HomeMy WebLinkAboutPacket - 04/02/2018 - Finance and Personnel CommitteeLos
¢aRT OF T < RIvsR✓
Finance and Personnel Committee
AIr 9 20189 5:30 PM
McHenry Municipal Center
333 S Green Street
McHenry, IL, 60050
AGENDA
1. Call to Order.
2. Roll Call.
3. Public Comment: Persons wishing to address the Committee will be asked to
identify themselves for the record and will be asked but are not required to
provide their address. Public comment may be restricted to three -minutes for
each individual speaker. Order and decorum shall be maintained at public
meetings.
4. Motion to approve the March 12, 2018 Finance and Personnel Committee meeting
report.
5. Motion to approve the March 26, 2018 Finance and Personnel Committee meeting
report.
6. Reconsideration of the City of McHenry Vehicle Sticker Program.
7. Review of Classification and Compensation Study conducted by GovHR.
8. Discussion on Staff Recommended Positions
9. Staff Reports.
10. Any Other Business.
11. Motion to adjourn the meeting.
Next regularly scheduled meeting is May 7, 2018.
The City of McHenry is dedicated to providing its citizens, businesses, and visitors with the highest quality of programs
and services in a customer -oriented, efficient, and fiscally responsible manner.
FINANCE AND PERSONNEL COMMITTEE
Monday, March 12, 2018
Municipal Center Classroom, 5:30 PM
1. Call to Order: The meeting was called to order at 5:30 pm.
2. Roll Call: Chairman Alderman Curry, Alderman Schaefer, and Alderman Mihevc.
Also in attendance Alderman Santi, City Administrator Morefield, Director of Finance
Lynch, Human Resources Manager Campanella, Director of Community Development
Polerecky, Director of Public Works Schmitt, Chief of Police Birk, Director of Parks and
Recreation Hobson, Deputy Chief Walsh, Street Division Superintendent Schweda,
Wastewater Division Superintendent Ruzicka, Water Division Superintendent Palmer,
and Utility Division Superintendent Wirch, and Deputy Clerk Geraghty.
3. Public Comment:
None.
4. Motion to approve the February 5, 2018 Finance and Personnel Committee Meeting
Report,
Alderman Schaefer made a motion, second by Alderman Mihevc, to approve the
February 5, 2018 Finance and Personnel Committee meeting report.
Voting Aye: Schaefer, Mihevc, Curry
Motion carried.
5. Motion to approve the February 19, 2018 Special Finance and Personnel Committee
Meeting Report.
Alderman Schaefer made a motion, second by Alderman Mihevc to approve the February
19, 2018 Special Finance and Personnel Committee meeting report.
Voting Aye: Schaefer, Mihevc, Curry
Motion carried.
6. Discussion on Proposed FY 18/19 Budget for
Operating Departments, Recreation Center
Sewer Fund (510.32) and Utility Fund (510.35),
Discussion highlights:
General Fund (100) General Fund
Fund (400), Water Fund (510.31),
City Administrator Morefield presented the proposed FY 18/19 Budget and announced
Department Directors were present to answer questions regarding their proposed budget
requests. The discussion did not include a review of every fund that comprises the annual
budget however, the funds include operational and personnel costs and serve as a basis
for determining how the remaining municipal fund budget are developed.
Finance and Personnel Committee
Page 2
March 12, 2018
FY 18/19 proposed General Fund Revenues and Expenditures reflect total revenues of
$22,309,740, which is an increase of $749,423 or 2.2% from FY 17/18.
FY 18/19 total proposed operating expenditures of $22,188.850 represents an increase of
$374,206 or 1.72% less capital from the FY 17/18 budget amount for a net difference of
revenues over expenditures of $101,240. City Administrator Morefield announced the
proposed General Fund Operating Budget was presented is balanced.
Chairman Curry asked if we know why we are receiving less state income tax. Director
Lynch answered the decrease was due to the reduction in LGDF.
Chairman Curry inquired if Townships assesses the Road and Bridge Levy every year.
Director Lynch stated Townships could reduce the amount to $0. The city is covered by
two townships and only one has reduced its levy every year. City Administrator
Morefield added there is nothing the city can do to stop Townships from decreasing the
levy.
Revenues:
City Administrator Morefield reported the total estimated revenue proposed for FY 18/19
increased by $479,423, or 2.20% from the actual amount budgeted in FY 17/18. The
most significant increases include $523,001 or 7.29% in sales tax receipts and $55,000
increase in video gaming receipts. Noteworthy reasons for decreases in revenue were due
to State Income Tax reduction of $140,000 or 5.51%, and $29,000 or 7.37% reduction in
fines and forfeiture receipts.
Property, Sales, and State Income Tax totals are 77.1% of General Fund Revenues. In
FY 17/18, the budget amount was $76.7 and this year the budget is proposed at $77.1.
The main contributor to the increase is proposed increases in sales tax amounts.
Chairman Curry asked why each year it seems we show $4.9M but always come in at
$S.1M. Director Lynch said the city does not levy the road and bridge. The levy
presented to the Council is the city's levy; we add approximately $250,000 for the two
road districts including the total we will receive in property taxes. This year, Nunda
Township took away approximately $40,000 and the city's levy was reduced by 3%.
Expenditures:
General Fund expenditures include all personnel, contractual, supply, capital outlay
Internal Fund Transfers and Other expenses related to the functions of the city with the
exception of Water/Sewer, Recreation Center, and Capital Improvement Projects funds.
Total FY 17/18 expenditures were estimated at $10,000 higher than what was budgeted
and covered by budget amendments approved throughout the year.
Alderman Schaefer asked about the variance between Column H and I in Personnel and
City Administrator Morefield answered it was due to the Dispatch Center. Row 22
Reimbursements reflects the amounts received for personnel. Chief Birk noted the city
went from nine full time dispatchers to 21. The new employees were phased in with the
first five hired in December 2016 and the remainder hired after May 2017.
Finance and Personnel Committee
Page 3
March 12, 2018
Proposed expenditures for FY 18/19 are $374,206, an increase of 1.7W/o from FY 17/18
budget amount. The reasons for the increase were personnel costs related to salaries for
employees covered by collective bargaining units, and Police Pension costs, which are
proposed to increase by $145,4840
Overall costs for employee health insurance decreased by $152,100 due to changes in
Local 150 Union insurance plan and the new employee health insurance consortium.
Chairman Curry stated the presentation of the budget has improved over the years
however, we still tend to look at budget to budget instead of budget to actual.
General Fund Balance:
The budgeted beginning FY 17/18 Fund Balance was $7,303,780. The ending fund
balance was estimated to be $7,305,053. There was not much revenue over expenditures
last year.
The estimated beginning FY 18/19 Fund Balance is proposed at $7,283,317, with an
assigned for capital amount of $21,736. We are estimated to end the year at $7,557,987,
with an assigned for capital amount of $274,670.
City Administrator Morefield stated staff continues to be conservative when estimating
revenues and approving expenditures. Director Lynch added this amount is what would
be utilized for FY 18/19 capital projects.
FY 18/19 Proposed Fund Balance is $7,659,2271ess unassigned 120 days $7,450,000 and
$209,22 7 for assigned capital.
Personnel Summary of Wages- All Funds:
Spreadsheets were distributed to the Committee depicting a summary of wages for each
department that identified non -bargaining and bargaining employees separately,
including the FY 17/18 budgeted wages, estimated wages, proposed wages, and monetary
variance from FY 17/18 and FY 18/19.
Significant increases and decreases in dollar amounts and percentages as identified are
the result of employee reassignments, reclassifications, or increases and decreases.
Separate budget accounts for Human Resources and Economic Development were
created for FY 18/19 and salaries for these positions were moved into corresponding
budgets.
Alderman Schaefer asked if this was the first time, the Economic Development
Department was a separate budget and City Administrator Morefield answered yes.
Chairman Curry noted the Finance and Park Departments exchanged an employee and
one budget shows an increase of $56,000 and the other shows less. Director Lynch noted
one employee was moved from parks and a part time employee became a full time
employee. Director Hobson noted that his salary was moved from Administration to half
Parks and Recreation and half Recreation Fund.
Finance and Personnel Committee
Page 4
March 12, 2018
Chairman Curry inquired about the variances in wages for police non -bargaining and City
Administrator Morefield noted adjustments were made for the new Chief, Deputy Chief,
and Commander.
General Fund Operating Departments:
General Fund Operating Departments include personnel, contractual, supplies and other
operating expenses for Administration, Elected Officials, Community Development,
Finance, Human Resources, Economic Development, Police Commission, Police, Police
Dispatch, Public Works Administration, Public Works streets, and parks and Recreation.
Chairman Curry noted that many budget line items reflect $0 for expenditures yet we
continue to re -budget an expense for this line item each year and asked if staff reviews
the actual expenditures. For example, the training budget for Elected Officials and
questioned if the repeated line items are necessary.
Alderman Schaefer stated he is aware that in the past, the city decreased Elected Officials
training and he is not certain that all Elected Officials are aware that they could attend
government training functions such as the annual IML Conference in Chicago. At some
point, if three or more Alderman decided to attend the IML Conference, this budget
would be spent.
City Administrator Morefield stated staff reviews each line item carefully.
Director Schmitt noted Public Works has had success in attaining scholarships for
training conferences, however at the time the budget is approved, it is not known if
scholarships would be awarded. He also stated that he is concerned about lowering the
training budget because Water/Sewer and Wastewater training is open to employees to
achieve certifications.
Director Polerecky noted inspectors are required to achieve a certain amount of CEU's
each year. If free training courses are not available, we need to have those funds
available in the budget to maintain required certifications and the amount can vary from
each to year.
