Loading...
HomeMy WebLinkAboutSubmittal-Presentation-Wage, Health, and Pension Proposal Summaries4111'0E1.11 " 1 14, SUBMITTED INTO THE PUBLIC RECORD FOR ITEM se.. ON e 3110 City of Miam Wage, Health, and Pension Proposal Summaries Presentation to the City Commission August 31, 2010 /0-0/o39 Sib 111-40. ritatorl City Proposal for Wages Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Overview / ,..., -r 3 14 To eliminate a large, recession -driven budget deficit without extensive layoffs and service reductions, the City is proposing FY2010 wage and benefit restructuring to reduce the average cost per employee, following more modest labor concessions in FY2010 To understand the impact of such restructuring on City workers, this presentation analyzes historical compensation growth for employees in each bargaining unit over the past ten years In all bargaining units, City employees have experienced pay increases well ahead of consumer price index (CPI) growth over the course of the past decade During the economic bubble just prior to the onset of the recession, the City provided large pay increases that moved its employees well ahead of CPI - adjusted levels from earlier in the decade Even with the FY2010 concessions and proposed September 2010 restructuring, most City workers would still have achieved pay gains over the course of the past decade relative to consumer price growth (which remains essentially flat in the sluggish, current economy) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Economic Trends Starting with FY 2004-2005, the City of Miami's labor and housing markets grew quickly during the real estate bubble before the onset of the recession, but have since deteriorated sharply — The City's unemployment rate as of June 2010 stands at 13.5%, the highest rate since September 1992 in the aftermath of Hurricane Andrew — One in every 141 housing units received a foreclosure notice in July of 2010 • COlecer-M. cm (...i`i4i.0' .-,(.. 2.I, —, , i :'ere,a4oif7 ,, tt . 1 cffre.a. : ._ _ (p)r--..'ed a . 1 ji. Labor Market City of Miami Unemployment Rate 7.5°/0 4.8`)/0 4.4% 5.3% 8.3% 12.6% 13.5% HousingHousinq Market Miami Regional Horne Values % Change Over Prior October 21.7% 32.3% 8.5% 1 12.4% 29.O% -14.0% _5% * - Unemployment and S&P Case-Shiller Home Pnce Index data (Ivliarni Metropolitan Area) as of June 2010 (most recent available) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 4 City of Miami Revenues FY 2005- FY 2011 (Projected) • In FY 2011, City of Miami revenues are projected to be just above FY 2005 levels $600,000,000 $500,000,000 $400,000,000 $300,000,000 -1 1 $200,000,000 $100,000,000 $0 • - Projected 5553,009,038 $549,251,735 $ $503,367,359 519,968,33 $440,881,182 $496,545,764 $457,751,719 FY 2005 FY 2006 FY 2007 FY 2008 FY 2009 FY 2010* FY 2011* Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 5 Personnel Expenditures As a Percentage of Recurring Revenues (FY 2005 - FY 2011) • Over the same time period, personnel expenditures as a percentage of recurring revenues would be projected to rise from 75% in FY 2005 to 101% in FY 2011, without corrective action ▪ To live within the City's now -reduced means, Miami must either significantly reduce headcount (imposing the hardships of massive layoffs on municipal workers and service reductions in the community), or move to address rising workforce costs on a per employee basis • With adoption of the City's proposals, personnel costs will still comprise 83% of recurring revenues — above FY 2005 levels 100% 80% 60% 40% 20% -! * - Projected 75% FY 2005 67% FY 2006 72% FY 2007 73% FY 2008 85% 87% FY 2009 FY 2010. 