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SECTION D: RESOLUTION APPROVING 2004 COMPENSATION PLAN AND OTHER BENEFITS FOR NON-UNION PERSONNEL . Explanation/Summarv Each year, the City Council approves by resolution the non-union personnel compensation plan, the City's contribution for health insurance, the maximum percentage for performance pay, and employee membership at the Family Service Center. This 2004 personnel budget does not include any major changes to personnel costs or benefits. The attached 2004 Compensation Plan includes wages for full-time employees, regular part-time employees, and seasonal part-time employees. These wages reflect a 2 percent cost of living adjustment. Employees not at the top step of their grade/range will also receive a step increase either January 1, 2004 or on their anniversary date depending upon when they joined the organization. Those employees that joined the organization after implementation of the compensation study in November 2002, are placed on a step schedule based on anniversary date. The City has a cafeteria style insurance program that provides employees with a specific dollar amount for single and family health insurance. The employee applies this dollar amount to one of four health plans that meets their needs for insurance coverage. The City is receiving a 21 % increase in health insurance premiums next year. In 2004, the City's contribution to the cafeteria plan will increase by $30 for employees electing single health coverage and $40 for those electing family health coverage. The result is a City contribution of $410 for single and $580 for family coverage. In 2003, the City allowed employees to opt-out of health coverage. The City will . contribute $200 in 2004 for employees opting-out of health coverage. Another portion of the compensation plan is the performance pay program for fuB-time, exempt employees. In the years past, the city council has authorized the city manager to pay up to 5% of a qualifying employee's annual salary in recognition of excellent performance. The amount budgeted in 2004 for this program is approximately half of that budgeted in 2003. The City continues to encourage employees to utilize the Family Service Center for personal health and fitness. As in the past, this budget provides for full-time and regular part-time employees to receive an individual or family membership at the Family Service Center. The employee is responsible for paying the taxes associated with the membership. ~~O-- J na Troha, Assistant City Manager .