Temporary Staff Wage Increase Recommendations - Leisure ServicesCopyrighted
December 19, 2022
City of Dubuque Action Items # 09.
City Council Meeting
ITEM TITLE: Temporary Staff Wage Increase Recommendations - Leisure Services
SUMMARY: City Manager transmitting information on wage increases for temporary
staff positions within the Leisure Services Department that have not been
adjusted.
SUGGESTED Suggested Disposition: Receive and File
DISPOSITION:
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Description Type
Temporary Staff Wage Increase Recommendations- City Manager Memo
Leisure Services-MVM Memo
Staff Memo Staff Memo
THE CITY OF
Dubuque
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All -America City
Masterpiece on the Mississippi
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TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Temporary Staff Wage Increase Recommendations - Leisure Services
DATE: December 14, 2022
Leisure Services Manager Marie Ware recommended to me and I approved wage
increases for temporary staff positions within the Leisure Services Department that have
not been adjusted.
Leisure Services has seen a steady climb to return to "normal," registration numbers for
programs in 2022, greatly increased by over 2,000 participants compared to 2021. As
programs and services continue to bounce back from the pandemic, the recruitment and
hiring of staff is a high priority. The shortage in staff in 2022 resulted in the altered
operations of our pools, marina, parks, and several programs. It increased the workload
for all staff (full-time through temporary employees) so that the community wouldn't see
an even greater reduction in services.
Staff has created a recruitment plan for the 2023 summer season. As part of this
process, it is critical to have competitive wages established and in place as part of the
recruitment. Over the last 2 seasons, wage increases were approved but well after the
recruitment process had begun and only for specific positions. These increases did
positively impact the late recruitment of staff but would have had a greater impact if
implemented in the beginning of recruitment which is set for now through April.
I respectfully request Mayor and City Council receive and file this information.
Mic ael C. Van Milligen
MCVM:sv
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Marie Ware, Leisure Services Manager
THE MY OF
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,masterpiece on the Mississippi
Dubuque
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TO: Michael C. Van Milligen, City Manager
FROM: Marie L. Ware, Leisure Services Manager
SUBJECT: Temporary Staff Wage Increase Recommendations - Leisure Services
DATE: December 7, 2022
INTRODUCTION
The purpose of this memorandum is to recommend wage increases for temporary staff
positions within the Leisure Services Department that have not been adjusted.
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In May of 2022, the City Council approved wage increases for lifeguards, pool
managers, after school, and playground staff. The recommendation was submitted as
these direct impact positions were found to have non-competitive wages and were at a
critical point in the recruitment process as there were not enough applicants at the time
to safely and effectively operate those programs and services for the upcoming
summer. These wage increases brought 4 of the over 20 temporary positions offered
each summer up to a competitive rate.
At that time in the April 28, 2022 memo to Council, staff reported they would continue to
review and potentially recommend additional wage increases to other temporary
positions prior to the recruitment of staff for the 2023 season. These increases will also
benefit the recruitment and retention of employees for those positions for the 2023
season.
DISCUSSION
Over the last couple of seasons, the hiring of part-time and temporary staff for Leisure
Services has been a challenge locally and nationally. It is common now to see
handwritten signs in business windows detailing a change of hours or closing due to the
lack of staff. This lack of staffing has resulted in the reduction of operations and/or
service as well as increased the workload for those staff who remain. This increase is
workload negatively impacts retention in those positions in following years. In an effort
to build back up the workforce, one change that has become more common in the
private sector has been to increase wage offerings. This has had an additional negative
impact on municipalities and non-profit service providers who are not in a position to
increase wages as swiftly. In a wage and recruitment study done by the National
Recreation and Park Association (NRPA) in May 2022, 87% of the reporting agencies
lost employees that did not return after reporting at the end of the season they would or
during their current employment to higher wages elsewhere in their communities.
