Pay Plan & Compensation Review City of Forney, Texas

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1 Pay Plan & Compensation Review City of Forney, Texas Prepared by: DC Municipal Consulting, LLC

2 November 1, 2017 Wendle Medford Interim City Manager, City of Forney Mr. Medford, We respectfully submit the City of Forney s Pay Plan Structure and Employee Compensation Study Report. The report includes a summary of the process, market analysis results, and recommendations. The General Government Pay Plan remains structurally solid. With the current structure, several positions were shifted to a new pay grade as deemed necessary by the market analysis. The total cost to move the identified all general government positions to the minimum of the new grade is approximately $6, The review also identified approximately nine (9) positions that need a true market adjustment to be competitive in the current compensation market. The total cost of the recommended general government market adjustments is approximately $38, This adjustment will ensure that the Senior Communications Officers, Communications Officers, Building Service Worker, and the Public Information Officer are paid competitively based on qualifications and experience. The total transition cost (includes pay plan and market adjustments) for the general government positions is approximately $44,200. The Public Safety Pay Plan has structurally changed based on the market and the stated needs and desires of the Police and Fire Departments. The changes include reducing the number of steps in each grade, increasing the steps to equal 5% between each step, and moving the plan to market. The total transition cost to move the identified public safety positions to their new grade is approximately $145,000. As a result of the new pay plan structure, all public safety employees who are on the step plan, including Fire Lieutenant, Fire Driver Operator, Firefighter, Police Lieutenant, Police Sergeant, and Police Officer, will receive an increase in base salary due to transitioning to a new pay structure. The study also reviewed public safety certification pay. At this point, no changes are recommended. However, it is recommended that the DC Municipal Consulting 1

3 City establish a city-wide college tuition reimbursement plan to increase the education level of the workforce. The recommended pay plans are included as Appendices. Please contact us if you have any questions. Thank you for allowing us to be part of this important project for the City of Forney. Sincerely, Katie Corder Managing Partner DC Municipal Government LLC. Molly Deckert Managing Partner DC Municipal Government LLC. DC Municipal Consulting 2

4 Table of Contents Page Section Title Page 4 Page 5 Page 6 Page 7 Page 8 Executive Summary Project Scope Market Research Analysis Market Research Results Recommendations Page 15 Appendix A Comparison of General Government Pay Plan Page 19 Appendix B Recommended General Government Pay Plan Page 23 Appendix C Recommended Fire Pay Plan Page 24 Appendix D - Recommended Police Pay Plan DC Municipal Consulting 3

5 1 Executive Summary This report reviews the project scope, actions, and recommendations for the City of Forney s Pay Plan Structure and Employee Compensation Study. The City s General Pay Plan and current compensation for the majority of positions are in market. A few adjustments will be needed to move out of range positions to the appropriate pay grade based on market. Those positions are identified in the recommendation section of the report. Additionally, a list of positions recommended for a market salary adjustment are identified in the recommendation section of the report. The Public Safety Pay Plans needed to be revised to be competitive in the market. The Public Safety Officers and Firefighters are within market; however, public safety leadership positions needed adjustments to reach market. The Public Safety Pay Plan structure has been modified to meet needs of the Departments and to reach the current compensation market. The analysis also studied FLSA and Public Safety Certification pay. It is recommended that 3 positions be reclassified from exempt to non-exempt status. Those positions are identified in the recommendation section of the report. The City s Certification Pay is currently within market and no changes are recommended at this time. As with all pay plans, it is recommended that the plans be reviewed on a set schedule to ensure they remain competitive with the market and allow Forney to retain and recruit the best employees. It is also recommended that the City of Forney review current hiring practices, create professional development plans, and create a tuition reimbursement program as a method to recruit and retain a strong workforce for the City. DC Municipal Consulting 4

