Agenda Item 6B
December 12, 2017
Introduction
MEMORANDUM
December 8, 2017
TO:
FROM:
County Council
Robert H. Drummer, Senior Legislative
Attorney
ruuJ·
(J!'\,
Introduction:
Expedited Bill 40-17, Personnel- Merit System- Salary and
SUBJECT:
Wage Plans -Police Leadership Service
Expedited Bill 40-17, Personnel - Merit System - Salary and Wage Plans - Police
Leadership Service, sponsored by Lead Sponsor Council President at the request of the County
Executive, is scheduled to be introduced on December 12, 2017. A public hearing is tentatively
scheduled for January 16, 2018 at 1:30 p.m.
Background
Bill 40-17 would modify the uniform salary plan for sworn police managers to include a
salary schedule for a Police Leadership Service (PLS) like the Management Leadership Service.
The Bill would authorize the Chief Administrative Officer to establish the PLS for lieutenants and
captains in the Department of Police by method 1 regulation.
The Bill would also establish the following guidelines for operation of the PLS. The PLS
must:
(1)
(2)
(3)
be established within the Merit System;
include only lieutenants and captains in the Department of Police;
provide a compensation system designed to attract and retain highly competent
senior police managers and compensate lieutenants and captains on the basis of
individual and organizational performance (including success in improving
efficiency, productivity, quality of work or service, cost efficiency, and timeliness
and complying with anti-discrimination and equal employment opportunity
requirements);
ensure that senior police managers are accountable and responsible for the
effectiveness and productivity of the employees they supervise;
ensure accountability for honest, economical, and efficient police service;
recognize exceptional accomplishment;
enable the Police Chief reasonably to reassign senior police managers to promote
·
the mission and goals of the Department of Police;
protect senior police managers from arbitrary and capricious actions and maintain
a Merit System free of prohibited personnel practices;
(4)
(5)
(6)
(7)
(8)
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(9)
( 10)
(11)
ensure compliance with applicable personnel laws, including those related to equal
employment opportunity, political activity, and conflicts of interest;
enhance the management and leadership skills of highly competent senior police
managers through professional development; and
appoint career police managers to fill PLS positions to the extent practical,
consistent with the effective and efficient implementation of Department of Police
policies and responsibilities.
The Police Leadership Service is designed to reduce wage compression between the
compensation received by police officers and the compensation received by lieutenants and
captains in order to enhance the recruitment of senior sworn police managers.
This packet contains:
Expedited Bill 40-1 7
Legislative Request Report
Memo from County Executive
Fiscal and Economic Impact statement
Proposed Police Management Salary Schedule
Circle#
1
11
12
14
17
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Expedited Bill No. _40~--17 _ _ _ __
_
Concerning: Personnel - Merit System -
Salary and Wage Plans - Police
Leadership Service
Revised: 12/7/2017
Draft No. 3
Introduced:
December 12, 2017
Expires:
June 12 2019
Enacted: _ _ _ _ _ _ _ _ __
Executive: _ _ _ _ _ _ _ __
Effective: _ _ _ _ _ _ _ _ __
Sunset Date:
- ~ - - - - - - -
None
Ch. _ _ , Laws of Mont. Co. _ __
COUNTY COUNCIL
FOR MONTGOMERY COUNTY, MARYLAND
Lead Sponsor: Council President at the request of the County Executive
AN EXPEDITED ACT
to:
(1)
(2)
(3)
(4)
modify the uniform salary plan for police sworn managers to include a salary schedule
for a Police Leadership Service;
authorize the Chief Administrative Officer to establish a Police Leadership Service
under the merit system for lieutenants and captains in the Department of Police;
establish guidelines for the Police Leadership Service; and
generally amend the law governing salary schedules for County employees under the
merit system.
By amending
Montgomery County Code
Chapter 33, Personnel and Human Resources
Section 33-11
Boldface
Underlining
[Single boldface brackets]
Double underlining
[[Double boldface brackets]]
* * *
Heading or defined term.
Added to existing law by original bill.
Deletedfrom existing law by original bill.
Added by amendment.
Deletedfrom existing law or the bill by amendment.
Existing law unaffected by bill.
The County Council for Montgomery County, Maryland approves the following Act:
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EXPEDITED BILL
No. 40-17
1
Sec. 1.
Section 33-11 is amended as follows:
2
3
33-11. Classification; salary and wage plans.
(a)
Classification.
(
1)
4
5
6
The Chief Administrative Officer must apply the classification
standards in this Chapter and the Personnel Regulations to:
(A)
establish and abolish occupational classes as necessary for
effective and economical operation of the County
government;
(B)
(C)
(D)
assign all positions in the merit system to proper classes;
assign pay grades to classes; and
establish a procedure for the administrative review of an
employee's objection to an assignment action that
downgrades the employee's position.
7
8
9
10
11
12
13
14
15
16
17
18
The Board must have a reasonable opportunity to review and comment
on any proposed new classes except new classes proposed for the
Management Leadership Service under paragraph (2).
(2)
The CAO may establish by amendment to the Personnel
Regulations under method (1) a Management Leadership Service
(MLS) to ensure that the senior management of the County
government is responsive to the needs, policies, and goals of the
County and is the highest quality possible. The MLS must:
(A)
be established within the Merit System;
provide a compensation system designed to attract and
retain highly competent senior managers and compensate
employees on the basis of individual and organizational
performance (including success in improving efficiency,
productivity, quality of work or service, cost efficiency, and
19
20
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23
(B)
24
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0
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ExPEDITED BILL
No. 40-17
28
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33
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timeliness and complying with anti-discrimination and
equal employment opportunity requirements);
(C)
ensure that senior managers are accountable and responsible
for the effectiveness and productivity of the employees they
supervise;
(D)
ensure accountability for honest, economical, and efficient
government;
(E)
(F)
recognize exceptional accomplishment;
enable the CAO reasonably to reassign senior managers to
promote the mission and goals of the County government;
(G)
protect senior managers from arbitrary and capricious
actions and maintain a Merit System free of prohibited
personnel practices;
(H)
ensure compliance with applicable personnel laws,
including those related to equal employment opportunity,
political activity, and conflicts of interest;
38
39
40
41
42
43
44
45
46
(I)
enhance the management and leadership skills of highly
competent
semor
managers
through
professional
development; and
(J)
appoint career managers to fill MLS positions to the extent
practical, consistent with the effective and efficient
implementation of agency policies and responsibilities.
(3)
The CAO may establish
QY
amendment to the Personnel
Regulations under method
ill
~
Police Leadership Service (PLS)
to ensure that the senior management of the Department of Police
is responsive to the needs, policies, and goals of the County and is
the highest quality possible. The PLS must:
47
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0
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ExPEDITED BILL NO.
