incentiveplandocumentsincludinganybonusorcommissionplans(if any)

• Comprehensivelistof allpositions

• Jobdescriptions

for

all

benchmark

positions

• Compensationpoliciesandpractices

• Benefitspolicies,practices,andsummaryplan

descriptions

• Benefitsandcompensationbudgetsbrokendown

bycategory(costforeachelement – brokendown

byemployeevs.employercost)

• AsallclassifiedCityParish jobdescriptionsare

accessibleviatheCityParishwebsiteandgiven

thelargeamountof dataincludedinthisinitialrequest,benchmarkpositionswereselectedand

proposedthroughasubsequentstepof this

process

EmployeeInformation

• Employeename

• Uniqueemployeeidentifier(if any)

• Positiontitle

• Jobcode

• Department

• Grade/levelassignment

• FLSAstatus

• Fulltime/part

time

status

• Worklocation

• Currentsalary

• Bonuseligibility(y/n)*

• Targetbonusawardpercent*

• Mostrecentbonusaward(2011),datepaid*

• Otherincentiveeligibility*

• Otherincentivespaidin2011*

• Anyotherpaycategories(longevitypay,etc.)

• Startdate(fortenurepurposes)

• Managername(if possible)

*Thisisastandard datarequest.TheCity Parish

doesnot offer thebenefitsnoted withastericksabove.





IntheDataAnalysisphase,theCityParish’svariancetothemarketwasreviewedatthepositionlevel,

bydepartment,andinaggregate.Keystatisticalanalysesincludedthe25th,50th,and75thpercentiles.

TheAdvisoryCommitteereviewedtheanalysesandconclusions.





Table10:BenchmarkJobs26

JobTitle Function Grade #of EEs

Chief AdministrativeOfficer/MayorPresident Administration 2380 1

AssistantChief

Administrative

Officer

Administration

2340

2

Chief WIAAdministrator Administration 2280 1

SecretarytotheChief AdministrativeOfficer Administration 2190 1

Directorof Aviation Airport 2350 1

AssistantDirectorof Aviation Airport 2310 1

SeniorSpecialAssistantParishAttorney Airport 2300

AirportBusinessManager Airport 2280 1

AirportDevelopment&Administrative

Manager

Airport 2270 1

AirportMarketingManager Airport 2270 1

AirportSafety&OperationsManager Airport 2270 1

Computer/ElectronicsSystemsManager Airport 2250 1

AssistantAirport

Business

Manager

Airport

2240

Property&DevelopmentCoordinator Airport 2220 1

AirportConstructionSuperintendent Airport 2200 1

AirportOperationsSupervisor Airport 2190 2

AirServiceCoordinator Airport 2150 1

AirportPolice/ARFFChief Airport 1200 1

Computer/ElectronicsSystems

Tech

Airport

1200

1

26“JobTitle”correspondstotheCityParishpositionselectedforbenchmarking.“Function”specifiesthe

departmentorareawhereeachpositionishousedwithinCityParishgovernment.Gradeisthepaygradetowhich

each jobbelongs.“#of EEs”referencesthenumberof existingincumbentsineachpositionasof May25,2012.






MechanicalOperationsSupervisor –Airfield Airport 1190

MechanicalOperationsSupervisor –Terminal Airport 1190 1

AirportPolice/ARFFLieutenant Airport 1190 1

AirportPolice/ARFFSergeant Airport 1170 5

AirportPolice/ARFFOfficer Airport 1160 21

AccessSecuritySpecialist Airport 1150

AirportSupplyManager Airport 1140 1

Surveillance –SystemMonitor Airport 1110 4

AirportFieldMaintenanceSpecialist

(MaintenanceWorkerII)

