Human Resource Management Consulting
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Aviation Department Efficiency Study Services –
Focus Area II: Aviation Compensation, and Pay
Practices, and Organizational Structure Review
City of Charlotte, North Carolina
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SECTION | V
2
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City of Charlotte North, Carolina
Aviation Compensation, Benefits and Organizational Structure Study
ORGANIZATIONAL STRUCTURE REVIEW
SECTION V | ORGANIZATIONAL STRUCTURE REVIEW
SCOPE OF WORK
•
•
Identify typical reporting relations for the top three tiers in benchmark organizations, including
the number of direct reports at each level within the top three tiers;
Identify typical functions that may be identified as divisions and subdivisions in benchmark
organizations; and
Provide observations and findings that might be helpful in determining the most successful
structure for use at the City of Charlotte Department of Aviation.
METHODOLOGY
The approach used to complete this review involved collecting organizational charts of benchmark
organizations and review their structures, job titles, reporting relations, and divisions/subdivisions within
the top three tiers. Top three tiers is defined as:
•
Top tier is the chief executive officer over the department/organization
•
Second tier are all direct reports to the chief executive officer
•
Third tier are all direct reports to tier two level positions
It should be noted that the benchmark organizations vary in size, complexity, and governance. Therefore
observations and findings will have notations regarding the relevance to the comparisons to the City of
Charlotte Aviation Department. In addition, some organizational charts were more comprehensive while
others provided less detail about divisions, subdivisions, and direct reporting relationships.
Organizational charts were obtained from the following benchmark organizations:
•
Chicago Department of Aviation
•
Dallas/Fort Worth International Airport
•
Denver International Airport
•
Houston Airport System
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City of Charlotte North, Carolina
•
Aviation Compensation, Benefits and Organizational Structure Study
This scope of work related to a review of organizational structures for top management of the
benchmark organizations. Management typically determines organizational structures based on
operational needs and critical functions within an organization. Based on conversations with the Project
Team and statements in the Request for Proposal, the stated purpose of this review is to:
•
JFK International Airport
•
Miami/Dade Aviation Department, current and proposed structures
•
Minneapolis/St. Paul International Airport
•
New Jersey Airports
•
Greater Orlando Aviation Authority
•
Philadelphia International Airport
•
Metropolitan Washington Airport Authority
Reporting relationships and organizational structures were not provided or available.
CITY OF CHARLOTTE DEPARTMENT OF AVIATION’S CURRENT STRUCTURE
Charlotte’s airport is currently owned and operated by the City of Charlotte, North Carolina. It is
considered a Department within the City’s organizational structure and most of its administrative
functions work within a city-wide structure. For example, functions such as finance, purchasing, human
resources, payroll, and technology must operate within the overall City’s departments/divisions that
oversee these functions.
The City of Charlotte Aviation Department’s current organizational chart identifies four direct reports to
the Aviation Director. Four different titles are used by these direct reports:
•
Interim Deputy Director- The position of Interim Deputy Director has responsibility for the three
Assistant Directors over the divisions of Operations, Facilities Maintenance, and Airport
Development. The Interim Deputy Director has three major divisions lead by Assistant Aviation
Directors that report directly to the Deputy Director position. Each of these Assistant Aviation
Directors have four subdivisions that report to them. Development has five direct reports, with
one to five employees. Facilities and Maintenance and Operations are the largest subdivisions in
the organization.
o Facilities has four managers.
o Building and Field Maintenance Managers have multiple supervisors with staff reporting
to them.
o Operations has five Airport Operations Managers with four to six direct reports. A sixth
new Operations Supervisor is in the process of being filled.
•
Assistant Aviation Director- The position of Assistant Aviation Director – Administration and
Finance (currently vacant) is responsible for Revenue, Procurement, Finance, Administrative
Services (Human Resources, Records, Benefits and Payroll), and Information Technology. In the
absence of an incumbent for this vacant position, the Director has provided interim charts that
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4
City of Charlotte North, Carolina
International Airport was obtained through their website, however data was limited to names and titles.
Aviation Compensation, Benefits and Organizational Structure Study
Information on leadership teams for Hartsfield-Jackson Atlanta International Airport and San Francisco
The Finance Manager has five direct reports with no more than two staff assigned to
each of the direct reports.
o
The Administrative Officer has two direct reports with one to three staff assigned to
each of the direct reports.
o
Information Technology has four direct reports with two assigned to lead two to three
staff.
•
Senior Attorney- This position has an office with three staff providing Legal support.
•
Airport Operations Manager (Assistant to the Director) - This position oversees two managers
responsible for Public Affairs and Passenger Experience, each staffed by three positions.
In summary, the organizational structure of the Aviation Department is in transition. If all positions on
the current organizational chart are filled, the Director would have four direct reports. The Deputy
Director is responsible for the general operation of the airport and has the majority of airport staff.
Direct reports are the Airport Development, Operations, and Facilities and Maintenance Divisions,
reporting through the Deputy Director to the Aviation Director. Divisions providing Finance,
Procurement, Revenue Contracts Management, Technology, and Administrative Services would report
directly to the Assistant Director, Administration and Finance. The Director would retain direct reports
from Legal and the Airport Operations Manager (the Assistant to the Director) with Public Affairs and
Passenger Services reporting to the Airport Operations Manager (Assistant to the Director).
FINDINGS AND OBSERVATIONS
Findings and observations will be reported based on the level within the organization. A review of the
eleven organizational charts found that there are common groupings of divisions within an airport. The
following divisions/departments were commonly found at most airports:
o
o
o
o
o
o
o
o
o
Operations
Facilities and Grounds Maintenance
Airport Planning, Development and Design
Finance, Revenues, and Procurement
Information Technology
Legal Council
Public Relations/Public Information
Legislative Affairs
Human Resources and Payroll
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City of Charlotte North, Carolina
o
Aviation Compensation, Benefits and Organizational Structure Study
shows the Finance Manager, Technology (title unclear), and Administrative Officer V
(Administrative Services) reporting directly to the Director.
o
Safety
o
Internal Audit
Depending on the size, governance, and if the airport is a hub, there may also be special divisions or units
that support those specific areas such as special services, commissions, other airports (such as Midway at
Chicago and Hobby in Houston), and global/internal services and commerce. The reporting relationship
Many top tier executives have Legal, Public Affairs, Internal Audit, and
Intergovernmental Relations;
•
In some organizations, Human Resources may report directly to the top tier executive;
•
Top tier executives that are closer to the size of Charlotte (i.e. Miami, Minneapolis,
Newark, and Orlando) have a Deputy or Chief Operating Officer that the remainder of
the organization reports through to the Director;
•
It is also common in organizational structures to have three to six second tier executives
responsible for the major groupings of divisions within the organization such as Finance
and Administration, Operations and Maintenance, Safety and Security, and Planning and
Development;
•
Reagan, Denver, and Dallas are significantly larger than Charlotte and provide less
guidance in the review of organizational structures for third tier reports;
•
Many of the airport typically have three to six direct reports to the second tier
executive;
•
Most organizations with divisions reporting to the third tier executives number between
three to six; and
•
Titles for all three levels vary but are generally:
o Director, Executive Director, General Manager for top tier
o Assistant Director, Deputy Director, Deputy Executive Director, Deputy General
Manager for second tier, and
o Manager for third tier.
CONCLUSIONS
Organizational structures should reflect organizational philosophy and business needs. When reviewing
the organizational structure for the City of Charlotte’s Airport Department, the following
recommendations are provided:
6
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City of Charlotte North, Carolina
•
Aviation Compensation, Benefits and Organizational Structure Study
of these divisions varies, but some common trends can be identified.
•
The Director should also choose to have either one or two direct reports that oversee the
remainder of the organization. This will allow the Director to focus on key issues while still
having second tier manager(s) over the remaining business functions;
•
If the Airport continues with two second tier managers, it is appropriate to have three to five
direct reports to each.
•
Using current nomenclature, the titles of the second tier level would typically be Deputy
Director;
•
If there is one second tier manager, as many as eleven direct reports were reported in
organizations with this approach, however three reports were more typical. In addition to the
titles listed in the bullet above, the title for this position could also be Chief Operating Officer;
•
If Charlotte has two positions at the second tier level, there should be between five to seven
third tier managers. Their titles would be based on the scope of their functions. For larger
operational areas such as Facilities and Maintenance, Operations, and Development the titles
may be Assistant Director. For other smaller functional areas the titles may be Chief Financial
Officer, Chief Information Officer, and Business Operations Manager.
•
In all cases, the job titles should be placed into a pay structure based on market value. Market
responses may also provide additional titles for consideration.
There is no one “right” way to establish organizational structures. The final structure for the Aviation
Department should reflect organizational philosophy, operational needs, and critical business areas. Best
practice is to ensure that reporting relationships provide sufficient levels to oversee critical business
areas without excessive managers at top levels. The organizational chart for the Metropolitan Airports
Commission is a good example. Whatever final structure is adopted, clear delegation of authority and
accountability are critical to the success of an organization.
7
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City of Charlotte North, Carolina
The Director should retain a direct reporting relationship with Legal and Public Affairs. Other key
support areas may also be added as direct reports. It is not clear where Internal Audit and
Intergovernmental Affairs are provided. Depending on organizational need, these could also be
placed in a direct reporting relationship to the Director.
Aviation Compensation, Benefits and Organizational Structure Study
•
CITY OF CHARLOTTE AVIATION DEPARTMENT
Organizational Structure Comparison for top three tiers
FAA Statistics
Location
#
Airport Name
Charlotte/Douglas International
2 Chicago O'Hare International
4 Dallas/Fort Worth International
5 Denver International
9 George Bush Intercontinental
1 Hartsfield - Jackson Atlanta International
6 John F Kennedy International
10 Miami International (Proposed)
10 Miami International (Current)
Airport
ID
CLT
ORD
DFW
DEN
IAH
ATL
JKF
MIA
MIA
Org.
Chart
yes
yes
yes
yes
no
no
yes
yes
yes
City
Charlotte
Chicago
Fort Worth
Denver
Houston
Atlanta
New York
Miami
Miami
2012 Enplanements
State Rank
NC
IL
TX
CO
TX
GA
NY
FL
FL
8
2
4
5
11
1
6
12
12
Number
20,033,816
32,171,795
28,022,904
25,799,841
19,039,000
45,798,829
24,520,981
18,987,488
18,987,488
Airport
Size as
Defined by
ACI
Large
Large
Large
Large
Large
Large
Large
Large
Large
Governance
City Operated
Title of top
Executive
Aviation
Director
City Operated
Commissioner
Other
Chief
Executive
Officer
Other
Manager,
Department of
Aviation
City Operated
Director,
Houston
Airport
System
City Operated
General
Manager
Port Authority
General
Manager
County Operated
Director,
Aviation
Department
County Operated
Director,
Aviation
Department
# second
level
direct
reports to
Top Exec.
Notes
Title used for
this level
4
Legal, Public Affairs, and
Passenger Experience report
directly to Aviation Director
Deputy Director
and Assistant
Aviation Director
# third
level
direct
reports
Title for this
level
Relevant notes
8
Assistant
Aviation
Director and
Manager
Assistant Director has five divisions,
Deputy Director has three
Most divisions have two to three direct
reports however, one division has six
subdivisions in Operations and Facilities
that handle all O'Hare operations including
landside operations, facilities, design and
construction, development, noise
abatement, sustainability and
environment, and vehicle services. Media
reports directly to Commissioner's office.
Deputy
Commissioner
Data excludes Midway
6
There is a First Deputy
Commissioner in leadership
team but not on organizational
chart
Managing Deputy
Commissioner
21
6
VP Airport Development and
Engineering reports directly to
CEO
Executive V.P.
21
V.P.
6
Legal Services, Human
Resources, Airport
Development, and liaison with
the Mayor report to Manager
(includes Govt'l Affairs, Internt'l
Air Svcs, initiatives, and
Commerce HUB)
Deputy Manager
of Aviation
27
Director
6
Assistant
General
Manager
Assistant
Direct reports include two Administrative
Coordinators and four Assistant General
Managers (AGM). Each AGM has from
three to seven direct reports.
Data provided through information on
executive team on website so not included
in analysis
11
Three airports are run by the
Director. The Deputy Director of
Aviation is shown on chart as
direct report. It is unclear which
position the General ManagerIAH reports to.
General Manager IA
most EVPs have 4-5 direct reports
Most Directors have five direct reports
3
Senior Audit Manager reports
directly to General Manager
Deputy General
Manager
7
General
Manager and
Director
6
Police Command, Airport
Financial Planning, and
Engineering Construction report
directly to General Manager
Manager and
Gen. Mgr. Rail
p Ops.
y
,
6
Manager
Based on org. chart it's unclear how titles
are differentiated between levels
2
Major functional areas report
through Deputy Director which
includes all Assistant Directors
Chief Financial
Officer, Chief of
Staff and Policy
Advisor
6
Assistant
Aviation
Director
Most Assistant Directors have three to six
direct reports
1
Major functional areas report
through Deputy Director which
includes all Assistant Directors,
CFO, Chief of Staff and Policy
Advisor report directly to
Director
3
Assistant
Aviation
Director
Most Assistant Directors have at least five
direct reports
Deputy Director
CITY OF CHARLOTTE AVIATION DEPARTMENT
Organizational Structure Comparison for top three tiers
13 Minneapolis-St Paul International/World-Chamberlain
12 Newark Liberty International
11 Orlando International
15 Philadelphia International
17 Ronald Reagan Washington National
7 San Francisco International
MSP
EWR
MCO
PHL
DCA
SFO
yes
yes
yes
yes
yes
no
Minneapolis
Newark
Orlando
Philadelphia
Arlington
San Francisco
MN
NJ
FL
PA
VA
CA
16
14
13
18
25
7
15,943,878
17,055,993
17,055,993
14,589,337
9,462,231
21,284,236
Large
Large
Large
Large
Large
Large
Airport Authority
Port Authority
Executive
Director/CEO
General
Manager
Airport Authority
Executive
Director
City Operated
Chief
Executive
Officer
Airport Authority
Other
President and
CEO
Director
1
All three major subdivisions
report through an Executive
Vice President, General
Counsel, Govt'l Affairs, Human
Resources, Internal Audit, and
Public Affairs and Marketing
report directly to the Executive
Director
Executive Vice
President
3
Vice President
Vice Presidents have three to five direct
reports
1
Police Command and
Properties and Commercial
Development report directly to
General Manager
Deputy General
Manager
11
Manager, Sr.
Manager
Two primary managers have 2 or 3 reports
3
Deputy
Executive
Director
Small Business Development reports
directly to Chief Operating Officer, Deputy
Executive Directors have from five to 10
direct reports with Operations have 10,
others 5 or 6
17
Operation
specific
Most positions have two to five direct
reports except Finance with six (HR
reports to Finance/Operating
1
Internal Audit, Chief Financial
Officer, Human Resources,
Govt'l Relations, Public Affairs,
and Board Services report
Chief Operating
directly to the Executive Director
Officer
4
Chief of Staff reports directly to
CEO and includes Legislative
Affairs, Legal Issues, and
Strategic Initiatives
Deputy Director
8
Executive Vice President and
seven Vice Presidents report
directly to CEO
Five Vice
Presidents report
to the Executive
Vice President
27
5
It is unclear the reporting
relationships as this data was
gathered from the website on
Leadership Team
Deputy Airport
Director
not
available
Deputy Vice
The VPs that report through EVP have
President and three to six direct reports, those reporting
operational titles
directly to CEO have up to seven
IAH ORGANIZATIONAL CHART
16 December 2013|Working Document
IAH ORGANIZATIONAL CHART
GENERAL MANAGER - IAH
941.5 Senior Airport Manager
IAH Airport
Direct Reports: 6
HFD ARFF OPERATIONS
Houston Fire Departmet
Bush Intercontinental Airport
PG 35
ADMINISTRATIVE COORDINATOR
302.6 Administrative Coordinator
PG24
Direct Reports: 3
HPD AIRPORT OPERATIONS
Houston Police Department
Bush Intercontinental Airport
ASSISTANT GENERAL MANAGER
306.2 Assistant Director PG 32
IAH Security
Direct Reports: 7
16 December 2013|Working Document
ASSISTANT GENERAL MANAGER
306.2 Assistant Director
PG 32
IAH Transportation
Direct Reports: 3
ADMINISTRATIVE COORDINATOR
302.6 Administrative Coordinator
PG24
ASSISTANT GENERAL MANAGER
306.2 Assistant Director
PG 32
IAH Maintenance
Direct Reports: 5
INTERIM ASSISTANT GENERAL MANAGER
941.7 Deputy Airport Manager PG 31
IAH Operations
Direct Reports: 4
IAH ORGANIZATIONAL CHART
ASSISTANT GENERAL MANAGER PG 32
IAH Security
MANAGEMENT ANALYST II PG 18
IAH Security
ADMINISTRATIVE ASSISTANT PG 17
SENIOR PAYROLL CLERK PG 13
IAH Security
BADGING PG 25
IAH Security
16 December 2013|Working Document
SECURITY LIAISON & INTELLIGENCE PG 23
IAH Security
AIRPORT SECURITY COORDINATOR PG 25
IAH Security
AIRPORT COMMUNICATIONS CENTER PG 27
IAH Communications Center
IAH ORGANIZATIONAL CHART
ASSISTANT GENERAL MANAGER PG 32
IAH Transportation
ASSISTANT AIRPORT MANAGER PG 29
IAH Transportation
16 December 2013|Working Document
SENIOR SUPERINTENDENT PG 27
IAH Transportation
SENIOR SUPERINTENDENT PG 27
IAH Transportation
IAH ORGANIZATIONAL CHART
ASSISTANT GENERAL MANAGER PG 32
IAH Maintenance
DIVISION MANAGER PG 29
IAH Maintenance
SENIOR SUPERINTENDENT PG 27
IAH Maintenance
16 December 2013|Working Document
SENIOR PROJECT MANAGER PG 27
IAH Maintenance
SENIOR SUPERINTENDENT PG 27
IAH Maintenance
SENIOR SUPERINTENDENT PG 27
IAH Maintenance
IAH ORGANIZATIONAL CHART
ACTING ASSISTANT GENERAL MANAGER PG 31
IAH Operations
SENIOR SUPERINTENDENT PG 27
IAH Operations
16 December 2013|Working Document
SENIOR SUPERINTENDENT PG 27
IAH Operations
SENIOR PROJECT MANAGER PG 27
IAH Operations
SENIOR PROJECT MANAGER PG 27
IAH Operations
October 2013
JFK INTERNATIONAL AIRPORT OVERVIEW
General Manager
Deputy General Manager (Mobility)
Police Command
Inspector
Manager,
Airport Cert. & Safety
Properties & Commercial Dev.
Manager
Airport Financial Planning
Supervisor
Sr. Bus. Mgr.
Mgr., Airport Operations
Manager JFK Physical Plant & Redevelopment
Mgr., Airport Maintenance
Sr. Program Manager
Project Management
Mgr., Aeronautical Svcs.
Mgr. Arpt. Facility Projects
Supervisor, Maintenance Planning
Engineering Construction
Engineer of Construction
Resident Engineer
Resident Engineer
Gen. Mgr., Rail Ops (AirTrain)
AirTrain Ops. Mgr.
Board of Directors
Michael A. Curto
Chairman
John E. Potter
President and
Chief Executive Officer
MA-1
Valerie Holt
Vice President for Audit
MA-80
Quince T. Brinkley, Jr.
Vice President and Secretary
Board of Directors
MA-BD
Margaret E. McKeough
Executive Vice President and
Chief Operating Officer
MA-2
Philip Sunderland
Vice President and
General Counsel
MA-70
David Mould
Vice President for
Communications
MA-10
Mark Treadaway
Vice President for Air
Service Planning and
Development
MA-40
Andrew Rountree
Vice President for
Finance and Chief
Financial Officer
MA-20
Frank D. Holly
Vice President for
Engineering
MA-30
Stephen Smith
Deputy Vice
President
MA-30
Patrick Nowakowski
Executive Director
Dulles Corridor
Metrorail Project
MA-39
Christopher Paolino
Public Affairs
MA-10
Marcia McAllister
Rail
Communications
Dulles Corridor
Metrorail Project
Pamela G. Alme
Marketing
MA-12
Deborah S. Lipman
Governmental Affairs
MA-14
Michael Cooper
State and Local
Government
MA-14
Michael Jeck
Noise Abatement
MA-15
Margaret A. Bishop
Community Relations
MA-16
Mark Adams
Deputy Chief Financial
Officer
MA-20
Charles S. Carnaggio
Project Director Dulles
Corridor Metrorail
Project
MA-39
Rita Alston
Budget Officer
MA-25
Mark Tune
Dulles Corridor
Metrorail Controller
MA-28
Julia Hodge
Internal Controls,
Compliance and
Financial Strategy
MA-26
Christopher Wedding
(Acting)
Controller & Payroll
MA-22
Luz Cofresi-Howe
Deputy Project Dir.
Dulles Corridor Metrorail
MA-28
Nancy L. Edwards
Treasury
MA-24
Lizbeth Bryan
Procurement and
Contracts
MA-29
William C. Lebegern
Planning
MA-32
Diane Hirsch
Design
MA-34
Steven Baker
Vice President for
Business Administration
MA-400
Richard Gordon
Equal Opportunity
Programs
MA-410
Vacant
Administrative
Services
MA-420
Vacant
Concessions and
Property
Development
MA-430
Michael Natale
Risk Management
MA-450
Vacant
Air Carrier Relations
MA-460
Anthony Vegliante
Vice President for
Human Resources
MA-500
Julius Evans
Equal Employment
Opportunity
MA-500
Gary Davis
Airport Operations
MA-110
Deborah Williams
Special Programs
MA-500
Richard Golinowski
Engineering &
Maintenance
MA-120
Christopher U. Browne
Vice President and
Airport Manager
MA-200
Dana Pitts
Airport Operations
MA-210
Brian Leuck
Engineering &
Maintenance
MA-220
Michael Stewart
Airport
Administration
MA-230
Deborah Lockhart
Staffing and Records
Services
MA-510
Ronald W. Stange
Airport
Administration
MA-130
Warren Reisig
Benefits and
Retirement
MA-520
Michael Brogan
Employee
Development
MA-530
Ralph Dwyer
Construction
MA-36
Walter N. Seedlock
Building Codes
Environmental
MA-38
J. Paul Malandrino, Jr.
Vice President and
Airport
Manager
MA-100
Ken Pritchard
Compensation
MA-540
Robin Wade
Labor and Employee
Relations
MA-550
Elmer H. Tippett, Jr.
Vice President for Public
Safety
MA-300
Stephen Holl
Police Chief
MA-310
Gary Mesaris
Fire Chief
MA-320
Claude M. Rountree
Public Safety
Administration
MA-330
Cynthia Ward
Toll Road
Operations
MA-240
Goutam Kundu
Vice President for
Technology
MA-600
Syed Ali
IT Operations &
Services
MA-610
Alisia Billups-O’Neill
Telecom Systems
MA-620
Derek W. Kelly
Wireless and Radio
Systems
MA-630
Vacant
IT Systems &
Programming
MA-640
Martha Woolson
IT Security Program
Manager
MA-650
Ian Thompson
ERP Program
Manager
MA-660
November 6, 2013
Metropolitan Airports Commission
Executive
Jeff Hamiel
Executive Director/CEO
General Counsel
Governmental Affairs
Human Resources &
Labor Relations
Internal Audit
Public Affairs & Marketing
Dennis Probst
Executive Vice President
Commercial Management
& Airline Affairs
Finance & Administration
Management & Operations
Planning, Development & Environment
Steve Busch
Vice President
Roy Fuhrmann
Vice President
Gary Warren
Vice President
Finance
Airport Fire
Airport Development
Information Services
Airport Police
Building Official
Risk Management
MSP Operations &
Administration
Environment
Airside Operations &
Field Maintenance
Emergency Management
Landside Operations
Terminal 1 Facilities
Terminal 2 Facilities
Reliever Operations
& Administration
October 2013
NEW JERSEY AIRPORTS OVERVIEW
General Manager, NJ Airports
Deputy General Manager, NJ Airports
Police Command
Insp.
Terminal A Project Team
Sr. Program Manager
Properties & Commercial Dev.
Airport Financial Planning
Supervisor
Engineering Construction
Engineer of Construction
Resident Engineer
Resident Engineer
Airport Certification & Safety
Manager
Prin. Business Manager
Airport Operations Division
Manager
Teterboro Airport
Manager
Manager of Operations
Plant, Structures & Redevelopment
Manager
AirTrain Operations
Manager
Airport Services
Manager (Mobility)
Landside & Cstmr Svcs
Manager (Mobility)
Maintenance Services
(Mobility) – Mgr Mtc
Supr Mtc Plng
AV Project Management
Sr Prg Mgr
M. Gale
Chief
Executive Officer
J. Tyrrell
Deputy Director
Property Mgmt
& Business Dev.
C. DerenickLopez
Chief
of Staff
C. Cameron
Deputy Director
Finance &
Administration
T. Becker
Finance/
Operating
M. Evans
Property
Concession
Development
Business
Develop.
Budget &
Acct. Payable
Y. Howard
Human
Resources
K. Pappernek
Finan.
Manag.
Accounting
Services
Revenue
Control
J. McCourt
Occup Health
& Safety
Y. Howard
Admin.
Support
Aviation
Statistics
B. Oliver
Parking
Contract
Compl/DBE
SEPTA
D. Rincón
Deputy Director
Capital & Develop.
Contract
Management
V. Lupica
Marketing
& Public
Affairs
E. Silverman
R. Tufts
Operations
Security
D. Isaac
Technical
Services
Strategic
Initiatives
Airside
T. Borda
L. Harris
Risk Manag.
Warehouse
B. Pressley
Warehouse
Purchase
Manage.
Lost and
Found Unit
Air Services
Development
K. Brune
Deputy Director
Operations &
Facilities
Legislative
Affairs
Legal Issues
R. Scheinfeld
Landside
Terminal
Facility
Maintenance
J. Brewer
Philadelphia
Northeast
J. Glass
Emergency
Management
Capital Prog
Management
Fleet
Management
Philadelphia
Police
Airport Unit
Aircraft
Rescue
& Fire Fight
Information
Technology
M. McCartney
Engineering &
Design
Airport
Facility Plan
Environ.