40-17
55
56
57
(A)
{ID
be established within the Merit System;
include only lieutenants and captains in the Department of
Police;
58
59
.(Q
provide
~
compensation system designed to attract and
retain highly competent semor police managers and
compensate lieutenants and captains on the basis of
individual and organizational performance (including
success in improving efficiency, productivity, quality of
work or service, cost efficiency, and timeliness and
complying with anti-discrimination and equal employment
opportunity requirements);
(D)
ensure that senior police managers are accountable and
responsible for the effectiveness and productivity of the
employees they supervise;
60
61
62
63
64
65
66
67
68
69
70
71
(ID
ensure accountability for honest, economical, and efficient
police service;
ill
(G)
recognize exceptional accomplishment;
enable the Police Chief reasonably to reassign senior police
managers to promote the m1ss10n and goals of the
Department of Police;
72
73
74
75
76
(ID
protect senior police managers from arbitrary and capricious
actions and maintain
personnel practices;
~
Merit System free of prohibited
77
78
ill
ensure compliance with applicable personnel
laws,
79
including those related to equal employment opportunity,
political activity, and conflicts of interest;
80
0
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ExPEDITED BILL NO.
40-17
81
ill
enhance the management and leadership skills of highly
competent senior police managers through professional
development; and
82
83
84
(K)
appoint career police managers to fill PLS positions to the
extent practical, consistent with the effective and efficient
implementation of Department of Police policies and
responsibilities.
85
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87
88
89
90
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8}
The CAO must determine by written finding that a reclassification
is necessary for the efficient and effective operation of County
government before approving an upward reclassification of a
position between July 1 and December 31 of any year in which the
County Executive is elected.
92
93
94
(b)
Uniform salary plan.
( 1)
The uniform salary plan consists of:
(A)
salary schedules for employees represented by certified
employee organizations;
(B)
(C)
a minimum wage/seasonal salary schedule;
a salary schedule for sworn police managers and positions
included in the Police Leadership Service;
(D)
(E)
(F)
(G)
(H)
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105
106
a salary schedule for uniformed fire/rescue managers;
a salary schedule for sworn deputy sheriff managers;
a salary schedule for uniformed correctional managers;
a salary schedule for medical doctors;
a salary schedule for employees in positions included in the
Management Leadership Service; and
(I)
a general salary schedule for all other employees.
0
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EXPEDITED BILL NO.
40-17
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(2)
The Chief Administrative Officer may recommend to the County
Council amendments to the uniform salary plan.
(3)
The Council must approve the uniform salary plan and any
amendments by resolution.
(4)
In approving the salary plan or amendments, the Council may
consider such factors as:
(A)
(B)
experience;
prevailing salary rates for comparable services in both the
public and private sectors;
(C)
(D)
(E)
County collective bargaining agreements;
living costs; and
other employee benefits.
(5)
A salary schedule must include grades and a salary rate or salary
range for each grade.
120
121
122
123
(6)
The Chief Administrative Officer must assign each occupational
class to an appropriate grade under an approved salary schedule.
(7)
The minimum wage/seasonal salary schedule must identify. each
occupational class assigned to the salary schedule. The Chief
Administrative Officer may assign an occupational class to the
minimum wage/seasonal salary schedule only if all employees in
the class:
(A)
(B)
are paid the federal minimum wage; or
work for the County fewer than:
(i)
20 regularly scheduled hours per week on a
continuing year- round or school-year basis; or
(ii)
1040 hours in a 12-month period; or
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ExPEDITED BILL NO.
40-17
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(C)
are participants in the County's Conservation/Service Corps
job training program.
(8)
The Chief Administrative Officer must base any recommendation
to amend the police management salary schedule on:
(A)
police
management
salary
rates
m
neighboring
jurisdictions;
(B)
County collective bargaining agreements that establish the
pay and benefits of police officers;
(C)
(D)
(E)
(9)
other pay and benefits available to police management;
availability of funds; and
any other relevant factors.
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(B)
(C)
(B)
The Chief Administrative Officer must base any recommendation
to amend the fire/rescue management salary schedule on:
(A)
fire/rescue management salary rates in neighboring
jurisdictions;
County collective bargaining agreements that establish the
pay and benefits of uniformed fire/rescue employees;
other pay and benefits available to fire/rescue management;
availability of funds; and
any other relevant factors.
(D)
(E)
(10) The Chief Administrative Officer must base any recommendation
to amend the sworn deputy sheriff management salary schedule
on:
(A)
salary rates of sworn deputy sheriff managers m
neighboring jurisdictions;
County collective bargaining agreements that establish the
pay and benefits of deputy sheriffs;
(jJ
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ExPEDITED BILL
No. 40-17
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(13)
(12)
(C)
other pay and benefits available to sworn deputy sheriff
managers;
(D)
(E)
availability of funds; and
any other relevant factors.
( 11) The Chief Administrative Officer must base any recommendation
to amend the uniformed correctional management salary schedule
on:
(A)
salary rates of uniformed correctional managers m
neighboring jurisdictions;
(B)
County collective bargaining agreements that establish the
pay and benefits of correctional officers;
(C)
other pay and benefits available to uniformed correctional
managers;
(D)
(E)
availability of funds; and
any other relevant factors.
The Chief Administrative Officer must base any recommendation
to amend the medical doctors' salary schedule on:
(A)
salaries of medical doctors employed in the public and
private sectors
in
Montgomery County;
(B)
salaries of medical doctors employed
in
the public
private sectors
in
neighboring jurisdictions;
(C)
other pay and benefits available to medical doctors;
availability of funds; and
any other relevant factors.
and
(D)
(E)
The Chief Administrative Officer must ensure that all occupational
classes that require comparable experience and have comparable
duties, responsibilities, and authority are paid comparable salaries
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ExPEDITED BILL
No. 40-17
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that reflect the relative value of the services performed, except
occupational classes on the salary schedules for:
(A)
sworn police managers included in the Police Leadership
Service;
(B)
(C)
(D)
(E)
uniformed fire/rescue managers;
sworn deputy sheriff managers;
uniformed correctional managers;
deputy sheriffs in the Office, Professional, and Technical
bargaining unit;
(F)
(G)
(H)
(I)
(J)
(14)
the police bargaining unit;
the fire/rescue bargaining unit;
medical doctors;
Management Leadership Service; and
minimum wage/seasonal employees.
The Chief Administrative Officer may recommend compensation
policies for overtime, pay differentials, and other salary and wage
benefits to the County Council. The County Council must approve
any such policy or benefit.
