Resolution No. 3823, Salaries and Benefits Page 1 of 2
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PORT OF SEATTLE 2
RESOLUTION NO. 3823 3
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A RESOLUTION of the Port of Seattle Commission amending policy directive for 5
salaries and benefits for employees not covered by a 6
collective bargaining agreement established by Resolution 7
No. 3820 and providing an effective date for all 8
amendments as of June 16, 2024. 9
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WHEREAS, the Port of Seattle Commission has authority pursuant to RCW 53.08.170 to 11
create and fill positions, fix wages, salaries, and establish other benefits of employment including 12
retirement, health insurance and similar benefits; and 13
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WHEREAS, the Port of Seattle Commission is the legally constituted governing body of 15
the Port of Seattle. 16
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NOW, THEREFORE, BE IT RESOLVED by the Port of Seattle Commission as 18
follows: 19
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SECTION 1. Amendment of Policy Directive. The policy directive established by 21
Resolution No. 3739 adopted November 28, 2017, establishing jobs, pay grades, pay ranges, and 22
pay practices for employees not covered by a collective bargaining agreement and authorizing 23
legally required and other benefits, is hereby amended as follows: 24
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SECTION 2-5. The amendments provided in this resolution shall be effective starting 26
June 1, 2024. 27
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SECTION 2. Adjust the definitions “At-Will” to align with proposed changes from the 29
Compensation Project and “Seasonal Employee” to align with other policies and regulation. The 30
“At-Will” definition will be updated to remove the section ‘‘When a job opening is posted for an 31
at-will position, the at-will designation will be identified in the posted notice. An offer of 32
employment made to a current employee or external candidate for an at-will position will state 33
that the position is at-will and exempt from any progressive discipline policy. Employees hired, 34
or appointed, into at-will jobs prior to January 1, 2014, are allowed to continue under a legacy 35
provision grandfathered as ‘for cause’ employees. However, any employee hired prior to 36
January 1, 2014, who is transferred or promoted into an at-will position is no longer subject to 37
the termination “for cause” standard and will be exempt from any progressive discipline policy.’ 38
and “Seasonal Employee” definition will be adjusted to indicate the ‘hire period last 6 months or 39
less.’ 40
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SECTION 5.1.C. Based on the proposed Compensation Project changes, adjusting the 42
description of this section by replacing the term ‘evaluated’ with ‘assessed’ throughout this section 43
and the phrase ‘relative skill requirements, responsibilities’ with the phrase ‘essential 44
responsibilities, minimum qualifications.’ The Graded Salary Range Structure will be replaced 45
with the Non-Represented Employee Graded Salary Range structure and the Executive Leadership 46
Graded Salary Range Structure. 47
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Item Number: 9a_reso
Meeting Date: June 11, 2024
Resolution No. 3823, Salaries and Benefits Page 2 of 2
SECTION 5.1.D. Adjusting the language to replace any reference to ‘evaluated, 49
evaluation, or evaluation system’ with ‘assessed, assessment, or assessment process,’ and 50
replacing the phase, ‘required skill level, responsibility, effort required, and working conditions’ 51
with ‘essential responsibilities and minimum qualifications, such as knowledge and skills.’ 52
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SECTION 5.1.E. Replacing the description for initial pay rates with ‘Pay rates for newly 54
hired employee will be within the pay ranges set forth in the above graded Salary Range Structure. 55
A newly hired employee's placement within the pay grade will be based on related experience they 56
bring the Port.’ This provides more clarity and aligns with Compensation Project changes. 57
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SECTION 5.1.G(2). Removing ‘Chief of Police, Fire Chief, Deputy Chief of Police, and 59
Assistant Fire Chief. These jobs are not evaluated, and ranges are established based on local 60
market rates for similar work to facilitate appropriate pay administration for employees in these 61
jobs.’ These positions will be removed from the non-assessed jobs section and be included in the 62
assessed jobs within the Port’s Compensation Program. 63
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SECTION 5.2.C.(1) Adjusting Paid Leave definitions for the Port Paid Medical Leave to 65
remove ‘or family member’s’ and for the Port Paid Family Leave definition to include ‘for the 66
employee to care for a family member with a serious medical condition, inclusive of,’ which aligns 67
more closely with the State’s definition. 68
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SECTION 2-5. Technical edits to clarify a point, remove redundancy, or otherwise make 70
the information clearer and easier to read. 71
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ADOPTED by the Port of Seattle Commission at a duly noticed public meeting thereof, 73
held this 11
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day of June, 2024, and duly authenticated in open session by the signatures of the 74
commissioners voting in favor thereof and the seal of the commission. 75
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Port of Seattle Commission 77
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