101% FY 2011* No Change) Submitted into the public record in connection with item SP,3 on 08-31-10 Priscilla A. Thompson City Clerk 83% FY 2011* (City Proposals) 6 I ,r.fEt 101$ Wage Growth by Bargaining Unit Since October I, 2000 (Average Tenure Perspective) III To provide context for evaluating compensation restructuring for FY2011 and beyond, the following slides summarize the wage growth for employees in each of the City of Miami's four bargaining units over the past 10 years • For each bargaining unit, wage growth is shown for the job title with the largest number employees, and the current average tenure within the bargaining unit: Bargaining Unit IAFF FOP Averae Tenure AFSCME 1907 AFSCME 871 14 years 13 years 10 ears 11 ears Firetia hter Police Officer Code Enforcement Inspector Title Garba e Collector is For example, for FOP, the title with the largest number of employees is "police officer" and the average tenure of the bargaining unit is 13 years of service — Compensation figures for the FOP show what an employee with 13 years of service earns today versus what he or she earned on October 1, 2000 (10 years ago) — Individual experiences will vary according to years of service - Represents title with the largest number of employees not employed as a poblic service aidc or communications operator, vcummunications assistant at the Potice Dp.partment Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Elements of Gross Pay '!u\ • Gross pay increases for City of Miami employees experienced over this period were provided through four distinct means: — Across-the-board wage increases: wage increases granted to all employees — Step increments: automatic increases in base pay — Longevity increments: automatic increases in base pay received after the first 10 years of service — Supplemental payments: annual payments for IAFF and FOP employees with certain certifications (e.g., a paramedic license), specialty assignments (e.g., HazMat teams or Fire Rescue), and level of education (e.g., additional payment of $2,200 annually for employees with a bachelor's degree) • Employees may also have experienced additional pay growth through promotions, structural adjustments to the pay schedule (e.g., the addition of new longevity steps), and overtime • In addition to such cash compensation, the City also faces severe funding pressures for employee pension and healthcare benefits, which will be addressed separately 8 111111- 111 It • 11,11 r H , City Wage Proposal In Context AFSCME 871 10-Year Historical Pay (Average Tenure Perspective) Ten-year historical pay of a garbage collector with 11 years of service (average tenure), accounting for the City's wage proposal Garbage Collector Pay since October 1, 2000 versus CPI-W Adjusted Salary $70,000 - $60,000 - $50,000 �+ $38,381 $39,229 a $40,000 $36178 $37,263 $39,532 w $32,436 $33,085 $29 700 o $27,824 � $30, 000 $25,789 0 $23,149 .. ,.. $29,571 $30,760 $30,527 $30,523 $20,000 $23,149 $23,786 $24,174 $24,798 $25,643 $27,347$28,136 AFSCME 871 $10,000 $0 CPI-W DO \ V � � •J * - 2010 CPI-W fgures show n through June 2010 (most recent data available) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk City Wage Proposal In Context AFSCME 1907 10-Year Historical Pay (Average Tenure Perspective) • Ten-year historical pay of a code enforcement inspector with 10 years of service (average tenure), accounting for the City's wage proposal Code Enforcement Inspector Pay since October 1, 2000 versus CPI-W Adjusted Salary 0 0 $70, 000 $60,000 - $50, 000 $40,000 1 $35,062 $30,000 $35,062 $20,000 $10,000 $0 $38,430 $36,027 $44,797 $41,853 $36,615 $37559 $56,013 $52,299 $48,884 $38,839 $65,873 $59,135 $60,909 $61,262 $44,788 $41,420$42'616 $46,589 $46,237 $46,231 —0—AFSCME 1907 CPI-W `L00 `L00� �o `L000 `L00� `100h `L00rO `LOC' �000 L000 ,-0 qbo Nc) N. - 2010 CPI-W figures show n through June 2010 (most recent data available) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 10 City Wage Proposal In Context Police Officer 1O-Year Historical Pay (Average Tenure Perspective) • Ten-year historical pay of a police officer with 13 years of service (average tenure), accounting for the City's wage proposal Police Officer Gross Pay since October I, 2000 versus CPI-W Adjusted Salary $100,000 $90,000 $80,000 $70,000 $60,000 0. $50,000 2 0 $40, 000 $30,000 $20,000 $10,000 $0 " $40,365 (1- $40,365 $43,08 $41,476 $48,656 $42,152 $59,567 $63'021 $52,007 $55,302 $43,239 $44,713 $47,684$4961 , $71,846 $73941 $75,380 71,144 $51,562 553'636 $53,230 $53,224 a c3s\ g, an° C:Stk (:)CCI 6k R) te 6 \\ 41? e Nc§''' ,&4-61 \r-P e ez 4§,N99 \ \r 00 's - 2010 CPI-W figures show n through June 2010 (most recent data available) Submitted into the public record in connection with item SP.3 on 1:18-31-10 Priscilla A. Thompson City Clerk FO p CPI-W Aikg 4-1 F City Wage Proposal In Context Firefighter 1O-Year Historical Pay (Average Tenure Perspective) le