(15) Any plan, policy, or schedule approved by the County Council
under this subsection is subject to the provisions of this Chapter
regarding employees who are represented by a certified employee
organization.
(c)
Salary policies.
Employees must be paid on a biweekly basis. Except as
expressly provided by federal, state, or County law, the Chief
Administrative Officer must determine any applicable payroll deductions
and charges for deductions, including state income tax withholding for
any state where an employee resides. The Chief Administrative Officer
G
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ExPEDITED BILL
NO. 40-17
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(d)
may deduct from an employee's salary, without written authorization,
any amount specified under any automatic enrollment provision of the
Deferred Compensation Plan established under Section 33-142 and of a
deferred compensation plan established under Section 33- l 46B to the
extent permitted by a collective bargaining agreement if the employee is
a member of an applicable bargaining unit. When an employee leaves
County employment, any debts the employee owes to the County may be
deducted from any unpaid salary, accrued annual or compensatory leave,
or retirement contributions due to the employee.
Other compensation policies.
The chief administrative officer may
establish other compensation policies to recognize employees who
perform in an extraordinary manner either on a sustained performance
basis or in recognition of a specific act or service. These compensation
policies may include monetary awards to employees making suggestions
which result in better public service, cost savings or more efficient
operations. Compensation policies may be in the form of cash awards or
be part of the uniform salary plan.
Sec. 2.
Expedited Effective Date.
The Council declares that this legislation is necessary for the immediate
protection of the public interest. This Act takes effect on the date on which it becomes
law.
Approved:
Hans D. Riemer, President, County Council
Date
~
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LEGISLATIVE REQUEST REPORT
Expedited Bill 40-17
Personnel
-
Merit System
-
Salary and Wage Plans
-
Police Leadership Service
DESCRIPTION:
The requested legislation amends Section 33-11,
Classification; salary and wage
plans,
of the Merit System Law to authorize the Chief Administrative Officer to
establish, by method
1
regulation, a Police Leadership Service for lieutenants and
captains in the Department of Police.
The County has had difficulty in recruiting police managers due to wage compression
between the officer and manager ranks and the inability to award police managers higher
wages based upon performance. The 19.3 percent difference between sergeants' and
lieutenants' average total salary (base plus longevity) and the 15.7 percent difference
between the salary schedules themselves (at longevity maximum) is diminished due to
the availability of variable compensation, such as overtime and other elements of
compensation. A new salary schedule for Police Leadership Service is needed to
properly align the salaries of lieutenants and captains with the market for these services
and other management leaders in the County.
PROBLEM:
GOALSAND
OBJECTIVES:
To address recruitment and retention issues for lieutenants and captains created by not
aligning these management positions with the Management Leadership service salary
schedule.
COORDINATION:
Office of Human Resources and Department of Police
FISCAL IMPACT:
Office of Management and Budget
ECONOMIC
IMPACT:
EVALUATION:
EXPERIENCE
ELSEWHERE:
SOURCE OF
INFORMATION:
Department of Finance
n/a
n/a
Lori O'Brien, OHR (7-5032), and David Anderson, POL (3-6072)
APPLICATION
WITHIN
MUNICIPALITIES:
n/a
PENALTIES:
n/a
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I
OFFJCEOFTHECOUNTYEXECUTIVE
ROCK.Vll.LB, MARYLAND 20850
Isiah
Leggett
County Executive
MEMORANDUM
December 1, 2017
TO:
Roger Berliner, President, Montgomery Coun:
Isiah Leggett, County Executive
Expedited
Bill
to
add Police Leadership Service (PLS) to Sworn Police Manager
Salary Schedule
FROM:
SUBJECT:
I am attaching for Council introduction an Expedited Bill that would create
a
new
Police Leadership Service schedule
in
the Sworn Police Manager Salary Schedule. The amended
schedule would create a new Police Leadership Services (PLS) salary schedule that includes the
practice of aligning salary increases with performance and would improve the Police
Department's ability to attract, retain, and motivate qualified applicants to move through the
ranks to management.
Under administrative direction, the Sworn Police Managers in the County are
responsible for planning, directing, managing, supervising and coordinating the activities and
operations of an assigned service area within the Police Department. This level of management
responsibility is consistent with the tenets of the Management Leadership Service (MLS)
structure in which MLS employees have responsibility for managing County programs and
services, or developing and promoting public policy for major programs and management
functions, or both. Major components of the MLS program include a broadband classification
system, performance accountability with performance-based pay, professional development
opportunities, and a County-wide focus in program and policy development. Adopting the MLS'
salaries and structure for the Sworn Police Managers
in
the County would appropriately reflect
the salaries that are paid management ranks in comparable jurisdictions.
The Police Department has identified a number of issues resulting from the
current police management compensation plan. Foremost among those is that the department
has
not been able to improve the rate at which Sergeants take the Lieutenant assessment, enabling the
department to choose from among a large pool of qualified candidates. Testing most recently
occurred
in
2009, 2012, 2014, and 2016, and the number of officers taking the exam were 35, 31,
30, and 22, respectively.
As
there
are
currently 151 active Sergeants, the relative level of interest
is very low. Further, as detailed
in
a
PFM
Group report, the proportion of eligible Sergeants who
take the Lieutenant promotional exam is lower in Montgomery County
than
·in the regional
police departments ·surveyed. This issue continues
to
exist despite extensive outreach and
training.
montgomerycountymd.gov/311
~
Maryland
Relay
711
•3~
@
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: __ /.:::·::·· .1
Roger Berliner, President
Amendment of Police Management Salary Schedule
December 1, 2017
Page2 of2
By aligning the police leadership schedule with the MLS schedule, we
will
improve oversight and recruitment
into
the management ranks, allowing us to continue to
maintain the highest standards of public safety for the citizens and guests of Montgomery
County. The proposed Police Leadership Service Salary Schedule both provides an incentive for
Sergeants to enter management ranks and also provides continuous alignment of pay with
perfonnance, through the management performance-based compensation system. A fiscal impact
statement and a legislative request report for the bill are also attached.
If
you have any questions concerning this correspondence, please contact Lori
0
'Brien, Lead Compensation Analyst,
in
the Office of Human Resources at 240. 777 .5032 or by
email at lori.obrien@montgomerycountymd.gov.
