Matters ▸ Attachment
Wage Study & Classification Report FINAL — File 203529
City of Somerville
Mayor Joseph A. Curtatone
Salary and Classification Study:
Mayor, Board of Aldermen, School Committee, and Boards and Commissions
Conducted by:
Candace Cooper, Personnel Director
Approved and Recommended by:
The Municipal Compensation Advisory Board (MCAB)
MCAB Members:
Tom Bent (Chair), Appointed by the Mayor
Sandra McGoldrick, Appointed by the Mayor
Howard Horton, Appointed by the Mayor
Gerry McCue, Appointed by the President of the Board of Aldermen
Isaac Machado, Appointed by the President of the Board of Aldermen
Phase I:
Effective July 1, 2016
Phase II:
Effective July 1, 2017
1 | P a g e
Introduction
The City of Somerville conducted a salary and classification study of non-union positions in 2012 with
the help of the Edward J. Collins, Jr. Center for Public Management at UMASS Boston Positions included
in the 2012 Collins Center study have been reviewed again in this study. In 2012, the Mayor, Board of
Aldermen, School Committee and City non-union salaries were found to be well below comparable
municipalities and as a result salaries were raised to minimum market compensation levels in fiscal year
2013. Since that time, the Mayor, Board of Aldermen, and School Committee have received no
additional increases. Whereas, City non-union staff salaries increased minimally on some years based on
merit in relation to the City’s performance management system, but the value of the increases were
significantly less than the average total increase at comparable communities.
However, with City non-union positions, the City of Somerville continued to struggle with keeping talent
in their respective positions even after the adjustment. From January 1, 2013 through December 31,
2016, non-union positions have been turning over at an alarming average rate of 13.19% per year. This
is over 6 times higher than the nationwide average turnover rate for municipal government and over 18
times higher than the average turnover rate for municipal government in the Boston area (according to
the Bureau of Labor Statistics, 2016). *Note: City figures do not include retirements as a retirement
indicates there in not an associated retention issue.
Additionally, through interviews with exiting staff, potential hires, and existing staff it has been found
that City of Somerville salaries for non-union staff are not competitive enough to meet the ever growing
needs and expectations associated with the positions. Exiting staff is leaving for financial advancement,
potential hires refuse offers because the salary is too low, and existing staff feel undercompensated due
to taking on more and more responsibility.
The City of Somerville is innovative, creative, cerebral, and driven. It strives to be a great place to live,
WORK, play, and raise a family. The Somerville community – all those who rely on our superlative
delivery of services - deserve the very best. To do this, the employees that work on these initiatives
need to be retained; if there is turnover, the ability to fill those vacancies with the best talent is key to
continue the great work that is done here. Thus this analysis looked at competitive salaries for the
Mayor, Board of Aldermen, School Committee, City Non-Union, and paid Boards and Commissions (and
associated stipend positions). *Note: Paid Boards and Commissions have not been increased since fiscal
year 2007.
The City of Somerville Board of Alderman recognized the issues facing City non-union staff which
prompted the Mayor to have the Personnel Department reconvene the Municipal Compensation
Advisory Board in September of 2015.
The objectives of the study were as follows:
•
Conduct a salary survey of comparable municipalities in Massachusetts, private sector average
(City non-union only), and the Boston Redevelopment Authority (where applicable; OSPCD
only);
2 | P a g e
•
Review salary comparables for the Mayor (approved by BOA and effective 7/1/2016 – Exhibit A);
•
Review salary comparables for the Board of Aldermen (approved by BOA and effective 7/1/2016
– Exhibit B);
•
Review salary comparables for the School Committee (Exhibit C);
•
Review salary of paid boards and commissions (Exhibit D);
•
Update the City non-union position grade rating manual (approved by BOA and effective
7/1/2016);
•
Revamp the City non-union salary classification scale (approved by BOA and effective 7/1/2016);
•
Develop and update City non-union position job descriptions;
•
Evaluate and designate all City non-union positions grade and step;
•
Develop a merit based program tied to step movement (approved by BOA and effective
7/1/2016); and
•
Make a recommendation on appropriate wages (Phase I, 50 of the 205 positions, approved by
BOA and effective 7/1/2016).
This salary and classification study establishes a salary structure that is competitive, revises and/or
updates all non-union job descriptions, revamps the non-union classification system, and ties non-union
step increases to an effective performance management program.
Methodology
The steps taken are as follows:
•
Rating positions based on the non-union position grade rating manual;
•
Reviewing comparable average median salary values to determine competitive salaries;
•
Linking competitive salaries to job expectations and therefore grade; and
•
Progressing salaries through a merit based step increase program.
Compensation Study
A salary survey was conducted to determine competitive market values in other similar municipalities.
The criterion that was used in determining comparable municipalities was equalization values.
Equalization value is the full and fair value of all the property in the community plus community asset
value. Additionally, all selected communities were previously recognized by the Joint Labor
Management Committee (JLMC) for union related comparison.
3 | P a g e
The Municipal Compensation Advisory Board voted to survey the following municipalities:
•
Arlington
•
Belmont
•
Brookline
•
Cambridge
•
Chelsea
•
Framingham
•
Lowell
•
Malden
•
Medford
•
Melrose
•
Newton
•
Quincy
•
Revere
•
Saugus
•
Waltham
•
Watertown
•
Winchester
The private sector average for non-union comparable jobs was also taken into consideration (this
average was taken from PayScale.com, GlassCeiling.com, Salary.com, and / or LinkedIn.com).
Additionally, where applicable, for positions in the Office of Strategic Planning and Community
Development salaries from the Boston Redevelopment Authority were considered.
Rating of City Non-Union Positions
All 205 non-union positions were graded using a point factor evaluation process. The factors evaluated
in order to assign appropriate grades were:
•
Supervision Required (What level of oversight is needed by its supervisor?)
•
Supervisory Responsibility (Does the position supervise staff and to what extent?)
•
Accountability (What is the level of impact if there is a mistake?)
•
Judgment (How much and what level of independent thinking is required?)
•
Complexity (Are there guidelines / protocols and to what extent?)
•
Confidentiality (To what extent does the position have access to confidential materials?)
•
Education Required (What level of education is required to hold the position?)
•
Experience Required (How many years of experience are needed to be successful in the role?)
•
Nature & Purpose of Contacts (What level are the contacts the position works with routinely?)
•
Work Environment (Is the work performed typically in the office or in the field?)
•
Hierarchal Placement of Position (Where does the position rate in comparison to its supervisor?)
The position grade rating manual is comprised of fourteen grades (NU1 – NU14) and groups positions
based on similar ratings in the above categories. Each position was assigned a point factor in the
categories above, then the points from each category were tallied, and in turn determined the grade for
the position. The grade classification of positions is contained in Exhibit E.
Note: The positions of Fire Chief (Chief Engineer), Police Chief, and Deputy Police Chiefs were not
included in this evaluation. The salaries for these positions are set by contracts.
4 | P a g e
Non-Union Salary Scale Creation
Each municipality has similar titles but the role and responsibility associated with the various titles can
be very different. Knowing this, starting salaries for each grade were applied based on the average
median for positions of similar role and responsibility levels. The average number of steps in comparable
communities were also reviewed and found to be an average of 13.5 grades. This resulted in the
creation of 14 grade scale. Steps for comparable communities varied from as little as 0 to 20. In an effort
to create a scale that will last for several years, the scale was built with 16 steps. Each step is 2% higher
than the previous step. This scale was approved by the Board of Aldermen and went into effect on July
1, 2016. This scale can be located in Exhibit F.
Non-Union Step Movement and Performance Management
The step scale was built to link with the City’s Non-Union Performance Management Program.
Comparable communities were surveyed and it was found that most communities offer an average of a
4% increase to non-union staff per year. The current merit rating system consists of 3 grades: (N) Needs
Improvement, (A) Meets Expectations, and (E) Exceeds Expectations. The majority of non-union
employees receive an A rating. This is good as an A rating reflects that the majority of our employees do
their jobs and they do them well. Since the scale is now at competitive rates, it is proposed, that
employees who receive an N rating receive no step movement, employees who receive an A rating will
move up 1 step, and employees who receive an E rating will move up 2 steps. The performance
management process is conducted on an annual basis, on a calendar year cycle, and with all employees
being reviewed at the same time each year.
Future Non-Union Scale Updates
The scale should be updated every 2 years at budget time by adding a new step at the end of the chart
and, if no one is on the first step, the first step will be stricken. This will allow the scale to have a long
shelf life.
Implementation
Phase I of the salary and classification study, which encompassed the Mayor, Board of Aldermen, and 50
of 205 City non-union positions, was approved by the Board of Aldermen and went into effect on July 1,
2016. For the 50 non-union positions, the turnover rate dropped tremendously to .04% (for the period
of July 1, 2016 – March 15, 2017). The average percentage increase for the City non-union group was
22.21% (Exhibit G). Note: These non-union positions were last reviewed in 2012 and were placed at
5 | P a g e
average minimum compensation levels, plus annual merit increases. The average merit increase was
less than 2% per year. These factors have caused many non-union salaries to fall behind, producing
significant recruiting and retention challenges for many positions.
Phase II of the salary and classification study encompassed paid Boards and Commissions, the School
Committee, and the remaining 157 City non-union positions, is recommended to go into effect as of July
1, 2017. The average percentage increase for the City non-union group is 9.19% (Exhibit H).
City non-union employees who were currently making more than step 1 of their new classification grade
were placed on the highest step closest to their current salary. This means these positions were found to
be paid competitively currently. Approximately 25% of the non-union staff fell into this category.