Stewardship
Community
Noise
Recycling
Geographic
Information
System
CITY OF CHARLOTTE/CLT AIRPORT
MARKET SUMMARY - 100% OF MARKET
Current
Georgaphica
Market Rate lly Adjusted
- Percent to
Aged
Adjust to
Median
Market
Base Salary
City of Charlotte/CLT Airport Data
Survey Title
FLSA
95.9%
101
Aviation Director
Aviation Director
E
1
$211,041
$219,964
102
Deputy Aviation Director
Deputy Aviation Director
E
0
$0
$172,735
106
Assistant Aviation Director
Ast Aviation Director
E
4
$143,375
$141,766
Executive Average:
Min
Mid
Max
8.2%
$238,048
$147,126
$180,246
$211,057
43%
-3.2%
$167,284
$123,003
$154,379
$185,611
49%
101.1%
0.0%
$141,721
$107,501
$133,969
$159,749
47%
98.5%
1.7%
Range
Spread
46%
103
Administrative Services Manager
Administrative Officer IV
E
1
$83,187
$84,885
98.0%
6.8%
$90,653
$77,540
$89,829
$102,123
32%
107
Airport Engineer
Airport Engineer
E
1
$115,797
$108,971
106.3%
-2.1%
$106,684
$80,697
$98,758
$117,376
45%
119
Airport Janitorial Contract Manager
Airport Janitorial Manager
E
1
$73,968
$72,283
102.3%
3.5%
$74,824
$61,328
$77,854
$96,423
57%
108
Airport Operations Manager - Airside
Airport Operations Mgr Airside
E
2
$78,869
$85,681
92.1%
11.3%
$95,385
$74,559
$91,392
$108,777
45%
109
Airport Operations Manager - Building Maintenance
Airport Oper Mgr Bld Maint
E
1
$83,737
$94,939
88.2%
6.7%
$101,317
$78,135
$92,580
$104,661
33%
110
Airport Operations Manager - Construction Projects
Airport Oper Mgr Bld Maint
E
1
$102,110
$94,939
107.6%
7.6%
$102,192
$76,684
$92,316
$107,760
39%
111
Airport Operations Manager - Field Maintenance
Airport Oper Mgr Field Maint
E
1
$78,401
$88,886
88.2%
1.0%
$89,743
$69,661
$81,881
$94,571
35%
112
Airport Operations Manager - Finance
Airport Operations Mgr Admin
E
1
$96,893
$96,891
100.0%
9.8%
$106,433
$86,099
$97,621
$110,349
27%
113
Airport Operations Manager - Landside
Airport Oper Mgr Landside
E
1
$83,947
$93,315
90.0%
9.7%
$102,401
$87,181
$92,813
$98,445
14%
114
Airport Operations Manager - Planning and Development
Airport Oper Mgr Bld Maint
E
1
$83,736
$94,939
88.2%
115
Airport Operations Manager - Security
Airport Oper Mgr Landside
E
1
$83,951
$93,315
90.0%
6.9%
$99,762
$74,887
$101,465
$118,057
56%
116
Airport Operations Manager - Terminal Operations
Airport Operations Mgr Airside
E
1
$77,113
$85,681
90.0%
5.2%
$90,105
$76,456
$98,107
$119,757
56%
117
Community Programs Coordinator
Community Programs Coord
E
1
$82,654
$80,417
102.8%
15.2%
$92,625
$73,368
$84,739
$92,949
25%
105
Public Affairs Manager
Public Services Coordinator
E
1
$75,523
$71,873
105.1%
0.0%
$71,891
$62,342
$77,711
$93,088
48%
118
Revenue Contracts Manager
Revenue Division Manager
E
1
$75,116
$83,496
90.0%
-0.7%
$82,887
$93,365
$119,234
$145,103
55%
104
Special Assistant to the Aviation Director
Airport Operations Mgr Admin
E
1
$95,856
$96,891
98.9%
10.5%
$107,019
$83,594
$98,441
$113,297
34%
96.1%
6.1%
16.9%
Exempt Average:
120
Airport Operations Supervisor
Airport Operations Supervisor
NE
5
$49,448
$54,837
90.2%
121
Airport Operations Supervisor - Airport Parking Administrator
Airport Operations Supervisor
NE
1
$57,954
$54,837
105.7%
122
Airport Operations Supervisor - Badging
Airport Operations Supervisor
NE
1
$54,178
$54,837
98.8%
123
Airport Operations Supervisor - Parking Operations Supervisor
Airport Operations Supervisor
NE
0
$0
$54,837
124
Airport Operations Supervisor - Security
Airport Operations Supervisor
NE
2
$51,643
$54,837
94.2%
125
Airport Landscape Supervisor
Landscape Supervisor
NE
1
$58,943
$54,837
126
Airport Locksmith
Chief Locksmith
NE
1
$64,690
127
Airport Operations Officer
Airport Operations Officer
NE
24
128
Airport Badging Officer
Airport Operations Officer
NE
129
Airport Operations Supervisor - Ground Transportation
Airport Operations Supervisor
130
Ground Transportation Officer
131
132
40%
$64,107
$49,647
$65,256
$81,707
64%
$57,024
$85,105
$103,498
82%
30.3%
$71,427
$56,861
$68,565
$80,863
41%
19.9%
$65,737
$53,155
$64,246
$75,970
42%
37.2%
$75,230
$55,625
$71,529
$87,433
57%
107.5%
12.6%
$61,736
$54,537
$61,743
$68,899
25%
$58,832
110.0%
-8.4%
$53,919
$44,654
$51,348
$58,145
29%
$41,600
$46,426
89.6%
9.0%
$50,601
$42,800
$54,698
$68,719
60%
6
$40,781
$46,426
87.8%
-20.1%
$37,079
$35,098
$45,422
$56,682
61%
NE
3
$49,646
$54,837
90.5%
0.3%
$55,019
$47,025
$57,463
$68,025
44%
Airport Operations Officer
NE
7
$40,910
$46,426
88.1%
-8.8%
$42,349
$31,402
$39,491
$48,248
54%
Field Operations Supervisor - Bus Operations Supervisor
Field Operations Supervisor
NE
1
$54,414
$60,461
90.0%
Shuttle Bus Driver
Airport Shuttlebus Driver
NE
110
$26,048
$35,109
74.2%
4.0%
$36,521
133
Airfield Maintenance Crew Chief
Labor Crew Chief II
NE
4
$46,113
$47,553
97.0%
35.1%
$64,226
$46,815
$57,186
$67,533
43%
134
Airfield Maintenance Technician III
Equipment Operator III
NE
5
$41,227
$42,341
97.4%
14.4%
$48,449
$35,962
$43,735
$51,497
42%
135
Airfield Maintenance Technician II
Equipment Operator II
NE
9
$35,658
$37,634
94.7%
14.2%
$42,977
$31,230
$39,974
$48,719
56%
136
Airfield Maintenance Technician I
Equipment Operator I
NE
7
$30,079
$32,352
93.0%
-4.4%
$30,941
$27,177
$34,244
$42,153
55%
137
Chief Airport Construction Inspector
Chief Airport Constr Inspector
NE
4
$72,879
$70,950
102.7%
138
Conveyor & Loading Bridge Technician
Systems Maintenance Mechanic Sr
NE
4
$48,190
$53,814
89.5%
139
Conveyor & Loading Bridge Technician Senior
Systems Maintenance Mechanic Sr
NE
4
$48,190
$53,814
89.5%
140
Traffic and Access Control Officer
Airport Serices Representati
NE
20
$29,120
$34,789
-4.5%
$33,225
$28,403
$37,102
$46,240
63%
141
Airport Services Representative
Airport Serices Representati
NE
20
$29,120
$34,789
83.7%
5.6%
$36,723
$31,144
$39,554
$49,378
59%
142
International Arrivals Assistant
Airport Operations Officer
NE
16
$24,570
$43,426
56.6%
143
Airport Police Officer III (Captain)
NE
0
$0
$0
$73,568
144
Airport Police Officer II (Lieutenant)
NE
0
$0
$0
$63,363
$57,233
$66,775
$78,639
38%
145
Airport Police Officer I
NE
0
$0
$0
$58,038
$41,032
$54,747
$68,519
70%
146
Work & Inventory Control Officer
NE
1
$40,947
$46,426
Airport Operations Officer
Non-Exempt Average:
The Waters Consulting Group, Inc.
Averge
Job Title
Current
Market
Rate
Averge
Survey
Job No.
Average Base
# Incs.
Salary
Current
Salary To
Current
Market
Rate
Market Average Pay Range
88.2%
91.8%
1 - 50
9.0%
52%
15 Charlotte Airport Market Analysis 02 09 14, Market Summary 100%
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 101
Survey Job Title: Aviation Director
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Plans and directs development and operation of a major international airport including airfield and facility maintenance, contract negotiation, property leasing and liaison with Federal, and State regulatory agencies, community, and public officials. Please refer to the "organizational chart" on the following
tab to determine the appropriate level of this position in your organization.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City DFW International Airport
City Metropolitan Washington Airports Authority
City Los Angeles International
WCG City and County of San Francisco
City Detroit Metropolitan Wayne County Airport
WCG Miami International Airport
City Denver International Airport
WCG Greater Orlando Aviation Authority
City Hartsfield - Jackson Atlanta International
City Houston Airport System
City Philadelphia International
City Metropolitan Airports Commission
City Phoenix Sky Harbor International
WCG Chicago O'Hare International
City Port Authority of NY & NJ - JFK
City Port Authority of NY & NJ - Newark
Data Aged to:
Survey Job Title
Survey
Job No.
Participant Matching Title
Aviation Director
101
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
101
101
101
101
101
101
101
101
101
101
101
101
101
101
101
101
Aviation Director
President & CEO
Aviation Director
0965 - Dept Head V
Aviation Director
Director MD Aviation Dept
Manager of the Department of Aviation
Executive Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Aviation Director
Commissioner of Aviation
General Manager - JFK
General Manger - New Jersey Airports
FLSA
Union
E
2 - 50
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
$211,041
$446,600
$323,625
$279,135
$225,306
$233,000
$243,640
$229,187
$247,513
$219,453
$203,538
$189,420
$182,724
$193,286
$166,986
$137,620
$172,757
$440,000
$375,000
$326,856
$301,615
$250,000
$243,640
$240,996
$237,536
$221,000
$216,300
$205,000
$194,802
$187,656
$186,576
$179,660
$175,032
No. of Participants:
No. of Incumbents:
Custom
16
16
Published
19
19
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$222,380
$238,048
$229,268
$241,492
E
Y
E
N
E
N
E
N
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
Range
Minimum
1.5%
-13.7%
-14.6%
-25.3%
-6.8%
0.0%
-4.9%
4.2%
-0.7%
-5.9%
-7.6%
-6.2%
3.0%
-10.5%
-23.4%
-1.3%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$219,964
$205,296
$233,662
$262,028
$153,356
$174,546
$195,735
28%
$147,879
$240,996
$205,115
$240,996
$262,351
$240,996
$147,879
$229,187
$205,115
$229,187
$262,351
$229,187
77%
0%
$110,006
$110,006
$147,719
$147,719
$185,432
$185,432
$84,265
$108,576
$113,153
$145,799
$142,041
$183,021
69%
69%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 102
Survey Job Title: Deputy Aviation Director
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Responsible for a variety of major functions within the airport, such as operations or administration/finance. Acts as Aviation Director in his/her absence. Please refer to the "organization chart" to the right to determine the appropriate level of this position in your organization.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
WCG City and County of San Francisco
City Detroit Metropolitan Wayne County Airport
WCG Greater Orlando Aviation Authority
City Hartsfield - Jackson Atlanta International
City Los Angeles International
WCG Miami International Airport
City Port Authority of NY & NJ - Newark
WCG Chicago O'Hare International
City Metropolitan Airports Commission
City Denver International Airport
City Philadelphia International
City Phoenix Sky Harbor International
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
Participant Matching Title
Deputy Aviation Director
102
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
Deputy Aviation Director
102
102
102
102
102
102
102
102
102
102
102
102
102
Exec VP and COO
0955 - Dep Dir V
Exec VP and COO
Chief Operating Officer
Exec VP and COO
Exec VP and COO
Deputy Director MD Aviation Dept
Deputy General Manager - New Jersey Aiports
First Deputy Commissioner
Deputy Director
Executive
Deputy Director
Deputy Director
FLSA
Union
E
3 - 50
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
0
$0
$248,899
$169,152
$189,764
$210,299
$196,482
$161,201
$185,000
$160,644
$144,679
$150,678
$150,781
$138,600
$112,281
$288,411
$226,442
$203,609
$201,822
$197,867
$188,760
$185,000
$162,760
$161,652
$160,638
$158,550
$150,000
$109,011
No. of Participants:
No. of Incumbents:
Custom
13
13
Published
12
12
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$161,201
$167,284
$185,000
$179,183
E
Y
E
N
E
N
E
N
1
1
1
1
1
1
1
1
1
1
1
1
1
Range
Minimum
-13.7%
-25.3%
-6.8%
4.2%
-0.7%
-14.6%
0.0%
-1.3%
-10.5%
-6.2%
-4.9%
-7.6%
3.0%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$172,735
$153,218
$174,369
$195,520
$114,454
$130,254
$146,053
28%
$136,302
$190,008
$242,651
$142,027
$197,988
$252,842
78%
$126,216
$110,006
$161,652
$174,537
$147,719
$161,652
$222,857
$185,432
$161,652
$126,216
$108,576
$144,679
$174,537
$145,799
$144,679
$222,857
$183,021
$144,679
77%
69%
0%
$103,340
$134,342
$165,344
$98,276
$127,759
$157,242
60%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 103
Survey Job Title: Administrative Services Manager
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Houston Airport System
WCG Port Authority of NY & NJ - Newark
WCG Port Authority of NY & NJ - JFK
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Manage and direct administrative services associated with human resources, safety, training, records management, policy administration, business initiatives, organizational analysis and other activities. Advise, guide and assist executive team, management and supervisory staff on related matters.
Perform special projects for executive team. Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Union
Administrative Services Manager
103
Administrative Officer IV
E
Administrative Services Manager
Administrative Services Manager
Administrative Services Manager
Administrative Services Manager
103
103
103
103
Managing Deputy Commissioner
Deputy Asst Dir, Deputy Airport Mgr, Sr. Supt.
Pr Business Mgr (EWR)
Sr Business Mgr (JFK)
E
N
E
E
N
N
4 - 50
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
3
1
1
Range
Minimum
$83,187
-10.5%
-5.9%
-1.3%
-23.4%
$122,989
$90,890
$90,417
$62,144
$137,417
$96,589
$91,608
$81,128
No. of Participants:
No. of Incumbents:
Custom
4
6
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$90,653
$90,653
$94,098
$94,098
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$137,052
$112,000
$108,316
$95,992
$122,662
$74,707
$66,824
$45,966
$122,662
$90,049
$86,856
$59,748
$122,662
$105,392
$106,908
$73,530
0%
41%
60%
60%
$84,885
$137,052
$79,391
$67,704
$60,008
$137,052
$95,696
$88,000
$78,000
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 104
Survey Job Title: Special Assistant to the Aviation Director
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Serves as business manager and directs the activities of the Aviation Director’s staff. Focuses on special initiatives and business development. Directs Public Affairs and Passenger Experience activities. Works closely with legal staff to research items and facilitates public records requests.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG City and County of San Francisco
WCG Chicago O'Hare International
WCG Houston Airport System
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Special Assistant to the Aviation Director
104
Airport Operations Mgr Admin
E
Special Assistant to the Aviation Director
Special Assistant to the Aviation Director
Special Assistant to the Aviation Director
104
104
104
0933 - Manager V
Deputy Commissioner
Executive Staff Analyst (Executive Level
E
E
E
5 - 50
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
Y
N
Y
1
1
1
Range
Minimum
$95,856
-25.3%
-10.5%
-5.9%
$130,717
$107,019
$93,686
$174,989
$119,574
$99,561
No. of Participants:
No. of Incumbents:
Custom
3
3
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$107,019
$107,019
$119,574
$119,574
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$150,228
$119,256
$128,518
$87,923
$106,734
$56,125
$100,072
$106,734
$88,518
$112,220
$106,734
$120,935
28%
0%
115%
$96,891
$117,702
$119,256
$59,644
$133,965
$119,256
$94,068
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 105
Survey Job Title: Public Affairs Manager
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Performs professional communications work with the responsibility of communicating accurate and consistent information concerning airport services and programs to employees, the public and the media. Work includes daily management of the Public Affairs staff and implementation of the airport’s
public information programs.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Denver International Airport
WCG Chicago O'Hare International
WCG Houston Airport System
Data Aged to:
Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Public Affairs Manager
105
Public Services Coordinator
E
Public Affairs Manager
Public Affairs Manager
Public Affairs Manager
105
105
105
Marketing/Communications Manager
Director of Public Affairs
Public Information Officer (Exec. Lev.)
E
E
E
6 - 50
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
N
N
Y
1
1
1
Range
Minimum
$75,523
-4.9%
-10.5%
-5.9%
$87,097
$71,891
$71,512
$91,585
$80,326
$75,996
No. of Participants:
No. of Incumbents:
Custom
3
3
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$71,891
$71,891
$80,326
$80,326
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$119,030
$80,112
$100,282
$70,749
$71,700
$44,577
$91,973
$71,700
$69,459
$113,198
$71,700
$94,365
60%
0%
112%
$71,873
$74,394
$80,112
$47,372
$96,712
$80,112
$73,814
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 106
Survey Job Title: Assistant Aviation Director
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Is responsible for one or more of the following functions: operations, administration, development, facilities, business forecasting and/or technology. Please refer to the "organizational chart" on the following tab to determine the appropriate level of this position in your organization.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
WCG Greater Orlando Aviation Authority
WCG Miami International Airport
City Denver International Airport
WCG City and County of San Francisco
WCG Chicago O'Hare International
City Port Authority of NY & NJ
City Metropolitan Airports Commission
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Assistant Aviation Director
106
Ast Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
Assistant Aviation Director
106
106
106
106
106
106
106
106
VP & Airport Mgr, VP & CFO
Deputy Executive Director
Asst Director Aviation
Deputy Mgr of Aviation - (Finance, Facilities, Ops)
0955 - Dep Dir V
Managing Deputy Commissioner
Mgr, Physical Plant & Redev, Mgr Airport Maint, Mgr Airport Ops
VP Fin & Admin, Dir. Airport Dev, Asst Dir. Facilities, Dir MSP Ops
Union
E
7 - 50
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
4
$143,375
$202,685
$193,426
$168,322
$158,319
$146,443
$133,251
$124,960
$124,212
$234,861
$185,629
$168,322
$166,476
$196,041
$148,884
$142,567
$132,423
No. of Participants:
No. of Incumbents:
Custom
8
27
Published
47
59
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$152,381
$142,518
$167,399
$145,522
E
E
N
N
E
E
Y
N
3
2
3
3
3
1
8
4
Range
Minimum
-13.7%
4.2%
0.0%
-4.9%
-25.3%
-10.5%
-12.4%
-6.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$242,651
$174,518
$165,344
$195,520
$148,488
$185,432
$152,607
$142,027
$108,709
$98,276
$114,454
$132,897
$96,420
$115,417
$197,988
$141,614
$127,759
$130,254
$132,897
$129,476
$133,610
$252,842
$174,518
$157,242
$146,053
$132,897
$162,531
$143,145
78%
61%
60%
28%
0%
69%
24%
$141,766
$136,302
$108,709
$103,340
$153,218
$148,488
$110,006
$123,046
$190,008
$141,614
$134,342
$174,369
$148,488
$147,719
$142,441
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 107
Survey Job Title: Airport Engineer
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Plans and manages engineering and construction activities on both airside and landside. Project manager for airport improvement and building construction. Coordinates work of subordinate engineers, CAD technicians, contractors and consultants. Approves plans, develops project budgets, negotiates
engineering and architectural design contracts; oversees bidding process. Requires PE registration.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Denver International Airport
City Metropolitan Airports Commission
WCG Chicago O'Hare International
WCG Miami International Airport
Data Aged to:
Survey Job Title
Survey
Job No.
Participant Matching Title
Airport Engineer
107
Airport Engineer
Airport Engineer
Airport Engineer
Airport Engineer
Airport Engineer
107
107
107
107
Executive Manager
Senior Project Manager
Supervising Engineer
Airport Engineer
8 - 50
FLSA
Union
# of
Incs
E
1
E
E
1
1
1
1
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$115,797
$142,880
$109,184
$91,555
$99,815
$150,242
$116,401
$102,296
$99,815
No. of Participants:
No. of Incumbents:
Custom
4
4
Published
43
78
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$104,500
$104,459
$109,349
$105,429
N
N
Range
Minimum
-4.9%
-6.2%
-10.5%
0.0%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$165,546
$115,325
$102,024
$114,524
$98,396
$78,371
$91,311
$68,769
$127,915
$90,723
$91,311
$91,647
$157,434
$108,175
$91,311
$114,524
60%
38%
0%
67%
$108,971
$103,466
$83,551
$102,024
$68,769
$134,506
$96,720
$102,024
$91,647
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 108
Survey Job Title: Airport Operations Manager - Airside
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
City Port Authority of NY & NJ
WCG Chicago O'Hare International
City Metropolitan Airports Commission
City DFW International Airport
WCG Greater Orlando Aviation Authority
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Directs and supervises activities of Airport Operations Officers whose duties include working in the 24/7/365 Control Center and Federal inspection area; and accompanying authorized visitors on the airfield. Manages the lobby and public areas. Directs and coordinates customer service efforts. Oversees
Federally mandated criminal record checks for employees. Maintains records and prepares reports. (Not a Sworn law enforcement officer.)
Survey Job Title
Survey
Job No.
Participant Matching Title
Airport Operations Manager - Airside
108
Airport Operations Mgr Airside
Airport Operations Manager - Airside
Airport Operations Manager - Airside
Airport Operations Manager - Airside
Airport Operations Manager - Airside
Airport Operations Manager - Airside
Airport Operations Manager - Airside
108
108
108
108
108
108
Manager, Airport Operations
Manager, Aeronautical Services
Deputy Commissioner
Manager, Airside Operations
Airfield Operations Manager
Assistant Director, Airline Division
FLSA
Union
E
9 - 50
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
2
$78,869
$143,211
$109,741
$107,019
$102,872
$107,459
$97,072
$165,946
$125,204
$119,574
$109,671
$105,871
$93,159
No. of Participants:
No. of Incumbents:
Custom
6
7
Published
43
53
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$107,239
$92,939
$114,623
$94,415
E
N
E
N
1
2
1
1
1
1
Range
Minimum
-13.7%
-12.4%
-10.5%
-6.2%
1.5%
4.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$153,556
$119,256
$108,657
$123,400
$101,691
$87,214
$106,734
$73,839
$78,257
$64,934
$110,903
$106,734
$85,478
$101,703
$85,438
$134,592
$106,734
$101,920
$125,251
$105,962
54%
0%
38%
60%
63%
$85,681
$99,502
$119,256
$78,720
$77,100
$62,317
$126,529
$119,256
$91,128
$100,200
$81,994
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 109
Survey Job Title: Airport Operations Manager - Building Maintenance
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Denver International Airport
City Metropolitan Washington Airports Authority
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Plans, organizes and directs work activities for building maintenance division, including preventive maintenance, repair and minor remodeling construction work for all airport owned buildings. Maintains airfield lighting system per FAA regulations, passenger loading bridges and baggage conveyor systems.
Supervises subordinate supervisors and approx. 55 electricians, HVAC technicians, maintenance mechanics, plumbers and painters.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Building Maintenance
109
Airport Oper Mgr Bld Maint
E
Airport Operations Manager - Building Maintenance
Airport Operations Manager - Building Maintenance
Airport Operations Manager - Building Maintenance
109
109
109
Deputy Commissioner
Manager 2
Manager, Terminal Svcs Div
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
1
1
$83,737
$107,019
$100,531
$89,050
$119,574
$105,711
$103,186
No. of Participants:
No. of Incumbents:
Custom
3
3
Published
22
27
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$100,531
$101,579
$105,711
$103,305
10 - 50
N
Range
Minimum
-10.5%
-4.9%
-13.7%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$119,256
$126,613
$106,734
$75,255
$106,734
$97,832
$106,734
$120,409
0%
60%
$94,939
$119,256
$79,133
$119,256
$102,873
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 110
Survey Job Title: Airport Operations Manager - Construction Projects
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG City and County of San Francisco
WCG Metropolitan Washington Airports Authority
WCG Metropolitan Airports Commission
WCG Houston Airport System
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Performs professional work in managing airport projects through design and into construction management/administration, with a civil engineer background, for the Airport. Work involves managing engineering and architectural consultants in connection with the design, construction, operation and
maintenance of airport facilities, projects and programs. Work involves preparation of designs, plans and specifications, technical reports and applications. PE not required.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Construction Projects
110
Airport Oper Mgr Bld Maint
E
Airport Operations Manager - Construction Projects
Airport Operations Manager - Construction Projects
Airport Operations Manager - Construction Projects
Airport Operations Manager - Construction Projects
Airport Operations Manager - Construction Projects
110
110
110
110
110
0932 Manager IV
Airport Planning Engineer
Project Manager, Airport Development
Managing Engineer
Assistant Commissioner
E
E
E
E
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
4
3
2
1
$102,110
$104,321
$104,052
$102,192
$100,122
$93,095
$139,653
$120,570
$108,947
$106,400
$104,017
No. of Participants:
No. of Incumbents:
Custom
5
11
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$102,192
$102,192
$108,947
$108,947
11 - 50
Y
N
N
Y
N
Range
Minimum
-25.3%
-13.7%
-6.2%
-5.9%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$139,282
$128,628
$108,657
$137,072
$103,740
$81,514
$76,556
$72,901
$59,599
$92,847
$92,779
$93,780
$87,879
$94,292
$92,847
$104,044
$111,006
$101,920
$128,985
$92,847
28%
45%
40%
116%
0%
$94,939
$109,122
$88,709
$77,720
$63,336
$103,740
$124,202
$108,668
$93,688
$100,204
$103,740
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 111
Survey Job Title: Airport Operations Manager - Field Maintenance
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Metropolitan Airports Commission
City Denver International Airport
City Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Plans, organizes and directs activities for field maintenance division. Oversees preventive maintenance and repair of small engine equipment; pavement marking; repair of airport roadways, parking lots, taxiways, runways and aircraft ramps. Supervises landscaping, grounds maintenance and stores
activities. Responsible for approx. 35 employees.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Field Maintenance
111
Airport Oper Mgr Field Maint
E
Airport Operations Manager - Field Maintenance
Airport Operations Manager - Field Maintenance
Airport Operations Manager - Field Maintenance
Airport Operations Manager - Field Maintenance
111
111
111
111
General Manager of Airport Operations (Antonacci)
Assistant Manager, Field Maintenance
Manager 1
Sr. Supt, Asst. Sr. Supt, Airport Supt.