6 2 Project Scope DC Municipal Consulting was engaged in August 2017 to conduct a compensation market analysis of all of the city positions, including public safety. This project was completed in November The goals of the project included: 1. Review current salary ranges and certification pay for all positions; 2. Contact the benchmark communities; 3. Analyze data; 4. Recommend a salary range for each of the positions; 5. Recommend a transition plan; and 6. Recommend other actions to enhance the pay plan or improve human resource practices. DC Municipal Consulting 5

7 3 Market Research & Analysis Eleven peer cities were chosen by the City to utilize for this project: 1. City of Burleson 2. City of Cleburne 3. City of Coppell 4. Town of Little Elm 5. City of Midlothian 6. City of Murphy 7. City of Prosper 8. City of Rowlett 9. City of Rockwall 10. City of Terrell 11. City of Wylie With assistance from the City, DC Municipal Consulting created position summaries for each position after review of current job descriptions. The position summaries were sent to the peer cities with a request for pay range, current salary, FLSA status, to whom the position reports, and the number of subordinates if applicable. All of the data was consolidated by position, reviewed for accuracy, and analyzed and compared to the current data with the City of Forney. DC Municipal Consulting 6

8 4 Market Analysis Results General Government Pay Plan The following General Government Pay Plan results are from comparing the eleven (11) peer cities. 1. General Government Pay Plan is close to market. 2. Thirteen (13) positions on the general plan need to be moved to a different grade. See Appendix A. Of the thirteen (13), four (4) positions require a salary adjustment to reach the new pay grade. 3. The salary for nine (9) general government positions are below market and adjustments are recommended. 4. City leadership positions (Director positions) need to be adjusted in the General Government Pay Plan to be competitive in the market. Current pay for these positions is in market and no salary adjustments are needed. Public Safety Pay Plan The following Public Safety Plan results are from comparing the eleven (11) peer cities. 1. Structure of the Public Safety Pay Plan does not meet the needs of the Departments. 2. Pay Plan is not in market for public safety leadership positions. 3. Certification pay is difficult to compare, as the requirements for each of the peer cities are different for the certification pay and the minimum qualifications for each position. However, based on the current offering, the Forney Public Safety certification pay is within market and no additional recommendations are made. DC Municipal Consulting 7

9 5 Recommendations General Government Pay Plan Recommendations 1. Create three (3) new positions on the pay plan to assist with future growth - Director of Human Resources, GIS (Geographical Information Systems) Analyst, and Senior Construction Inspector. Based on current market conditions, it is recommended that these three positions be created in the future to assist with future growth of the organization and/or be positions that could develop from current positions as a method of growth and career development. 2. Move the following positions to different grades on the pay plan (reflected on Appendix B): Communications Officer from Grade 11(NE) to Grade 13 (NE) Senior Communications Officers from Grade 13 (NE) to 14 (NE) Utility Billing Coordinator from Grade 14 (NE) to 15 (NE) Neighborhood Services Specialist (Code Enforcement) from Grade 16 (NE) to Grade 14 (NE) Construction Inspector from Grade 17(NE) to Grade 16 (NE) PD Administrative Coordinator from Grade 14(E) to Grade 16 (E) Budget Analyst from Grade 17 to Grade 18 (E) Public Information Officer from Grade 18 to Grade 21 (E) City Secretary from Grade 23 to Grade 24 (E) Fire Marshal from Grade 23 to Grade 24 (E) All Directors to Grade 25 (E) TRANSITION COST - $6, Due to the open range pay plan for the General Government, the transition cost includes moving positions that are currently paid below the minimum for the new grade into the minimum hourly or annual pay. The majority of remaining positions that are currently paid within the new grade will not receive a pay increase at this time. There may be salary savings based on current vacancies that are being held open until the pay plan goes into effect. DC Municipal Consulting 8

