|
TO: |
Board of Trustees |
|
THROUGH: |
Jay Fox, Executive Director |
|
FROM: |
Kim Shanklin, Chief People Officer |
|
PRESENTER(S): |
Kim Shanklin, Chief People Officer |
|
|
Ann Green-Barton, Director of Total Rewards |
TITLE:
title
R2024-03-05 - Resolution Appointing Officers and Setting Compensation for District Officers and Employees
end
AGENDA ITEM TYPE:
Resolution
RECOMMENDATION:
Adopt resolution R2024-02-05 which appoints officers and sets compensation for district officers and administrative employees for 2024 and authorizes parameters that allow management to place jobs within the compensation structure as presented.
BACKGROUND:
One of the duties of the Board of Trustees is to fix the compensation of all district officers and employees by resolution (Utah Code §17B-2a-810; UTA Bylaws Article II, Section 7; and Board Policy 1.3 (3)(C)(1)).
The compensation resolution appoints officers and sets compensation for all district officers and administrative employees on an annual basis as required by statute.
In 2023, the Board of Trustees adopted an update to UTA’s compensation policy (UTA.05.04) due to the implementation of the new compensation structure. The compensation structure was redesigned to update salary grade spreads and midpoint differentials to ensure alignment with the most recent market data and compensation best practices.
DISCUSSION:
The UTA salary structure is updated on a yearly basis to reflect the most recent market data results. Based off the current salary budget survey results, the compensation structure has been increased by 2% for 2024. The 2024 salary structure will go into effect beginning January 7, 2024.
In addition to the compensation structure being presented for adoption, the resolution provides parameters that authorizes the Executive Director and Chief People Officer to place jobs within the compensation structure that:
• Adds a new job previously authorized by the Board in an approved budget, including an amended budget or technical budget adjustment; or
• Adjusts an existing job that has changed more than 50% as defined in Corporate Policy 6.7.2.1; or
• Adjusts an existing job as a result of a manager’s request to review or appeal a pay grade as defined in UTA Policy UTA.05.04.
The Chief People Officer will provide Trustees a year-end report summarizing these mid-year adjustments.
ALTERNATIVES:
If the current resolution is not adopted, UTA would continue with the 2023 compensation structure. This may result in UTA being less competitive for candidates within the labor market and make it more difficult to retain our current workforce.
FISCAL IMPACT:
Included in UTA’s 2024 operating budget.
ATTACHMENTS:
Resolution R2024-02-05