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
5
1
3
$78,401
$97,779
$89,971
$79,480
$63,792
$109,251
$95,918
$83,575
$67,792
No. of Participants:
No. of Incumbents:
Custom
4
10
Published
12
20
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$84,725
$89,743
$89,746
$92,253
12 - 50
N
Range
Minimum
-10.5%
-6.2%
-4.9%
-5.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$108,960
$95,031
$110,795
$78,012
$97,519
$64,579
$65,854
$52,273
$97,519
$74,759
$85,610
$63,925
$97,519
$89,139
$105,366
$73,409
0%
38%
60%
40%
$88,886
$108,960
$68,848
$69,247
$55,551
$108,960
$79,700
$90,021
$67,933
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 112
Survey Job Title: Airport Operations Manager - Finance
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
WCG City and County of San Francisco
WCG Chicago O'Hare International
WCG Greater Orlando Aviation Authority
City Metropolitan Airports Commission
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Directs and manages the development and maintenance of pro forma accounting results for the Aviation Department at the Airport. Assists the Assistant Aviation Director for Administration and Finance with compiling and computing a complex rates and charges system, and financial reporting. Minimum
Requirements: Bachelor's degree
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Finance
112
Airport Operations Mgr Admin
Airport Operations Manager - Finance
Airport Operations Manager - Finance
Airport Operations Manager - Finance
Airport Operations Manager - Finance
Airport Operations Manager - Finance
112
112
112
112
112
Budget Officer
0942 Manager VII
Deputy Commissioner
Assistant Director, Finance
Manager, Accounting and Finance
Union
# of
Incs
E
1
E
E
E
1
1
1
3
1
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$96,893
$139,439
$134,749
$104,908
$106,433
$92,854
$161,575
$180,387
$117,216
$102,143
$98,991
No. of Participants:
No. of Incumbents:
Custom
5
7
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$106,433
$106,433
$117,216
$117,216
13 - 50
Y
N
N
Range
Minimum
-13.7%
-25.3%
-10.5%
4.2%
-6.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$172,536
$116,904
$101,691
$108,657
$100,994
$104,629
$64,934
$73,839
$114,939
$104,629
$85,438
$85,478
$128,884
$104,629
$105,962
$101,920
28%
0%
63%
38%
$96,891
$135,200
$116,904
$62,317
$78,720
$153,868
$116,904
$81,994
$91,128
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 113
Survey Job Title: Airport Operations Manager - Landside
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Denver International Airport
WCG City and County of San Francisco
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Plans, organizes and directs field and financial work activities of airport’s parking and ground transportation activities. Includes shuttle bus, taxi and commercial contract vehicle operations. Supervises approx. 200 airport and contracted employees including subordinate supervisors, parking service
representatives, shuttle bus drivers and plaza cashiers.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Landside
113
Airport Oper Mgr Landside
Airport Operations Manager - Landside
Airport Operations Manager - Landside
Airport Operations Manager - Landside
113
113
113
Manager 2
0932 Manager IV
Assistant Commissioner
Union
# of
Incs
E
1
E
1
1
1
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$83,947
$111,340
$104,321
$93,095
$117,077
$139,653
$104,017
No. of Participants:
No. of Incumbents:
Custom
3
3
Published
13
15
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$104,321
$101,761
$117,077
$106,012
E
14 - 50
Y
N
Range
Minimum
-4.9%
-25.3%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$139,282
$103,740
$81,514
$92,847
$92,779
$92,847
$104,044
$92,847
28%
0%
$93,315
$109,122
$103,740
$124,202
$103,740
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 114
Survey Job Title: Airport Operations Manager - Planning and Development
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Manages airport design work by managing engineering and architectural consultants in connection with the design, construction, operation and maintenance of airport facilities, projects and programs. Prepares designs, plans and specifications, technical reports and applications.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City DFW International Airport
WCG Chicago O'Hare International
Survey Job Title
Survey
Job No.
Participant Matching Title
Airport Operations Manager - Planning and Development
114
Airport Oper Mgr Bld Maint
Airport Operations Manager - Planning and Development
Airport Operations Manager - Planning and Development
114
114
AVP Bldg/Struct Eng & Const
Assistant Commissioner
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
FLSA
Union
# of
Incs
E
1
E
1
1
N
No. of Participants:
No. of Incumbents:
15 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$83,736
1.5%
-10.5%
$146,908
$93,095
$144,737
$104,017
Custom
2
2
Published
0
0
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$166,800
$103,740
$112,868
$92,847
$141,085
$92,847
$169,302
$92,847
50%
0%
$94,939
$111,200
$103,740
$139,000
$103,740
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 115
Survey Job Title: Airport Operations Manager - Security
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Greater Orlando Aviation Authority
City Metropolitan Washington Airports Authority
WCG Chicago O'Hare International
City Port Authority of NY & NJ
City Denver International Airport
City Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Manages all security functions and serves as primary liaison to the U.S. Department of Homeland Security. Maintains and updates the Airport Security Program (ASP). Assumes lead role in ensuring the safety of persons and security of property. Supervises and directs the work of the Airport Locksmiths,
the security access badging operation for outside workers and contracted security personnel in terminal area. Safety Officers (Police) or Operations Officers do not report to this position.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Union
Airport Operations Manager - Security
115
Airport Oper Mgr Landside
E
Airport Operations Manager - Security
Airport Operations Manager - Security
Airport Operations Manager - Security
Airport Operations Manager - Security
Airport Operations Manager - Security
Airport Operations Manager - Security
115
115
115
115
115
115
Director, Security
Manager, Airport Operations
Managing Deputy Commissioner
Manager, Airport Security
Manager 2
Assistant Director
E
N
E
N
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
0
2
1
1
1
1
$83,951
4.2%
-13.7%
-10.5%
-12.4%
-4.9%
-5.9%
$143,211
$117,001
$101,460
$104,495
$91,179
$165,946
$130,728
$115,756
$109,879
$96,896
No. of Participants:
No. of Incumbents:
Custom
6
6
Published
21
23
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$104,495
$98,184
$115,756
$101,938
16 - 50
Range
Minimum
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$93,315
$82,493
$114,982
$147,451
$85,958
$119,811
$153,644
79%
$130,380
$88,868
$79,133
$96,000
$130,380
$114,179
$102,873
$96,000
$130,380
$139,490
$126,613
$96,000
$116,690
$77,893
$75,255
$90,336
$116,690
$100,078
$97,832
$90,336
$116,690
$122,263
$120,409
$90,336
0%
57%
60%
0%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 116
Survey Job Title: Airport Operations Manager - Terminal Operations
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG City and County of San Francisco
WCG Port Authority of NY & NJ
WCG Chicago O'Hare International
WCG Denver International Airport
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Manages the lobby and public areas to maintain an optimal customer experience at Charlotte Douglas International Airport. Ensures the traveling public experiences exceptional customer service provided in a friendly and hospitable manner. Directs and coordinates the customer service efforts of internal
and external support agencies during periods of irregular operations and for stranded passengers. Performs supervisory work in the planning and directing the activities of Aviation Department employees in Federal Inspection Services (FIS) area, the Airport Services Counter and the Airport Lost and
Found operation.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Manager - Terminal Operations
116
Airport Operations Mgr Airside
E
Airport Operations Manager - Terminal Operations
Airport Operations Manager - Terminal Operations
Airport Operations Manager - Terminal Operations
Airport Operations Manager - Terminal Operations
116
116
116
116
0923 Manager II
Manager, Landside & Customer Services
Manager of Customer Services
Manager - Terminal Operations
E
E
E
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
1
1
0
$77,113
$90,105
$109,268
$85,115
$120,623
$124,664
$95,101
No. of Participants:
No. of Incumbents:
Custom
4
3
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$90,105
$90,105
$120,623
$120,623
17 - 50
Y
N
N
N
Range
Minimum
-25.3%
-12.4%
-10.5%
-4.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$120,302
$218,000
$94,848
$119,030
$70,424
$79,762
$84,889
$70,749
$80,145
$135,419
$84,889
$91,973
$89,866
$191,077
$84,889
$113,198
28%
140%
0%
60%
$85,681
$94,276
$91,000
$94,848
$74,394
$107,289
$154,500
$94,848
$96,712
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 117
Survey Job Title: Community Programs Coordinator
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Coordinates effective communications with neighboring communities; manages land acquisition and noise monitoring and mitigation programs; maintains AIP accounting records; ensures compatibility between urban development and airport operations. Serves as liaison to participants in the buyout
program. Supervises both airport and contracted staff involved in relocation program.
Survey Job Title
Survey
Job No.
Participant Matching Title
Community Programs Coordinator
117
Community Programs Coord
Community Programs Coordinator
Community Programs Coordinator
117
117
Community Relations Pgm Mgr
Deputy Commissioner
18 - 50
FLSA
Union
# of
Incs
E
1
E
1
1
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$82,654
$110,253
$98,716
$127,755
$110,297
No. of Participants:
No. of Incumbents:
Custom
2
2
Published
31
32
Median Custom Survey Data:
Median Published Survey Data:
$92,625
$92,625
N
Range
Minimum
-13.7%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$110,004
$98,454
$98,454
$98,454
0%
$80,417
$110,004
$110,004
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 118
Survey Job Title: Revenue Contracts Manager
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Directly responsible for customer account management, oversight of commercial leasing, and leading the Revenue Contracts Management section. Serves as the Aviation Department’s lead contact person for revenue generating contracts, property management and tenant related matters. Coordinates
department response(s) to tenant requests, property management issues/concerns, and revenue generating contractors. Formulates and evaluates programs and initiatives for revenue generating activities. Conducts property market rate analysis, recommends rental rates, and negotiates property and
commercial leases.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Port Authority of NY & NJ
WCG Port Authority of NY & NJ
WCG Metropolitan Washington Airports Authority
Data Aged to:
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Revenue Contracts Manager
118
Revenue Division Manager
E
Revenue Contracts Manager
Revenue Contracts Manager
Revenue Contracts Manager
118
118
118
Manager, Business Administration (New Jersey Airports)
Manager, Property Development & Management (JFK)
Business Manager
E
E
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
1
1
0
$75,116
$134,585
$122,223
$153,548
$139,445
No. of Participants:
No. of Incumbents:
Custom
3
2
Published
Multiple
Multiple
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$84,939
$84,939
19 - 50
N
N
N
Range
Minimum
-12.4%
-12.4%
-13.7%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$177,242
$177,242
$144,384
$97,081
$97,081
$85,933
$126,216
$126,216
$105,269
$155,353
$155,353
$124,603
60%
60%
45%
$83,496
$110,760
$110,760
$99,575
$144,000
$144,000
$121,980
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 119
Survey Job Title: Airport Janitorial Contract Manager
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Manages the Airport’s janitorial program and monitors contractors; oversees pest control, solid waste, biological removal, large scale recycling efforts and sustainability. Ensures that work is being completed in accordance with contract specifications. Serves as liaison to tenants on janitorial issues.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Airports Commission
City DFW International Airport
WCG Chicago O'Hare International
WCG Greater Orlando Aviation Authority
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Janitorial Contract Manager
119
Airport Janitorial Manager
Airport Janitorial Contract Manager
Airport Janitorial Contract Manager
Airport Janitorial Contract Manager
Airport Janitorial Contract Manager
119
119
119
119
Assistant Manager, Facilities Mgmt
Infrastructure Service Manager
Airport Facilities Manager
Manager, Building Services
Union
# of
Incs
E
1
E
E
2
1
4
1
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$73,968
$83,516
$81,159
$65,603
$68,488
$89,036
$79,959
$73,299
$65,728
No. of Participants:
No. of Incumbents:
Custom
4
8
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$74,824
$74,824
$76,629
$76,629
20 - 50
N
N
Range
Minimum
-6.2%
1.5%
-10.5%
4.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$88,213
$123,400
$106,884
$78,728
$59,947
$78,257
$56,847
$50,261
$69,395
$101,703
$74,149
$66,169
$82,744
$125,251
$95,661
$82,035
38%
60%
68%
63%
$72,283
$63,909
$77,100
$63,516
$48,235
$73,982
$100,200
$82,848
$63,502
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 120
Survey Job Title: Airport Operations Supervisor
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
WCG Chicago O'Hare International
City Port Authority of NY & NJ
City Denver International Airport
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises, schedules, trains and participates in the work of Airport Operations Officers working in the Control Center and accompanying authorized visitors on the airfield. Dispatches personnel/equipment; monitors security access control system, building automation, weather information, alarm systems
and closed circuit television systems throughout the airport. Assigns City-operated gates to airlines, operates badging system. (Not a Sworn law enforcement officer.)
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Supervisor
120
Airport Operations Supervisor
NE
Airport Operations Supervisor
Airport Operations Supervisor
Airport Operations Supervisor
Airport Operations Supervisor
120
120
120
120
Airport Operations Supervisor
Chief Airport Operations Supervisor
Operations Services Supervisor
Aviation Operations Rep Supervisor
NE
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
5
14
4
36
9
$49,448
$95,625
$83,360
$54,322
$56,044
$95,625
$93,140
$61,976
$58,931
No. of Participants:
No. of Incumbents:
Custom
4
63
Published
6
31
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$69,702
$64,107
$77,558
$68,035
21 - 50
Y
N
Range
Minimum
0.0%
-10.5%
-12.4%
-4.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$102,257
$106,884
$67,340
$74,242
$61,128
$56,847
$45,601
$44,127
$81,693
$74,149
$52,312
$57,366
$102,257
$95,661
$59,024
$70,604
67%
68%
29%
60%
$54,837
$61,128
$63,516
$52,026
$46,401
$81,693
$82,848
$59,683
$60,322
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 121
Survey Job Title: Airport Operations Supervisor - Airport Parking Administrator
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
WCG Houston Airport System
01/01/14
Aging Percent:
1.6%
Assists division manager with administration of financial and operational tenets of related contractual agreements. Ensures compliance with specifications of contractual agreements. Reviews timecards of contracted personnel as well as the monthly billing of contracted services to ensure accuracy.
Prepares daily reports concerning mistakes made by cashiers and cash handlers. Performs random audits and cash counts. Manage "insufficient Funds" collections. Handles Frequent Parker Card Program.
Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Airport Operations Supervisor - Airport Parking Administrator
121
Airport Operations Supervisor
NE
Airport Operations Supervisor - Airport Parking Administrator
Airport Operations Supervisor - Airport Parking Administrator
121
121
Airport Operations Supervisor
Asst Airport Mgr/Airport Bus DevCoord
NE
E
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
Data Aged to:
Union
# of
Incs
1
Y
Y
14
3
No. of Participants:
No. of Incumbents:
22 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$57,954
0.0%
-5.9%
$95,625
$81,185
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$102,257
$111,306
$61,128
$52,920
$81,693
$88,518
$102,257
$104,739
67%
98%
$54,837
$95,625
$86,275
$61,128
$56,238
Custom
2
17
Published
0
0
$81,693
$94,068
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 122
Survey Job Title: Airport Operations Supervisor - Badging
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Supervises and participates in work of badging control officers. Oversees customer service in relation to security background checks including fingerprinting, employee vetting and issuance of identification badges. Oversees training for individuals with secured area access and AOA driving authorization.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
WCG Chicago O'Hare International
City Metropolitan Washington Airports Authority
City Port Authority of NY & NJ
City Metropolitan Airports Commission
WCG Greater Orlando Aviation Authority
City Houston Airport System
City Denver International Airport
City DFW International Airport
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Supervisor - Badging
122
Airport Operations Supervisor
NE
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
Airport Operations Supervisor - Badging
122
122
122
122
122
122
122
122
122
Airport Operations Supervisor
Assistant Commissioner
Manager, Physical Security
Senior Security Coordinator
Badging Supervisor
Manager, Access Control
Airport Operations Supv, Airport Security Coord.
Operational Supervisor I
Security Access Supervisor
NE
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
$95,625
$94,162
$91,679
$81,493
$72,186
$68,548
$62,179
$58,180
$51,525
No. of Participants:
No. of Incumbents:
Custom
9
28
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$71,427
$71,427
$72,186
$72,186
23 - 50
N
14
1
1
3
1
1
2
2
3
$54,178
$95,625
$84,275
$79,119
$71,428
$67,710
$71,427
$58,510
$55,329
$52,298
E
Y
N
Range
Minimum
0.0%
-10.5%
-13.7%
-12.4%
-6.2%
4.2%
-5.9%
-4.9%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$54,837
$61,128
$93,912
$81,693
$93,912
$102,257
$93,912
$61,128
$84,051
$81,693
$84,051
$102,257
$84,051
67%
0%
$62,894
$51,814
$54,808
$57,160
$49,603
$47,200
$80,561
$59,094
$72,093
$61,604
$64,484
$61,400
$98,228
$71,518
$89,398
$66,048
$79,365
$75,500
$55,127
$48,602
$57,110
$53,788
$47,172
$47,908
$70,612
$55,430
$75,121
$57,969
$61,324
$62,321
$86,097
$67,084
$93,153
$62,151
$75,476
$76,633
56%
38%
63%
16%
60%
60%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 123
Survey Job Title: Airport Operations Supervisor - Parking Operations Supervisor
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
City Houston Airport System
City Metropolitan Airports Commission
City Denver International Airport
City DFW International Airport
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Oversees work of contracted personnel engaged in parking revenue collection and operation of parking lots at the Airport. Assists Assistant Manager of Parking with administration of tenets of the Parking Staffing Agreement. Performs administrative, fiscal, and operational duties. Acts decisively and
exercise independent judgment within established rules, regulations and procedures. In the absence of the Assistant Manager Parking, is responsible for all parking activities.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Supervisor - Parking Operations Supervisor
123
Airport Operations Supervisor
NE
Airport Operations Supervisor - Parking Operations Supervisor
Airport Operations Supervisor - Parking Operations Supervisor
Airport Operations Supervisor - Parking Operations Supervisor
Airport Operations Supervisor - Parking Operations Supervisor
Airport Operations Supervisor - Parking Operations Supervisor
123
123
123
123
123
Airport Operations Supervisor
Airport Business Dev Coord
Landside Operations Supervisor
Landside Services Supervisor
Parking Operations Shift Supervisor
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
0
14
2
1
2
9
$0
$95,625
$74,663
$65,737
$55,043
$53,191
$95,625
$79,345
$70,082
$57,879
$52,405
No. of Participants:
No. of Incumbents:
Custom
5
28
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$65,737
$65,737
$70,082
$70,082
24 - 50
Y
Range
Minimum
0.0%
-5.9%
-6.2%
-4.9%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$102,257
$80,761
$71,518
$70,789
$66,200
$61,128
$71,950
$48,602
$42,075
$42,021
$81,693
$73,973
$56,262
$54,698
$54,607
$102,257
$75,996
$67,084
$67,320
$67,193
67%
6%
38%
60%
60%
$54,837
$61,128
$76,461
$51,814
$44,243
$41,400
$81,693
$78,611
$59,981
$57,516
$53,800
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 124
Survey Job Title: Airport Operations Supervisor - Security
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
WCG Denver International Airport
WCG Metropolitan Airports Commission
WCG DFW International Airport
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises and participates in the airport security related activities of Airport Service Representatives in their duties of monitoring the security of gates, loading docks, contractor activities and controlling vehicular traffic at the Airport. Work includes organizing shift resources, assigning tasks, training,
scheduling, conducting performance reviews, and relaying and following complex oral and written instructions.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Supervisor - Security
124
Airport Operations Supervisor
NE
Airport Operations Supervisor - Security
Airport Operations Supervisor - Security
Airport Operations Supervisor - Security
Airport Operations Supervisor - Security
124
124
124
124
Airport Operations Supervisor
Manager of Aviation Security
Supervisor, Security
Security Shift Supervisor
NE
E
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
2
14
2
1
9
$51,643
$95,625
$83,198
$67,263
$45,999
$95,625
$87,485
$71,709
$45,320
No. of Participants:
No. of Incumbents:
Custom
4
26
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$75,230
$75,230
$79,597
$79,597
25 - 50
Y
N
N
N
Range
Minimum
0.0%
-4.9%
-6.2%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$102,257
$119,030
$71,518
$66,200
$61,128
$70,749
$48,602
$42,021
$81,693
$91,973
$57,843
$54,607
$102,257
$113,198
$67,084
$67,193
67%
60%
38%
60%
$54,837
$61,128
$74,394
$51,814
$41,400
$81,693
$96,712
$61,666
$53,800
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 125
Survey Job Title: Airport Landscape Supervisor
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Plans, organizes and supervises landscaping activities in accordance with Landscaping Master Plan. Inspects projects to ensure quality and effectiveness. Supervises work of airport crews and contractors.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Washington Airports Authority
City Houston Airport System
City DFW International Airport
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Landscape Supervisor
125
Landscape Supervisor
Airport Landscape Supervisor
Airport Landscape Supervisor
Airport Landscape Supervisor
125
125
125
Grounds Maintenance Supv
Airport Superintendent
Grounds Maintenance Supervisor
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
2
1
1
$58,943
$60,478
$61,736
$64,428
$70,079
$65,607
$63,476
No. of Participants:
No. of Incumbents:
Custom
3
4
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$61,736
$61,736
$65,607
$65,607
26 - 50
Range
Minimum
-13.7%
-5.9%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$65,000
$75,500
$61,165
$47,908
$61,165
$62,321
$61,165
$76,633
0%
60%
$54,837
$65,000
$47,200
$65,000
$61,400
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 126
Survey Job Title: Airport Locksmith
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Responsible for installing, maintaining, repairing and inspecting locking systems in airport facilities. Maintains records of numerical codes on high security key systems per FAA/TSA regulations. Makes recommendations for enhancements to security key system; performs periodic audit and preventive
maintenance on locks.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Metropolitan Airports Commission
WCG City and County of San Francisco
City Metropolitan Washington Airports Authority
WCG Miami International Airport
City Denver International Airport
WCG Greater Orlando Aviation Authority
Data Aged to:
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Locksmith
126
Chief Locksmith
Airport Locksmith
Airport Locksmith
Airport Locksmith
Airport Locksmith
Airport Locksmith
Airport Locksmith
126
126
126
126
126
126
Carpenter/Locksmith
7342 Locksmith
Locksmith
Airport Locksmith
Locksmith
Lead Locksmith
Union
NE
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
1
$64,690
$67,654
$61,440
$50,976
$56,863
$47,701
$50,071
$72,126
$82,249
$59,068
$56,863
$50,159
$48,053
No. of Participants:
No. of Incumbents:
Custom
6
16
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$53,919
$53,919
$57,965
$57,965
27 - 50
NE
Y
NE
Y
NE
Y
1
4
4
3
3
1
Range
Minimum
-6.2%
-25.3%
-13.7%
0.0%
-4.9%
4.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$58,832
$71,459
$67,496
$71,459
$74,412
$71,459
$82,030
$67,029
$50,420
$67,029
$55,586
$67,029
$61,276
0%
22%
$35,725
$38,636
$32,011
$46,256
$47,509
$40,966
$56,787
$56,381
$49,920
$35,725
$36,743
$33,355
$46,256
$45,181
$42,687
$56,787
$53,618
$52,017
59%
46%
56%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 127
Survey Job Title: Airport Operations Officer
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Performs inspections of airfield, runways and parking facilities to identify problems related to breakage, lighting, and other repairs; alerts appropriate personnel to correct problems. Responds to requests for service and accompanies authorized visitors on airfield. (Not a Sworn law enforcement officer.)
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
WCG Miami International Airport
WCG Greater Orlando Aviation Authority
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Officer
127
Airport Operations Officer
NE
Airport Operations Officer
Airport Operations Officer
Airport Operations Officer
127
127
127
Airport Operations Supervisor I
Airport Operatons Agent
Supervisor, Airfield Operations
NE
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
24
22
5
6
$41,600
$60,347
$57,609
$57,408
$67,427
$57,609
$55,094
No. of Participants:
No. of Incumbents:
Custom
3
33
Published
12
58
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$57,609
$50,601
$57,609
$50,601
28 - 50
Y
Y
N
Range
Minimum
-10.5%
0.0%
4.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$91,980
$59,600
$69,430
$53,679
$35,688
$44,344
$63,806
$47,644
$58,367
$82,322
$59,600
$72,346
53%
67%
63%
$46,426
$59,976
$35,688
$42,557
$71,292
$47,644
$56,014
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 128
Survey Job Title: Airport Badging Officer
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Interacts directly with CLT customers to process various security-related background checks including fingerprinting, employee vetting and issuance of employee identification badges. Administer training for employees who access secured areas.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Denver International Airport
WCG Metropolitan Washington Airports Authority
WCG DFW International Airport
WCG Houston Airport System
WCG Greater Orlando Aviation Authority
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Badging Officer
128
Airport Operations Officer
NE
Airport Badging Officer
Airport Badging Officer
Airport Badging Officer
Airport Badging Officer
Airport Badging Officer
Airport Badging Officer
128
128
128
128
128
128
Aviation Security Agent
Physican Security Technician
Acces Control Trusted Agent
Airport Operations Asst/Airport Operations Spec
Access Control Specialist
Manager - Aviation ID Bedging Operations
NE
NE
NE
NE
NE
E
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
6
11
12
17
17
5
0
$40,781
$37,079
$37,188
$86,842
$34,822
$32,078
$38,990
$43,092
$85,559
$37,005
$30,785
No. of Participants:
No. of Incumbents:
Custom
6
62
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$37,079
$37,079
$38,990
$38,990
29 - 50
N
N
N
Y
N
N
Range
Minimum
-4.9%
-13.7%
1.5%
-5.9%
4.2%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$50,161
$56,460
$54,100
$60,398
$42,931
$97,415
$32,674
$34,804
$34,307
$27,867
$27,417
$53,517
$40,188
$41,765
$44,559
$42,351
$36,087
$67,586
$47,703
$48,725
$54,912
$56,835
$44,734
$87,186
46%
40%
60%
104%
63%
63%
$46,426
$34,357
$40,329
$33,800
$29,614
$26,312
$59,796
$42,259
$48,395
$43,900
$45,006
$34,632
$75,515
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 129
Survey Job Title: Airport Operations Supervisor - Ground Transportation
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Houston Airport System
WCG Chicago O'Hare International
City Denver International Airport
WCG Greater Orlando Aviation Authority
City DFW International Airport
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises and coordinates ground transportation activities to include airport taxi, limo, rental car, hotel/motel and all other commercial transportation activities in accordance with applicable codes, ordinances, rules, contracts and operating agreements. Supervises passenger vehicle for hire activities to
ensure effective, timely and responsive service to meet the needs of the traveling public.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Operations Supervisor - Ground Transportation
129
Airport Operations Supervisor
Airport Operations Supervisor - Ground Transportation
Airport Operations Supervisor - Ground Transportation
Airport Operations Supervisor - Ground Transportation
Airport Operations Supervisor - Ground Transportation
Airport Operations Supervisor - Ground Transportation
129
129
129
129
129
Airport Superintendent
Shift Supervisor of Airport Ground Transportation
Landside Services Supervisor
Assistant Manager, Ground Transportation
Ground Trans Shift Supv
Union
NE
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
3
$49,646
$67,439
$60,364
$55,019
$52,065
$47,690
$71,668
$67,446
$57,854
$49,966
$46,986
Published
No. of Participants:
No. of Incumbents:
Custom
5
24
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$55,019
$55,019
$57,854
$57,854
30 - 50
NE
N
E
N
2
3
4
1
14
Range
Minimum
-5.9%
-10.5%
-4.9%
4.2%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$71,665
$73,552
$70,789
$69,430
$66,200
$66,195
$40,490
$42,075
$44,344
$42,021
$66,816
$52,830
$54,698
$58,367
$54,607
$67,437
$65,829
$67,320
$72,346
$67,193
2%
63%
60%
63%
60%
$54,837
$70,345
$45,240
$44,243
$42,557
$41,400
$71,005
$59,028
$57,516
$56,014
$53,800
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 130
Survey Job Title: Ground Transportation Officer
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Denver International Airport
City DFW International Airport
WCG Greater Orlando Aviation Authority
City Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Provides operational and administrative support to the Ground Transportation Manager and Ground Transportation Supervisor in the permitting process. Enforces ground transportation (taxis and limos) rules and regulations, including City ordinances and airport rules. Respond to public inquiries and
calls for service. Writes passenger vehicle for hire and parking citations.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Union
Ground Transportation Officer
130
Airport Operations Officer
NE
Ground Transportation Officer
Ground Transportation Officer
Ground Transportation Officer
Ground Transportation Officer
Ground Transportation Officer
130
130
130
130
130
Parking Enforcement Aide
Landside Services Agent II
Lead Ground Trans Dispatcher
Ground Transportation Services Specialist
Grounds Transportation Rep
NE
Y
NE
N
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
7
$40,910
$50,373
$44,904
$42,349
$36,051
$25,662
$56,283
$47,218
$41,723
$34,598
$27,271
No. of Participants:
No. of Incumbents:
Custom
5
99
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$42,349
$42,349
$41,723
$41,723
31 - 50
3
39
4
4
49
Range
Minimum
-10.5%
-4.9%
1.5%
4.2%
-5.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$58,860
$57,800
$54,100
$48,235
$30,204
$31,619
$37,649
$34,307
$30,799
$22,638
$40,823
$46,309
$44,559
$40,552
$25,213
$52,680
$54,968
$54,912
$50,261
$28,422
67%
46%
60%
63%
26%
$46,426
$35,328
$39,589
$33,800
$29,558
$24,057
$45,612
$48,695
$43,900
$38,917
$26,794
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 131
Survey Job Title: Field Operations Supervisor - Bus Operations Supervisor
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
01/01/14
Aging Percent:
1.6%
Supervises Bus Operations to maintain the efficient operation of the shuttle bus service by ensuring drivers follow procedures and assigning resources as necessary to meet customer demands. Oversees shuttle bus operation to ensure effective, timely and responsive service to meet the needs of the
traveling public.
