City of Battle Creek salary adjustments

8/13/2019 City of Battle Creek salary adjustments

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June 12, 2013

percentile when considered against similar positions in the market. The lack of competitiveness ofBattle Creek salary ranges in the market is attributable, in part, on the fact that the City had notincreased salaries at all for these positions since 2008. As a result, Hay recommended the Cityconsider two options:

Option 1 Increase all salary ranges by 15% Option 2 Increase Pay Grade 15 to the 10 th percentile level and use that level as an

anchor, with salaries for Pay Grades from 1-6 being adjusted 2% and salaries for PayGrades 7-15 being graduated from Grade 7 at the 72 nd percentile to Grade 15 at the 10 th

percentile

I elected not to pursue either option a year ago due to budget concerns. Also, both options placed thetop of the salary ranges of the highest grade (Grade 15) significantly above the current salary of theCity Manager. The City Managers salary, like those for all nonrepresented employees at the top oftheir salary range, has not experienced a salary increase since 2008 and is currently compensated at,$122,500. Current salaries top out at $115,291 for Grade 15 and at $105,710 for Grade 14. Underrecommended Option 1, Grade 15 would top out at $132,585 and Grade 14 at $121,567. UnderOption 2, Grade 15 would top out at $136,871 and Grade 14 at $123,646.

Info from 2012 MML Wage & Salary Survey

In an attempt to gain better perspective on the competitiveness of Battle Creek salaries to the markethere in Michigan, I have compiled information from the Michigan Municipal Leagues most recentWage & Salary Survey, conducted in 2012. While the MML survey data does not provide a broadcommunity representation of salaries for all positions, it does provide the best representationcurrently available for municipalities in the state of Michigan.

The information (attached) is provided in graphical and tabular form for nonrepresented positions inour organization that are comparable to positions covered in the MML survey. The graphicalinformation is not provided for all data points because doing so would attempt to accommodate toomany data points and would render most graphs unreadable. Also, for all of the positions, data pointsat the lower end of the scale are generally for the very small municipalities with services andresponsibilities that arent comparable to Battle Creek. The tabular information does include all data

points from the MML survey. Also, where there are notable differences or explanations betweensimilar positions in different communities, I have attempted to point those out. I have also included


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June 12, 2013

perspective on where our staff salaries should fall in the spectrum of salaries across Michigan. Thefollowing is intended to help with that perspective.

Battle Creek is very unique in that its population is that of a small-to-medium size community yetcovers a very large geographic area (leading to large public infrastructure systems when compared ona per capita basis). Also, due to its history and business composition, it has public facilities andservices comparable to cities much larger in size. Because of these characteristics, Battle Creeksmunicipal government requires a staff with the breadth and depth of expertise much greater thanother communities of similar size.

For example, no other Michigan community of 52,000 residents covers nearly 44 square miles ofgeographic area and includes the combination of major corporate citizens from food manufacturing

(including the world headquarters of a Fortune 500 company), food research & development,automotive parts manufacturing, Federal military operations, major philanthropic organizations(including a top 10 worldwide philanthropic organization), aviation maintenance and education, 2significant health care system providers and more. Complexity and diversity is not only reflected inour corporate/business makeup, but also in our government operations.

Municipal government in most communities with 2-3 times the population of Battle Creek does not provide the breadth and level of services as the City of Battle Creek provides its citizens. OnlyDetroit and Grand Rapids, with significantly larger populations, cover a larger geographic area. The

large geographic service area in Battle Creek results in very large street, water and sanitary sewersystems for the City to operate and maintain, with well over 300 miles of streets, water mains andsanitary sewer pipelines under its responsibility. In addition to water and sewer pipelines, the Cityoperates and maintains plants for water production and treatment and wastewater treatment that notonly serve City residents and businesses, but also residents and businesses in the City of Springfieldand the Townships of Bedford, Emmett, Pennfield and Leroy. And the fact that Battle Creek ishome to large food production and paper-based production plants means the Citys wastewatertreatment plant must be designed and operated for a flow that is high in complexity and volatility.

In addition, few communities of any size operate a regional airport that includes an air traffic controltower and serves the complex combination of military, college aviation and corporate air traffic, nor a

bus transportation system beyond a limited dial-a-ride service. And no municipal government in acommunity of 52,000 possesses and operates 1500+ acres of parks, a beach, a major baseball/softballcomplex and a sports and entertainment arena. Nor does any community of our size possess 2


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June 12, 2013

these meetings have been in a position to repeatedly share stories of job growth like we have with theannouncements from Cosma International, Janesville Acoustics, Denso, Bleistahl and others.

The Citys Dilemma

The City is currently in a quandary in that it needs to keep the salaries for its workforce competitive,especially the salaries for its leadership positions, but it should not have subordinate employeescompensated at a higher level than its CEO. Without a competitive salary structure, the Citys abilityto meet the stated purpose of its compensation system to attract, employ and retain well qualifiedemployees is compromised.

For example, the salary for our City Engineer position currently tops out at $105,710. The City ofAnn Arbor is presently advertising to fill its City Engineer position with a salary range that has amidpoint of $111,488. Ann Arbors population is slightly more than twice that of Battle Creek, butthe Ann Arbor position is strictly responsible for engineering studies, design and construction

projects, while the Battle Creek City Engineer has not only those responsibilities, but alsoadministrative oversight for street & park maintenance and maintenance and management of most ofthe Citys fleet of vehicles. The question for the job seeker becomes, would you rather seek the AnnArbor position that is focused on overseeing engineering activities, or the position in Battle Creekrequiring greater responsibility for less pay?

One needs to look no further than Kalamazoo to understand the impact of salary structures that arenot market-competitive. Two weeks ago, the Kalamazoo City Commission announced they arerebooting their City Manager search after interviewing their 5 finalists for the position because theywere not impressed with the quality of candidates they received. The City of Kalamazoo has theirCity Manager salary posted at around $115,000 which is at the low end for comparable communitiesand while some may blame their search consultant for their dilemma, I believe it is more anindication that potential candidates know the value of the market.

Impact of Increasing Salary Ranges

Taking both the Hay Associates review and MML survey information into consideration, I believe areasonable approach at this time would be to increase salary ranges for Grades 5 and above by 5% tomake compensation for these positions more competitive in the market. Action to increase salaryranges would improve the competitiveness of our salary structure for our leadership positions but


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Battle Creek Code of Ordinances

CHAPTER 290Compensation Plan

EDITOR'S NOTE: Resolution 348, passed September 6, 1983, adopted a deferred compensation planfor the City and provided for its administration.

290.01 Purpose.

290.02 Composition of Compensation Plan.

290.03 Appointment rate.

290.04 Salary increases.

290.05 Pay rate adjustments.290.06 Review and maintenance of Compensation Plan.

290.07 Longevity Plan.

290.08 Educational Incentive Program.

290.09 Terminal pay.

290.10 Payroll procedures.

290 11 O ti

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Personnel Department - see ADM. Ch. 234

Local Officers Compensation Commission - see ADM. Ch. 275

290.01 PURPOSE.

The Compensation Plan is designed to provide equal pay for equal work, provide a means for adjusting the Plan to meet changes in conditions which require adjustments in pay levels and establishsalary and wage rates which compare satisfactorily with those of public and private employers in thearea, thus enabling the City to attract, employ and retain well qualified employees.

(Ord. 14-78. Passed 11-28-78.)

290.02 COMPOSITION OF COMPENSATION PLAN.

(a) For nonrepresented employees, the Compensation Plan consists of a schedule of pay ranges for each job classification included in the Classification Plan.

(b) Employees who are members of an employee organization shall be compensated according tothe contract agreement in effect.

(Ord. 14-78. Passed 11-28-78.)