Alderman Schaefer noted. in his opinion there is not a lot of fluff in the budget when you
consider that 80% is dedicated to salary and benefits.
Alderman Schaefer asked what the city's required contribution to IMRF was and Director
Lynch answered 12.5%, and employees pay 4.5%.
Alderman Santi joined the meeting at 6:25 PM.
Chairman Curry asked why health insurance costs decreased in all departments except
Police. Chief Birk stated the number of fulltime employees in the department fluctuates
from time to time due to retirements, resignations, and changes in coverages for
marriages, births, etc.
Finance and Personnel Committee
Page 5
March 12, 2018
In Public Works Streets, line 21 Contractual, Chairman Curry noted the write up
indicates an increase for mowing however, versus what we are actually spending this year
it is actually a significant decrease. Director Schmitt said in contractual, we had about
$14,000 charged for the Green Street Bridge design, which should have been charged to
Capital not Contractual. Also for the Lakeland Park Drainage project, we had about
$10,000 out of Contractual.
City Administrator Morefield reported the FY 17/18 budgeted revenues and expenses
were developed for the McHenry Recreation Center based on FY 16/17 actuals and on
the business plan and best estimates available at that time. With more than 800
memberships sold prior to the opening date in February 2016, and more than 2,600 active
memberships to date, the McHenry Recreation Center has exceeded all expectations
through its second full year of operation. It is estimated that the Recreation Center will
continue to generate sufficient revenues to pay all operational costs, provide for the
$135,756 transfer to the Debt Service Fund for the construction loan payment, and finish
the year with a $13,891 surplus.
Chairman Curry asked when the debt service would end and Director Lynch stated in
2035.
Chairman Curry asked if the parking lot expansion was included in the FY 18/19 budget
and Director Hobson answered yes, with a portion charged to the Water/Sewer Fund for
extension of the city water main.
Capital Improvement/Capital Equipment Projects:
As identified in past discussions, the capital projects were identified for implementation
and funding through the FY 18/19 General Fund budget for a total of $2,754,500, which
includes $773,000 from the Capital Improvements Fund with the remainder coming from
various other funding sources such as Township, State and Federal funding.
Compensation Study and New Position Requests:
City Administrator Morefield reported that the Finance and Personnel Committee is
currently reviewing the results of the Compensation Study and at this time, new
adjustments have been included in this budget request. However should the City Council
concur with the results of the study, the net General Fund Revenue over Expenditure
amount of $101,240 is sufficient to implement the recommended wage adjustments of
$64,460.
New Positon Requests include:
City Planner with salary and benefits = $100,166.
Human Resources and Finance Assistant with salary and benefits = $74,694.
Parks Maintenance Worker with salary and benefits = $789623 a
Chairman Curry announced this study would be discussed at the April 2nd Finance and
Personnel Committee and suggested the committee ask questions or provide comments to
staff prior to the meeting.
Finance and Personnel Committee
Page 6
March 12, 2018
City Administrator Morefield concluded that based on input from the Finance and
Personnel Committee, this information would be updated and the results used to complete
the remaining municipal funds. All of this information will be transmitted to the Council
on March 19 with a discussion of the remaining funds at the March 26 Finance and
Personnel Committee meeting. From that point, the financial information will be
combined with all budget narrative information into a final proposed FY 18/19 Annual
Budget document. This document will be transmitted to the Council on April 2 followed
by a Committee of the Whole meeting rescheduled to April 11 at 6:30 PM.
Alderman Schaefer confirmed that the proposed salary ranges would not affect the FY
18/19 budget.
Chairman Curry stated that at the last Finance and Personnel Committee meeting, the
Vehicle Sticker program was discussed noting that the $131,000 in estimated revenue
from the program is included in the proposed FY 18/19. If we were to proceed and
eliminate the program, the proposed budget would be less $131,000 and suggested that
the Committee revisit the program on April 2 again and possibly reconsider the program
prior to proceeding to the full Council
7. Motion to Adjourn:
Alderman Mihevc made a motion, second by Alderman Schaefer, to adjourn the meeting.
Voting Aye: Mihevc, Schaefer, Curry
Motion carried.
The meeting adjourned at 7:03 pm.
Respectfully submitted,
Marci Geraghty, Executive Assistant/Deputy City Clerk
Reviewed and approved this day of 2018.
Alderman Scott Curry, Chairman
FINANCE AND PERSONNEL COMMITTEE
Monday, March 26, 2018
Municipal Center Classroom, 5:30 PM
1. Call to Order: The meeting was called to order at 5:30 pm.
2. Roll Call: Chairman Alderman Curry, Alderman Schaefer. Absent: Alderman Mihevc.
Also in attendance Director of Finance Lynch and Deputy Clerk Geraghty.
3. Public Comment:
None.
4. Review of Fiscal Year 2018/19 Budget and recommendation to approve funding to
the full city Council at the April 11, 2018 Committee of the Whole meeting.
Chairman Curry asked Director Lynch to present the agenda item to the Committee.
Discussion highlights:
Director Lynch provided a brief summary of funds previously reviewed by the
Committee and a review of the remaining funds. She announced that staff is seeking a
motion to forward the proposed FY 18/19 Annual Budget to the full City Council for
consideration on April 11.
Director Lynch summarized the following revisions made to the General Fund proposed
budget for FY 18/19 made since the March 12 meeting.
• The city's insurance company proposed rate for one of our coverages was
incorrect, resulting in a decrease of $40,000 in General Fund operating expenses.
Revenues over expenditures are now $119,000.
• All Capital Improvements Projects were added to the budget summary sheet on
line 335 that are paid from the General Fund Balance; Timothy/Clover Water
Main Replacement - $345,000; Green Street Bridge Rehabilitation - $451,500;
and Lakeland Park Drainage Improvements - $610,000; for a total of just over
$1 AM.
• $14,000 for the Green Street Bridge Rehab project was moved out of the FY
17/18 estimated actuals for Street Division.
• Estimated actuals for Gasoline were revised, as the projected decrease in fuel did
not occur due to the amount of snow events this past season. The FY 18/19
budget amount was increased to the amount originally budgeted in FY 17/18.
• A total of $1,500 was added to the Street Division for safety equipment. This
amount had been inadvertently omitted from the proposed budget.
Finance and Personnel Committee
Page 2
March 26, 2018
Discussion on Other Funds:
Director Lynch reported the Capital projects recommended by Council were added to the
funds presented this evening.
As stated earlier, due to changes in the Local 150 Union Insurance, personnel costs
savings of $5,717 were included in the Water/Sewer Fund.
Alderman Schaefer noted that capital projects such as the water main replacement on
Timothy and Clover show $830,000 from the Utility Fund but the total project from
General Fund is $345,000. Director Lynch answered the General Fund amount is to pay
for the road only. Chairman Curry noted that a small portion of the Green Street Bridge
project is also paid from the Water/Sewer Fund Fund as well as the Recreation Center
parking lot expansion.
Director Lynch reported no personnel
considerations were included in the budget.
requests or Compensation Study wage
Alderman Schaefer asked if a recommendation on the study was ever brought before the
Council and Chairman Curry stated the Finance and Personnel Committee would discuss
the study further at the April 2nd meeting. Director Lynch said if any recommendations
from the study were approved, changes would be made to the FY 18/19 budget.
Chairman Curry said he recalled the amount to be just under $65,000 if the study
recommendations were approved. Director Lynch reiterated that amount was not
included in the budget as presented and most likely would not be included in the April 11
presentation. Alderman Schaefer suggested that this information be relayed to the
Council.
Alderman Schaefer asked if three new job positions were added to the budget. Chairman
Curry said the new positions have not been approved and suggested this topic also be
presented at the April 2 Finance and Personnel agenda.
Director Lynch and the Committee reviewed the remaining funds. Noteworthy was an
increase to the Tourism Fund Transfer to the General Fund whereby $25,000 was added
for miscellaneous Economic Development expenses.
Chairman Curry noted many of the smaller fund amounts never seem to change. Director
Lynch stated some fund are required to be kept separately from the General Fund and
some funds such as the Pageant and Band Funds were not however they are monitored
closely by staff.
Director Lynch reported FY 18/19 is the last year of the contract with the city's current
Auditor.
Chairman Curry inquired about the amount of revenue included in the Annexation Fund
budget for the Gravel/Mining Annexation Agreement. Director Lynch stated the $65,000
in the summary is the per ton amount. Chairman Curry stated he had been told the
Finance and Personnel Committee
Page 3
March 26, 2018
amount was approximately $700,000.
Alderman Schaefer asked if the Motor Fuel Tax is based on population and Director
Lynch answered yes, the IML established a formula based on per capita not how many
gallons of gasoline were sold in the city however, the more fuel that is sold, the more
revenue would be generated but the city's share is still based on per capita.
Director Lynch reported the TIF Fund is expected to increase again. A discussion ensued
on the merits of charging TIF projects through the General Fund until the TIF fund
balance is healthy versus carrying a negative balance in the TIF Fund.
Regarding the Debt Service Fund, Chairman Curry suggested adding a notation to reflect
the amount owed.
As there was no further discussion, Chairman Curry called for a motion to forward the
proposed FY 18/19 Annual Budget to the full Council on April 11.
Alderman Schaefer made a motion, second by Chairman Curry to forward the proposed
FY 18/19 Annual Budget to the full Council on April 11.
Voting Aye: Schaefer, Curry
Absent: Mihevc
Motion carried.
5. Adjourn.
Motion by Alderman Schaefer, second by Chairman Curry to adjourn the meeting.