Survey Job Title
Survey
Job No.
Field Operations Supervisor - Bus Operations Supervisor
131
Field Operations Supervisor - Bus Operations Supervisor
131
Participant Matching Title
Field Operations Supervisor
FLSA
NE
NO DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
Data Aged to:
32 - 50
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
Control
Point/
Range
Midpoint
Range
Maximum
$60,461
$0
1
$54,414
$0
No. of Participants:
No. of Incumbents:
Custom
0
0
Published
0
0
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
Range
Spread
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 132
Survey Job Title: Shuttle Bus Driver
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Operates shuttle buses; transports customers to and from airport terminal. Assists with baggage as needed. Inspects vehicle before and after use, replacing fluids as needed. Requires Class B Commercial Drivers License with 'P' (Passenger) and air brakes endorsement.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City DFW International Airport
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Shuttle Bus Driver
132
Airport Shuttlebus Driver
Shuttle Bus Driver
132
Guest Service Specialist
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
110
13
$26,048
$40,117
$39,524
No. of Participants:
No. of Incumbents:
Custom
1
13
Published
PAS
PAS
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$36,521
$36,521
33 - 50
Range
Minimum
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$44,100
$28,014
$36,439
$44,762
60%
$35,109
$27,600
$35,900
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 133
Survey Job Title: Airfield Maintenance Crew Chief
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Port Authority of NY & NJ
WCG Chicago O'Hare International
WCG Miami International Airport
WCG Greater Orlando Aviation Authority
WCG DFW International Airport
WCG Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises crews performing airfield maintenance activities, utilizing a variety of heavy equipment. Activities include: field sweeping, field cleaning, snow removal, grading, patching and resurfacing runways, crack filling, litter removal, airfield mowing, heavy equipment operations and other miscellaneous
repairs.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airfield Maintenance Crew Chief
133
Labor Crew Chief II
NE
Airfield Maintenance Crew Chief
Airfield Maintenance Crew Chief
Airfield Maintenance Crew Chief
Airfield Maintenance Crew Chief
Airfield Maintenance Crew Chief
Airfield Maintenance Crew Chief
133
133
133
133
133
133
Maintenance Group Supervisor (JFK&EWR)
Airport Maintenance Foreman
Airport Maint Supv
Assistant Manager, Pavement & Grounds
Pavement Supervisor
Airport Supervisor
NE
NE
E
E
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
4
28
7
13
1
1
14
$46,113
$66,242
$60,341
$66,479
$68,271
$62,209
$40,715
$75,576
$67,420
$66,479
$65,519
$61,290
$43,268
No. of Participants:
No. of Incumbents:
Custom
6
64
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$64,226
$64,226
$65,999
$65,999
34 - 50
Y
Y
Y
N
N
Y
Range
Minimum
-12.4%
-10.5%
0.0%
4.2%
1.5%
-5.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$77,766
$67,330
$67,781
$69,430
$75,500
$63,778
$52,665
$60,260
$46,474
$44,344
$47,908
$29,237
$60,414
$60,260
$57,128
$58,367
$62,321
$44,626
$68,162
$60,260
$67,781
$72,346
$76,633
$60,015
29%
0%
46%
63%
60%
105%
$47,553
$60,086
$67,330
$46,474
$42,557
$47,200
$31,070
$68,926
$67,330
$57,128
$56,014
$61,400
$47,424
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 134
Survey Job Title: Airfield Maintenance Technician III
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Denver International Airport
WCG Chicago O'Hare International
WCG Metropolitan Airports Commission
WCG Miami International Airport
WCG Greater Orlando Aviation Authority
WCG DFW International Airport
WCG Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Performs airfield maintenance duties, operating the more complex equipment requiring more skill, such as a motor grader, dozer, track loader, flusher truck, sweeper truck, asphalt rollers, back-hoes, road tractor, airfield tractor, walk behind concrete/asphalt saw, broom tractor and large Elgin sweeper.
Duties are performed both land-side and air-side. Functions as lead person and assumes crew chief responsibilities in his/her absence.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airfield Maintenance Technician III
134
Equipment Operator III
NE
Airfield Maintenance Technician III
Airfield Maintenance Technician III
Airfield Maintenance Technician III
Airfield Maintenance Technician III
Airfield Maintenance Technician III
Airfield Maintenance Technician III
Airfield Maintenance Technician III
134
134
134
134
134
134
134
Heavy Equipment Operator
Motor Truck Driver
Working Foreman
Airport Maint Mechanic
Heavy Equipment Operator
Pavement Maintenance Worker III
Equipment Operator Iii
NE
NE
NE
NE
NE
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
5
95
106
8
72
5
12
25
$41,227
$49,795
$63,099
$53,746
$48,449
$47,109
$39,133
$32,667
$52,361
$70,502
$57,298
$48,449
$45,210
$38,555
$34,716
No. of Participants:
No. of Incumbents:
Custom
7
323
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$48,449
$48,449
$48,449
$48,449
35 - 50
N
Y
Y
Y
Y
N
Y
Range
Minimum
-4.9%
-10.5%
-6.2%
0.0%
4.2%
1.5%
-5.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$56,381
$70,408
$57,146
$47,050
$49,920
$44,100
$49,322
$36,743
$63,015
$34,652
$32,808
$33,355
$28,014
$23,145
$45,181
$63,015
$44,127
$39,929
$42,687
$36,439
$34,766
$53,618
$63,015
$53,603
$47,050
$52,017
$44,762
$46,412
46%
0%
55%
43%
56%
60%
101%
$42,341
$38,636
$70,408
$36,942
$32,808
$32,011
$27,600
$24,596
$47,509
$70,408
$47,044
$39,929
$40,966
$35,900
$36,946
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 135
Survey Job Title: Airfield Maintenance Technician II
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Denver International Airport
WCG Port Authority of NY & NJ
WCG Metropolitan Airports Commission
WCG Greater Orlando Aviation Authority
WCG Miami International Airport
WCG Houston Airport System
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
This position is the "journey-level," working independently in performing airfield maintenance duties. Operates heavy equipment performing rubber removal, erosion repairs, pavement repairs, runway sweeping, contractor escorts, clean-up and other assignments at the Airport. Operates walk behind paint
striper, line driver, and truck-mounted striper for the application and maintenance of airfield markings. Position also includes the use of crack sealer, crack router and other hand held tools used during pavement repair. Operates any of the following as needed by assignment: flusher truck, street sweeper,
backhoe, tractor, bat wing mower, front-end loader, tandem dump truck, truck mounted and walk behind paint striper, crack sealer and crack router, tandem dump truck, rubber tire loader, flusher truck, sweeper truck, asphalt rollers, back-hoes, road tractor, airfield tractor, walk behind concrete/asphalt saw,
broom tractor
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airfield Maintenance Technician II
135
Equipment Operator II
NE
Airfield Maintenance Technician II
Airfield Maintenance Technician II
Airfield Maintenance Technician II
Airfield Maintenance Technician II
Airfield Maintenance Technician II
Airfield Maintenance Technician II
135
135
135
135
135
135
Equipment Operator Specilaist
Paving Mechanic (JFK & EWR)
Senior Airport Maintenance Worker
Equipment Operator - Trades
Airport Maint Reparier
Equipment Operator II
NE
NE
NE
NE
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
9
15
7
6
5
22
19
$35,658
$45,715
$58,541
$53,746
$40,240
$36,906
$28,672
$48,070
$66,790
$57,298
$38,618
$36,906
$30,470
No. of Participants:
No. of Incumbents:
Custom
6
74
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$42,977
$42,977
$43,344
$43,344
36 - 50
N
Y
Y
Y
Y
Y
Range
Minimum
-4.9%
-12.4%
-6.2%
4.2%
0.0%
-5.9%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$51,581
$66,612
$57,146
$49,920
$39,080
$42,692
$33,621
$37,328
$34,652
$33,355
$28,264
$20,160
$41,337
$47,857
$44,127
$42,687
$33,672
$30,167
$49,054
$58,385
$53,603
$52,017
$39,080
$40,173
46%
56%
55%
56%
38%
99%
$37,634
$35,353
$42,588
$36,942
$32,011
$28,264
$21,424
$43,467
$54,600
$47,044
$40,966
$33,672
$32,058
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 136
Survey Job Title: Airfield Maintenance Technician I
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Denver International Airport
WCG Metropolitan Airports Commission
WCG DFW International Airport
WCG Houston Airport System
WCG Greater Orlando Aviation Authority
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Performs airfield maintenance duties at the airport. Operates heavy equipment with the Field Maintenance Division performing rubber removal, erosion repairs, pavement repairs, runway sweeping, contractor escorts, clean-up and other assignments at the Airport. Operates walk behind paint striper, line
driver, and truck-mounted striper for the application and maintenance of airfield markings. Position also includes the use of crack sealer, crack router and other hand held tools used during pavement repair. Operates any of the following as needed by assignment: flusher truck, street sweeper, backhoe,
tractor, bat wing mower, front-end loader, tandem dump truck, truck mounted and walk behind paint striper, crack sealer and crack router.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airfield Maintenance Technician I
136
Equipment Operator I
NE
Airfield Maintenance Technician I
Airfield Maintenance Technician I
Airfield Maintenance Technician I
Airfield Maintenance Technician I
Airfield Maintenance Technician I
136
136
136
136
136
Equipment Operator
Airport Maintenance Worker
Grounds Maintenance Worker II
Equipment Operator I
Equipment Operator II
NE
NE
NE
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
7
91
71
12
24
4
$30,079
$38,545
$48,976
$30,941
$25,912
$26,515
$40,531
$52,213
$30,484
$27,537
$25,447
Custom
5
202
Published
No. of Participants:
No. of Incumbents:
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$30,941
$30,941
$30,484
$30,484
37 - 50
N
Y
N
Y
Y
Range
Minimum
-4.9%
-6.2%
1.5%
-5.9%
4.2%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$49,343
$53,281
$36,000
$39,052
$38,938
$32,154
$31,004
$22,838
$23,879
$26,008
$39,540
$40,491
$29,740
$28,160
$33,291
$46,925
$49,978
$36,540
$36,748
$40,573
46%
61%
60%
54%
56%
$32,352
$33,811
$33,053
$22,500
$25,376
$24,960
$41,577
$43,167
$29,300
$29,926
$31,949
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 137
Survey Job Title: Chief Airport Construction Inspector
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Coordinates airfield construction projects with and between airport staff, contractors, engineers, and quality assurance personnel. Resolves problems. Reviews monthly pay requests from contractors.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Denver International Airport
Survey Job Title
Survey
Job No.
Participant Matching Title
Chief Airport Construction Inspector
137
Chief Airport Constr Inspector
Chief Airport Construction Inspector
Chief Airport Construction Inspector
137
137
Construction Coordinator
Senior Project Inspector
Union
NE
E
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
FLSA
# of
Incs
4
N
2
1
No. of Participants:
No. of Incumbents:
38 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$72,879
-10.5%
-4.9%
$85,336
$74,800
$95,347
$78,654
Custom
2
3
Published
0
0
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$106,884
$97,074
$56,847
$57,698
$74,149
$75,008
$95,661
$92,317
68%
60%
$70,950
$63,516
$60,671
$82,848
$78,873
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 138
Survey Job Title: Conveyor & Loading Bridge Technician
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
WCG Miami International Airport
01/01/14
Aging Percent:
1.6%
Performs mechanical, electrical, electronic and hydraulic repairs and preventive maintenance on conveyor systems and passenger loading bridges. Includes duties such as adjusting electrical controls and replacing rollers, bearings, shafts, gearboxes, motor chains, belt drives, sprockets, ball screws and
tires.
Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Conveyor & Loading Bridge Technician
138
Systems Maintenance Mechanic Sr
NE
Conveyor & Loading Bridge Technician
Conveyor & Loading Bridge Technician
138
138
Electrical Mechanic
Airport Elec-Electrical Equip 1
NE
NE
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
Data Aged to:
Union
# of
Incs
4
Y
Y
67
17
No. of Participants:
No. of Incumbents:
39 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$48,190
-10.5%
0.0%
$80,156
$59,672
$89,559
$59,672
Custom
2
84
Published
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$89,440
$62,430
$80,049
$37,493
$80,049
$49,962
$80,049
$62,430
0%
67%
$53,814
$89,440
$37,493
$89,440
$49,962
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 139
Survey Job Title: Conveyor & Loading Bridge Technician Senior
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
WCG Miami International Airport
01/01/14
Aging Percent:
1.6%
Performs journey-level work on mechanical, electrical, electronic and hydraulic repairs and preventive maintenance on conveyor systems and passenger loading bridges so they are fully operational. Test and modify electronic and digital control systems. Installs and maintains field I/O devises, HMI's,
SCADA,VFD and PLC hardware. Coordinates and works with contractors, engineers, engineering firms and suppliers.
Survey Job Title
Survey
Job No.
Participant Matching Title
FLSA
Conveyor & Loading Bridge Technician Senior
139
Systems Maintenance Mechanic Sr
NE
Conveyor & Loading Bridge Technician Senior
Conveyor & Loading Bridge Technician Senior
139
139
Electrical Mechanic
Airport Elec-Electrical Equip 2
NE
NE
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
Data Aged to:
Union
# of
Incs
4
Y
Y
67
3
No. of Participants:
No. of Incumbents:
40 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$48,190
-10.5%
0.0%
$80,156
$72,263
$89,559
$72,263
Custom
2
70
Published
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$89,440
$68,618
$80,049
$47,050
$80,049
$57,834
$80,049
$68,618
0%
46%
$53,814
$89,440
$47,050
$89,440
$57,834
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 140
Survey Job Title: Traffic and Access Control Officer
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Metropolitan Airports Commission
WCG Metropolitan Washington Airports Authority
WCG Miami International Airport
WCG Houston Airport System
WCG Greater Orlando Aviation Authority
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Monitors secured gates and the terminal loading dock, and controls vehicular access at the Airport. Directs vehicular traffic on upper and lower levels of the terminal entrances to prevent congestion. Provides information to the public in a tactful and courteous way. Writes citations. This is an unarmed
position.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Traffic and Access Control Officer
140
Airport Serices Representati
NE
Traffic and Access Control Officer
Traffic and Access Control Officer
Traffic and Access Control Officer
Traffic and Access Control Officer
Traffic and Access Control Officer
Traffic and Access Control Officer
140
140
140
140
140
140
Community Service Officer
Traffic Control Officer
Airport Operations Specialist
Regulatory Investigator
Ground Transportation Specialist
Traffic Control Aide
NE
NE
E
NE
NE
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
20
16
32
150
4
47
0
$29,120
$38,880
$33,225
$37,975
$30,324
$26,864
$41,450
$38,499
$37,975
$32,226
$25,781
No. of Participants:
No. of Incumbents:
Custom
6
249
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$33,225
$33,225
$37,975
$37,975
41 - 50
N
Y
Y
Y
N
Y
Range
Minimum
-6.2%
-13.7%
0.0%
-5.9%
4.2%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$51,542
$56,983
$45,160
$44,798
$38,314
$58,860
$35,026
$29,804
$28,289
$21,212
$24,469
$31,619
$41,686
$39,490
$36,725
$31,683
$32,207
$40,823
$48,346
$49,176
$45,160
$42,155
$39,923
$52,680
38%
65%
60%
99%
63%
67%
$34,789
$37,341
$34,535
$28,289
$22,542
$23,483
$35,328
$44,441
$45,759
$36,725
$33,670
$30,909
$45,612
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 141
Survey Job Title: Airport Services Representative
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Monitors secured gates and the terminal loading dock, and controls vehicular access at the Airport. Directs vehicular traffic on upper and lower levels of the terminal entrances to prevent congestion. Provides information to the public in a tactful and courteous manner. This is an unarmed position.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City Metropolitan Airports Commission
City Houston Airport System
City DFW International Airport
The Waters Consulting Group, Inc.
Survey Job Title
Survey
Job No.
FLSA
Participant Matching Title
Airport Services Representative
141
Airport Serices Representati
NE
Airport Services Representative
Airport Services Representative
Airport Services Representative
Airport Services Representative
141
141
141
141
Aviation Security Officer
Community Service Officer
Airport Operations Spec, Security Officer
Guest Assistant
NE
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
20
186
10
60
39
$29,120
$56,062
$39,147
$34,299
$25,976
$62,639
$41,735
$36,450
$25,592
No. of Participants:
No. of Incumbents:
Custom
4
295
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$36,723
$36,723
$39,092
$39,092
42 - 50
Y
Range
Minimum
-10.5%
-6.2%
-5.9%
1.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$77,784
$51,542
$45,705
$36,000
$41,757
$35,026
$24,955
$22,838
$53,947
$40,547
$33,982
$29,740
$69,617
$48,346
$43,008
$36,540
67%
38%
72%
60%
$34,789
$46,656
$37,341
$26,520
$22,500
$60,276
$43,227
$36,113
$29,300
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 142
Survey Job Title: International Arrivals Assistant
Data Aged to:
01/01/14
Aging Percent:
1.6%
Job Summary:
Greets the traveling public upon arrival from other countries at the Airport Federal Inspections Service facility (i.e. Department of Homeland Security). Directs arriving passengers to baggage claim. Provides translation services if multi-lingual. Assist with terminal operations functions.
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Miami International Airport
WCG Houston Airport System
Survey Job Title
Survey
Job No.
Participant Matching Title
International Arrivals Assistant
142
Airport Operations Officer
NE
International Arrivals Assistant
International Arrivals Assistant
142
142
Airport Protocol Officer
Sr Spec Service Rep/Special Service Rep
E
NE
INSUFFICIENT DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
FLSA
Union
# of
Incs
16
Y
Y
5
38
No. of Participants:
No. of Incumbents:
43 - 50
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
Range
Minimum
$24,570
0.0%
-5.9%
$57,609
$32,321
$57,609
$34,348
Custom
2
43
Published
0
0
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$59,600
$54,496
$35,688
$25,298
$47,644
$38,289
$59,600
$51,281
67%
103%
$43,426
$35,688
$26,884
$47,644
$40,690
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 143
Survey Job Title: Airport Police Officer III (Captain)
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City DFW International Airport
City Metropolitan Washington Airports Authority
WCG Chicago O'Hare International
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises Airport Police Officers directly and through Lieutenants. Oversees law enforcement and airport security programs including TSA canine explosives detection program, traffic management and emergency medical response program. Maintains required records and prepares reports. Sworn Law
Enforcement Officer.
Survey Job Title
Survey
Job No.
Airport Police Officer III (Captain)
143
Airport Police Officer III (Captain)
Airport Police Officer III (Captain)
Airport Police Officer III (Captain)
143
143
143
FLSA
Participant Matching Title
0
Police Lieutenant
Police Sergeant
Aviation Security Sergeant
Union
# of
Incs
NE
0
NE
11
24
22
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
$0
$91,474
$73,568
$62,450
$90,122
$85,246
$69,777
No. of Participants:
No. of Incumbents:
Custom
3
57
Published
0
0
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$73,568
$73,568
$85,246
$85,246
44 - 50
Y
Range
Minimum
1.5%
-13.7%
-10.5%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$0
$83,700
$87,116
$90,531
$84,956
$88,422
$91,889
8%
$54,492
$68,802
$88,812
$48,770
$61,578
$79,487
63%
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 144
Survey Job Title: Airport Police Officer II (Lieutenant)
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
WCG Chicago O'Hare International
City DFW International Airport
City Metropolitan Washington Airports Authority
The Waters Consulting Group, Inc.
Data Aged to:
01/01/14
Aging Percent:
1.6%
Supervises assigned Airport Police Officers as shift supervisor. Patrols terminal and other public and tenant areas to ensure safety and protection in conformance with Federal, state and local law, TSA, FAA and other regulations. Assists public and provides first response to medical emergencies and all
incidents within the airport's jurisdiction. Sworn Law Enforcement Officer.
Survey Job Title
Survey
Job No.
Airport Police Officer II (Lieutenant)
144
Airport Police Officer II (Lieutenant)
Airport Police Officer II (Lieutenant)
Airport Police Officer II (Lieutenant)
144
144
144
FLSA
Participant Matching Title
0
Shift Supervisor of Aviation Security
Police Sergeant
Police Corporal
Union
NE
NE
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
0
15
34
117
$0
$72,215
$79,657
$60,690
$80,687
$78,480
$70,324
No. of Participants:
No. of Incumbents:
Custom
3
166
Published
6
13
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$72,215
$63,363
$78,480
$66,496
45 - 50
N
Range
Minimum
-10.5%
1.5%
-13.7%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$97,415
$80,482
$53,517
$72,621
$67,586
$77,155
$87,186
$81,689
63%
12%
$0
$59,796
$71,548
$75,515
$76,015
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 145
Survey Job Title: Airport Police Officer I
Job Summary:
Survey
The Waters Consulting Group, Inc.
01/01/14
Aging Percent:
1.6%
Patrols airport terminal and other public and tenant areas to ensure safety and protection in conformance with Federal, state and local law, TSA, FAA and other regulations. Assists public and provides first response to medical emergencies and all incidents within the airport's jurisdiction. Sworn Law
Enforcement Officer.
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
City Port Authority of NY & NJ
City DFW International Airport
WCG Chicago O'Hare International
City Metropolitan Washington Airports Authority
Data Aged to:
Survey Job Title
Survey
Job No.
Airport Police Officer I
145
Airport Police Officer I
Airport Police Officer I
Airport Police Officer I
Airport Police Officer I
145
145
145
145
FLSA
Participant Matching Title
0
Police Officer
Police Officer
Aviation Security Officer
Airport Police Officer
Union
NE
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
0
$0
$78,647
$66,715
$56,062
$45,594
$89,728
$65,730
$62,639
$52,832
No. of Participants:
No. of Incumbents:
Custom
4
982
Published
11
112
Median Custom Survey Data:
Average of Median Custom and Published Survey Data:
$61,389
$58,038
$64,184
$59,436
NE
46 - 50
Y
627
114
186
55
Range
Minimum
-12.4%
1.5%
-10.5%
-13.7%
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
Range
Spread
$90,000
$68,795
$77,784
$28,365
$53,064
$41,757
$53,625
$61,446
$53,947
$78,885
$69,827
$69,617
178%
32%
67%
$0
$32,362
$52,280
$46,656
$61,181
$60,538
$60,276
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
CITY OF CHARLOTTE/CLT AIRPORT
MARKET ANALYSIS
Survey Job No.: 146
Survey Job Title: Work & Inventory Control Officer
Job Summary:
Survey
Survey Participant/ Published Survey Cut
City of Charlotte/CLT Airport
Custom Survey Data:
01/01/14
Aging Percent:
1.6%
Maintains computer-based inventory and work order system using Airport Maintenance Management System (AMMS). Troubleshoots and resolves program problems to keep system functioning properly. Generates equipment servicing schedule and monthly preventive maintenance work orders for
building maintenance division. Assists with warehousing and inventory control issues. Dispatches maintenance work orders to facility maintenance staff.
Survey Job Title
Survey
Job No.
Work & Inventory Control Officer
146
Work & Inventory Control Officer
146
Participant Matching Title
Airport Operations Officer
FLSA
NE
NO DATA FOR ANALYSIS
The Waters Consulting Group, Inc.
Data Aged to:
Union
# of
Incs
Aged Avg
Geo Adjusted Base Salary
Max Geo Diff
Aged Avg
(Not Geo
%
Base Salary
Adj)
# Incs
1
No. of Participants:
No. of Incumbents:
47 - 50
$40,947
Custom
0
0
Range
Minimum
Control
Point/
Range
Midpoint
Range
Maximum
Geo Adj
Range
Minimum
Geo Adj
Range
Midpoint
Geo Adj
Range
Maximum
$46,426
Published
0
0
15 Charlotte Airport Market Analysis 02 09 14, Market Analysis
Range
Spread
CITY OF CHARLOTTE/CLT AIRPORT
GEOGRAPHICAL DIFFERENTIALS FOR BENCHMARK, ORGANIZATIONS
ERI Indicator
100.2
Charlotte,NC
Benchmark Organization
ERI Indicator
Geo Diff %
Chicago O'Hare International
110.7
-10.5%
Chicago, IL
City and County of San Francisco
125.5
-25.3%
San Francisco, CA
Denver International Airport
105.1
-4.9%
Denver, CO
Detroit Metropolitan Wayne County Airport
107.0
-6.8%
Detroit, MI
DFW International Airport
98.7
1.5%
Fort Worth, TX
Greater Orlando Aviation Authority
96.0
4.2%
Orlando, FL
Hartsfield - Jackson Atlanta International
100.9
-0.7%
Atlanta, GA
Houston Airport System
106.1
-5.9%
Houston, TX
Los Angeles International
114.8
-14.6%
Los Angeles, CA
McCarran International
104.9
-4.7%
Las Vegas, NV
Metropolitan Airports Commission
106.4
-6.2%
Minneapolis, MN
Metropolitan Washington Airports Authority
113.9
-13.7%
Arlington, VA
Miami International Airport
100.2
0.0%
Miami, FL
Philadelphia International
107.8
-7.6%
Philadelphia, PA
Phoenix Sky Harbor International
97.2
3.0%
Phoenix, AZ
Port Authority of NY & NJ
112.6
-12.4%
Average of New York and Newark
Port Authority of NY & NJ - JFK
123.6
-23.4%
New York, NY
Port Authority of NY & NJ - Newark
101.5
-1.3%
Newark, NJ
Completed Survey or Provided New Data
Location
CITY OF CHARLOTTE/CLT AIRPORT
SALARY ADJUSTMENTS REPORTED BY BENCHMARK ORGANIZATIONS
Annual Salary Adjustment
Percentages
2013
Budgeted
2014 Budgeted
*
TBD
DFW International Airport
3.00%
3.00%
Denver International Airport
2.38%
3.66%
3.00%
3.00%
0.00%
TBD
Metropolitan Airports Commission
1.50%
TBD
Metropolitan Washington Airports Authority
3.00%
TBD
Newark Liberty International
0.00%
TBD
Greater Orlando Aviation Authority
0.00%
TBD
Port Authority of New York and New Jersey
0.00%
TBD
City and County of San Francisco
3.00%
TBD
1.59%
3.22%
Organization
Chicago O'Hare International
Detroit Metropolitan Wayne County Airport
Houston Airport System
Hartsfield - Jackson Atlanta International
John F Kennedy International
Los Angeles International
McCarran International
Miami International Airport
Philadelphia International
Phoenix Sky Harbor International
Average
* 90% of employees are members of unions. The skilled trade folks are Prevailing Rate. For those on
the step system the structures did not increase for 2013, but we will likely have a retro on this once the
AFSCME contract is finalized. For management positions, the majority did not receive an increase in
2013. There was no merit pool set for them. (COLA – 0%, Market Adjustment – 0%, Merit – 1% Step
Increase – for those receiving – 4.5%)
CITY OF CHARLOTTE/CLT AIRPORT
SWORN POLICE STATUS
REPORTED BY BENCHMARK ORGANIZATIONS
Organization
Status of Sworn Airport Police Officers
Chicago O'Hare International
Local Law Enforcement - Chicago Police Department
Denver International Airport
Local Law Enforcement
DFW International Airport
Part of the Airport Authority
Houston Ariport System
Local Law Enforcement
Metropolitan Airports Commission
Part of the Airport Authority
Metropolitan Washington Airports Authority
Part of the Airport Authority
Port Authority of New York and New Jersey
Part of the Airport Authority
Greater Orlando Aviation Authority
Local Law Enforcement
City and County of San Francisco
Local Law Enforcement
Current Market Rate
Geo. Adj. Weighted
Median Salary –
Average All
Organizations
AOM Average
$89,329
$94,780
AOM Average for Finance, P&D,
Building Maintenance,
Construction Maintenance
AOM Average for Airside, Field
Maintenance, Terminal
Operations
AOM – Special Assistant to the
Aviation Director
$88,499
$102,991
$89,294
$92,743
$96,891
$107,019
As can be seen from the data presented above, the Airport Operations Managers responsible for
Finance, Planning and Development, Building Maintenance and Construction have a higher
market rate ($103,086) than the other AOM’s ($93,749), other than the Special Assistant to the
Aviation Director ($107,019).
