Resolution No. 3831, Salaries and Benefits Page 1 of 2
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PORT OF SEATTLE 2
RESOLUTION NO. 3831 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. 3823 and providing an effective date for all 8
amendments as of January 1, 2025. 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; and 16
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WHEREAS, approval of this salary and benefits resolution shall satisfy Commission 18
Order 2024-09 that directed the Executive Director to return to Commission for approval of the 19
second phase of the compensation plan to allow for more employee engagement and transparency 20
in advance of finalization. 21
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NOW, THEREFORE, BE IT RESOLVED by the Port of Seattle Commission as 23
follows: 24
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SECTION 1. Amendment of Policy Directive. The policy directive established by 26
Resolution No. 3739 adopted November 28, 2017, establishing jobs, pay grades, pay ranges, and 27
pay practices for employees not covered by a collective bargaining agreement and authorizing 28
legally required and other benefits, is hereby amended as follows: 29
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SECTION 2-5. The amendments provided in this resolution shall be effective starting 31
January 1, 2025. 32
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SECTION 2. Adjust the definition “Seasonal Employee” and “Pay Equity” along with 34
the addition of the definition “Similar Work Experience.” The “Seasonal Employee” definition 35
will be modified from a 6 month to 9 month duration within the definition. The “Pay Equity” 36
definition will be described as ‘compensating employees similarly when they perform similar 37
work, and that pay differences between employees performing similar work can be explained by 38
bona fide job-related factors that are consistent with business necessity. The “Similar Work 39
Experience” definition will be added and be described as “the performance of the job requires 40
similar skill, effort, and level of responsibility, and the jobs are performed under similar working 41
conditions.” 42
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SECTION 5.1.C. The Non-Represented Employee Graded Salary Range Structure and the 44
Executive Leadership Graded Salary Range Structure will be replaced to show a 3.85% increase 45
to the range structures to maintain market competitive pay for each range. In addition, each Graded 46
Salary Range Structure will have the midpoint column removed, as this has been replaced by 47
Market Reference Point. 48
Item Number: 10c_reso
Meeting Date: November 12, 2024
Resolution No. 3831, Salaries and Benefits Page 2 of 2
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SECTION 5.2.C(2)(a). Removing this entire section as it is no longer valid due to Port 50
Policy requiring employees hired must be residents within the State of Washington. 51
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SECTION 2-5. Technical edits to clarify a point, remove redundancy, or otherwise make 53
the information clearer and easier to read. 54
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ADOPTED by the Port of Seattle Commission at a duly noticed public meeting thereof, 56
held this 19th day of November 2024, and duly authenticated in open session by the signatures of 57
the commissioners voting in favor thereof and the seal of the commission. 58
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Port of Seattle Commission 60
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