At the same time the Department has seen a steady climb to return to "normal,"
registration numbers for programs in 2022, greatly increased by over 2,000 participants
compared to 2021. As programs and services continue to bounce back from the
pandemic, the recruitment and hiring of staff is a high priority. The shortage in staff in
2022 resulted in the altered operations of our pools, marina, parks, and several
programs. It increased the workload for all staff (full-time through temporary
employees) so that the community wouldn't see an even greater reduction in services.
For several of our FT staff, this meant consistent coverage on nights and weekends
managing facilities and programs.
A temporary position working in the field of Parks and Recreation presents a great
opportunity for our local youth and young adults to gain valuable experiences and skills
that will help them in their careers and life. These positions are not just for youth. Our
department employs adults throughout Leisure Services who rely on these positions for
supplemental income, especially for some retirees we hire. In May through September
of 2022, the Park and Recreation Divisions employed 171 individuals. Of these
employees, 45% were between the ages of 15 and 20 while the remaining 55% were 21
and older.
Unlike other local temporary positions posted throughout the community which are
predominantly private businesses, these positions within our Department are truly
temporary/seasonal in nature (meaning summer only or program based). This
seasonality narrows the field of candidates to those who are not looking for employment
throughout the entire year.
Staff has created a recruitment plan for the 2023 summer season. As part of this
process, it is critical to have competitive wages established and in place as part of the
recruitment. Over the last 2 seasons, wage increases were approved but well after the
recruitment process had begun and only for specific positions. These increases did
positively impact the late recruitment of staff but would have had a greater impact if
implemented in the beginning of recruitment which is set for now through April.
WAGES AND COMPARISONS
Staff developed a set of categories used to define each position's roles within the
department. These categories/positions are defined by leadership, direct impact,
customer service, and labor/beautification. Leadership roles equate to positions that
manage staff, have programmatic influence, cash control oversight and/or have
qualifications or certifications specific to the position. Direct impact positions are those
employees who work directly with youth, underserved populations and through other
support programs specific to community safety and relationship building. Customer
service positions are receptionists, cashiers and other direct service staff. Finally,
laborer positions directly relate to the beautification, cleanliness and safety of public
spaces through grounds and facility maintenance. Even though there are many jobs
and job descriptions specific to programs and services, there are common impacts that
for each that place them within one of these four categories.
As a department, we felt these positions should be compensated similarly depending on
the category they fall under --leadership, direct impact, customer service, and
labor/beautification. This would provide a more equitably compensated choice of
positions across the entire department for potential employees to apply for positions.
This also clarifies and simplifies the wage scale for all Leisure Service Department
temporary employees.
Our department has been working with Kecia Dougherty, Strategic Workforce Equity
Coordinator over the last year on our current wages and how they compare to like
positions. Of the remaining positions that have yet to be evaluated for a wage increase
are the lowest average wages within the department as our direct impact providers and
customer service staff. These are our program instructors, concession workers, dock
attendants, receptionists, and site supervisors. All have a daily connection with the
community/customer. The average wage for these City positions in FY23 at their
highest step is $11.46. The average wage for like positions being advertised within our
community is $14.50.
Due to the adjustments made in the spring of 2022, several of these positions now offer
additional bonuses ranging from $200 to $1,500 and higher wages from $15 to $19 per
hour. In addition, the wage increases that were approved for the department's seasonal
laborers in 2021 ranged from $13.84 to $14.40. The average local wage for like
positions within our community is $15.75. The majority of this workforce are 21 years of
age or older making the wage an important attractor to applicants as they are beyond
their first-time job and have some experience in the workforce.
The following chart provides a summary of the proposed changes in wage for each
Leisure Services temporary position. It does not include lifeguards, pool managers, after
school and playground staff as they were addressed last spring. Kecia Dougherty has
reviewed these wage increases with staff and approves of these recommended
increases. If approved, staff will be able to include these wage changes at the start of
the recruitment process in November of 2022. These wages would not take effect until
the onboarding of these positions in April of 2023.
