arlington county government total compensation …...total compensation goals pay, benefits and...
TRANSCRIPT
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Arlington County
Government
Total Compensation
FY2020
Total Compensation Goals
Pay, Benefits and Retirement options that attract,
retain, reward and motivate current and future
employees in labor market that is at full employment.
We want to maintain:
• Competitiveness
• Affordability
• Sustainability
Age Years of Service
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Employee Demographics
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Exit Interviews
Top 10 reasons people left Arlington County
* Employees ranked their top five reasons
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Exit Interviews
Local Government 29%
Government (unspecified) 17%
Retail / Service Industry 14%
Federal Government 12%
Police (unspecified) 10%
Health Care 7%
Education / Non-Profit 5%
State Government 5%
IT 2%
What industry are you moving to?
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Compensation Maintenance Plan
• Implementation over five years
Goals• Create accurate job descriptions
• Ensure competitive salary rangeso Establish future alignment with marketo Provide affordable salary improvement
• The process includes:
– Employee communications/ recorded kick-off meetings
– Updating of position descriptions:• Interviews, employee observations and/or questionnaires
• Employees and managers provide feedback on updated position descriptions
– Evaluate market competitiveness
• Based upon the County’s Total Compensation Philosophy
• Employees can provide additional employer comparators
– Implementation
• When classes found to be behind, salary ranges will be adjusted, and employees receive an increase
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Job Family Study Process
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FY20 Proposed Budget Items for General Employees
• Continued Open Range Pay Plan- 3.25% increase up to max of grade ranges
• 2% Increase to Each Grade- General Employees’ salary range will increase by 2.0%
Pay Structure Adjustments - Range Max Increase
Jurisdiction FY15 FY16 FY17 FY18 FY 19 Total %Avg Annual Range Max Increase
City of Alexandria 1.00% 1.00% 1.00% 2.30% 0.00% 5.30% 1.06%
Fairfax County 2.29% 1.10% 1.33% 1.65% 2.25% 8.62% 1.72%
Prince William County 1.00% 3.00% 1.00% 1.00% 0.00% 6.00% 1.20%
Arlington County 0.00% 0.00% 1.75% 0.00% 1.00% 2.75% 0.55%
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FY20 Proposed Budget Items for Public Safety Employees
• Continued Open Range Pay Plan- 5.5% merit increase up to max of grade ranges
• Implementation of Kelly Day for Fire Department- Provides an extra day off per 28-day cycle- Reduces the workweek to a level closer to other
jurisdictions- Reduces burn-out and some overtime costs- Adds 36 uniformed employees over four
years; adding nine new FTEs per year
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Proposed Public Safety Entry Pay Increases
Dept
FY19
Leading
Entry Rate
Leading Entry
Rate
Jurisdiction
FY19 ACG
Entry Rate
FY19 ACG
Entry Rate
vs. Market
FY20 ACG
Proposed
Entry
Minimum
FY20 ACG
Proposed
Entry Rate
vs. Market
FIR $55,672 Fairfax $50,648 -9.9% $55,723 +0.1%
POL $55,919 MWAA $54,933 -1.8% $56,035 +0.2%
SRF $51,938 Arlington $51,938 +0.7% $51,938 +0.7%
Note: The FY20 salaries do not include any adjustments in other jurisdictions’ budget proposals.
Competitive Metrics
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*Projected employees at max by end of FY19 is 19% for General and 21% for Public Safety.
Total Comp
Element
FY2016 FY2017 FY2018 FY2019
to Date
Benchmark
classes lagging at
maximum (General)
16% 18% 24% 29%
Employees hired
over midpoint
(General)
43% all
75% MAPs
24% all
80% MAPs
42% all
73% MAPs
39% all
75% MAPs
Turnover 10.5%
7.4% non-
retirement
9.3%
5.9% non-
retirement
11.5%
7.6% non-
retirement
5.5%
4.1% non-
retirement
Employees at max 11% (Gen.)