MCAB Review
The MCAB did a comprehensive review of the analysis. Below are some of the additional items that they
reviewed:
•
Which municipalities are successfully recruiting our employees away from Somerville
•
Tax base comparison
•
Building permit comparison
•
Non-Union aggregate salary value
•
Off hour meetings
•
Report requests of elected officials
•
Number of non-union employees approaching retirement age
•
Somerville’s rate of growth
•
Local rate of inflation
•
Exempt vs Non-Exempt statuses
•
Aggregate payroll value
•
Job description review
•
Past merit increase values
•
Past salary scale updates
•
Employee benefit analysis
•
Residency
Supporting responses and documentation of areas reviewed by the MCAB are supplied in the
appendices.
6 | P a g e
Exhibit A
Mayor – Analysis and Recommendation
Approved and effective: July 1, 2016
2016 Mayor / City Manager / Town Administrator Comparables
Community
Min Annual Salary
Max Annual Salary
Malden
$105,000.00
$112,000.00
Everett
$108,021.00
$108,021.00
Melrose
$125,000.00
$125,000.00
Saugus
$125,000.00
$131,000.00
Newton
$125,963.00
$125,963.00
Revere
$126,211.25
$130,000.00
Waltham
$130,313.00
$130,313.00
Medford
$142,000.00
$142,000.00
Somerville
$145,000.00
$145,000.00
Quincy
$150,000.00
$150,000.00
Arlington
$167,670.03
$177,729.02
Chelsea
$170,000.00
$170,000.00
Winchester
$170,000.00
$170,000.00
Watertown
$172,500.00
$172,500.00
Belmont
$173,452.00
$173,452.00
Lowell
$175,000.00
$175,000.00
Framingham
$187,640.00
$187,640.00
Brookline
$189,129.00
$189,129.00
Boston
$194,000.00
$194,000.00
Cambridge
$330,000.00
$330,000.00
Average
$161,415.75
$162,828.79
FY17 Recommendation:
$180,000.00
Difference
$35,000.00
7 | P a g e
Exhibit B
Board of Aldermen – Analysis and Recommendation
Approved and effective: July 1, 2016
2016 Aldermen / Selectmen / Councilor Comparables
Community
Min Annual
Salary
Max Annual
Salary
Notes
Framingham
$0.00
$0.00 Mileage Only
Winchester
$0.00
$0.00 Receives no compensation
Arlington
$3,000.00
$3,500.00
Brookline
$3,500.00
$4,500.00
Melrose
$4,000.00
$5,000.00 Plus up to $1000 annually in expenses
Belmont
$4,500.00
$5,000.00
Watertown
$5,000.00
$6,500.00
Newton
$9,750.00
$9,750.00
Chelsea
$14,000.00
$14,000.00
Saugus
$14,400.00
$14,400.00
Lowell
$15,000.00
$15,000.00
Revere
$16,408.00
$18,287.00
Plus up to $600 annually for expenses
and if eligible $6,800 a year for longevity
Malden
$17,500.00
$17,500.00
Waltham
$17,538.00
$18,038.00
Everett
$19,000.00
$19,000.00
Quincy
$22,500.00
$29,700.00 Plus up to $7200 annually for car payment
Somerville
$25,000.00
$25,000.00 Plus $3000 for expenses annually
Medford
$29,539.36
$32,500.00
Cambridge
$77,935.00
$77,335.00
Boston
$97,000.00
$97,000.00
Average
$19,503.70
$20,368.95
Current FY16:
Current Cost:
All BOA
$25,000.00
$275,000.00 Expenses - 3K
FY 17 Recommendation:
Cost:
President
$42,000.00
$42,000.00 Expenses - 3K
All Others
$40,000.00
$400,000.00 Expenses - 3K
Total:
$442,000.00
Difference:
$167,000.00
8 | P a g e
Exhibit C
School Committee – Analysis and Recommendation
FY2017 - School Committee
Community
Min Annual
Salary
Max Annual
Salary
Any additional perks? Expenses, Auto Allowance,
etc.
Framingham
$0.00
$0.00
Completely volunteer
Winchester
$0.00
$0.00
Completely volunteer
Arlington
$0.00
$0.00
Voluntary, no compensation
Brookline
$0.00
$0.00
Completely volunteer
Melrose
$0.00
$0.00
Conference expenses (not to exceed $5500 total,
first come first serve)
Belmont
$0.00
$0.00
None
Watertown
$3,200.00
$3,200.00
Benefit Eligible
Newton
$4,875.00
$4,875.00
No other perks
Chelsea
$7,000.00
$7,000.00
None
Saugus
$800.00
$1,800.00
Funding to attend annual MASC conference
(approx. $1000)
Lowell
$6,000.00
$6,080.00
Eligible for health insurance.
Becomes a member of MASC (approx.$80/yr)
Eligible for travel and conference expenses
Revere
$6,000.00
$12,500.00
$6000 expenses each , Eligible for health
insurance, longevity $100 - $500 / year
Malden
$7,000.00
$7,000.00
Expenses, etc.
Waltham
$10,875.00
$13,275.00
plus $2400 Expenses
Everett
$11,500.00
$11,500.00
None
Quincy
$9,000.00
$9,000.00
None
Somerville
$10,507.00
$12,307.00
plus $1500 annual expenses -- chair gets $1800.
Medford
$12,000.00
$13,200.00
Mayor is chair and makes $13,200
Cambridge
$38,679.00
$38,679.00
Expenses & Conference expense reimbursement -
no annual cap
Boston
$0.00
$7,500.00
Salary is optional. Also are reimbursed for
conference fees, related travel expenses, etc. no
annual cap. Line item cap of $12,200.
AVG All
$6,371.80
$7,395.80
AVG Paid
$9,802.77
$10,565.43
Current
FY17:
Current Total
Cost:
*Mayor is not stipended for School Committee
duties in Somerville
All School Committee (7
members)
$73,548.72
9 | P a g e
FY 18 Recommendation:
Cost:
Chair
$17,500.00
$6,993.00
All Others
$15,000.00
$90,000.00
Total:
$96,993.00
Difference:
$23,444.28
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Exhibit D
Paid Boards and Commissions
Title
Base Rate
M Salary
A Salary
Last Increase
Proposed
% Inc
Proposed
7/1/17 rate
960 - Asst. Clerk of
Committees
$55.00
7/1/2016
0.00%
N/A
Assessing Board
Member
$758.95
$9,107.40
1/31/2013
6.00%
$9,653.84
Assessing Board
Member
$758.95
$9,107.40
1/31/2013
6.00%
$9,653.84
Assistant Clerk of
Committees
$1,380.10
$16,561.20
1/31/2013
6.00%
$17,554.87
Board of Health Member
- Chair
$300.00
$3,600.00
1/31/2013
11.00%
$3,996.00
Board of Health Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Board of Health Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
City Clerk
$826.83
$9,921.96
12/29/2006
20.00%
$11,906.35
Clerk of Committees
$1,973.53
$23,682.36
1/31/2013
6.00%
$25,103.30
Condo Review Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Condo Review Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Condo Review Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Condo Review Board
Member - Chair
$300.00
$3,600.00
1/31/2013
11.00%
$3,996.00
Condo Review Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Election Commission
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Election Commission
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Election Commission
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
LGBTQ Liason
$577.04
$6,924.48
1/31/2013
6.00%
$7,339.95
Licensing Board Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Licensing Board Member
- Chair
$300.00
$3,600.00
1/31/2013
11.00%
$3,996.00
Licensing Board Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Municipal Hearing
Officer
$920.06
$11,040.72
1/31/2013
6.00%
$11,703.16
Planning Board Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
Planning Board Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
Planning Board Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
Planning Board Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
Planning Board Member
- Chair
$467.29
$5,607.48
1/31/2013
11.00%
$6,224.30
Redevelopment Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
11 | P a g e
Title
Base Rate
M Salary
A Salary
Last Increase
Proposed
% Inc
Proposed
7/1/17 rate
Redevelopment Board
Member - Chair
$300.00
$3,600.00
1/31/2013
11.00%
$3,996.00
Redevelopment Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Redevelopment Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member - Chair
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member - Expired
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Retirement Board
Member
$300.00
$3,600.00
1/31/2013
6.00%
$3,816.00
Traffic Commission Clerk
$275.00
$3,300.00
6/28/2013
6.00%
$3,498.00
ZBA Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
ZBA Member - Chair