Voting Aye: Schaefer, Curry
Absent: Mihevc
Motion carried.
The meeting adjourned at 6:10 pm.
Respectfully submitted,
Marci Geraghty, Executive Assistant/Deputy City Clerk
Reviewed and approved this day of 2018.
Alderman Scott Curry, Chairman
40f
Ann Campanella, Human Resources Manager
% City of McHenry
333 Green Street
McHenry, Illinois 60050
Phone: (815) 363-2100
MCHenr Fax: (815) 363-6889
AMMIacampanella(ab-ci.mchenry.il.us
Finance & Personnel Committee
Agenda Supplement
Date: April 2, 2018
To: Finance & Personnel Committee
City Council
From: Ann Campanella, Human Resources Manager
Re: Classification & Compensation Study
The draft of the Classification & Compensation Study from GovHR USA is attached.
Staff is asking for the committee's recommendation of the study. Financial impacts of the study can be
discussed as part of the April 11, 2018 Committee of the Whole meeting.
The City of McHenry is dedicated to providing its citizens, businesses, and visitors with the highest quality of programs and
services in a customer -oriented, efficient, and fiscally responsible manner.
crry or
McHeym,,
it S A R I G f ! 4 E F a x R I 4 E H
CITY OF McHENRY
EMPLOYEE CLASSIFICATION AND
COMPENSATION STUDY
DRAFT FINAL REPORT
February 2018
Goi-HRUSA
GovTempsU5A
TABLE OF CONTENTS
I. INTRODUCTION — Pages 1 to 2
• Scope of Work — Page 1
II. EXECUTIVE SUMMARY— Pages 3 to 5
• Internal Equity — Classification Plan Development — Page 3
• Job Title Changes — Page 4
• External Equity — Market Competitiveness — Page 4
• Salary Survey — Page 4
• Proposed Classification and Compensation Plans — Page 5
• Future Administration of the Classification and Compensation System — Page 5
III. THE POSITION CLASSIFICATION PLAN and JOB EVALUATION — Pages 6 to 7
• The Position Classification Plan — Page 6
IV. JOB EVALUATION — Pages 8 to 9
• Job Evaluation — Page 8
V. SALARY SURVEY — Pages 10 to 13
• Selection of Comparable Jurisdictions for Survey Purposes — Page 10
• The Salary Survey —Page 11
• Appraisal and Use of the Salary Survey Data — Page 12
VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS — Pages 14 to 22
• Development of the Compensation Plan — Page 14
• Pay Plan Options for the City's Consideration — Page 14
• Pay Plan Design — Defined Increment, Open -Range, and Blended Pay Plans - Page 14
• Recommendation: Open -Range Merit Plan — Page 17
• Pay Philosophy— Page 17
• Proposed Compensation Plan and Structure — Page 17
• Implementation and Administration of the Pay Plan for Current Employees — page 18
• Employee Advancement through the Ranges — Page 19
• Future Administration of the Compensation Plan — Page 21
• Future Administration of the Classification Plan — Page 21
• Appreciation — Page 22
Tables
Table 1— Classification Plan
Table 2 — Comprehensive Table
Table 3 — Proposed Compensation Ranges
APPENDICES
Appendix A — Job Analysis Questionnaire
Appendix B — Comparable Community Analysis
Appendix C — Detailed Salary Survey Data
I. INTRODUCTION
GovHR USA, LLC is pleased to have had the opportunity to work with the City of McHenry on this
Classification and Compensation Study. Human resource management is a significant concern as
governmental services continue to increase in cost and complexity, and the resources to fund local
governments are constrained. Day-to-day operations present challenging administrative problems in
planning, organizing, and directing human resource functions in order to achieve maximum efficiency
and effectiveness in the delivery of municipal services. A properly developed and administered
classification and compensation plan forms the foundation for meeting these challenges. It helps to
ensure that the City can not only recruit the best and brightest employees — even in a competitive
marketplace — to complete its mission, but retain those employees as well. By retaining qualified,
experienced employees the City avoids the costs of re -recruitments, retraining and lost productivity,
while maximizing the benefits of the investments it has made in training employees and the institutional
and community knowledge acquired by those employees over their tenures.
GovHR USA (GovHR) understands the high expectations that have been established in McHenry for
service delivery and competitiveness in recruiting and retaining excellent employees. These factors
have been taken into consideration in the analysis and reflected in the Study results.
Scope of Work
The scope of work called for GovHR to carry out the following:
I. Job Evaluation Analysis and Job Classification System
Below is a list of tasks included in this component of the Study (listed in the order that the work was
performed):
• Study preparation and project meetings. Met with the Human Resources Director (Project
Team) to discuss Study methods and expectations, and the current classification and
compensation plans and organizational structure. Determined problem areas, answered
questions, and reviewed the scope and schedule of work.
• Material distribution. Prepared a memorandum of explanation, which was distributed to
employees. Held meetings with employees to discuss the Job Analysis Questionnaire (JAQ) and
to explain the scope and purpose of the Study. Employees were allowed about ten days to
complete the questionnaire. The completed questionnaires were then reviewed by each
employee's Supervisor and/or Department Head and City Administration for approval as to
The City of McHenry, Illinois 1
content. The JAQ forms were returned to GovHR within approximately four (4) weeks of
distribution.
• Determined comparable communities and prepared and sent out the compensation survey.
Working with the Project Team, determined a logical survey sample of "like" communities that
impact the compensation market of McHenry. Designed and sent out the compensation survey
for the classifications covered in the Study.
• Job evaluation analysis and establishment of job classification system. Upon return of the
JAQs by the City, GovHR performed the following:
■ Read each JAQ and corresponding Job Description in its entirety.
■ Conducted in person interviews with employees in classifications covered by the Study,
as well as the Department Heads with regard to jobs under their jurisdiction, to further
understand the scope of duties and responsibilities of each position.
■ Applied a measurement system of job evaluation factors to all classifications, which
formed the basis for internal rankings (equity) of classifications.
■ Upon completion of the job evaluation measurements, a new Classification Plan was
developed.
II. Salary Survey
The following tasks were included in this component of the Study:
• Tabulated, summarized, and analyzed comparative compensation information obtained through
the salary survey. Prepared pay tabulations that compared the salary ranges of the City of
McHenry to the salary ranges of its "like" communities. Prepared comparison calculations at
the 50t" 60tn 65tn 75tn and 80t" percentiles. Displayed data for each responding jurisdiction for
each classification and summarized the data in table form. Based on discussions with the City
and the gathered data developed salary ranges that would establish McHenry as a payer at the
50t" percentile of the municipalities surveyed (see the Section VI on pay philosophy).
• Based on the above data, developed and recommended new salary schedules and titles for the
City.
IV. Draft and Final Report Preparation
• A preliminary analysis of the data and recommended classification and compensation plan was
shared with the Project Team. Over several telephone calls and emails, feedback from the team
was reviewed and incorporated into the recommendations.
• This draft report has been prepared by the Consultant and sent electronically to the City.
• A presentation of these draft findings will be conducted for the Department Directors and the
Finance & Personnel Committee on February 19t", 2018.
• Once the presentations are made and review comments are returned, a final report will be
prepared and transmitted electronically to the City.
The City of McHenry, Illinois 2
II. EXECUTIVE SUMMARY
A Classification and Compensation Study encompasses a significant amount of information that can be
time consuming to condense and organize into an abbreviated format. Therefore, GovHR USA has
compiled this Executive Summary in order to provide a quick synopsis regarding the major components,
findings and recommendations of this Study.
The purpose of a well -designed Pay and Classification Study is twofold. First, it establishes internal
equity (ranking) among employees across Departments in the City. Second, it assures external
equity/competitiveness by comparing the compensation of McHenry employees against market data.
Internal Equity - Classification Plan Development
The Study developed a new Classification Plan for 40 non -represented full-time classifications of the City
of McHenry. To complete this task, the Consultant completed a Job Evaluation. The Job Evaluation
involved all of the employees in McHenry covered by the Study. As a result of the Job Evaluation, which
included the completion of a questionnaire and interviews of at least one employee working in each
classification covered by the Study, the Consultants assigned a numerical value to each position so like
positions within the organization would be grouped together to produce an internal equity hierarchy.
Nine factors were used for the evaluation of McHenry's job classifications. They were as follows:
1. Education — Required Preparation and Training
2. Work Experience — Years of Experience Needed to Perform Job
3. Decision Making and Independent Judgment
4. Responsibility for Policy Development
5. Planning
6. Contact with Others
7. Work of Others (Supervision Exercised)
8. Working Conditions
9. Use of Technology/Specialized Equipment
The product of this internal ranking is shown in Table 1, which lists the City's job classifications with their
numerical job evaluation score, also known as a Classification Plan. The higher the job factor evaluation
score, the higher the job classification within the Classification Plan.
The City of McHenry, Illinois 3
Job Title Changes
After conducting the job evaluation noted above, the Consultants observed some inconsistencies with
the market and the actual duties assigned to some classifications. Therefore, the following job title
changes have been recommended based on clarification of duties and market trends.
r,irrnnt Title
Administrative Assistant (Police and Public Works)
Finance Specialist (Accounts Payable)
Finance Specialist (Payroll)
External Equity — Market Competitiveness
Proposed New Title
Administrative Coordinator
Accounts Payable Clerk
Finance and Payroll Coordinator
The second component of the Classification and Compensation Study involved establishing external
competitiveness. A group of communities comparable to the City was established. The Consultants
started with all Illinois communities within 60 miles and with populations between 13,000 and 54,000
and then applied a specific set of comparison criteria (e.g., population, equalized assessed value, general
fund property tax levy, etc.) to each community. (See Appendix B.) Based on the results of this analysis,
the following group of communities was deemed to be the most comparable to the City.