10 3. Adjust multiple positions within the General Government to address internal equity issues and/or to be competitive with the market. It is recommended that a one-time within pay grade adjustment be given to reduce compression and to be competitive with the current compensation market. These positions include: Building Service Worker (1 employee) Communication Officers (5 employees) Senior Communication Officers (2 employees) Public Information Officer (1 employee) TRANSITION COST - $38, With the pay range adjustments mentioned earlier, these positions will be within their appropriate range. However based on market data and review of length of service to the City, salary adjustments may be warranted. DC Municipal Consulting recommends that the City review the adjustments to ensure that the pay increases are warranted based on employee performance. These adjustments can be phased in or tied to a professional development plan if preferred. 4. Change Fair Labor Standards Act classifications for three (3) positions. The Fair Labor Standards Act (FLSA) rules determine who is classified as Exempt (salaried and not eligible for overtime) or Non-Exempt (hourly and eligible to earn overtime). The rule allows for the employer to apply tests to the position in making the determination. The rule considers salary and job function. Employees who are paid less than $23,600 per year ($455 per week) are nonexempt. (Employees who earn more than $100,000 per year are almost certainly exempt.) Job duties are exempt executive job duties if the employee regularly supervises two or more other employees, has management as the primary duty of the position, and also has some genuine input into the job status of other employees (such as hiring, firing, promotions, or assignments). DC Municipal Consulting reviewed all City positions, and based on our understanding of the role and function of the position, we recommend the City considering moving the following positions: Police Administrative Coordinator from Exempt to Non-Exempt Information Technology Technician from Exempt to Non-Exempt Information Technology Business Analyst from Exempt to Non-Exempt DC Municipal Consulting 9

11 Public Safety Pay Plan Recommendations 1. Create and approve a new pay structure for the Public Safety Pay Plan. Adjust the Public Safety Pay Plans to a 5% step increase between each step (Appendix C and D). Police Officer and Firefighters will begin at the same step of $51, annual pay. Firefighters will increase 5% for seven steps (after sixth anniversary with satisfactory performance reviews and as budget allows) for a maximum pay of $68, annually. Police Officers will increase 5% for 8 steps (after seventh anniversary with satisfactory performance reviews and as budget allows) for a maximum pay of $72, A pay grade for a non-certified Police Officer was created at a annual pay of $46, The Police Cadet would transition onto the Police Officer pay grade/step after receiving the necessary certification required by City personnel. Fire Driver Operator will have a minimum step pay of $65,397.23, which is also step F on the Firefighter pay schedule, and will increase 5% for 5 steps for a maximum pay of $79, Fire Lieutenant will have a minimum step pay of $79,490.74, which is also the final step of the Fire Driver Operator pay schedule, and will increase 5% for three steps for a maximum pay of $87, Police Sergeants and a four step pay schedule for Police Lieutenants. Police Sergeants will begin at a minimum pay step of $68,667.09, which is also step G of the Police Officer pay schedule, and will increase 5% for five steps for a maximum pay of $83, Police Lieutenants will begin at a minimum pay step of $83,465.28, which is also the final step of the Police Sergeant pay schedule, and will increase 5% for four steps for a maximum pay of $96, Transition the public safety staff to the new corresponding Grade and Step based on the following transition plan. Police Lieutenants, Police Sergeants, Police Officers, and Firefighters will transition to the same grade and step on the new pay plan. For example, if a Police Officer was on Step A of the previous pay plan, then the Police Officer will continue to be on Step A of the new pay plan. The new pay structure is shorter in number of steps per grade; therefore, if the position was previously at a higher step than in the new pay plan, the employee will transition to the DC Municipal Consulting 10