290.03 APPOINTMENT RATE.

(a) Original appointment to any position shall normally be made at the minimum rate andadvancement from the minimum rate shall be by successive steps.

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(3) A general increase is granted to all employees.

(Ord. 14-78. Passed 11-28-78.)

290.04 SALARY INCREASES.

Employee pay increases to the next higher step shall be based on meritorious performance at the present step, made in accordance with the compensation schedule, and be made effective at the beginning of the pay period nearest the employee's anniversary date of promotion to the new jobclassification. Progression through the pay range shall be accomplished by a review of employee

performance by the immediate supervisor with approval of the department head. This performanceevaluation shall be conducted before the completion of the employee's probationary period (normally sixmonths), immediately before the employee's first anniversary date and yearly before the employee'sanniversary date thereafter. Each employee shall have the opportunity to discuss his or her employee

performance report with the reviewing officer assigned to evaluate the individual's work effort. Both theemployee and the employee's supervisor shall sign the performance report which will then be forwardedto the office of Employee Relations for inclusion in the employee's personnel file. If a pay increase iswithheld, the employee shall be informed of the next evaluation date, which shall not be more than six

months later, and the nature of the improvement in job performance that will be required for the stepincrease to be granted at the next evaluation. If the employee disagrees with the evaluation or the basisupon which a pay increase is denied, he or she may seek redress under Section 296.12. In all instances,money shall be available and appropriated in the budget before any pay increase is granted.

(Ord. 14-78. Passed 11-28-78.)

290.05 PAY RATE ADJUSTMENTS.

If an employee is transferred, promoted or demoted, the rate of pay for the new position shall bedetermined as follows:

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290.06 REVIEW AND MAINTENANCE OF COMPENSATION PLAN.

Comparative salary surveys shall be conducted annually by the Director of Employee Relations prior to submission of the annual budget. Such studies shall consider factors affecting the level of salaries of employees, including cost-of-living increases, changes in the rates paid for comparable types of work bycompeting employers, labor market conditions and past recruitment experience. On the basis of suchstudies, adjustments in pay ranges shall be recommended to the City Commission by the City Manager.

(Ord. 14-78. Passed 11-28-78.)

290.07 LONGEVITY PLAN.

For all employees who qualify, the City shall maintain a Longevity Plan as follows:

(a) Employees who are members of an employee organization shall be covered by the applicable provisions of their contract.

(b) Effective December, 1987, the longevity payment shall be three hundred fifty dollars ($350.00)to an employee who has completed seven years of continuous service since his or her anniversary dateof employment. Effective December, 1988, such longevity payment shall be three hundred seventy-fivedollars ($375.00).

(c) Effective December, 1987, the longevity payment shall be six hundred fifty dollars ($650.00) toan employee who has completed twelve years of continuous service since his or her anniversary date of

employment. Effective December, 1988, such longevity payment shall be six hundred seventy-fivedollars ($675.00).

(d) Effective December, 1998, the longevity payment shall be one thousand dollars ($1,000) to an

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(h) Payment to the beneficiary of a deceased qualified employee of his or her longevity pay for theyear in which the death occurred shall be made on the same basis as payment to a retired employee.

(Ord. 14-78. Passed 11-28-78; Res. 591. Passed 1-19-88; Ord. 22-98. Passed 12-15-98.)

290.08 EDUCATIONAL INCENTIVE PROGRAM.

(a) The purpose of the Educational Incentive Program is to provide current employees of the Citywith a bonus payment for the completion of accredited courses in job related curricula. Payment for educational attainment shall only be paid for degrees or credits beyond what is called for in theemployee's job description.

(b) Employees who are members of an employee organization shall be governed by the applicable provisions of their contract.

(c) The policy for payment to full-time permanent nonrepresented employees is as follows:

(1) All job related areas shell be defined by the Director of Employee Relations with the

concurrence of the department head.

(2) All courses must be certified by an accredited institution.

(3) A grade of "C" or above or a passing score in a nongraded course must be received.

(4) Proof of completion rests with the employee and must be presented in the office of Employee Relations for payment.

(d) The following scheduled amounts shall be paid to a qualified nonrepresented employee eachyear in the first pay period following July 1:

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resignation shall receive pay for unused accrued vacation as provided in the vacation policy. Thoseemployees with unused accrued sick leave shall be paid for their unused accrued sick leave as providedin the sick leave policy. Terminal pay shall be paid to the employee or his or her designated beneficiaryand made available in the office of Employee Relations after all equipment issued by the City has beenreturned.

(Ord. 14-78. Passed 11-28-78.)

290.10 PAYROLL PROCEDURES.

(a) All departments shall deliver their completed time cards to the Finance Department not later than 10:00 a.m. on Monday.

(b) All overtime hours not received in time by the data processing office shall be recorded and paidin the next pay period.

(c) Payroll will not carry a cumulative total of compensatory time for employees, except as provided in employee bargaining contracts.

(d) Employees shall be paid weekly.

(e) Each department and/or division head is responsible for the distribution of paychecks within hisor her department or division.

(f) For the convenience of employees going on vacation, the City shall, on request, make anadvance payment of compensation due for the period falling within the vacation period, provided that

such payments can only be made in forty-hour blocks. Such requests for an advanced paid vacationmust be made to the office of Employee Relations not less than two weeks prior to the scheduledvacation. In no other instance shall an employee be granted an advance on future pay.

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(1) Scheduled overtime. That which is anticipated or planned for; and

(2) Emergency overtime. That which is not anticipated or planned for.

(c) Approval of Scheduled and Emergency Overtime. The department heads shall reviewscheduled overtime lists and approve or disapprove thereof. A department head may be asked tosubstantiate the need for the overtime request. If a department head is unavailable to review and signscheduled overtime lists, he may delegate this responsibility to the employee left in charge of supervision in his absence. Emergency overtime shall be approved by the department head whenever

possible, but may be worked without such approval if the department head is not available and if, in thesupervisor's judgment, it is essential that the work be completed.

(d) Employee Remuneration.

(1) Employees represented by an employee organization shall be paid overtime in accordancewith the provisions outlined in their contract.

(2) Nonrepresented employees shall be paid overtime at the rate of time and one-half thenormal rate of pay for all hours worked in excess of forty hours per week or shall be granted equivalent

compensatory time off, subject to the approval of the City Manager, upon the recommendation of thedepartment head. A record shall be kept by the department head of all overtime worked andcompensatory time due.

(3) Department and division heads shall not be paid overtime but may take compensatory timeoff, subject to the approval of their supervisor, for extra hours worked. In any case, a record shall bekept by the employee of all overtime worked and compensatory time due.

(Ord. 14-78. Passed 11-28-78.)

Disclaimer:This Code of Ordinances and/or any other documents that appear on this site may not reflect the most current legislation adopted by theMunicipality. American Legal Publishing Corporation provides these documents for informational purposes only. These documents should notbe relied upon as the definitive authority for local legislation. Additionally, the formatting and pagination of the posted documents varies from

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Challenges to Keeping Org Leadership

Stagnant compensation - reduced effective salary No wage increases since 2008, with 3 furlough days in

2010. Inflation rate varied between 1.5% and 3.0%

during that period. Compensation for many management positionsbecoming less competitive in market, making jobs inother communities more attractive

Gap between compensation for upper levelmanagement compensation and City Manager salarybecoming minimal, limiting compensation growth forall non-rep managers


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Challenges to Keeping Org Leadership

Reduced benefits Increased employee contribution to health care

coverage, further reducing effective salary

Increased work responsibilities 40 total positions eliminated since 2008, including

5 non-rep management positions and 4represented supervisory positions

Other than closure of Neighborhood ResourceCenter, no significant reductions in managementresponsibilities


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Community Comparisons Population not only factor in seeking comparables Most communities are not full-service

Water & sewer utilities, including plants at both ends,although some have small electric utilities

Transit Regional airport w/ATCT

In terms of infrastructure, only Detroit & GR operateand maintain more street, water & sewerinfrastructure. In addition, most communities of50,000 population dont possess the quantity ofother infrastructure of BC (1,500+ acres of parks,Willard Beach, Bailey Park baseball/softball complex,Kellogg Arena, etc.)


