Budget Message / Highlights - Metropolitan Water Reclamation ...

METROPOLITAN WATER RECLAMATION DISTRICT OF GREATER CHICAGO
2009 BUDGET
DISTRICT COMPENSATION PLAN
In accordance with Illinois State Statute, Chapter 70, Section 2605/4.2, there is created a Department of Human Resources
for the District, the executive officer of which is the Director of Human Resources. The Director shall, with the consent and
approval of the Civil Service Board of the District, classify all nonexempt and nonrepresented positions in the District for
the purposes of establishing pay grades.
For the purposes of establishing uniformity of pay and title for positions, the Director prescribes the maximum and
minimum pay for each grade and title.
While maintaining internal balance as established by the relative evaluation of classes, the compensation for nonrepresented
and nonexempt positions shall be at least equal to the median compensation provided by other employers for similar work in
the Metropolitan Chicago labor market or other appropriate labor market.
Salary advancement within salary ranges for nonrepresented positions and certain exempt positions is provided to recognize
growth in the job, and the rate of advance shall be based primarily upon the quality of performance. Salary advancement
stages are defined as "steps" within the salary schedules for each grade of position.
Prior to 2000, two salary schedules were in place for noncollective bargaining and nonexempt positions. These schedules
are referred to as the Professional and Managerial Salary Schedule (PM) and the General Service Salary Schedule (GS).
Schedule PM – The Professional and Managerial Salary Schedule consists of 22 grades (PM 1 – PM 22). Each grade
contains 9 steps. Schedule GS – The General Service Salary Schedule consists of 14 grades (GS 1 – GS 14), with each
grade having the following steps:
Grades GS 1 through GS 5 contain 6 steps Grades GS 6 through GS 9 contain 7 steps
Grades GS 10 through GS 13 contain 8 steps Grade GS 14 contains 9 steps
Exceptions to the above number of (GS) steps exist for employees in these positions hired prior to 1977. The General
Service Salary Schedule was modified in 1977 and 1999, limiting the number of salary advancement steps for employees
hired after specific effective dates.
A compensation study, covering all of the approximately 200 job classifications and nearly 1,200 positions under the PM
and GS pay plans was completed in 1999. The compensation study assessed the District’s pay practices and found that pay
within the District is internally equitable, as well as being highly competitive when compared with the external marketplace.
The compensation study also evaluated the existing salary administration function and made recommendations for a
competitive, market-based salary structure, to ensure that the District will remain competitive now and in the future. The
Board of Commissioners approved the implementation of the Technical, Administrative, and Managerial (TAM) salary
structure effective January 1, 2000. The TAM salary schedule consists of 16 grades (HP 7 - HP 23); each grade contains 9
steps.
Employees then compensated under the GS and PM pay plans were converted to this single unified pay plan with each grade
having identical longevity requirements for steps six through nine. Employees who realized greater or equal pay under the
new program transitioned to the TAM plan on January 1, 2000. Employees in classifications that were allocated to salary
grades wherein the rate at the highest available TAM step was lower than the maximum available under the GS or PM salary
schedule remained in the GS or PM salary grade to protect their current and future salary potential. When these positions
are vacated, or an incumbent would realize greater earnings, those positions are incorporated into the new pay plan.
Positions falling under this criteria were initially annotated as #2 (New Grade) through 2004, and commencing with the
2005 budget are designated #4.
Employees in positions covered by collective bargaining agreements shall be compensated on the basis of negotiations
between unions representing such employees and the management of the District. The rates paid to all such employees shall
be adjusted in accordance with changes caused by the duly prescribed negotiations, provided that any change in rates may
be made applicable at the beginning of the budget year next following the date of change in the rate, in the event necessary
funds are not available. Compensation for these positions is defined in the Salary Schedule for Labor Trades (LT).
Compensation for exempt positions is established by the Board of Commissioners, with the exception of their own
compensation, which is established by Illinois Compiled Statutes. Compensation for exempt positions is defined in the
Salary Schedule for Exempt Employees (EX).
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