Airport 1080 4

Director,AnimalControl AnimalControl 2290 1

AnimalControlOfficerI AnimalControl 1120 3

CouncilBudgetOfficer Finance/Accounting 2320 1

ClaimsAdjuster Claims 2180 4

ExecutiveDirector/DDD CommunityDevelopment 2360 1

Directorof HumanDevelopment&Services CommunityDevelopment 2330 1

UrbanDevelopmentDirector CommunityDevelopment 2310 1

ExecutiveProgramAdministrator CommunityDevelopment 2280 1

GrantsAdministrator CommunityDevelopment 2260 2

AssistantProgramAdministrator –HeadStart CommunityDevelopment 2230 3

CommunityServiceCenterManager CommunityDevelopment 2190 5

SocialServicesInformationAnalyst CommunityDevelopment 2180 1

CommunityOutreachCoordinator CommunityDevelopment 2180 2

CommunityRelationsSupervisor CommunityDevelopment 2160 1






HousingProgramOfficer CommunityDevelopment 1160 2

SocialServicesCoordinator CommunityDevelopment 1140 3

SeniorHousingProgramSpecialist CommunityDevelopment 1140 2

FamilyServiceWorker CommunityDevelopment 1120 12

HousingProgramSpecialist CommunityDevelopment 1120 3

Teacher(40hours/week) CommunityDevelopment 1080 6

TeacherAide(40hours/week) CommunityDevelopment 1050 12

CityConstable Constable

Chief DeputyConstable Constable 2260 1

DeputyConstable Constable 1160 26

CommunicationsTechnician EmergencyMedicine

EMSAdministrator EmergencyMedicine 2340 1

EmergencyCommunicationsChief of Operations EmergencyMedicine 2260 1

EMSBusinessManager EmergencyMedicine 2260 1

EMTTrainingOfficer EmergencyMedicine 2260 1

EMSPlanning&ResearchManager EmergencyMedicine 2260 1

LicensedClinicalSocialWorker EmergencyMedicine 2260 1

EMSPublicServiceCoordinator EmergencyMedicine 2230 3

EMSBillingManager EmergencyMedicine 2220 1

MedicalRecords

Administrator

Emergency

Medicine

2190

1

TelecommunicationsRadioSystems

Coordinator

EmergencyMedicine 2180 1

EMSDeputyShiftSupervisor EmergencyMedicine 1231 5

EmergencyCommunicationsTrainingOfficer EmergencyMedicine 1211 4






EMTParamedic EmergencyMedicine 1201 91

EmergencyCommunicationsOfficer EmergencyMedicine 1201 21

SeniorCommunicationsTechnician EmergencyMedicine 1160 1

SpecialProjectsEngineer Engineering 2310 4

ProfessionalEngineerIV Engineering 2300 4

ProfessionalEngineerIII Engineering 2290 5

ProfessionalEngineerII Engineering 2270 2

ProfessionalEngineerI Engineering 2260 2

EngineerIntern Engineering 2190 11

EngineeringTechnician Engineering 1190 20

EngineeringAideIII Engineering 1170 17

EngineeringAideI Engineering 1120 7

EnvironmentalCoordinator Environmental 2290 1

EnvironmentalSpecialist Environmental 1170 10

CouncilAdministrator/Treasurer Finance/Accounting 2370 1

FinanceDirector Finance/Accounting 2350 1

AuditingManager Finance/Accounting 2310 2

AssistantPWDirectorof Management/Finance Finance/Accounting 2310 1

BudgetingManager Finance/Accounting 2310 1

RevenueManager

Finance/Accounting

2310

1

AccountingManager Finance/Accounting 2310 1

AssistantRevenueManager Finance/Accounting 2280 2

AssistantAccountingManager Finance/Accounting 2280 3






LibraryBusinessManager Finance/Accounting 2280 1

FinancialProjectsCoordinator Finance/Accounting 2270 1

Chief Auditor Finance/Accounting 2260 6

Chief RevenueAnalyst Finance/Accounting 2260 3

Chief FinancialAnalyst Finance/Accounting 2260 5

SeniorAuditor Finance/Accounting 2240 3

SeniorFinancialAnalyst Finance/Accounting 2240 7

SeniorBudgetAnalyst Finance/Accounting 2240 1

PublicWorksAccountingSectionSupervisor Finance/Accounting 2240 3

SeniorRevenueAnalyst Finance/Accounting 2240 3

BudgetAnalyst Finance/Accounting 2210 2

Auditor Finance/Accounting 2210 12

FinancialAnalyst Finance/Accounting 2210 7

Accountant Finance/Accounting 2210 5

RevenueAnalyst Finance/Accounting 2210 2

RevenueSupervisor Finance/Accounting 2170 4

AccountingAssociateII Finance/Accounting 1170 7

AccountingAssociateI Finance/Accounting 1150 18

RevenueInspector Finance/Accounting 1150 10

SeniorFiscal

Specialist

Finance/Accounting

1110

45

FiscalSpecialist Finance/Accounting 1090 15

DataCoordinator GeneralAdministration 2210 1

311CallCenterManager GeneralAdministration 2180 1






CommunicationsDatabaseManager GeneralAdministration 2180 1

ExecutiveAssistant GeneralAdministration 2180 12

SeniorAdministrativeSpecialist GeneralAdministration 1150 27

RecordsSupervisor GeneralAdministration 1140 1

MailRoomSupervisor GeneralAdministration 1130 1

AdministrativeSpecialistII GeneralAdministration 1130 35

AdministrativeSpecialistI GeneralAdministration 1110 44

SeniorStockClerk GeneralAdministration 1100 3

311CallCenterRepresentative GeneralAdministration 1100 3

SeniorClericalSpecialist GeneralAdministration 1090 104

ClericalSpecialist GeneralAdministration 1070 62

MailClerk GeneralAdministration 1060 3

StockClerkI GeneralAdministration 1050 2

NutritionSupervisor HeadStart 2170 1

Directorof Mayor'sOHSEP HomelandSecurity 2340 1

HumanResourcesDirector HumanResources 2340 1

HumanResourcesDivisionManager HumanResources 2280 4

SeniorHumanResourcesAnalyst HumanResources 2250 11

HumanResourcesAnalyst HumanResources 2220 4

SeniorHuman

Resources

Specialist

Human

Resources

1170

7

HumanResourcesSpecialist HumanResources 1130 3

Directorof InformationServices InformationTechnology 2340 1

InformationServicesProgrammingSupervisor InformationTechnology 2310 1






InformationServicesDatabaseManager InformationTechnology 2290 1

InformationServicesProjectManager InformationTechnology 2280 5

InformationServicesOperatorsSupervisor InformationTechnology 2260 1

SeniorComputer/ProgrammerSystemAnalyst InformationTechnology 2250 5

PCLANAdministrator InformationTechnology 2230 2

ComputerProgrammer/SystemsAnalystII InformationTechnology 2220 2

SeniorNetworkTechnician InformationTechnology 1200 1

ComputerProgrammer/SystemsAnalystI InformationTechnology 1200 1

PCLANSpecialist InformationTechnology 1200 10

NetworkTechnicianII InformationTechnology 1180 5

ComputerOperatorIII InformationTechnology 1150 2

NetworkTechnicianI InformationTechnology 1150 2

Directorof JuvenileServices JuvenileServices 2290 1

DetentionFacilityManager JuvenileServices 2240 1

ProgramPlanningAnalystII JuvenileServices 2180 1

JuvenileProbationCounselorI JuvenileServices 1170 5

DetentionFacilityShiftSupervisor JuvenileServices 1170 3

JuvenileProbationOfficer/PostCertified JuvenileServices 1170 9

JuvenileDetentionOfficerI JuvenileServices 1120 26

ParishAttorney

Legal

2350

1

Clerkof CityCourt/JudicialAdministrator Legal 2330 1

Directorof Administration Legal 2310 1

Directorof Collections Legal 2310 1






Directorof Litigation Legal 2310 1

DirectorRisk&ClaimsManagement Legal 2310 1

SpecialAssistantParishAttorney Legal 2290 5

Risk&ClaimsManager Legal 2280 1

RiskManagementProjectCoordinator Legal 2250 1

AssistParishAttorney Legal 2230 10

SafetyOfficer Legal 2220 1

LegislativeAssistantII Legal 2180 11

Chief DeputyClerkof CityCourt Legal 2180 6

Abstractor Legal 2170 1

LegalResearchAide(40hours) Legal 2160 2

LegalAssistant Legal 2150 2

LegalAdministrativeSupervisor Legal 1170 4

LegalSecretary Legal 1160 16

ProbationOfficer Legal 1150 10

DeputyClerkof CityCourt Legal 1150 5

SeniorLegalSpecialist Legal 1130 26

LegalSpecialist Legal 1110 14

LibraryDirector Library 2340 1

AssistantLibrary

Director

Library

2310

2

LibrarianII Library 2220 28

LibrarianI Library 2200 36

LibraryTechnicianIII Library 1180 12






LibraryTechnicianI Library 1150 97

Mayor MayorPresident

Directorof Mosquito&RodentControl Mosquito&RodentControl 2335 1

MosquitoControlSpecialist Mosquito&RodentControl 1155 3

PestControlInspectorII Mosquito&RodentControl 1145 2

PestControlInspectorI Mosquito&RodentControl 1125 16

PlanningDirector Planning 2340 1

PlannerIV Planning 2250 2

PlannerIII Planning 2220 10

PlannerII Planning 2190 7

GeographicInformationSystems(GIS)Analyst Planning 2190 3

PoliceBusinessManager Police 2250 1

PoliceForensicScientist Police 2210 2

CrimeStatistician Police 2180 1

CrimeLaboratoryTechnician Police 2180 1

AccreditationAnalyst Police 2160 1

AccreditationSpecialist Police 1110 1

CrimeSpecialist Police 1110 4

PrisonHealthCareManager PrisonHealth 2270 1

NursingServices

Director

Prison

Health

2260

1

AssistanttothePrisonHealthCareManager PrisonHealth 2160 1

SeniorPrisonHealthCareTechnician PrisonHealth 1211 5

PrisonHealthCareTechnician PrisonHealth 1201 16






PublicInformationOfficer PublicInformation 2280 1

PublicRelationsCoordinator PublicRelations 2180 2

PublicRelationsSpecialist PublicRelations 2140 2

PublicWorksDirector PublicWorks 2360 1

DeputyPWDirectorof Engineering&Planning PublicWorks 2350 1

AssistantPWDirectorof Maintenance PublicWorks 2310 1

ProfessionalLandSurveyor PublicWorks 2290 1

WastewaterTreatmentPlantManager PublicWorks 2270 1

FacilitiesManager PublicWorks 2240 2

MechanicalOperationsManager PublicWorks 2230 2

FieldPumpMaintenanceSupervisor PublicWorks 2230 1

WastewaterTreatmentPlantSupervisor PublicWorks 2230 3

InternArchitect PublicWorks 2220 2

Electrical&InstrumentSupervisor PublicWorks 2180 1

MechanicalOperationsSupervisor PublicWorks 1190 5

MasterMechanic PublicWorks 1170 2

PumpMasterMechanic PublicWorks 1170 1

PlantMechanicII PublicWorks 1170 3

LaboratoryTechnician PublicWorks 1170 4

PlantElectrician

Public

Works

1160

6

InstrumentTechnician PublicWorks 1160 9

TreatmentPlantOperatorII PublicWorks 1160 11

MaintenanceWorkerSupervisorII PublicWorks 1150 20






PlantMechanicI PublicWorks 1150 9

PumpMechanicII PublicWorks 1150 3

BuildingMaintenancePlumber PublicWorks 1140 3

PlansAnalystI PublicWorks 1140 4

Carpenter PublicWorks 1140 10

Electrician PublicWorks 1140 5

CodeEnforcementOfficerII PublicWorks 1140 7

AirCond,Heating,&MechanicalEquip

Mechanic

PublicWorks 1140 2

PumpMachinist PublicWorks 1140 1

AutomotiveMechanic PublicWorks 1140 17

TreatmentPlantOperatorI PublicWorks 1140 23

PumpMechanicI PublicWorks 1130 18

InventorySupervisor PublicWorks 1120 1

MaintenanceWorkerSupervisorI PublicWorks 1120 28

TrafficSignalTechnicianI PublicWorks 1120 8

SeniorTradesTechnician PublicWorks 1110 7

HeavyEquipmentOperator PublicWorks 1100 74

MaintenanceWorkerII PublicWorks 1080 82

TradesTechnician PublicWorks 1080 11

AutomotiveAttendant PublicWorks 1080 9

MaintenanceWorkerI PublicWorks 1060 72

BuildingAttendant PublicWorks 1050 13

Custodian PublicWorks 1040 12






PurchasingDirector Purchasing 2330 1

PurchasingAnalystII Purchasing 2180 4

FixedAssetsManager Purchasing 1190 1

RetirementAdministrator Retirement 2320 1

RetirementFinancialManager Retirement 2280 1

RetirementAnalyst Retirement 2210 1

Data Analysis

Theconsulting

team

reviewed

external

market

data

for

benchmark

positions

to

establish

abasis

for

determiningtheoverallcompetitivenessof salarycompensationpracticesforCityParishemployeesand

theCityParish’scompetitivemarketpositionforbasesalaryandtotalcashcompensation.The

consultingteamthenutilizedthefollowingmethodologyinbuildingtheframeworkforcomparison.

Comparedatabothwithlongevitypayandwithoutlongevitypay

Comparedatatobothgovernment/nonprofitcutsandoverallindustrycuts

Uselocal,regional,andnationalcutsasrelevant

Annualizeallpaytoafulltimesalaryforbenchmarkingpurposes

Blend jobmatchesand/oraddpremium/discountsif neededtomatchthesurveydatatothe

positiondescription

Conductdetailedmarketanalyses

Determinepositionsthatmeet“atmarket”paystatus(within15percentof themarketmedian)

Determinewhereindividualpaysignificantlydiffersfrommarketpayforvalidbusiness

purposes,includingthefollowing.

Belowmedian –newincumbentorlessexperiencedfortheroledescription

Abovemedian –veryseniorincumbentor“overqualified”fortheroledescription

Marketdata

was

examined

for

each

of

the

positions

selected

as

benchmarks

with

“Average

Base”

as

wellas“AverageBasewithLongevity”usedascomparisonpointsforcorrelatingexistingpaytomarket

conditions.Forthisstudy,“AverageBase”and“AverageBasewithLongevity”correspondtothemean

of existingemployeeswithinthenotedpositionand/orgrade.The“Market50th”indicatesthemidpoint

of themarketforeachbenchmarkposition,andexistingCityParishsalarystructureminimums,

midpoints,andmaximumsareitemizedforeachpositionasatoolforcomparativeanalysis.





Total Compensation Analysis

Forthepurposesof thisstudy,threepositionswerechosentoillustratetherelativerelationship

betweenbasepayandbenefitsatboththeentrylevel(minimum)andat20yearsof experience

(maximum).ThefollowingfiguresillustratethetotalamountthattheCityParishpaysfora

MaintenanceWorkerII,aSeniorClericalSpecialist,andaPlannerII.

Totalcompensationanalysisisshownforthreedifferentscenarios.

1. CityParishCurrent:CurrentCityParishpayandbenefits

2. CityParishAdjusted:AdjustedCityParishpaybasedonanacrosstheboardincreaseto

approximatecurrentmarketbasedpaylevelsandcurrentCityParishbenefits27

3. Market:Adjustedmarketbasedpaywithbenefitsequaltotheaverageof thepeercities.

Longevitypaywouldnotbeneededasworkerswouldberetainedbythemorecompetitivebase

payrangesandtheCityParishandtheactiveemployeeswouldpaylessinbenefitcosts.

Adjusted

market

based

pay

minimums,

midpoints,

and

maximums

were

calculated

based

on

the

market

50thpercentiles.Beforeadoptinganyfinaladjustedpayranges,theCityParishwouldneedtofollow

theirestablishedinternalprocessesforupdatingcompensation.

Methodology

Pension Assumptions

Thecalculationsutilizeoneyearcosts,assumingtheemployeebeginsemploymentwiththe

CityParishat30yearsoldandworksuntilunreducedretirement.FortheCityParish,the

employeeretiresatage55with25yearsof service.

Pension

benefits

are

more

expensive

as

a

percentage

of

salary

if

a

worker

starts

at

a

later

age,

becausethereislesstimetoaccruecontributionstopayforthelifetimebenefit.Soaperson

whostartsat40,eventhoughtheywillhaveasmallerbenefitoverall,willhaveahigher

percentageof salarycost.

TheCityParishhasanunusualplaninthatif anemployeeworksfor24years,heorshewill

receive60percentof theirfinalsalary,butif theyworkfor25yearstheywillreceive75percent

of theirfinalsalary.Oncetheyreach25yearsof service,theyreceivea3percentaccrualper

yearof serviceinsteadof 2.5percent.

Mostof theseplanshaveabuiltinCostof LivingAdjustment(COLA),whichsignificantly

increasesthecostof thebenefit.BatonRouge,Houston,Memphis,andMacondonot.

Thecalculationassumesa7.5percentlongtermrateof return,2.5percentrateof inflation,and

utilizestheapplicableIRS2012ApplicableMortalityTable.

Calculationsinclude

pension,

OPEB,

and

social

security

costs

and

are

compared

against

defined

CityParishsalaryrates.

27TomovetheentireCityParishpayplanexcludingMunicipalPoliceandFiretomarketbasedpaylevelswould

costapproximately$9,233,400peryearinpayandbenefits.





Healthcare Benefits Assumptions

ThecalculationsutilizeaveragesacrossallplanoptionsforboththeCityParishandpeercities

benchmarks.

Benefitsincludecomparisonof medicalanddentalplansonly.

Leaveisassumedtobeequaltopaidvacationleave,sickleave,andholidaypay.

Additionally,thefollowingpaygradeandsalarydataassumptionsfromCityParishandBuck

Consultants’documentswereutilizedinbuildingthisframeworkforanalysis.

EntrylevelcalculationsutilizedtheminimumorStep1tobeconsistent.

20yearsof experiencecalculationsutilizedStep12+15percentlongevity.

