5.1a EMRUSR 07-09-2024HANDOUT AT MEETING - 2024-7 - 5.1a
Pay Plan Options
Pay Plan A: Step 7 = Former Column 9 (Slightly Market Leading)
1
$47,393
$49,881
$52,500
$55,256
$58,157
$61,210
$64,424
5.3%
35.9%
2
$49,387
$52,177
$55,125
$58,240
$61,530
$65,607
$68.679
5.0%
5.7%
39.1%
3
$54.326
$57,395
$60,638 _
$64,064
$67,6_84
$71.508
$75,548
10.0%
53%
39.1%
4
$56,499
$59,691
$63,064
$66,627
$70,392
$74,369
$78,571
4.0%
5.7%
39.1%
5
$58,760
$62,080
$65,587
$73,208
$77,344
$81,714
4.0%
5.7%
39.1%
6
$61,110
$64,562
$68,210
_$66.293
$72,064
$76,135
$80,437
$84,982
4.0%
5.7%
39.1%
7
$64,165
$67,791
$71,621
$75,668
$79,943
$84,460
$89,232
5.0%
5.7%
39.1%
8
$67,374
$71,180
$75,202
$7_9,451
$83,94_0
$88.682
$93,693
5.0%
5.7%
39.1%
9
$70,742---
$74,739
$78,962
$83,423---$88,137--
$93,117
$98,378
5.0% -
-5.7%
39.1%
10 _
$76,402
W.' 18
$85,279
$90,097
$95,188
$100,566
$106,248
8.0%
5.7%
39.1%
11
$83,538
$87,715
$92,101
$96,706 _
$106,618
$111,949
8.0%
5.0%
34.0%
12
$91,057
$95,610
$100,390
$105,410
-$101,541 -
$110.680
$116,214
$122,025
9.0%
5.0%
34.0%
_ 13
$101,123
$105,674
$110,429
$115,398
$120,591
$126,018
$131,689
10.0%
4.5%
30.2%
14
$110,225
$115,185
$120,368
$125,785
$131,445
$137,360
$143,541
9.0%
_
4.5%
30.2%
15
$120,145
$125,551
$131,201
$137,105
$143,275
$149,722
$156,460
9.0%
4.5%
30.2%
16
$126,763
$131,517
__4136,449
$141,566
$146,875
$152,382
$158,097
4.0%
3.8%
24.7%
17
$134.369
$139,408
_
$144 636
$150.060
$155,687_
$161,525
$167,583
6.0%
3.8%
24.7%
18 _
$142,431
$147,773
$153,314
$159,06:
$165,028
$171,217
$177,637
6.0%
3.8%
24.7%
19
$150,977
$156,639
_ $162,513_
$168,607
$174,930
$181,490
$188,296
6.0%
3.8%
24.7% _
20
$187,212
$194,232
$201,516
$209,073
$216.913
$225,047
$233.487
24.0%
3.8%
24.7%
Pay Plan B: Step 7 = Former Column 8 (Slightly Market Lagging)
3
$53.462
$56,937
4
_
_ $55,601
$59,215
5
$57,825
$61,584
6
_
_ $60,138
_
$64,047
7
$63,146
$67,250
_
8
$66,303
$70,612
9
$69,618
$74,143
10
$75,187
$80,074
11
$81,970
$86.888
12
$89,347
$94,708
13
_
$98,281
$104,178
14
$107,127
$113,555
15 -
$116,768
$123,775
16
$128,616
$132,475
17
$136,333
$140,423
18
$144,513
$148,849
19
$153,184
$157,780
20
_
$189,948
$195,647
$52,600
$55,650
$58,7 88
$64,579
$57,737
$61.056
$67,163
$59,902
$63,499
$69,849
$62,148
$66,039
$72,643
5.00%
10.00%
6.00%
6.50%
6.50%
3.75%
4.00%
4.00%
33%
36%
36%
_$55,125_
$60,638
$63,064
$67,163
$69,850
$72,644
$75,549
4.00%
6.50%
4.00%
36%
$65,587
_ $69,850
$72,644
$75.550
$78,572
4.00%
6.50%
4.00%
36%
$68,210
$72,644
$75,549
$78,571
$81,714
4.00%
6.50%
4.00%
36%
$71,621
$76,276
$79,327
$82,501
$85,801
5.00%
6.50%
4.00%
36%
$75,202
00,090
$83,294
$86,625
$90.091
5.00%
6.50%
4.00%
36%
$78,962
$84,095
$90,822_ -
$87,458
$94,455
$90,957
$98,233
$94,595
$102,163
5.00%
8.00%
6.500/6
6.50%
4.00%
4.00%
36%
36%
$85,279 _
$92,101
$9_7,627
$101,044
$104,581
$108,241
8.00%
6.00%
3.50%
32%
$100,390
$106,413
$117,055 _
$127.590
$110,138
$120.566
$131,418
$113,993
$124,183
$135,360
$117,982
$127.909
$139,421
9.00%
10.00% _
9.00%°
6.00%
6.00%
6.00%
3.50%
3.00%
3.00%
32%
30%
30%
$110,429
$120,368 -
$131,201
$139,073
$143,246
$147.543
$151,966
9.00%
6.00%
3.00%
30%
$136,449
$140,542
$144,769
$149,102
$153,575
4.00%
3.00%
3.00%
19%
$144,636 _
$148,975
$153.444
$158,048
$162,789
6.00%
3.00%
3.00%
19%
$153,314
$157.913
$162,651
$167.530
$172,556
6.00%
3.00%
3.00%
19%
$162,513
$167,388
$172,410
$177.562
$182,910
6.00%
3.00%
3.00%
19%
$201,516__
1207,561 _
$213,788
$220,202
$226.808
24;0ko
3.00%
3.00%
19%
HANDOUT AT MEETING - 2024-7 - COMPENSATION PROPOSAL SUBMITTED BY CHAIR DIETZ
New ERMU Compensation Plan
7/2/24
• New plan takes effect 1-1-25
• Employees will slot into the same step they are on the old plan. You
shouldn't have to lose time in service years when slotting into the new
plan. For example if you are making $75,000 and you are currently at
step 5 and the new plan says that wage puts you at Step 3, you are going
backwards and are not getting credit for your longevity.
• Use the Market "Stay on Current Step" 7 step plan
• Add $150,000 line item to 2025 budget and $150,000 line item to 2026
budget for additional wages in new compensation plan
• Employees will increase 1/2 step in 2025 and %2 step in 2026 essentially
making it an 8 step plan. This would give us time to afford the increase.
Even with a V2 step (approximately 2.5% increase), cost of living
increase (assume 4%) and 2025 UPMIC (assume 3%) that would still
result in an overall increase of just under 10%.
• UPMIC would be paid to all in spring 2025.
• Change rules for UPMIC in 2025 affecting years starting in 2026.
Starting with 2026 only employees who have spent one full year in the
final step of their pay plan would be eligible for UPMIC. This would
allow senior employees to receive more than just the COLA if they
have used up all the steps of the pay plan. Those that are not at the top
step are still receiving large yearly increases with the step increase and
the annual COLA.
• Keep the current Longevity Plan in place starting with payouts after
eight years of employment.