$467.29
$5,607.48
1/31/2013
11.00%
$6,224.30
ZBA Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
ZBA Member
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
ZBA Member (alternate)
$233.65
$2,803.80
1/31/2013
6.00%
$2,972.03
ZBA Member (alternate)
$233.65
$2,803.80
1/31/2013
6.00%
$2,972.03
ZBA Member (alternate)
$467.29
$5,607.48
1/31/2013
6.00%
$5,943.93
Planning Board Member
- Alternate
$233.65
$2,803.80
1/31/2013
6.00%
$2,972.03
MPO Representative
$552.04
$6,624.48
1/31/2013
$10,000.00
Total: $267,813.45
Cost FY18: $20,477.25
12 | P a g e
Exhibit E
List of City Non-Union Titles by Grade Classification
Department
Title
Grade
Law
City Solicitor
NU01
OSPCD
Executive Director of SPCD
NU01
Department
Title
Grade
Auditing
Finance Director / City Auditor
NU02
IT
Chief Information Officer
NU02
Personnel
Director of Personnel
NU02
Telecommunications Director of Communications
NU02
Department
Title
Grade
Capital Projects
Director of Capital Projects
NU03
DPW
Commissioner of DPW
NU03
Executive Office
Chief of Staff
NU03
ISD
Director of Inspectional Services
NU03
T&P
Director of Traffic and Parking
NU03
Department
Title
Grade
Assessing
Chief Assessor & Chairman Board of
Assessors
NU04
DPW
Director of Operations DPW
NU04
Engineering
Director of Engineering
NU04
Executive Office
Director of Intergovernmental Affairs
NU04
HHS
Director of Health & Human Services
NU04
Law
Deputy City Solicitor
NU04
Library
Director of Libraries
NU04
SomerStat
Director of SomerStat
NU04
Treasury
Treasurer/Collector
NU04
Water & Sewer
Director of Water & Sewer
NU04
Department
Title
Grade
Auditing
Deputy City Auditor/Asst. Finance
Director
NU05
City Clerks
City Clerk
NU05
Constituent Services
Director of Constituent Services
NU05
13 | P a g e
Department
Title
Grade
DPW
Superintendent of Highways/Lights &
Lines
NU05
DPW
Superintendent of B&G
NU05
DPW
Superintendent of Fleet Management
NU05
IT
Deputy Director IT
NU05
Law
Assistant City Solicitor
NU05
Law
Chief Labor Counsel
NU05
OSPCD
Director Planning and Zoning
NU05
OSPCD
Director of Transportation &
Infrastructure
NU05
OSPCD
Director of Housing
NU05
OSPCD
Director of Economic Development
NU05
Purchasing
Director of Purchasing
NU05
Recreation
Director of Recreation
NU05
Sustainability
Director of OSE
NU05
Department
Title
Grade
Arts Council
Director of Arts Council
NU06
DPW
Director of Finance and Administration
NU06
Engineering
Assistant Director of Engineering
NU06
HHS
School Nurse Leader
NU06
OSPCD
Director of Finance and Administration
NU06
Personnel
Payroll Director
NU06
Personnel
Deputy Director of Personnel
NU06
Police
Senior IT Specialist
NU06
Telecommunications Deputy Director of Communications
NU06
Department
Title
Grade
Capital Projects
Preventive Maintenance Manager
NU07
Capital Projects
Capital Projects Manager
NU07
Capital Projects
Project Manager - Capital Construction
NU07
Capital Projects
Project Manager - Utilities
NU07
Elections
Chairman of Elections
NU07
HHS
Director of Human Services
NU07
IT
IT Project Manager
NU07
IT
Network Manager
NU07
Library
Deputy Director
NU07
OSPCD
Senior Planner - Zoning
NU07
OSPCD
Senior Planner
NU07
14 | P a g e
Department
Title
Grade
OSPCD
Project Manager Director of Parks
NU07
OSPCD
Senior Planner
NU07
OSPCD
Senior Planner - Landscape
NU07
OSPCD
Economic Development Specialist
NU07
OSPCD
Senior Economic Development Planner
NU07
OSPCD
Senior Planner Transportation &
Infrastructure
NU07
OSPCD
Urban Revitalization Specialist
NU07
SomerStat
Budget Manager
NU07
Department
Title
Grade
Assessing
Commercial Assessor
NU08
Council on Aging
Director of Council on Aging
NU08
Engineering
GIS Coordinator
NU08
Grants
Grants Development Manager
NU08
ISD
Deputy Director of ISD
NU08
OSPCD
Deputy Director of Housing
NU08
Personnel
Benefits Manager
NU08
Police
Senior Crime Analyst
NU08
Recreation
Director of Parks & Recreation
Operations
NU08
SomerStat
Community Preservation Act Manager
NU08
SomerStat
Principal Analyst
NU08
Telecommunications Webmaster/Web Developer
NU08
Veteran Services
Director of Veterans' Services
NU08
Water & Sewer
Field Operations Manager
NU08
Department
Title
Grade
Assessing
Manager of Residential Assessments
NU09
Communications
Public Information Officer
NU09
Executive Office
Executive Administrative Aide
NU09
Executive Office
Legislative Liaison
NU09
HHS
Director of Shape-Up Somerville
NU09
HHS
Manager of Diversity Equity & Inclusion
NU09
HHS
Director of Prevention Services
NU09
HHS
Clinical Youth Specialist
NU09
ISD
Zoning Review Planner
NU09
OSPCD
Senior Accountant
NU09
OSPCD
Housing Grants Manager
NU09
15 | P a g e
Department
Title
Grade
OSPCD
Planner - Historic Preservation
NU09
OSPCD
Lead Program Manager
NU09
OSPCD
Senior Accountant
NU09
OSPCD
Economic Development Assistant
NU09
OSPCD
Transportation Analyst
NU09
OSPCD
Planner / Urban Forestry & Landscape
NU09
OSPCD
Zoning Case Review Planner
NU09
OSPCD
Economic Development Assistant
NU09
Personnel
Manager of Employment Safety &
Training
NU09
Police
Financial Analyst
NU09
Police
Community Outreach & Harm
Reduction Director
NU09
Purchasing
Assistant Director of Purchasing
NU09
SomerStat
SomerStat Analyst
NU09
Sustainability
Sustainability Coordinator
NU09
Sustainability
Environmental Coordinator
NU09
T&P
Accountant/Business Analyst
NU09
T&P
Parking Clerk/Director of Operations
NU09
Telecommunications Director of City Cable Operations
NU09
Treasury
Tax Title Attorney
NU09
Treasury
Assistant Tax Collector
NU09
Water & Sewer
Water Engineer
NU09
Department
Title
Grade
Arts Council
Cultural Director
NU10
Assessing
Sales/Personal Prop Analyst
NU10
Assessing
Assessor Analyst
NU10
Auditing
Internal Auditor
NU10
Constituent Services
Call Center Manager
NU10
Executive Office
Administrative Aide
NU10
IT
IT Specialist/Public Safety
NU10
OSPCD
Executive Administrative Assistant
NU10
Personnel
Benefits Specialist
NU10
Purchasing
Construction Manager Purchasing
NU10
Purchasing
Procurement Analyst
NU10
Telecommunications Programmer
NU10
Treasury
Accountant
NU10
16 | P a g e
Department
Title
Grade
Arts Council
Special Events Manager
NU11
Auditing
Accounting Analyst
NU11
Capital Projects
Project Assistant
NU11
City Clerks
Archivist
NU11
Communications
Community Engagement Specialist
NU11
Council on Aging
Geriatric Social Worker
NU11
Council on Aging
Social Worker
NU11
Fire
Data Analyst
NU11
Grants
Grant Writer
NU11
HHS
Director of SomerPromise
NU11
HHS
Program Director
NU11
HHS
Community Services Manager
NU11
HHS
Social Worker/Family Services
NU11
HHS
Director of Tobacco Control
NU11
Law
ISD Paralegal
NU11
Law
Paralegal / Legal Assistant
NU11
Law
Legal Administrative Assistant
NU11
OSPCD
Sustainable Neighborhoods Program
Coordinator
NU11
OSPCD
Housing Programs Coordinator
NU11
OSPCD
Housing Rehab Program Manager
NU11
OSPCD
Program Compliance Officer
NU11
OSPCD
Lead Program Coordinator
NU11
OSPCD
Inclusionary Housing Specialist
NU11
OSPCD
Outreach Coordinator
NU11
Personnel
HR Generalist
NU11
Personnel
Payroll Coordinator
NU11
Personnel
Recruiter
NU11
Police
Clinical Coordinator
NU11
Police
I.T. Communications Specialist
NU11
Police
Crime Analyst
NU11
Recreation
Facilities Manager - Ice Rink
NU11
Recreation
Assistant Recreation Facilities Manager
NU11
Telecommunications Senior Program Director
NU11
Telecommunications Youth Arts Coordinator
NU11
Water & Sewer
Water Systems Analyst
NU11
Department
Title
Grade
Arts Council
Office Manager
NU12
Council on Aging
Health and Wellness Coordinator
NU12
17 | P a g e
Department
Title
Grade
Council on Aging
Administrative Assistant
NU12
Council on Aging
Program Coordinator
NU12