Algonquin
Batavia
Bensenville
Bloomingdale
Bridgeview
Crystal Lake*
Geneva
Glendale Heights
Lake in the Hills
Mundelein
South Elgin
Villa Park
West Chicago
Westmont
Woodstock*
*Crystal Lake and Woodstock did not meet the cutoff of 90 or more "comparability points" that was
established to select most comparable communities; Crystal Lake received a score of 88 comparability
points and Woodstock a score of 74. However, the two communities were added as comparable
communities at the request of the City.
Salary Survey
GovHR then prepared and distributed a salary survey to the fifteen communities listed above. Twelve
of the communities responded to the survey. The salary survey summary results can be found in Table
2 and the detailed data for the salary survey can be found in Appendix C. To provide external
The City of McHenry, Illinois 4
competitiveness for the City's salaries, the salary ranges derived from this survey were used to help
establish the proposed pay plan. The recommended pay ranges are contained within Table 3 of the
report.
Proposed Classification and Compensation Plans
The goal of this study was to recommend a classification and compensation plan that is internally
equitable and externally competitive. To accomplish this, a compensation plan was developed using
the 50th percentile comparison of the salary ranges that were acquired through the salary survey data.
The resulting classification and compensation plans consist of 12 pay grades (1 being lowest, 12 being
highest), and is broken down into the following three (3) bands. The position of City Administrator is
not assigned to a pay grade.
• Grades 1-4—Administrative and Technical Staff
• Grades 5 — 9 — Supervisors and Advanced Technical Staff
• Grades 10 — 12 — Directors and Senior Managers
All proposed pay ranges are open ranges. There is a 15% gradation between grades 1 — 4, a 10%
gradation between grades 5 — 9 and a 10% gradation between grades 10 —12. The ranges for grades 1
— 9 have a 37.5% spread from minimum to maximum, and grades 10 — 12 have a 45% spread from
minimum to maximum.
Future Administration of the Classification and Compensation System
Within the body of this report, GovHIR has outlined how the City can maintain the classification and
compensation system. GovHR will supply the City with a User's Manual and all associated documents
to maintain the classification plan and the steps to ensure the City remains competitive with the
market in the years to come.
The City of McHenry, Illinois 5
III. THE POSITION CLASSIFICATION PLAN
A position classification plan provides for a systematic arrangement of positions into classes. A position,
often referred to as a job (e.g., Administrative Assistant), contains a specific set of duties and
responsibilities that is the objective of the classification process. A class is a grouping of positions which
are "similar" in nature of work, principal duties and responsibilities, relative level of work difficulty, and
level of knowledge, skill and ability (KSAs) required to perform the job. Positions allocated to the same
class are "sufficiently similar" with respect to the types of factors enumerated above to permit them to
be compensated at the same general level of pay. The positions do not have to be identical, however,
and can be in different departments or even in the same department dealing with different subject
matter or performing different specific duties.
It is this arrangement of positions and resulting classification structure that forms the basis for the
compensation plan. A classification study is not intended to assess individual performance. To that
end, a position that belongs in a certain class is not entitled to be placed in a higher class simply because
the individual performs the work with a high degree of success and efficiency, nor is it placed in a lower
class simply because the incumbent performs the work with low competence or productivity. Variations
in individual performance are not recognized by differences in classification, but are management
issues. Similarly, there is a tendency in some work forces to use the classification plan to reward
longevity, even though the duties and responsibilities of individual positions may not have changed over
time. However, just because an individual has been with an organization for a long time and is at the
top of their pay range, this does not mean they should be moved to the next higher pay grade.
Longevity is not a classification factor and the classification plan should not be used in this manner.
As an assessment of duties performed and of responsibilities exercised, a position classification plan is
an exceedingly useful managerial tool. It provides the fundamental rationale for the compensation plan
and helps management identify positions which have taken on (or in some cases eliminated) duties and
responsibilities, thereby sustaining the principle of equal pay for equal work. Through proper
maintenance of the classification plan, employees are assured of management's continuing concern
about the nature of work that they carry out and its reward in the form of appropriate pay levels and
relationships.
The City of McHenry, Illinois 6
The classification plan provides the basis for recruitment, screening, and selection of employees in direct
relationship to job content. Promotional ladders as well as opportunities for lateral career development
are also evidenced by the logical grouping of allied occupational classes and hierarchies.
The City of McHenry, Illinois
IV. JOB EVALUATION
GovHR's approach to job evaluation involves a quantitative "point and factor" comparison method,
which "cross -compares" all jobs in the organization against numerous factors such as educational
requirements, experience, work conditions, and the like (see below). Therefore, all jobs in each
organizational unit (e.g., Community Development, Finance, Police, Public Works, etc.) may be
compared against each other, based upon the same factors.
In conducting the job evaluation exercise, it must be again emphasized that the position, and not the
incumbent's qualifications, performance, or years of service in the position, is evaluated. An incumbent
employee may feel s/he should be placed in a higher level (i.e., receive more points) because the
individual performs well, has a long tenure with the organization, and/or has additional education or
skills not required to perform that job, or may feel s/he does more tasks than a similar employee in
another Department, but these are not valid determinants for job classification.
Before reviewing the results of the evaluation of the job classes, it is important to note that the purpose
of job evaluation is to identify whether a job is more or less advanced than, or equal to, other jobs in the
organization, based on nine (9) objective factors. While these factor definitions are guidelines, they are
constructed to allow limited flexibility of interpretation while at the same time providing a strict
framework and structure for comparison.
The nine (9) factors used for the evaluation of McHenry's job classes are as follows:
1. Preparation and Training
2. Experience Required
3. Decision Making and Independent Judgment
4. Responsibility for Policy Development
5. Planning of Work
6. Contact with Others
7. Work of Others (Supervision Exercised)
8. Working Conditions
9. Use of Technology/Specialized Equipment
As part of the job evaluation process, the duties, responsibilities, and qualification requirements for
each job classification were reviewed via a thorough reading of the incumbent's current job description
The City of McHenry, Illinois 8
and a Job Analysis Questionnaire (JAQs) completed by each employee (Appendix A). In addition, GovHR
conducted interviews with at least one employee in each of the classifications covered by the Study and
with the Department Heads. Points were then assigned to each factor by selecting the description that
best fit the appropriate level of compliance. In other words, a position that requires a Master's Degree
would receive more points under the "Preparation and Training" factor than positions that did not
require this advanced degree. Points for each factor were then totaled for each position. Using this
method, the positions were found to fall into distinguishable job factor analysis (JFA) scores. Table 1
contains the Classification Plan, including the job classification title, the proposed Grade, JFA score and
proposed new title for the evaluated classifications.
As part of the service provided in the pay study, we make recommendations of title changes/additions
to reflect either a better description of the job being performed or to be consistent with trends in the
organization or the marketplace. Based on this, we recommend the following changes to the current
plan:
r,irrcnt Titia
Administrative Assistant (Police and Public Works)
Finance Specialist (Accounts Payable)
Finance Specialist (Payroll)
Proposed New Title
Administrative Coordinator
Accounts Payable Clerk
Finance and Payroll Coordinator
The City of McHenry, Illinois 9
V. SALARY SURVEY
The City of McHenry initiated this Study with the objective of assuring that its compensation plan is both
internally equitable and externally competitive. The Job Evaluation System (outlined in Part IV) is
performed to address the issue of internal equity. To achieve external competitiveness, a market survey
of comparable jurisdictions was conducted. The following presents and explains the labor market
review and salary survey data.
Selection of Comparable Jurisdictions for Survey Purposes
Selecting jurisdictions for the comparison group is an important element in a classification and
compensation study. When selecting jurisdictions to serve as survey comparables, it is important to use
particular criteria to evaluate the other jurisdictions to assure that those chosen as comparables will be
the most similar to McHenry.
To determine which municipalities should be used for survey purposes, the Consultants first considered
all communities in the State of Illinois within 60 miles with populations between 13,000 and 54,000.
Subsequently, the following criteria was then applied to each of these communities:
Criterion
Total Possible Points Factor Weight
1. Equalized Assessed Value
20
20%
2. Per Capita Income
20
20%
3. Population
15
15%
4. Number of Employees (Full & Part Time)
10
10%
5. General Fund (GF) Expenditures
10
10%
6. General Fund (GF) Property Taxes
10
10%
7. Total Indebtedness
10
10%
8. Proximity
5
5%
100
100
The eight (8) categories listed above were selected to mirror important criteria that reflected the
following:
• Similar financial conditions: 70% of the criteria involve financial criteria and equalized
valuation (property value/worth of community).
• Population: 15% of the criteria involve population comparison.
• Number of Employees (Full & Part Time): 10% of the criteria reflect staff size.
• Proximity: 5% of the criteria reflect proximity.
The City of McHenry, Illinois 10
Within each of the eight (8) categories, ranges of compatibility were established. For example, the
closer a community was to matching the City of McHenry's estimated population, the closer the
community would be to receiving the maximum of fifteen (15) points. A community whose population
was significantly larger or smaller than McHenry's population would receive fewer or even zero points.
Thus, a municipality achieving a total of 100 points would be considered most comparable to the City of
McHenry. A community with zero points was therefore determined to be the least comparable to the
City. A more detailed explanation of the methodology used to determine the comparable communities
is included in Appendix B.