Longevitypayiscalculatedat5percentforemployeeswithatleast10yearsof service,

increasingby1percentperyearthereafteruptoamaximumof 20percentfor25yearsof

service.

CityParishemployeesearnvacationandsickleaveinvaryingamountsaccordingtoyearsof

continuousserviceasfollows(basedona40hourworkweek):

Yearsof

Service

Leave

for

Each

Lessthan3 12days/year(96hours)

34 15days/year(120hours)



15&Over 24days/year(192hours)

Inaddition,theconsultingteamanalyzedEmployerPensionandOPEBcontributionsforeachof the

threesamplesetCityParishbenchmarkstoillustratehoweachperformsagainstmarketbenchmarks

accordingtominimumof thepayscaleorentrylevelpayandStep12ormaximum(highestpossiblestep

incurrentCityParishpaystructure).





Figure9(TableandChart):EmployerPensionandOPEBContributions –MaintenanceWorkerII

MaintenanceWorkerIIMinimum

SocialSecurity

Pension

OPEB

TOTAL

Atlanta $1,652 $5,611 $2,588 $8,199

Augusta $1,652 $1,912 $706 $2,618

Austin $1,652 $3,456 $734 $4,190

BatonRouge $313 $5,807 $2,648 $8,455

Chattanooga $1,652 $2,797 $3,239 $6,036

Dallas $1,652 $3,607 $1,142 $4,749

Houston $1,652 $4,104 $570 $4,674

LittleRock

$

1,652

$

1,512

$

186

$

1,698

Macon $1,652 $3,040 $1,067 $4,107

Memphis $1,652 $1,296 $2,196 $3,492

OklahomaCity $1,652 $1,900 $2,306 $4,206

Richmond $1,652 $6,721 $1,710 $8,431

Tulsa $1,652 $2,250 $264 $2,514

Tuscaloosa $1,652 $1,294 $77 $1,371

Average $4,330

$-$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

OPEB

Pension

Social Security







Figure11(TableandChart):EmployerPensionandOPEBContributions –SeniorClericalSpecialist

SeniorClericalSpecialistMinimum

SocialSecurity Pension OPEB TOTAL

Atlanta $1,735 $5,892 $2,717 $8,609

Augusta $1,735 $2,008 $741 $2,749

Austin $1,735 $3,628 $770 $4,398

BatonRouge $329 $6,098 $2,780 $8,878

Chattanooga $1,735 $2,937 $3,401 $6,338

Dallas $1,735 $3,787 $1,199 $4,986

Houston $1,735 $4,309 $599 $4,908

LittleRock $1,735 $1,587 $195 $1,782

Macon

$

1,735

$

3,192

$

1,120

$

4,312

Memphis $1,735 $1,361 $2,306 $3,667

OklahomaCity $1,735 $1,995 $2,421 $4,416

Richmond $1,735 $7,057 $1,795 $8,852

Tulsa $1,735 $2,363 $278 $2,641

Tuscaloosa $1,735 $1,358 $81 $1,439

Average $4,546

$-

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

OPEB

Pension

Social Security





Figure12(TableandChart):EmployerPensionandOPEBContributions –SeniorClericalSpecialistat

Step12

SeniorClericalSpecialistStep12

SocialSecurity Pension OPEB TOTAL

Atlanta

$

2,603

$

8,840

$

4,077

$

12,917

Augusta $2,603 $3,013 $1,112 $4,125

Austin $2,603 $5,445 $1,156 $6,601

BatonRouge $493 $9,149 $4,171 $13,320

Chattanooga $2,603 $4,407 $5,103 $9,510

Dallas $2,603 $5,683 $1,800 $7,483

Houston $2,603 $6,465 $899 $7,364

LittleRock $2,603 $2,382 $293 $2,675

Macon $2,603 $4,789 $1,681 $6,470

Memphis $2,603 $2,042 $3,460 $5,502

OklahomaCity $2,603 $2,994 $3,633 $6,627

Richmond $2,603 $10,589 $2,693 $13,282

Tulsa $2,603 $3,546 $417 $3,963

Tuscaloosa $2,603 $2,038 $121 $2,159

Average $6,821

$-

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

OPEB

Pension

Social Security











Figure15:PlannerII,EntryLevelvs.20Yearsof Experience28

28ForaPlannerII,thecurrentminimumhourlywageis$16.74andthecurrentmaximumhourlywageis$23.17.

$34,800 $39,100 $35,408

$5,115$5,747

$6,002

$14,460

$16,247

$7,405

$8,182

$9,193

$7,539

$

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CityParish

Current

CityParish

Adjusted

Market

PlannerIIEntryLevel

BasePay Longevity

Leave Retirement

Healthcare

$48,200$55,500 $58,377

$7,230

$8,325$11,123

$12,808

$7,747

$21,698

$24,984

$11,111

$8,182

$9,421

$7,539

$

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CityParish

Current

CityParish

Adjusted

Market

PlannerII20Yearsof Experience

BasePay Longevity

Leave Retirement

Healthcare





Appendix B: Retirement

Table11:CityParishPensionBenchmarkReview –MilitaryServiceCreditandExtraFeatures

City MilitaryServiceCredit ExtraFeatures

BatonRouge Yes,3years

Austin YesCanpurchaseadditionalservicecredits

(max5years)

Atlanta Yes

Augusta

Chattanooga Notstated PopUpJointandSurvivor

Dallas Yes,max5years

Houston Yes,max5years

LittleRock

Macon

Notstated

Memphis Notstated

OklahomaCity Notstated

PartialLumpSumoption,

(LSupto30katret)

Richmond Yes

EnhancedOption,additional3.57

percentcontof pay,get2percent

formula;PopUpJointandSurvivor

Tulsa Yes PopUpJointandSurvivor

Tuscaloosa

(Before1/1/2013)

Yes;4yearmaxinfirstyear,

4yearmaxafter10+service

Canpurchaseadditionalservicecredits

Tuscaloosa

(After1/1/2013)

Yes;4yearsmaxinfirstyear,

4yearsmaxafter10+service

Canpurchaseadditionalservicecredits





Appendix C: Retiree Benefits/OPEB

Analysis Results

Comparative Data For Employer Contributions to Pensions, OPEB, and Social Security29

Postretirementexpensesrelatedtopensions,socialsecurity,andotherpostemploymentbenefits

(OPEB)are

primary

drivers

of

escalating

costs

across

public

sector

organizations.

Table

12,

compares

theCityParishpostretirementmetricstopeergroupcities.

Table12:CityContributionRateAnalysis –OPEB

OPEBUAAL

OPEBCovered

Payroll

OPEB

Contributions

OPEB

Contribution

Rate

Social

Security

Rate

Pension

Contribution

Rate

TOTAL

Rate

Atlanta $1,408,268,000 $312,984,000 $37,499,000 11.98% 7.65% 25.98% 45.61%

Augusta $91,479,290 $77,108,376 $2,520,169 3.27% 7.65% 8.85% 19.77%

Austin $1,404,692,000 $668,679,000 $22,712,000 3.40% 7.65% 16.00% 27.05%

BatonRouge $1,048,339,169 $163,306,305 $20,019,053 12.26% 1.45% 26.89% 40.60%

Chattanooga $126,894,926 $95,280,557 $14,288,701 15.00% 7.65% 12.95% 35.60%

Dallas $594,437,000 $332,000,000 $17,559,000 5.29% 7.65% 16.70% 29.64%

Houston $1,984,000,000 $1,164,500,000 $30,755,000 2.64% 7.65% 19.00% 29.29%

LittleRock $6,671,990 $92,343,032 $795,217 0.86% 7.65% 7.00% 15.51%

Macon $41,156,182 $37,224,235 $1,839,214 4.94% 7.65% 14.07% 26.67%

Memphis $1,254,991,000 $352,184,000 $35,813,000 10.17% 7.65% 6.00% 23.82%

OklahomaCity $469,664,000 $188,211,000 $20,095,000 10.68% 7.65% 8.80% 27.12%

Richmond $60,403,567 $73,016,515 $5,779,471 7.92% 7.65% 31.12% 46.68%

Tulsa $27,437,000 $98,670,000 $1,208,000 1.22% 7.65% 10.42% 19.29%

Tuscaloosa $8,082,755 $61,898,070 $220,022 0.36% 7.65% 5.99% 13.99%

29InformationexcludesMunicipalPoliceandFireandothergroupswithseparateplansfromthegeneralCity

Parishemployeepopulation.





SubsequentanalysisagainstpeergroupcitiesasitrelatestopostretirementcontributionsforbothCity

ParishemployeesandtheCityParishasanemployerrevealedBatonRougeasthirdhighestfortotal

costasapercentageof anemployee’spaycomparedtopeergroupcities.

Table13:ContributionsTowardsPostRetirementBenefitsasPercentageof Pay

City30

TotalCostas

Percentof

Pay

EmployeeCost

asPercentof

Pay

EmployerCost

asPercentof

Pay

Austin 13.7% 8.0% 5.7%

Atlanta 15.2% 8.0% 7.2%

Augusta 10.1% 4.0% 6.1%

Chattanooga

13.9%

2.0%

11.9%

Dallas 22.2% 7.4% 14.8%

Houston 11.6% 0.0% 11.6%

LittleRock 10.5% 3.5% 7.0%

Macon 5.1% 0.0% 5.1%

Memphis 14.5% 8.0% 6.5%

OklahomaCity

15.5%

6.0%

9.5%

Richmond 10.7% 1.0% 9.7%

Tulsa 18.2% 6.0% 12.2%

Tuscaloosa(Before1/1/2013) 16.4% 5.0% 11.4%

Tuscaloosa(After12/31/2012) 9.1% 6.0% 3.1%

BatonRouge 17.9% 9.5% 8.4%

Asindicatedintheabovechart,CityParishemployeespaythehighestamounttowardspostretirement

benefitsoutof anyof itspeergroupcitiescomparedwithinthisanalysis.Whilegenerousuponan

employee’sretirementwithfullbenefitsapplied,highpostretirementbenefitssuchasthoseincludedin

30GreenindicatesnopostretirementCOLAisapplied,redindicatespostretirementCOLAisapplied,andblue

indicatesadefinedcontributionplan.





theCityParish’stotalcompensationframeworkastheyrelatetoapercentageof anemployee’stotal

payoccupyelementsof thetotalcompensationpackagethatmightotherwisebeappliedtobasepay

andshouldbeconsideredwhenincorporatinganyadjustmentstoreallocationorshiftingelementsof

thetotalcompensationpackageforCityParishemployees.

Retiree Health Insurances

TheCityParishretireemedicalanddentalcoveragedesignsareinlinewithbenchmarksforpre

Medicareretirees.

TheCityParish’sdesignofferingsarericherthanbenchmarksforpostMedicareretireeswith

mostorganizationsofferingMedicareAdvantageand/orMedigapplans.

TheCityParish’ssubsidiesforretireemedicalanddentalcoverageareabovethebenchmarks.