Council on Aging
Outreach Coordinator
NU12
HHS
Grants Analyst
NU12
HHS
Shape-Up-Somerville Coordinator
NU12
HHS
Coordinator - SomerPromise
NU12
OSPCD
Director of Historic Preservation
NU12
OSCPD
Historic Events Manager
NU12
OSPCD
Administrative Assistant ZBA
NU12
OSPCD
Program Specialist
NU12
Police
Victim Witness Advocate
NU12
Department
Title
Grade
Constituent Services
Customer Service Representative
NU13
Council on Aging
Center Director
NU13
OSPCD
Program Analyst
NU13
Police
Records Clerk
NU13
T&P
Hearing Officer
NU13
Treasury
Tax Title Administrative Assistant
NU13
Department
Title
Grade
HHS
Health Assistant
NU14
Recreation
Facilities Laborer Ice Rink
NU14
18 | P a g e
Exhibit F
City Non-Union Grade / Step Scale
Effective July 1, 2016
Non-Union Salary Scale
Grade
Step
NU1
NU2
NU3
NU4
NU5
NU6
1
Min
$140,000.00 $130,000.00 $120,000.00 $110,000.00
$
100,000.00
$
90,000.00
2
$
142,800.00
$
132,600.00
$
122,400.00
$
112,200.00
$
102,000.00
$
91,800.00
3
$
145,656.00
$
135,252.00
$
124,848.00
$
114,444.00
$
104,040.00
$
93,636.00
4
$
148,569.12
$
137,957.04
$
127,344.96
$
116,732.88
$
106,120.80
$
95,508.72
5
$
151,540.50
$
140,716.18
$
129,891.86
$
119,067.54
$
108,243.22
$
97,418.89
6
$
154,571.31
$
143,530.50
$
132,489.70
$
121,448.89
$
110,408.08
$
99,367.27
7
$
157,662.74
$
146,401.11
$
135,139.49
$
123,877.87
$
112,616.24
$
101,354.62
8
$
160,815.99
$
149,329.14
$
137,842.28
$
126,355.42
$
114,868.57
$
103,381.71
9
$
164,032.31
$
152,315.72
$
140,599.13
$
128,882.53
$
117,165.94
$
105,449.34
10
$
167,312.96
$
155,362.03
$
143,411.11
$
131,460.18
$
119,509.26
$
107,558.33
11
$
170,659.22
$
158,469.27
$
146,279.33
$
134,089.39
$
121,899.44
$
109,709.50
12
$
174,072.40
$
161,638.66
$
149,204.92
$
136,771.17
$
124,337.43
$
111,903.69
13
$
177,553.85
$
164,871.43
$
152,189.02
$
139,506.60
$
126,824.18
$
114,141.76
14
$
181,104.93
$
168,168.86
$
155,232.80
$
142,296.73
$
129,360.66
$
116,424.60
15
$
184,727.03
$
171,532.24
$
158,337.45
$
145,142.66
$
131,947.88
$
118,753.09
16
Max
$
188,421.57
$
174,962.88
$
161,504.20
$
148,045.52
$
134,586.83
$
121,128.15
19 | P a g e
Non-Union Salary Scale
Grade
Step
NU7
NU8
NU9
NU10
NU11
NU12
1
Min
$
85,000.00
$
80,000.00
$
75,000.00
$
65,000.00
$
60,000.00
$
50,000.00
2
$
86,700.00
$
81,600.00
$
76,500.00
$
66,300.00
$
61,200.00
$
51,000.00
3
$
88,434.00
$
83,232.00
$
78,030.00
$
67,626.00
$
62,424.00
$
52,020.00
4
$
90,202.68
$
84,896.64
$
79,590.60
$
68,978.52
$
63,672.48
$
53,060.40
5
$
92,006.73
$
86,594.57
$
81,182.41
$
70,358.09
$
64,945.93
$
54,121.61
6
$
93,846.87
$
88,326.46
$
82,806.06
$
71,765.25
$
66,244.85
$
55,204.04
7
$
95,723.81
$
90,092.99
$
84,462.18
$
73,200.56
$
67,569.75
$
56,308.12
8
$
97,638.28
$
91,894.85
$
86,151.43
$
74,664.57
$
68,921.14
$
57,434.28
9
$
99,591.05
$
93,732.75
$
87,874.45
$
76,157.86
$
70,299.56
$
58,582.97
10
$
101,582.87
$
95,607.41
$
89,631.94
$
77,681.02
$
71,705.55
$
59,754.63
11
$
103,614.53
$
97,519.55
$
91,424.58
$
79,234.64
$
73,139.67
$
60,949.72
12
$
105,686.82
$
99,469.94
$
93,253.07
$
80,819.33
$
74,602.46
$
62,168.72
13
$
107,800.55
$
101,459.34
$
95,118.13
$
82,435.72
$
76,094.51
$
63,412.09
14
$
109,956.56
$
103,488.53
$
97,020.50
$
84,084.43
$
77,616.40
$
64,680.33
15
$
112,155.69
$
105,558.30
$
98,960.91
$
85,766.12
$
79,168.73
$
65,973.94
16
Max
$
114,398.81
$
107,669.47
$
100,940.13
$
87,481.44
$
80,752.10
$
67,293.42
20 | P a g e
Non-Union Salary Scale
Grade
Step
NU13
NU14
1
Min
$
45,000.00
$
40,000.00
2
$
45,900.00
$
40,800.00
3
$
46,818.00
$
41,616.00
4
$
47,754.36
$
42,448.32
5
$
48,709.45
$
43,297.29
6
$
49,683.64
$
44,163.23
7
$
50,677.31
$
45,046.50
8
$
51,690.86
$
45,947.43
9
$
52,724.67
$
46,866.38
10
$
53,779.17
$
47,803.70
11
$
54,854.75
$
48,759.78
12
$
55,951.84
$
49,734.97
13
$
57,070.88
$
50,729.67
14
$
58,212.30
$
51,744.27
15
$
59,376.54
$
52,779.15
16
Max
$
60,564.08
$
53,834.73
21 | P a g e
Exhibit G
City Non-Union FY17 Proposal (Phase I)
Approved and effective: July 1, 2016
Dept
title
FY17 Merit w/o
MCAB
Recommendation
Ann Sal
Final Grade
Final Step
FY17 Proposed
Wage Increase P1
Wage % Increase
Arts Council
Director of Arts Council
$76,039.71 NU06
1
$90,000.00
$13,960.29
18.36%
Arts Council
Cultural Director
$62,303.51 NU10
1
$65,000.00
$2,696.49
4.33%
Arts Council
Office Manager
$48,509.85 NU12
1
$50,000.00
$1,490.15
3.07%
Auditing
Finance Director / City Auditor
$113,391.97 NU02
1
$130,000.00
$16,608.03
14.65%
Capital Projects
Director of Capital Projects
$106,859.94 NU03
1
$120,000.00
$13,140.06
12.30%
Constituent Servi Call Center Manager
$57,052.73 NU10
1
$65,000.00
$7,947.27
13.93%
DPW
Director of Finance and Administration
$80,046.21 NU06
1
$90,000.00
$9,953.79
12.44%
Engineering
Assistant Director of Engineering
$75,324.85 NU06
1
$90,000.00
$14,675.15
19.48%
Engineering
Director of Engineering
$91,701.40 NU04
1
$110,000.00
$18,298.60
19.95%
Executive Office Chief of Staff
$104,230.24 NU03
1
$120,000.00
$15,769.76
15.13%
Executive Office Intergovernmental Affairs Director
$85,559.79 NU04
1
$110,000.00
$24,440.21
28.57%
Executive Office Executive Administrative Aide
$60,553.43 NU09
1
$75,000.00
$14,446.57
23.86%
Executive Office Administrative Aide
$52,204.65 NU10
1
$65,000.00
$12,795.35
24.51%
Grants
Grants Development Manager
$64,229.55 NU08
1
$80,000.00
$15,770.45
24.55%
HHS
Director of Health & Human Services
$104,231.32 NU04
1
$110,000.00
$5,768.68
5.53%
ISD
Zoning Review Planner
$53,872.29 NU09
1
$75,000.00
$21,127.71
39.22%
ISD
Deputy Director of ISD
$71,992.68 NU08
1
$80,000.00
$8,007.32
11.12%
OSPCD
Executive Director of SPCD
$132,266.52 NU01
1
$140,000.00
$7,733.48
5.85%
OSPCD
Director Planning and Zoning
$91,284.47 NU05
1
$100,000.00
$8,715.53
9.55%
OSPCD
Director of Transportation & Infrastructu
$85,216.98 NU05
1
$100,000.00
$14,783.02
17.35%
OSPCD
Senior Planner - Zoning
$66,454.74 NU07
1
$85,000.00
$18,545.26
27.91%
OSPCD
Senior Planner
$63,278.38 NU07
1
$85,000.00
$21,721.62
34.33%
OSPCD
Deputy Director of Housing
$76,312.25 NU08
1
$80,000.00
$3,687.75
4.83%
OSPCD
Housing Grants Manager
$71,437.83 NU09
1
$75,000.00
$3,562.17
4.99%
OSPCD
Planner - Historic Preservation
$56,531.90 NU09
1
$75,000.00
$18,468.10
32.67%
OSPCD
Director of Housing
$86,287.53 NU05
1
$100,000.00
$13,712.47
15.89%
OSPCD
Director of Economic Development
$82,400.02 NU05
1
$100,000.00
$17,599.98
21.36%
OSPCD
Project Manager Director of Parks
$73,672.68 NU07
1
$85,000.00
$11,327.32
15.38%
OSPCD
Senior Planner
$66,454.80 NU07
1
$85,000.00
$18,545.20
27.91%
OSPCD
Senior Planner Landscape
$66,454.79 NU07
1
$85,000.00
$18,545.21
27.91%
OSPCD
Economic Development Specialist
$61,800.00 NU07
1
$85,000.00
$23,200.00
37.54%
OSPCD
Senior Economic Development Planner
$63,899.29 NU07
1
$85,000.00
$21,100.71
33.02%
OSPCD
Planner Historic Preservation
$52,732.35 NU09
1
$75,000.00
$22,267.65
42.23%
OSPCD
Economic Development Assistant
$52,990.29 NU09
1
$75,000.00
$22,009.71
41.54%
OSPCD
Transportation Analyst
$51,500.00 NU09
1
$75,000.00
$23,500.00
45.63%
OSPCD
Executive Administrative Assistant
$51,950.33 NU10
1
$65,000.00
$13,049.67
25.12%
OSPCD
Senior Planner Transportation & Infrastru
$63,892.80 NU07
1
$85,000.00
$21,107.20
33.04%
22 | P a g e
Dept
title
FY17 Merit w/o
MCAB
Recommendation
Ann Sal
Final Grade
Final Step
FY17 Proposed
Wage Increase P1
Wage % Increase
OSPCD
Urban Revitalization Specialist
$63,589.10 NU07
1
$85,000.00
$21,410.90
33.67%
OSPCD
Planner / Urban Forestry & Landscape
$53,263.82 NU09
1
$75,000.00
$21,736.18
40.81%
OSPCD
Zoning Case Review Planner
$52,602.56 NU09
1
$75,000.00
$22,397.44
42.58%
OSPCD