A cutoff of 90 points was established to select the communities most strongly similar to McHenry across
the eight (8) categories. After applying the eight (8) criteria, thirteen (13) communities achieved 90 or
more compatibility points on the comparison scale with McHenry. Two additional communities, Crystal
Lake and Woodstock, did not meet the cutoff of 90 or more "comparability points"; Crystal Lake
received a score of 88 and Woodstock a score of 74. However, these two communities were added as
comparable communities at the request of the City. The fifteen communities selected as comparables
for the Study are as follows, in alphabetical order:
Algonquin
Batavia
Bensenville
Bloomingdale
Bridgeview
Crystal Lake
Geneva
Glendale Heights
Lake in the Hills
Mundelein
South Elgin
Villa Park
West Chicago
Westmont
Woodstock
The Salary Survey
After selecting the municipalities for the source of survey data, the Consultants then prepared and
distributed a salary survey to the fifteen comparable communities listed above. Twelve of the
communities responded to the survey. Table 2 is a summary of the benchmark salary survey data. The
detailed salary survey data for each position is contained in Appendix C.
It is important to make a few of observations regarding Table 2 and Appendix C.
The City of McHenry, Illinois 11
1. The salary data is information that was available as of September — November 2017. The new
recommended salary ranges for the City were developed using this salary data from the
comparable communities
2. Some of the comparable municipalities provided salary range minimums and maximums for
comparison purposes, while others (those that don't utilize salary ranges as part of their pay
plans) provided actual salaries for surveyed positions. The salary range minimums and
maximums were analyzed to determine the 50t" 60tn 65cn 75tn and 80t" percentiles to identify
wage ranges for "average" and "above average" payers. Any actual salaries provided by the
comparable municipalities were not analyzed simply because there was abundant salary range
information. Salary ranges are a better gauge of market salaries than an actual salary and are
thus preferred to conduct analysis.
3. Salary ranges associated with positions that have been reclassified may not be consistent with
other salary ranges in a particular Grade.
4. Data contained within Appendix C has been thoroughly reviewed. If the Consultants
determined the data was not relevant, it was removed. Thus, if a specific position within the
salary survey has two worksheets associated with it in Appendix C, then data were removed.
The second data sheet will have the word "Edited" after the title of the position surveyed. If a
specific data point was removed, it is highlighted on the first worksheet and then removed on
the second worksheet associated with the position.
Appraisal and Use of Salary Survey Data
While comparing McHenry's current salaries to those paid by other employers in the survey group, it
must be noted that variations in compensation may be due to several factors, including:
1. Organizational size and economic conditions that can have an impact on classifications. In
smaller organizations, employees are often asked to "wear many hats" and therefore take on
more duties and responsibilities than would normally be required of a certain position. In
addition, the economic downturn forced organizations to "do more with less", compelling staff
to take on more duties and responsibilities than they have in the past. Therefore, it becomes
increasingly harder to compare "like" classifications within organizations. To try to avoid
inaccurate comparisons, a short job description of the classifications was included in the survey
in order to ascertain if "like" positions were being compared.
The City of McHenry, Illinois 12
2. Some employers place a different "relative worth" on certain groups of employees. For
example, some employers are forced to place a higher value on certain employees or groups of
employees because of the market, and therefore, pay them more. Overall, the policies and
value judgments of different employers in compensating the same kind of work can vary widely.
There is rarely a single prevailing rate for any particular kind of work, even within the same labor
market.
3. Exact comparisons among different employers of ostensibly similar jobs duties and
responsibilities and related employment factors are sometimes difficult to make.
Nevertheless, comparative salary data widely recognized as a good measure of the appropriate
compensation rates with respect to the prevailing market. This data is also useful as an indication of
generally prevailing opinions concerning the pay relationships that should exist among different classes
of work. Of equal importance, however, are the internal relationships arrived at by comparing the
relative levels of difficulty, responsibility, experience, education and training for the various classes, as
was accomplished in the job evaluation portion of this Study.
The City of McHenry, Illinois 13
VI. COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS
Development of the Compensation Plan
A basic element in any human resources management program is adequate and equitable employee
compensation. A compensation plan of this nature is essential if qualified employees are to be recruited
and retained. To achieve these ends, there must also be a reasonable, uniform, and widely accepted
model of the factors of job content upon which the compensation system rests. Application of the
model and definition of job content were the purpose of the job evaluation aspects of this Study.
The plan presented in this report is designed to accomplish the Study goals by: (1) providing for equal
compensation for work of equivalent job content and responsibility; (2) facilitating adjustments to
compensation levels based on changing economic and employment conditions that impacted these
interrelationships; and (3) establishing compensation rates that compare favorably with those of other
equivalent jurisdictions within the appropriate labor market. In preparing this plan, the Study only
looked at base compensation. The compensation associated with longevity or other fringe benefits was
not analyzed or factored into the compensation plan.
Pay Plan Options for the City's Consideration
One of the purposes of this Study was to provide an updated pay plan that both relates to the external
market and is internally equitable. The consulting team held several discussions with the Project Team
to examine the many facets of salary administration, at both the technical and philosophical level.
During these discussions, the concepts — and potential advantages and disadvantages — of defined
increment and open range pay plans were reviewed.
Pay Plan Design: Defined Increment, Open -Range, and Blended Pay Plans
Defined increment merit plans are pay plans that have salary ranges with a minimum and a maximum
with defined percentage increments (e.g., 3%) in between. If an employee has a satisfactory
performance evaluation, he/she systematically advances through the pay range. This performance
evaluation, and resulting salary increment increase, occurs annually.
The City of McHenry, Illinois 14
Open -range merit plans also have salary ranges with minimums and maximums, but without defined
percentage increments in between. Employees are advanced through the pay range based on annual
satisfactory performance evaluation, with the "percentage" of their increase determined by their
supervisor.
In considering either the defined increment or open range merit plans, it is important to understand
that employees at various levels of responsibility may react differently toward, and be motivated
differently by, the salary plan they work under. Management personnel may have a higher acceptance
of open -range, goal -oriented merit salary plans, and thus tend to be more comfortable with and
motivated by this method of compensation. Mid to lower level positions may want the assurance of a
defined salary increase based on satisfactory performance. Possible advantages and disadvantages of
each plan are summarized below:
A. Defined Increment Plan
Advantages
Cam: A defined increment merit plan has the advantage of creating financial predictability because it
is easier for management to predict and plan for salary increases on an annual basis.
Employees: Employees like a defined increment merit plan because it offers security and
predictability for advancement through the range. Another plus of this plan is that it offers a high
degree of internal equity and fairness — the expectation that fellow workers in this plan are all being
treated the same.
Disadvantages
Cam: The City may feel that increment plans simply reward pay increases on a routine basis.
However, by tying the increase to a satisfactory performance evaluation, the City can be assured
that only acceptably -performing employees will receive a salary increase.
Employees: Employees may feel unmotivated to perform at an above average or at a superior level,
knowing their salary increase amount is pre -determined. One way to remove this negative is to
allow an employee with a superior performance evaluation to get a two (2) increment increase.
This, however, would be the exception and not the rule to this system. Most employees would be
considered "average" performers and receive a one (1) increment increase.
The City of McHenry, Illinois 15
B. Open Range Merit Plan
Advantages
City: The open range plan tends to motivate employees to perform at a higher level, thereby
achieving greater production/benefit for the City. This plan also enables the supervising authority to
reward high -performing employees with a salary increase greater than a defined increment.
Employees: Employees who are high performers like working under this plan as they can "earn" a
higher percentage salary increase.
Disadvantages
City: Anticipating the cost of merit increases has less financial predictability, as it is not always
possible to know how many employees will be high performers in any given year. However, the City
can fund a "merit increase pool" for all open -range employees to receive an average percentage
(i.e., a 2-3% increase), knowing that some employees will receive less (or no) increase and some
employees will earn more.
Employees: Open -range merit plans can create a perceived inequity regarding how individuals are
granted salary increases. It is incumbent upon management to use an equitable performance
evaluation system when implementing this salary plan. It is also incumbent on management to
ensure that the performance evaluation system is applied fairly and that supervisors receive
appropriate training on conducting the evaluation and using the evaluation tool properly.
C. Blended Merit Plan
There are positives and negatives for both defined increment merit plans and open -range merit
plans. However, it is also possible to design a pragmatic salary system that uses elements of both
defined increment and open -range plans. It is becoming increasingly common for organizations to
have a blended pay plan for various levels of positions that reflects the particular circumstances and
culture of the organization. A plan of this type is customizable to the needs of the organization. It is
also a preferable plan for organizations that are transitioning from defined increment to open range
merit plans. The following is one example of a blended plan:
Exempt: All exempt employees are in an open -range merit plan.
Non-exempt: Non-exempt employees are in defined-increment/open-range blended merit plan. In
this plan, salary ranges begin at the minimum with, for example, three defined increments and then
The City of McHenry, Illinois 16
transition into an open range. The initial increment of the assigned range is intended as the normal
hiring/promoting rate. Increments 2 and 3 would be awarded upon successful completion of the
employee's initial evaluation period and/or after another period that is set by the City (e.g.,
Increment 2 after the initial evaluation and Increment 3 after an additional year of employment.)
After that, Increment 3 employees may advance through the open range as a result of a successful
performance appraisal.
Recommendation: Open -Range Merit Plan
Based on the discussions with the City, GovHR is recommending an open -range merit plan. Open -range
merit plans have salary ranges with minimums and maximums, but without defined percentage
increments in between. Employees are advanced through the compensation range based on annual
satisfactory performance evaluation, with the "percentage" of their increase determined by their
supervisor and City Administration.
The open range plan also allows maximum flexibility for the City relative to recruitment and funding as
employees can be hired within the range and the increases provided annually for meritorious
performance can fluctuate based on available funding. Given McHenry's goal to recruit, reward and
retain motivated, high -performing employees, the open -range merit plan has been selected for
recommendation.