Appendix D: Paid Time Off – Vacation Leave, Sick Leave, Holidays, andExecutive Leave

Sick Time Annual Accrual

Table14:SickLeaveAccrual:CityParishComparedtoOtherPublicOrganizationsandPeerCities

Yearsof Service City

BLS

500+EE's

BuckGov’t&

PublicAdmin

PeerGroup

Minimum Median Maximum




1014

years

21

days

12

days

12

days

10

days

12

days

12

days

15+years 24days 12days 15.5to16.5days 10days 12days 12days

OtherProvisions

Maximumcarryover Unlimited Nodata Nodata 40days 180days Unlimited





Figure16:PaidLeavePercentof Pay

Short Term Disability Plan Design

City

BuckWelfareSurvey PeerGroup

Average Median Minimum Median Maximum

Benefit

Amount

100%using

accruedsick

days

72.0%of pay

followedby

67.1%of pay

66.0%of pay

followedby

67.0%of pay

60.0%of payup

to$300per

week

100%using

accruedsick

days

100%using

accruedsick

days

Elimination

Period

None

11.4calendar

days

7calendar

days

30calendar

daysNone None





Long Term Disability Plan Design

City*

BuckWelfareSurvey PeerGroup

Average Median Minimum Median Maximum

Benefit

Amount

Not

offered

60.7%of

pay

$12,122

Maximum

monthlybenefit

60%of

pay

$10,000

Maximum

monthlybenefit

Not

offered

60%of pay

$5,000Maximum

monthlybenefit

60%of pay

$7,500Maximum

monthlybenefit

Durationof

Benefits

Not

offered

Stopatretirementornormal

retirementage(65)

Not

offered

Determinedbyage

whendisability

begins

Determinedbyage

whendisability

begins

Employee

Cost

Not

offered

75%of employersprovideatno

costtoemployee

Not

offered

Employerpaid Employerpaid

Waiting

Period

Not

offered

35%of employersrequiresno

waitingperiod

Not

offered

Elimination

Period

Not

offered

54%of employersrequires6

months

Not

offered

*TheCityParishhasaretirementplanavailableforlongtermdisabledemployeesafter10yearsof service.





Vacation Annual Accrual


BLS

500+EE's

Buck

Gov't&Public

Admin

PeerGroup


02years 12days 13days 13.5days 10days 14days 18days




15+years 24days 22days 21to24.8days 20days 23to26days 27to30days

OtherProvisions

Maximum

Carryover

120days 150days 10days Nodata Nodata Nodata

Eligibility

90days

employmentNoData 1year Immediately

6months

employment

6months

employment

Holidays 11days 11days 10days 8days 10days 13days

NOTES:Thecitiesof Chattanoogaand LittleRock combinesick and vacationtimeintoonePaid TimeOff (PTO)

accrual.

These

cities

were

not

included

in

the

peer

group

for

this

benefit.





Combined Sick and Vacation Annual Accrual


BLS

500+EE's

Buck

Gov't&PublicAdmin

PeerGroup






15+years 48days 34days 36.5daysto41.3days 30days 35daysto38days 4044days





Figure17:CityParishversusMarketBenchmark,SickTimeAnnualAccruals

02years 34years 59years 1015years 15+years

City 12 15 18 21 24

BLS500+Employees 11 11 11 12 12

BuckGovernmentand

PublicAdministration

7 7 10 12 15.5

PeerMinimum

10

10

10

10

10

PeerMedian 12 12 12 12 12

PeerMaximum 12 12 12 12 12

0

5

10

15

20

25

0-2 years 3-4 years 5-9 years 10-15 years 15+ years

D a y s

Years of Service

Sick Time Annual Accrual

City

BLS 500+Employees

Buck Governmentand PublicAdministration

Peer Minimum

Peer Median

Peer Maximum





Figure18:CityParishversusMarketBenchmark,VacationAnnualAccruals


City 12 15 18 21 24

BLS500+Employees 13 13 16 19 22

BuckGovernmentand

PublicAdministration 13.5 13.5 16.3 18.5 21

PeerMinimum 10 10 10 15 20

Peer

Median

14

14

16

21

23


0

5

10

15

20

25

30

35


D a y s

Years of Service

Vacation Annual Accrual

City

BLS 500+ Employees

Buck Governmentand PublicAdministration

Peer Minimum

Peer Median

Peer Maximum





Figure19:CityParishversusMarketBenchmark,CombinedSickTime,andVacationAnnualAccruals


City

24

30

36

42

48

BLS500+Employees 24 24 27 31 34

BuckGovernmentandPublicAdministration 20.5 20.5 26.3 30.5 36.5

PeerMinimum 20 20 20 25 30

PeerMedian 26 26 28 33 35


0

5

10

15

20

25

30

35

40

45


D a y s

Years of Service

Combined Sick Time and Vacation AnnualAccrual

City

BLS 500+Employees

Buck Governmentand PublicAdministrationPeer Minimum

Peer Median

Peer Maximum





Appendix E: Healthcare Benefits for Active Employees

Health Benefits (Medical) for Active Employees

Theoverallplandesignandpremiumcostsharingof CityParishhealthcarebenefitsisinline

withthebenchmarks;however,theCityParishoffersmoremedicalplansthanistypical.

Theinclusion

of

aHigh

Deductible

Health

Plan

(HDHP)

is

aleading

trend

and

best

practice.

However,coordinatingtheprescriptiondrugbenefitwiththemedicalbenefitmayprevent

peoplefromparticipatingintheHDHP.

TheHMOplanoutof pocketmaximum($2,500/$5,000)ishigherthanthePeerGroupMedian

outof pocketmaximum($1,500/$3,000).

TheCityParishoffersaPointof Service(POS)plantoaccommodatecovereddependentsand

retireeslivingoutsidethestate.TheCityParish’sPOSplandesigndiffersslightlyfromthePeer

GroupMediandeductibleandcoinsurance.

Theuseof a“buyup”contributionstrategyisabestpracticeandtheHDHPemployee

contributionsareinlinewiththebenchmarks.However,thebuyupcausestheHMOandPPO

contributionsto

be

out

of

line

with

the

benchmarks

(employee

paying

more

than

competitive).

TheCityParishoffersHMOandPOSplanswithafivetierprescriptiondrugprogramwhilemost

of thepeergroupcitiesofferathreetierprescriptiondrugprogram.

Dental

TheCityParish’sinclusionof twodentalplans,onecoveringorthodontiaandtheothernot

coveringorthodontiaisinlinewithbenchmarks.

TheCityParishemployeecostshareisapproximately50percent.Mostbenchmark

organizationsrequiredtheemployeetocontributealargerpercentof thetotalcost,typically

100percent.

Vision

Programdesignandthe100percentemployeecostshareareinlinewithbenchmarks.

Life & Paid Leave Benefits

LifeInsurance

Basiclifeinsurancecoverageof $25,000isinlinewithbenchmarks.

Offeringsupplementallifeinsurancesiscommonamongotheremployers.

DisabilityInsurance

91percentof employersoffersomeformof ShortTermDisabilityplanaccordingtotheBuck

consultingteamEmployeeWelfareBenefitsSurvey.TheCityParishutilizessicktimeaccrualto

provideincometoemployeesonShortTermDisability.





97percentof employersoffersomeformof LongTermDisability(LTD)planaccordingtotheBuck

consultingteamEmployeeWelfareBenefitsSurvey.TheCityParishcurrentlydoesnotofferLTD

benefits.

PaidTime

Off

TheCityParish’spracticeof utilizingseparatevacationandsicktimeappearstobethemarket

normandisconsistentwiththepracticeof thepeergroupcities.

TheCityParish’svacationaccrualsappeartobeinlinewithbenchmarks.

Sicktimeaccrualsappeartobemoregenerousthanbenchmarksbutmaycompensateforthe

lackof aformalShortTermDisabilityprogram.

AnexecutiveleavepolicysimilartotheoneutilizedbytheCityParishisnotusedinmostorganizations.

Voluntary Benefits TheCityParishappearstooffermorevoluntarybenefitstoemployeesthanthebenchmarks

(suchascriticalillness,accident,cancer,orEmployeeAssistanceProgramcoverage).

Benchmarking Results

Theresultsof thebenefitsbenchmarkingportionof thisstudyarepresentedbelowascomparedtoprimary

surveydataandpeergroupaverages.Cityspecificdataasitrelatestopeergroupcitiesispresentedand

comparedtothatof theCityParishaspartof “Appendix E – Peer GroupCity Benefits Analysis” .

Thefollowing

chart

provides

aquick

view

of

the

benchmarking

assessment

(blue

indicates

the

benefit

typeismoreattractivefromtheCityParishemployeeperspectivecomparedtothecompetitionwhile

greenindicatesthebenefittypeislessattractivefromtheCityParishemployeeperspective).

Figure20:CityParishversusMarketBenchmarkBenefitCompetitivenessAnalysis

BenefitType EBRPlanDesignComparedtoMarketBenchmarks

ActiveEmployee

Medical/Dental/Vision

Equal

LongTermandShortTerm

DisabilityInsurance

LongTerm

Disability:

none,

but

do

have

Disability

Retirement

Programafter10years

ShortTermDisability:none,utilizesaccruedsickleavedays

PaidTimeOff Moregenerousthanpeercities

VoluntaryBenefits(Sick

LeaveandVacation)Moregenerousthanpeercities

RetiredEmployee

Medical/Dental/Vision

Equal(butCityParishpaysahighershare)





Health Plan Prevalence

Percentof employersofferingthefollowinghealthplantypes:

PlanType City MercerGov't KFF PeerGroups

HMO/EPO

Yes

19%

28%

67%

PPO/POS Yes 96% 95% 92%

HDHP Yes 20% 18% 17%

Medical Plan Enrollment*

PlanType CityActives CityRetirees TotalCity MercerLargeEmployers KFF

PPO/POS 14% 28% 19% 20% 16%

HMO/EPO 60% 67% 63% 69% 67%

HDHP 26% 6% 18% 11% 17%

*NOTE:actual City Parishenrollment provided as:

PPO HMO HDHP

Active 468 2,071 897

Retirees 695 1,680 151

Total 1,163 3,751 1,048

Percentageof employersofferingdentalorvisionbenefitplans:

Plan

Type

City

BLS

LocalGov’t

KFF

Peer

Groups

Dental Yes 55% 93% 100%

Vision Yes 37% 72% 92%





Medical Design: HMO/EPO

Deductible

(Single/Family)CityHMOPlan

Mercer

Gov'tKFF

PeerGroup

Minimum

Median

Maximum

InNetwork $500/$1,500 Nodata $467/$914 $0/$0 $0/$0 $500/$1,500

Outof PocketMaximum(Single/Family)

InNetwork $2,500/$5,000 Nodata Nodata $0/$0 $1,500/$3,000 $3,500/$7,000

Copays

PhysicianOfficeVisit $25 $20 $21 $10 $23 $30

SpecialistVisit $35 $35 $31 $15 $43 $60

EmergencyRoom $150 $100 $107 $50 $200 $175

OutpatientHospital $100 $200 $124 $50 $225 $600

InpatientHospital

(perday)

$200 $150 $219 $100 $500 $500

PlanCoinsurance(AfterDeductible)

InNetwork

100%

(inmostcases)Nodata Nodata 90% 100% 100%

NOTE:Wherethereis“Nodata” for deductibles,out of pocket maximums,and coinsurance,it isbecausethese

designelementsarenot traditionally a part of HMO plans.