(2) Airport Operations Supervisor
The Airport Operations Supervisor positions show a similar disparity when the job assignments
with the lower market median are compared to those with the higher market median.
Current Market Rate
Geo. Adj. Weighted
Median Salary – All
Organizations
AOS Average
$54,837
$63,882
AOS Average for Badging,
Security, Parking Operations, and
Parking Admin.
AOS
Average
for
Ground
Transportation
$54,837
$65,359
$54,837
$55,019
Classification Review Report Aviation Department
City of Charlotte, North Carolina
CLASSIFICATION REVIEW
EXECUTIVE SUMMARY
The review of the City of Charlotte Aviation Department classifications resulted in recommendations
concerning job title changes as shown in the chart below. These recommendations were based on a
review of the Airport’s job descriptions, a tour of the airport, discussions with the managers and the
market data. It should be noted that the recommendations are based primarily on market data,
without consideration of the internal value of these positions. The internal value of the jobs should be
considered prior to implementing recommendations based solely on market data.
Current Job Title
Airport Operations Manager – Finance,
Landside, Planning and Development,
Building Maintenance, Construction
Maintenance
Airport Operations Manager – Airside,
Security, Field Maintenance, Terminal
Operations
Airport Operations Manager - Special
Assistant to the Aviation Director
Airport Operations Supervisor – Security,
Badging
Proposed New Job Title
Airport Operations Manager II
Airport Operations Supervisor – Airport
Operations Supervisor, Parking
Administration, Parking Operations
Airport Operations Supervisor II
Airport Operations Supervisor – Ground
Transportation
Airport Operations Officer - Operations
Airport Operations Officer – Badging,
Ground Transportation, International
Assistants, Work and Inventory Control
Labor Crew Chief II
Equipment Operator III
Equipment Operator II
Equipment Operator I
Conveyor and Loading Bridge Technician
Conveyor and Loading Bridge Technician Sr
Airport Operations Supervisor I
Airport Operations Manager I
Special Assistant to the Aviation Director or
Airport Operations Manager II
Airport Operations Supervisor III
Airport Operations Officer II
Airport Operations Officer I
Airport Maintenance Crew Chief
Airfield Maintenance Technician III
Airfield Maintenance Technician II
Airfield Maintenance Technician I
Insufficient Data
Insufficient Data
BACKGROUND
As part of the City of Charlotte’s Aviation Department Compensation Study, The Waters Consulting
Group, Inc. was asked to evaluate several classification series to determine if the utilization of general
City classifications is appropriate for Aviation Department functions. Several classification series were
identified for review:
• Airport Operations Manager
• Airport Operations Officer
• Airport Operations Supervisor
• Equipment Operator
• Labor Crew Chief
• Systems Maintenance Mechanic
The classification review was also to dovetail with the compensation study so that (1) the classification
review could provide guidance about the titles and descriptions to be used in the compensation survey
to which other airports would match their jobs; (2) the common titles used at other Airports could
provide guidance about the City of Charlotte’s job titles; and, (3) WCG’s analysis would review all salary,
job description and job title information in order to reach an appropriate recommendation concerning
the classifications most appropriate for the positions at the City of Charlotte Department of Aviation.
METHODOLOGY
In accordance with the City of Charlotte’s request, The Waters Consulting Group, Inc. (WCG) evaluated
the six classification series identified above, as well as other job titles currently in use at the Airport.
The initial review involved:
• a comparison of the Aviation Department’s working job titles and job descriptions to the
City’s job descriptions for the official job titles;
• an on-site tour of the Airport to gain an understanding of the jobs and the unique
environment within with they work; and,
• a discussion with the management staff to determine their perceptions of the positions
and their relationship with their counterparts in other City departments.
A secondary review was conducted following the compensation survey results, to determine the
common titles for these positions used at comparable airports and to determine if the salary data for
positions at the airport supported the classification series identified and supported creating separate job
titles for the Aviation Department.
As a result of the initial review of the airport job descriptions, the tour of the airport and the discussion
with Aviation department managers, it was determined that some of the jobs were sufficiently different
to support a “working title” and the use of the Airport’s job description as the basis for the job summary
developed for the salary survey document. Those jobs were:
• Equipment Operator: This job was titled Airfield Maintenance Technician, with three
levels in the classification series.
• Labor Crew Chief: This position is a single-incumbent position and was titled as Airfield
Maintenance Crew Chief.
• Systems Maintenance Mechanic: In discussion with the managers at the Airport, most of
the Systems Maintenance Mechanic positions were not included in the salary survey. It
was determined that the skilled trades/building maintenance job assignments (Plumbing,
Electrical, etc.) were represented by the City’s normal salary survey and that separate job
titles did not need to be surveyed. However, it was also determined that the assignment
related to the maintenance of the conveyor systems and the loading bridge should be
surveyed, with an airport-specific title of Conveyor and Loading Bridge Technician (two
levels).
Additionally, the specific assignments for some of the classification series were surveyed individually, to
determine if assignment-specific classification series should be developed:
• Airport Operations Manager was separated into nine (9) separate job titles, representing
the job assignments for Airside Operations, Building Maintenance, Construction Projects,
Field Maintenance, Finance, Landside, Planning and Development, Security and Terminal
Operations.
• Airport Operations Supervisor was separated into five (5) separate job titles, again
representing the job assignments for the typical Airport Operations Supervisor, Parking
Administration, Badging, Parking Operations, and Security.
• Airport Operations Officer was separated into four (4) job assignments for the typical
Operations Officer, Badging, Ground Transportation and International Arrivals Assistant.
FINDINGS
WCG evaluated the market data relative to common job titles utilized at airports and relative to the
market data. The findings based upon that evaluation are presented below.
(1) Airport Operations Manager
An analysis of the salary data for the nine (9) Airport Operations Manager job titles resulted in
various job titles being grouped together. The following chart shows the current market rate
and the salary survey market rate. The jobs were grouped together based upon the survey
market rate.
Current Market Rate
Geo. Adj. Weighted
Median Salary –
Average All
Organizations
AOM Average
$89,329
$94,780
AOM Average for Finance, P&D,
Building Maintenance,
Construction Maintenance
AOM Average for Airside, Field
Maintenance, Terminal
Operations
AOM – Special Assistant to the
Aviation Director
$88,499
$102,991
$89,294
$92,743
$96,891
$107,019
As can be seen from the data presented above, the Airport Operations Managers responsible for
Finance, Planning and Development, Building Maintenance and Construction have a higher
market rate ($103,086) than the other AOM’s ($93,749), other than the Special Assistant to the
Aviation Director ($107,019).
(2) Airport Operations Supervisor
The Airport Operations Supervisor positions show a similar disparity when the job assignments
with the lower market median are compared to those with the higher market median.
Current Market Rate
Geo. Adj. Weighted
Median Salary – All
Organizations
AOS Average
$54,837
$66,304
AOS Average for Badging and
Security
AOS Average for AOS, Parking
Operations, and Parking Admin.
AOS
Average
for
Ground
Transportation
$54,837
$73,329
$54,837
$64,922
$54,837
$55,019
The Airport Operations Supervisors’ data differ depending on their job assignment. The
Supervisors assigned to Badging and Security have the highest market rate ($73,329); the AOS
and the Supervisors assigned to Parking Operations and Parking Administration have the next
highest rate ($64,922); and the Supervisors assigned to Ground Transportation have the lowest
market rate ($55,019).
(3) Airport Operations Officer
The Airport Operations Officer positions also show a similar disparity of the salary data
depending on the job assignment.
Current Market Rate
Geo. Adj. Weighted
Median Salary – All
Organizations
AOO Average
$46,426
$43,343
AOO Average for Operations
$46,426
$50,601
AOO Average for Badging Officer
and Ground Transportation
$44,926
$39,714
The salary data shows that the assignment for AOS - Operations has a higher market rate
($50,601) than the market rate ($39,714) for the Badging and Grounds Transportation
assignment. There was insufficient data for the International Arrivals and the Work and
Inventory Control assignments.
(4) Equipment Operator
The Department of Aviation currently utilizes the City’s generic job description for Equipment
Operator positions, with three levels in the classification series. Based upon the preliminary
review of these jobs, it was determined that a proposed title of Airfield Maintenance Technician
would be utilized in the salary survey. The market data collected for the three levels shows that
the City’s average current market rate for Equipment Operator ($37,442) is approximately 9%
below the market median salary of $40,789 based on the salary data collected.
(5) Labor Crew Chief
The Labor Crew Chief job title is also a generic title utilized by the City of Charlotte. Based on
the preliminary review of this position and its assignments, it was determined that a proposed
title of Airfield Maintenance Crew Chief would be utilized in the salary survey. The market data
collected for the Airfield Maintenance Crew Chief shows that the current market rate of $47,553
is 35.1% below the market median salary of $64,226.
(6) System Maintenance Mechanic – Conveyor and Bridge Technician
There was insufficient data for these two levels of this job assignment to utilize the data.
Job Titles:
The job titles reported by other organizations for these six classification series are wide ranged, as can
be seen below with the reported titles.
Airport Operations Manager – Matching Titles:
Airside: Manager, Airport Operations; Deputy Commissioner; Assistant Director, Airlines Division
Field Maintenance: General Manager of Airport Operations; Assistant Manager, Field Maintenance;
Manager I; Senior Superintendent, Airport Systems
Finance: Budget Officer; Manager VII; Deputy Commissioner; Assistant Director Finance; Manager,
Accounting and Finance
Security: Director, Security; Manager, Airport Operations; Managing Deputy Commissioner; Manager,
Airport Security; Manager 2; Assistant Director
Building Maintenance: Deputy Commissioner; Manager 2; Manager Terminal Services
Construction: Manager IV; Airport Planning Engineer; Project Manager; Managing Engineer; Assistant
Commissioner
Landside: Manager 2; Assistant Commissioner
Terminal Operations: Manager II; Manager, Landside and Customer Services; Manager of Customer
Services; Manager, Terminal Operations
Airport Operations Supervisor – Matching Titles:
Control Center: Airport Operations Supervisor; Chief Airport Operations Supervisor; Operations
Supervisor; Aviation Operations Rep Supervisor
Parking Operations: Airport Operations Supervisor; Airport Business Development Coordinator;
Landside Operations Supervisor; Parking Operations Shift Supervisor
Security: Airport Operations Supervisor; Manager of Aviation Security; Supervisor, Security; Security
Shift Supervisor
Badging: Airport Operations Supervisor; Assistant Commissioner; Manager, Physical Security; Senior
Security Coordinator; Badging Supervisor; Manager, Access Control; Operations Supervisor; Security
Access Supervisor
Ground Transportation: Airport Superintendent; Shift Supervisor of Ground Transportation; Landside
Services Supervisor; Assistant Manager, Ground Transportation; Ground Transportation Shift Supervisor
Airport Operations Officer – Matching Titles:
Airport Operations Officer (Inspection of fields, runways, etc.): Airport Operations Supervisor 1; Airport
Operations Agent; Supervisor Airfield Operations
Badging Officer: Aviation Security Agent; Physical Security Technician; Access Control Trusted Agent;
Airport Operations Assistant; Access Control Specialist; Manager – Aviation ID/Badging Operation
Airfield Maintenance Crew Chief (currently Labor Crew Chief) – Matching Titles:
Maintenance Group Supervisor; Airport Maintenance Foreman; Airport Maintenance Supervisor;
Assistant Manager Pavement and Grounds; Pavement Supervisor; Airport Supervisor
Airfield Maintenance Technician (currently Equipment Operator) – 3 Levels – Matching Titles:
Equipment Operator; Pavement Maintenance Worker; Paving Mechanic; Airport Maintenance Worker;
Airport Maintenance Repairer; Ground Maintenance Worker
As can be seen from the job titles listed above for the various job assignments, there is no consistency in
titling and no trends that can provide guidance to the City of Charlotte in determining appropriate job
titles.
RECOMMENDATIONS
Based upon the review of the airport-specific job descriptions, the job assignments, and the market
data, WCG presents the following recommendations. It should be noted that the recommendations are
based primarily market data, without consideration of the internal value of these positions. The internal
value of the jobs should be considered prior to implementing recommendations based solely on market
data.
Airport Operations Manager:
It is recommended that two levels of Airport Operations Manager be implemented:
• The first level would encompass the job assignments of Airside Operations, Security, Field
Maintenance, and Terminal Operations.
• The second level (the highest level) would encompass the job assignments of Finance,
Planning and Development, Building Maintenance and Construction Maintenance.
• Based on market data, the AOM – Special Assistant to the Aviation Director could be
grouped into the AOMII or could be a separate classification title, since the duties differ
significantly from other AOM’s.
These jobs could be grouped into Airport Operations Manager I and II, or could be grouped together to
establish an appropriate pay grade or market rate, based upon the average market data for each group.
Airport Operations Supervisor:
It is recommended that three levels of Airport Operations Supervisor be implemented:
• The first level would encompass the Ground Transportation assignment.
• The second level would encompass the AOS, Parking Administration, and Parking
Operations.
• The third level would encompass the assignments to Security and Badging.
As in the previous recommendation, the jobs could be grouped into Airport Operations Supervisor I, III
and III, or could be grouped together to establish an appropriate pay grade or market rate, based on the
average market data for each group.
Airport Operations Officer:
It is recommended that two levels of Airport Operations Officer be established:
• The first level would encompass the job assignments of Badging, Ground Transportation
and International Arrivals. While there was insufficient data for the International Arrivals
assignment, the two matches received indicate that this position should be in this level.
We would also recommend that the Officer assigned to Work and Inventory Control.
• The second level (and the highest) would encompass the operations assignment.
As in the previous recommendations, this could be accomplished be establishing a I and II level for
Airport Operations Officer or by grouping the job assignments together to establish an appropriate pay
grade or market rate for each of the two groups.
Airfield Maintenance Crew Chief (currently Labor Crew Chief):
It is recommended that the Labor Crew Chief be re-titled to Airfield Maintenance Crew Chief.
Airfield Maintenance Technician (currently Equipment Operator) – 3 Levels – Matching Titles:
It is recommended that the Equipment Operator classification series be re-titled to Airfield Maintenance
Technician. It might be appropriate to consider establishing only two levels for this classification series.
The Airport Operations Supervisors’ data differ depending on their job assignment. The
Supervisors assigned to Badging, Security, Parking Operations and Parking Administration have a
higher market rate ($65,359) when compared to the market rate for the Airport Operations
Supervisor assigned to Ground Transportation ($55,019).
(3) Airport Operations Officer
The Airport Operations Officer positions also show a similar disparity of the salary data
depending on the job assignment.
Current Market Rate
Geo. Adj. Weighted
Median Salary – All
Organizations
AOO Average
$46,426
$43,343
AOO Average for Operations
$46,426
$50,601
AOO Average for Badging Officer
and Ground Transportation
$44,926
$39,714
The salary data shows that the assignment for AOS - Operations has a higher market ($50,601)
rate than the market rate ($39,714) the Badging and Grounds Transportation assignment. There
was insufficient data for the International Arrivals and the Work and Inventory Control
assignments.
(4) Equipment Operator
The Department of Aviation currently utilizes the City’s generic job description for Equipment
Operator positions, with three levels in the classification series. Based upon the preliminary
review of these jobs, it was determined that a proposed title of Airfield Maintenance Technician
would be utilized in the salary survey. The market data collected for the three levels shows that
the City’s average current market rate for Equipment Operator ($37,442) is approximately 9%
below the market median salary of $40,789 based on the salary data collected.
(5) Labor Crew Chief
The Labor Crew Chief job title is also a generic title utilized by the City of Charlotte. Based on
the preliminary review of this position and its assignments, it was determined that a proposed
title of Airfield Maintenance Crew Chief would be utilized in the salary survey. The market data
collected for the Airfield Maintenance Crew Chief shows that the current market rate of $47,553
is 35.1% below the market median salary of $64,226.
(6) System Maintenance Mechanic – Conveyor and Bridge Technician
There was insufficient data for these two levels of this job assignment to utilize the data.
Job Titles:
The job titles reported by other organizations for these six classification series are wide ranged, as can
be seen below with the reported titles.
Airport Operations Manager – Matching Titles:
Airside: Manager, Airport Operations; Deputy Commissioner; Assistant Director, Airlines Division
Field Maintenance: General Manager of Airport Operations; Assistant Manager, Field Maintenance;
Manager I; Senior Superintendent, Airport Systems
Finance: Budget Officer; Manager VII; Deputy Commissioner; Assistant Director Finance; Manager,
Accounting and Finance
Security: Director, Security; Manager, Airport Operations; Managing Deputy Commissioner; Manager,
Airport Security; Manager 2; Assistant Director
Building Maintenance: Deputy Commissioner; Manager 2; Manager Terminal Services
Construction: Manager IV; Airport Planning Engineer; Project Manager; Managing Engineer; Assistant
Commissioner
Landside: Manager 2; Assistant Commissioner
Terminal Operations: Manager II; Manager, Landside and Customer Services; Manager of Customer
Services; Manager, Terminal Operations
Airport Operations Supervisor – Matching Titles:
Control Center: Airport Operations Supervisor; Chief Airport Operations Supervisor; Operations
Supervisor; Aviation Operations Rep Supervisor
Parking Operations: Airport Operations Supervisor; Airport Business Development Coordinator;
Landside Operations Supervisor; Parking Operations Shift Supervisor
Security: Airport Operations Supervisor; Manager of Aviation Security; Supervisor, Security; Security
Shift Supervisor
Badging: Airport Operations Supervisor; Assistant Commissioner; Manager, Physical Security; Senior
Security Coordinator; Badging Supervisor; Manager, Access Control; Operations Supervisor; Security
Access Supervisor
Ground Transportation: Airport Superintendent; Shift Supervisor of Ground Transportation; Landside
Services Supervisor; Assistant Manager, Ground Transportation; Ground Transportation Shift Supervisor
Airport Operations Officer – Matching Titles:
Airport Operations Officer (Inspection of fields, runways, etc.): Airport Operations Supervisor 1; Airport
Operations Agent; Supervisor Airfield Operations
Badging Officer: Aviation Security Agent; Physical Security Technician; Access Control Trusted Agent;
Airport Operations Assistant; Access Control Specialist; Manager – Aviation ID/Badging Operation
Airfield Maintenance Crew Chief (currently Labor Crew Chief) – Matching Titles:
Maintenance Group Supervisor; Airport Maintenance Foreman; Airport Maintenance Supervisor;
Assistant Manager Pavement and Grounds; Pavement Supervisor; Airport Supervisor
Airfield Maintenance Technician (currently Equipment Operator) – 3 Levels – Matching Titles:
Equipment Operator; Pavement Maintenance Worker; Paving Mechanic; Airport Maintenance Worker;
Airport Maintenance Repairer; Ground Maintenance Worker
As can be seen from the job titles listed above for the various job assignments, there is no consistency in
titling and no trends that can provide guidance to the City of Charlotte in determining appropriate job
titles.
RECOMMENDATIONS
Based upon the review of the airport-specific job descriptions, the job assignments, and the market
data, WCG presents the following recommendations. It should be noted that the recommendations are
based primarily market data, without consideration of the internal value of these positions. The internal
value of the jobs should be considered prior to implementing recommendations based solely on market
data.
Airport Operations Manager:
It is recommended that two levels of Airport Operations Manager be implemented:
• The first level would encompass the job assignments of Airside Operations, Security, Field
Maintenance, and Terminal Operations.
• The second level (the highest level) would encompass the job assignments of Finance,
Planning and Development, Building Maintenance and Construction Maintenance.
• Based on market data, the AOM – Special Assistant to the Aviation Director could be
grouped into the AOMII or could be a separate classification title, since the duties differ
significantly from other AOM’s.
These jobs could be grouped into Airport Operations Manager I and II, or could be grouped together to
establish an appropriate pay grade or market rate, based upon the average market data for each group.
Airport Operations Supervisor:
It is recommended that two levels of Airport Operations Supervisor be implemented:
• The first level would encompass the Ground Transportation assignment.
• The second level would encompass the AOS, Security, Badging, parking Administration,
and Parking Operations.
As in the previous recommendation, the jobs could be grouped into Airport Operations Supervisor I and
II, or could be grouped together to establish an appropriate pay grade or market rate, based on the
average market data for each group.
Airport Operations Officer:
It is recommended that two levels of Airport Operations Officer be established:
• The first level would encompass the job assignments of Badging, Ground Transportation
and International Arrivals. While there was insufficient data for the International Arrivals
assignment, the two matches received indicate that this position should be in this level.
• The second level (and the highest) would encompass the operations assignment.
As in the previous recommendations, this could be accomplished be establishing a I and II level for
Airport Operations Officer or by grouping the job assignments together to establish an appropriate pay
grade or market rate for each of the two groups.
Airfield Maintenance Crew Chief (currently Labor Crew Chief):
It is recommended that the Labor Crew Chief be re-titled to Airfield Maintenance Crew Chief.
Airfield Maintenance Technician (currently Equipment Operator) – 3 Levels – Matching Titles:
It is recommended that the Equipment Operator classification series be re-titled to Airfield Maintenance
Technician. It might be appropriate to consider establishing only two levels for this classification series.
CITY OF CHARLOTTE/CLT AIRPORT
MARKET SUMMARY - 100% OF MARKET
CLT
Current
Market
Rate - % Geographica
to Reach lly Adjusted
Survey
Aged
Market Median Base
Median
Salary
City of Charlotte/CLT Airport Data
Average
Base Salary
Current
Market
Rate
Averge
# Incs.
Averge
FLSA
Market Average Pay Range
Min
Mid
Max
Airport Operations Mgr Airside
108
Airport Operations Manager - Airside
E
2
$78,869
$85,681
8.5%
$92,939
$74,559
$91,392
$108,777
Airport Operations Mgr Admin
112
Airport Operations Manager - Finance
E
1
$96,893
$96,891
9.8%
$106,433
$86,099
$97,621
$110,349
27%
Airport Oper Mgr Landside
113
Airport Operations Manager - Landside
E
1
$83,947
$93,315
9.1%
$101,761
$87,181
$92,813
$98,445
14%
Airport Oper Mgr Bld Maint
114
Airport Operations Manager - Planning and Development
E
1
$83,736
$94,939
Airport Oper Mgr Bld Maint
109
Airport Operations Manager - Building Maintenance
E
1
$83,737
$94,939
7.0%
$101,579
$78,135
$92,580
$104,661
33%
Airport Oper Mgr Bld Maint
110
Airport Operations Manager - Construction Projects
E
1
$102,110
$94,939
7.6%
$102,192
$76,684
$92,316
$107,760
Airport Oper Mgr Landside
115
Airport Operations Manager - Security
E
1
$83,951
$93,315
5.2%
$98,184
$74,887
$101,465
$118,057
56%
Airport Operations Mgr Airside
116
Airport Operations Manager - Terminal Operations
E
1
$77,113
$85,681
5.2%
$90,105
$76,456
$98,107
$119,757
56%
Airport Oper Mgr Field Maint
111
Airport Operations Manager - Field Maintenance
E
1
$78,401
$88,886
1.0%
$89,743
$69,661
$81,881
$94,571
35%
Airport Operations Mgr Admin
104
Special Assistant to the Aviation Director
E
1
$95,856
$96,891
10.5%
$107,019
$83,594
$98,441
$113,297
34%
City Job Title
Airport Operations Supervisor
Survey
Job No.
120
Survey Title
AOM Average
$89,328
$94,780
AOM Average Finance,Landside, P&D, Building Maint., Construc
Maint.
$88,499
$102,991
AOM Average Airside, Security, Field Maint.,Terminal
$89,294
$92,743
Special Assistant to the Aviation Director
$96,891
$107,019
Airport Operations Supervisor
NE
$54,837
Range
Spread
45%
39%
5
$49,448
16.9%
$64,107
$49,647
$65,256
$81,707
Airport Operations Supervisor
121
Airport Operations Supervisor - Airport Parking Administrator
NE
1
$57,954
$54,837
$57,024
$85,105
$103,498
82%
Airport Operations Supervisor
123
Airport Operations Supervisor - Parking Operations Supervisor
NE
0
$0
$54,837
19.9%
$65,737
$53,155
$64,246
$75,970
42%
64%
Airport Operations Supervisor
124
Airport Operations Supervisor - Security
NE
2
$51,643
$54,837
37.2%
$75,230
$55,625
$71,529
$87,433
57%
Airport Operations Supervisor
122
Airport Operations Supervisor - Badging
NE
1
$54,178
$54,837
30.3%
$71,427
$56,861
$68,565
$80,863
41%
Airport Operations Supervisor
129
Airport Operations Supervisor - Ground Transportation
NE
3
$49,646
$54,837
0.3%
$55,019
$47,025
$57,463
$68,025
44%
AOS Average
$54,837
16.5%
$63,882
AOS Average AOS, Security, Badging, Parking Admin and Ops
$54,837
19.2%
$65,359
AOS Average Ground Transportation
$54,837
0.3%
$55,019
Airport Operations Officer
127
Airport Operations Officer
NE
24
$41,600
$46,426
9.0%
$50,601
$42,800
$54,698
$68,719
60%
Airport Operations Officer
128
Airport Badging Officer
NE
6
$40,781
$46,426
-20.1%
$37,079
$35,098
$45,422
$56,682
61%
Airport Operations Officer
130
Ground Transportation Officer
NE
7
$40,910
$46,426
-8.8%
$42,349
$31,402
$39,491
$48,248
54%
Airport Operations Officer
142
International Arrivals Assistant
NE
16
$24,570
$43,426
Airport Operations Officer
146
Work & Inventory Control Officer
NE
1
$40,947
$46,426
AOO Average
$46,426
AOO Average Operations
$46,426
$43,343
$50,601
AOO Badging, Ground Transportation, International Assistant
$46,426
$39,714
Work and Inventory Control Officer - Insufficient Data
Labor Crew Chief II
133
Airfield Maintenance Crew Chief
NE
4
$46,113
$47,553
35.1%
$64,226
$46,815
$57,186
$67,533
43%
Equipment Operator III
134
Airfield Maintenance Technician III
NE
5
$41,227
$42,341
14.4%
$48,449
$35,962
$43,735
$51,497
42%
Equipment Operator II
135
Airfield Maintenance Technician II
NE
9
$35,658
$37,634
14.2%
$42,977
$31,230
$39,974
$48,719
56%
Equipment Operator I
136
Airfield Maintenance Technician I
NE
7
$30,079
$32,352
-4.4%
$30,941
$27,177
$34,244
$42,153
55%
Average Airfield Maintenance Technician
$37,442
System Maintenance Mechanic Senior
138
Conveyor and Loading Bridge Technician
NE
4
$48,990
$53,814
System Maintenance Mechanic Senior
139
Conveyor and Loading Bridge Technician
NE
4
$48,990
$53,814
$40,789
Insufficient Data for Analysis
The Waters Consulting Group, Inc.