12 maximum pay step. For example, if a Police Officer was on Step I of the previous pay plan, then the Police Officer will transition to Step H of the new pay plan. Due to the complexities and expense with transitioning the Fire Driver/Operator and Fire Lieutenant positions to the new pay structure, it is recommended that the City use a combination of a time in service plan to the City and time in service in the current leadership position to transition the Fire Driver Operator and the Fire Lieutenants. Phasing of the transition plan should be considered if the employee is currently on probation due to recent hiring or recent promotion and/or there is a current performance issue that needs to be resolved. TRANSITION COST - $155,000. The transition cost for the Fire personnel is $90, The transition cost for the Police personnel is $65, The Police Department currently has two vacant Police Lieutenant positions, which if hired at step B (based on current salaries of promotable employees), then the city will have a salary savings of approximately $4,900 per position. Therefore, the net transition cost for public safety is $144, Budget increases annually. The City budget an annual one-step increase per year for eligible public safety personnel. This step would be given to each public safety personnel at the beginning of the new fiscal year with a satisfactory performance review. 4. Periodically review Certification Pay. Currently Certification Pay is within market. It is recommended that no changes be made to the current structure. City Wide Recommendations 1. Review all job descriptions to confirm that the job duties and requirements are current. Review organizational structure city-wide to ensure there is no duplication of efforts and supervision. Positions that DC Municipal Consulting noted may need review by City Departments include, but are not limited to the following: Special Events Coordinator CIP Manager Administrative Assistants DC Municipal Consulting 11

13 Executive Assistants Record Clerks 2. Review educational and experience qualifications for position prior to recruitment of new employees. Overall, it was noted that peer cities required more certifications and degrees than the City of Forney. It is generally expected that a college degree be required as well as professional licenses when applicable for professional positions, particularly management, finance, and information technology positions. It is also standard to require master degrees, professional engineering and certified public accountant licenses for senior management position. During the peer cities analysis, it was noted that peer s current salaries are higher; however, it is attributed to the minimum requirements for the position in those communities. Examples of educational requirements to consider: Directors Preferred a Masters in related field and Director of Finance Certified Public Accountant (CPA), unless the city has a CPA on staff Police Chief Master Peace Officer Director of Public Works Professional Engineering (PE) License, unless the city has a PE on staff Information Technology positions minimum requirement is a Bachelor degree in related field Finance positions requires a Bachelor degree with a minimum requirement of an Associate's degree. 3. Create a tuition reimbursement program for the City to provide an opportunity for employees to increase their education, expertise, and skill level related to their current job duties. Items to consider when creating a tuition reimbursement program: Eligibility of employees Eligibility of colleges and universities Reimbursement Rate and Timeframe Continued Employment after reimbursement made Subject to funding in the annual operating budget. 4. Consider creating employee development plans to identify areas for supported education and skill set improvement. Identification of these skill sets to be DC Municipal Consulting 12

14 developed will allow the organization to continue to increase the education and expertise in the workforce. 5. Review hiring practices related to recruitment and hiring. It is beneficial to not only retain the employees that have developed a specific skill set for a position by service time to the City; but, also to recruit prospective employees from another organization that have prior municipal experience in a specific position. The City of Forney s current hiring practices hire at the minimum of each pay grade. It is recommended that the hiring practices related to recruitment to include opportunities to hire between the minimum and midpoint of each pay grade for a prospective employee that demonstrates significant experience to the position. 6. Develop a succession plan for the City s management and leadership team that includes identifying training and development opportunities to allow for succession opportunities within the current organization. 7. Complete a market analysis every two to three years by a third-party organization to see if there are market shifts in compensation. This process will also ensure that the City remains competitive in the recruitment market. DC Municipal Consulting 13

15 Appendices A Comparison of General Government Pay Plan B Recommended General Government Pay Plan C Recommended Fire Pay Plan D Recommended Police Pay Plan DC Municipal Consulting 14

16 DRAFT OF PROPOSED CHANGES CITY OF FORNEY NONEXEMPT PAY STRUCTURE Fall 2017 Grade Range Grade Title Minimum Q1 Midpoint Q3 Maximum 7 Building Service Worker Annual $26, $29, $33, $36, $39, Monthly $2, $2, $2, $3, $3, Hourly $12.73 $14.32 $15.91 $17.50 $ Cashier Annual $29, $32, $36, $40, $43, Monthly $2, $2, $3, $3, $3, Hourly $14.05 $15.81 $17.56 $19.32 $ Customer Service Representative Annual $30, $34, $38, $42, $46, Deputy Court Clerk Monthly $2, $2, $3, $3, $3, Meter Technician Hourly $14.76 $16.61 $18.45 $20.30 $22.14 Parks Maintenance Technician Permit Technician Public Works Technician I Records Technician 11 Animal Control Officer Annual $32, $36, $40, $44, $48, Communications Officer Monthly $2, $3, $3, $3, $4, Detention Officer Hourly $15.51 $17.45 $19.39 $21.32 $23.26 Public Works Technician II 12 Accounting Technician Annual $33, $38, $42, $46, $50, Administrative Assistant Monthly $2, $3, $3, $3, $4, Animal Control Coordinator Hourly $16.29 $18.33 $20.37 $22.40 $24.44 Equipment Operator Parks Irrigation Specialist Senior Deputy Court Clerk Senior Meter Technician