Pay Philosophy
An important component in the process of developing a pay plan is understanding and applying the pay
philosophy that has been adopted by the City. The City of McHenry subscribes to a pay philosophy of
compensating employees at an "at market" rate at the 50t" percentile.
Proposed Compensation Plan and Structure
The next step in this process is to combine the JFA scores included in Table 1 and 2 with the proposed
salary ranges in Table 3. The JFA scores were categorized into twelve (12) skill level/compensation
grades, which recognize significant and definable differences in the level of duties and responsibilities
and group classifications according to these factors. Table 2 combines all of the information at the 50th
percentile.
The City of McHenry, Illinois 17
Table 1 includes the Proposed Classification Plan. The plan's 12 compensation grades (1 being lowest,
12 being highest) are grouped into three categories or pay bands, as shown in Table 3:
• Grades 1— 4 — Administrative and Technical Staff
• Grades 5 — 9 — Supervisors and Advanced Technical Staff
• Grades 10 — 12 — Directors and Senior Managers
There is a 15% gradation between grades 1 — 4, a 10% gradation between grades 5 — 9 and a 10%
gradation between grades 10 — 12. The ranges for grades 1— 9 have a 37.5% spread from minimum to
maximum, and grades 10 — 12 have a 45% spread from minimum to maximum.
Note 1: Different pay grades may have different ranges from minimum to maximum pay. It is
appropriate for the lower grades in a pay plan to have a smaller spread from minimum to
maximum as it is likely that new employees would start at the minimum pay of the range.
Conversely, it is more likely that more experienced employees or Department Head level
employees may be hired at a rate above the minimum pay of a range, thus it is necessary to have
a greater spread from minimum to maximum pay.
Note 2: Gradation refers to the relationship between the minimum pay of one grade to the
minimum pay of the next grade. In this case, the starting pay for Grade 2 is 15% higher than
Grade 1 and so on. The gradation will vary depending upon the relationship between the salary
survey data for the grade, the number of grades in the pay band and the established pay range.
Implementation and Administration of the Compensation Plan for Current Employees
Implementation of the Compensation Plan, as it affects individual employees, should be under the
following pattern of adjustments:
1. Employees whose present compensation is below the minimum compensation of the range for
their classification should be raised to the minimum of the range. These employees have
salaries bolded in Green on Table 2.
The City of McHenry, Illinois 18
2. The compensation of employees whose present compensation is within the range for their class
should be slotted into the new compensation plan at the current rate.
3. The compensation of the employee whose present compensation is above the maximum pay of
the range should be held at his or her present rate, without a reduction in compensation, until
such time that further market analysis indicates commensurate alignment with the market
place. However, the City can consider lump sum increases for these employees, which does not
impact base pay levels, until the ranges adjust to include the individual employee pay rates.
These employees have salaries bolded in Red on Table 2.
In other studies, GovHR has been asked for ideas on how to address the situation of long-term
employees whose current compensation falls near the bottom (within 5 - 10%) of the proposed pay
range. If this occurs, it illustrates that the position has been compensated at less than the market rate
for someone with similar tenure. Thus, some communities elect to make additional adjustments for
those employees at implementation. This program is discretionary for the community to adopt and only
occurs one time, at the implementation of the new classification and compensation plan. If the City
wishes to consider such a program, an example is illustrated below:
Service Adjustment
1-3Years 0%
Over 3 and up to 8 Years 1%
Over 8 and up to 15 Years 2%
Over 15 Years 3%
Employee Advancement through the Ranges
To implement the new compensation plan, we recommend that the City use the following procedure.
The starting salary of the range (Minimum) is the normal hiring/promoting rate. Exceptions to this
starting point should be limited to hiring situations involving: 1) applicants with exceptional background
and qualifications; 2) a promotion in which the employee's current compensation is higher than the
minimum of the new range; or 3) in the case of a labor market situation where it is impossible to recruit
qualified candidates at the minimum. In these cases, employees may be appointed to their positions
The City of McHenry, Illinois 19
anywhere within the defined range (generally up to the midpoint), depending on their experience and
qualifications, and based on the provisions of the City's Personnel policies. Employees should not be
hired below the minimum of their compensation range.
Salary advancement between the hiring rate and the top of the range (Maximum) is done throughout
the employee's tenure with the organization. Advancement through the range would be done on an
annual basis and be dependent on a satisfactory performance evaluation. Incumbents progressing
through the range should understand that standards of performance would become more exacting or
controlling as compensation levels advance. Typical movement through the range could be in
increments of 1% to 3%, depending on the employee's performance evaluation and goal attainment, as
well as the financial resources of the City.
The City may also wish to provide a merit bonus for exemplary performance after an employee reaches
the maximum pay for the range. If this option is exercised, then an employee would be eligible to
receive a payment after a successful performance appraisal each year. This payment should not be
worked into the base salary. It can be in the form of a lump sum payment that is a set amount
calculated each year and the same for all employees, such as $500 for meeting expectations and $1,000
for exceeding expectations. Another option is to calculate a percentage of the employee's pay and
provide a lump sum payment equivalent to that amount, such as 1% for meeting expectations and 2%
for exceeding expectations.
It is recommended that the City set aside a "merit pool" every year, to fund increases for employees in
this plan. This money would then serve as the "pool" for merit payments, knowing that some employees
will be high performers, getting a higher percentage, and some employees will be lower performers,
getting a lower percentage.
Again, it should also be noted that the implementation and use of a formal performance evaluation
process for all staff members is a key component to the success of this merit system. Equally, if not
more important, is to have supervisors be adequately trained to perform the formal performance
evaluation process.
The City of McHenry, Illinois 20
Future Administration of the Compensation Plan
To maintain competitive salary levels and salary ranges, there should be an annual review of the City's
salary ranges. The fifteen communities used in the survey group for this Study have been determined to
be comparable jurisdictions to the City. Therefore, McHenry can continue to use these jurisdictions as a
comparable salary survey group for annual salary comparison purposes, until it is determined that they
are no longer valid comparables. As mentioned earlier, the salary levels for these comparables are
current as of September — November 2017. It is GovHR USA's recommendation that an annual "survey"
of these jurisdictions be conducted to determine the percentage increase each organization in the
comparable group is granting either as an annual "across-the-board increase" to their employees or as a
general adjustment to their pay ranges. The City may wish to provide an "across-the-board increase" to
all employees based on the information received from the comparable communities. If this is the case,
then the increases would be granted separately from any merit increase that would be awarded as a
result of a successful performance appraisal.
It is the further recommendation of the Consulting team that the salary ranges for each grade be
increased by the average percentage increase of the comparable group, even if an "across-the-board
increase" is not given to all employees. Employees would continue to "advance" through the
compensation ranges (provided that the employee is not at the maximum of the compensation range)
by virtue of a merit increase granted for satisfactory or above satisfactory performance of their job
duties. Finally, it is recommended that the City review the comparability of the 15 municipalities after
five years.
Future Administration of the Classification Plan
The administration of a classification plan is an ongoing process. It must be recognized that it is not
static and is not intended to affix positions permanently into job classes. Instead, the plan must be
administered continually to adapt it to changing conditions.
Three specific types of changes in the plan itself are possible: abolition of a class, creation of a class, or
adjustment/revision of a class. When all positions in a class are abolished or when positions are
significantly changed work duties and responsibilities to the extent that the class becomes inappropriate
or inaccurate, the class should be abolished. Similarly, new classes should be created when new work
situations arise that are not covered by the established classes. However, caution should be exercised in
The City of McHenry, Illinois 21
this respect, particularly to assure that new classes are justified, are not merely duplicating established
classes, cannot be accommodated through changes in existing classes, and reflect substantially
permanent rather than temporary situations. The adjustment or revision of a class should be done
when there are substantial changes to the requirements of the position or to the nature and
complexities of the duties being performed. All changes should be thoroughly evaluated for their effect
on employee morale and the integrity of the class relationships established in the classification and
compensation plans.
The City Administration has been provided with the Job Analysis Questionnaire as well as the Job Factor
Scoring Sheet, enabling the City to grade a newly created or revised class. GovHR provides scoring
assistance in such cases free of charge for one year after the delivery of this report.
Appreciation
GovHR USA, LLC has appreciated the opportunity to work with the City of McHenry in this most
important Classification and Compensation Study. Special thanks are given to the employees of
McHenry for all of the information provided to allow for the analysis and to the Project Team for the
significant amount of work and support dedicated to the project.