Ten-year historical pay of a firefighter with 14 years of service (average tenure), accounting for the City's wage proposal Firefighter Gross Pay since October 1, 2000 versus CPI-W Adjusted Salary $100,000 $90, 000 $80, 000 $70,000 • $60,000 a. • $50,000 2 ( $40,000 $30,000 $20, 000 $10,000 $0 , $58,595 $59669 $48,512 $51,75 $48,512 $49,847 $50,660 $51,966 $65,001 $53,737 $95,955 $91,473 $67,213 67, $57,308$58.963 $61,969 $94,097 $76,151 $64,461 $63,973 $63,966 —0— IAF F ,q3 Nc & .3 A .6 C5 ps,N, 19( „ 41/ P\9N NIZI\ Nc - 2010 CPI-W figures show n through June 2010 (most recent data available) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk CP1-W f) !tttp, FY 2005 FY 2007 Bargaining Cycle Contract Enhancements • In Spring/Summer 2007, the City of Miami reached agreement on multi -year contracts with each of its four bargaining units covering the prior two or three fiscal years The major contract enhancements for each agreement for each unit included the following: Compounded across-the-board wage increases that ranged from 6.12°/0 (both AFSCME units) to 14.48% (FOP) — Longevity steps added to the pay schedules (IAFF, AFSCME 1907, AFSCME 871) — Creation of annual supplemental payments for education attainment ranging from $1,200 to $4,200 (IAFF, FOP) — Increase in supplemental pays, such as paramedic certification rising from 8.5% of base pay to 14.0% of base pay and bolstering special assignment pays from 2% of base to 5% of base (IAFF) • As a result of these contract enhancements, and the delay in implementing them, many City of Miami employees received large retroactive payments in the summer of 2007 — The following slide details the retroactive payments received by bargaining unit members with 10 years of service on the first day of the contract period — For illustrative purposes, IAFF and FOP figures assume an employee has a bachelor's degree Submitted into the public record in connection with item SPA on 08-31-10 Priscilla A. Thompson City Clerk 13 • 11.:1111. iivrt • .0. Retroactive Payments IAFF, FOP, AFSCME 1907, and AFSCME 871 Firefighter with 10 Years of Service on October 1, 2004 Paramedic, ALS supplements, and Bachelor's Degree Date Base Pay* Oct. 2006 Sept. 2007 Percent Change Supplements to Base Pay $58,729 $7,999 $78,907 $12,630 • ,.4.4% 57.9% Total $66,729 $91,537 -374% , . - includes effects of paramedic supplement. ALS suppiement, and no change across-the-board or step increases between 9/2004 and 9/2007 AFSCME 1907 Code Enforcement Inspector with 10 Years of Service on October 1, 2004 Date Base Pay Sept 2007 $60,283 $0 $60,283 Percent Change 11.8% Police Officer with 10 Years of Service on October 1, 2004 Assignment Pay and Bachelor's Degree Date Base Pay Oct. 2006 $54,825 Supplements to Base Pay $4,741 Total Sept. 2007 $62,764 $7,558 $59,567 $70, 322 pert charig 14.5% , „ • 59.4% 18.1% .7T AFSCME 871 Garbage Collector with 10 Years of Service on October 1, 2004 Date Base Pay Supplements to Base Pa Actual retroactive payments received vary according to years of service, supplemental pays, and bargaining unit. Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 14 - FY 2009-2010 Concessions Summary In response to initial declines in revenue and unsustainable increases in workforce costs beginning to emerge in FY 2009-2010, all four bargaining units agreed to contract concessions for that year Dollar values shown in parenthesis represent savings generated for an average tenured employee in each bargaining unit IAFF FOP AFSCME 1907 AFSCME 871 • Rescinded a scheduled 5% • Deferral of 3% wage increase - increased pension contribution • 1ncreasedpenson contribution wage increase ($3,748 in base from Oct. 2009 to April 2010 from 10% to .13°/0 of salary from 1,0% to 13°/© of salary Ray) • Suspension of holiday pay for - Two furlough days ($507; non- • Deferral of step and longevity • Implemented a 2% wage decrease ($1,499 in base pay) three holidays recurring) increase • Temporary suspension of • Temporary suspension of • Suspension of holiday pay • Altered the pay formula for certain supplemental pays vacation cash -out Vacation :cash -out • -Wagerecluction,of•3% for employees earning More than • Reduced holiday pay for two holidays $50,000 • Temporary wage reduction of $11.64 per,pay forall