17 13 Communications Officer Annual $35, $40, $44, $48, $53, Senior Communication Officer Monthly $2, $3, $3, $4, $4, Hourly $17.12 $19.26 $21.40 $23.54 $ Environmental Technician Annual $37, $42, $46, $51, $56, Executive Assistant Monthly $3, $3, $3, $4, $4, GIS Technician Hourly $17.99 $20.23 $22.48 $24.73 $26.98 HR Generalist Neighborhood Services Specialist Parks Crew Leader Public Works Crew Leader Meter Tech Crew Leader Senior Communication Officer Utility Billing Supervisor 15 Utilitiy Billing Coordinator Annual $43, $48, $54, $59, $64, Monthly $3, $4, $4, $4, $5, Hourly $20.84 $23.44 $26.03 $28.63 $ Building Inspector Annual $45, $51, $56, $62, $68, Communications Supervisor Monthly $3, $4, $4, $5, $5, Construction Inspector Hourly $21.91 $24.65 $27.39 $30.13 $32.87 Executive Administrative Assistant GIS Analyst IT Technician Neighborhood Services Specialist Public Works Program Manager PD Administrative Coordinator 17 Accountant Annual $47, $53, $59, $65, $71, Construction Inspector Monthly $3, $4, $4, $5, $5, Sr. Construction Inspector Hourly $23.02 $25.90 $28.78 $31.66 $ Fire Inspector Investigator Annual $55, $62, $69, $75, $82, IT Business Analyst Monthly $4, $5, $5, $6, $6, Hourly $26.70 $29.90 $33.19 $36.51 $39.80

18 DRAFT OF PROPOSED CHANGES CITY OF FORNEY EXEMPT PAY STRUCTURE Fall 2017 Grade Range Grade Title Minimum Q1 Midpoint Q3 Maximum 14 PD Administrative Coordinator Annual $37, $42, $46, $51, $56, Sports Coordinator Monthly $3, $3, $3, $4, $4, Bi-Weekly $1, $1, $1, $1, $2, Annual $45, $51, $56, $62, $68, Communications Supervisor Monthly $3, $4, $4, $5, $5, Economic Development Specialist Bi-Weekly $1, $1, $2, $2, $2, IT Technician Special Events Coordinator 17 Budget Analyst Annual $47, $53, $59, $65, $71, Parks Maintenance Supervisor Monthly $3, $4, $4, $5, $5, Bi-Weekly $1, $2, $2, $2, $2, Budget Analyst Annual $50, $56, $62, $69, $75, Planner Monthly $4, $4, $5, $5, $6, Public Information Officer Bi-Weekly $1, $2, $2, $2, $2, Finance Manager Annual $52, $59, $66, $72, $79, Human Resources Manager Monthly $4, $4, $5, $6, $6, IT Business Analyst Bi-Weekly $2, $2, $2, $2, $3, Municipal Court Clerk/Administrator Public Works Supervisor Senior Planner 21 Assistant Finance Director Annual $61, $68, $76, $84, $91, Chief Building Official Monthly $5, $5, $6, $7, $7, IT Administrator Bi-Weekly $2, $2, $2, $3, $3, Public Information Officer