Economic Development Assistant
$51,500.00 NU09
1
$75,000.00
$23,500.00
45.63%
Police
Clinical Coordinator
$35,668.37 NU11
1
$42,750.00
$7,081.63
19.85%
Recreation
Director of Recreation
$95,848.11 NU05
1
$100,000.00
$4,151.89
4.33%
SomerStat
Director of SomerStat
$87,773.53 NU04
1
$110,000.00
$22,226.47
25.32%
Telecommunicati Deputy Director of Communications
$68,464.01 NU06
1
$90,000.00
$21,535.99
31.46%
Telecommunicati Webmaster/Web Developer
$53,249.31 NU08
1
$80,000.00
$26,750.69
50.24%
Arts Council
Special Events Manager
$61,435.59 NU11
1
$61,435.59
$0.00
0.00%
HHS
Director of SomerPromise
$47,753.29 NU11
1
$47,753.29
$0.00
0.00%
DPW
Superintendent of Water + Sewer
$82,400.00 NU04
1
$100,000.00
$17,600.00
21.36%
$3,478,469.76
$4,206,938.88
$728,469.12
22.21%
23 | P a g e
Exhibit H
City Non-Union F18 Proposal (Phase II)
Dept
title
FY17 Ann Sal
Final Grade
Final Step
FY18 Proposed
Wage Increase P2
Wage % Increase
Arts Council
Special Events Manager
$61,200.36 NU11
3
$62,424.00
$1,223.64
2.00%
Assessing
Chief Assessor & Chairman Board of Asse
$96,809.44 NU04
1
$110,000.00
$13,190.56
13.63%
Assessing
Manager of Residential Assessments
$68,121.56 NU09
1
$75,000.00
$6,878.44
10.10%
Assessing
Assessor Analyst
$61,050.08 NU10
1
$65,000.00
$3,949.92
6.47%
Assessing
Sales/Personal Prop Analyst
$63,035.96 NU10
1
$65,000.00
$1,964.04
3.12%
Assessing
Commercial Assessor
$80,000.00 NU08
1
$80,000.00
$0.00
0.00%
Auditing
Deputy City Auditor/Asst. Finance Direct
$98,497.36 NU05
1
$100,000.00
$1,502.64
1.53%
Auditing
Accounting Analyst
$61,799.92 NU11
3
$62,424.00
$624.08
1.01%
Auditing
Internal Auditor
$67,299.44 NU10
3
$67,626.00
$326.56
0.49%
Capital Projects
Project Assistant
$53,861.08 NU11
1
$60,000.00
$6,138.92
11.40%
Capital Projects
Preventive Maintenance Manager
$81,399.76 NU07
1
$85,000.00
$3,600.24
4.42%
Capital Projects
Project Manager - Utilities
$82,084.60 NU07
1
$85,000.00
$2,915.40
3.55%
Capital Projects
Project Manager Capital Construction
$82,400.24 NU07
1
$85,000.00
$2,599.76
3.16%
Capital Projects
Capital Projects Manager
$94,881.28 NU07
7
$95,723.81
$842.53
0.89%
City Clerks
City Clerk
$94,187.08 NU05
1
$100,000.00
$5,812.92
6.17%
City Clerks
Archivist
$54,901.60 NU11
1
$60,000.00
$5,098.40
9.29%
Communications Public Information Officer
$61,799.92 NU09
1
$75,000.00
$13,200.08
21.36%
Communications Community Engagement Specialist-Haitia
$52,539.76 NU11
1
$60,000.00
$7,460.24
14.20%
Communications Community Engagement Specialist Portu
$54,106.00 NU11
1
$60,000.00
$5,894.00
10.89%
Communications Community Engagement Specialist Spani
$54,106.00 NU11
1
$60,000.00
$5,894.00
10.89%
Communications Community Engagement Specialist
$60,683.48 NU11
2
$61,200.00
$516.52
0.85%
Constituent Servi Director of Constituent Services
$88,535.20 NU05
1
$100,000.00
$11,464.80
12.95%
Constituent Servi Customer Service Representative
$41,200.12 NU13
1
$45,000.00
$3,799.88
9.22%
Constituent Servi Customer Service Representative
$41,200.12 NU13
1
$45,000.00
$3,799.88
9.22%
Constituent Servi Customer Service Representative
$41,200.12 NU13
1
$45,000.00
$3,799.88
9.22%
Constituent Servi Customer Service Representative
$41,330.12 NU13
1
$45,000.00
$3,669.88
8.88%
Constituent Servi Customer Service Representative
$41,334.28 NU13
1
$45,000.00
$3,665.72
8.87%
Constituent Servi Customer Service Representative
$45,029.92 NU13
2
$45,900.00
$870.08
1.93%
Constituent Servi Customer Service Representative
$48,833.20 NU13
6
$49,683.64
$850.44
1.74%
Council on Aging Center Director
$36,316.80 NU13
1
$45,000.00
$8,683.20
23.91%
Council on Aging Director of Council on Aging
$75,423.40 NU08
1
$80,000.00
$4,576.60
6.07%
Council on Aging Administrative Assistant
$45,467.76 NU12
1
$50,000.00
$4,532.24
9.97%
Council on Aging Health and Wellness Coordinator
$48,470.76 NU12
1
$50,000.00
$1,529.24
3.15%
Council on Aging Geriatric Social Worker
$62,890.36 NU11
4
$63,672.48
$782.12
1.24%
Council on Aging Social Worker
$61,799.92 NU11
3
$62,424.00
$624.08
1.01%
Council on Aging Program Coordinator
$39,187.20 NU12
4
$39,795.30
$608.10
1.55%
Council on Aging Outreach Coordinator
$37,705.20 NU12
2
$38,250.00
$544.80
1.44%
DPW
Director of Fleet Management
$82,620.72 NU05
1
$100,000.00
$17,379.28
21.04%
24 | P a g e
Dept
title
FY17 Ann Sal
Final Grade
Final Step
FY18 Proposed
Wage Increase P2
Wage % Increase
DPW
Director of Operations DPW
$96,684.64 NU04
1
$110,000.00
$13,315.36
13.77%
DPW
Commissioner of DPW
$109,961.28 NU03
1
$120,000.00
$10,038.72
9.13%
DPW
Superintendent of Highways/Lights & Lin
$90,060.36 NU05
1
$100,000.00
$9,939.64
11.04%
DPW
Superintendent of B&G
$91,212.16 NU05
1
$100,000.00
$8,787.84
9.63%
Elections
Chairman of Elections
$75,608.52 NU07
1
$85,000.00
$9,391.48
12.42%
Engineering
GIS Coordinator
$69,310.28 NU08
1
$80,000.00
$10,689.72
15.42%
Executive Office Legislative Liaison
$71,721.52 NU09
1
$75,000.00
$3,278.48
4.57%
Fire
Data Analyst
$70,820.36 NU11
10
$71,705.55
$885.19
1.25%
Grants
Grant Writer
$65,975.00 NU11
16
$65,975.00
$0.00
0.00%
HHS
Director of SomerPromise
$47,570.12 NU11
5
$48,709.07
$1,138.95
2.39%
HHS
School Nurse Leader
$74,109.88 NU06
1
$90,000.00
$15,890.12
21.44%
HHS
Director of Human Services
$70,181.28 NU07
1
$85,000.00
$14,818.72
21.11%
HHS
Director of Prevention Services
$63,825.32 NU09
1
$75,000.00
$11,174.68
17.51%
HHS
Manager of Diversity Equity & Inclusion
$65,592.28 NU09
1
$75,000.00
$9,407.72
14.34%
HHS
Clinical Youth Specialist
$66,221.48 NU09
1
$75,000.00
$8,778.52
13.26%
HHS
Director of Tobacco Control
$52,020.28 NU11
1
$60,000.00
$7,979.72
15.34%
HHS
Director of Shape-Up Somerville
$68,121.56 NU09
1
$75,000.00
$6,878.44
10.10%
HHS
Health Assistant
$36,050.00 NU14
1
$40,000.00
$3,950.00
10.96%
HHS
Program Director
$56,144.40 NU11
1
$60,000.00
$3,855.60
6.87%
HHS
Shape-Up-Somerville Coordinator
$52,401.44 NU12
4
$53,060.40
$658.96
1.26%
HHS
Community Services Manager
$61,799.92 NU11
3
$62,424.00
$624.08
1.01%
HHS
Social Worker/Family Services
$61,799.92 NU11
3
$62,424.00
$624.08
1.01%
HHS
Coordinator - SomerPromise
$30,831.84 NU12
3
$31,212.00
$380.16
1.23%
HHS
Grants Analyst
$59,571.20 NU12
10
$59,754.63
$183.43
0.31%
ISD
Superintendent of Inspectional Services
$100,296.04 NU03
1
$120,000.00
$19,703.96
19.65%
IT
Cheif Information Officer
$108,864.08 NU02
1
$130,000.00
$21,135.92
19.41%
IT
Deputy Director IT
$82,819.88 NU05
1
$100,000.00
$17,180.12
20.74%
IT
IT Specialist/Public Safety
$51,499.76 NU10
1
$65,000.00
$13,500.24
26.21%
IT
IT Project Manager
$78,318.24 NU07
1
$85,000.00
$6,681.76
8.53%
IT
Network Manager
$80,684.76 NU07
1
$85,000.00
$4,315.24
5.35%
Law
City Solicitor
$114,610.60 NU01
1
$140,000.00
$25,389.40
22.15%
Law
Assistant City Solicitor
$82,399.72 NU05
1
$100,000.00
$17,600.28
21.36%
Law
Deputy City Solicitor
$96,515.64 NU04
1
$110,000.00
$13,484.36
13.97%
Law
Assistant City Solicitor
$88,266.88 NU05
1
$100,000.00
$11,733.12
13.29%
Law
Assistant City Solicitor
$92,680.12 NU05
1
$100,000.00
$7,319.88
7.90%
Law
Chief Labor Counsel
$93,683.20 NU05
1
$100,000.00
$6,316.80
6.74%
Law
ISD Paralegal
$53,984.84 NU11
1
$60,000.00
$6,015.16
11.14%
Law
Paralegal / Legal Assistant
$45,241.04 NU11
11
$45,712.29
$471.25
1.04%
Law
Legal Administrative Assistant
$63,435.32 NU11
4
$63,672.48
$237.16
0.37%
Library
Director of Libraries
$98,520.24 NU04
1
$110,000.00
$11,479.76
11.65%
Library
Deputy Director
$75,418.72 NU07
1
$85,000.00
$9,581.28
12.70%
OSPCD
Senior Accountant
$63,344.84 NU09
1
$75,000.00
$11,655.16
18.40%
OSPCD
Housing Programs Coordinator
$51,499.76 NU11
1
$60,000.00
$8,500.24
16.51%
OSPCD
Outreach Coordinator