Attachments:
Expedited Bill XX-17 Personnel - Salary Schedules
Legislative Request Report
Fiscal Im.pact Statement
Economic Impact Statement
PLS Salary Schedule (Attachment 1)
cc:
Fariba Kassiri, Assistant Chief Administrative Officer
K.ameron Coefield, Office of Human Resources
Lori O'Brien, Office of Human Resources
Luther Reynolds, Police Department
Tom Jordan, Police Department
David Anderson, Police Department
Jelani Newton, Office of Management and Budget
Corey Orlosky, Office of Management and Budget
@
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Fiscal Impact Statement
Bill XX-17 Personnel
-
Salary Schedules
1. Legislative Summary.
The proposed legislation would amend the· County Code to modify the uniform salary
plan for police sworn managers to include a salary schedule for Police Leadership
Services
(PLS),
establish factors on which the Chief Administrative Officer (CAO) must
base any recommended amendment to these salary schedules, and generally amend the
law governing salary schedules for County employees.
2.
An
estimate of changes
in
County revenues and expenditures regardless of whether
the revenues or expenditures are assumed in the recommended or approved budget.
Includes source of information, assumptions, and methodologies used.
The proposed legislation would not have a fiscal impact,
as
it only serves to allow the
CAO to establish a PLS.
3. Revenue and expenditure estimates covering at least the next 6 fiscal years.
See#2.
4. An actuarial analysis through the entire amortization period for each bill that would
affect retiree pension or group insurance costs.
Not applicable.
5. Later actions that may affect future revenue and expenditures if the bill authorizes
future spending.
Not applicable.
6. An estimate of the staff time needed to implement the bill.
Not applicable.
7.
An explanation of how the addition of new staff responsibilities would affect other
duties.
Not applicable.
8. An estimate of costs when an additional appropriation is needed.
Not applicable.
9. A description of any variable that could affect revenue and cost estimates.
Implementation of a new salary schedule for police sworn managers following the
parameters in this legislation
has
the potential to have a fiscal impact.
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10. Ranges of revenue or expenditures that are uncertain or difficult to project.
Not applicable.
11. If
a bill
is
likely to have no fiscal impact, why that is the case.
This proposed legislation amends the County Code to allow the CAO
to
establish a new
salary schedule for police sworn managers within the uniform salary plan. However, this
legislation does not necessitate a change in the salary plan.
12. Other fiscal impacts or comments.
Not applicable.
13. The following contributed to and concurred with this analysis:
Kameron Coefield, Office of Human Resources
Lori O'Brien, Office of Human Resources
Jelani Newton, Office of Management and Budget
Corey Orlosky, Office of Management and Budget
I
I
I
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Date
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·.-··
Economic Impact Statement
Bill ###-17,
Concerning Personnel
-
Salary Schedule
Background:
This legislation would modify the uniform salary plan for police swom managers to
include a
salary
schedule for Police Leadership Service, and establish factors on which
the Chief Administrative
Officer
must base any recommended amendment
to
these salary
-. schedules.
1. The
sources of information, assumptions, and methodologies used.
The source of information is the Office of Human Resources (OHR). There are no
assumptions and methodologies used in the preparation of the economic impact
statement
,
2. A description of any variable that could affect the economic impact estimates.
There are
no variables that could
affect the
economic impact estimates.
3. The Bill's positive or negative effect,
if
any on employment, spending, savings,
·
investment, incomes, and property values in the County.
According
to
OHR, the legislation will affect 56 police sworn managers. Bill ##-17
would have no economic impact on employment, spending, savings, investment,
incomes, and property values in the
County.
4.
If
a
Bill
is
h'kely
t~ have no economic impact,
why
is
that
the case?
Please see item #3.
S. The following contributed to or concurred with this analysis:
Kameron Coefield, Office of
Human
Resources
Lori O'Brien,
Office
of
Human Resources
David
Platt,
Department of Finance
Rob Hagedoorn, Dep8!1DJ.ent of Finance
Ale xEs p~ - ~ ~ -
·
Department of tance
Date
\I
/2..1 /
2..0
'1r-·
..
Page
1
of 1
®
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_·.....
,.-:,:.;·;_.:..:_:.···.-.·.·.
-
.
L
'
Attachment 1
,-
i
MONTGOMERY COUNTY GOVERNMENT
POLICE
MANAGEMENT
SALARY SCHEDULE
FISCAL YEAR 2018
EFFECTIVE JULY 9, 2017
GRADE
A2
A3
RANK
POLICE LIEUTENANT
POLICE CAPTAIN
MINIMUM
$81,473
$92,787
MAXIMUM LONGEVITY*
$122,718
$127,013
$140,186
$145,092
*
Completion of 20 Years of Servi~.
Longevity is 3.5% for Police Management.
FY18
Notes:
- FY17 GWA is 2.0% on July 9, 2017, for Police Management.
MONTGOMERY COUNTY GOVERNMENT
POLICE LEADERSHIP SERVICE
SALARY SCHEDULE
FISCAL YEAR 2018
RECOMMENDED
GRADE
A2
A3
1
2
PLSLEVEL
MINIMUM
MIDPOINT
CONTROL
POINT
MAXIMUM
POLICE LIEUTENANT
1
POLICE CAPTAIN
2
$75,934
$88,388
$107,362
$124,421
$132,504
$153,247
$138,790
$160,454
Department policy to detennine actual minimum, based on established increases over similarly situated Sergeants.
_pommander recieves a pay differential on top of the Captain's salary, as is current practice.
Please note that the Assistant Chiefs, appointed non-merit positions, are currently paid a salary roughly equivalent to
anMl.S I.
MONTGOMERY COUNTY GOVERNMENT
MANAGEMENT LEADERSHIP SERVICE
SALARY SCHEDULE
FISCAL YEAR 2018
EFFECTIVE AUGUST
6,
2017
PAY BAND
M1
M2
M3
MLSLEVEL
MINIMUM
CONTROL
POINT
MIDPOINT
MAXIMUM
MANAGEMENT LEVEL I
MANAGEMENT LEVEL
II
MANAGEMENT LEVEL
Ill
$101,077
$88,388
$75,934
$140,300
$124,421
$107,362
$171,678
$153,247
$132,504
$179,523
$160,454
$138,790
FY18
Notes:
- FY18 GWA is 2.0% on August 6, 2017, for Management Leadership Service employees.
@)
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Agenda Item 6B
December 12, 2017
Introduction
MEMORANDUM
December 8, 2017
TO:
FROM:
County Council
Robert H. Drummer, Senior Legislative
Attorney
ruuJ·
(J!'\,
Introduction:
Expedited Bill 40-17, Personnel- Merit System- Salary and
SUBJECT:
Wage Plans -Police Leadership Service
Expedited Bill 40-17, Personnel - Merit System - Salary and Wage Plans - Police
Leadership Service, sponsored by Lead Sponsor Council President at the request of the County
Executive, is scheduled to be introduced on December 12, 2017. A public hearing is tentatively
scheduled for January 16, 2018 at 1:30 p.m.