20% (PS)
10% (Gen.)
16% (PS)
16% (Gen.)
19% (PS)
11% (Gen.)
20% (PS)*
Comparison of Proposed FY 2020 Comp Adjustments in the Region
Merit Increases Structure Change (Range Increase)
AverageIncrease
Other
Arlington 3.25% General3.5% (PFP)5.5% (PS)
2% 3.46%
Fairfax 1.25% - 3.0% General5% Step (PS)
1.0% COLA (to range & to pay)
N/A Funding for specificjob classes
Alexandria 2.3% - 5% None - General/PS5% - 12% - Exec
2.84%
Prince William
3.0% General3.0% Public Safety
N/AN/A
N/A 1%-2% one-time bonus for EEs at
max
Loudoun 3.0% N/A N/A Comp Study
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Health Care and Leave & Other Benefits Groups have completed their work
• Recommendations proposed for July 1 implementation are on the following slides
Retirement Work Group currently meeting
• Improved Financial Wellness and Retirement Readiness
• Sustainability
• Portability
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Benefits Study Work Group Update
High Option Dental Plan
• Higher annual limit ($2,500 vs. $1,500)
• Covers adult orthodontia (separate limits)
• 50/50 premium cost sharing
Employee-paid Long-term Disability Insurance
• Coordinates with our existing County-paid Disability Income Program
• Replaces 60% of salary
• Employee pays 100% of premium
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FY20 Proposed New Benefits
RETIREMENT
• Purchase Credit for Military Service
o Recruiting tool
o Former active-duty military may purchase up to 4 years of service credit in pension system
o Employee will pay full cost of purchase
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FY20 Proposed Changes to Current Plans
HEALTH CARE
• Change to coinsurance for prescription drug coverage
o Pay a percentage of cost, up to a maximum amount.
o Generic drugs remain $10 or less
o Certain preventive generic drugs at no cost
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FY20 Proposed Changes to Current Plans
• Proposed for July 2020
• Lower biweekly premiums, higher deductible
• Preventive care at no cost to the employee
• Out-of-Pocket expenses covered through Health Savings Account (HSA)
o HSA can only be used with Consumer Directed Health Plans (CDHP)
o County and employee contributions
o Build up savings for future health care expenses, including in retirement
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Consumer Directed Health Plan with Health Savings Account
Alexandria Arlington FairfaxPrince
William
Major health plan 0% 0% 5% 1.6%
Cost SharingIndividual2-Party/Family
City/Employee
80/2080/20
County/Employee
80/2075/25
County/Employee
85/1575/25
County/Employee
95/575/25
FY20 Proposed Health Care Increases Across the Region
• 1.9% increase for Kaiser premiums
• 0% increase for current dental plan
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• Paid Parental Leave
• Adoption Assistanceo Up to $5,000 reimbursement for expenses
• Dependent Care FSA Reimbursemento Up to $500 per year
Family Friendly Benefits
• CPHD conducted survey of County and APS employees
o ~ 1,900 responses
o 56% of respondents have no children under 18
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Workforce Housing InitiativeSurvey Participant Profile
Household Gross Annual Income
“Missing Middle”
• 55% spend more than 30% of their income on housing costs
• 41% of renters say they would like to purchase a home in Arlington, but most don’t believe they can find something affordable
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Workforce Housing InitiativeSurvey Key Takeaways
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Live Where You Work Grants
Looking Ahead• Continue the compensation maintenance plan
for years 3-5
• Evaluate pay policies for hiring and internal movement
• Look for opportunities to simplify pay scales
Pay
• Communicate benefit plan additions/changes
• Educate employees on upcoming CDHP and HSA
• Develop Retiree Work Group RecommendationsBenefits
• Pilot application referral without names
• Continue Unconscious Bias training
• Barrier Analysis
Diversity & Inclusion
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Looking Ahead