19 23 CIP Manager Annual $74, $84, $93, $102, $112, City Secretary Monthly $6, $7, $7, $8, $9, Fire Marshal Bi-Weekly $2, $3, $3, $3, $4, Assistant Fire Chief Annual $82, $92, $103, $113, $123, Assistant PW Director Monthly $6, $7, $8, $9, $10, City Secretary Bi-Weekly $3, $3, $3, $4, $4, Director of Community Development Director of EDC Director of Information Technology Director of Parks & Recreation Fire Marshal Police Captain 25 Director of Community Development Annual $91, $102, $113, $125, $136, Director of EDC Monthly $7, $8, $9, $10, $11, Director of Finance Bi-Weekly $3, $3, $4, $4, $5, Director of Information Technology Director of Parks & Recreation Director of Public Works Director of Human Resources 26 Fire Chief Annual $100, $113, $125, $138, $150, Police Chief Monthly $8, $9, $10, $11, $12, Bi-Weekly $3, $4, $4, $5, $5, Asst City Manager Annual $110, $124, $138, $152, $166, Monthly $9, $10, $11, $12, $13, Bi-Weekly $4, $4, $5, $5, $6, Recommended New Position (Future) Position Moved Up Position Moved Down Moved To Another Grade (not deleted from plan) Moved FLSA Status

20 RECOMMENDED GENERAL GOVERNMENT PAY PLAN CITY OF FORNEY NONEXEMPT PAY STRUCTURE Fall 2017 Grade Range Grade Title Minimum Q1 Midpoint Q3 Maximum 7 Building Service Worker Annual $26, $29, $33, $36, $39, Monthly $2, $2, $2, $3, $3, Hourly $12.73 $14.32 $15.91 $17.50 $ Cashier Annual $29, $32, $36, $40, $43, Monthly $2, $2, $3, $3, $3, Hourly $14.05 $15.81 $17.56 $19.32 $ Customer Service Representative Annual $30, $34, $38, $42, $46, Deputy Court Clerk Monthly $2, $2, $3, $3, $3, Meter Technician Hourly $14.76 $16.61 $18.45 $20.30 $22.14 Parks Maintenance Technician Permit Technician Public Works Technician I Records Technician 11 Animal Control Officer Annual $32, $36, $40, $44, $48, Detention Officer Monthly $2, $3, $3, $3, $4, Public Works Technician II Hourly $15.51 $17.45 $19.39 $21.32 $ Accounting Technician Annual $33, $38, $42, $46, $50, Administrative Assistant Monthly $2, $3, $3, $3, $4, Animal Control Coordinator Hourly $16.29 $18.33 $20.37 $22.40 $24.44 Equipment Operator Parks Irrigation Specialist Senior Deputy Court Clerk Senior Meter Technician

21 13 Communications Officer Annual $35, $40, $44, $48, $53, Monthly $2, $3, $3, $4, $4, Hourly $17.12 $19.26 $21.40 $23.54 $ Environmental Technician Annual $37, $42, $46, $51, $56, Executive Assistant Monthly $3, $3, $3, $4, $4, GIS Technician Hourly $17.99 $20.23 $22.48 $24.73 $26.98 HR Generalist Neighborhood Services Specialist Parks Crew Leader Public Works Crew Leader Meter Tech Crew Leader Senior Communication Officer 15 Utility Billing Coordinator Annual $43, $48, $54, $59, $64, Monthly $3, $4, $4, $4, $5, Hourly $20.84 $23.44 $26.03 $28.63 $ Building Inspector Annual $45, $51, $56, $62, $68, Communications Supervisor Monthly $3, $4, $4, $5, $5, Construction Inspector Hourly $21.91 $24.65 $27.39 $30.13 $32.87 Executive Administrative Assistant GIS Analyst IT Techician PD Administrative Coordinator Public Works Program Manager 17 Accountant Annual $47, $53, $59, $65, $71, Sr. Construction Inspector Monthly $3, $4, $4, $5, $5, Hourly $23.02 $25.90 $28.78 $31.66 $ Fire Inspector Investigator Annual $55, $62, $69, $75, $82, IT Business Analyst Monthly $4, $5, $5, $6, $6, Hourly $26.70 $29.90 $33.19 $36.51 $39.80