Background
Bill 40-17 would modify the uniform salary plan for sworn police managers to include a
salary schedule for a Police Leadership Service (PLS) like the Management Leadership Service.
The Bill would authorize the Chief Administrative Officer to establish the PLS for lieutenants and
captains in the Department of Police by method 1 regulation.
The Bill would also establish the following guidelines for operation of the PLS. The PLS
must:
(1)
(2)
(3)
be established within the Merit System;
include only lieutenants and captains in the Department of Police;
provide a compensation system designed to attract and retain highly competent
senior police managers and compensate lieutenants and captains on the basis of
individual and organizational performance (including success in improving
efficiency, productivity, quality of work or service, cost efficiency, and timeliness
and complying with anti-discrimination and equal employment opportunity
requirements);
ensure that senior police managers are accountable and responsible for the
effectiveness and productivity of the employees they supervise;
ensure accountability for honest, economical, and efficient police service;
recognize exceptional accomplishment;
enable the Police Chief reasonably to reassign senior police managers to promote
·
the mission and goals of the Department of Police;
protect senior police managers from arbitrary and capricious actions and maintain
a Merit System free of prohibited personnel practices;
(4)
(5)
(6)
(7)
(8)
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(9)
( 10)
(11)
ensure compliance with applicable personnel laws, including those related to equal
employment opportunity, political activity, and conflicts of interest;
enhance the management and leadership skills of highly competent senior police
managers through professional development; and
appoint career police managers to fill PLS positions to the extent practical,
consistent with the effective and efficient implementation of Department of Police
policies and responsibilities.
The Police Leadership Service is designed to reduce wage compression between the
compensation received by police officers and the compensation received by lieutenants and
captains in order to enhance the recruitment of senior sworn police managers.
This packet contains:
Expedited Bill 40-1 7
Legislative Request Report
Memo from County Executive
Fiscal and Economic Impact statement
Proposed Police Management Salary Schedule
Circle#
1
11
12
14
17
F:\LAW\BILLS\1740 Personnel - Salary
&
Wage Plans-Police\Intro Memo.Docx
2
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Expedited Bill No. _40~--17 _ _ _ __
_
Concerning: Personnel - Merit System -
Salary and Wage Plans - Police
Leadership Service
Revised: 12/7/2017
Draft No. 3
Introduced:
December 12, 2017
Expires:
June 12 2019
Enacted: _ _ _ _ _ _ _ _ __
Executive: _ _ _ _ _ _ _ __
Effective: _ _ _ _ _ _ _ _ __
Sunset Date:
- ~ - - - - - - -
None
Ch. _ _ , Laws of Mont. Co. _ __
COUNTY COUNCIL
FOR MONTGOMERY COUNTY, MARYLAND
Lead Sponsor: Council President at the request of the County Executive
AN EXPEDITED ACT
to:
(1)
(2)
(3)
(4)
modify the uniform salary plan for police sworn managers to include a salary schedule
for a Police Leadership Service;
authorize the Chief Administrative Officer to establish a Police Leadership Service
under the merit system for lieutenants and captains in the Department of Police;
establish guidelines for the Police Leadership Service; and
generally amend the law governing salary schedules for County employees under the
merit system.
By amending
Montgomery County Code
Chapter 33, Personnel and Human Resources
Section 33-11
Boldface
Underlining
[Single boldface brackets]
Double underlining
[[Double boldface brackets]]
* * *
Heading or defined term.
Added to existing law by original bill.
Deletedfrom existing law by original bill.
Added by amendment.
Deletedfrom existing law or the bill by amendment.
Existing law unaffected by bill.
The County Council for Montgomery County, Maryland approves the following Act:
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EXPEDITED BILL
No. 40-17
1
Sec. 1.
Section 33-11 is amended as follows:
2
3
33-11. Classification; salary and wage plans.
(a)
Classification.
(
1)
4
5
6
The Chief Administrative Officer must apply the classification
standards in this Chapter and the Personnel Regulations to:
(A)
establish and abolish occupational classes as necessary for
effective and economical operation of the County
government;
(B)
(C)
(D)
assign all positions in the merit system to proper classes;
assign pay grades to classes; and
establish a procedure for the administrative review of an
employee's objection to an assignment action that
downgrades the employee's position.
7
8
9
10
11
12
13
14
15
16
17
18
The Board must have a reasonable opportunity to review and comment
on any proposed new classes except new classes proposed for the
Management Leadership Service under paragraph (2).
(2)
The CAO may establish by amendment to the Personnel
Regulations under method (1) a Management Leadership Service
(MLS) to ensure that the senior management of the County
government is responsive to the needs, policies, and goals of the
County and is the highest quality possible. The MLS must:
(A)
be established within the Merit System;
provide a compensation system designed to attract and
retain highly competent senior managers and compensate
employees on the basis of individual and organizational
performance (including success in improving efficiency,
productivity, quality of work or service, cost efficiency, and
19
20
21
22
23
(B)
24
25
26
27
0
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ExPEDITED BILL
No. 40-17
28
29
30
31
32
33
34
35
36
37
timeliness and complying with anti-discrimination and
equal employment opportunity requirements);
(C)
ensure that senior managers are accountable and responsible
for the effectiveness and productivity of the employees they
supervise;
(D)
ensure accountability for honest, economical, and efficient
government;
(E)
(F)
recognize exceptional accomplishment;
enable the CAO reasonably to reassign senior managers to
promote the mission and goals of the County government;
(G)
protect senior managers from arbitrary and capricious
actions and maintain a Merit System free of prohibited
personnel practices;
(H)
ensure compliance with applicable personnel laws,
including those related to equal employment opportunity,
political activity, and conflicts of interest;
38
39
40
41
42
43
44
45
46
(I)
enhance the management and leadership skills of highly
competent
semor
managers
through
professional
development; and
(J)
appoint career managers to fill MLS positions to the extent
practical, consistent with the effective and efficient
implementation of agency policies and responsibilities.
(3)
The CAO may establish
QY
amendment to the Personnel
Regulations under method
ill
~
Police Leadership Service (PLS)
to ensure that the senior management of the Department of Police
is responsive to the needs, policies, and goals of the County and is
the highest quality possible. The PLS must:
47
48
49
50
51
52
53
54
0
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wage plans-police\bill 3.docx
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ExPEDITED BILL NO.