Medical Design: POS/PPO

Deductible

(Single/Family)CityPOSPlan MercerGov't KFF

PeerGroup


InNetwork $500/$1,500 $350/$900 $664/$1,516 $0/$0 $325/$975 $800/$1,600

Outof Network $1,000/$3,000 $600/$1,500 Nodata $150/$300 $600/$1,800 $1,600/$3,200

Outof PocketMaximum(Single/Family)

InNetwork $2,500/$5,000

$2,000/

Nodata

Nodata $0/$0 $2,500/$6,000 $4,000/$12,000

Outof Network $6,000/$12,000

$4,000/

No

data

Nodata $1,500/$3,000 $4,500/$11,000 $6,000/$12,000

Copays

PhysicianOffice

Visit

$25 $20 $25 $15 $25 $35

SpecialistVisit $35 $25 $36 $30 $40 $50

PlanCoinsurance(AfterDeductible)

InNetwork100%

(inmostcases)80% 78% 80% 90% 100%

Outof Network 70% 75% Nodata 60% 60% 80%

NOTE:Wherethereis“Nodata” for copays,it isbecausethesearecovered usingthe plancoinsurance.







Medical Design: Prescription Drug

Deductible

CityHMO&

POS

CityHDHP

Mercer

Gov'tKFF

PeerGroup


Generic $0Included

with

medicalNodata Nodata $0 $0

$100per

person

BrandName

$250per

member

Includedwith

medicalNodata Nodata $0 $0

Retail

PrimaryGenericDrugs $4copay

Includedwith

medical$10copay

$10

copay

$7copay

$10

copay

$20copay

PrimaryBrandNameDrugs $30copay

Includedwith

medical$25copay

$29

copay

$20

copay

$30

copay

$60copay

TherapeuticAlternative,

CompoundDrugs

$50copay

Includedwith

medical$50copay

$51

copay

$30

copay

$57

copay

$85copay

MultiSourceBrandDrugs $70copay

Includedwith

medicalNodata

$79

copay

$30

copay

$55

copay

$100copay

InjectablePrescription

Drugs

$60copay

Includedwith

medicalNodata Nodata

$30

copay

$55

copay

$100copay

MailOrder

PrimaryGenericDrugs $8copay

Includedwith

medical

$15copay Nodata$15

copay

$22

copay

$45copay

PrimaryBrandNameDrugs $60copay

Includedwith

medical$50copay Nodata

$40

copay

$60

copay

$120copay

TherapeuticAlternative,

CompoundDrugs

$100copayIncludedwith

medical$90copay Nodata

$55

copay

$100

copay

$165copay

MultiSourceBrandDrug $140copayIncludedwith


$55

copay

$100

copay

$163copay

InjectablePrescription

Drugs

$120copayIncludedwith


$55

copay

$100

copay

$163copay

NOTE:16

percent

of

government

employers

offer

four

or

five

tier

drug

benefit.





Medical Employee Cost Share Percentage

PlanType:HMO/EPO CityPlan

Mercer

Gov'tKFF

PeerGroup


EmployeeOnly

24%

15%

18%

13%

21%

30%

Employee+Family 36% 21% 23% 30% 35% 40%

POS/PPO

EmployeeOnly 29% 16% 16% 0% 22% 30%

Employee+Family 42% 29% 27% 20% 30% 30%

HDHP

EmployeeOnly 12% NoData 17% 15% 15% 15%

Employee+Family 26% 41% 21% 15% 15% 15%

Monthly Employee Contributions

PlanType:HMO/EPO CityPlan

Mercer

Gov'tKFF

PeerGroup


EmployeeOnly $126.94 $57 $83.58 $10 $68 $122

Employee+Family $515.36 $257 $307.58 $136 $349 $535

POS/PPO

EmployeeOnly $161.70 $79 $75.58 $0 $97 $141

Employee+Family $656.14 $296 $358.17 $173 $326 $615

HDHP

EmployeeOnly $55.86 Insufficient

data

$67.75 $47 $72 $97

Employee+Family $323.44 $247 $255.33 $134 $311 $488





Dental Plan Design

NetworkCoverage CitySilverPlan CityPlatinumPlan

Mercer

Gov't

PeerGroup

Minimum Median

Maximu

InNetwork Covered Covered Nodata Covered Covered Covere

Outof Network Notcovered Covered Nodata

Not

covered

Covered Covere

AnnualDeductible

Individual $0 $50 $50 $0 $50 $50

Family $0 $150 $150 $0 $150 $150

Maximums

CalendarYearMaximum None $1,500 $1,500 $0 $1,250 $2,000

LifetimeOrthodontics Notcovered $1,500 $1,500 $0 $1,000 $1,800

Coinsurance

Preventive

80%

100%

No

data

80%

100%

100%

Basic 60% 80% Nodata 80% 80% 80%

Major 30% 60% Nodata 50% 50% 50%

OrthodonticServices Notcovered 60% Nodata 50% 50% 50%





Dental Monthly Employee Contributions

PlanType:HMO CityPlan

PeerGroup


EmployeeOnly $6.50 $0.00 $12.24 $20.41

Employee+Family $22.06 $30.28 $44.78 $57.96

PPO

EmployeeOnly $12.52 $0.00 $21.18 $27.00

Employee+Family $45.66 $27.86 $69.00 $95.77

EPO/Indemnity

EmployeeOnly Notoffered $0.00 $17.23 $34.45

Employee+Family Notoffered $41.38 $81.84 $122.31





Vision Plan Design

Exams City

PeerGroup


Copay

$10copay/upto$40

(In/OutNetwork)$10 $10 $15

Frequency Every12months Every12months Every12months Every12months

LensesandFrames

Lenses

$25copay/upto$80

(In/OutNetwork)

$0copay/upto$60

(In/OutNetwork)

$25copay/upto$80

(In/OutNetwork)

$30copay/upto$80

(In/OutNetwork)

Frames $130allowance $100allowance $130allowance $200allowance

LaserVision

LaserVision N/A Notoffered Discountprogram

Lifetimemax

reimbursementof

$500





Basic Life Plan Design

GroupLife City

BLS

LocalGov't

PeerGroup


FlatDollarorSalary

Multiple

Flatdollar56%flatdollar;44%salary

multiple

45%flatdollar;55%salarymultiple

FlatDollar $25,000 $20,000 $10,000 $30,000 $30,000

SalaryMultiple None 1.4XBAE 1XBAE 1XBAE 2XBAE

MaximumBenefit $25,000 $100,000 $10,000 $50,000 $250,000

EmployeeCost None None

Employeepay

allNone None

AD&DInsurance $25,000 Nodata

Equaltobasic

life

Equaltobasic

life

Equaltobasic

life





Voluntary Benefits

Benefits City

Mercer

Gov'tPeerGroup

Critical

Illness

Offers

benefit

55%

50%

Accident Offersbenefit 53% 63%

Cancer Offersbenefit 55% 63%

EmployeeAssistance

Program

Offersbenefit 96% 100%

HospitalConfinement

Indemnity

NotOffered 14% 38%

UniversalLifeInsurance NotOffered 36% 25%

Notes:The“all employers” datacut intheMercer National Survey wasused for Hospital Confinement Indemnity

and Universal LifeInsurancebecausetherewasnodataavailable for theMercer Government industry cut.

Other voluntary benefitslisted intheMercer study that areoffered asoptional additional insurances, paid by the

employee,includelongtermcareinsuranceoffered by 23 percent,travel insuranceby 20 percent,and

automobile/homeownersinsuranceby 17 percent.





Health Benefits (Medical)

Figure21:HealthcarePlanEnrollmentComparedtoBenchmarks

Overallplandesignandpremiumcostsharingisinlinewiththebenchmarks;however,theCity

Parishoffersmoremedicalplansthanistypical.

Theinclusionof aHighDeductibleHealthPlan(HDHP)isaleadingtrendandbestpractice.

However,coordinatingtheprescriptiondrugbenefitwiththemedicalbenefitmayprevent

peoplefromparticipatingintheHDHP.

The

HMO

plan

out

of

pocket

maximum

($2,500/$5,000)

is

higher

than

the

Peer

Group

Median

outof pocketmaximum($1,500/$3,000).

TheCityParishoffersthePOSplanduetocovereddependentsandretireeswhoareoutof the

state.ThePOSplandesigndiffersslightlyfromthePeerGroupMediandeductibleand

coinsurance.

Theuseof a“buyup”contributionstrategyisabestpracticeandtheHDHPemployee

contributionsareinlinewiththebenchmarks.However,thebuyupcausestheHMOandPPO

contributionstobeoutof linewiththebenchmarks(employeepayingmorethancompetitive).

FortheHMOandPOSplan,theCityParishoffersafivetierprescriptiondrugprogramwhile

mostof thepeergroupcitiesofferathreetierprescriptiondrugprogram.

Theinclusion

of

two

dental

plans,

one

covering

orthodontia

and

the

other

not

covering

orthodontiaisinlinewithbenchmarks.

TheCityParishhasapproximatelya50percentemployeecostshare.Thisisabovethe

benchmarkasmostorganizationsrequiretheemployeetocontributealargerpercentof the

totalcost,typically100percent.

Visionprogramdesignand100percentemployeecostshareareinlinewithbenchmarks.

0 20 40 60 80 100

HMO/EPO

PPO/POS

HDHP

Percentage of Enrollment

P l a n s O f f e r e d

b y C i t y

Healthcare Plan Enrollment

(HMO/EPO, PPO/POS, HDHP)

City

Mercer Large Employers

KFF





Life Insurance Benefits

Basiclifeinsuranceof $25,000isinlinewiththebenchmark.

Offeringsupplementallifeinsuranceiscommonamongotheremployers.

91percentof employersoffersomeformof ShortTermDisabilityplanaccordingtotheBuck

consultingteam

Employee

Welfare

Benefits

Survey.

The

City

Parish

utilizes

sick

time

accrual

to

provideincometoemployeesonShortTermDisability.

97percentof employersoffersomeformof LongTermDisabilityplanaccordingtotheBuck

consultingteamEmployeeWelfareBenefitsSurvey.TheCityParishcurrentlydoesnotofferLTD

benefits.

Paid Leave Benefits

Utilizingseparatevacationandsicktimeappearstobethemarketnormandisconsistent

withthepracticeof thepeergroupcities.

Vacationaccrualsappeartobeinlinewithbenchmarks,althoughtheyareloweratentry

level.