$51,499.76 NU11
1
$60,000.00
$8,500.24
16.51%
OSPCD
Housing Program Coordinator
$52,288.60 NU11
1
$60,000.00
$7,711.40
14.75%
25 | P a g e
Dept
title
FY17 Ann Sal
Final Grade
Final Step
FY18 Proposed
Wage Increase P2
Wage % Increase
OSPCD
Program Compliance Officer
$52,400.92 NU11
1
$60,000.00
$7,599.08
14.50%
OSPCD
Senior Accountant
$67,578.68 NU09
1
$75,000.00
$7,421.32
10.98%
OSPCD
Inclusionary Housing Specialist
$53,056.64 NU11
1
$60,000.00
$6,943.36
13.09%
OSPCD
Housing Rehab Program Manager
$53,067.04 NU11
1
$60,000.00
$6,932.96
13.06%
OSPCD
Lead Program Manager
$68,121.56 NU09
1
$75,000.00
$6,878.44
10.10%
OSPCD
Administrative Assistant ZBA
$44,170.36 NU12
1
$50,000.00
$5,829.64
13.20%
OSPCD
Director of Finance and Administration
$84,547.32 NU06
1
$90,000.00
$5,452.68
6.45%
OSPCD
Housing Programs Coordinator
$55,766.32 NU11
1
$60,000.00
$4,233.68
7.59%
OSPCD
Sustainable Neighborhoods Program Coo
$56,299.88 NU11
1
$60,000.00
$3,700.12
6.57%
OSPCD
Program Specialist
$55,206.84 NU12
7
$56,308.12
$1,101.28
1.99%
OSPCD
Housing Rehab Program Manager
$65,592.28 NU11
6
$66,244.85
$652.57
0.99%
OSPCD
Director of Historic Preservation
$56,990.96 NU12
8
$57,434.28
$443.32
0.78%
OSPCD
Program Analyst
$35,319.44 NU13
15
$35,625.92
$306.48
0.87%
OSPCD
Lead Program Coordinator
$63,671.92 NU11
4
$63,672.48
$0.56
0.00%
Personnel
Director of Personnel
$114,610.60 NU02
1
$130,000.00
$15,389.40
13.43%
Personnel
Payroll Director
$78,089.96 NU06
1
$90,000.00
$11,910.04
15.25%
Personnel
HR Generalist/Office Manager
$51,499.76 NU11
1
$60,000.00
$8,500.24
16.51%
Personnel
Payroll Coordinator
$51,499.76 NU11
1
$60,000.00
$8,500.24
16.51%
Personnel
Deputy Director of Personnel
$82,400.24 NU06
1
$90,000.00
$7,599.76
9.22%
Personnel
Payroll Coordinator
$52,787.28 NU11
1
$60,000.00
$7,212.72
13.66%
Personnel
Benefits Manager
$74,391.72 NU08
1
$80,000.00
$5,608.28
7.54%
Personnel
HR Generalist/Civil Service Manager
$58,014.32 NU11
1
$60,000.00
$1,985.68
3.42%
Personnel
Manager of Employment Safety & Trainin
$73,039.20 NU09
1
$75,000.00
$1,960.80
2.68%
Personnel
Benefits Specialist
$63,330.80 NU10
1
$65,000.00
$1,669.20
2.64%
Personnel
Recruiter
$30,898.40 NU11
3
$31,212.00
$313.60
1.01%
Police
Senior IT Specialist
$66,950.00 NU06
1
$90,000.00
$23,050.00
34.43%
Police
Financial Analyst
$63,516.96 NU09
1
$75,000.00
$11,483.04
18.08%
Police
Senior Crime Analyst
$70,331.04 NU08
1
$80,000.00
$9,668.96
13.75%
Police
Victim Witness Advocate
$41,921.36 NU12
1
$50,000.00
$8,078.64
19.27%
Police
Crime Analyst
$52,020.28 NU11
1
$60,000.00
$7,979.72
15.34%
Police
I.T. Communications Specialist
$52,412.88 NU11
1
$60,000.00
$7,587.12
14.48%
Police
Community Outreach & Harm Reduction
$71,042.92 NU09
1
$75,000.00
$3,957.08
5.57%
Police
Records Clerk
$44,051.28 NU13
1
$45,000.00
$948.72
2.15%
Purchasing
Director of Purchasing
$87,417.72 NU05
1
$100,000.00
$12,582.28
14.39%
Purchasing
Assistant Director of Purchasing
$72,000.24 NU09
1
$75,000.00
$2,999.76
4.17%
Purchasing
Procurement Analyst
$63,984.96 NU10
1
$65,000.00
$1,015.04
1.59%
Purchasing
Construction Manager Purchasing
$65,000.00 NU10
1
$65,000.00
$0.00
0.00%
Recreation
Assistant Recreation Facilities Manager
$50,000.00 NU11
1
$60,000.00
$10,000.00
20.00%
Recreation
Facilities Laborer Ice Rink
$24,752.00 NU14
1
$28,000.00
$3,248.00
13.12%
Recreation
Outreach Coordinator
$52,147.16 NU12
4
$53,060.40
$913.24
1.75%
Recreation
Program Coordinator
$51,499.76 NU12
3
$52,020.00
$520.24
1.01%
Recreation
Program Coordinator
$51,499.76 NU12
3
$52,020.00
$520.24
1.01%
Recreation
Outreach Coordinator
$52,670.80 NU12
4
$53,060.40
$389.60
0.74%
Recreation
Program Coordinator
$36,050.56 NU12
3
$36,414.00
$363.44
1.01%
Recreation
Temp Facilities Manager - Ice Rink
$70,158.92 NU11
9
$70,299.56
$140.64
0.20%
26 | P a g e
Dept
title
FY17 Ann Sal
Final Grade
Final Step
FY18 Proposed
Wage Increase P2
Wage % Increase
SomerStat
Budget Manager
$67,460.64 NU07
1
$85,000.00
$17,539.36
26.00%
SomerStat
SomerStat Analyst
$61,800.00 NU09
1
$75,000.00
$13,200.00
21.36%
SomerStat
SomerStat Analyst
$63,035.96 NU09
1
$75,000.00
$11,964.04
18.98%
SomerStat
Community Preservation Act Manager
$68,973.32 NU08
1
$80,000.00
$11,026.68
15.99%
SomerStat
Principal Analyst
$77,698.40 NU08
1
$80,000.00
$2,301.60
2.96%
Sustainability
Director of OSE
$87,437.48 NU05
1
$100,000.00
$12,562.52
14.37%
Sustainability
Sustainability Coordinator
$66,950.00 NU09
1
$75,000.00
$8,050.00
12.02%
Sustainability
Environmental Coordinator
$76,537.24 NU09
3
$78,030.00
$1,492.76
1.95%
T&P
Director of Traffic & Parking
$102,802.96 NU03
1
$120,000.00
$17,197.04
16.73%
T&P
Accountant/Business Analyst
$63,666.72 NU09
1
$75,000.00
$11,333.28
17.80%
T&P
Hearing Officer
$30,605.12 NU13
1
$31,500.00
$894.88
2.92%
T&P
Hearing Officer Part Time
$26,415.48 NU13
10
$26,889.59
$474.11
1.79%
T&P
Parking Clerk/Director of Operations
$77,698.40 NU09
3
$78,030.00
$331.60
0.43%
Telecommunicati Director of Communications
$104,816.92 NU02
1
$130,000.00
$25,183.08
24.03%
Telecommunicati Programmer
$56,833.92 NU10
1
$65,000.00
$8,166.08
14.37%
Telecommunicati Director of City Cable Operations
$68,243.76 NU09
1
$75,000.00
$6,756.24
9.90%
Telecommunicati Youth Arts Coordinator
$71,014.84 NU11
10
$71,705.55
$690.71
0.97%
Telecommunicati Senior Program Director
$62,333.96 NU11
3
$62,424.00
$90.04
0.14%
Treasury
Assistant Tax Collector
$63,996.40 NU09
1
$75,000.00
$11,003.60
17.19%
Treasury
Treasurer/Collector
$104,999.96 NU04
1
$110,000.00
$5,000.04
4.76%
Treasury
Tax Title Administrative Assistant
$25,000.00 NU13
1
$28,125.00
$3,125.00
12.50%
Treasury
Accountant
$65,355.68 NU10
2
$66,300.00
$944.32
1.44%
Treasury
Tax Title Attorney
$56,910.88 NU09
11
$57,140.36
$229.48
0.40%
Veteran Services Director of Veterans' Services
$71,026.80 NU08
1
$80,000.00
$8,973.20
12.63%
Water & Sewer
Director of Water + Sewer
$108,243.00 NU04
1
$110,000.00
$1,757.00
1.62%
Water & Sewer
Water Engineer
$66,950.00 NU09
1
$75,000.00
$8,050.00
12.02%
Water & Sewer
Field Operations Manager
$77,698.21 NU08
1
$80,000.00
$2,301.79
2.96%
Water & Sewer
Water Systems Analyst
$67,907.84 NU11
8
$68,921.14
$1,013.30
1.49%
$10,220,971.89
$11,188,210.31
$967,238.42
9.19%
27 | P a g e
Appendix
MCAB Questions and Responses:
1. Where are we losing employees to and why? Arlington, Cambridge, Revere, Brookline, Melrose, and the
Boston Redevelopment Authority when it comes to staff in OSPCD.
2. What is our tax base compared to other communities? The average tax base for 2016 is 132,779,290.22,
Somerville’s is 129,147,863.00; which is higher than 12 of our 18 comparable communities.
3. How many building permits does Somerville do in comparison to our comparable communities? The
average amount of permits for our comparable communities is 1842 per year; last year we did 1841 which
was higher than 10 of our 18 comparable communities.
4. What is the aggregate salary for the City’s non-union workforce? FY16 15,777,307.52
5. How many grades and pay steps exist in other communities? The average amounts of grades are 13.5 and
steps are 9.08. Previously we had 7 grades and 20 steps and the proposed is 14 grades and 16 steps.
6. How much interaction do OSPCD employees in comparable communities have with their elected officials?
Most communities either have very infrequent interactions or frequent whereas Somerville has very
frequent interactions.
7. How many off-hour meetings are OSPCD employees in comparable communities required to attend?
Most communities have staff attend 1-2 meeting per month whereas Somerville staff attends
approximately 6 per month.