1-1
5414103_3.XLS, Data Anal for Class. Review
Pay Practices Report Aviation Department
City of Charlotte, North Carolina
PAY PRACTICES REVIEW
EXECUTIVE SUMMARY
The most meaningful pay practice for purposes of evaluating the Aviation Department’s pay
practices is the fact that most of the surveyed organizations utilize pay structures to determine the
pay opportunity for their positions. Organizations that utilize step structures generally provide them
for trades and public safety.
It is recommended that the City of Charlotte consider developing pay structures for the Department
of Aviation positions, based upon the market data provided in the Market Analysis.
BACKGROUND
The Waters Consulting Group, Inc. (WCG) was retained by the City of Charlotte to conduct a
comprehensive review of its current compensation program in place for the Aviation Department.
As part of the compensation system, the following participant information and pay practices
questions were included in the survey document:
•
Participant Information:
Governing Body, Full-Time Employees, Part-Time
Employees, 2014 Budgets (Operating and Capital), and Unionization.
•
Pay Structures: General Information and Step Structure Information
•
Pay Increases
•
Bonuses, Allowances and Miscellaneous Practices
•
Shift Differential
•
On-Call Pay
The pay practice analysis sheets for each offering are provided at the end of this report.
The Waters Consulting Group, Inc.
1
Pay Practices Report Aviation Department
City of Charlotte, North Carolina
PARTICIPANT INFORMATION
Governing Body:
The City of Charlotte Aviation Department functions as other departments within the City
structure, reporting to the City Manager and governed by the City Council. Of eight (8) participants
in the pay practices survey, three (3) function within a City structure, similar to that of the City of
Charlotte Aviation Department. Five (5) of the participating organizations function within a
separate Airport Authority structure.
Number of Employees:
The number of employees varies greatly among the participants, as can be seen in the chart below:
Organization
# of Full-Time Employees
# of Part-Time Employees
Metropolitan Washington
1400
5
1764
14
603
55
541
N/A
Denver International
Provided city wide numbers
Provided city wide numbers
Houston Airports
352
27
San Francisco International
1463
N/A
Metro Airport Commission
555
10
Average # of Employees
954
22
City of Charlotte Aviation
244
148
Airports Authority
Dallas-Fort Worth International
Airport
Greater Orlando Aviation
Authority
Port Authority of New York and
New Jersey
(Minneapolis)
Department
The Waters Consulting Group, Inc.
2
Pay Practices Report Aviation
Department
City of Charlotte, North Carolinas
The number of total employees at the City of Charlotte’s Aviation Department is 59.8% less than
the average total employees of the participating organizations. While Charlotte-Douglas Airport
ranks 8th in the United States relative to enplanements (2012), the majority of flights into the airport
are connecting flights not terminating flights.
Budget:
The operating budgets of the participants also vary greatly, with the lowest being $215M and the
highest being $1.1B. The City of Charlotte’s Aviation Department’s operating budget is $493.3M.
The airports’ capital budgets ranged from $7.8M to $235M. The City of Charlotte’s Aviation
department’s capital budget is $241.7M per year (Capital Investment Plan had Aviation budgeted for
$966.8M from 2014-2018). The importance of this budget comparison, as well as the comparison of
the number of employees, is that it provides information which can be utilized to inform decisions
relative to organizational structure.
Unionization:
The City of Charlotte does not have unions, as public employees are prohibited from organizing in
the State of North Carolina. Of the seven participating airports, two have no unions and six (6)
have unions. Of those organizations which have unions, the employees covered under bargaining
agreements are generally public safety, trades, and maintenance.
PAY STRUCTURES
Four (4) participants have open range structures and one (1) reported having step structures for all
of their positions. One (1) of the participants reported having broadband pay structures for their
Exempt and Management employee groups, but also reported that the ranges are only 60% in width.
That same participant uses a step structure for their Non-Exempt employees. Another (1)
organization uses a dual open range and broadband system, with reported ranges spreads of 50-60%.
While yet another (1) participant uses step structures for their Exempt and Non-Exempt positions
and employs a hybrid step and open range for their Management employees.
The Waters Consulting Group, Inc.
3
Pay Practices Report Aviation Department
City of Charlotte, North Carolina
In summary, the majority of organizations have open range structures for most of their positions,
while the rest use unique combinations of step, broadband and open ranges. This information
concerning pay structures indicates that the majority of participating airports utilize traditional pay
ranges to define the pay opportunity for airport positions, as opposed to utilizing a broad band
system.
PAY INCREASES
Merit Increases:
The majority of participants provide merit increases as a % added to the employee’s base pay. Some
reported provided lump sum merit increases if the employee’s pay was at the maximum of the range
or in other specific situations.
Cost of Living Adjustments:
Only two organizations reported granting cost of living adjustments (COLA’s).
Pay Structure Adjustments:
All organizations reported that employees do not receive pay structure adjustments, unless their
salary is below the new minimum of their assigned pay range, in which case their salary is moved to
the new minimum of the pay range.
Promotional Increases:
Promotional salary increases varied from 4% to 10%. The one organization with a broadband
system sets a maximum dollar amount for promotions based on whether the promotion is within
the current pay band ($4,000 maximum) or between bands ($8,000 maximum).
The Waters Consulting Group, Inc.
4
Pay Practices Report Aviation Department
City of Charlotte, North Carolina
BONUSES
Two (2) participating organizations out of eight (8) reported providing bonuses to employees, one
based on performance and the other as a department devised incentive program. The remaining six
(6) organizations do not provide bonuses.
ALLOWANCES
Parking Allowances:
Only two (2) organizations reported providing free parking, when working at the airport.
Vehicle Allowances and/or Take-Home Vehicles:
Four (4) organizations reported that executives receive a vehicle allowance or a take-home vehicle.
A few organizations provide take-home vehicles for some airport positions such as airport
maintenance positions and airport operations positions.
Clothing Allowances:
None of the participants provide a clothing allowance to employees, although one organization
participates in the cost of required work boots.
Other:
Six (6) of eight (8) organizations report providing cell phones to specific positions.
EDUCATIONAL ASSISTANCE PROGRAMS
Seven (7) of the eight (8) participating organizations provide educational assistance to their
employees, with a maximum annual allowance ranging from $2,000 to $5,250.
The Waters Consulting Group, Inc.
5
Pay Practices Report Aviation Department
City of Charlotte, North Carolina
MISCELLANEOUS PROGRAMS
Participants reported a variety of other programs provided to employees and sometimes dependent
on the position/role within the organization: Telecommuting, Donated Leave, Jury Leave, Annual
Physicals, Deferred Compensation, Life and Disability Insurance, Voluntary Insurance Programs,
Voluntary Legal Assistance Program, Wellness Facility.
SHIFT DIFFERENTIAL
Seven (7) out of eight (8) participants provide shift differential pay to employees to work “off
shifts.” Pay ranges from $.50 to $.90, when based on an additional dollar amount/hour to work the
shift. When based on an additional % to base pay, shift differential pay ranges from 5% to 7% for
the “evening” shift and 10% to 12% for the “midnight” shift.
ON-CALL PAY
Five (5) participants provide “on-call pay” to employee who are required to “stand by” or “be on
call” for return to duty. “On-call pay” is only required to be paid when an employee who is “on
call” or on “stand-by” cannot use his/her time effectively.
The Waters Consulting Group, Inc.
6
Sponsored by:
THE WATERS
CONSULTING
GROUP, INC.
City of Charlotte, NC
City of Charlotte Aviation Department - Charlotte Douglas International Airport
2013 PAY PRACTICES SURVEY
>>> Step 1
Complete the Participant Information Sheet.
>>> Step 2
Enter your organization's name on each pay practices questionnaire sheet.
>>> Step 3
Enter data applicable to your organization in response to pay practices
information requested in column headers for aviation employees if different
from employees in other departments. If pay practices differ for
different groups of employees (e.g., Exempt and Non-Exempt;
or Labor & Trades, Clerical, Management, etc.), please report data separately for each group.
A sample organization row has been provided on each sheet to show the format
in which the data should be entered.
Please save your completed survey as " City of Charlotte Aviation 2013 Pay Practices Survey - Your Organization Name"
and email it to the consultant listed below, who is also the person to contact if you have any question regarding the survey.
We sincerely appreciate your attention to this survey. Please email your completed survey to us by:
22-Nov-13
Joyce Powell
The Waters Consulting Group, Inc.
5050 Quorum Drive, Suite 625
Dallas, Texas 75254
Direct:
Main
Fax
Email
214-466-2423
972-481-1950
972-481-1951
jpowell@watersconsulting.com
1 of 8
Participant Information
Name of Organization:
Contact Name:
Contact Title:
Telephone Number:
Email Address:
Please indicate your governing body,
e.g., City Manager, Mayor, Airport
Authority Board of Directors, etc.
Please indicate:
The number of full-time employees
The number of part-time employees
Annual Operating Budget (2014)
Annual Capital Budget (2014)
Whether union environment and for what positions
2 of 8
PAY PRACTICES - GENERAL
PAY STRUCTURES
Employee Group
Organization
What is the width of
What point in the pay
Are your organization's pay
the pay ranges - the
structure is the target that
structures a step system, an open
range spread
you would like to see all your
range system, or a combined step
expressed as a %
employees reach in a
system and a range system (i.e. step
from the entry-level to reasonable period of time?
List the employee group by pay
system up to midpoint and then open
(Midpoint, maximum,
the maximum/top
structure that you have and answer pay range above midpoint)? If step
bottom of the 3rd quartile,
level: "Maxthe questions for each structure type
system, see next tab.
top step, etc.)
Min/Min"
What ways do employees move through If you have a pay for performance
the pay ranges? (Merit increases, across system (i.e. merit increase based on
Are any positions under special pay
Does your organization have a Broadband Pay
performance rating), what is the
plans, like skill-based pay or
the board increases, step increases,
Structure? If so, how are the individual
apprenticeships? Is so, please
market increases, etc) For any of these “matrix” that guides the % increase
market values/rates set for each job title?
given for the various performance
indicate which positions.
options, identify the average, annual %
levels - or attach the matrix
increase for 2013 fiscal year.
Sample Organization
Non-Exempt
open range/Broadband
92%-150%
at least 85% of market value
for the job - or within 15%
of the midpoint (or 50th%)
Merit increases, avg 3%
2.5 - 3.0 = 5.0%
2.0 - 2.4 = 3.0%
1.0 - 1.9 = 0.0%
Target employee's pay being at least at 85%
of the market rate, which is the median actual
salary for the job
No
Sample Organization
Exempt
open range/Broadband
92%-150%
at least 85% of market value
for the job - or within 15%
of the midpoint (or 50th%)
Merit increases, avg 3%
2.5 - 3.0 = 5.0%
2.0 - 2.4 = 3.0%
1.0 - 1.9 = 0.0%
Target employee's pay being at least at 85%
of the market rate, which is the median actual
salary for the job
No
0
Non-Exempt
0
Exempt
0
Management
0
0
0
PAY PRACTICES SURVEY - STEP PAY STRUCTURES
DO YOU HAVE A PAY PLAN WITH STEP STRUCTURES?
Organization
Sample Organization
Employee Group
Number of
Grades in
Structure
Number of
Steps Per
Grade
Step
Percentage
Time Period
Between Steps
Movement between
Steps Time Only, Time
and Performance or
Performance Only
No
n/a
n/a
n/a
n/a
n/a
0
Non-Exempt
0
Exempt
0
Management
0
THE WATERS CONSULTING GROUP, INC.
10 OF 8
PAY PRACTICES SURVEY - PAY INCREASES
Merit Increases
Organization
Sample Organization
Cost of Living Increases
Pay Structure
Adjustments
Are merit increases awarded as a
If you provide pay
Do you provide an If yes, is this in addition
% increase to base pay or
structure adjustment, is
annual Cost of
to a performance or
awarded as a lump sum, or as a
this increase passed on
merit increase?
Living Adjustment?
combination of the two?
to employees?
% increase to base pay
Yes
Yes
yes - empoloyees
brought to the new
minimum of the range;
employees within the
new range generally
don't receive increase
Is there a
minimum
and/or
maximum
increase for
promotions
Yes
If "Yes", what is
it?
5% up to 10%
Is there a pay
change for
demotions?
If "Yes", what is it?
Yes
Reduction to the
maximum of the
new pay range
Are there other
policies for pay
changes due to
transfers,
reassignments?
If "Yes", please
explain?
Yes
Individual review of
interal pay equity
within new assigned
job
0
0
THE WATERS CONSULTING GROUP, INC.
1 OF 8
PAY PRACTICES SURVEY - LUMP SUMS, ALLOWANCES & MISCELLANEOUS
BONUS PROGRAM
Organization
Sample Organization
Do you have
a bonus
incentive
program?
Yes
If yes, who is
eligible for the
program?
Management &
Executives
What was the
What are the target rates
average % or
Do you offer parking
Do you offer a clothing or
for the bonus program
amount provided
and/or vehicle
Do you offer Take-Home dry-cleaning allowance?
(% of base salary or flat
allowances? If yes, please Vehicles? If yes, please
If yes, please indicate
to eligible
dollar amount that can
indicate
eligible
positions.
eligible positions and
indicate
eligible
positions
employees in 2012be obtained by an
amounts.
and
amounts.
2013 for your bonus
employee as a bonus)?
program?
Up to 15% based on
performance ratings
EDUCATIONAL
ASSISTANCE PROGRAM
ALLOWANCES
11%
Executives - $300/month
Managers and Supervisors
vehicle allowance; All
over Security and
Employees - $50/month
Maintenance
parking allowance
Executives and
Management - Dry
Cleaning Allowance $50/month;
Union - Uniforms
provided
Other, Please Specify
(e.g., cell phone)
Cell phone and
technology allowances
provided to Executives
and Management
Does your
organization offer
education
assistance/tuition
reimbursement?
Yes
MISCELLANEOUS BENEFITS
If "yes" what is
the maximum
amount of the
reimbursement
per year?
What other types of miscleaneous benefits does
the organzaiton offer such as gym memberships,
workout facilites, ball chairs, flexible work
schedules, telecommuting
$1,600
Jury Leave (excused with pay and not reuqired to
return pay received for jury duty); Shared Sick
Leave for catastrophic situations, up to 45
calendar days/year; voluntary AFLAC insurance;
voluntary Whole Life Insurance
0
0
THE WATERS CONSULTING GROUP, INC.
10 OF 8
PAY PRACTICES SURVEY - SHIFT DIFFERENTIAL
If "Yes", please answer the following questions.
Organization
Sample Organization
0
0
Do Employees
Receive Shift
Differential Pay?
Number of
Shifts
Yes
3
Second Shift
Third Shift
Do employees rotate Differential ($/Per Differential ($/Per
Hour or % of base Hour or % of base
through shifts?
pay)
pay)
No
$0.25
$0.50
PAY PRACTICES SURVEY - ON CALL/STAND BY PAY
Organization
Sample Organization
0
0
Do employees
receive
additional pay
for On Call or
Stand By time?
If Yes, what rate are they paid?
Does the rate paid
vary by
Essential/NonEssential
designation for
"state of
emergency"?
Yes
$30.00 per day of standby assignment
No
If yes, please provide rates for
each designation:
While On Call or Stand By:
Essential
Designation
Rate
Non-Essential
Designation
Rate
Are employees required to stay onsite at the airport?
Are employees
allowed to complete
other duties?
_
_
No
N/A
PARTICIPANT INFORMATION
Organization
Governing Body
Metropolitan Washington Airports Airports Authority Board of
Authority
Directors
Number of FullTime Employees
Number of PartTime Employees
Annual Operating
Budget - 2014
Annual Capital
Budget - 2014
If unionized, employee groups covered
1,400
5
2013: $745.6M
2013: $670.2M
Trades and public safety
Greater Orlando Aviation
Authority
Airport Authority
603
55
2012: $215.1M
2012: $235.1M
Maintenance
DFW International Airport
Board of Directors
1,764
14
$368.8M
N/A
No unions
Port Authority Board of
Directors
541
N/A
$1.1B (2013)
$317.2M (2012)
Unionized operations, maintenance, police, and their
supervisors.
City and County of Denver/Denver
International Airport
Mayor
Provided City Wide
Numbers, not
comparable for this
purpose, requested
Aviation Dept specific
numbers
Provided City Wide
Numbers, not
comparable for this
purpose, requested
Aviation Dept specific
numbers
Provided City Wide
Numbers, not
comparable for this
purpose, requested
Aviation Dept specific
numbers
N/A
No unions
City of Houston - Human
Resources Department
Mayor
352
27
$456M
$5.98M
union for municipal employees, Fire union, & Police union
City and County of San Francisco
Mayor
1,463
N/A
$868.5M
N/A
Yes, 90+% of workforce
Organized - Electricians, Painters, Carpenters, Plumbers,
Police, Police Supervisors, Firefighters, Firefighter
Supervisors, Airport Maintenance Workers, Heavy
Equipment Operators, Operating Engineers, Emergency
Communications Specialists
Port Authority of New York and
New Jersey
Metropolitan Airports Commission
Authority Board of Directors
(MSP)
555
10
$289.2M
$7.8M
Average
954
22
$577,595,745.62
$247,256,238.38
244
148
$493.3M
$241.7M ($966.8M
for four years)
City of Charlotte
City Manager
No unions
PAY PRACTICES - GENERAL
PAY STRUCTURES
Employee Group
Organization
Metropolitan Washington Airports Authority
Are your organization's pay
structures a step system, an open
range system, or a combined step
system and a range system (i.e. step
List the employee group by pay
system up to midpoint and then open
structure that you have and answer pay range above midpoint)? If step
the questions for each structure type
system, see next tab.
What point in the pay
What is the width of
structure is the target that What ways do employees move through
the pay ranges - the
you would like to see all your the pay ranges? (Merit increases, across
range spread
employees reach in a
the board increases, step increases,
expressed as a % from
reasonable period of time?
market increases, etc) For any of these
the entry-level to the
(Midpoint, maximum,
options, identify the average, annual %
maximum/top level:
bottom of the 3rd quartile,
increase for 2013 fiscal year.
"Max-Min/Min"
top step, etc.)
If you have a pay for performance
system (i.e. merit increase based on
Are any positions under special pay
Does your organization have a Broadband Pay
performance rating), what is the
plans, like skill-based pay or
Structure? If so, how are the individual market
“matrix” that guides the % increase
apprenticeships? Is so, please
values/rates set for each job title?
given for the various performance
indicate which positions.
levels - or attach the matrix
Exempt
Range system
40.00%
Midpoint
Merit increases, avg 3%
Varies year to year
No
No
Exempt & Non-Exempt
Open range system
63.00%
10 years to maximum
General increases - 3%
N/A
No
No
General Population
Open range/Broadband
50 - 60%
Midpoint
Merit increases, avg 3%
See DFW Performance Matrix
Did not provide
No
Port Authority of New York and New Jersey
Exempt
Broadband
60.00%
Not Defined
Merit increases, avg 0%
Not Defined
Market range based on 50P in market
No
City and County of Denver/Denver
International Airport
Exempt
Open range
60.00%
Midpoint
Merit increases, avg 2.38%
See Denver Performance Matrix
No
No
City of Houston - Municipal
Exempt
Open range
varies based on
attached ranges
Midpoint
across the board, avg 3%
Pay for performance not currently
negotiated in bargaining agreement
No
No
City and County of San Francisco
Exempt
Step
20.00%
top step
Step
N/A
No
All exempt and non-exempt nonorganized employees
Step
38.00%
Maximum
Annual step increase of 2.5% plus an
annual across the board adj.
Quasi-merit/step increase granted
with achieving expectations
performance
No, for certain positions, on an
execption basis ranges can be
exceeded
No
No
Exempt
Open range
60.00%
Midpoint
Merit increases, avg 3%
Varies
No
No
at least 90% of market value
for the job - or within 10%
of the midpoint (or 50th%)
Merit increases, avg 3%
See Charlotte Performance Matrix
Target employee's pay being at least at 85% of
the market rate, which is the median actual
salary for the job
No
Greater Orlando Aviation Authority
DFW International Airport
Metropolitan Airports Commission (MSP)
Most Common Response
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
46.83%
Exempt
Broadband
100.00%
PAY PRACTICES - GENERAL
PAY STRUCTURES
Employee Group
Organization
Metropolitan Washington Airports Authority
Are your organization's pay
structures a step system, an open
range system, or a combined step
system and a range system (i.e. step
List the employee group by pay
system up to midpoint and then open
structure that you have and answer pay range above midpoint)? If step
the questions for each structure type
system, see next tab.
What point in the pay
What is the width of
structure is the target that What ways do employees move through
the pay ranges - the
you would like to see all your the pay ranges? (Merit increases, across
range spread
employees reach in a
the board increases, step increases,
expressed as a % from
reasonable period of time?
market increases, etc) For any of these
the entry-level to the
(Midpoint, maximum,
options, identify the average, annual %
maximum/top level:
bottom of the 3rd quartile,
increase for 2013 fiscal year.
"Max-Min/Min"
top step, etc.)
If you have a pay for performance
system (i.e. merit increase based on
Are any positions under special pay
Does your organization have a Broadband Pay
performance rating), what is the
plans, like skill-based pay or
Structure? If so, how are the individual market
“matrix” that guides the % increase
apprenticeships? Is so, please
values/rates set for each job title?
given for the various performance
indicate which positions.
levels - or attach the matrix
Non-Exempt
Range system
40.00%
Midpoint
Merit increases, avg 3%
Varies year to year
No
No
Exempt & Non-Exempt
Open range system
63.00%
10 years to maximum
General increases - 3%
N/A
No
No
General Population
Open range/Broadband
50 - 60%
Midpoint
Merit increases, avg 3%
See DFW Performance Matrix
Did not provide
No
Port Authority of New York and New Jersey
Non-Exempt
Step System
50.00%
Not Defined
Step Increases, avg 4%
Not Defined
No
No
City and County of Denver/Denver
International Airport
Non-Exempt
Open range
46.00%
Midpoint
Merit increases, avg 2.38%
See Denver Performance Matrix
No
No
City of Houston - Municipal
Non-Exempt
Open range
varies based on
attached ranges
Midpoint
across the board, avg 3%
Pay for performance not currently
negotiated in bargaining agreement
No
Only 1 Electrician Apprentice
City and County of San Francisco
Non-Exempt
Step
20.00%
top step
Step
N/A
No
No
All exempt and non-exempt nonorganized employees
Step
38.00%
Maximum
Annual step increase of 2.5% plus an
annual across the board adj.
Quasi-merit/step increase granted
with achieving expectations
performance
No
No
Non-Exempt
Open range
40.00%
Midpoint
Merit increases, avg 3%
Varies
No
No
Non-Exempt
Broadband
150.00%
at least 90% of market value
for the job - or within 10%
of the midpoint (or 50th%)
Merit increases, avg 3%
See Charlotte Performance Matrix
Target employee's pay being at least at 85% of
the market rate, which is the median actual
salary for the job
No
Greater Orlando Aviation Authority
DFW International Airport
Metropolitan Airports Commission (MSP)
Most Common Response
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
PAY PRACTICES - GENERAL
PAY STRUCTURES
Employee Group
Organization
Metropolitan Washington Airports Authority
Are your organization's pay
structures a step system, an open
range system, or a combined step
system and a range system (i.e. step
List the employee group by pay
system up to midpoint and then open
structure that you have and answer pay range above midpoint)? If step
the questions for each structure type
system, see next tab.
What point in the pay
What is the width of
structure is the target that What ways do employees move through
the pay ranges - the
you would like to see all your the pay ranges? (Merit increases, across
range spread
employees reach in a
the board increases, step increases,
expressed as a % from
reasonable period of time?
market increases, etc) For any of these
the entry-level to the
(Midpoint, maximum,
options, identify the average, annual %
maximum/top level:
bottom of the 3rd quartile,
increase for 2013 fiscal year.
"Max-Min/Min"
top step, etc.)
If you have a pay for performance
system (i.e. merit increase based on
Are any positions under special pay
Does your organization have a Broadband Pay
performance rating), what is the
plans, like skill-based pay or
Structure? If so, how are the individual market
“matrix” that guides the % increase
apprenticeships? Is so, please
values/rates set for each job title?
given for the various performance
indicate which positions.
levels - or attach the matrix
Management
Range system
60.00%
Midpoint
Merit increases, avg 3%
Varies year to year
No
No
Exempt & Non-Exempt
Open range system
63.00%
10 years to maximum
General increases - 3%
N/A
No
No
General Population
Open range/Broadband
50 - 60%
Midpoint
Merit increases, avg 3%
See DFW Performance Matrix
Did not provide
No
Port Authority of New York and New Jersey
Management
Broadband
60.00%
Not Defined
Merit increases, avg 0%
Not Defined
Market range based on 50P in market
No
City and County of Denver/Denver
International Airport
Management
Open range
60.00%
Midpoint
Merit increases, avg 2.38%
See Denver Performance Matrix
No
No
City of Houston - Municipal
Management
Open range
varies based on
attached ranges
Midpoint
across the board, avg 3%
Pay for performance not currently
negotiated in bargaining agreement
No
No
City and County of San Francisco
Management
Step & Range System
25.00%
top step
Step
N/A
No
All exempt and non-exempt nonorganized employees
Step
38.00%
Maximum
Annual step increase of 2.5% plus an
annual across the board adj.
Quasi-merit/step increase granted
with achieving expectations
performance
No, for management positions, on
an execption basis ranges can be
exceeded
No
No
Management
Open range
60.00%
Midpoint
Merit increases, avg 3%
Varies
No
No
at least 90% of market value
for the job - or within 10%
of the midpoint (or 50th%)
Merit increases, avg 3%
See Charlotte Performance Matrix
Target employee's pay being at least at 85% of
the market rate, which is the median actual
salary for the job
No
Greater Orlando Aviation Authority
DFW International Airport
Metropolitan Airports Commission (MSP)
Most Common Response
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
51.00%
Management
Broadband
100.00%
PAY PRACTICES - GENERAL
PAY STRUCTURES
Employee Group
Organization
Are your organization's pay
structures a step system, an open
range system, or a combined step
system and a range system (i.e. step
List the employee group by pay
system up to midpoint and then open
structure that you have and answer pay range above midpoint)? If step
the questions for each structure type
system, see next tab.
REFERENCE ONLY
What point in the pay
What is the width of
structure is the target that What ways do employees move through
the pay ranges - the
you would like to see all your the pay ranges? (Merit increases, across
range spread
employees reach in a
the board increases, step increases,
expressed as a % from
reasonable period of time?
market increases, etc) For any of these
the entry-level to the
(Midpoint, maximum,
options, identify the average, annual %
maximum/top level:
bottom of the 3rd quartile,
increase for 2013 fiscal year.
"Max-Min/Min"
top step, etc.)
