Template revised January 10, 2019.
COMMISSION
AGENDA MEMORANDUM
Item No.
8f
ACTION ITEM
Date of Meeting
November 19, 2024
DATE : November 11, 2024
TO: Stephen P. Metruck, Executive Director
FROM: Katie Gerard, Senior Human Resources Director
Kecia Reichstein, Human Resources Director—Total Rewards
SUBJECT: 2025 Salary and Benefits Program
ACTION REQUESTED
Request adoption of the Salary and Benefits Resolution No. 3831, amending the policy directive
for salaries and benefits for employees not covered by a collective bargaining agreement
established by Resolution No. 3823 and providing an effective date for all amendments as of
January 1, 2025.
This resolution establishes pay ranges for non-represented jobs and authorizes benefits that
compromise the overall benefits package offered to non-represented Port employees.
EXECUTIVE SUMMARY
The Salary and Benefits Resolution is the Port Commission’s authorization of the pay and benefits
programs that are part of the Port’s overall Total Rewards package for non-represented
employees. RCW 53.08.170 requires the Port Commission to authorize pay and benefits for non-
represented employees by resolution. The Executive Director has the authorization to take
necessary action to make effective all terms, provisions, and conditions within the Salary and
Benefits Policy Directive. The Salary and Benefits Resolution establishes the pay ranges for non-
represented jobs, authorizes new and updates existing elements of the compensation program
and authorizes updates to benefits plans that comprise the overall benefits package offered to
non-represented Port employees. This adoption will establish the increase to the Non-
Represented and Executive Leadership Graded Salary Range Structures, as well as other
recommended additions, deletions, and changes to the Salary and Benefits Policy Directive that
are contained in Resolution No. 3831, provided in the package for the 2025 Salary and Benefits
Resolution.
JUSTIFICATION
The Salary and Benefits Policy Directive specifies the pay and benefits programs authorized by
the Port Commission, while the specifics of these programs are authorized by the Executive
Director and Senior Human Resource Director, and the administrative details are maintained in
COMMISSION AGENDA – Action Item No.8f Page 2 of 3
Meeting Date: November 19, 2024
Template revised June 27, 2019 (Diversity in Contracting).
Port policies and program guides. The Policy Directive also includes benefits offered to Port of
Seattle retirees and to Port Commissioners, as well as the specifics and administrative details of
these benefits. Updates to the program are designed to keep the authorized pay and benefits
plans current and ensure the Total Rewards package continues to support the attraction and
retention of employees with the talents and abilities necessary for the Port to achieve its mission,
vision, and goals.
This year’s recommendations include an adjustment to the Non-Represented Graded Salary
Range Structure and Executive Leadership Graded Salary Range Structure, in addition to some
other suggested recommendations.
DETAILS
The 2025 Salary and Benefits Resolution includes the following recommended updates.
Definitions
In Section 2, Definitions, we are recommending slightly adjusting the “Seasonal Employee” and
“Pay Equity” definitions. “Seasonal Employee” will be modified from 6 months to 9 months
duration within the definition. “Pay Equity” will be modified to compensating employees
similarly when they perform similar work, and that pay differences between employees
performing similar work can be explained by bona fide job-related factors that are consistent with
business necessity. This adjustment reflects the legal standard for pay equity under Washington
law. We are also recommending adding the definition “Similar Work Experience” to be described
the performance of the job requires similar skill, effort, and level of responsibility, and the jobs
are performed under similar working conditions.
Policy Establishing Jobs, Pay Grades, Graded Pay Range Structure, and Pay Rates
In Section 5.1.C, We recommended that the Non-represented and Executive Graded Salary Range
Structures be updated. The Port’s goal is to have pay ranges for non-represented jobs reflect as
closely as possible the market pay rates for the Port’s non-represented jobs. This year our
assessment indicates that a 3.85% increase to the range structures is necessary to maintain
market competitive pay ranges in 2025. When reviewing the range structures, we also take into
consideration the City of Seattle minimum wage and the Sea-Tac minimum wage. The City of
Seattle minimum wage will be $20.76 per hour and the SeaTac minimum will be $20.17 per hour
in 2025. In addition, each Graded Salary Range Structure will have the midpoint column
removed; this has been replaced by the Market Reference Point.
Policy Regarding Benefit Programs Offered to Employees
In Section 5.2.C(2)(a), Retirement, we have recommended removing this entire section as it is no
longer valid due to the Port’s Policy HR 8 and employees hired must be residents within the State
of Washington.
COMMISSION AGENDA – Action Item No.8f Page 3 of 3
Meeting Date: November 19, 2024
Template revised June 27, 2019 (Diversity in Contracting).
SUMMARY
The 2025 Salary and Benefits Resolution includes a few changes, mainly driven from our
Compensation Project recommendations. In addition to the changes noted here we regularly
review the language in the Salary and Benefits Policy Directive to identify more succinct ways to
describe programs and consistent language to use. This year is no different and in addition to
the recommended additions, deletions and updates we have identified some places where we
will be suggesting edits to the Salary and Benefits Policy Directive to clarify a point, remove
redundancy, or otherwise make the information clearer and easier to read.
FINANCIAL IMPLICATIONS
This year’s Salary and Benefits Resolution changes does have an impact on the Port’s payroll and
related costs. By adjusting the Non-Represented and Executive Graded Salary Structure, we
estimate 119 employees will need an adjustment to bring their base pay to the new
recommended pay range minimum at an estimated cost of $358,087. This analysis is prior to any
pay adjustments due from the Compensation Project.
ATTACHMENTS TO THIS REQUEST
(1) Draft Resolution No. 3831
(2) Attachment A_2025 Non-Represented Graded Salary Range Structure
(3) Attachment B_2025 Executive Graded Salary Range Structure
(4) Exhibit A_2025 Schedule of Authorized Non-Represented Jobs
(5) 2024 Pay Ranges for Non-Represented and Executive Jobs (for information only)
(6) Presentation
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS
November 12, 2024—The Commission was briefed and Resolution No. 3831, the 2025 Salary and
Benefits Resolution, was introduced.