8. In comparable communities how many reports does staff generate at request of elected officials or from
public meetings? Most communities generate 1 or less per month whereas Somerville generates
approximately 2 per month.
9. How many non-union employees are approaching retirement age? Currently, there are 17 active non-
union employees (8% of the non-union workforce) who are at the eligible retirement age with that
number increasing by an average of 4 employees per year through 2030.
10. What is the trending percentage of turnover by department? The average department turnover rate is
13.19% (through March of 2017).
11. What is Somerville’s rate of growth, based on revenue, since 2012? The average rate of growth in
Somerville for 2013, 2014, and 2015 is 5.54%.
12. What is the rate of inflation around the cost of living in the greater Boston area? The average rate of
inflation has been 1.17%.over the last 5 years.
28 | P a g e
13. Are there any laws about bonuses for municipal employees? This can be done but not on an ad hoc basis
with that in mind it is best to stick with a merit increase system rather than a bonus system.
14. Who is non-exempt vs. exempt? The majority of non-union positions are exempt which means that these
position do not receive overtime. Only 25% of the non-union work force is non-exempt.
15. What is the aggregate non-union payroll value by year starting in 2012 to present? In FY13 it was
8,765,252.08, FY14 11,752,130.00, FY15 13,682,659.12, FY16 15,777,307.52, and FY17 $16,587,282 – with
an average increase of a 21.94% increase per year and an overall increase of 65.81%.
16. When and how much was the increase for non-union employees since 2012?
•
Since the study all non-union employees received merit increases 3 times – 7/1/2014, 7/1/2015,
and soon (assuming BOA approval) 7/1/2016.
•
The merit increase effective 7/1/2014 was for performance over 2 years, the period of 7/1/2012
– 6/30/2013 & 7/1/2013 – 6/30/2014, the average increase was 1.59% for each year and was not
retroactive.
•
The merit increase effective 7/1/2015, for the performance period of 7/1/2014 – 6/30/2015, the
average increase for this period was 2.16%.
•
The pending merit increase effective 7/1/2016, for the performance period of 7/1/2015 –
12/31/2015 (switching to a calendar year format), the average increase for this period was
2.32%.
•
The average increase for comparable communities is 4%. Most communities provide step
increases and COLA. Somerville is the only one in our comparable community list that gives
merit. Somerville does not provide any other form of increase for non-union staff.
17. When and how much as the salary scale been updated and was current staff adjusted on to the updated
scale? The salary scale was updated once in July of 2015 by 3% but only affected new hires not existing
non-union employees.
18. Has there been analysis on benefits that the City provides? During the summer of 2014, the City worked
with students at Brandeis University to evaluate this and found that the City’s overall benefits package is
in line with what our comparable communities provide.
19. How does Somerville disperse the expense account to the school committee? The allowed
expense amount is dispersed via a stipend.
20. What percentage does non-union staff makeup of the municipal budget? All City appropriated
projected employee earnings for FY17 totaled $60,817,161. Of that, $16,587,282 (or 27%) is for
non-union staff. Please note the non-union employees are predominantly made up of middle
management and higher.
21. How many employees report to the DPW Commissioner as compared to the Director of ISD? ISD
Consists of 27 employees (including the Director) and DPW consists of 101 employees (including
the Commissioner and Superintendents)
29 | P a g e
22. Does the Director of ISD’s CBO (certified building officer) require recertification? If so, how
often? 3 years. In order to maintain the required CBO 45 CEC’s must be completed in the 3 year
period (min of 10 in category 1, the rest from category 2).
23. How many divisions does the DPW Commissioner and the Director of ISD oversee? ISD oversees
4: Admin, Health, Weights & Measures, and Building (no superintendents) and DPW oversees 6:
Admin, B&G, Highway, Custodians, Lights and Lines, and Fleet (Note: DPW has 5
Superintendents / Division Directors).
24. How often do each of the paid boards and commissions meet?
•
Board of Assessors: 20 meetings/year
•
Board of Health: 10 meetings/year
•
Condo Review Board: 12 meetings/year
•
Election Commission: 5 meetings/year
•
Licensing Commission: 11 meetings/year
•
Planning Board: 22 meetings/year
•
Redevelopment Authority: 12 meetings/year
•
Zoning Board of Appeals: 22 meetings/year
25. At what annual value does one become retirement eligible? $5,000.00; anything less does not
count toward creditable service.
26. Does board service count as 1 year of service relative to retirement? 12 months gives 1 year
credible service for those boards and commissions that are eligible. Boards that are currently
eligible are:
•
Assessing Board
•
Planning Board
•
School Committee
•
Zoning Board of Appeals
•
MPO Representative
27. How many of the full-time non-union employees live in Somerville? 48% of non-union staff
resides in Somerville.
30 | P a g e
Other Data Tables
Comparative Wage Grade Data Summary
Comparable Communities Tax Base
Title
Department
Minimum Salary
Mid
Maximum Salary Proposed Grade
Executive Director of Community Development
Community Development
$120,499.94
$137,115.20
$153,730.46 NU01
Finance Director / City Auditor
Finance
$123,306.25
$132,975.21
$142,644.17 NU02
Cheif Information Officer
Information Technology
$104,646.54
$115,431.12
$126,215.69 NU03
Treasurer/Collector
Treasury
$103,210.62
$111,046.49
$118,882.36 NU04
City Clerk
City / Town Clerks Office
$96,849.79
$103,412.11
$109,974.43 NU05
Deputy Director of Communications
Communications
$85,000.00
$90,000.00
$95,000.00 NU06
Network Manager
Information Technology
$77,034.70
$84,564.51
$92,094.32 NU07
Field Operations Manager
Public Works
$71,624.81
$80,115.21
$88,605.61 NU08
Public Information Officer
Communications
$67,608.27
$75,587.86
$83,567.44 NU09
Analyst
Purchasing
$60,000.00
$65,000.00
$70,000.00 NU10
HR Generalist
Personnel
$56,033.04
$62,487.49
$68,941.94 NU11
Outreach Coordinator
Council on Aging
$46,737.83
$51,339.44
$55,941.05 NU12
Customer Service Representative
Constituent Services
$42,047.52
$46,357.00
$50,666.49 NU13
Facilities Laborer
Recreation
$41,033.38
$42,059.11
$43,084.84 NU14
DOR
Code
Municipality
Fiscal
Year
Residential
Levy
Open Space
Levy
Commercial
Levy
Industrial
Levy
Personal
Prop Levy
Total Tax Levy
010
Arlington
2016
102,433,220
0
4,849,908.00
225,134.00
1,469,639.00
108,977,901.00
026
Belmont
2016
78,512,971
0
3,597,342.00
199,553.00
565,636.00
82,875,502.00
046
Brookline
2016
161,607,487
0
29,700,922.00
220,760.00
3,520,037.00
195,049,206.00
049
Cambridge
2016
122,493,575
0 127,288,116.00
83,002,591.00
21,646,472.00
354,430,754.00
057
Chelsea
2016
23,728,966
0
15,856,398.00
4,513,852.00
4,219,687.00
48,318,903.00
093
Everett
2016
36,559,360
0
18,443,452.00
25,557,694.00
13,092,711.00
93,653,217.00
100
Framingham
2016
105,702,068
0
51,159,016.00
9,930,247.00
9,674,832.00
176,466,163.00
160
Lowell
2016
84,426,114
0
17,116,973.00
9,464,601.00
8,226,357.00
119,234,045.00
165
Malden
2016
61,257,965
0
10,109,072.00
4,307,139.00
3,368,565.00
79,042,741.00
176
Medford
2016
79,603,753
0
16,120,419.00
2,147,455.00
2,957,308.00
100,828,935.00
178
Melrose
2016
49,021,157
0
2,636,237.00
395,780.00
1,351,365.00
53,404,539.00
207
Newton
2016
246,020,153
0
46,355,316.00
3,787,524.00
9,164,827.00
305,327,820.00
243
Quincy
2016
144,747,579
0
46,538,269.00
2,555,407.00
7,863,039.00
201,704,294.00
248
Revere