40-17
55
56
57
(A)
{ID
be established within the Merit System;
include only lieutenants and captains in the Department of
Police;
58
59
.(Q
provide
~
compensation system designed to attract and
retain highly competent semor police managers and
compensate lieutenants and captains on the basis of
individual and organizational performance (including
success in improving efficiency, productivity, quality of
work or service, cost efficiency, and timeliness and
complying with anti-discrimination and equal employment
opportunity requirements);
(D)
ensure that senior police managers are accountable and
responsible for the effectiveness and productivity of the
employees they supervise;
60
61
62
63
64
65
66
67
68
69
70
71
(ID
ensure accountability for honest, economical, and efficient
police service;
ill
(G)
recognize exceptional accomplishment;
enable the Police Chief reasonably to reassign senior police
managers to promote the m1ss10n and goals of the
Department of Police;
72
73
74
75
76
(ID
protect senior police managers from arbitrary and capricious
actions and maintain
personnel practices;
~
Merit System free of prohibited
77
78
ill
ensure compliance with applicable personnel
laws,
79
including those related to equal employment opportunity,
political activity, and conflicts of interest;
80
0
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ExPEDITED BILL NO.
40-17
81
ill
enhance the management and leadership skills of highly
competent senior police managers through professional
development; and
82
83
84
(K)
appoint career police managers to fill PLS positions to the
extent practical, consistent with the effective and efficient
implementation of Department of Police policies and
responsibilities.
85
86
87
88
89
90
91
8}
The CAO must determine by written finding that a reclassification
is necessary for the efficient and effective operation of County
government before approving an upward reclassification of a
position between July 1 and December 31 of any year in which the
County Executive is elected.
92
93
94
(b)
Uniform salary plan.
( 1)
The uniform salary plan consists of:
(A)
salary schedules for employees represented by certified
employee organizations;
(B)
(C)
a minimum wage/seasonal salary schedule;
a salary schedule for sworn police managers and positions
included in the Police Leadership Service;
(D)
(E)
(F)
(G)
(H)
95
96
97
98
99
100
101
102
103
104
105
106
a salary schedule for uniformed fire/rescue managers;
a salary schedule for sworn deputy sheriff managers;
a salary schedule for uniformed correctional managers;
a salary schedule for medical doctors;
a salary schedule for employees in positions included in the
Management Leadership Service; and
(I)
a general salary schedule for all other employees.
0
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EXPEDITED BILL NO.
40-17
107
108
109
110
111
112
113
114
115
116
117
118
119
(2)
The Chief Administrative Officer may recommend to the County
Council amendments to the uniform salary plan.
(3)
The Council must approve the uniform salary plan and any
amendments by resolution.
(4)
In approving the salary plan or amendments, the Council may
consider such factors as:
(A)
(B)
experience;
prevailing salary rates for comparable services in both the
public and private sectors;
(C)
(D)
(E)
County collective bargaining agreements;
living costs; and
other employee benefits.
(5)
A salary schedule must include grades and a salary rate or salary
range for each grade.
120
121
122
123
(6)
The Chief Administrative Officer must assign each occupational
class to an appropriate grade under an approved salary schedule.
(7)
The minimum wage/seasonal salary schedule must identify. each
occupational class assigned to the salary schedule. The Chief
Administrative Officer may assign an occupational class to the
minimum wage/seasonal salary schedule only if all employees in
the class:
(A)
(B)
are paid the federal minimum wage; or
work for the County fewer than:
(i)
20 regularly scheduled hours per week on a
continuing year- round or school-year basis; or
(ii)
1040 hours in a 12-month period; or
124
125
126
127
128
129
130
131
132
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&
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ExPEDITED BILL NO.
40-17
133
134
135
136
137
138
139
(C)
are participants in the County's Conservation/Service Corps
job training program.
(8)
The Chief Administrative Officer must base any recommendation
to amend the police management salary schedule on:
(A)
police
management
salary
rates
m
neighboring
jurisdictions;
(B)
County collective bargaining agreements that establish the
pay and benefits of police officers;
(C)
(D)
(E)
(9)
other pay and benefits available to police management;
availability of funds; and
any other relevant factors.
140
141
142
143
144
145
146
147
148
149
150
151
152
153
154
155
156
157
158
159
(B)
(C)
(B)
The Chief Administrative Officer must base any recommendation
to amend the fire/rescue management salary schedule on:
(A)
fire/rescue management salary rates in neighboring
jurisdictions;
County collective bargaining agreements that establish the
pay and benefits of uniformed fire/rescue employees;
other pay and benefits available to fire/rescue management;
availability of funds; and
any other relevant factors.
(D)
(E)
(10) The Chief Administrative Officer must base any recommendation
to amend the sworn deputy sheriff management salary schedule
on:
(A)
salary rates of sworn deputy sheriff managers m
neighboring jurisdictions;
County collective bargaining agreements that establish the
pay and benefits of deputy sheriffs;
(jJ
t\lawlbil•\1740
pe,sona~
.
sala,y
&
wage
pla"'i>Ol<elb;u 3.do0<
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ExPEDITED BILL
No. 40-17
160
161
162
163
164
165
166
167
168
169
170
171
172
173
174
175
176
177
178
179
180
181
182
183
184
185
186
(13)
(12)
(C)
other pay and benefits available to sworn deputy sheriff
managers;
(D)
(E)
availability of funds; and
any other relevant factors.
( 11) The Chief Administrative Officer must base any recommendation
to amend the uniformed correctional management salary schedule
on:
(A)
salary rates of uniformed correctional managers m
neighboring jurisdictions;
(B)
County collective bargaining agreements that establish the
pay and benefits of correctional officers;
(C)
other pay and benefits available to uniformed correctional
managers;
(D)
(E)
availability of funds; and
any other relevant factors.
The Chief Administrative Officer must base any recommendation
to amend the medical doctors' salary schedule on:
(A)
salaries of medical doctors employed in the public and
private sectors
in
Montgomery County;
(B)
salaries of medical doctors employed
in
the public
private sectors
in
neighboring jurisdictions;
(C)
other pay and benefits available to medical doctors;
availability of funds; and
any other relevant factors.
and
(D)
(E)
The Chief Administrative Officer must ensure that all occupational
classes that require comparable experience and have comparable
duties, responsibilities, and authority are paid comparable salaries
®f:\law\bills\1740 personnel -salary & wage plans-police\bill 3.docx
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ExPEDITED BILL
No. 40-17
187
188
189
190
191
192
193
194
195
196
197
198
199
200
201
202
203
204
205
206
207
208
209
210
211
212
213
that reflect the relative value of the services performed, except
occupational classes on the salary schedules for:
(A)
sworn police managers included in the Police Leadership
Service;
(B)
(C)
(D)
(E)
uniformed fire/rescue managers;
sworn deputy sheriff managers;
uniformed correctional managers;
deputy sheriffs in the Office, Professional, and Technical
bargaining unit;
(F)
(G)
(H)
(I)
(J)
(14)
the police bargaining unit;
the fire/rescue bargaining unit;
medical doctors;
Management Leadership Service; and
minimum wage/seasonal employees.