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Community Comparisons Complexity of services provided impacts complexity

of work activities, which impacts pay rate of mostpositions For example, BC has water & sewer treatment facilities,

regional airport, 2 DDAs & 1 TIFA, etc., which require morefunds to be managed and more accounting & monitoringrequirements to be followed, impacting pay rates for notonly operational managers, but also finance and humanresources managers

Suburban communities tend to rely on their urban corecity or county for services, but in many cases, BC is reliedupon more in Calhoun County


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Most communities in MI do not have Assistant City Manager position, solimited number of comparisons. Also, some communities with AssistantCity Manager positions have more than one Assistant position.

$ 1 2 5

, 4 9 6

$ 1 1 7

, 6 3 2

$ 1 1 5

, 2 9 1 C u r r e n t / M a x

$ 1 1 5

, 0 9 7

$ 1 1 4

, 3 1 7

$ 1 1 0

, 5 1 3

$ 1 0 3

, 5 9 4

$ 1 0 2 , 2 6 0

$ 9 9 , 7 1 5

$ 9 8 , 5 8 0

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

$120,000

$125,000

$130,000

Asst City Manager Salaries 2012


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$ 1 1 0

, 5 1 3

$ 1 0 9 , 3 0 4

$ 1 0 5

, 7 1 0 M a x

$ 1 0 0

, 0 0 0

$ 9 8 , 3 8 8

$ 9 7 , 7 9 0 C u r r e n t

$ 9 6 , 1 3 5

$ 9 4 , 9 3 7

$ 9 4 , 7 4 8

$ 9 3 , 1 6 3

$ 9 3 , 0 1 8

$80,000

$85,000

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

Novi Livonia Battle Creek(Comm Serv

Dir)

Pontiac Kalamazoo Battle Creek(Comm Serv

Dir)

MadisonHeights

Muskegon Midland Auburn Hills RochesterHills

Planning & CD Dir Salaries 2012


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Most communities in MI have HR Director positions that do not possess lawlicense, so they utilize outside legal counsel for personnel/labor matterssignificantly more than BC

$ 1 5 0

, 4 7 3

$ 1 2 7

, 4 8 6

$ 1 2 0

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$ 1 1 0

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$ 1 0 5

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( C u r r e n t

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$ 9 8 , 3 8 8

$ 9 3 , 9 0 1

$ 9 3 , 0 1 8

$ 9 2 , 5 7 7

$ 9 2 , 1 4 5

$ 9 2 , 1 4 0

$ 9 0 , 7 3 4

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

HR Director Salaries 2012


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$ 1 5 8

, 4 8 8

$ 1 4 1

, 6 2 3

$ 1 2 2

, 4 0 0

$ 1 2 0

, 0 0 0

$ 1 1 7

, 6 3 2

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( C u r r e n t

)

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

$170,000

Finance Director Salaries 2012


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MML survey did not include Utility Director positions, so Director of PublicWorks salaries were used for this comparison. Also, many of the DPWDirector positions do not include environmental investigations &assessments as part of their responsibilities.

$ 1 3 5

, 0 0 5

$ 1 3 1

, 4 0 4

$ 1 2 0 , 0 0 0

$ 1 1 9 , 8 1 5

$ 1 1 7 , 6 3 2

$ 1 0 9

, 3 0 4

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)

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$ 9 6 , 7 7 5

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$ 9 1 , 8 4 0

$ 9 0 , 2 8 9

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

DPW Director Salaries 2012


33/75

Most City Engineer positions across the state are responsible solelyfor engineering activities. BC City Engineer also has responsibility forstreet & parks maintenance and fleet management, so it acts morelike a hybrid between traditional City Engineer and Public WorksDirector.

$ 1 3 6

, 7 8 2

$ 1 2 7

, 4 8 6

$ 1 1 4

, 6 1 6

$ 1 0 6

, 4 6 4

$ 1 0 5

, 7 1 0

( C u r r e n t

/ M a x )

$ 1 0 5

, 6 2 2

$ 9 6 , 3 4 6

$ 9 6 , 2 3 1

$ 9 4 , 8 3 1

$ 9 4 , 4 7 8

$ 9 3 , 0 4 3

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

City Engineer Salaries 2012


34/75

$ 1 3 1 , 4 0 4

$ 1 1 9

, 8 1 5

$ 1 1 8

, 7 3 0

$ 1 1 7

, 9 9 9

$ 1 1 5

, 1 0 7

$ 1 0 6 , 4 6 4

$ 1 0 5

, 7 4 0

$ 1 0 4

, 1 8 7

$ 1 0 4

, 0 8 3

$ 1 0 2

, 2 6 0

$ 1 0 1

, 0 6 0

$ 9 9 , 1 4 4

$ 9 8 , 7 3 3

$ 9 8 , 4 7 9

$ 9 7 , 3 5 0


)

$ 9 5 , 0 1 4

$ 9 4 , 9 1 5

$ 9 4 , 7 0 0

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

Police Chief Salaries 2012


35/75

$ 1 5 0 , 4 7 3

$ 1 2 7

, 4 8 6

$ 1 1 1 , 2 7 7

$ 1 1 0

, 5 1 3

$ 1 0 6 , 1 3 5

$ 9 8 , 3 8 8

$ 9 6 , 3 4 6

$ 9 4 , 8 3 1

$ 9 3 , 9 1 2

$ 9 3 , 8 5 4

$ 9 2 , 5 7 7

$ 9 1 , 7 3 0

$ 9 0 , 0 2 0

( C u r r e n t

/ M a x

)

$ 8 5 , 4 9 5

$ 8 5 , 4 2 9

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

CIO/IT Director Salaries 2012


36/75

$ 1 5 0 , 4 7 3

$ 1 2 7

, 4 8 6

$ 1 1 8

, 7 3 0

$ 1 1 7

, 3 7 4

$ 1 1 1

, 7 1 9

$ 1 0 7

, 3 9 0

$ 1 0 5

, 7 4 0

$ 1 0 2

, 3 2 5

$ 1 0 2

, 2 7 4

$ 1 0 2

, 2 6 0

$ 9 9 , 8 2 9

$ 9 8 , 0 0 0

$ 9 7 , 7 4 6

$ 9 7 , 3 5 0


)

$ 9 5 , 0 4 3

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

Fire Chief Salaries 2012


37/75

$ 1 2 4 , 3 5 3

$ 1 1 5

, 0 9 7

$ 1 1 1

, 7 1 9

$ 1 1 0

, 5 1 3

$ 9 8 , 3

8 8

$ 9 4 , 7 0 2

$ 9 3 , 4 7 2

$ 9 0 , 0 2 0

( C u r r e n t

/ M a x

)

$ 8 9 , 6 7 8

$ 8 8 , 7 2 0

$ 8 8 , 5 7 5

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

Ann Arbor Wyoming Southfield Novi Kalamazoo Livonia RochesterHills

BattleCreek

DeltaCharter

Township

Saline Adrian

Parks & Rec Director Salaries 2012


38/75

$ 1 2 7 , 4 8 6

$ 1 2 4

, 3 5 3

$ 1 1 0

, 9 5 2

$ 1 1 0

, 5 1 3

$ 1 0 7

, 3 2 1

$ 1 0 1

, 3 0 2

$ 1 0 1

, 0 2 6

$ 9 4 , 7 4 8

$ 9 3 , 1 6 3

$ 9 0 , 0 2 0

( C u r r e n t

/ M a x

)

