Redesigning Pay Plans to Retain Vehicle Technicians and Shop Personnel During Tough Times City of Milwaukee Department of Public Works Fleet Services Section Jeffrey A. Tews, CPFP Fleet Operations Manager Diverse Fleet 123 different types of equipment, from aerial lifts to welders City of Milwaukee Fleet: Diesel units 929 pieces Gasoline units 1,670 pieces Propane units 138 pieces CNG Units 51 pieces Non-Fuel units 995 pieces Annual Fuel Use: Diesel fuel 1,000,000 gallons/year Gasoline 600,000 gallons/year Propane 17,000 gallons/year CNG 165,000 DGE s Five Repair Facilities Central (main), Tire Shop, + 3 night locations Entire Repair Staff: 52 Vehicle Service Techs 4 Field Service Techs 6 Welders 1 Electrician 1 Fluid Power Tech 4 Lubricators 6 Tire Workers 8 Parts Assistants 6 Support/Clerical 7 Supervisors 1
Technician Pay Comparison 2008 Entity Position Start Steps Top City of Light Tech $17.96 7 $21.93 Milwaukee Heavy Tech $18.95 7 $22.47 Top step reflects bonus for ASE Master Certification Milw. Fire Vehicle Tech $18.46 6 $23.00 Department Top step reflects bonus for ASE Master Certification A seventh step is available to EVT (Emergency Vehicle Technician) certified techs Milw. Public Vehicle Tech $18.56 6 $23.26 Schools Lead Tech $19.80 6 $24.89 Add $.10 per hour for each ASE certification, up to 5 areas total Pay Frozen Since 2008 No annual pay increments Older techs entrenched, no incentive to improve Younger, more certified techs leaving Retraining of new techs Plan of Action Combine Light and Heavy titles to address the current lack of flexibility in assigning work Propose increases based on merit Cite exponential advances in technology Emphasize national shortage of qualified technicians Year 1 Master Plan Change pay structure, base increases on knowledge, certifications earned, skills and experience Combine Light and Heavy titles into VST I and VST II Year 2 Develop and implement efficiency standards Year 3 Implement increases or decreases based on employees meeting efficiency standards 2
Focus on ASE Certifications Year 1 New pay steps to be based on: Master Automobile Eight tests A1 through A8 Test A9 for diesel engines is not required. Master Medium/Heavy Truck Six tests T2 through T7 Tests T1 for gasoline engines and T8 PMI (Preventive Maintenance Inspection) are not required. L1 Advanced Engine Performance Specialist (Auto) L2 Medium/Heavy Vehicle Electronic Diesel Diagnostic Specialist New Pay Chart VST I (underfill title) Six steps 1. $19.34/hour: Entry level without prior training 2. $19.75/hour: 1-yr tech school diploma or 2 ASE certs 3. $20.17/hour: Automotive apprenticeship or 4 ASE certs 4. $20.60/hour: Associates degree or 6 ASE certs 5. $21.02/hour: 8 ASE certs 6. $21.46/hour: 1 ASE master cert Each step requires continued demonstration of efficiency based on automotive standards Existing techs without a Master cert reclassified to VST I New Pay Chart VST II Seven steps Requires 1 ASE master cert and minimum 1-year of service 1. $22.54/hour: Entry level with 1 ASE Master cert 2. $23.01/hour: +2 ASE certs and/or 1 L specialist cert 3. $23.50/hour: +4 ASE certs and/or 1 L specialist cert 4. $23.99/hour: 2 Yrs. service +6 ASE certs and/or 1 L 5. $24.97/hour: +8 ASE certs and/or 1 L specialist cert 6. $25.01/hour: 2 ASE master certs 7. $25.54/hour: 3 Yrs. Service, 2 ASE master certs, 2 L s Each step requires continued demonstration of efficiency based on automotive standards 3
Prior to Roll-Out Buy-in required from: DPW Administration Department of Employee Relations Several senior level VST s Union City Service Commission Office of Budget & Management Finance & Personnel Committee Common Council Roll-Out, August 2013 New Pay Adjustments: Letter to each employee denoting new title and pay VST s placed at step supported by their certs Existing techs grandfathered at current pay rate Pay will be adjusted down if certs are not maintained Grace period until end of fiscal year to earn certs Schedule for future increment raises; July 1st January 1st Begin working on efficiency standards Year 2 Annual performance reviews now required Five factors to be measured 1. Productivity 2. Initiative 3. Dependability 4. Interpersonal Relations/Teamwork 5. Safe Work Procedures 4