bargaining.unit employees ($303; nbh-recurring) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 15 `11 Public Safety Gross Pay 10 YOS - 9/30/2004 through 9/30/2010 • The chart below shows a firefighter and a police officer at the same step in the salary schedule — 10 years of service as of 9/30/04 • Since September 30, 2004 — one day before the FY 2005 — FY 2007 contract cycle, firefighter gross pay outpaced police officer gross pay — This includes 2010, accounting for the FY 2010 union concessions and current City wage proposals $100,000 $90,000 $80,000 $70,000 $60,000 $50,000 $40,000 $30,000 $20, 000 $10, 000 $0 $63, 784 $53, 007 $68,106 $57,911 $70, 750 $62, 383 $87,213 $66, 006 $91,473 $73,243 $95,955 $76,848 96,393 $79, 093 $82,825 $72,482 IAFF FOP Sept. 30, Oct. 1, 2004 Oct. 1, 2005 Oct. 1, 2006 Oct. 1, 2007 Oct. 1, 2008 April 1, 2010 Sept. 30, 2004 2010 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 16 Public Safety Gross Pay Differential 10 YOS - 9/30/2004 through 9/30/2010 Absolute $ The chart below shows the difference between firefighter and police officer gross pay for an employee with 10 years of service The space between the two lines on the previous graph ▪ One day before the FY 2005-2007 contract cycle, gross pay for a firefighter with 10 YOS exceeded gross pay for a police officer with the same tenure by $10,777 • On September 30, 2010, accounting for the FY 2010 concessions arid the City's wage proposals, gross pay for a firefighter with 10 YOS will exceed gross pay for a police officer with the same tenure by $10,343 $25,000 $20, 000 $15,000 $10,000 $5,000 $0 $21,206 $8,367 $18,231 --r $17,300 Sept. 30, Oct. 1, 2004 Oct. 1, 2005 Oct. 1, 2006 Oct. 1, 2007 Oct. 1, 2008 Aprii 1, 2004 2010 Submitted into the public record in connection with item $P.3 on 08-31-10 Priscilla A. Thompson City Clerk Sept30, 2010 17 =` Summary of City Wage Proposals n ril 1111 1 ') 4t Restructuring to Address Continued Resource Declines • Tiered wage reduction across IAFF, FOP, and AFSCME 1907, with employees who earn a higher salary experiencing a comparatively higher reduction in base wages: Salary Ran Percent Reduction Less than $39,999.99 0%- $40,000.00 - $54,999.99 5% $55,000.00 - $74,999.99 7% $75,000.000 - $119,999.99 9% $120,000 + 12% • Modifications to supplemental pay items for IAFF and FOP, including: — Elimination of education pay supplements ($1,200 to $4,200) — Converting fire prevention pays ($2,000), revenue incentive pay (3.7% of base pay, IAFF only), and most supplements at 5% of base or higher to flat dollar amounts of $1,500. Paramedic pay supplement for IAFF converted to flat dollar amount of $4,825, which is currently 14% of base pay. FOP crime prevention pay raised to $2,700 — No longer allowing supplemental pays to roll into base for calculation of overtime and other supplemental payments added to base • Step and Longevity freeze for all employees Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 18 Summary of FY2011 Savings • The table below summarizes the projected FY 2011 savings to be realized from the adoption of the City's wage proposal for all employees represented and non -represented IAFF FOP age Savings $7,602,113 AFSCME 1907 AFSCME 871 Non -Represented Total 5,510,901 $204,340 1,478,2.81 $26,743,905 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk City Proposals on Health Benefits Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Observations on Current Plan Designs „ ■ Current plan designs reflect mid 1990's managed care strategy and do not encourage consumerism. — Zero Deductible and No Coinsurance — No Incentive for plan members to be cost conscious. ■ No significant plan modifications have occurred to the City's plans since the inception in the mid 1990's. — Nationwide, employers (public and private) have abandoned this approach as ineffective in controlling costs. — By contract, City Management Tacks the ability to significantly modernize the plan designs ■ The projected cost of the plans is not sustainable and is contributing to the financial urgency. Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 21 ZZ ,t9!It.msEuItttPr'oi \ T (Tr3 (SO.I)4-1zo'L') It:tt('I■ ()IVII'Lw)N I-10Z slf1c ZIoZ INZ slfil Pa»aCa.r,I Val.hafu.t.I I3o[o.r,L p par©.11 pol�,�f+i.4L 9 tIrfr r r'Z 9S r08'_61 ;r 600Z 860Z ZZS'_cti'�iS 6ZC.g9.0 11r$ _IHIZ 911ui :00Z 0IN•99'S'iS 1}III)°0001 1 0o14'0o' 1-$ s3s03 ueid pe4 aroJd i GOZ - O 4OZ v' z-o `s;so3 uBId 11n'43V 6OOZ - SOOZ .. .0 Of City of Miami Plans Compared to Similar Municipalities Nationally City of Miami, FL City of Anaheim, CA City of Cleveland, OH City of Tampa, FL Annual Deductible (Ind./Fam.) In -Network $0 $250/$1,000 None $1,000/$2,000 Out of Network $300 $250/$1,000 None $3,000/$6,000 Office Co pays $25 $20/20% ded waived S15 $20/$35 ER Copay $75 $75/20% $40, then 100% $150 Urgent Care Copay S75 N/A/20% $15, then 100% Not Covered Coinsurance - Inpatient Hosptial In -Network 100% 90"/°/80% 90% 100% after $250 copayment for the first 1-4 days Out -of -Network 70"/0 60%/70% 70% 70% Coinsurance - Outpatient Surgery In -Network 90"/0/80% 90% 100% after $100 copay Out -of -Network 60%/70% 70% 70% Out of Pocket Max. (Ind./Fam.) In -Network N/A $2,000/$4,000 and $6,000/$18,000 $1,000/$2,000 $1,000/$2,000 (copays) Out -of -Network $1,000/None No Max and $9,000/$27,000 None $4,000/$8,000 Lifetime Maximum Unlimited $6 mill/$2 mill $2.5 Million $5 Million Relative Value 1.00% 85"/o 100% 88°/1 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 23 I11111 .411.16 (.1 it Proposed vs. Current Plan Designs 111.111111111111111.1111.11. Current 141110 Current POS Model Olen Access POS - Alternative 4 In -Network Only In -Network Out -of -Network In -Network Out -of -Network Deductible Individual None None $300 $500 S],000 Family None None $900 $1,000 $2,000 Co -Share Stop -Loss Amounts Individual None None $1,000 $3,000 $6,000 Family None None N/A $6,000 $12,000 Lifetime Maximum Unlimited Unlin ited Unlimited Physician Services Physicians Office Visit (PCP) 100% after the $15 PCP copay] 100% after the $25 PCP office 1 visit copay 70% after plan deductible 100% ofal]owed amount 1 after $25 copay 60% ofallowed amount after deductible Physicians Office Visit (Specialist) 100% after the $20 Specialist 1 office visit copay 100% after the $35 Specialist 1 office visit copay 70% after plan deductible 100% of allowed amount 1 after $40 copay 60% of allowed amount after deductible Emergency Room Expenses a Copay y $75 per visit (If not true emergency,services are not z covered) $75 per visit (lfnot true emergency, services are not covered)] $200 per vis it 2 Urgent Care Facilities ' Copay $75 per visit (If not true emergency, services are not covered) $75 per visit (If not true emergency, services are not covered)1 $50 per visit Inpatient Hospital Admission Copay $100 $100 $300 $0 $0 Inpatient Physician Expenses 100% 100% 70% after plan deductible 80%ofallowed amount after deductible 60%ofallowed amount after deductible Other Inpatient L apenses 100% 100% 70% after plan deductible 8�/° ofallowed amount after deductible 60%ofallowed amount after deductible 1 Deductible waived. 2 Copayment waived if admitted. c..M.....:++s.4 6,+.. the. ni.hlir _ . record in connection with item 5P.3 on 08-31-10 Priscilla A. Thompson City Clerk ' ,r 06. �, 0 Ei � Proposed vs. Current Plan Designs (Continued) Current HMO _=` _. Cut , PO IV1.pileAcres I Ope 1rernative :7 ' In -Network Only _._ ln-Network __.y__�..... _ Out -of -Network In -Network Out -of -Network Mental Health/Substance Abuse Deductible per Admission N/A N/A in -Network Coverage Only $0 SO Inpatient Hospital Services i0fk% after $25 per day copay (Contract Year Maximum: 30 days) I00% after $25 per day capay (Contract Year Maximum: 30 days) In -Network Coverage Only BO% ofal]olved amount after deductible 60% of allowed amount after deductible trspatient Physician Services t}utpatient Physician Expenses 100°% after $25 per day copay (Contract Year Maxrrturm:30 days) 100% alter $25 per day eopay (Contract Year Ma)anwns 30 days} In -Network Coverage Only to ofaitoKed air>Qunt alter deductible o of altotitiec atrksunt after deductible llo after office visit copay: Visits 0 through 20: $5 Visits21through30:SI0, jContaact Year Maximum: 30 visits) itx�°lo after office visit copay: Visits 0 through 20: $5, Visits 21 through 40: $10, Visits 41 through 60: $15 Contract Year Mannutm: 60 {x visits) after office visit copay: Visits 0 through 20: $5, Visits 21 through 40: $10, Visits 41 through G0: $15 (Contract Year Maximum: 