22 RECOMMENDED GENERAL GOVERNMENT PAY PLAN CITY OF FORNEY EXEMPT PAY STRUCTURE Fall 2017 Grade Range Grade Title Minimum Q1 Midpoint Q3 Maximum 14 Sports Coordinator Annual $37, $42, $46, $51, $56, Monthly $3, $3, $3, $4, $4, Bi-Weekly $1, $1, $1, $1, $2, Communications Supervisor Annual $45, $51, $56, $62, $68, Economic Development Specialist Monthly $3, $4, $4, $5, $5, Special Events Coordinator Bi-Weekly $1, $1, $2, $2, $2, Parks Maintenance Supervisor Annual $47, $53, $59, $65, $71, Monthly $3, $4, $4, $5, $5, Bi-Weekly $1, $2, $2, $2, $2, Budget Analyst Annual $50, $56, $62, $69, $75, Planner Monthly $4, $4, $5, $5, $6, Bi-Weekly $1, $2, $2, $2, $2, Finance Manager Annual $52, $59, $66, $72, $79, Human Resources Manager Monthly $4, $4, $5, $6, $6, Municipal Court Clerk/Administrator Bi-Weekly $2, $2, $2, $2, $3, Public Works Supervisor Senior Planner 21 Assistant Finance Director Annual $61, $68, $76, $84, $91, Chief Building Official Monthly $5, $5, $6, $7, $7, IT Administrator Bi-Weekly $2, $2, $2, $3, $3, Public Information Officer

23 23 CIP Manager Annual $74, $84, $93, $102, $112, Monthly $6, $7, $7, $8, $9, Bi-Weekly $2, $3, $3, $3, $4, Assistant Fire Chief Annual $82, $92, $103, $113, $123, Assistant PW Director Monthly $6, $7, $8, $9, $10, City Secretary Bi-Weekly $3, $3, $3, $4, $4, Fire Marshal Police Captain 25 Director of Community Development Annual $91, $102, $113, $125, $136, Director of EDC Monthly $7, $8, $9, $10, $11, Director of Finance Bi-Weekly $3, $3, $4, $4, $5, Director of Information Technology Director of Parks & Recreation Director of Public Works Director of Human Resources 26 Fire Chief Annual $100, $113, $125, $138, $150, Police Chief Monthly $8, $9, $10, $11, $12, Bi-Weekly $3, $4, $4, $5, $5, Asst City Manager Annual $110, $124, $138, $152, $166, Monthly $9, $10, $11, $12, $13, Bi-Weekly $4, $4, $5, $5, $6,396.74

24 CITY OF FORNEY FIRE PAY STRUCTURE 2912 Hours Recommended Grade Steps Grade Title A B C D E F G F1 Firefighter $51, $53, $56, $59, $62, $65, $68, $4, $4, $4, $4, $5, $5, $5, $17.60 $18.48 $19.40 $20.37 $21.39 $22.46 $23.58 F2 Driver Operator $65, $68, $72, $75, $79, $5, $5, $6, $6, $6, $22.46 $23.58 $24.76 $26.00 $27.30 F4 Fire Lieutenant $79, $83, $87, $6, $6, $7, $27.30 $28.66 $30.10

25 CITY OF FORNEY POLICE PAY STRUCTURE 2080 Hours Recommended Grade Steps Grade Title A B C D E F G H P1 Police Officer $46, Non-Certified $3, $22.17 P1 Police Officer $51, $53, $56, $59, $62, $65, $68, $72, Certified $4, $4, $4, $4, $5, $5, $5, $6, $24.63 $25.87 $27.16 $28.52 $29.94 $31.44 $33.01 $34.66 P2 Police Sergeant $68, $72, $75, $79, $83, $5, $6, $6, $6, $6, $33.01 $34.66 $36.40 $38.22 $40.13 P3 Police Lieutenant $83, $87, $92, $96, $6, $7, $7, $8, $40.13 $42.13 $44.24 $46.45