Sicktimeaccrualsaremoregenerousthanbenchmarksbutarecurrentlyusedtocompensate

forthelackof aformalShortTermDisabilityprogramthatwouldbeamorecosteffective

solutionfortheCityParish.

Theexecutiveleavepolicyisnotcommonlyfoundineitherpublicorprivateorganizations.

Voluntary Benefits

TheCityParishappearstooffermorevoluntarybenefitstoemployeesthanthebenchmark

(such

as

critical

illness,

accident,

cancer,

or

Employee

Assistance

Program

coverage).





Appendix F: Pay Analysis

Cost Estimates to Bring All Positions to Market Minimum

Whenthepayscaleisnotevenattheminimumlevel,itisverydifficulttoattractentrylevelemployees.

Managersthenneedtohireanewemployeeatahigherstep,andthiscancreatepaycompressionand

internalinequities

as

front

line

employees

begin

to

earn

as

much

as

their

supervisors

or

technically

trainedemployeesearnasmuchormorethantheirmanagers.

Tables15and16depictthenonexemptandexemptpaygradeswithbenchmarkpositionsbelowthe

minimumof themarket.Allpaylistedinthetableshasbeenannualized(hourlywagemultipliedby

2080hoursperyear).Thecolumnsindicatethepaygradeandthenumberof employeesinthatgrade

acrossalldepartments.If agradewasnotincludedinthebenchmarkstudy,ithasa0inthecolumnof

thenumberof employees.

TheaveragebasepayforallemployeesinthatpaygradefortheCityParishisshownnexttothecolumn

labeledMarketAverageMedian.If thosetwonumbersarethesameorveryclose,itindicatesthatthe

CityParish’spayisveryclosetothemarketbasedpay.Whenthatoccurs,theAverageComparatiois

1.0orcloseto1.0.ThehighertheAverageComparatio,thegreaterthedifferencebetweenwhatthe

CityParishpaysversuswhatotheremployersarepayingforthatsamepositionintherelevantmarket

area.

ThepaydatadisplayedinthecolumnslabeledNewMarketAdjustedRangehavebeencalculatedbased

oninformationgatheredfromthemarketsurveysandtheminimum,midpoint,andmaximumforeach

paygrade.Thelastcolumn,entitledCoststoMinimum,istheprojectedcosttobringtheemployeesina

particulargradewhofallbelowtheminimumof themarketadjustedpayscaleuptoStepOneorthe

minimumof

the

new

pay

scale.

Table15:BasePayforNonExemptEmployeesWhoFallBelowtheMinimumof theAssignedGrade

CurrentCityParish Market NewMarketAdjustedRange Market

Grade

#of

Ees

Average

Base

(AllEes)

Average

Median

Min Mid Max

Average

Compa

ratio

Costto

Minimum

1010 0 $14.3 $17.35 $20.4 $0.0

1020 0 $15.3 $18.46 $21.7 $0.0

1030

0

$16.2

$19.64

$23.0

$0.0

1040 22 $21.5 $21.8 $17.3 $20.89 $24.5 $1.0 $0.0

1050 185 $20.1 $24.0 $18.3 $22.14 $26.0 $1.1 $16.8

1060 80 $21.9 $23.6 $19.4 $23.5 $27.5 $1.0 $10.7

1070 76 $22.8 $24.4 $20.6 $24.9 $29.2 $1.0 $8.8

1080 138 $25.1 $28.5 $21.8 $26.4 $31.0 $1.1 $17.8








Grade

#of

Ees

Average

Base

(AllEes)

Average

Median

Min Mid Max

Average

Compa

ratio

Costto

Minimum

1231 9 $56.4 $44.3 $40.5 $61.0 $71.6 0.73 $0.0

1251

4

$64.6

$53.5

$64.7

$75.9

$0.0

Total 2086 $1,191,400

Table16:BasePayforExemptEmployeesWhoFallBelowtheMinimumof theAssignedGrade31


Grade

#of

Ees

Average

Base

(AllEes)

Average

Median

Min Mid Max

Average

Compa

ratio

Costto

Minimum

2070

0

$19.4

$23.5

$27.6

$0.0

2080 0 $20.6 $24.9 $29.2 $0.0

2090 0 $21.9 $26.4 $31.0 $0.0

2100 5 $30.9 $23.1 $28.0 $32.9 $0.0

2110 1 $23.6 $24.5 $29.7 $34.8 $1.0

2120 0 $26.0 $31.5 $36.9 $0.0

2130 13 $33.6 $27.6 $33.3 $39.1 $0.0

2140 12 $33.8 $42.7 $29.2 $35.5 $41.5 1.21 $0.5

2150 4 $33.1 $48.8 $31.0 $37.5 $44.0 1.30 $2.3

2160 7 $38.0 $53.6 $32.8 $39.7 $46.6 1.35 $2.7

2170 12 $40.6 $44.6 $34.8 $42.1 $49.4 1.06 $3.2

2180 54 $42.3 $48.9 $36.9 $44.6 $52.4 1.10 $3.0

2190 37 $43.0 $51.3 $39.1 $47.3 $55.5 1.08 $22.5

2200 40 $41.5 $57.2 $41.4 $50.1 $58.8 1.14 $65.3

2201 0 $41.4 $50.1 $58.8 $0.0

2205 2 $48.2 $42.3 $51.1 $60.0 $0.0

2210 37 $48.0 $53.8 $44.0 $53.2 $62.4 1.01 $14.4

2211

0

$44.0

$53.2

$62.4

$0.0

2220 63 $47.6 $61.1 $46.6 $56.4 $66.2 $81.0

31Positionsoccupyinggradesnotincludedinitiallyasspecificbenchmarkpositionshave“0”inthecolumnslabeled

“#of BenchmarkPositions”and“#EE’s”.






Grade

#of

Ees

Average

Base

(AllEes)