1. Productivity Manages time and uses appropriate work methods, techniques, and equipment to achieve effective and efficient results Demonstrates skill and proficiency in diagnosis and appropriate repair of vehicles and equipment Work product and work output match expectations 2. Initiative Readily accepts assignments, new tasks and responsibilities Offers suggestions on improving work methods and procedures Accepts additional challenges and responsibilities, and adapts to changes 3. Dependability Annual comeback work rate is 3% or less Maintains average or above average rate of completion of work when compared to published job standard times, or high end average of shop average times on non-published jobs Completes all assignments on time with minimal follow-up from supervisor Is consistently punctual and regular in attendance and follows policy when requesting and reporting time off 5
4. Interpersonal Relations/Teamwork Establishes and maintains effective, respectful and productive working relationships with fellow workers and peers Respects the property and work areas of others Works well with others when placed into teams Builds and maintains effective customer relations with drivers, operators, and using departments Willingly accepts suggestions for improvement and occasionally seeks counsel on performance and work habits 5. Safe Work Procedures Inspects, wears, and maintains personal protective equipment and other safety equipment appropriate for the job Uses safe work practices appropriate for the job and according to industry safety standards Always secures the worksite to ensure safety of self, co-workers, and the public Ratings for each Factor 5. Constantly Exceeds Standards 4. Constantly Exceeds Standards 3. Meets Standards 2. Below Standards 1. Constantly Below Standards 6
Employees must attain a minimum rating of 3 in all five factors, along with having earned appropriate ASE certs, in order to receive an increment raise A below-standard review will result in no pay increase Any below-standard review will be reassessed in six months There is no appeal process Encouraging Results Prior to new pay plan: 13 VST s with Automotive Master certs 5 VST s with Medium-Heavy Truck Master certs 2 VST s with dual certs, Automotive/Med-Hvy Truck 0 L Certs 36 VST s with no certs Encouraging Results One year into new pay plan: 26 VST s with Automotive Master certs (+13) 22 VST s with Medium-Heavy Truck Master certs (+17) 16 VST s with dual certs, Auto/Med-Hvy Truck (+14) 16 L-1 certs (+16) 14 L-2 certs (+14) 27 VST s with no certs (-9) 7
Encouraging Results During Year 1 of new pay plan: Ability to shift resources where needed Reduced overtime hours Slight increase in equipment availability Retaining VST s Recruiting more qualified VST s Greatly increased employee morale Sense of belonging, buy-in Occasional Grumbling Rolled out to Other Titles Fleet Service Welder: Developed American Welding Society (AWS) based certification process, six tests W1 Vertical down, fillet weld in T-Joint, 18 gauge galvanized sheet W2 Overhead, fillet weld in T-Joint, 18 gauge galvanized sheet W3 Vertical down, flare bevel groove weld, 18 gauge galvanized sheet W4 Overhead, flare bevel groove weld, 18 gauge galvanized sheet W5 Vertical up, groove weld, 1 thick plate W6 Overhead, groove weld, 1 thick plate Lifetime certification, provided employee maintains log book Three years experience with City required to reach top level Required to meet similar efficiency standards Rolled out to Other Titles Fluid Power Technician: Developed International Fluid Power Society (IFPS) based certification process Three written tests (local test facility) Fluid Power Connector and Conductor Fluid Power Certified Mechanic Fluid Power Certified Technician Two performance tests (out of state test facility) Connector and Conductor Mechanic and Technician Three years experience with City required to reach top level Required to meet similar efficiency standards 8
What s Next? Automotive Electrician Parts Assistants Heavy Eq. Lubricators Tire Repair Workers Service Writers Eq. Operators Year 3 Develop mechanism (with appeal process!) implement increases or decreases based on employees meeting efficiency standards Questions? 9