The City of McHenry, Illinois 22
CITY OF MCHENRY, IL
CLASSIFICATION PLAN
Table 1
Current Position Title
Proposed Title
Total
Grade
Skill Level
Directors and Senior Managers
Chief of Police
795
12
770 to 800
Finance Director
775
Director of Public Works
770
Deputy Chief
750
11
735 to 765
Director of Community Development
745
Director of Parks & Recreation
735
Human Resources Director
735
Economic Development Director
735
Commander
690
10
690 to 730
Supervisors and Advanced Technical Staff
Parks Superintendent
685
9
655 to 685
Streets Superintendent
685
Utility Superintendent
685
Wastewater Superintendent
685
Information Technology Manager
675
Sergeant
665
Water Superintendent
660
Communications Supervisor
620
8
605 to 650
Asst. Wastewater Superintendent
620
Parks Assistant Superintendent
615
Project Engineer
610
Streets Crew Leaders
590
7
555 to 600
Forestry Crew Leader
560
Planner
560
Supt. of Commercial Inspections
545
6
505 to 550
Building Inspector
545
Plumbing Inspector
535
Information Technology Specialist
495
5
455 to 500
Information Technology Specialist - Police
495
Athletics and Aquatics Supervisor
470
Recreation Supervisor
470
Administrative and Technical Staff
Code Compliance Inspector
435
4
405 to 450
Executive Assistant
430
The City of McHenry, Illinois GovHR USA, LLC 23
CITY OF MCHENRY, IL
CLASSIFICATION PLAN
Table 1
Current Position Title
Proposed Title
Total
Grade
Skill Level
Plans Examiner
440
Economic Development Coordinator
435
Finance Specialist (Payroll)
Finance andPayroll Coordinator
430
Deputy Clerk
405
Administrative Assistant (Police)
Administrative Coordinator
375
3
355 to 400
Administrative Assistant (PW)
Administrative Coordinator
375
Recreation Center Coordinator
375
Finance Specialist (Utility Billing)
370
Finance Specialist (A/P)
Accounts Payable Clerk
345
2
305 to 350
Administrative Assistant (CD)
315
Administrative Assistant (ED)
315
Administrative Assistant (Admin)
305
No Positions in Grade
1
To 300
The City of McHenry, Illinois GovHR USA, LLC 24
CITY OF MCHENRY, IL
COMPREHENSIVE TABLE
Position Title
Total
Skill
Level
Grade
Salary Survey Data
50th Percentile
McHenry - FY2018
Salary Range
FY2018
Actual
Salary
Proposed FY2018
Salary Range (50th)
Directors and Senior Managers
Chief of Police
795
770to800
12
$110,423
$151,923
$98,821
$133,626
$133,660
$105,270
$152,642
Finance Director
775
$106,885
$151,347
$90,290
$131,512
$92,447
Director of Public Works
770
$111,725
$152,821
$90,2901
$131,512
$113,365
$109,678 $152,030 $93,134 $132,217
Deputy Chief
750
735 to765
11
$98,164
$136,053
$82,284M$120,131
$121,447
$95,700
$138,765
Director of Community Development
735
$100,265
$136,719
$82,284
$87,168
Director of Parks & Recreation
735
$93,350
Human Resources Director
745
$95,098
$133,149
$70,571
$90,072
Economic Development Director
735
$92,703
$133,815
$82,284
$120,131
$103,562
$96,557 $134,934 $79,356 $114,772
Commander
690
690to730
1 10
1 $90,7561
$125,3241
$77,8011
$107,3661
$110,4121
$87,0001
$126,150
Supervisors and Advanced Technical Staff
Parks Superintendent
685
655to685
9
$71,977
$105,175
$70,571
$98,695
$96,053
$81,990
$112,736
Streets Superintendent
685
$84,937
$114,745
$70,571
$98,695
$92,770
Utility Superintendent
685
$84,937
$114,745
$70,571
$98,695
$89,441
Wastewater Superintendent
685
$84,937
$114,745
$70,571
$98,695
$95,123
Information Technology Manager
675
$80,037
$108,185
$70,571
$98,695
$74,940
Sergeant
665
$87,354
$112,457
$70,571
$98,695
$101,510
Water Superintendent
660
$84,937
$114,745
$70,571
$98,695
$95,820
$82,731 $112,114 $70,571 $98,695
Communications Supervisor
620
605to650
8
$70,571
$98,695
$77,325
$74,536
$102,487
Asst. Wastewater Superintendent
620
$73,483
$101,314
$56,785
$88,177
$72,481
Parks Assistant Superintendent
615
$56,785
$88,177
$69,296
Project Engineer
610
$68,500
$104,104
$70,571
$98,695
$87,443
$70,992 $102,709 $63,678 $93,436
Streets Crew Leaders
590
555to600
7
1 $60,8151
$83,230
$56,785
$88,177
$82,019
$67,760
$93,170
Forestry Crew Leader
560
1 $60,8151
$83,230
$56,785
$88,177
$65,189
Planner
560
1 $63,5621
$88,233
vacant
Table 2
The City of McHenry, Illinois GovHR USA, LLC 25
CITY OF MCHENRY, IL
COMPREHENSIVE TABLE
Position Title
Total
Skill
Level
Grade
Salary Survey Data
50th Percentile
McHenry - FY2018
Salary Range
FY2018
Actual
Salary
Proposed FY2018
Salary Range (50th)
$61,731 $84,898 $56,785 $88,177
Supt. of Commercial Inspections
545
505to550
1 6
1
1
$89,511
$61,600
$841700
Building Inspector
545
1
1 $60,1711
$84,241
$54,756
$76,229
$60,000
Plumbing Inspector
535
1 $65,3081
$90,453
$51,989
$75,383
$71,408
$62,739 $87,347 $50,044 $71,266
Information Technology Specialist
495
455to500
5
$56,176
$77,747
$54,756
$76,229
$56,590
$56,000
$77,000
Information Technology Specialist - P
495
$54,756
$76,229
$69,691
Athletics and Aquatics Supervisor
470
$50,028
$72,406
$52,997
Recreation Supervisor
470
$49,002
$66,178
$50,028
$72,406
$75,527
Administrative and Technical Staff
Code Compliance Inspector
440
405to450
4
$52,957
$73,570
$40,687
$56,779
$49,899
$53,231
$73,192
Executive Assistant
435
$54,059
$74,630
$50,028
$72,406
$70,434
Plans Examiner
435
$50,028
$72,406
$51,453
Economic Development Coordinator
430
$44,333
Finance Specialist (Payroll)
430
$51,532
$69,3681
$40,687
$56,7791
$55,333
Deputy Clerk
1 405
1
1 $50,0281
$72,406
$52,849 $72,523 $46,292 $66,155
Administrative Assistant (Police)
375
355to400
3
$46,752
$67,131
$34,212
$50,786
$53,465
$46,288
$63,645
Administrative Assistant (PW)
375
$34,212
$50,786
$53,335
Recreation Center Coordinator
375
$33,280
Finance Specialist (Utility Billing)
370
$45,531
$64,584
$40,687
$56,779
$45,088
$46,249 $64,963 $37,450 $53,783
Finance Specialist (A/P)
345
305to350
2
$46,463
$63,175
$40,687M$56,779
$40,687
$40,250
$55,344
Administrative Assistant (CD)
315
$47,175
Administrative Assistant (ED)
315
$34,212
$40,992
Administrative Assistant (Admin)
305
$46,385
No Positions in Grade
I
I To300
11
1 $34,5001
$48,125
Table 2
The City of McHenry, Illinois GovHR USA, LLC 26
CITY OF MCHENRY, IL
PROPOSED PAY RANGES
Table 3
50th Percentile
Administrative and Technical
15% between Ranges
37.5% Range Spread
1
$35,000.00
$48,125.00
2
$40,250.00
$55,343.75
3
$46,287.50
$63,645.31
4
$53,230.63
$73,192.11
Supervisors and Advanced Technical
10% between Ranges
37.5% Range Spread
5
$56,000.00
$77,000.00
6
$61,600.00
$84,700.00
7
$67,760.00
$93,170.00
8
$74,536.00
$102,487.00
9
$81,989.60
$112,735.70
Directors and Senior Managers
10% between Ranges
45% Range Spread
10
$87,000.00
$126,150.00
11
$95,700.00
$138,765.00
12
$105,270.00
$152,641.50
The City of McHenry, Illinois GovHR USA, LLC 27
APPENDIX A
The City of McHenry, Illinois GovHR USA, LLC 28
EMPLOYEE JOB ANALYSIS QUESTIONNAIRE (JAQ)
McHENRY
NAME:
DATE:
YEARS OF EXPERIENCE WITH EMPLOYER:
JOB TITLE:
YEARS OF EXPERIENCE ON THIS JOB:
YOUR JOB IS: FULL TIME ❑ PART TIME ❑
YOUR YEARS OF EXPERIENCE IN THIS FIELD:
YOUR EDUCATION:
❑High Sch. ❑Assoc. Deg. ❑Bach. Deg. ❑Mas. Deg.
NAME OF IMMEDIATE SUPERVISOR:
HIS/HER TITLE:
INSTRUCTIONS
The purpose of this questionnaire is to obtain additional information about your job that may not be included in your
current job description. Please answer each question thoughtfully and frankly. After you have finished your portion of
the questionnaire, give it to your immediate supervisor, who will complete his/her section.
General Summary: In three or four sentences, please summarize the major purpose or primary function of your job.
Please indicate if you have reviewed your current job description.
If you have any changes to your current job description, please mark them on the JD and attach it to this JAQ, or
indicate changes here:
If you do not have a job description available to review, please list your job duties. Try to place your duties in their
order of importance, and group "like" tasks together (e.g., "clerical duties including word processing, opening mail,
filing, etc." or e.g., "front desk responsibilities including greeting visitors, answering telephones and routing calls,
etc.").
Job Duty
1.
2.
3.
4.
5.
6.
The City of McHenry, Illinois GovHR USA, LLC 29
8.
9.
10.
11.
12.
13.
14.
15.
Feel free to add more numbers/duties if necessary.
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 1: Education and Training: In your opinion, what kind of education and training is necessary to perform your
job?
❑
LEVEL 1:
Level of knowledge that is below what is normally attained through high school graduation.
❑
LEVEL 2:
High school diploma (GED) or equivalent.
❑
LEVEL 3:
High school, plus elementary technical training, acquired on the job or through one year or less of
technical or business school.
❑
LEVEL 4:
Extensive technical or specialized training such as would be acquired by an Associate's Degree or two
years of technical or business school.
❑
LEVEL 5:
Completion of four-year college degree program.