$ 8 6 , 0 8 0

$ 8 5 , 4 2 9

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

Troy Ann Arbor RochesterHills

Novi SterlingHeights

Southf ield Wyoming Midland AuburnHills

BattleCreek

Monroe Roseville

City Assessor (Level IV) Salaries 2012


39/75

$ 1 2 4

, 3 5 3

$ 1 0 1

, 0 6 0

$ 9 7 , 7 4 6

$ 9 3 , 9 1 2

$ 9 2 , 1 4 5

$ 8 8

, 7 2 0

$ 8 8 , 4 9 0

$ 8 5 , 4 9 5

$ 8 4 , 3 4 9

$ 8 3 , 5 8 9 ( C u r r e n t

/ M a x

)

$ 8 2 , 3 0 5

$ 8 1 , 6 2 2

$ 7 6 , 9 3 0

$ 7 6 , 6 8 9

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

WWTP Superintendent Salaries 2012


40/75

Most communities separate the street maintenance and park maintenanceactivities, so the Street Superintendent position was used for this comparisoneven though our position is responsible for both (as well as fleet maintenance).Also, all of the participating communities have significantly fewer miles ofstreets to maintain as compared to BC.

$ 1 1 0

, 4 7 8

$ 1 0 0

, 4 2 6

$ 9 6 , 9 4 2

$ 8 3 , 5 8 9

( M a x )

$ 7 9 , 5 0 0

$ 7 8 , 5 9 1

( C u r r e n t )

$ 7 3 , 3 8 0

$ 7 3 , 0 3 2

$ 7 2 , 3 2 2

$ 7 2 , 2 8 0

$ 7 1 , 8 4 4

$ 7 0 , 7 5 4

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

Streets Superintendent Salaries 2012


41/75

$ 1 0 9

, 3 6 6

$ 1 0 7 , 2 8 6

$ 9 6 , 9 4 2

$ 9 4 , 7 4 8

$ 9 4 , 4 2 3

$ 9 3 , 8 5 0

$ 9 1

, 0 3 3

$ 9 0 , 4 1 6

$ 9 0 , 0

2 0 ( C u r r e n t

/ M a x

)

$ 8 5 , 4 8 3

$ 8 4 , 3 4 9

$ 8 4 , 1 1 8

$70,000

$75,000

$80,000

$85,000

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

Deputy Police Chief Salaries 2012


42/75

Many communities incorporate purchasing activities within anotherposition, but because they do not provide as many services, theirpurchasing needs arent as great or as complex. Therefore, databasefor municipal Purchasing Agent positions is relatively small.

$ 8 4 , 4

3 8

$ 8 3 , 6 8 9

$ 7 8 , 0 6 2

$ 7 2 , 2 7 0

( C u r r e n t

/ M a x

)

$ 7 1 , 9 1 0

$ 6 6 , 6 0 1

$60,000

$65,000

$70,000

$75,000

$80,000

$85,000

$90,000

Southfield Troy Midland Battle Creek Rochester Hills Novi

Purchasing Agent Salaries 2012


43/75

$ 1 1 2

, 7 8 9

$ 1 1 0

, 9 5 2

$ 1 0 7

, 3 2 1

$ 1 0 0

, 4 2 6

$ 9 9 , 5 0 0

$ 9 3 , 9 1 2

$ 9 1 , 8 4 0

$ 8 8 , 4 9 0

$ 8 6 , 4 0 7

$ 8 6 , 0 9 4

$ 8 3 , 9 1 2

$ 8 1 , 2 2 6

$ 7 8 , 8 3 2

$ 7 8 , 4 0 5

$ 7 8 , 0 6 2

$ 7 7 , 7 1 2

$ 7 5 , 1 5 9

$ 7 2 , 2 7 0

( C u r r r e n t / M a x

)

$ 7 2 , 0 3 5

$ 7 2 , 0 0 0

$ 7 1 , 7 5 3

$ 7 0 , 9 0 0

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

City Treasurer Salaries 2012


44/75

$ 1 2 4

, 1 6 5

$ 1 1 7 , 6 3 2

$ 1 0 6

, 1 6 3

$ 9 9 , 5 0 0

$ 9 6 , 1 5 3

$ 9 3 , 9 0 2

$ 9 2 , 5 7 7

$ 8 8 , 7 3 9

$ 8 6 , 4 0 7

$ 8 5 , 4 3 5

$ 8 0 , 7

6 9

$ 7 9 , 9

4 2

$ 7 8 , 4 0 5

$ 7 8 , 2 6 7

$ 7 8 , 0 6 2

$ 7 7 , 9 3 0

( M a x

)

$ 7 5 , 0 0 0

$ 7 4 , 6 6 4

$ 7 4 , 1 8 2

$ 7 4 , 0 0 0

$ 7 2 , 0 3 5

$ 7 0 , 9 7 7

$ 7 0 , 1 1 7

$ 7 0 , 0 0 0

$ 6 9 , 8 3 5

$ 6 9 , 5 1 3

$ 6 8 , 4 8 8

$ 6 8 , 3 7 8

$ 6 7 , 5 2 1

$ 6 6 , 0 0 8

$ 6 5 , 6 8 1

$ 6 5 , 4 0 0

$ 6 5 , 2 5 0

$ 6 4 , 3 2 1

$ 6 4 , 0 3 2

( C u r r e n t )

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

T r o y

S t e r

l i n g H e i g h t s

A n n A r b o r

S o u t

h f i e

l d N o v i

W y o m i n g

B a y C i t y

R o c h e s t e r H i l l s

A u b u r n H i l l s

T r a v e r s e C i t y

M a d i s o n H e i g h t s

B i r m i n g h a m

R o s e v i

l l e

B i g R a p i

d s

M i d

l a n d

B a t t

l e C r e e

k ( M a x )

P o n t i a c

M u s

k e g o n

P o r t H u r o n

L i v o n i a

M a r q u e t t e

S a l i n e

W y a n d o t t e

M o u n t P l e a s a n t

W i x o m

N o r t o n S h o r e s

G r a n d H a v e n

Z e e l a n

d

C h a r

l o t t e

G r a n d v i

l l e

M o u n t C l e m e n s

E a t o n R a p i

d s

R o c k

f o r d

S a i n t J o h n s

B a t t

l e C r e e

k ( C u r r e n t )

City Clerk Salaries 2012


45/75

$ 1 0 1

, 1 1 1

$ 8 4 , 7 5 3

$ 7 2 , 6 9 6

$ 6 8

, 8 7 9

$ 6 8

, 0 7 9

$ 6 7 , 7 4 0

$ 6 7 , 6 0 0

$ 6 7 , 1 7 5

$ 6 2 , 0 0 9

$ 6 1 , 6 2 3

$ 6 0 , 3 7 6

$ 5 8 , 8 1 6

$ 5 7 , 6 8 9

( M a x )

$ 5 7 , 5 0 6

$ 5 6 , 0 2 5

$ 5 3 , 1 1 0

$ 4 8 , 4 0 0

$ 4 7 , 3 8 8

( C u r r e n t

)

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

HR Generalist Salaries 2012


46/75

Of communities paying higher salary, none provides all 4 of the following -water production & treatment, wastewater treatment, regional airport,mass transit only Ann Arbor provides 3 of 4 and Dowagiac provides electric utility.

