The Stansbury Park Service Agency board is reviewing a proposal for an employee compensation program, which would create a pay scale and regulate raises and reviews.
SPSA manager Randall Jones presented the proposed employee compensation program to the board at its Jan. 13 meeting.
Under the proposed employee compensation program, new hires would be evaluated for a starting salary based on education, skill set, experience and years employed by the service agency.
Under the proposed pay scale, SPSA’s general manager would be paid between $60,236.80 and $90,230.40 annually. In 2015, Jones made $65,000 in salary but would be in line for a raise to $75,000 under the recommended salary he proposed to the board last Wednesday night.
All four of SPSA’s full-time employees would be in line for an increase but Jones argues the increase would still provide a bargain should they receive their recommended salaries under the proposed pay scale. All employees received a 4 percent raise in the 2016 budget approved by the SPSA board in December.
The office manager for the agency made $34,320 in 2015 and would make $39,962, an increase of $5,642 or 16 percent, if the board follows the recommended salary proposed by Jones. The maintenance crew supervisor would receive a 22 percent pay increase to $39,573 and the mowing crew supervisor would make a recommended salary of $35,434, a 14 percent increase.
The total recommended salary for full-time staff would be $189,969, an increase of $13,969 over the $176,000 set aside in the 2016 budget.
“We’re still paying our employees, at my recommend, 8 percent less than what their counterparts are making at the other entities,” Jones said.
Jones compared similar positions at SPSA with those at Tooele City, Grantsville City and Tooele County when developing the new pay scale. He had effusive praise for staff, calling the current employees “night and day” better than those he had when he started as the manager at Stansbury Park.
Under the proposed compensation plan, employees would be evaluated in their yearly review on attitude, leadership, work ethic, punctuality, efficiency, teamwork, communication skills, ability to follow instructions and overall job performance. Each employee would then receive a rating of unsatisfactory, satisfactory, exceptional or superior to determine how much they would make in a merit raise.
If an employee receives an unsatisfactory score, they will not qualify for a merit raise. Satisfactory and exceptional evaluations would be eligible for a .75 percent and 1.5 percent raise, respectively.
Employees with superior job evaluations would qualify for a 2.25 percent raise in the following year.
The SPSA board would have the ability to approve cost of living raises based on the Consumer Price Index. They would also reserve the right to limit or suspend any cost of living adjustments or merit raises due to economic or budget constraints.
The SPSA manager would be able to give merit raises to seasonal employees after a 60-day evaluation using the same criteria in the annual review for full-time workers.
Jones stressed that the employee compensation plan would make it easier to determine the starting salary for new employees and creates criteria for raises based on job performance. He also said it would make SPSA more competitive when pursuing and retaining employees.
“I wanted to make this as simple and above board and transparent as I possibly could,” Jones said.
The SPSA board is expected to vote on the employee compensation plan at its next meeting on Jan. 27 at 7 p.m. at the Stansbury Park Clubhouse.