60 Visits) ln-NetvorkCoverage Only 80/0 of allowed amount after deductible Jb of allowed airxmunt after deductible. Other Outpatient Services l OVA after office visit copay:100% Visits 0 through 20: $5, Visits 21 through 30: $l0, (Contract Year Maximum: 30 visits) In -Network Coverage Only 80% ofaflowed amount title' deductible 60% of allowed amount after deductible Prescription Drugs Retail Generic S15/30 day $t5/30 day 30% ofcharges $15/30 day Not Co. Brand $25i30day $25/30 day 30° ofcharges 540f30day NonPrefened Brand N/A N/A NIA $60/30 day Specialty NIA N!A N/A 50 % f30 day l Jail Order Caencric $.3O19Ci day $30/90 day tn-Network Coverage Only 530/90 day Not Covered 13tarrd $50/90 day $50/90 day ln-Network Coverage Unit' $8O/90 day Non -Preferred Brand N/A N/A NIA $120/90 dal° Specialty N/A N/A NIA 50%/90 day Deductible \valved. Copae mint tiaived ifadmitted. Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 25 Yo 0:011- 444'.9 Yr 4114 ,t) Observations on Proposed Plan • The proposed plan designs yield a projected savings on claims expenses of $6.9 million for fiscal year 2011. —A reduced cost inflation trend rate is also anticipated. 111 Proposed plans reflect current best practices in benefits strategy —Creates an opportunity to modify behaviors • The City has an opportunity to "modernize" the medical and Rx plans. Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 2 6 •101 J 0 }{ Impact of Changes on Employees • Annual Deductible of $5001$1000 (Individual/Family) • Out of Pocket Maximum of $3,0001$6,000 (Individual/Family includes deductible and co -pays) • Coinsurance of 80% up to the Out of Pocket Maximum • No Overall Increase in employee premium —Plan structure will be modified to provide a distinction between employee/spouse and employee/children to achieve more equitable treatment. • Lower Co -pay for utilizing urgent care facilities vs emergency room Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Impact of Changes on Employees Increase in Co -Pays for office visit and Rx • Direct access to specialist • Plan will be subject to Health Care Reform —Preventative medicine covered at 100% • City will introduce financial incentives to promote health and wellness of employees • Employees will be educated and given access to Flexible Spending Accounts and Work Site Benefits (i.e. cash for hospitalization or major illness) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk vaD AID u osduaoq j .v ejjpspd 0t-tE-80 uo £'dS uaa4! tom uoRaauuoa ui p.+oaaJ DvIgnd ayp Nu! pa4;ivagns unwed uo sued JOJ IeSOdoad MO t; FIPO Retirement Plan Finances FY 2010 - 2011 FYE 9/30/10 FYE 9/30/11 City Cost: $55.0 million $70.4 million Employee Cost: S 9.0 million $ 9.6 million Total Cost: $64.1 million $80.0 million* City Cost Per Employee: S33,680 S43,177 *Includes $4.87 million COLA fund payment on 1/1/2011 Submitted into the public record in connection with item 5P,3 on 08-31-10 Priscilla A. Thompson City Clerk 30 GESE Retirement Plan r � Finances FY 2010 - 2011 FYE 9/30/10 FYE 9/30/11 City Cost: $24.7 million S365 million Employee Cost: $ 8.2 million $10.9 million Total Cost: $32.9 million $47.4 million City Cost Per Employee: $14,500 $21,961 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 31 A Retirement Plan Y Costs Next 5 Years (Includes $4.87 Million FIPO COLA Fund Payment) GESE FIPO FYE City Cost City Cost Combined Cost 2010 24,743,645 59,778,244 84,521,889 2011 36,565,549 70,421,366 106,986,915 2012 44,415,560 74,765,711 119,181,271 2013 51,302,286 82,602,343 133,904,629 2014 58,016,272 87,832,604 145,848,876 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 32 The Current City Retirement Plans are Unsustainable If no changes are made: Unfunded liabilities projected to grow from S892 million as of 2009 to $1.2 billion by 2014 • Total City contributions estimated to grow from $84.5 million this year to $146 million in 2014. Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Current FIPO Retirement Plan Benefit Example # I Firefighter age 55 with 36 years of service Avg. Final Compensation 135,000/yr ($11,250/mo.) Monthly Pension Benefit15 yrs x 3% x Si1,250 plus 21 yrs x 3.5% x S11,250 = $11,083 per month ( 133,000 per year) • Plus DROP Benefit (after 4.5 years at 3% interest) S600,000 Iump sum • Plus "Share Plan" Benefit = $384,000 lump sum Total: S133,000/year lifetime pension plus $984,000 lump sum Actuarial present value = $1.424 million plus $984,000 = $2.41 million 3 4 5 Current FIPO Retirement Plan ,,..,.., R Benefit Example # 2 Police Officer — age 52 with 30 years of service Avg. Final Compensation $94,000/yr ($7,833/mo.) Monthly Pension Benefit = 15 yrs x 3% x $7,833 plus 15 yrs x 3.5% x $7,833 = 7 637 per month ($91,648 per year) • Plus DROP Benefit (after 7 years at 3% interest) 642,000 Iump sum • p s "Share Plan" Benefit = $190,000 Iump sum Total: $91,648/year lifetime pension plus $832,000 lump sum Actuarial present value = $1.012 million plus $832,000 = $1.84 million Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk fj City Proposal for Reforming FIPO Retirement Plan Normal Retirement Date: "Rule of 70" age ± yrs service = 70 or more with minimum age 50 and 10 years of service. [Now: "Rule of 64" or age 50 and 10 years of service} Benefit Formula: 3% per year for all future service. [Now: 3% per year for first 15 years and 3.5% per year after 15 years] • Maximum Benefit: Revise 100% benefit cap by adding S100,000 per year maximum (applied to normal form of benefit). • Normal Benefit Form: 10 years certain and life for all members. Normal form for married members will be the same as for non -married members. Married members may elect spouse survivor option at employee cost. [Now: married members have 40% joint & spouse survivor benefit, and non -married members have 10 years certain and life thereafter]. Average final comp: highest 5 years of service, to be phased in over next 4 years (e.g., 2011 = 2 year avg; 2012 = 3 year avg; 2013 = 4 year avg; and 2014 = 5 year avg.). [Now: highest 1 year of service]. 36 f x1�JI�a lli-II f rlt City Proposal for Reforming FIPO Retirement Plan If City FIPO pension proposal is implemented, City pension contributions are estimated to decrease by $26.9 million in FY2OIO-11 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk • f Lt ft • I I „ Current GESE Retirement Plan Benefit Example Employee — age 56 with 33 years of service: • Avg. Final Compensation = $55,800/yr ($4,650/mo.) • Monthly Pension Benefit = 33 yrs x 3% x $4,650 = $4,603 per month ($55,242 per year) Plus DROP Benefit (after 4 years at 3% interest) $221,000 lump sum Total: $55,242/year lifetime pension plus S221,000 lump sum Act. present value $584,000 plus $221,000 = $805,000 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk City Proposal for Reforming GESE Retirement Plan • Normal Retirement Date: Age 60 with 10 yrs service or age 55 with 30 yrs service. [Now: "Rule of 70" or age 55 with 10 yrs service]. * Benefit Formula: For future service -- 2.25% - first 15 yrs; 2.5% 6 to 20 yrs; and 2.75% - over 20 yrs. [Now: 3% per year of service] Maximum Benefit: Revise 100% benefit cap by adding $100,000 per year maximum benefit (applied to normal form of benefit). Normal Benefit Form: life annuity; married members may elect spouse survivor option at employee cost. [Now: life annuity of 105% of formula benefit; married members may elect formula benefit with 40% joint & survivor benefit for spouse]. Average final comp: highest 5 consecutive years phased in over next 3 years (e.g., 2011 = 3 year avg; 2012 = 4 year avg; and 2013 = 5 year avg.). [Now: highest 2 year average]. • Employee contribution: Continue at 13%. [Now: 13% for FY2009-2010]. 39 u .0 24. 0C- • 75 4-, V C ▪ C S.7 E 42 8 a) 00 oft (I/ it ri H City Proposal for Reforming GESE Retirement Plan If City GESE pension proposal is implemented, City pension contributions are estimated to decrease by $16.4 million in FY2OIO-11 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Conclusion/Summary Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk .3 tl .11/41. Conclusion • Financial Urgency Changes to wages, healthcare and pensions provisions of the Collective Bargaining Agreements Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk Or; 11.Z7 44;6. Wage Reductions To address the Financial Urgency, the Commission acts pursuant to Section 447.4095 and relieves obligations related to wages, healthcare and pensions by: — Tiered reduction in wages for IAFF, FOP and 1907: Salary Range Percent Reduction Less than-$39,999,99 > , , . , . tl, $40,000.00 - $54,999.99 5% $55,000.00 - $74,99999 7% $75,000,000 - $119,999.99 9% $120,000 + 12% • Modifications to supplemental pay items for IAFF and FOP, including: — Elimination of education pay supplements ($1,200 to $4,200) Converting fire prevention pays ($2,000), revenue incentive pay (3.7% of base pay, IAFF only), and most supplements at 5070 of base or higher to flat dollar amounts of $1,500. Paramedic pay supplement for IAFF converted to flat dollar amount of $4,825, which is currently 14% of base pay. FOP crime prevention pay raised to $2,700 No longer allowing supplemental pays to roll into base for calculation of overtime and other supplemental payments added to base • Step and Longevity freeze for AFSCME 871 members Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 43 ,t,tfy £1 4 oj N Healthcare Reductions ▪ Eliminating HMO plan and modifying POS Plan with the following changes: ▪ In Network services changes: — Increase co -pays for primary arid specialist care physician visits by $5 each Add Plan deductible of $500 individual/$1,000 family from None Add Out of Pocket Maximum of $3,000 individual/$6,000 family (including co -pays and deductibles) from None — Add Coinsurance of 80% from 100% — Increase in co -pays for brand drugs and non -preferred drugs — Increase emergency room co -pay to $200 from $75, and — Introduce co -pay of $50 for urgent care facilities. • Out of Network services changes: Coinsurance of 60% after deductible for primary and specialist care visits from $25/$35 Plan deductible of $1,000 individual/$2,000, family from $300 individual/$900 family — Out of Pocket Maximum of $6,000 individual/$12,000 family (including co -pays and deductibles) from None — Lower Coinsurance to 60% from 70% — Increase co -pays for brand and non -preferred drugs consistent with In Network changes Increase emergency room co -pay to $200 from $75, and — Introduce co -pay of $50 for urgent care facilities consistent with In Network benefit. — Addition of 4th contribution tier Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 44 1/4,, Of id> •VTIM1 11 ^446 GESE Pension Reductions • Formula: reduce benefit multiplier for future service from 3% per year of service to 2.25% - first 15 yrs- 2.5% - 16 to 20 yrs; and 2.75`)/0 - over 20 yrs, Defer normal retirement date from "Rule of 70" or age 55 with 10 yrs service to age 60 with 10 yrs service or age 55 with 30 yrs service. • Normal form of benefit: life annuity; married members may elect spouse survivor option at employee cost. Lengthen average final comp. period from highest 2 years to highest 5 years of last 10, to be phased in over next 3 years (e.g., 2011 = 3 year avg; 2012 = 4 year avg; and 2013= 5 year avg.). II Revise 100% benefit cap by adding $100,000 per year maximum benefit (applied to normal form of benefit). Continue employee contribution at 13% Submitted into the public record in connection with item SP.3 on 08-3140 Priscilla A. Thompson City Clerk 45 FIPO Pension Reductions 4011 J fa 11 N — Normal Retirement Date: "Rule of 70" (age + yrs service = 70 or more) with minimum age 50 and 10 years of service. — Multiplier: 3% per year for all future service. — Maximum Benefit: Revise 100% benefit cap by adding $100,000 per year maximum (applied to normal form of benefit). — Normal Benefit Form: 10 years certain and life for all members (currently married members have a 40% joint & spouse survivor benefit, and non - married members have 10 years certain and life thereafter). Married members may elect spouse survivor option at employee cost. — Normal form for married members will be the same as for non -married members (10 years certain and life thereafter). — Average final comp: highest 5 years of service, to be phased in over next 4 years (e.g., 2011 = 2 year avg; 2012 = 3 year avg; 2013 = 4 year avg; and 2014 = 5 year avg.) Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 46 .4* -.t ni .1441t otit'rt • i! it Summary of Cost Reductions • Total Savings from the City's wages, health benefits, and pension proposals total approximately $77 million Total Savings - Wages , Health Benefits $619001000 Pension ::. $433OO,OOO Total $76,943,905 Submitted into the public record in connection with item SP.3 on 08-31-10 Priscilla A. Thompson City Clerk 47