$ 1 6 5

, 5 8 4

$ 1 5 3 , 6 8 9

$ 1 4 5

, 0 0 0

$ 1 4 0

, 2 0 7

$ 1 3 9

, 0 6 9

$ 1 3 7

, 9 7 1

$ 1 3 4

, 9 2 0

$ 1 3 3

, 4 8 2

$ 1 3 2

, 8 3 4

$ 1 2 8

, 6 1 8

$ 1 2 8

, 3 9 7

$ 1 2 4

, 5 2 8

$ 1 2 2

, 7 7 8

$ 1 2 2

, 5 0 0

$ 1 2 1

, 5 3 2

$ 1 1 8 , 4 8 0

$ 1 1 8 , 0 0 0

$ 1 1 7

, 1 1 0

$ 1 1 7

, 0 1 9

$ 1 1 6 , 1 3 3

$ 1 1 5 , 8 6 4

$ 1 1 5 , 2 7 4

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

$170,000

City Manager Salaries 2012


47/75

2012 Planning & CD Director Salary Survey

Municipality Population Salary Municipality Population SalaryNovi 55,224 $ 110,513 Saint Joseph 8,365 $ 87,550

2012 Assistant City Manager Salary Survey

Municipality Population Salary Municipality Population SalarySouthfield 71,739 125,496$ Kentwood 48,707 91,018$Sterling Heights 129,699 117,632$ Walker 23,537 89,757$Battle Creek 52,347 115,291$ Holland 33,051 89,554$Wyoming 72,125 115,097$ Chelsea 4,944 88,289$

Auburn Hills 21,412 114,317$ Frankenmuth 4,944 85,821$Novi 55,224 110,513$ Grandville 15,378 84,349$Muskegon 38,401 103,594$ Norton Shores 23,994 82,162$Birmingham 20,103 102,260$ Howell 9,489 81,397$Wixom 13,498 99,715$ Delta Charter Township 32,408 77,616$Mount Pleasant 26,016 98,580$ Marysville 9,959 75,000$Bay City 34,932 92,577$ Dowagiac 5,879 74,381$Traverse City 14,674 91,840$


48/75

2012 Finance Director Salary Survey

Municipality Population Salary Municipality Population SalaryAnn Arbor 113,934 158,488$ Marquette 21,355 92,145$T 80 980 141 623$ K t d 48 707 91 018$

2012 HR Director Salary Survey

Municipality Population Salary Municipality Population SalaryAnn Arbor 113,934 150,473$ Livonia 96,942 88,712$Troy 80,980 127,486$ Port Huron 30,184 84,700$Pontiac 59,515 120,000$ Kentwood 48,707 84,118$Southfield 71,739 111,719$ Adrian 21,133 80,522$

Novi 55,224 110,513$ Mount Pleasant 26,016 75,800$Midland 41,863 105,740$ Howell 9,489 73,130$Battle Creek (ER Dir) 52,347 105,710$ Monroe 20,733 72,957$Kalamazoo 74,262 98,388$ Holland 33,051 72,000$Wyoming 72,125 93,901$ Grand Haven 10,412 70,337$Rochester Hills 70,995 93,018$ Owosso 15,194 68,043$Bay City 34,932 92,577$ Mount Clemens 16,314 67,991$Marquette 21,355 92,145$ Ecorse 9,512 61,568$Sterling Heights 129,699 92,140$ Hillsdale 8,305 61,214$

Madison Heights 29,694 90,734$ South Haven 4,403 60,341$


49/75

2012 DPW Director Salary Survey

Municipality Population Salary Municipality Population SalaryZeeland 5,504 $ 135,005 Hillsdale 8,305 $ 82,500Troy 80,980 $ 131,404 Grandville 15,378 $ 79,872Pontiac 59,515 $ 120,000 Charlotte 9,074 $ 77,172Southfield 71,739 $ 119,815 Milford 6,175 $ 76,898Sterling Heights 129,699 $ 117,632 Manistee 6,226 $ 76,792

Livonia 96,942 $ 109,304 Big Rapids 10,601 $ 75,920Midland 41,863 $ 105,740 Wixom 13,498 $ 75,195Battle Creek (UtilitiesDir)

52,347 $ 104,659 Ecorse 9,512 $ 75,000

Muskegon 38,401 $ 103,594 Fenton 11,756 $ 74,989Kentwood 48,707 $ 98,479 Grand Haven 10,412 $ 73,589Northville 5,970 $ 97,656 Howell 9,489 $ 73,130Port Huron 30,184 $ 96,775 Hudsonville 7,116 $ 69,711Saline 8,810 $ 94,179 Ishpeming 6,470 $ 67,631

Marquette 21,355 $ 92,145 Rockford 5,719 $ 67,120Saint Joseph 8,365 $ 88,000 Springfield 5,260 $ 67,000Mount Pleasant 26,016 $ 87,000 Tecumseh 8,521 $ 66,823Norton Shores 23,994 $ 86,680 Mount Clemens 16,314 $ 65,960Traverse City 14,674 $ 86,543 Richmond 5,735 $ 64,540Walker 23,537 $ 85,483 Houghton 7,708 $ 62,628Roseville 47,299 $ 85,429 Wyandotte 25,883 $ 58,780Grand Blanc 8,276 $ 83,881 Saint Louis 7,482 $ 56,243Coldwater 10,945 $ 83,404


50/75

2012 Police Chief Salary Survey

Municipality Population Salary Municipality Population SalaryTroy 80,980 131,404$ South Lyon 11,327 87,327$Southfield 71,739 119,815$ Zeeland 5,504 86,156$Sterling Heights 129,699 118,730$ Northville 5,970 85,862$Livonia 96,942 117,999$ Allegan 4,998 83,287$Wyoming 72,125 115,107$ Frankenmuth 4,944 82,118$Saline 8,810 106,464$ Milford 6,175 82,014$Midland 41,863 105,740$ Marysville 9,959 81,684$

Madison Heights 29,694 104,187$ Howell 9,489 81,397$Auburn Hills 21,412 104,083$ South Haven 4,403 81,168$Birmingham 20,103 102,260$ Tecumseh 8,521 80,997$Bay City 34,932 101,060$ Orchard Lake Village 2,375 80,750$Roseville 47,299 99,144$ Davison 5,173 78,287$Walker 23,537 98,733$ Lathrup Village 4,075 78,000$Kentwood 48,707 98,479$ Otsego 3,956 77,383$Battle Creek 52,347 97,350$ Portland 3,883 75,051$Wyandotte 25,883 95,014$ Whitehall 2,706 75,051$

Norton Shores 23,994 94,915$ Fenton 11,756 74,730$Mount Pleasant 26,016 94,700$ Grand Ledge 7,786 73,132$Marquette 21,355 92,145$ Franklin 3,150 73,000$Port Huron 30,184 92,000$ Fremont 4,081 72,494$Grand Blanc 8,276 91,948$ Eaton Rapids 5,214 72,304$Traverse City 14,674 91,840$ Richmond 5,735 71,713$Chelsea 4,944 90,485$ Montague 2,361 71,445$Grandville 15,378 90,289$ Spring Lake 2,323 70,428$Hazel Park 16,422 90,250$ Charlotte 9,074 70,222$Adrian 21,133 88,575$


51/75

2012 P k & R Di t S l S

2012 Fire Chief Salary Survey

Municipality Population Salary Municipality Population SalaryAnn Arbor 113,934 150,473$ Adrian 21,133 88,575$Troy 80,980 127,486$ Wyandotte 25,883 87,235$Sterling Heights 129,699 118,730$ Norton Shores 23,994 86,680$Livonia 96,942 117,374$ Wixom 13,498 86,333$

Southfield 71,739 111,719$ Walker 23,537 85,483$Wyoming 72,125 107,390$ Hazel Park 16,422 85,238$Midland 41,863 105,740$ Grandville 15,378 84,349$Roseville 47,299 102,325$ Coldwater 10,945 82,500$Madison Heights 29,694 102,274$ Marysville 9,959 81,684$Birmingham 20,103 102,260$ Monroe 20,733 81,600$Auburn Hills 21,412 99,829$ Mount Pleasant 26,016 80,217$Grand Blanc 8,276 98,000$ Charlotte 9,074 75,375$Delta Charter Township 32,408 97,746$ Hastings 7,350 68,632$