The Chief Administrative Officer may recommend compensation
policies for overtime, pay differentials, and other salary and wage
benefits to the County Council. The County Council must approve
any such policy or benefit.
(15) Any plan, policy, or schedule approved by the County Council
under this subsection is subject to the provisions of this Chapter
regarding employees who are represented by a certified employee
organization.
(c)
Salary policies.
Employees must be paid on a biweekly basis. Except as
expressly provided by federal, state, or County law, the Chief
Administrative Officer must determine any applicable payroll deductions
and charges for deductions, including state income tax withholding for
any state where an employee resides. The Chief Administrative Officer
G
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ExPEDITED BILL
NO. 40-17
214
215
216
217
218
219
220
221
222
223
224
225
226
227
228
229
230
231
232
233
234
23 5
236
(d)
may deduct from an employee's salary, without written authorization,
any amount specified under any automatic enrollment provision of the
Deferred Compensation Plan established under Section 33-142 and of a
deferred compensation plan established under Section 33- l 46B to the
extent permitted by a collective bargaining agreement if the employee is
a member of an applicable bargaining unit. When an employee leaves
County employment, any debts the employee owes to the County may be
deducted from any unpaid salary, accrued annual or compensatory leave,
or retirement contributions due to the employee.
Other compensation policies.
The chief administrative officer may
establish other compensation policies to recognize employees who
perform in an extraordinary manner either on a sustained performance
basis or in recognition of a specific act or service. These compensation
policies may include monetary awards to employees making suggestions
which result in better public service, cost savings or more efficient
operations. Compensation policies may be in the form of cash awards or
be part of the uniform salary plan.
Sec. 2.
Expedited Effective Date.
The Council declares that this legislation is necessary for the immediate
protection of the public interest. This Act takes effect on the date on which it becomes
law.
Approved:
Hans D. Riemer, President, County Council
Date
~
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LEGISLATIVE REQUEST REPORT
Expedited Bill 40-17
Personnel
-
Merit System
-
Salary and Wage Plans
-
Police Leadership Service
DESCRIPTION:
The requested legislation amends Section 33-11,
Classification; salary and wage
plans,
of the Merit System Law to authorize the Chief Administrative Officer to
establish, by method
1
regulation, a Police Leadership Service for lieutenants and
captains in the Department of Police.
The County has had difficulty in recruiting police managers due to wage compression
between the officer and manager ranks and the inability to award police managers higher
wages based upon performance. The 19.3 percent difference between sergeants' and
lieutenants' average total salary (base plus longevity) and the 15.7 percent difference
between the salary schedules themselves (at longevity maximum) is diminished due to
the availability of variable compensation, such as overtime and other elements of
compensation. A new salary schedule for Police Leadership Service is needed to
properly align the salaries of lieutenants and captains with the market for these services
and other management leaders in the County.
PROBLEM:
GOALSAND
OBJECTIVES:
To address recruitment and retention issues for lieutenants and captains created by not
aligning these management positions with the Management Leadership service salary
schedule.
COORDINATION:
Office of Human Resources and Department of Police
FISCAL IMPACT:
Office of Management and Budget
ECONOMIC
IMPACT:
EVALUATION:
EXPERIENCE
ELSEWHERE:
SOURCE OF
INFORMATION:
Department of Finance
n/a
n/a
Lori O'Brien, OHR (7-5032), and David Anderson, POL (3-6072)
APPLICATION
WITHIN
MUNICIPALITIES:
n/a
PENALTIES:
n/a
F:\LAW\BILLS\17xx Personnel - Salary Schedule\LRR.Docx
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. :_ ~=- . -~ -. . .· ·-:-·-;. :- :
---1
··.·.·.-::-:-,.·
..
. ·..·.· . ··'"
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r
I
OFFJCEOFTHECOUNTYEXECUTIVE
ROCK.Vll.LB, MARYLAND 20850
Isiah
Leggett
County Executive
MEMORANDUM
December 1, 2017
TO:
Roger Berliner, President, Montgomery Coun:
Isiah Leggett, County Executive
Expedited
Bill
to
add Police Leadership Service (PLS) to Sworn Police Manager
Salary Schedule
FROM:
SUBJECT:
I am attaching for Council introduction an Expedited Bill that would create
a
new
Police Leadership Service schedule
in
the Sworn Police Manager Salary Schedule. The amended
schedule would create a new Police Leadership Services (PLS) salary schedule that includes the
practice of aligning salary increases with performance and would improve the Police
Department's ability to attract, retain, and motivate qualified applicants to move through the
ranks to management.
Under administrative direction, the Sworn Police Managers in the County are
responsible for planning, directing, managing, supervising and coordinating the activities and
operations of an assigned service area within the Police Department. This level of management
responsibility is consistent with the tenets of the Management Leadership Service (MLS)
structure in which MLS employees have responsibility for managing County programs and
services, or developing and promoting public policy for major programs and management
functions, or both. Major components of the MLS program include a broadband classification
system, performance accountability with performance-based pay, professional development
opportunities, and a County-wide focus in program and policy development. Adopting the MLS'
salaries and structure for the Sworn Police Managers
in
the County would appropriately reflect
the salaries that are paid management ranks in comparable jurisdictions.
The Police Department has identified a number of issues resulting from the
current police management compensation plan. Foremost among those is that the department
has
not been able to improve the rate at which Sergeants take the Lieutenant assessment, enabling the
department to choose from among a large pool of qualified candidates. Testing most recently
occurred
in
2009, 2012, 2014, and 2016, and the number of officers taking the exam were 35, 31,
30, and 22, respectively.
As
there
are
currently 151 active Sergeants, the relative level of interest
is very low. Further, as detailed
in
a
PFM
Group report, the proportion of eligible Sergeants who
take the Lieutenant promotional exam is lower in Montgomery County
than
·in the regional
police departments ·surveyed. This issue continues
to
exist despite extensive outreach and
training.
montgomerycountymd.gov/311
~
Maryland
Relay
711
•3~
@
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: __ /.:::·::·· .1
Roger Berliner, President
Amendment of Police Management Salary Schedule
December 1, 2017
Page2 of2
By aligning the police leadership schedule with the MLS schedule, we
will
improve oversight and recruitment
into
the management ranks, allowing us to continue to
maintain the highest standards of public safety for the citizens and guests of Montgomery
County. The proposed Police Leadership Service Salary Schedule both provides an incentive for
Sergeants to enter management ranks and also provides continuous alignment of pay with
perfonnance, through the management performance-based compensation system. A fiscal impact
statement and a legislative request report for the bill are also attached.