Average

Median

Min Mid Max

Average

Compa

ratio

Costto

Minimum

2221 0 $46.6 $56.4 $66.2 $0.0

2230

54

$53.0

$63.9

$49.4

$59.8

$70.1

1.07

$37.2

2231 0 $49.4 $59.8 $70.1 $0.0

2240 30 $57.5 $67.8 $52.3 $63.3 $74.3 1.07 $13.6

2241 0 $52.3 $63.3 $74.3 $0.0

2250 47 $56.1 $61.5 $55.5 $67.1 $78.8 0.92 $81.0

2251 0 $55.5 $67.1 $78.8 $0.0

2260 33 $63.9 $69.5 $58.8 $71.2 $83.5 0.98 $19.0

2270 14 $65.4 $76.8 $62.3 $75.4 $88.5 1.02 $18.5

2280

37

$67.9

$85.7

$66.1

$80.0

$93.8

1.07

$62.5

2290 18 $73.1 $81.3 $70.1 $84.8 $99.5 0.96 $35.1

2295 1 $77.0 $71.5 $86.5 $101.5 $0.0

2300 16 $79.7 $105.4 $74.3 $89.9 $105.5 1.17 $15.4

2310 30 $82.6 $98.5 $78.8 $95.3 $111.9 1.03 $30.5

2320 2 $90.9 $89.2 $83.5 $101.0 $118.6 0.88 $0.0

2330 9 $94.2 $86.1 $88.5 $107.1 $125.7 0.80 $3.7

2335 1 $93.5 $74.5 $90.3 $109.2 $128.2 0.68 $0.0

2340 8 $95.4 $114.6 $93.9 $113.6 $133.3 1.01 $17.0

2350 4 $102.2 $167.3 $99.5 $120.4 $141.3 1.39 $0.0

2360 2 $107.3 $123.5 $105.5 $127.6 $149.8 0.97 $1.4

2370 1 $116.0 $101.9 $111.8 $135.3 $158.8 0.75 $0.0

2380 1 $121.8 $146.0 $118.5 $143.4 $168.3 1.02 $0.0

Total 595 $530,800







Table18:PayGradesEligibleforOvertime

PAY

GRADE

ANNUALLY

/HOURLY STEP1 STEP2 STEP3 STEP4 STEP5 STEP6 STEP7 STEP8 STEP9 STEP10 STEP11 STEP12

1010 2080

ANNUALLY $15,080

HOURLY

7.25

1020 2080

ANNUALLY $15,192 $15,648 $16,117 $16,601 $17,099 $17,611 $18,140 $18,684 $19,245 $19,822 $20,417 $21,029

HOURLY 7.3039 7.5231 7.7486 7.9813 8.2207 8.4669 8.7212 8.9827 9.2525 9.5299 9.8159 10.1101

1030 2080

ANNUALLY $15,951 $16,430 $16,923 $17,431 $17,953 $18,492 $19,047 $19,618 $20,207 $20,813 $21,437 $22,080

HOURLY 7.6688 7.8991 8.1361 8.3803 8.6313 8.8904 9.1573 9.4318 9.715 10.0063 10.3063 10.6154

1040 2080

ANNUALLY $16,749 $17,251 $17,769 $18,302 $18,851 $19,417 $19,999 $20,599 $21,217 $21,854 $22.51 $23,185

HOURLY 8.0525 8.2938 8.5428 8.7991 9.063 9.3351 9.615 9.9034 10.2005 10.5068 10.8217 11.1467

1050 2080

ANNUALLY $17,586 $18,114 $18,657 $19,217 $19,794 $20,388 $20,999 $21,629 $22,278 $22,946 $23,635 $24,344

HOURLY 8.4549 8.7087 8.9698 9.239 9.5164 9.802 10.0957 10.3986 10.7106 11.0318 11.363 11.7039

1060 2080

ANNUALLY $18,466 $19,020 $19,590 $20,178 $20,783 $21,407 $22,049 $22,711 $23,392 $24,094 $24,816 $25,561







PAY

GRADE

ANNUALLY


HOURLY 10.2771 10.5857 10.903 11.2304 11.5669 11.914 12.2716 12.6397 13.0188 13.4094 13.8119 14.2258

1110 2080

ANNUALLY $23,568 $24,275 $25,003 $25,753 $26,525 $27,321 $28,141 $28,985 $29,855 $30,750 $31,673 $32,623

HOURLY 11.3308 11.6707 12.0207 12.3813 12.7525 13.1351 13.5294 13.9351 14.3534 14.7837 15.2275 15.6842

1111 2184

ANNUALLY $23,568 $24,275 $25,003 $25,753 $26,525 $27,321 $28,141 $28,985 $29,855 $30,750 $31,673 $32,623

HOURLY 10.7913 11.115 11.4483 11.7917 12.1452 12.5097 12.8851 13.2716 13.6699 14.0797 14.5023 14.9373

1120 2080

ANNUALLY $24,746 $25,488 $26,253 $27,041 $27,852 $28,687 $29,548 $30,434 $31,347 $32,288 $33,256 $34,254

HOURLY 11.8972 12.2539 12.6217 13.0005 13.3904 13.7919 14.2058 14.6318 15.0707 15.5231 15.9885 16.4683

1121 2184

ANNUALLY $24,746 $25,488 $26,253 $27,041 $27,852 $28,687 $29,548 $30,434 $31,347 $32,288 $33,256 $34,254

HOURLY 11.3306 11.6704 12.0207 12.3815 12.7528 13.1351 13.5294 13.935 14.3531 14.7839 15.2272 15.6841

1125 2080

ANNUALLY $24,982 $25,731 $26,503 $27,298 $28,117 $28,960 $29,829 $30,724 $31,646 $32,595 $33,573 $34,580

HOURLY 12.0106 12.3707 12.7419 13.1241 13.5178 13.9231 14.3409 14.7712 15.2145 15.6707 16.1409 16.625

1130 2080

ANNUALLY $25,983 $26,763 $27,566 $28,393 $29,244 $30,122 $31,025 $31,956 $32,915 $33,902 $34,919 $35,967





PAY

GRADE

ANNUALLY


HOURLY 12.4919 12.8669 13.2529 13.6505 14.0597 14.4818 14.9159 15.3635 15.8246 16.2991 16.788 17.2919

1131 2184

ANNUALLY $25,983 $26,763 $27,566 $28,393 $29,244 $30,122 $31,025 $31,956 $32,915 $33,902 $34,919 $35,967

HOURLY 11.897 12.2542 12.6218 13.0005 13.3902 13.7922 14.2056 14.6319 15.071 15.5229 15.9886 16.4685

1140 2080

ANNUALLY $27,282 $28,101 $28,944 $29,812 $30,707 $31,628 $32,577 $33,554 $34,560 $35,597 $36,665 $37,765

HOURLY 13.1164 13.5101 13.9154 14.3327 14.763 15.2058 15.6621 16.1318 16.6154 17.114 17.6275 18.1563

1141 2080

ANNUALLY $27,282 $28,101 $28,944 $29,812 $30,707 $31,628 $32,577 $33,554 $34,560 $35,597 $36,665 $37,765

HOURLY 12.4918 12.8668 13.2528 13.6502 14.06 14.4817 14.9163 15.3636 15.8242 16.299 16.7881 17.2917

1145 2080

ANNUALLY $27,542 $28,368 $29,219 $30,096 $30,999 $31,929 $32,887 $33,873 $34,890 $35,936 $37,014 $38,125

HOURLY 13.2414 13.6385 14.0476 14.4693 14.9034 15.3505 15.8111 16.2851 16.7741 17.277 17.7952 18.3294

1150 2080

ANNUALLY $28,646 $29,506 $30,391 $31,303 $32,242 $33,209 $34,205 $35,232 $36,288 $37,377 $38,498 $39,653

HOURLY 13.7722 14.1856 14.6111 15.0496 15.501 15.9659 16.4448 16.9385 17.4462 17.9698 18.5087 19.064

1151 2184

ANNUALLY $28,646 $29,506 $30,391 $31,303 $32,242 $33,209 $34,205 $35.23 $36,288 $37,377 $38,498 $39,653





PAY

GRADE

ANNUALLY


HOURLY 13.1163 13.5101 13.9153 14.3329 14.7629 15.2056 15.6617 16.1319 16.6154 17.1141 17.6273 18.1562

1155 2080

ANNUALLY $28,919 $29,787 $30,680 $31,601 $32,549 $33,525 $34,531 $35,567 $36,634 $37,733 $38,865 $40,031

HOURLY 13.9034 14.3207 14.75 15.1928 15.6486 16.1178 16.6015 17.0996 17.6125 18.1409 18.6851 19.2457

1160 2080

ANNUALLY $30,079 $30,981 $31,911 $32,868 $33,854 $34,870 $35,916 $36,993 $38,103 $39,246 $40,423 $41,636

HOURLY 14.4611 14.8948 15.3419 15.802 16.276 16.7645 17.2674 17.7851 18.3188 18.8683 19.4342 20.0174

1161 2184

ANNUALLY $30,079 $30,981 $31,911 $32,868 $33,854 $34,870 $35,916 $36,993 $38,103 $39,246 $40,423 $41,636

HOURLY 13.7725 14.1855 14.6113 15.0495 15.501 15.9662 16.4451 16.9382 17.4465 17.9698 18.5087 19.0642

1165 2080

ANNUALLY $30,365 $31,276 $32,214 $33,181 $34,176 $35,202 $36,258 $37,345 $38,466 $39,620 $40,808 $42,033

HOURLY 14.5986 15.0366 15.4875 15.9525 16.4308 16.9241 17.4318 17.9544 18.4933 19.0481 19.6193 20.2082

1170 2080

ANNUALLY $31,583 $32,530 $33,506 $34,511 $35,547 $36,613 $37,111 $38,843 $40,008 $41,208 $42,445 $43,718

HOURLY 15.1842 15.6395 16.1087 16.5919 17.09 17.6025 18.1303 18.6746 19.2347 19.8116 20.4063 21.0183

1171 2184

ANNUALLY $31,583 $32,530 $33,506 $34,511 $35,547 $36,613 $37,711 $38,843 $40,008 $41,208 $42,445 $43,718





PAY

GRADE

ANNUALLY


HOURLY 14.4611 14.8947 15.3416 15.8018 16.2761 16.7642 17.267 17.7853 18.3187 18.8682 19.4346 20.0174

1175 2080

ANNUALLY $31,884 $32,840 $33,825 $34,840 $35,885 $36,962 $38,071 $39,213 $40,389 $41,601 $42,849 $44,134

HOURLY 15.3289 15.7885 16.2621 16.75 17.2525 17.7702 18.3034 18.8525 19.4178 20.0005 20.6005 21.2183

1180 2080

ANNUALLY $33,162 $34,157 $35,181 $36,237 $37,324 $38,444 $39,597 $40,785 $42,008 $43,269 $44,567 $45,904

HOURLY 15.9433 16.4217 16.914 17.4217 17.9443 18.4827 19.0371 19.6082 20.1962 20.8025 21.4265 22.0693

1181 2184

ANNUALLY $33,162 $34,157 $35,181 $36,237 $37,324 $38,444 $39,597 $40,785 $42,008 $43,269 $44,567 $45,904

HOURLY 15.1841 15.6397 16.1086 16.5921 17.0898 17.6026 18.1305 18.6745 19.2345 19.8119 20.4062 21.0184

1190 2080

ANNUALLY $34,820 $35,865 $36,940 $38,049 $39,190 $40,366 $41,577 $42,824 $44,109 $45,432 $46,795 $48,199

HOURLY 16.7404 17.2428 17.7597 18.2928 18.8414 19.4068 19.989 20.5885 21.2063 21.8424 22.4976 23.1726

1191 2184

ANNUALLY $34,820 $35,865 $36,940 $38,049 $39,190 $40,366 $41,577 $42,824 $44,109 $45,432 $46,795 $48,199

HOURLY 15.9433 16.4218 16.914 17.4218 17.9442 18.4826 19.0371 19.6081 20.1965 20.8022 21.4263 22.0692

1200 2080

ANNUALLY $36,561 $37,658 $38,788 $39,951 $41,150 $42,384 $43,656 $44,965 $46,314 $47,704 $49,135 $50,609





PAY

GRADE

ANNUALLY


HOURLY 17.5775 18.1049 18.6481 19.2073 19.7837 20.377 20.9885 21.6178 22.2664 22.9347 23.6226 24.3313

1201 2184

ANNUALLY $36,561 $37,658 $38,788 $39,951 $41,150 $42,384 $43,656 $44,965 $46,314 $47,704 $49,135 $50,609

HOURLY 16.7404 17.2427 17.7601 18.2926 18.8416 19.4066 19.9891 20.5884 21.2061 21.8425 22.4978 23.1727

1210 2080

ANNUALLY $38,389 $39,541 $40,727 $41,949 $43,207 $44,503 $45,838 $47,214 $48,630 $50,089 $51,592 $53,139

HOURLY 18.4563 19.0101 19.5803 20.1678 20.7726 21.3957 22.0375 22.6991 23.3799 24.0813 24.8039 25.5476

1211 2184

ANNUALLY $38,389 $39,541 $40,727 $41,949 $43,207 $44,503 $45,838 $47,214 $48,630 $50,089 $51,592 $53,139

HOURLY 17.5774 18.1049 18.6479 19.2075 19.7835 20.3769 20.9881 21.6182 22.2665 22.9346 23.6228 24.3311

1231 2184

ANNUALLY $42,324 $43,594 $44,901 $46,248 $47,636 $49,065 $50,537 $52,053 $53,615 $55,223 $56,880 $58,586

HOURLY 19.3792 19.9607 20.5591 21.1759 21.8114 22.4657 23.1397 23.8338 24.549 25.2853 26.044 26.8251

1251 2184