Battle Creek 52,347 97,350$ Marshall 7,088 65,560$Rochester Hills 70,995 95,043$ Northville 5,970 62,941$Bay City 34,932 92,577$ Tecumseh 8,521 62,043$Marquette 21,355 92,145$ Fenton 11,756 61,927$Traverse City 14,674 91,840$ Charlevoix 2,513 60,238$Kentwood 48,707 91,018$


52/75

2012 WWTP Superintendent Salary Survey

Municipality Population Salary Municipality Population Salary

Ann Arbor 113,934 124,353$ Greenville 8,481 70,000$Bay City 34,932 101,060$ Mount Pleasant 26,016 70,000$Delta Charter Township 32,408 97,746$ Zeeland 5,504 68,378$W i 72 125 93 912$ Hill d l 8 305 66 286$

2012 City Assessor - Level IV Salary Survey

Municipality Population Salary Municipality Population SalaryTroy 80,980 127,486$ Kentwood 48,707 84,118$Ann Arbor 113,934 124,353$ Walker 23,537 77,712$Rochester Hills 70,995 110,952$ Traverse City 14,674 75,940$Novi 55,224 110,513$ Mount Pleasant 26,016 70,000$

Sterling Heights 129,699 107,321$ Marquette 21,355 66,851$Southfield 71,739 101,302$ Coldwater 10,945 65,230$Wyoming 72,125 101,026$ Eaton Rapids 5,214 62,800$Midland 41,863 94,748$ Tecumseh 8,521 59,094$Auburn Hills 21,412 93,163$ Iron Mountain 7,624 55,000$Battle Creek 52,347 90,020$ Marysville 9,959 54,239$Monroe 20,733 86,080$ Charlotte 9,074 34,692$Roseville 47,299 85,429$ Delta Charter Township 32,408 32,668$


53/75

2012 Streets Superintendent Salary Survey

Municipality Population Salary Municipality Population SalaryZeeland 5,504 $ 110,478 Port Huron 30,184 $ 59,023Troy 80,980 $ 100,426 Cedar Springs 3,509 $ 58,896Novi 55,224 $ 96,942 Mason 8,252 $ 58,715Battle Creek (S&P Supt -Max)

52,347 $ 83,589 Saint Joseph 8,365 $ 58,000

Fraser 14,480 $ 79,500 Gaylord 3,645 $ 58,000Battle Creek (S&P Supt -Current)

52,347 $ 78,591 Hastings 7,350 $ 57,794

Monroe 20,733 $ 73,380 East Grand Rapids 10,694 $ 57,775Norton Shores 23,994 $ 73,032 Whitehall 2,706 $ 57,658Traverse City 14,674 $ 72,322 Jonesville 2,258 $ 57,243Livonia 96,942 $ 72,280 Bridgman 2,291 $ 56,900Grand Haven 10,412 $ 71,844 Morenci 2,220 $ 56,388Bay City 34,932 $ 70,754 Marshall 7,088 $ 55,551Adrian 21,133 $ 69,717 Dowagiac 5,879 $ 55,098South Haven 4,403 $ 68,058 North Muskegon 3,786 $ 55,000

Big Rapids 10,601 $ 66,189 Portland 3,883 $ 54,305Mount Pleasant 26,016 $ 64,200 Albion 8,616 $ 53,581Auburn Hills 21,412 $ 63,792 Rogers City 2,827 $ 53,248Southfield 71,739 $ 63,637 Shepherd 1,515 $ 49,941Grand Ledge 7,786 $ 61,845 Saint Johns 7,865 $ 49,188Muskegon 38,401 $ 61,441 Springfield 5,260 $ 47,445Charlevoix 2,513 $ 60,740 Newberry 1,519 $ 45,000Iron Mountain 7,624 $ 60,237 Suttons Bay 618 $ 45,000Manchester 2,091 $ 59,167 Carson City 1,093 $ 43,000

Kingsford 5,133 $ 59,143 Crystal Falls 1,469 $ 42,443


54/75

2012 City Treasurer Salary Survey

Municipality Population Salary Municipality Population Salary

Ann Arbor 113,934 112,789$ Rockford 5,719 61,400$Rochester Hills 70,995 110,952$ Lowell 3,783 60,274$Sterling Heights 129,699 107,321$ Flat Rock 9,878 60,000$Troy 80,980 100,426$ Williamston 3,854 60,000$Southfield 71,739 99,500$ DeWitt 4,507 59,682$Wyoming 72,125 93,912$ Norton Shores 23,994 59,667$Traverse City 14,674 91,840$ Tecumseh 8,521 58,210$Kalamazoo 74,262 88,490$ Kingsford 5,133 57,830$Auburn Hills 21,412 86,407$ Frankenmuth 4,944 55,000$

Big Rapids 10,601 86,094$ Durand 3,446 55,000$Muskegon 38,401 83,912$ North Muskegon 3,786 50,808$Saint Johns 7,865 81,226$ Davison 5,173 50,125$P ti 59 515 78 832$ Ad i 21 133 49 989$

2012 Purchasing Agent Salary Survey

Municipality Population Salary Municipality Population SalarySouthfield 71,739 84,438$ Novi 55,224 66,601$Troy 80,980 83,689$ Mount Clemens 16,314 53,267$Midland 41,863 78,062$ Pontiac 59,515 50,000$Battle Creek 52,347 72,270$ Marshall 7,088 41,454$Rochester Hills 70,995 71,910$


55/75

2012 City Clerk Salary Survey

Municipality Population Salary Municipality Population SalaryTroy 80,980 124,165$ Northville 5,970 56,805$Sterling Heights 129,699 117,632$ Norway 2,845 56,706$Ann Arbor 113,934 106,163$ Grand Ledge 7,786 56,223$Southfield 71,739 99,500$ Pleasant Ridge 2,526 55,111$Novi 55,224 96,153$ Escanaba 12,616 55,106$Wyoming 72,125 93,902$ Hazel Park 16,422 55,000$Bay City 34,932 92,577$ Springfield 5,260 54,600$

Rochester Hills 70,995 88,739$ Lowell 3,783 54,593$Auburn Hills 21,412 86,407$ Richmond 5,735 54,559$Traverse City 14,674 85,435$ Ludington 8,076 53,959$Madison Heights 29,694 80,769$ Hudsonville 7,116 51,211$Birmingham 20,103 79,942$ Fraser 14,480 51,048$Roseville 47,299 78,405$ Milford 6,175 50,419$Big Rapids 10,601 78,267$ Mason 8,252 50,000$Midland 41,863 78,062$ Otsego 3,956 50,000$Battle Creek (Max) 52,347 77,930$ Wayland 4,079 49,433$

Pontiac 59,515 75,000$ Gladstone 4,973 49,340$Muskegon 38,401 74,664$ Cedar Springs 3,509 49,198$Port Huron 30,184 74,182$ Dowagiac 5,879 48,377$Livonia 96,942 74,000$ North Muskegon 3,786 48,112$Marquette 21,355 72,035$ Franklin 3,150 47,112$Saline 8,810 70,977$ Saugatuck 925 46,638$Wyandotte 25,883 70,117$ Ishpeming 6,470 45,668$Mount Pleasant 26,016 70,000$ Davison 5,173 45,247$Wixom 13,498 69,835$ Oxford 3,436 45,000$

Norton Shores 23,994 69,513$ Leslie 1,851 44,720$Grand Haven 10,412 68,488$ Vassar 2,697 44,157$Zeeland 5,504 68,378$ Essexville 3,478 43,890$Ch l tt 9 074 67 521$ S th H 4 403 43 285$