It is important to note, that any wage increase recommendations for union represented
temporary parks positions, will also be presented to the Union's business agent for
review prior to implementation of any changes with those positions. Those positions
are the laborer positions on the chart. The instructor and site supervisor would be
compensated at the $16 if the individual returned for a second or subsequent year of
service.
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Classification
Position
Grade
Pay Rate
New Grade
Proposed
Instructor
Recreational Leader
NA-14F
$ 11.07
NA-03E/F
$14/$16
Field Supervisor
NA-25E
$ 13.71
NA-03E/F
$14/$16
Customer Service
Pool Cashier
NA-07
$ 9.83
NA-22F
$ 14.50
Concessions Worker- Pool
NA-18F
$ 11.26
NA-22F
$ 14.50
Concessions Worker- McAleece
NA18F
$ 11.26
NA-22F
$ 14.50
Park Fee Collector
NA-10F
$ 11.87
NA-22F
$ 14.50
Marina Attendant
NA-23F
$ 11.80
NA-22F
$ 14.50
Pro Shop Attendant
NA-18F
$ 11.26
NA-22F
$ 14.50
Clerical Assistant (Temp)
NA-28F
$ 13.47
NA-44D
$ 17.08
Customer Service Rep (MFC)
NA-44D
$ 17.08
GE-25A
$ 18.81
Labor
Laborer- Rec (Golf)
NA-12F
$ 13.84
NA-12F
$ 15.50
Laborer- Rec (Pool)
NA-12F
$ 13.84
NA-12F
$ 15.50
Laborer- Rec (Softball)
Laborer- Park
NA-12F
$13.84
NA-12F
$ 15.50
Leader
Park Ranger
NA-09F
$ 16.65
NA-43F
$20
BUDGETIMPACT
Included with this memo is a detailed spreadsheet, listing out each budgeted activity
and how the proposed temporary wage increases would impact the activity and the total
fiscal budget. These calculations are based on the FY23 BP-1A Employee Estimate
form. The following chart is the high-level summary of the impact in the full fiscal year of
$87,479.00 for FY24. The impact is lessened by revenue increases of $35,670.
Division Fiscal Budget Proposed Increase Impact
Recreation $160,193.00 $ 209,360.00 $ 66,094.00
Revenues $ (35,670.00)
Park $ 425,121.00 $ 482,176.00 $ 57, 055.00
Total $ 87,479.00
Based on the recommended wage increases, there will be a financial impact to the
department's current FY23 budget. Some of this increase can be offset due to first
quarter (July through September) operational savings of just over $70,000 within the
Recreation Division. The savings is due to staffing shortages and the closing of Sutton
Pool. In addition, roughly one-third ($12,000) of that revenue would be collected in the
12
final quarter of FY23. The following chart is a high-level summary of this impact in FY
23.
Division FY23 Budget Proposed Increase
Impact
Recreation $160,193.00 $ 209,360.00
$ 66,094.00
1/3 Revenues
$ (12,000.00)
FY23 Savings
$ (70,000.00)
Park $ 425,121.00 $ 482,176.00
$ 57, 055.00
Total
$ 41,149.00
All wages set per this recommendation would be remain as is through FY24 and would
be revisited for cost -of -living increases during the FY25 budget process. Staff did
provide this information to the Director of Finance and Budget, Jenny Larson, and she
was accepting of the potential impact to the current FY23 budget.
RECOMMENDATION
I respectfully request approval of staff's recommendation of adjustments to the specified
Park and Recreation Division temporary employee position wages allowing the
advertising for summer positions with adjusted wages.
Memo prepared by: Dan Kroger, Recreation Division Manager
CC' Kecia Dougherty, Strategic Workforce Equity Coordinator
Jenny Larson, Director of Finance & Budget
Steve Fehsal, Park Division Manager
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