ANNUALLY $46,662 $48,062 $49,504 $50,989 $52,519 $54,094 $55.72 $57.39 $59,110 $60,883 $62,710 $64,591

HOURLY 21.3654 22.0065 22.6667 23.3467 24.0472 24.7684 25.5115 26.2766 27.0651 27.8769 28.7134 29.5747





Table19:PayGradesIneligibleforOvertime

Pay

Grade

ANNUALLY/

HOURLY STEP1 STEP2 STEP3 STEP4 STEP5 STEP6 STEP7 STEP8 STEP9 STEP10 STEP11 STEP12

2070 2080

ANNUALLY $19,389 $19,971 $20,570 $21,187 $21,823 $22,477 $23,152 $23,846 $24,561 $25,298 $26,057 $26,839

HOURLY 9.3217 9.6015 9.8895 10.1861 10.4919 10.8063 11.1308 11.4645 11.8082 12.1625 12.5275 12.9034

2080 2080

ANNUALLY $20,359 $20,969 $21,598 $22,246 $22,914 $23,601 $24,309 $25,038 $25,790 $26,563 $27,360 $28,181

HOURLY 9.788 10.0813 10.3837 10.6952 11.0164 11.3467 11.6871 12.0375 12.3991 12.7707 13.1539 13.5486

2090 2080

ANNUALLY $21,376 $22,018 $22,678 $23,359 $24,059 $24,781 $25,525 $26,290 $27,079 $27,891 $28,728 $29,590

HOURLY 10.277 10.5856 10.9029 11.2303 11.5669 11.914 12.2717 12.6395 13.0188 13.4092 13.8116 14.226

2100 2080

ANNUALLY $22,445 $23,119 $23,812 $24,527 $25,262 $26,020 $26,801 $27,605 $28,433 $29,286 $30,165 $31,069

HOURLY

10.7909

11.115

11.4481

11.7919

12.1452

12.5097

12.8851

13.2717

13.6698

14.0799

14.5025

14.9371

2110 2080

ANNUALLY $23,568 $24,275 $25,003 $25,753 $26,525 $27,321 $28,141 $28,985 $29,855 $30,750 $31,673 $32,623

HOURLY 11.3308 11.6707 12.0207 12.3813 12.7525 13.1351 13.5294 13.9351 14.3534 147,837 15.2275 15.6842

2120 2080

ANNUALLY $24,746 $25,488 $26,253 $27,041 $27,852 $28,687 $29,548 $30,434 $31,347 $32,288 $33,256 $34,254







Pay

Grade

ANNUALLY/


HOURLY 15.9433 16.4217 16.914 17.4217 17.9443 18.4827 19.0371 19.6082 20.1962 20.8025 21.4265 22.0693

2190 2080

ANNUALLY $34,820 $35,865 $36,940 $38.05 $39,190 $40,366 $41,577 $42,824 $44,109 $45,432 $46,795 $48,199

HOURLY 16.7404 17.2428 17.7597 18.2928 18.8414 19.4068 19.989 20.5885 21.2063 21.8424 22.4976 23.1726

2200 2080

ANNUALLY $36,561 $37,658 $38,788 $39,951 $41,150 $42,384 $43,656 $44,965 $46,314 $47,704 $49,135 $50,609

HOURLY 17.5775 18.1049 18.6481 19.2073 19.7837 20.377 20.9885 21.6178 22.2664 22.9347 23.6226 24.3313

2201 2184

ANNUALLY $36,561 $37,658 $38,788 $39,951 $41,150 $42,384 $43,656 $44,965 $46,314 $47,704 $49,135 $50,609

HOURLY 16.7404 17.2427 17.7601 18.2926 18.8416 19.4066 19.9891 20.5884 21.2061 21.8425 22.4978 23.1727

2205 2080

ANNUALLY $36,909 $38,016 $39,157 $40,332 $41,542 $42,788 $44,071 $45,394 $46,755 $48,158 $49,603 $51,091

HOURLY 17.7448 18.277 18.8255 19.3904 19.9722 20.5712 21.188 21.8241 22.4784 23.1529 23.8476 24.563

2210 2080

ANNUALLY $38,389 $39,541 $40,727 $41,949 $43,207 $44,503 $45,838 $47,214 $48,630 $50,089 $51,592 $53,139

HOURLY 18.4563 19.0101 19.5803 20.1678 20.7726 21.3957 22.0375 22.6991 23.3799 24.0813 24.8039 25.5476

2211 2184

ANNUALLY $38,389 $39,541 $40,727 $41,949 $43,207 $44,503 $45,838 $47,214 $48,630 $50,089 $51,592 $53,139





Pay

Grade

ANNUALLY/


HOURLY 17.5774 18.1049 18.6479 19.2075 19.7835 20.3769 20.9881 21.6182 22.2665 22.9346 23.6228 24.3311

2220 2080

ANNUALLY $40,308 $41,518 $42,763 $44,046 $45,368 $46,729 $48,130 $49,574 $51,062 $52,593 $54,171 $55,796

HOURLY 19.3789 19.9606 20.5592 21.176 21.8116 22.4659 23.1395 23.8337 24.5491 25.2851 26.0438 26.825

2221 2184

ANNUALLY $40,308 $41,518 $42,763 $44,046 $45,368 $46,729 $48,130 $49,574 $51,062 $52,593 $54,171 $55,796

HOURLY 18.4561 19.0101 19.5802 20.1676 20.7729 21.3961 22.0376 22.6988 23.3801 24.0811 24.8036 25.5477

2230 2080

ANNUALLY $42,324 $43,594 $44,901 $46,248 $47,636 $49,065 $50,537 $52,053 $53,615 $55,223 $56,880 $58,586

HOURLY 20.3481 20.9587 21.5871 22.2347 22.902 23.589 24.2967 25.0255 25.7765 26.5496 27.3462 28.1664

2231 2184

ANNUALLY $42,324 $43,594 $44,901 $46.25 $47,636 $49,065 $50,537 $52,053 $53,615 $55,223 $56,880 $58,586

HOURLY 19.3792 19.9607 20.5591 21.1759 21.8114 22.4657 23.1397 23.8338 24.549 25.2853 26.044 26.8251

2240 2080

ANNUALLY $44,440 $45,773 $47,146 $48,561 $50,018 $51,518 $53,064 $54,656 $56,295 $57,984 $59,724 $61,515

HOURLY 21.3654 22.0063 22.6664 23.3467 24.0472 24.7683 25.5116 26.277 27.065 27.877 28.7135 29.5746

2241 2184

ANNUALLY $44,440 $45,773 $47,146 $48,561 $50,018 $51,518 $53,064 $54,656 $56,295 $57,984 $59,724 $61,515





Pay

Grade

ANNUALLY/


HOURLY 20.348 20.9584 21.587 22.2349 22.9021 23.5889 24.2968 25.0257 25.7761 26.5495 27.3462 28.1663

2250 2080

ANNUALLY $46,662 $48,062 $49,504 $50,989 $52,519 $54,094 $55,717 $57,388 $59,110 $60,883 $62,710 $64,591

HOURLY 22.4337 23.1068 23.8 24.514 25.2496 26.0068 26.7871 27.5904 28.4183 29.2707 30.1491 31.0534

2251 2184

ANNUALLY $46,662 $48,062 $49,504 $50,989 $52,519 $54,094 $55,717 $57,388 $59,110 $60,883 $62,710 $64,591

HOURLY 21.3654 22.0065 22.6667 23.3467 24.0472 24.7684 25.5115 26.2766 27.0651 27.8769 28.7134 29.5747

2260 2080

ANNUALLY $48,995 $50,465 $51,979 $53,538 $55,144 $56,799 $58,503 $60,258 $62,066 $63,928 $65,845 $67,821

HOURLY 23.5553 24.2621 24.99 25.7395 26.5116 27.3073 28.1265 28.9702 29.8395 30.7347 31.6563 32.6063

2270 2080

ANNUALLY $51,445 $52,988 $54,578 $56,215 $57,902 $59,639 $61,428 $63,271 $65,169 $67,124 $69,138 $71,212

HOURLY 24.7332 25.475 26.2395 27.0265 27.8375 28.6726 29.5327 30.4188 31.3313 32.2712 33.2395 34.2366

2280 2080

ANNUALLY $54,017 $55,638 $57,307 $59,026 $60,797 $62,621 $64,499 $66,434 $68,427 $70,480 $72,595 $74,772

HOURLY 25.9698 26.7491 27.5515 28.3779 29.2294 30.1063 31.0092 31.9395 32.8976 33.8847 34.9015 35.9481

2290 2080

ANNUALLY $56,718 $58,420 $60,172 $61,977 $63,837 $65,752 $67,724 $69,756 $71,849 $74,004 $76,224 $78,511





Pay

Grade

ANNUALLY/


HOURLY 27.2683 28.0866 28.9289 29.7967 30.6909 31.6116 32.5597 33.5366 34.5428 35.5789 36.6462 37.7457

2295 2080

ANNUALLY $57,258 $58,976 $60,745 $62,568 $64,445 $66,378 $68,369 $70,420 $72,533 $74,709 $76,950 $79,259

HOURLY 27.5279 28.3539 29.2044 30.0808 30.9832 31.9125 32.8698 33.8558 34.8717 35.9178 36.9952 38.1053

2300 2080

ANNUALLY $59,554 $61,341 $63,181 $65,076 $67,028 $69,039 $71,111 $73,244 $75,441 $77,704 $80,036 $82,437

HOURLY 28.6318 29.4909 303755 31.2866 32.225 33.1919 34.188 35.2135 36.2698 37.3577 38.4789 39.6332

2310 2080

ANNUALLY $62,532 $64,408 $66,340 $68,330 $70,380 $72,491 $74,666 $76,906 $79,213 $81,590 $84,037 $86,558

HOURLY 30.0635 30.9654 31.8943 32.851 33.8366 34.8515 35.8972 36.9741 38.0832 39.226 40.4025 41.6145

2320 2080

ANNUALLY $65,658 $67,628 $69,657 $71,747 $73,899 $76,116 $78,399 $80,751 $83,174 $85,669 $88,239 $90,886

HOURLY 31.5664 32.5135 33.489 34.4938 35.5284 36.5943 37.6919 38.8226 39.9875 41.1871 42.4226 43.6952

2330 2080

ANNUALLY $68,941 $71,009 $73,140 $75,334 $77,594 $79,922 $82,319 $84,789 $87,333 $89,953 $92,651 $95,431

HOURLY 33.1448 34.139 35.1635 36.2183 37.3049 38.4241 39.5765 40.764 41.9871 43.2467 44.5438 45.8803

2335 2080

ANNUALLY $69,598 $71,686 $73,836 $76,051 $78,333 $80,683 $83,103 $85,596 $88,164 $90,809 $93,534 $96,340





Pay

Grade

ANNUALLY/


HOURLY 33.4606 34.4645 35.4981 36.563 37.6601 38.79 39.9534 41.152 42.3866 43.6582 44.9683 46.3174

2340 2080

ANNUALLY $72,388 $74,560 $76,797 $79,101 $81,474 $83,918 $86,435 $89,028 $91,699 $94,450 $97,284 $100,202

HOURLY 34.802 35.8462 36.9217 38.0294 39.1702 40.3452 41.5553 42.802 44.0861 45.4087 46.7712 48.1741

2350 2080

ANNUALLY $76,008 $78,288 $80,636 $83,056 $85,547 $88,114 $90,757 $93,480 $96,284 $99,173 $102,148 $105,212

HOURLY 36.5424 37.6385 38.7674 39.9308 41.1284 42.3625 43.6332 44.9424 46.2904 47.6794 49.1097 50.5827

2360 2080

ANNUALLY $79,808 $82,202 $84,668 $87,208 $89,825 $92,519 $95,295 $98,154 $101,098 $104,131 $107,255 $110,473

HOURLY 38.3693 39.5202 40.7058 41.927 43.1851 44.4803 45.815 47.1895 48.6049 50.063 51.565 53.1121

2370 2080

ANNUALLY $83,798 $86,312 $88,901 $91,568 $94,316 $97,145 $100,060 $103,062 $106,153 $109,338 $112,618 $115,997

HOURLY 40.2875 41.4962 42.7409 44.0231 45.3443 46.7044 48.1058 49.5491 51.0351 52.5664 54.1433 55.7678

2380 2080

ANNUALLY $87,988 $90,628 $93,346 $96,147 $99,032 $102,002 $105,063 $108,215 $111,461 $114,804 $118,249 $121,796

HOURLY 42.302 43.5712 44.8779 46.2246 47.6116 49.0395 50.5111 52.0265 53.5871 55.1943 56.8505 58.5558





Longevity Pay

Figure22:RuleXV.LongevityPay




Thekeyfindingof thisstudyisillustratedinFigure22belowthatshowsthataCityParishemployee

after20yearswillreceivemostof theirtotalrewardpackageaftertheyhaveretired.

Figure22:TotalCompensationAnalysisfora20YearCityParishEmployee

$48,199

50%

$7,230

$11,123

12%

$21,698

23%

$8,1828%

$48,233

50%

BatonRouge 20YearSnapshot

BasePay

Longevity

Leave

Retirement

HealthcareBenefits

Documents

Baton Rouge city-parish employee compensation report