56/75

2012 HR Generalist Salary Survey

Municipality Population Salary Municipality Population SalaryAnn Arbor 113,934 101,111$ Southfield 71,739 58,816$Troy 80,980 84,753$ Battle Creek (Max) 52,347 57,689$Livonia 96,942 72,696$ Sturgis 10,994 57,506$Traverse City 14,674 68,879$ Bay City 34,932 56,025$Roseville 47,299 68,079$ East Grand Rapids 10,694 53,110$

Kalamazoo 74,262 67,740$ Mount Pleasant 26,016 48,400$Pontiac 59,515 67,600$ Battle Creek (Current) 52,347 47,388$Delta Charter Township 32,408 67,175$ Marshall 7,088 42,873$Midland 41,863 62,009$ Mason 8,252 42,400$Auburn Hills 21,412 61,623$ Albion 8,616 42,376$Rochester Hills 70,995 60,376$


57/75

2012 City Manager Salary Survey

Municipality Population Salary Municipality Population SalaryTroy 80,980 165,584$ Northville 5,970 102,217$Saint Joseph 8,365 153,689$ Traverse City 14,674 102,000$Ann Arbor 113,934 145,000$ Marshall 7,088 101,458$Sterling Heights 129,699 140,207$ Sturgis 10,994 101,270$Zeeland 5,504 139,069$ Portland 3,883 100,271$Southfield 71,739 137,971$ Monroe 20,733 100,050$Midland 41,863 134,920$ Grand Blanc 8,276 99,960$Novi 55,224 133,482$ Rockford 5,719 99,411$Wyoming 72,125 132,834$ Marysville 9,959 99,000$Auburn Hills 21,412 128,618$ Gaylord 3,645 98,600$Dowagiac 5,879 128,397$ Chelsea 4,944 98,436$Muskegon 38,401 124,528$ Mount Pleasant 26,016 98,180$Holland 33,051 122,778$ Frankenmuth 4,944 97,115$Battle Creek 52,347 122,500$ Grand Ledge 7,786 96,535$Madison Heights 29,694 121,532$ Ecorse 9,512 95,000$Walker 23,537 118,480$ Orchard Lake Village 2,375 94,812$Birmingham 20,103 118,000$ Lathrup Village 4,075 94,555$Saline 8,810 117,110$ Howell 9,489 94,348$Grandville 15,378 117,019$ Roseville 47,299 94,000$Marquette 21,355 116,133$ Hudsonville 7,116 93,320$East Grand Rapids 10,694 115,864$ Tecumseh 8,521 93,106$

Kalamazoo 74,262 115,274$ Manistee 6,226 92,824$Greenville 8,481 112,708$ Charlotte 9,074 92,797$Bloomfield Hills 3,869 112,110$ Eaton Rapids 5,214 92,559$Delta Charter Township 32,408 110,954$ Hazel Park 16,422 91,200$


58/75

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

$120,000

$125,000

$130,000

Asst City Manager Salaries 2012 w/5%


59/75

$80,000

$85,000

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

BattleCreek

(CommServ Dir) -Max +5%

Novi Livonia BattleCreek

(CommServ Dir)

Pont iac Kalamazoo BattleCreek

(CommServ Dir)