If you have a pay for performance
system (i.e. merit increase based on
Are any positions under special pay
Does your organization have a Broadband Pay
performance rating), what is the
plans, like skill-based pay or
Structure? If so, how are the individual market
“matrix” that guides the % increase
apprenticeships? Is so, please
values/rates set for each job title?
given for the various performance
indicate which positions.
levels - or attach the matrix
Bargaining
Open range system
Range width varies
approx 50% - 56%
N/A
General increases - 2013 not yet
negotiated
N/A
No
No
Metropolitan Airports Commission (MSP)
Airport Maintenance Worker
Step
61.00%
Maximum
Across the board/step increases
N/A
No
No
Metropolitan Airports Commission (MSP)
Heavy Equipment Specialist &
Mechanic Specialist
2-step range
13.60%
Top rate
Annual across the board adjustment
N/A
No
Additional pay for ASE certification
for Mechanic
Metropolitan Airports Commission (MSP)
Operating Engineer, Electrician,
Carpenter, Painter, Plumbers
Single rate
NA
Maximum rate
Annual across the board adjustment
N/A
No
No
Public Safety
Step system
N/A
N/A
N/A
N/A
N/A
Metropolitan Airports Commission (MSP)
Firefighter
5-step range
37.30%
Maximum rate
Across the board/step increases
N/A
No
Metropolitan Airports Commission (MSP)
Fire Captain
4-step range
8.10%
Maximum rate
Across the board/step increases
N/A
No
N/A
Educational incentive adder to base
pay for 4 stages of earning credits
toward a BA/BS degree
No
Metropolitan Airports Commission (MSP)
Police Sargeant & Lieutenant
Maximum rate
Across the board/step increases
N/A
No
Greater Orlando Aviation Authority
DFW International Airport
THE WATERS CONSULTING GROUP, INC.
Sergeant has steps and Lieutenant Sergeant is 13.5% and
Lieutenant is 38%
has 8 steps
Educational Incentive get 2.5% to
base rate for BS/BA attainment
City of Charlotte FY13 Merit Matrix - 3.0% Merit Budget
Exceptional
Exceeded Expectations
Achieved Expectations
Marginal Performance
Unacceptable Performance
Below Market
80% - 95%
4.0
3.5
3.0
2.5
At Market
95% - 105%
3.5
3.0
2.5
2.0
Above Market
> 105%
3.0
2.5
2.0
0
0
0
0
Denver 2012 Performance Matrix
5: Outstanding
4: Exceeds Expectations
3: Successful
2: Below Expectations
1: Failing
1st Quartile
3.4-3.8%
2.9-3.3%
2.4-2.8%
0.0-1.2%
0.00%
2nd Quartile
2.9-3.3%
2.4-2.8%
1.9-2.3%
0.0-0.7%
0.00%
3rd Quartile
2.4-2.8%
1.9-2.3%
1.1-1.5%
0.00%
0.00%
4th Quartile
1.9-2.3%
1.1-1.5%
0.6-1.0%
0.00%
0.00%
Range Maximum
Merit Payment (up to 1% of salary, lump sum)
Merit Payment (up to 1% of salary, lump sum)
0.00%
0.00%
0.00%
DFW FY13 Performance - Merit Matrix
Merit Budget - 3%
Merit Matrix (Performance Ratings)
Far Exceeds Expectations (3.6-4.0)
Exceeds Expectations (2.6- 3.59)
Meets Expectations (1.6-2.59)
Needs Improvement (0.5-1.59)
Minimum
4.25%
3.25%
1.75%
-
Maximum
5.00%
4.00%
3.00%
0.00%
PAY PRACTICES SURVEY - STEP PAY STRUCTURES
DO YOU HAVE A PAY PLAN WITH STEP STRUCTURES?
Organization
Metropolitan Washington Airports
Authority
Greater Orlando Aviation
Authority
DFW International Airport
Port Authority of New York and
New Jersey
City and County of
Denver/Denver International
Airport
City of Houston - Human
Resources Department
City and County of San Francisco
Metropolitan Airports Commission
(MSP)
Most Common Response
Employee Group
Number of
Grades in
Structure
Number of
Steps Per
Grade
Step
Percentage
Time Period
Between Steps
Movement between
Steps Time Only, Time
and Performance or
Performance Only
Non-Exempt, Nonexempt, and
Management
Varies
N/A
N/A
N/A
N/A
Non-Bargaining
13
N/A
N/A
N/A
N/A
Exempt
N/A
N/A
N/A
N/A
N/A
Exempt
N/A
N/A
N/A
N/A
N/A
Exempt
N/A
N/A
N/A
N/A
N/A
Exempt
N/A
N/A
N/A
N/A
N/A
Exempt
Every position has
a grade
typically 5 steps
5%
1 year
Time but can be with held
for performance
Exempt: Both
professional and
managers/supervisors
20
14
2.5%
1 year
Time and Performance
Exempt
Varies
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
16.50
Exempt
N/A
PAY PRACTICES SURVEY - STEP PAY STRUCTURES
DO YOU HAVE A PAY PLAN WITH STEP STRUCTURES?
Employee Group
Number of
Grades in
Structure
Number of
Steps Per
Grade
Step
Percentage
Time Period
Between Steps
Movement between
Steps Time Only, Time
and Performance or
Performance Only
Non-Exempt, Nonexempt, and
Management
Varies
N/A
N/A
N/A
N/A
Non-Bargaining
N/A
N/A
N/A
N/A
N/A
Non-Exempt
N/A
N/A
N/A
N/A
N/A
Non-Exempt ([Pav
Mechanics UOE)
12
6
4%
1 year
Time and Performance
City and County of
Denver/Denver International
Airport
Non-Exempt
N/A
N/A
N/A
N/A
N/A
City of Houston - Human
Resources Department
Non-Exempt
N/A
N/A
N/A
N/A
N/A
City and County of San Francisco
Non-Exempt
Every position has
a grade
typically 5 steps
5%
1 year
Time but can be with held
for performance
Metropolitan Airports Commission
(MSP)
Non-Exempt
14
14
2.5%
1 year
Time and Performance
Most Common Response
Non-Exempt
N/A
N/A
N/A
N/A
N/A
13
10
3.83%
N/A
N/A
N/A
N/A
N/A
Organization
Metropolitan Washington Airports
Authority
Greater Orlando Aviation
Authority
DFW International Airport
Port Authority of New York and
New Jersey
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
Non-Exempt
PAY PRACTICES SURVEY - STEP PAY STRUCTURES
DO YOU HAVE A PAY PLAN WITH STEP STRUCTURES?
Employee Group
Number of
Grades in
Structure
Number of
Steps Per
Grade
Step
Percentage
Time Period
Between Steps
Movement between
Steps Time Only, Time
and Performance or
Performance Only
Non-Exempt, Nonexempt, and
Management
Varies
N/A
N/A
N/A
N/A
Executive
N/A
N/A
N/A
N/A
N/A
DFW International Airport
Management
N/A
N/A
N/A
N/A
N/A
Port Authority of New York and
New Jersey
Management
N/A
N/A
N/A
N/A
N/A
Management
N/A
N/A
N/A
N/A
N/A
Management
N/A
N/A
N/A
N/A
N/A
Management
Every position has
a grade
typically 5 steps
5%
1 year
Time but can be with held
for performance
20
14
2.5%
1 year
Time and Performance
4
14
2.5%
1 year
Performance
N/A
N/A
N/A
N/A
N/A
12
14
3.33%
N/A
N/A
N/A
N/A
N/A
Organization
Metropolitan Washington Airports
Authority
Greater Orlando Aviation
Authority
City and County of
Denver/Denver International
Airport
City of Houston - Human
Resources Department
City and County of San Francisco
Exempt: Both
professional and
managers/supervisors
Metropolitan Airports Commission
Executive
(MSP)
Management
Metropolitan Airports Commission
(MSP)
Most Common Response
Management
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
Management
PAY PRACTICES SURVEY - STEP PAY STRUCTURES
DO YOU HAVE A PAY PLAN WITH STEP STRUCTURES?
Organization
Employee Group
Number of
Grades in
Structure
Number of
Steps Per
Grade
Step
Percentage
Time Period
Between Steps
Movement between
Steps Time Only, Time
and Performance or
Performance Only
REFERENCE ONLY
DFW International Airport
Greater Orlando Aviation
Authority
THE WATERS CONSULTING GROUP, INC.
Public Safety
5
1-7
4 - 11%
1 - 2 years
Time and Performance
Bargaining
N/A
N/A
N/A
N/A
N/A
PAY PRACTICES SURVEY - PAY INCREASES
Merit Increases
Organization
DFW International Airport
Greater Orlando Aviation
Authority
Metropolitan Washington
Airports Authority
Port Authority of New York
and New Jersey
City and County of
Denver/Denver International
Airport
City of Houston - Human
Resources Department
City and County of San
Francisco
Metropolitan Airports
Commission (MSP)
Most Common Response
Cost of Living Increases
Are merit increases awarded as Do you provide an
a % increase to base pay or
annual Cost of
awarded as a lump sum, or as a
Living
combination of the two?
Adjustment?
General employees are applied
to base; Executives may receive
a combination depending on
their compa-ratio
% of base pay, lump if at max
Generally base but can be
combo
% increase to base pay
% increase to base pay
% to base pay
N/A
All increases are additions to
base rate
% increase to base pay
No
No
No
No
No
No
Pay Structure
Adjustments
If "Yes", what is it?
Are there other
policies for pay
changes due to
transfers,
reassignments?
If "Yes", please explain?
4-10%
Per policy, a
demotion may
include a
reduction in pay
4-10% or to the
new maximum
Yes
Individual review of
internal pay equity within
new assigned job
N/A
Yes - employees brought
to the new minimum of
Set amount, or
the range; employees
to new
within the new range
minimum
generally don't receive
increase
6.0%
No
N/A
No
N/A
N/A
Yes - employees brought
to the new minimum of
the range; employees
no min- yes max
within the new range
generally don't receive
increase
10% max
Can be
Varies
No
N/A
N/A
Periodic structure
adjustment provided to
increase salary ranges
Yes
Guideline provided. Basically,
$4,000 increase for within-band
promotion; $8,000 increase for
band-to-band promotion.
Exceptions possible.
Yes
Equivalent to
promotion increase
Yes
Within-band Promotion
provided for competitive
selection to vacancy in a
new area
N/A
Yes - employees brought
to the new minimum of
the range; employees
within the new range
generally don't receive
increase
Yes
6.9%
No
N/A
No
N/A
N/A
Yes - employees brought
to the new minimum of
the range; employees
within the new range
generally don't receive
increase
Sometimes
each case reviewed
independently
based on
circumstances
No
N/A
They would keep
there step but paid
at the grade of the
lower class
Yes
It is based on the type of
appointment
No
N/A
No
N/A
Yes
Employee's compensation
could increase, decrease or
remain the same
depending on individual
circumstances.
If "Yes", what is it?
Is there a pay
change for
demotions?
N/A
Yes - employees brought
to the new minimum of
Per policy, a
the range; employees
promotion may
within the new range
include an
generally don't receive increase in pay
increase
If yes, is this in
addition to a
performance or merit
increase?
If you provide pay
structure adjustment, is
this increase passed on to
employees?
Yes
Yes - Employee grades
are adjusted to the grade
closest to the
It is bargained as wage
corresponding wage
adjustment
increase. The steps
associated with the grade
reflect the increase
Yes
No
Is there a
minimum
and/or
maximum
increase for
promotions
No
Yes
10.0%
Yes
Yes
Yes - employees brought
to the new minimum of
the range; employees
within the new range
generally don't receive
increase
Typically 5%
minimum
5.0%
Usually a freeze
until pay falls
within new range
N/A
Yes - employees brought
to the new minimum of
the range; employees
within the new range
generally don't receive
increase
Yes
Varies
No
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
N/A
N/A
7.48%
Majority % increase to base
pay, but can give combination
or all lump sum
No
N/A
no. Depts can choose to
bring to 85%
No
N/A
Sometimes
Variable - based on
internal equity
PAY PRACTICES SURVEY - BONUSES, ALLOWANCES & MISCELLANEOUS
BONUS PROGRAM
Organization
DFW International Airport
EDUCATIONAL
ASSISTANCE PROGRAM
ALLOWANCES
What was the
average % or
What are the target rates for the
Do you offer parking
Does your
Do you have
bonus program (% of base
amount provided to and/or vehicle allowances? Do you offer Take-Home Do you offer a clothing or
organization offer
a bonus If yes, who is eligible
dry-cleaning allowance? If Other, Please Specify (e.g.,
Vehicles? If yes, please
If yes, please indicate
education
salary or flat dollar amount that eligible employees
cell phone)
yes, please indicate eligible
incentive
for the program?
indicate eligible positions.
eligible positions and
assistance/tuition
can be obtained by an employee in 2012-2013 for
positions and amounts.
program?
amounts.
reimbursement?
your bonus
as a bonus)?
program?
Yes
FT Employees and
Executives
Employees receive a flat dollar
amount based on performance
rating of Far Exceeds or Exceeds
expectations; Executives receive up
to 15% of base based on
performance rating and company
goals being met
MISCELLANEOUS BENEFITS
If "yes" what is
the maximum
amount of the
reimbursement
per year?
What other types of miscellaneous benefits does the
organization offer such as gym memberships, workout
facilities, ball chairs, flexible work schedules, telecommuting
Yes
$5,250
Senior Executives and the Director of Audit receive an
annual medical physical, Deferred compensation, life
insurance, disability benefits, voluntary AFLAC insurance,
voluntary Whole Life Ins, voluntary legal services, wellness
facility FT Employees receive Wellness facility, life insurance,
disability benefits, voluntary AFLAC, voluntary legal services,
voluntary Whole Life Ins
??
No
Senior Executives,
Director of Audit and
Public Safety leadership
No
Cell phone allowance for
all Executives and for FT
employees if needed for
job and approved by
leadership
Employees - free parking
while working
Exec Director vehicle
allowance of
$7305/annually
No
Work boot assistance
Cell phones and laptops
to certain positions
Yes
$2,500
Jury leave
No
Cell phones to executives
only
Yes
$2,000
FWS, telecommute, donated leave pgm
Greater Orlando Aviation
Authority
No
N/A
N/A
N/A
Metropolitan Washington
Airports Authority
No
N/A
N/A
N/A
Port Authority of NY & NJ
No
N/A
N/A
N/A
No
Department Directors and
Facilities Manager
No
Cellphone Provided For
Designated Management
Staff
N/A
N/A
N/A
City and County of
Denver/Denver International
Airport
No
N/A
N/A
N/A
No
No
No
N/A
Yes
Not currently
funded
N/A
Varies by
departments
City-wide free parking/use
to have vehicle allowance
some executive positions
now included in base pay
Take-home vehicles
depends on position
requirements
No
Cell phone and
technology provided to
Executives and
Management
Varies by
departments
Varies by
departments
Jury Leave (excused with pay and not required to return pay
received for jury duty); Shared Sick Leave for catastrophic
situations, up to 45 calendar days/year; voluntary AFLAC
insurance; voluntary Whole Life Insurance; flexible work
schedules, telecommuting
No
Yes
Varies by union
Telecommuting, Employee Assistance Program (EAP),
Flexible Spending Accounts, Credit Union membership
eligibility, Commuter benefits.
Yes
$3,500
Flexible work schedule where feasible; vacation donation to
seriously ill employees; earned vacation hours sell-back
Yes
Varies
Varies
City of Houston - Human
Resources Department
City and County of San
Francisco
Incentive only Varies by departments
No
N/A
Varies by departments
N/A
N/A
Executives - either a car or
Executive positions only
monthly expense reimb.
No
Use of Central City Car
pool, All employees have
Varies by Union and type
access provided it is work
of work
related and approved by
department
Metropolitan Airports
Commission
No
N/A
N/A
N/A
No
Airfield Maintenance
Managers, Fire Chief,
Police Chief, Executive
Director/CEO, Airside
Operations Manager
Most Common Response
No
N/A
N/A
N/A
No
No
No
Cell phones provided to
Executives, and to
management based on
need
No
Cell Phone Allowance
Average
City of Charlotte
THE WATERS CONSULTING GROUP, INC.
$3,312.50
Yes
All Emps
$250-750
1.50%
Executives - $475 month
No
No
No
Yes
$5,250
Jury Leave (excused with pay and not required to return pay
received for jury duty); Shared Sick Leave for catastrophic
situations, up to 45 calendar days/year; voluntary AFLAC
insurance; voluntary Whole Life Insurance, flex scheduling,
telecommuting, job share
10 OF 16
PAY PRACTICES SURVEY - SHIFT DIFFERENTIAL
If "Yes", please answer the following questions.
Do Employees
Receive Shift
Differential Pay?
Number of
Shifts
DFW International Airport
No
N/A
N/A
N/A
N/A
Greater Orlando Aviation Authority
Yes
3
Some do, but these do
not receive differential
pay
$0.60
$0.85
Metropolitan Washington Airports Authority
Yes
3
No
5%
10%
Port Authority NON-EXEMPT (maintenance group
supervisor)
Yes
3
No
5% of base pay
N/A
City and County of Denver/Denver International
Airport
Yes
2
No
7.00%
12.00%
City of Houston - Human Resources Department
Yes
2
Yes
$0.50
$1.00
City and County of San Francisco
Yes
3
No
$0.08
$0.10
Metropolitan Airports Commission (MSP) (Airport
Maintenance Workers: Teamsters)
Yes
2
Can bid for a new shift
twice per year
$0.90
$1.00
Most Common Response
Yes
3
$0.52/hr or 5.67% of
base pay
$0.74/hr or 11% of
base pay
N/A
N/A
Organization
Average
City of Charlotte
Second Shift
Third Shift
Do employees rotate Differential ($/Per Differential ($/Per
through shifts?
Hour or % of base Hour or % of base
pay)
pay)
2.57
No
N/A
N/A
PAY PRACTICES SURVEY - ON CALL/STAND BY PAY
Do employees
receive
additional pay
for On Call or
Stand By time?
If Yes, what rate are they paid?
Does the rate paid vary
by Essential/NonEssential designation
for "state of
emergency"?
DFW International Airport
No
N/A
Greater Orlando Aviation
Authority
Yes
Metropolitan Washington
Airports Authority
Port Authority of New York and
New Jersey
Organization
City and County of
Denver/Denver International
Airport
City of Houston - Human
Resources Department
If yes, please provide rates for each
designation:
While On Call or Stand By:
Essential
Designation
Rate
Non-Essential
Designation
Rate
Are employees required to stay on-site at
the airport?
Are employees allowed
to complete other
duties?
N/A
N/A
N/A
N/A
N/A
2/10 of regular rate
No
N/A
N/A
No
N/A
No
N/A
N/A
N/A
N/A
N/A
N/A
Yes
Maintenance group supervisor: one hour of pay at his overtime
rate of pay for
each eight hour block of time or part thereof.
No
N/A
N/A
No
Yes
No
N/A
N/A
Sometimes yes but it depends
N/A
Yes
Eligible employees shall receive an amount equal to
one and one half (1 1/2) hours of work at the employee’s
straight time hourly rate
for each eight hours the employee is on standby duty.
Call Back
Minimum 2 hours at straight time or overtime applicable rate
No
N/A
N/A
No
N/A
City and County of San
Francisco
Yes
Twenty-five (25) percent of their regular straight time rate of
pay
No, but must be
assigned by the
appointing officer.
N/A
N/A
No, be instantly available on call for
immediate emergency service for the
performance of their regular duties.
N/A
Metropolitan Airports
Commission (MSP) (Police
Sergeants and Lieutenants)
Yes
Straight time rate for time in standby status
No
N/A
N/A
Yes
No
Most Common Response
Yes
Varies
No
N/A
N/A
No
N/A
Yes, except
management does
not receive
additional pay
$1.00 per hour
No
N/A
N/A
No
N/A
Average
City of Charlotte
THE WATERS
CONSULTING
GROUP, INC.
City of Charlotte Aviation Department
Charlotte Douglas International Airport
2013 Compensation Survey
On behalf of the City of Charlotte, we thank you for your participation in the 2013 Aviation Department
Compensation Survey. Upon completion of the survey, you will receive a complimentary copy of the
comprehensive survey results.
The following worksheets will provide the cells in which we would like for you to enter your data. Instructions for
entering the data are provided below.
>>> Step 1
Complete the Participant Information Sheet
>>> Step 2
Print the Survey Instructions and Job Summaries sheets as guides for
completing the survey.
>>> Step 3
Complete the Salary Data Sheet (Refer to the Survey Instructions for
detailed information on Position Matching and Salary Information
requested)
>>> Step 4
Save your completed survey as City of Charlotte Aviation Dept 2013
Salary Survey - Your Organization Name and email to
jpowell@watersconsulting.com
We sincerely appreciate your attention to this survey. Please email your completed survey to us by
November 22, 2013.
Should you have any questions, please contact the following consultant at The Waters Consulting Group, Inc.:
Joyce Powell
Senior Consultant
The Waters Consulting Group, Inc.
5050 Quorum Drive, Suite 625
Dallas, Texas 75254
Direct:
Main:
Fax:
214-466-2423
972-481-1950
972-481-1951
jpowell@watersconsulting.com
Participant Information
Name of Organization:
Contact Name:
Contact Title:
Telephone Number:
Email Address:
Are your sworn police officers part of the Aviation Department or Authority; part of the Local
Law Enforcement agency; part of a private/contracted organization; or other arrangement?
Please indicate your answer:
Salary Increase Percent (including COLA, Merit, Market Adjustment and Step Increases)
2013 Budgeted Salary Increase Percent:
2014 Budgeted Salary Increase Percent
City of Charlotte Aviation Department
Charlotte Douglas International Airport
2013 Compensation Survey
SALARY SURVEY INSTRUCTIONS
Effective Date of the Salary Information
Data submitted to this survey should be effective as of
November 1, 2013
Salary Survey Matches
Please read each benchmark job description fully and match your organization’s position as closely as possible.
As a rule of thumb, if your position’s incumbent spends at least 75 percent of his/her time performing the duties
described in the benchmark position description, it would be considered a good match.
Data Field Descriptions
Listed below are brief definitions of the information requested.
Matching Job Title
Enter your organization’s job title for the benchmark position.
Reports To
Enter the Title of the Position to which your matching job reports
Degree of Match
Heavier (H) – Your position requires more duties to be performed and/or a greater level of
(Enter H, E, or L)
responsibility than the benchmark position.
Equivalent (E) – Your position and the benchmark are equal.
Lighter (L) – Your position requires fewer duties to be performed and/or less
responsibility than the benchmark position.
Number of Incumbents
Report the number of active full-time employees in the position.
Average Base Salary
Report the average annual base salary for all active full-time incumbents in the position as of
11/1/2013
Lowest Base Salary
Report the lowest annual base salary for all active full-time incumbents in the position as of
11/1/2013
Highest Base Salary
Report the highest annual base salary for all active full-time incumbents in the position as of
11/1/2013
Structure Minimum
Enter the annual dollar value that represents the minimum of the salary range for
the reported position. If the description applies to jobs represented by more than one
grade, report the dollar value of the range minimum of the lowest grade.
Structure Midpoint
Enter the annual dollar value that represents the middle of the salary range for the
reported position. If the description applies to jobs represented by more than one grade,
report the average dollar value of the effected range midpoints.
Structure Maximum
Enter the annual dollar value that represents the maximum of the salary range for
the reported position. If the description applies to jobs represented by more than one
grade, report the dollar value of the range maximum of the highest grade.
FLSA Status
Enter ‘E’ for exempt, ‘NE’ for nonexempt.
Union Represented Job?
Enter ‘Y’ for yes, ‘N’ for no.
Survey Deadline
November 22, 2013
Please return completed surveys to:
Joyce Powell
The Waters Consulting Group, Inc.
5050 Quorum Drive, Suite 625
Dallas, Texas 75254, 972-481-1950
SURVEY JOB SUMMARIES
Job
Number
101
Job Title
Aviation Director
Reports To
Job Summary
City Manager
Plans and directs development and operation of a major international airport including airfield and facility maintenance, contract negotiation,
property leasing and liaison with Federal, and State regulatory agencies, community, and public officials. Please refer to the "organizational
chart" on the following tab to determine the appropriate level of this position in your organization.
102
Deputy Aviation Director
Aviation Director
Responsible for a variety of major functions within the airport, such as operations or administration/finance. Acts as Aviation Director in
his/her absence. Please refer to the "organization chart" to the right to determine the appropriate level of this position in your
organization.
103
Administrative Services Manager
Aviation Director
Manage and direct administrative services associated with human resources, safety, training, records management, policy
administration, business initiatives, organizational analysis and other activities. Advise, guide and assist executive team, management
and supervisory staff on related matters. Perform special projects for executive team. 104
105
106
107
Special Assistant to the Aviation Director
Public Affairs Manager
Assistant Aviation Director
Airport Engineer
Airport Operations Manager
108
109
110
111
Airport Operations Manager - Airside
Airport Operations Manager - Building Maintenance
Airport Operations Manager - Construction Projects
Airport Operations Manager - Field Maintenance
Aviation Director
Aviation Director
Deputy Aviation Director
Assistant Aviation Director - Development
Serves as business manager and directs the activities of the Aviation Director’s staff. Focuses on special initiatives and business
development. Directs Public Affairs and Passenger Experience activities. Works closely with legal staff to research items and
facilitates public records requests.
Performs professional communications work with the responsibility of communicating accurate and consistent information concerning airport
services and programs to employees, the public and the media. Work includes daily management of the Public Affairs staff and
implementation of the airport’s public information programs.
Is responsible for one or more of the following functions: operations, administration, development, facilities, business forecasting and/or
technology. Please refer to the "organizational chart" on the following tab to determine the appropriate level of this position in your
organization.
Plans and manages engineering and construction activities on both airside and landside. Project manager for airport improvement and building
construction. Coordinates work of subordinate engineers, CAD technicians, contractors and consultants. Approves plans, develops project
budgets, negotiates engineering and architectural design contracts; oversees bidding process. Requires PE registration.
The Airport Operations Managers report to an Assistant Director. Please refer to the "organizational chart" tab to determine the appropriate level of this position in your organization. The
specific assignments/roles for the Airport Operations Managers are listed below and we would appreciate your providing salary data for each Manager for which you have a job match.
Assistant Aviation Director - Operations
Directs and supervises activities of Airport Operations Officers whose duties include working in the 24/7/365 Control Center and Federal
inspection area; and accompanying authorized visitors on the airfield. Manages the lobby and public areas. Directs and coordinates customer
service efforts. Oversees Federally mandated criminal record checks for employees. Maintains records and prepares reports. (Not a Sworn law
enforcement officer.)
Assistant Aviation Director - Facilities
Plans, organizes and directs work activities for building maintenance division, including preventive maintenance, repair and minor remodeling
construction work for all airport owned buildings. Maintains airfield lighting system per FAA regulations, passenger loading bridges and
baggage conveyor systems. Supervises subordinate supervisors and approx. 55 electricians, HVAC technicians, maintenance mechanics,
plumbers and painters.
Airport Engineer
Assistant Aviation Director - Facilities
112
Airport Operations Manager - Finance
Assistant Aviation Director - Administration & Finance
113
Airport Operations Manager - Landside
Assistant Aviation Director - Operations
Performs professional work in managing airport projects through design and into construction management/administration, with a civil
engineer background, for the Airport. Work involves managing engineering and architectural consultants in connection with the design,
construction, operation and maintenance of airport facilities, projects and programs. Work involves preparation of designs, plans and
specifications, technical reports and applications. PE not required.