If
you have any questions concerning this correspondence, please contact Lori
0
'Brien, Lead Compensation Analyst,
in
the Office of Human Resources at 240. 777 .5032 or by
email at lori.obrien@montgomerycountymd.gov.
Attachments:
Expedited Bill XX-17 Personnel - Salary Schedules
Legislative Request Report
Fiscal Im.pact Statement
Economic Impact Statement
PLS Salary Schedule (Attachment 1)
cc:
Fariba Kassiri, Assistant Chief Administrative Officer
K.ameron Coefield, Office of Human Resources
Lori O'Brien, Office of Human Resources
Luther Reynolds, Police Department
Tom Jordan, Police Department
David Anderson, Police Department
Jelani Newton, Office of Management and Budget
Corey Orlosky, Office of Management and Budget
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Fiscal Impact Statement
Bill XX-17 Personnel
-
Salary Schedules
1. Legislative Summary.
The proposed legislation would amend the· County Code to modify the uniform salary
plan for police sworn managers to include a salary schedule for Police Leadership
Services
(PLS),
establish factors on which the Chief Administrative Officer (CAO) must
base any recommended amendment to these salary schedules, and generally amend the
law governing salary schedules for County employees.
2.
An
estimate of changes
in
County revenues and expenditures regardless of whether
the revenues or expenditures are assumed in the recommended or approved budget.
Includes source of information, assumptions, and methodologies used.
The proposed legislation would not have a fiscal impact,
as
it only serves to allow the
CAO to establish a PLS.
3. Revenue and expenditure estimates covering at least the next 6 fiscal years.
See#2.
4. An actuarial analysis through the entire amortization period for each bill that would
affect retiree pension or group insurance costs.
Not applicable.
5. Later actions that may affect future revenue and expenditures if the bill authorizes
future spending.
Not applicable.
6. An estimate of the staff time needed to implement the bill.
Not applicable.
7.
An explanation of how the addition of new staff responsibilities would affect other
duties.
Not applicable.
8. An estimate of costs when an additional appropriation is needed.
Not applicable.
9. A description of any variable that could affect revenue and cost estimates.
Implementation of a new salary schedule for police sworn managers following the
parameters in this legislation
has
the potential to have a fiscal impact.
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10. Ranges of revenue or expenditures that are uncertain or difficult to project.
Not applicable.
11. If
a bill
is
likely to have no fiscal impact, why that is the case.
This proposed legislation amends the County Code to allow the CAO
to
establish a new
salary schedule for police sworn managers within the uniform salary plan. However, this
legislation does not necessitate a change in the salary plan.
12. Other fiscal impacts or comments.
Not applicable.
13. The following contributed to and concurred with this analysis:
Kameron Coefield, Office of Human Resources
Lori O'Brien, Office of Human Resources
Jelani Newton, Office of Management and Budget
Corey Orlosky, Office of Management and Budget
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Economic Impact Statement
Bill ###-17,
Concerning Personnel
-
Salary Schedule
Background:
This legislation would modify the uniform salary plan for police swom managers to
include a
salary
schedule for Police Leadership Service, and establish factors on which
the Chief Administrative
Officer
must base any recommended amendment
to
these salary
-. schedules.
1. The
sources of information, assumptions, and methodologies used.
The source of information is the Office of Human Resources (OHR). There are no
assumptions and methodologies used in the preparation of the economic impact
statement
,
2. A description of any variable that could affect the economic impact estimates.
There are
no variables that could
affect the
economic impact estimates.
3. The Bill's positive or negative effect,
if
any on employment, spending, savings,
·
investment, incomes, and property values in the County.
According
to
OHR, the legislation will affect 56 police sworn managers. Bill ##-17
would have no economic impact on employment, spending, savings, investment,
incomes, and property values in the
County.
4.
If
a
Bill
is
h'kely
t~ have no economic impact,
why
is
that
the case?
Please see item #3.
S. The following contributed to or concurred with this analysis:
Kameron Coefield, Office of
Human
Resources
Lori O'Brien,
Office
of
Human Resources
David
Platt,
Department of Finance
Rob Hagedoorn, Dep8!1DJ.ent of Finance
Ale xEs p~ - ~ ~ -
·
Department of tance
Date
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Page
1
of 1
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Attachment 1
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MONTGOMERY COUNTY GOVERNMENT
POLICE
MANAGEMENT
SALARY SCHEDULE
FISCAL YEAR 2018
EFFECTIVE JULY 9, 2017
GRADE
A2
A3
RANK
POLICE LIEUTENANT
POLICE CAPTAIN
MINIMUM
$81,473
$92,787
MAXIMUM LONGEVITY*
$122,718
$127,013
$140,186
$145,092
*
Completion of 20 Years of Servi~.
Longevity is 3.5% for Police Management.
FY18
Notes:
- FY17 GWA is 2.0% on July 9, 2017, for Police Management.
MONTGOMERY COUNTY GOVERNMENT
POLICE LEADERSHIP SERVICE
SALARY SCHEDULE
FISCAL YEAR 2018
RECOMMENDED
GRADE
A2
A3
1
2
PLSLEVEL
MINIMUM
MIDPOINT
CONTROL
POINT
MAXIMUM
POLICE LIEUTENANT
1
POLICE CAPTAIN
2
$75,934
$88,388
$107,362
$124,421
$132,504
$153,247
$138,790
$160,454
Department policy to detennine actual minimum, based on established increases over similarly situated Sergeants.
_pommander recieves a pay differential on top of the Captain's salary, as is current practice.
Please note that the Assistant Chiefs, appointed non-merit positions, are currently paid a salary roughly equivalent to
anMl.S I.
MONTGOMERY COUNTY GOVERNMENT
MANAGEMENT LEADERSHIP SERVICE
SALARY SCHEDULE
FISCAL YEAR 2018
EFFECTIVE AUGUST
6,
2017
PAY BAND
M1
M2
M3
MLSLEVEL
MINIMUM
CONTROL
POINT
MIDPOINT
MAXIMUM
MANAGEMENT LEVEL I
MANAGEMENT LEVEL
II
MANAGEMENT LEVEL
Ill
$101,077
$88,388
$75,934
$140,300
$124,421
$107,362
$171,678
$153,247
$132,504
$179,523
$160,454
$138,790
FY18
Notes:
- FY18 GWA is 2.0% on August 6, 2017, for Management Leadership Service employees.
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