MadisonHeights

Muskegon Mid land AuburnHills

RochesterHills

Planning & CD Director Salaries 2012 w/5%


60/75

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

HR Director Salaries 2012 w/5%


61/75

$ 1 5 8 , 4 8 8

$ 1 4 1

, 6 2 3

$ 1 2 2

, 4 0 0

$ 1 2 0

, 0 0 0

$ 1 1 7

, 6 3 2

$ 1 0 9

, 3 0 4

$ 1 0 5

, 7 4 0

$ 1 0 5

, 6 2 2

$ 1 0 3

, 5 9 4

$ 1 0 2

, 2 1 8 M a x + 5 %

$ 1 0 1

, 0 6 0

$ 9 9 , 8 2 9

$ 9 9 , 4 1 8

$ 9 8 , 5 8 0

$ 9 8 , 3 8 8

$ 9 7 , 7 4 6

$ 9 7 , 3 5 0 M a x

$ 9 3 , 0 1 8

$ 9 2 , 1 4 5

$ 9 1 , 0 1 8

$ 8 9 , 5 2 5

$ 8 9 , 1 8 0

$ 8 8 , 5 7 5

$ 8 8 , 3 0 1

$ 8 6 , 6 8 0

$ 8 5 , 4 2 9

$ 8 4 , 8 3 4 C u r r e m t

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

$170,000

Finance Director Salaries 2012 w/5%


62/75

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

DPW Director Salaries 2012 w/5%


63/75

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

City Engineer Salaries 2012 w/5%


64/75

$ 1 3 1

, 4 0 4

$ 1 1 9

, 8 1 5

$ 1 1 8

, 7 3 0

$ 1 1 7

, 9 9 9

$ 1 1 5

, 1 0 7

$ 1 0 6 , 4 6 4

$ 1 0 5

, 7 4 0

$ 1 0 4

, 1 8 7

$ 1 0 4

, 0 8 3

$ 1 0 2

, 2 6 0

$ 1 0 2

, 2 1 8 M a x + 5 %

$ 1 0 1

, 0 6 0

$ 9 9 , 1 4 4

$ 9 8 , 7 3 3

$ 9 8 , 4 7 9

$ 9 7 , 3 5 0 M a x

$ 9 5 , 0 1 4

$ 9 4 , 9 1 5

$ 9 4 , 7 0 0

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

Police Chief Salaries 2012 w/5%


65/75

$ 1 5 0 , 4 7 3

$ 1 2 7

, 4 8 6

$ 1 1 1

, 2 7 7

$ 1 1 0

, 5 1 3

$ 1 0 6 , 1 3 5

$ 9 8 , 3 8 8

$ 9 6 , 3 4 6

$ 9 4 , 8 3 1

$ 9 4 , 5 2 1 M a x + 5 %

$ 9 3 , 9 1 2

$ 9 3 , 8 5 4

$ 9 2 , 5 7 7

$ 9 1 , 7 3 0

$ 9 0 , 0 2 0 M a x

$ 8 5 , 4 9 5

$ 8 5 , 4 2 9

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

CIO/IT Director Salaries 2012 w/5%


66/75

$ 1 5 0

, 4 7 3

$ 1 2 7

, 4 8 6

$ 1 1 8

, 7 3 0

$ 1 1 7

, 3 7 4

$ 1 1 1 , 7 1 9

$ 1 0 7

, 3 9 0

$ 1 0 5

, 7 4 0

$ 1 0 2

, 3 2 5

$ 1 0 2

, 2 7 4

$ 1 0 2

, 2 6 0

$ 1 0 2

, 2 1 8 M a x + % 5

$ 9 9 , 8 2 9

$ 9 8 , 0 0 0

$ 9 7 , 7 4 6

$ 9 7 , 3 5 0 M a x

$ 9 5 , 0 4 3

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

$150,000

$160,000

Fire Chief Salaries 2012 w/5%


67/75

$ 1 2 4

, 3 5 3

$ 1 1 5

, 0 9 7

$ 1 1 1

, 7 1 9

$ 1 1 0

, 5 1 3

$ 9 8 , 3

8 8

$ 9 4 , 7 0 2

$ 9 4 , 5 2 1 M a x + 5 %

$ 9 3 , 4 7 2

$ 9 0 , 0 2 0 M a x

$ 8 9 , 6 7 8

$ 8 8 , 7 2 0

$ 8 8 , 5 7 5

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

Ann Arbor Wyoming Southfield Novi Kalamazoo Livonia BattleCreek -

Max + 5%

RochesterHills

BattleCreek

DeltaCharter

Township

Saline Adrian

Parks & Rec Director Salaries 2012 w/5%


68/75

$ 1 2 7

, 4 8 6

$ 1 2 4

, 3 5 3

$ 1 1 0

, 9 5 2

$ 1 1 0

, 5 1 3

$ 1 0 7

, 3 2 1

$ 1 0 1

, 3 0 2

$ 1 0 1

, 0 2 6

$ 9 4 , 7 4 8

$ 9 4 , 5 2 1

M a x + 5 %

$ 9 3 , 1 6 3

$ 9 0 , 0 2 0 M a x

$ 8 6 , 0 8 0

$ 8 5 , 4 2 9

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

$140,000

City Assessor (Level IV) Salaries 2012 w/5%


69/75

$ 1 2 4

, 3 5 3

$ 1 0 1

, 0 6 0

$ 9 7 , 7 4 6

$ 9 3 , 9 1 2

$ 9 2 , 1 4 5

$ 8 8 , 7

2 0

$ 8 8 , 4

9 0

$ 8 7 , 7 6 8 M a x + 5 %

$ 8 5 , 4 9 5

$ 8 4 , 3 4 9

$ 8 3 , 5 8 9 M

a x

$ 8 2 , 3 0 5

$ 8 1 , 6 2 2

$ 7 6 , 9 3 0

$ 7 6 , 6 8 9

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

WWTP Superintendent Salaries 2012 w/5%


70/75

$ 1 1 0 , 4 7 8

$ 1 0 0

, 4 2 6

$ 9 6 , 9 4 2

$ 8 7

, 7 6 8 M a x + 5 %

$ 8 3 , 5 8 9

M a x

$ 7 9 , 5 0 0

$ 7 8 , 5 9 1 C u r r e n t

$ 7 3 , 3 8 0

$ 7 3 , 0 3 2

$ 7 2 , 3 2 2

$ 7 2 , 2 8 0

$ 7 1 , 8 4 4

$ 7 0 , 7 5 4

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

Zeeland Troy Novi BattleCreek

(S&P Supt- Max +

5%)

BattleCreek

(S&P Supt- Max)

Fraser BattleCreek

(S&P Supt- Current)

Monroe NortonShores

TraverseCity

Livonia GrandHaven

Bay City

Street Superintendent Salaries 2012 w/5%


71/75

$ 1 0 9 , 3 6 6

$ 1 0 7 , 2 8 6

$ 9 6 , 9 4 2

$ 9 4 , 7 4 8

$ 9 4 , 5 2 1 M a x + 5 %

$ 9 4 , 4 2 3

$ 9 3 , 8 5 0

$ 9 1 , 0 3 3

$ 9 0 , 4 1 6

$ 9 0

, 0 2 0 M a x

$ 8 5 , 4 8 3

$ 8 4 , 3 4 9

$ 8 4 , 1 1 8

$70,000

$75,000

$80,000

$85,000

$90,000

$95,000

$100,000

$105,000

$110,000

$115,000

Deputy Police Chief Salaries 2012 w/5%


72/75

$ 8 4 , 4 3 8

$ 8 3 , 6 8 9

$ 7 8 , 0 6 2

$ 7 5 , 8 8 4 M a x + 5 %

$ 7 2 , 2 7 0 M a x

$ 7 1 , 9 1 0

$ 6 6 , 6 0 1

$60,000

$65,000

$70,000

$75,000

$80,000

$85,000

$90,000

Southfield Troy Midland Battle Creek - Max+ 5%

Battle Creek Rochester Hills Novi

Purchasing Agent Salaries 2012 w/5%


73/75

$ 1 1 2

, 7 8 9

$ 1 1 0 , 9 5 2

$ 1 0 7 , 3 2 1

$ 1 0 0

, 4 2 6

$ 9 9 , 5 0 0

$ 9 3 , 9 1 2

$ 9 1 , 8 4 0

$ 8 8 , 4 9 0

$ 8 6 , 4 0 7

$ 8 6 , 0 9 4

$ 8 3 , 9 1 2

$ 8 1 , 2 2 6

$ 7 8 , 8 3 2

$ 7 8 , 4 0 5

$ 7 8 , 0 6 2

$ 7 7 , 7 1 2

$ 7 5 , 8 8 4 M a x

+ 5 %

$ 7 5 , 1 5 9

$ 7 2 , 2 7 0 M a x

$ 7 2 , 0 3 5

$ 7 2 , 0 0 0

$ 7 1 , 7 5 3

$ 7 0 , 9 0 0

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

City Treasurer Salaries 2012 w/5%


74/75

$ 1 2 4

, 1 6 5

$ 1 1 7 , 6 3 2

$ 1 0 6

, 1 6 3

$ 9 9 , 5 0 0

$ 9 6 , 1 5 3

$ 9 3 , 9 0 2

$ 9 2 , 5 7 7

$ 8 8 , 7 3 9

$ 8 6 , 4 0 7

$ 8 5 , 4 3 5

$ 8 1

, 8 2 7 M a x + 5 %

$ 8 0 , 7 6 9

$ 7 9 , 9 4 2

$ 7 8

, 4 0 5

$ 7 8 , 2 6 7

$ 7 8 , 0 6 2

$ 7 7 , 9 3 0 M a x

$ 7 5 , 0 0 0

$ 7 4 , 6 6 4

$ 7 4 , 1 8 2

$ 7 4 , 0 0 0

$ 7 2 , 0 3 5

$ 7 0 , 9 7 7

$ 7 0 , 1 1 7

$ 7 0 , 0 0 0

$ 6 9 , 8 3 5

$ 6 9 , 5 1 3

$ 6 8 , 4 8 8

$ 6 8 , 3 7 8

$ 6 7 , 5 2 1

$ 6 6 , 0 0 8

$ 6 5 , 6 8 1

$ 6 5 , 4 0 0

$ 6 5 , 2 5 0

$ 6 4 , 3 2 1

$ 6 4 , 0 3 2 C u r r e n t

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

$130,000

T r o y

S t e r

l i n g H e i g h t s

A n n A r b o r

S o u t

h f i e

l d N o v i

W y o m i n g

B a y C i t y

R o c h e s t e r H i l l s

A u b u r n H i l l s

T r a v e r s e C i t y

B a t t

l e C r e e

k ( M a x + 5 %

)

M a d i s o n H e i g h t s

B i r m i n g h a m

R o s e v i

l l e

B i g R a p i

d s

M i d

l a n d

B a t t

l e C r e e

k ( M a x )

P o n t i a c

M u s

k e g o n

P o r t H u r o n

L i v o n i a

M a r q u e t t e

S a l i n e

W y a n d o t t e

M o u n t P l e a s a n t

W i x o m

N o r t o n S h o r e s

G r a n d H a v e n

Z e e l a n

d

C h a r

l o t t e

G r a n d v i

l l e

M o u n t C l e m e n s

E a t o n R a p i

d s

R o c k

f o r d

S a i n t J o h n s

B a t t

l e C r e e

k ( C u r r e n t )

City Clerk Salaries 2012 w/5%


75/75

$ 1 0 1

, 1 1 1

$ 8 4 , 7 5 3

$ 7 2 , 6 9 6

$ 6 8 , 8 7 9

$ 6 8 , 0

7 9

$ 6 7 , 7

4 0

$ 6 7

, 6 0 0

$ 6 7 , 1 7 5

$ 6 2 , 0 0 9

$ 6 1 , 6 2 3

$ 6 0 , 5 7 3

$ 6 0 , 3 7 6

$ 5 8 , 8 1 6

$ 5 7 , 6 8 9

$ 5 7 , 5 0 6

$ 5 6 , 0 2 5

$ 5 3 , 1 1 0

$ 4 8 , 4 0 0

$ 4 7 , 3 8 8

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

HR Generalist Salaries 2012 w/5%

City of Battle Creek salary adjustments

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