2016
57,438,299
0
13,100,554.00
2,898,221.00
2,112,791.00
75,549,865.00
262
Saugus
2016
38,007,272
0
15,589,415.00
3,745,468.00
2,094,187.00
59,436,342.00
274
Somerville
2016
95,814,919
0
22,376,246.00
6,436,754.00
4,519,944.00
129,147,863.00
308
Waltham
2016
67,513,539
0
71,736,112.00
15,199,928.00
13,452,152.00
167,901,731.00
314
Watertown
2016
60,977,293
0
20,154,213.00
7,001,392.00
2,906,267.00
91,039,165.00
344
Winchester
2016
73,323,882
0
2,532,737.00
316,468.00
613,014.00
76,786,101.00
Total
2,390,027,224.00
Average
132,779,290.22
Comparable Commuities Tax Base
31 | P a g e
Building Permit Analysis
Municipality
Year
Building Permits Issued
Building Permits Issued,
Total Valuation for
Construction
Permit Fees Collected
Contact Date
ARLINGTON
FY2015
1,822
$64,957,785
$909,256 Email 4/27
BELMONT
FY2015
976
$98,994,133
$1,498,255 Email 4/27
BROOKLINE
CY2015
2,472
$126,292,362
Email 4/27
CAMBRIDGE
FY2015
2,354
$1,353,439,797
$20,301,597 Email 4/227
CHELSEA
FY2015
778
$78,145,595
Email 4/27
EVERETT
FY2016
1,071
$34,927,552
$562,870 Email 4/27
FRAMINGHAM
FY2017
3,541
$157,511,460
$2,690,418 Email 4/27
LOWELL
CY2015
1,885
$75,672,838
$861,529 Email 4/27
MALDEN
FY2015
Email 4/27
MEDFORD
FY2016
1,723
$178,670,417
$2,745,028 Email 4/27
MELROSE
FY2017
1,239
$35,810,164
$482,037 Email 4/27
NEWTON
CY2015
4,298
$245,199,716
Email 4/27
QUINCY
CY2015
2,710
$358,654,999
Email 4/27
REVERE
CY2015
1,314
$66,900,713
Email 4/29
SAUGUS
CY2015
997
$30,996,347
Email 4/27
SOMERVILLE
FY2015
1,841
$316,577,376
$7,702,514
WALTHAM
FY2016
1,858
$5,514,041
$5,473,778* Email 4/27
WATERTOWN
FY2017
1,348
$249,086,668
$2,619,742 Email 4/27
WINCHESTER
FY2018
Email 4/29
STATE
CY2015
934
$905,563,469
*Note: Permit fees collected in Waltham includes fees from building, plumbing, gas, sign, & trench permits
32 | P a g e
Non-Union Aggregate Payroll Data
Non-Union Grade, Step, and Percentage Increase Analysis
Period
Total Payroll Value
Difference
% Change
7/1/2012 - 6/30/2013
8,765,252.08
N/A
N/A
7/1/2013 - 6/30/2014
11,752,130.00
2,986,877.92
34.08%
7/1/2014 - 6/30/2015
13,682,659.12
1,930,529.12
16.43%
7/1/2015 - 6/30/2016
15,777,307.52
2,094,648.40
15.31%
Total Increase
7,012,055.44
65.81%
Average Increase
2,337,351.81
21.94%
Non-Union Aggregate Data - assumes all non-union positions are filled
City / Town
AVG% between steps
how many grades / steps
Merit %
AVG. COLA %
Average Total Increase
BROOKLINE
Aprox 2%
15 Grades / 8 Steps
N/A
4%
6%
EVERETT
FRAMINGHAM
2%
10 Grades / 10 Steps, must receive PMP to move
N/A
1-2%
3.50%
MEDFORD
4%
30 Grades / 5 or 6 Steps
N/A
2.00%
6%
NEWTON
QUINCY
N/A
No step chart
N/A
2%
2%
REVERE
N/A
No step chart
N/A
2%
2%
SAUGUS
N/A
N/A
N/A
3%
3%
ARLINGTON
4%
14 Grades / 8 Steps
N/A
2%
6%
BELMONT
N/A
No step chart
4%
2%
6%
CAMBRIDGE
3%
Varies by position / 7 Steps
N/A
2.30%
5.30%
CHELSEA
3%
11 Grades / 10 Steps
N/A
3%
6%
LOWELL
2.75%
8 Grades / 7 Steps
N/A
2%
4.75%
MALDEN
2.50%
18 Grades / 10 steps
N/A
No
2.50%
MELROSE
3.50% / 1.25%
6 Teirs (3 - hired before 2/7/2011 & 3 after):
for Department Heads, Non-Union, Other / 8 Steps
N/A
1%
3.38%
SOMERVILLE
N/A
7 Grades / 10 Steps
1-3%
No
2.00%
WALTHAM
4%
17 Grades / 6 Steps
N/A
No
4%
WATERTOWN
2.50%
5 Grades / 19 Steps
N/A
2.50%
5%
WINCHESTER
N/A
N/A
N/A
2%
2%
STATE
N/A
N/A
N/A
N/A
Average (not including Somerville)
4%
Comparable Communities Increase Averages for Non-Union Employees
33 | P a g e
Community Development Workload Comparative Analysis
How much
interaction do
Community
Development
Directors &
Planners have with
elected officials?
How many off-hour
meetings do Community
Development Directors &
Planners attend monthly?
How many reports are
generated at request of
elected officials or from
public meetings on an
annual basis?
Arlington
Frequent
2
2
Belmont
Frequent
1
2
Brookline
Frequent
2
2
Framingham
Very Infrequent
1
2
Malden
Frequent
1
96
Quincy
Infrequent
0.33
2
Revere
Very Infrequent
1
2
Saugus
Very Infrequent
0.33
2
Somerville
Very Frequent
6
24
Waltham
Very Infrequent
0.5
2
Watertown
Very Infrequent
4
12
Winchester
Frequent
8
2
*Only 11 out of 18 responded
** Out of the 11 (not including Somerville) the level of interaction is as follows:
5 - Very Infrequent
Somerville is Very Frequent
1 - Infrequent
5 - Frequent
1.92 Somerville is at 6 per month
0.95 Somerville is at 2 per month
*** Out of the 11 (not including Somerville)
the average amount of meetings attended per month is as follows:
**** Out of the 11 (not including Somerville)
the average number of reports generated on a monthly basis are as follows:
***** Please note that in Malden the Community Development Director is an
employee of the Malden Redevelopment Authority
and is not a direct report to HR as they are their own entity.
34 | P a g e
Non-Union Retirement Analysis
Total to Hit Age 65 Total Potential to Hit 80%
FY2016
17
5
FY2017
1
0
FY2018
4
2
FY2019
6
0
FY2020
4
1
FY2021
5
1
FY2022
5
1
FY2023
1
0
FY2024
3
2
FY2025
5
0
FY2026
3
1
FY2027
4
2
FY2028
7
1
FY2029
5
1
FY2030
7
5
Non-Union Employees to Reach Retirement Age
35 | P a g e
Non-Union Turnover Analysis
Somerville – Revenue Increase Analysis
Terms
Terms
Terms
Terms
Terms
Terms
Department
2013
2014
2015
2016
2017
Dept EE
Total
5 yr Total
Work
Force %
% TO
AVG %
TO
Arts Council
0.00%
0.00%
0.00%
0.00%
0.00%
4
2.00%
0.00%
0.00%
Assessing
0.00%
0.00%
1
20.00%
0.00%
0.00%
5
1
2.50%
20.00%
6.15%
Auditing
1
16.67%
1
16.67%
1
16.67%
0.00%
1
16.67%
6
4
3.00%
66.67%
20.51%
Capital Projects
2
40.00%
1
20.00%
0.00%
1
20.00%
0.00%
5
4
2.50%
80.00%
24.62%
City Clerks
0.00%
0.00%
0.00%
0.00%
0.00%
2
0
1.00%
0.00%
0.00%
Communications
2
16.67%
1
8.33%
1
8.33%
1
8.33%
0.00%
12
5
6.00%
41.67%
12.82%
Constituent Services
0.00%
1
10.00%
1
10.00%
1
10.00%
0.00%
10
3
5.00%
30.00%
9.23%
Council on Aging
2
25.00%
1
12.50%
0.00%
5
62.50%
0.00%
8
8
4.00%
100.00%
30.77%
DPW
0.00%
0.00%
3
27.27%
2
18.18%
0.00%
11
5
5.50%
45.45%
13.99%
Elections
0.00%
0.00%
0.00%
0.00%
0.00%
1
0
0.50%
0.00%
0.00%
Engineering
0.00%
1
50.00%
0.00%
0.00%
0.00%
2
1
1.00%
50.00%
15.38%
Executive Office
0.00%
1
20.00%
1
20.00%
2
40.00%
0.00%
5
4
2.50%
80.00%
24.62%
Fire
0.00%
0.00%
2 100.00%
0.00%
0.00%
2
2
1.00%
100.00%
30.77%
Health
0.00%
5
33.33%
1
6.67%
1
6.67%
1
6.67%
15
8
7.50%
53.33%
16.41%
IT
0.00%
1
16.67%
0.00%
1
16.67%
0.00%
6
2
3.00%
33.33%
10.26%
Law
0.00%
0.00%
1
12.50%
1
12.50%
0.00%
8
2
4.00%
25.00%
7.69%
Library
0.00%
1 100.00%
0.00%
0.00%
0.00%
1
1
0.50%
100.00%
30.77%
OSPCD
2
4.88%
4
9.76%
7
17.07%
6
14.63%
1
2.44%
41
20
20.50%
48.78%
15.01%
Personnel
0.00%
0.00%
1
10.00%
2
20.00%
0.00%
10
3
5.00%
30.00%
9.23%
Police
2
16.67%
2
16.67%
2
16.67%
2
16.67%
0.00%
12
8
6.00%
66.67%
20.51%
Purchasing
2
50.00%
0.00%
0.00%
1
25.00%
1
25.00%
4
4
2.00%
100.00%
30.77%
Recreation
0.00%
1
10.00%
0.00%
3
30.00%
0.00%
10
4
5.00%
40.00%
12.31%
SomerStat
0.00%
1
16.67%
1
16.67%
0.00%
0.00%
6
2
3.00%
33.33%
10.26%
SomerPromise
1
50.00%
1
50.00%
0.00%
0.00%
0.00%
2
2
1.00%
100.00%
30.77%
Sustainability
0.00%
1
50.00%
0.00%
0.00%
0.00%
2
1
1.00%
50.00%
15.38%
T&P
2
40.00%
0.00%
1
20.00%
1
20.00%
0.00%
5
4
2.50%
80.00%
24.62%
Treasury
0.00%
1
20.00%
0.00%
2
40.00%
0.00%
5
3
2.50%
60.00%
18.46%
Total
16
25
24
32
4
200
101
100.00%
2R 14Q
2R 23Q
4R 20Q
1R 31Q
1R 3Q
10R 91Q
Turnover Rate
10.39%
13.81%
13.04%
15.46%
1.93%
50.50%
13.19%
Resign
89.01%
Non-Union Turnover
*2017 is through 3/31/2017
*There has been a significant decrease in the turnover % for those employees in phase 1. From 7/1/2016 - 3/31/2017 the turnover rate for Phase 1 employees is 1.44%
DOR Code Municipality Fiscal Year
% Increase
Total Revenues
274 Somerville
2011
n/a
176,146,946
274 Somerville
2012
1.49%
178,766,496
274 Somerville
2013
3.17%
184,427,384
274 Somerville
2014
4.45%
192,641,954
274 Somerville
2015
9.01%
210,001,759
Somerville - Revenue Increase Analysis
36 | P a g e