Plans, organizes and directs activities for field maintenance division. Oversees preventive maintenance and repair of small engine equipment;
pavement marking; repair of airport roadways, parking lots, taxiways, runways and aircraft ramps. Supervises landscaping, grounds
maintenance and stores activities. Responsible for approx. 35 employees.
Directs and manages the development and maintenance of pro forma accounting results for the Aviation Department at the Airport. Assists
the Assistant Aviation Director for Administration and Finance with compiling and computing a complex rates and charges system, and
financial reporting. Minimum Requirements: Bachelor's degree
Plans, organizes and directs field and financial work activities of airport’s parking and ground transportation activities. Includes shuttle bus,
taxi and commercial contract vehicle operations. Supervises approx. 200 airport and contracted employees including subordinate supervisors,
parking service representatives, shuttle bus drivers and plaza cashiers.
4 - 10
SURVEY JOB SUMMARIES
Job
Number
Job Title
Reports To
Job Summary
114
Airport Operations Manager - Planning and Development
Assistant Aviation Director - Development
Manages airport design work by managing engineering and architectural consultants in connection with the design, construction, operation and
maintenance of airport facilities, projects and programs. Prepares designs, plans and specifications, technical reports and applications.
Assistant Aviation Director - Operations
Manages all security functions and serves as primary liaison to the U.S. Department of Homeland Security. Maintains and updates the Airport
Security Program (ASP). Assumes lead role in ensuring the safety of persons and security of property. Supervises and directs the work of the
Airport Locksmiths, the security access badging operation for outside workers and contracted security personnel in terminal area. Safety
Officers (Police) or Operations Officers do not report to this position.
Assistant Aviation Director - Operations
Manages the lobby and public areas to maintain an optimal customer experience at Charlotte Douglas International Airport. Ensures the
traveling public experiences exceptional customer service provided in a friendly and hospitable manner. Directs and coordinates the customer
service efforts of internal and external support agencies during periods of irregular operations and for stranded passengers. Performs
supervisory work in the planning and directing the activities of Aviation Department employees in Federal Inspection Services (FIS) area, the
Airport Services Counter and the Airport Lost and Found operation.
115
Airport Operations Manager - Security
116
Airport Operations Manager - Terminal Operations
117
Community Programs Coordinator
118
119
Revenue Contracts Manager
Airport Janitorial Contract Manager
Airport Operations Supervisor
120
Airport Operations Supervisor
121
Airport Operations Supervisor - Airport Parking
Administrator
122
Airport Operations Supervisor - Badging
123
Airport Operations Supervisor - Parking Operations
Supervisor
124
Airport Operations Supervisor - Security
125
Airport Landscape Supervisor
Assistant Aviation Director - Development
Coordinates effective communications with neighboring communities; manages land acquisition and noise monitoring and mitigation
programs; maintains AIP accounting records; ensures compatibility between urban development and airport operations. Serves as liaison to
participants in the buyout program. Supervises both airport and contracted staff involved in relocation program.
Assistant Aviation Director - Administration & Finance
Directly responsible for customer account management, oversight of commercial leasing, and leading the Revenue Contracts Management
section. Serves as the Aviation Department’s lead contact person for revenue generating contracts, property management and tenant related
matters. Coordinates department response(s) to tenant requests, property management issues/concerns, and revenue generating contractors.
Formulates and evaluates programs and initiatives for revenue generating activities. Conducts property market rate analysis, recommends
rental rates, and negotiates property and commercial leases.
Assistant Aviation Director - Facilities
Manages the Airport’s janitorial program and monitors contractors; oversees pest control, solid waste, biological removal, large scale
recycling efforts and sustainability. Ensures that work is being completed in accordance with contract specifications. Serves as liaison to
tenants on janitorial issues.
The Airport Operations Supervisors typically report to the Airport Operations Managers and perform a variety of duties. Please refer to the "organizational chart" tab to determine the
appropriate level of this position in your organization. The specific assignments/roles for the Airport Operations Supervisors are listed below and we would appreciate your providing salary data
for each job title for which you have a job match.
Airport Operations Manager
Supervises, schedules, trains and participates in the work of Airport Operations Officers working in the Control Center and accompanying
authorized visitors on the airfield. Dispatches personnel/equipment; monitors security access control system, building automation, weather
information, alarm systems and closed circuit television systems throughout the airport. Assigns City-operated gates to airlines, operates
badging system. (Not a Sworn law enforcement officer.)
Airport Operations Manager - Landside
Assists division manager with administration of financial and operational tenets of related contractual agreements. Ensures compliance with
specifications of contractual agreements. Reviews timecards of contracted personnel as well as the monthly billing of contracted services to
ensure accuracy. Prepares daily reports concerning mistakes made by cashiers and cash handlers. Performs random audits and cash counts.
Manage "insufficient Funds" collections. Handles Frequent Parker Card Program.
Airport Operations Manager - Security
Supervises and participates in work of badging control officers. Oversees customer service in relation to security background checks including
fingerprinting, employee vetting and issuance of identification badges. Oversees training for individuals with secured area access and AOA
driving authorization.
Airport Operations Manager - Landside
Oversees work of contracted personnel engaged in parking revenue collection and operation of parking lots at the Airport. Assists Assistant
Manager of Parking with administration of tenets of the Parking Staffing Agreement. Performs administrative, fiscal, and operational duties.
Acts decisively and exercise independent judgment within established rules, regulations and procedures. In the absence of the Assistant
Manager Parking, is responsible for all parking activities.
Airport Operations Manager - Landside
Supervises and participates in the airport security related activities of Airport Service Representatives in their duties of monitoring the security
of gates, loading docks, contractor activities and controlling vehicular traffic at the Airport. Work includes organizing shift resources,
assigning tasks, training, scheduling, conducting performance reviews, and relaying and following complex oral and written instructions.
Airport Operations Manager - Field Maintenance
Plans, organizes and supervises landscaping activities in accordance with Landscaping Master Plan. Inspects projects to ensure quality and
effectiveness. Supervises work of airport crews and contractors.
5 - 10
SURVEY JOB SUMMARIES
Job
Number
126
Job Title
Airport Locksmith
127
Airport Operations Officer
128
Airport Badging Officer
129
Airport Operations Supervisor - Ground Transportation
130
Ground Transportation Officer
131
Field Operations Supervisor - Bus Operations Supervisor
132
Shuttle Bus Driver
133
134
135
Airfield Maintenance Crew Chief
Airfield Maintenance Technician III
Airfield Maintenance Technician II
Reports To
Job Summary
Airport Operation Manager - Security
Responsible for installing, maintaining, repairing and inspecting locking systems in airport facilities. Maintains records of numerical codes on
high security key systems per FAA/TSA regulations. Makes recommendations for enhancements to security key system; performs periodic
audit and preventive maintenance on locks.
Airport Operations Supervisor
Performs inspections of airfield, runways and parking facilities to identify problems related to breakage, lighting, and other repairs; alerts
appropriate personnel to correct problems. Responds to requests for service and accompanies authorized visitors on airfield. (Not a Sworn law
enforcement officer.)
Airport Operations Supervisor - Badging
Interacts directly with CLT customers to process various security-related background checks including fingerprinting, employee vetting and
issuance of employee identification badges. Administer training for employees who access secured areas.
Supervises and coordinates ground transportation activities to include airport taxi, limo, rental car, hotel/motel and all other commercial
Field Operations Supervisor (Senior Ground Transportation
transportation activities in accordance with applicable codes, ordinances, rules, contracts and operating agreements. Supervises passenger
Supervisor)
vehicle for hire activities to ensure effective, timely and responsive service to meet the needs of the traveling public.
Airport Operations Supervisor - Ground Transportation
Provides operational and administrative support to the Ground Transportation Manager and Ground Transportation Supervisor in the
permitting process. Enforces ground transportation (taxis and limos) rules and regulations, including City ordinances and airport rules.
Respond to public inquiries and calls for service. Writes passenger vehicle for hire and parking citations.
Supervises Bus Operations to maintain the efficient operation of the shuttle bus service by ensuring drivers follow procedures and assigning
Airport Operations Supervisor - Sr., Ground Transportation resources as necessary to meet customer demands. Oversees shuttle bus operation to ensure effective, timely and responsive service to meet
the needs of the traveling public.
Airport Shuttle Operations Coordinator
Operates shuttle buses; transports customers to and from airport terminal. Assists with baggage as needed. Inspects vehicle before and after
use, replacing fluids as needed. Requires Class B Commercial Drivers License with 'P' (Passenger) and air brakes endorsement.
Airport Operations Manager - Field Maintenance
Supervises crews performing airfield maintenance activities, utilizing a variety of heavy equipment. Activities include: field sweeping, field
cleaning, snow removal, grading, patching and resurfacing runways, crack filling, litter removal, airfield mowing, heavy equipment operations
and other miscellaneous repairs.
Airport Maintenance Crew Chief
Performs airfield maintenance duties, operating the more complex equipment requiring more skill, such as a motor grader, dozer,
track loader, flusher truck, sweeper truck, asphalt rollers, back-hoes, road tractor, airfield tractor, walk behind concrete/asphalt saw,
broom tractor and large Elgin sweeper. Duties are performed both land-side and air-side. Functions as lead person and assumes crew
chief responsibilities in his/her absence.
Airport Maintenance Crew Chief
136
Airfield Maintenance Technician I
Airfield Maintenance Crew Chief
137
Chief Airport Construction Inspector
Airport Engineer
This position is the "journey-level," working independently in performing airfield maintenance duties. Operates heavy equipment performing
rubber removal, erosion repairs, pavement repairs, runway sweeping, contractor escorts, clean-up and other assignments at the Airport.
Operates walk behind paint striper, line driver, and truck-mounted striper for the application and maintenance of airfield markings. Position
also includes the use of crack sealer, crack router and other hand held tools used during pavement repair. Operates any of the following as
needed by assignment: flusher truck, street sweeper, backhoe, tractor, bat wing mower, front-end loader, tandem dump truck, truck mounted
and walk behind paint striper, crack sealer and crack router, tandem dump truck, rubber tire loader, flusher truck, sweeper truck, asphalt
rollers, back-hoes, road tractor, airfield tractor, walk behind concrete/asphalt saw, broom tractor
Performs airfield maintenance duties at the airport. Operates heavy equipment with the Field Maintenance Division performing
rubber removal, erosion repairs, pavement repairs, runway sweeping, contractor escorts, clean-up and other assignments at the
Airport. Operates walk behind paint striper, line driver, and truck-mounted striper for the application and maintenance of airfield
markings. Position also includes the use of crack sealer, crack router and other hand held tools used during pavement repair.
Operates any of the following as needed by assignment: flusher truck, street sweeper, backhoe, tractor, bat wing mower, front-end
loader tandem dump truck truck mounted and walk behind paint striper crack sealer and crack router
Coordinates airfield construction projects with and between airport staff, contractors, engineers, and quality assurance personnel. Resolves
problems. Reviews monthly pay requests from contractors.
6 - 10
SURVEY JOB SUMMARIES
Job
Number
Job Title
Reports To
Job Summary
138
Conveyor & Loading Bridge Technician
Chief Maintenance Mechanic
Performs mechanical, electrical, electronic and hydraulic repairs and preventive maintenance on conveyor systems and passenger loading
bridges. Includes duties such as adjusting electrical controls and replacing rollers, bearings, shafts, gearboxes, motor chains, belt drives,
sprockets, ball screws and tires.
139
Conveyor & Loading Bridge Technician Senior
Chief Maintenance Mechanic
Performs journey-level work on mechanical, electrical, electronic and hydraulic repairs and preventive maintenance on conveyor systems and
passenger loading bridges so they are fully operational. Test and modify electronic and digital control systems. Installs and maintains field
I/O devises, HMI's, SCADA,VFD and PLC hardware. Coordinates and works with contractors, engineers, engineering firms and suppliers.
Airport Operations Supervisor - Security
Monitors secured gates and the terminal loading dock, and controls vehicular access at the Airport. Directs vehicular traffic on upper
and lower levels of the terminal entrances to prevent congestion. Provides information to the public in a tactful and courteous way.
Writes citations. This is an unarmed position.
140
141
142
143
144
145
146
Traffic and Access Control Officer
Airport Services Representative
International Arrivals Assistant
Airport Police Officer III (Captain)
Airport Police Officer II (Lieutenant)
Airport Police Officer I
Work & Inventory Control Officer
Airport Operation Supervisor - Security
Monitors secured gates and the terminal loading dock, and controls vehicular access at the Airport. Directs vehicular traffic on upper and
lower levels of the terminal entrances to prevent congestion. Provides information to the public in a tactful and courteous manner. This is an
unarmed position.
Airport Operations Manager - Terminal Operations
Greets the traveling public upon arrival from other countries at the Airport Federal Inspections Service facility (i.e. Department of Homeland
Security). Directs arriving passengers to baggage claim. Provides translation services if multi-lingual. Assist with terminal operations
functions.
Assistant Aviation Director - Operations
Supervises Airport Police Officers directly and through Lieutenants. Oversees law enforcement and airport security programs including TSA
canine explosives detection program, traffic management and emergency medical response program. Maintains required records and prepares
reports. Sworn Law Enforcement Officer.
Airport Safety/Police Captain
Supervises assigned Airport Police Officers as shift supervisor. Patrols terminal and other public and tenant areas to ensure safety and
protection in conformance with Federal, state and local law, TSA, FAA and other regulations. Assists public and provides first response to
medical emergencies and all incidents within the airport's jurisdiction. Sworn Law Enforcement Officer.
Airport Safety/Police Lieutenant
Patrols airport terminal and other public and tenant areas to ensure safety and protection in conformance with Federal, state and local law,
TSA, FAA and other regulations. Assists public and provides first response to medical emergencies and all incidents within the airport's
jurisdiction. Sworn Law Enforcement Officer.
Logistics and Warehouse Manager
Maintains computer-based inventory and work order system using Airport Maintenance Management System (AMMS). Troubleshoots and
resolves program problems to keep system functioning properly. Generates equipment servicing schedule and monthly preventive
maintenance work orders for building maintenance division. Assists with warehousing and inventory control issues. Dispatches maintenance
work orders to facility maintenance staff.
7 - 10
City Manager
Aviation Director
Deputy Director
Assistant Director
Airport Operations Manager
Airport Operation Supervisor
Salary Survey
Information Collection Sheets
THE WATERS
CONSULTING
GROUP, INC.
CITY OF CHARLOTTE AVIATION DEPARTMENT - CHARLOTTE DOUGLAS INTERNATIONAL AIRPORT 2013 SALARY SURVEY
SALARY DATA ENTRY SHEET
Participating Organization:
Effective Date of Data Submitted
(if other than 11/1/13
Annual Pay Range
Survey
Job No.
Survey Job Title
Matching Job Title
Reports To
No. of
Degree Employees in
of Match
Job
Actual Base
Salary
(Average for
Multiple
Employees)
Minimum
Midpoint
Maximum
FLSA
Status
Union
Represented Job?
39,500
30,000
40,000
50,000
E
N
Comments
Sample Match
100
Accountant
101
Aviation Director
102
Deputy Aviation Director
103
Administrative Services Manager
104
Special Assistant to the Aviation Director
105
Public Affairs Manager
106
Assistant Aviation Director
107
Airport Engineer
108
Airport Operations Manager - Airside
109
Airport Operations Manager - Building Maintenance
110
Airport Operations Manager - Construction Projects
111
Airport Operations Manager - Field Maintenance
112
Airport Operations Manager - Finance
113
Airport Operations Manager - Landside
114
Airport Operations Manager - Planning and Development
115
Airport Operations Manager - Security
116
Airport Operations Manager - Terminal Operations
117
Community Programs Coordinator
118
Revenue Contracts Manager
119
Airport Janitorial Contract Manager
120
Airport Operations Supervisor
121
Airport Operations Supervisor - Airport Parking Administrator
122
Airport Operations Supervisor - Badging
123
Airport Operations Supervisor - Parking Operations Supervisor
124
Airport Operations Supervisor - Security
125
Airport Landscape Supervisor
126
Airport Locksmith
127
Airport Operations Officer
128
Airport Badging Officer
129
Airport Operations Supervisor - Ground Transportation
130
Ground Transportation Officer
131
Field Operations Supervisor - Bus Operations Supervisor
132
Shuttle Bus Driver
133
Airfield Maintenance Crew Chief
134
Airfield Maintenance Technician III
135
Airfield Maintenance Technician II
136
Airfield Maintenance Technician I
137
Chief Airport Construction Inspector
138
Conveyor & Loading Bridge Technician
139
Conveyor & Loading Bridge Technician Senior
140
Traffic and Access Control Officer
Accountant I
Accounting Supervisor
E
10
Page 9 of 10
Salary Survey
Information Collection Sheets
Participating Organization:
Effective Date of Data Submitted
(if other than 11/1/13
Annual Pay Range
Survey
Job No.
Survey Job Title
Matching Job Title
Reports To
No. of
Degree Employees in
of Match
Job
Actual Base
Salary
(Average for
Multiple
Employees)
Minimum
Midpoint
Maximum
FLSA
Status
Union
Represented Job?
Comments
Sample Match
141
Airport Services Representative
142
International Arrivals Assistant
143
Airport Police Officer III (Captain)
144
Airport Police Officer II (Lieutenant)
145
Airport Police Officer I
146
Work & Inventory Control Officer
Page 10 of 10
City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
PAY ADMINISTRATION GUIDELINES
BASIC PHILOSOPHY AND OBJECTIVES
The purpose of the City of Charlotte Aviation Department’s compensation program is to attract,
retain, and motivate employees by offering pay opportunities commensurate with their position’s
internal and external value. The City’s goal is to establish and administer an equitable compensation
system that provides consistent treatment for all employees. Position responsibility and market
information are the key considerations in determining employee salaries. Our objective during this
project has been to recommend a compensation strategy that constitutes a good “fit” for the
Aviation Department.
Objectives
The objectives of the compensation program are:
•
To clearly define the essential functions of each position through written job descriptions;
•
To reinforce employee perception of fair compensation between classifications and with
comparable classifications outside the organization;
•
To establish a program that is understandable to employees, fiscally sound and cost effective,
and easily administered and maintained;
•
To establish a pay grade for each job classification that is based on a systematic blending of
the position’s internal worth to the organization and its external value in the market; and
•
To provide a methodology that allows the City to determine market-based and merit-based
pay adjustments consistent within its ability to pay.
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
COMPENSATION PHILOSOPHY
Charlotte’s compensation program design is based on the following values:
1.
Competition
The City will provide total compensation opportunities that are competitive offered by its
competitors.
2.
Pay Grades and Structures
Each job classification in the City will be assigned to the proposed pay structure that will have
a pay grade defined by minimum and maximum dollar limits. The pay grade defines the pay
opportunities for the job.
Pay structures should generally be reviewed annually or at a minimum of every two years,
depending on the volatility of the market, and revised to reflect the City’s changing
competitive position, economic conditions, and compensation objectives.
3.
Job Descriptions
Each job classification title in the City will have a written description. Descriptions should be
reviewed on a regular cycle determined by the City or each time a position is filled.
4.
Job Evaluation
Each job classification will be placed in the pay structure at a grade level and accompanying
salary range utilizing a benchmarking methodology. The City’s Human Resources Director is
responsible for job evaluation and placement in the appropriate pay grade.
5.
Administration
The Compensation Manager will manage and administer the pay program. The Pay Program
Administrator is responsible for:
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
A.
Recommending changes in the basic philosophy and objectives of the compensation
policy, which ensure compliance with all relevant laws and regulations;
B.
Reviewing updated job descriptions to ensure market data is an accurate match;
C.
Conducting salary surveys, analyzing data and making recommendations for market
adjustments and pay structure adjustments; and
D.
Coordinating the implementation and periodic review of the Salary Administration
Guidelines.
JOB DESCRIPTIONS
A job description is a written document that describes the essential functions of a position, focusing
on the general purpose and the principal duties and responsibilities of the position. Every job
classification in the City should have a written job description. The job description is intended to
describe the major functions of the position, not to provide a complete listing of all possible tasks
and responsibilities. The main purposes of the job description are:
•
To serve as a means of communication between the supervisor and the employee to clarify
the responsibilities and expectations of the position;
•
To serve as the basis for position evaluation;
•
To assist in the City’s succession planning efforts by identifying career progression and
opportunities for upward mobility;
•
To provide documentation for validating salary survey matches;
•
To serve as a basis for the performance appraisal process; and
•
To identify qualifications for purposes of recruitment, selection and training.
The Aviation Department’s Human Resources Division will be responsible for maintaining all job
descriptions.
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
MAINTENANCE OF THE PAY SY STEM AND STRUCTURES
During the normal budget process, the Human Resources Department is responsible for developing
recommendations regarding structure adjustments.
As these recommendations reflect the
compensation goals of the City, the final budget allocations will rest with the Charlotte City Council
and should be made in the context of the total financial outlook for the City.
When determining the adjustments to make, the City will need to consider the impact of these
adjustments on the salary structure and individual salaries. The City utilizes a market-competitive
position of the designated market’s median or 50th percentile.
Market Movement
The market is dynamic. Therefore, once the pay structure has been developed using market data,
The City should allocate funds sufficient to maintain the same relationship to the market as it
changes. The percentage allocated for future adjustments to the pay structure should be based on
movement of salaries in the market. For example, if salaries have increased on average by two
percent (i.e., Cost of Labor equals two percent), the salary structure would need to be adjusted
upward by two percent, to maintain the City’s position relative to the market. This would be
accomplished by moving the entire structures by two percent. If the pay structure moves, generally
all employees’ salaries in the structure should move a minimum of the same amount to avoid
compression. Every five to seven years, a full market review should be conducted.
Financial Status
One of the functions of the budget process is to consider the competing priorities for limited
revenue resources. Once these factors are evaluated, it may be determined that City’s current
financial status cannot support the total cost. Conversely, in a positive financial condition, City may
consider increasing the percentage allocated for the above factors. Clearly, the financial status will
affect both structure adjustments and individual salaries.
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
Other Policy Considerations
It is recommended employees be paid no less than the minimum of the pay grades established for
their position. It is recommended that increases do not allow employees’ salaries to exceed the
maximum of the pay range for their position. Employee pay should always be maintained within
their assigned range.
STANDARDS FOR SALARY SURVEY DATA COLLECTION AND ANALY SIS
As mentioned previously, salary surveys should be conducted every periodically to gather current
labor market information. Reliable labor market information can be used by the City for a variety of
purposes including: pricing jobs, determining competitive position, identifying trends, measuring
market movement, diagnosing compensation challenges, monitoring internal equity, and defending
current pay practices. The City has chosen benchmark cities/organizations that should be used for
market data collection. As an alternative, the City may choose to use published survey data to
determine average labor movement. WorldAtWork publishes annual market movement and can be
regionalized for use by the City.
Competitive Labor Market
A labor market is generally the identified group of employers with which the City most likely
competes for qualified employees. The survey data collected by the City should continue to be
representative of the competitive labor market. Factors that have been considered in selecting
organizations for survey purposes include the following:
•
Competition of jobs;
•
Commonality of positions;
•
Organization size and other measurable factors; and
•
Nature of services provided.
The survey entities and benchmark positions selected should remain consistent year to year to be
able to obtain an accurate market movement.
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
Data Collection
It is recommended that the City review market data every two years to determine average overall
structure movement by its competitors to guide recommendations for structure adjustments.
STARTING SALARY GUIDELINES
There are several considerations in deciding what to offer someone to come to work for the City of
Charlotte. What is offered to a person in exchange for his/her time, talent, services, and judgment
are compensation, benefits, challenging work, effective working environment, career opportunities,
and so on. For example, a partial listing of some of the tangibles and intangibles include: 1) the
benefits package; 2) the security of a stable organization; 3) the work environment; and 4) location
and community.
The hiring Supervisor should consider all of these factors and, in particular, the value of all benefits
offered by the organization. The total package is what should be explicitly communicated in
extending the offer. This will aid the applicant in evaluating and making a realistic decision.
Based on the City’s ability to pay and the application of survey data, the pay grade for each position
will be assigned, thereby defining the pay opportunities for each job. New employees with the
minimum experience level for the job should normally be compensated at the minimum of the
approved pay grade. Individuals with exceptional qualifications, extraordinary work experience or
depth of skill level may be compensated above the entry rate within the pay grade. Additionally,
market conditions or specific duties can create situations requiring a need to provide compensation
above the minimum of the pay grade. All such decisions should be contingent upon available
funding. The following guidelines are recommended for adoption to establish starting salaries:
In all cases:
•
The starting salary will be within the classification’s pay range.
•
Generally, employees that meet minimum requirements for the position will start at the
minimum of the pay range.
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City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
•
All starting salaries above the entry rate will be approved by the Department Director and the
Human Resources Department. Guidelines for determination of starting salaries for applicants
with qualifications that exceed the minimum requirements are as follows:
-For applicants who exceed the minimum relevant experience requirements
for the job by two to five years, starting pay between the entry and the top
of the first quartile in the pay range may be considered.
-When an applicant’s relevant experience exceeds the minimum
requirements by six to nine years or a special skill requirement is identified,
a starting salary up to midpoint of the salary range may be considered.
-In circumstances where there has been difficulty in recruiting for the
position or if the applicant has special skills, background, or over ten years
of relevant experience beyond the minimum qualifications, a starting salary
above mid-point may be considered.
•
Documentation justifying the request and approval by the Compensation Manager and the
Department Director should be maintained by the Human Resources Department. An analysis
of the impact of the starting pay on other incumbents in related jobs should be conducted by the
Human Resources Department to assist the Director in avoiding the creation of any internal pay
equity issues.
PROMOTION GUIDELINES
For purposes of salary administration, a promotion occurs when an employee applies, competes and
is offered a new position in a higher pay grade than the previous pay grade.
A promoted employee shall be compensated within the new grade under the same guidelines as new
employees. In all cases, the amount of a promotional increase should:
o Be determined using the same guidelines for establishing a rate of pay for a new hire;
o Be an amount sufficient to reach the salary range minimum for the new classification
or a minimum of a 5% increase, whichever is greater.
7
City of Charlotte Aviation Department Market Study
Charlotte, North Carolina
The increase should become effective in the first pay period in which the employee assumes the new
job.
SPECIAL INDIVIDUAL PAY ADJUSTMENT GUIDELINES
At times, there may be a need for further pay adjustments in order to respond to market changes
and address internal equity issues. Occasionally, market for individual positions my move faster
than what has been funded for pay changes/structure adjustments for most positions at the City.
This situation is generally reflected in high turnover (employees separating for promotional
opportunities or career changes are not included in this example) or difficulty in recruitment for
individual positions. In these extreme circumstances, the Compensation Manager should conduct a
market review of the individual position and other positions that may be in the same career family to
evaluate the appropriateness of the pay range and incumbent pay. Requests for review can be made
by Department Directors and submitted to the Compensation Manager. The Department Director
may request a review of incumbent pay. The review may be used as a basis for a request for an
individual pay adjustment to relieve pay compression created.
GUIDELINES FOR OTHER PERSONNEL ACTIONS
Transferred Employees
An employee who moves to a new job classification in the same pay grade may not receive an
increase in compensation.
An employee requesting a transfer to a lower grade may not be
compensated above the range maximum established for the new classification.
Reclassified and Demoted Employees
If an employee’s classification is moved to a higher pay grade, the promotion guidelines should be
applied to determine the employee’s new rate of pay. If an employee is in a job classification that is
moved to a lower pay grade due to a demotion, the employee’s salary will be reduced to
accommodate the range in the new salary grade based on the Director’s recommendation.
8