Template revised January 10, 2019.
COMMISSION
AGENDA MEMORANDUM Item No.
10c
ACTION ITEM Date of Meeting November 11, 2025
DATE : October 31, 2025
TO: Stephen P. Metruck, Executive Director
FROM: Katie Gerard, Senior Human Resources Director
Kecia Reichstein, Human Resources Director—Total Rewards
SUBJECT: Amending the Salary and Benefits Policy Directive for 2026
ACTION REQUESTED
Request introduction of the Salary and Benefits Resolution No. 3841, amending the policy
directive for salaries and benefits for employees not covered by a collective bargaining
agreement established by Resolution No. 3831 and providing an effective date for all
amendments as of January 1, 2026.
Following this presentation and subsequent vote on introduction, staff will return to request
adoption of the Resolution on November 18, 2025.
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 introduction will highlight the recommended Non-
Represented Graded Salary Range Structure and the Executive Leadership Graded Salary Range
Structure, as well as recommended additions, deletions, and changes to the Salary and Benefits
Policy Directive that are contained in Resolution No. 3841, provided in the package for the 2026
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. 10c
Page 2 of 4
Meeting Date: November 11, 2025
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 2026 Salary and Benefits Resolution includes the following recommended updates.
Definitions
In Section 2, Definitions, Adjust the definition “Temporary assignment.” The “Temporary
assignment” definition will be modified to remove the time maximum extension limit of six (6)
additional months.
Policy Establishing Jobs, Pay Grades, Graded Pay Range Structure, and Pay Rates
In Section 5.1.C, Non-represented and Executive Graded Salary Range Structures will 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 3.48% increase to the range structures will be necessary to maintain market
competitive pay ranges in 2026.
It is important to note that when the Port adjusts pay ranges, employees do not receive
corresponding increases to their pay rates. This is different from how many public employers
administer pay for their non-represented employees. Only employees whose pay is below the
new minimum of the pay range for their job will receive an automatic pay increase, and the
amount of increase will be just the amount necessary to bring employees’ pay to the minimum
of the range. With our recommended 3.48% increase to the range structures, we estimate that
15 employees will require an adjustment to bring them to the range minimum, with a cost of
$32,911.43.
Policy Establishing Pay Rates and Pay Ranges for Non-Assessed Jobs
In Section 5.1.G.(3) we will introduce two new, separate pay grades for the Public Safety
management roles: Chief of Police, Fire Chief, Assistant Fire Chief, and Deputy Chief of Police. In
addition to removing these roles from the non-represented pay structure we are creating a new
HR Policy to determine pay for incumbents (at the time of implementation, hire or promotion).
• Assistant Fire Chief base rate: Shall be 110% of the average base pay rate of Fire Marshall,
Training Chiefs and Fire Battalion Chiefs.
COMMISSION AGENDA – Action Item No. 10c
Page 3 of 4
Meeting Date: November 11, 2025
Template revised June 27, 2019 (Diversity in Contracting).
• Fire Chief base rate: Shall be 110% of the average base pay rate of Assistant Fire Chiefs.
• Deputy Chief of Police base rate: Shall be 110% of the average base pay rate for Police
Commanders.
• Chief of Police base rate: Shall be 110% of the average base pay rate for Deputy Police
Chiefs.
Pay compression between non-represented management and their represented direct reports
has contributed to recruitment challenges and dissatisfaction among Police and Fire
management employees. This change will support the creation of competitive salary ranges that
help eliminate pay compression with represented leadership positions within the Police and Fire
departments. Currently, there are 3 Deputy Chiefs of Police and 2 Assistant Fire Chiefs, and each
will receive a pay adjustment when the new policy is effective January 1. We anticipate this
change will cost $127,111 for implementation in 2026. Incumbents will receive a pay adjustment
if their current base pay is below the base rate after applying the formula above. No incumbents
pay will be decreased. All incumbents will continue to be eligible for Cost of Living and Pay for
Performance annual pay increases.
Policy Regarding Benefit Programs Offered to Employees
In Section 5.2.C(4), Benefit Savings Account. This plan is offered to employees currently but is
proposed to be included in the Salary and Benefits Resolution to enhance transparency around
the benefit saving account offerings, including the Healthcare and Dependent Care Flexible
Spending Accounts, Health Savings Accounts, and Lifestyle Spending Accounts.
Policy Regarding Benefit Programs Offered to Retirees
Section 5.3.G Voluntary Employee Beneficiary Association (VEBA) Trust. This section has been
added to enable the establishment of a VEBA (Voluntary Employees’ Beneficiary Association)
trust. This change would allow the Port to explore a VEBA trust benefits for non-represented
employees. A VEBA is a type of health reimbursement arrangement that allows participating
retirees to use funds tax-free for qualified medical expenses, including insurance premiums,
copays, and other out-of-pocket healthcare costs. The trust is funded by Employees contributing
their unused, accrued sick leave upon retirement.
SUMMARY
The 2026 Salary and Benefits Resolution includes a few changes. 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 clearer language to use. This year is no different and in
addition to the recommended additions, deletions and updates we have identified several 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.
COMMISSION AGENDA – Action Item No. 10c
Page 4 of 4
Meeting Date: November 11, 2025
Template revised June 27, 2019 (Diversity in Contracting).
FINANCIAL IMPLICATIONS
This year’s Salary and Benefits Resolution changes do have an impact on the Port’s payroll and
related costs. By adjusting the Non-Represented and Executive Graded Salary Structure, we
estimate 15 employees will need an adjustment to bring their base pay to the new recommended
pay range minimum at an estimated cost of $32,911.43. To change the pay for the 3 Deputy
Chiefs of Police and 2 Assistant Fire Chiefs the estimated cost is $127,111.
ATTACHMENTS TO THIS REQUEST
(1) Draft Resolution No. 3841
(2) Attachment A_2026 Non-Represented Graded Salary Range Structure
(3) Attachment B_2026 Executive Graded Salary Range Structure
(4) Exhibit A_2026 Schedule of Authorized Non-Represented Jobs
(5) 2025 Pay Ranges for Non-Represented and Executive Jobs (for information only)
(6) Presentation
PREVIOUS COMMISSION ACTIONS OR BRIEFINGS
None