❑
LEVEL 6:
Additional professional level of education beyond a four-year college program, such as a CPA or
Professional Engineer (P.E.) training.
❑
LEVEL 7:
Completion of graduate coursework equal to a Master's Degree or higher.
What specific degree/coursework is NECESSARY?
What specific degree/coursework is PREFERRED?
If a specific certificate or license is mandated by an outside agency to perform your duties, name the certificate or
license:
What special skills, knowledge, and abilities are required to perform your job? Please list:
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 2: Years of Experience: How much previous work experience do you feel is necessary to perform your job?
LEVEL 1: LEVEL 2: LEVEL 3: LEVEL 4: LEVEL 5:
❑ LESS THAN 1 YEAR ❑1 TO 3 YEARS ❑4 TO 6 YEARS ❑7 TO 10 YEARS ❑MORE THAN 10 YEARS
What is the minimum number years required?
What specific experience is necessary?
The City of McHenry, Illinois GovHR USA, LLC 30
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 3: Independent Judgment and Decision Making:
Part 1:
How much discretion do you have in making decisions with or without the input or direction of your supervisor?
❑ LITTLE: Little discretion or independent judgment exercised.
❑ SOME: Some discretion or judgment exercised, but supervisor is normally available.
❑ OFTEN: Job often requires making decisions in absence of specific policies and/or guidance from supervisors,
but some direct guidance is received from supervisors.
❑ HIGH: High level of discretion with decisions restricted only by Departmental policies and little direct
guidance from supervisors.
❑ VERY HIGH: Very high level of discretion with decisions only restricted by the broadest policies of the
Organization.
Part 2:
If you make an erroneous decision, what impact would this decision have on your work unit, department, and/or the
Organization?
❑ MINOR: Some inconvenience and delays but minor costs in terms of time, money, or public/employee good
will.
❑ MODERATE: Moderate costs in time, money, or public/employee good will would be incurred. Delays in
important projects/schedules likely.
❑ SERIOUS: Important goals would not be achieved and the financial, employee, or public relations posture of
the Organization would be seriously affected.
❑ CRITICAL: Critical goals and objectives of the Organization would be adversely and very seriously affected.
Error could likely result in critical financial loss, property damage, or bodily harm/loss of life.
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 4. Responsibility for Policy Development: Does your job require you to participate in the development of
policies for your unit/division/department/the Organization?
❑ LEVEL 1: Position involves only the execution of policies or use of existing procedures.
❑ LEVEL 2: May provide some input to supervisor when policies and procedures are updated.
❑ LEVEL 3: Position involves some development of policies/procedures for the Department and/or the
interpretation or explanation of departmental policies for others in the organization or residents.
❑ LEVEL 4: Position involves significant or primary responsibility for the development of policies and procedures
for a division or organizational component of a department, as well as the interpretation, execution
and recommendation of changes to department policies.
❑ LEVEL 5: Position involves significant or primary responsibility for the development of policies and procedures
for an entire department, plus occasional participation in the development of policies which affect
other departments in the organization.
❑ LEVEL 6: Position involves the primary responsibility for the development of departmental policies and
procedures and regular participation in the development of policies that affect other departments
and occasionally involves participation in the development of organization -wide policies.
Give some examples of the types of policies you've written or been a part of creating:
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 5. Planning: How much latitude do you have to set your own daily work schedule and priorities for a given
workday?
❑ LEVEL 1: Position requires that my daily work load and activities are assigned to me by my supervisor.
❑ LEVEL 2: Position requires that I plan my own daily work load and work independently according to established
procedures or standards.
The City of McHenry, Illinois GovHR USA, LLC 31
❑ LEVEL 3: Position requires that I plan my own daily work load and those of others in the department (first -level
supervision).
❑ LEVEL 4: Position requires an above average ability to analyze data and develop departmental plans, including
plans where a number of difficult, technical and/or administrative problems must be addressed
(Manager/Division level planning).
❑ LEVEL 5: Position requires a high level of analytical ability to develop plans for a department or complex
situation, including plans that involve integrating/involving/impacting other departments
(Department Head level planning).
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 6. Contacts with Others: In the course of performing your job, what contacts with people in your
department, other departments within the organization, and/or people from outside the organization are you
required to make?
❑ LEVEL 1: Position involves interaction with fellow workers on routine matters with relatively little public
contact.
❑ LEVEL 2: Position involves frequent internal and external contact, but generally on routine matters such as
furnishing or obtaining information.
❑ LEVEL 3: Position involves frequent internal contact and regular contact with outsiders generally on routine
matters, including contacts with irate outsiders which require some public relations skill for taking
complaints for others to follow up upon.
❑ LEVEL 4: Position involves frequent internal and external contacts which require public relations skills in
handling complaints. Contacts involve non -routine problems and require in-depth discussion and/or
persuasion in order to resolve the problem. Handles more difficult contacts that are referred by front
line employees.
❑ LEVEL 5: Position involves frequent internal and external contacts which require skill in dealing with, and
influencing others, and initiating changes in policy/procedures to address the issue so as to avoid
having to deal with the issue again in the future.
❑ LEVEL 6: Position involves frequent internal and external contacts in which I act as the spokesperson for the
department and am authorized to make commitments of significant resources on behalf of the
department.
❑ LEVEL 7: Position involves frequent internal and external contacts where I represent the entire organization
and am authorized to make commitments in matters of broad or critical interest to the entire
organization.
With which internal individuals or groups do you have the most contact?
With which external individuals or groups do you have the most contact?
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 7. Supervision Given:
Do you supervise or assign work to other employees? ❑Yes ❑ No
If yes:
❑ LEVEL 1: Position is regularly responsible for assigning work to an employee or employees, without acting in a
supervisory role. To whom does this position assign work?
❑ LEVEL 2: Position is responsible for the supervision of one full time or several part time employees.
❑ LEVEL 3: Position is responsible for the supervision of two to five full time (or full time equivalent) employees.
❑ LEVEL 4: Position is responsible for the supervision of six to 15 full time (or full time equivalent) employees.
❑ LEVEL 5: Position is responsible for direct and/or indirect supervision of 16 to 29 full time (or full time
equivalent) employees.
❑ LEVEL 6: Position is responsible for direct and/or indirect supervision of 30 to 50 full time (or full time
equivalent) employees.
The City of McHenry, Illinois GovHR USA, LLC 32
❑ LEVEL 7: Position is responsible for direct and/or indirect supervision of more than 51 full time (or full time
equivalent) employees.
Actual number of full-time (or full-time equivalent) employees supervised:
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 8. Physical Demands: Please describe any physical demands required to perform your job
Demand
No
Yes How often?
(rarely, occasionally or daily)
Lifting to 20 pounds
❑
❑
Lifting 20-50 pounds
❑
❑
Lifting 50+ pounds
❑
❑
Climbing
❑
❑
Walking
❑
❑
Kneeling
❑
❑
Crouching
❑
❑
Crawling
❑
❑
Bending
❑
❑
Sitting
❑
❑
Prolonged Standing
❑
❑
Prolonged Visual Concentration
❑
❑
Unpleasant or Hazardous Conditions: Please describe any unpleasant or hazardous conditions you are exposed to in
performing your job and how often you are exposed to those conditions. Include only those conditions which are
directly related to your work rather than specific work area conditions.
Condition
No
Yes How Often?
Lighting -dimness or brightness
❑
❑
Dust
❑
❑
Heat
❑
❑
Cold
❑
❑
Odors
❑
❑
Noise
❑
❑
Vibration
❑
❑
Wetness/Humidity
❑
❑
Toxic Agents
❑
❑
Electrical Currents
❑
❑
Heavy Machinery
❑
❑
Violence
❑
❑
Disease
❑
❑
Smoke
❑
❑
Other
❑
❑
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
FACTOR 9. Use of Technology/Specialized Equipment: Please check the level of technology or specialized equipment
use needed for you to perform your job:
❑ LEVEL 1: Position has no responsibility for, or use of, technology.
❑ LEVEL 2: Position has some basic use of computers for data entry and some use of the telephone, copier, etc.
❑ LEVEL 3: Position has daily use of computers for data entry and use of the telephone, fax machine, copier, etc.
❑ LEVEL 4: Position has daily use of computers, the Internet, Smartphones, etc. to create databases, spreadsheets,
or reports. Position designs and creates customized reports, presentations, and/or documents using
advanced software skills.
The City of McHenry, Illinois GovHR USA, LLC 33
❑ LEVEL 5A: Position provides routine consultation and technology support for everyday computer programming
and/or software requests/questions to others in the organization; is an applications super user; or uses
specialized software such as GIS, SCADA or telecommunications software.
❑ LEVEL 513: Position uses, troubleshoots, and/or repairs various pieces of specialized equipment such as HVAC,
lighting, gas flares, blowers, engines, heavy equipment, diagnostic equipment, large vehicles (vacuum
trucks, street sweepers, fire apparatus) and/or medical or public safety equipment.
❑ LEVEL 6: Position is responsible for advanced computer programming, system security, maintenance, training,
and purchasing of items such as computers, printers, scanners, etc., for the computer system for the
organization (IT personnel).
❑ LEVEL 7: Position is responsible for the overall direction and supervision of the staff that are responsible for the
computer and technology needs of the organization, including responsibility for developing technology
policies for the organization (IT personnel).
. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ .
10. Comments/Additional Information: Feel free to add additional information below. If using a printed copy of this
form, use the back of the form to add your comments.
Type your name and the date below, then save this form as a Word document with your last name in the file name
and email it to your supervisor. If using a printed copy of this form, sign and date it and then deliver to your
supervisor.
EMPLOYEE'S SIGNATURE OR TYPED NAME DATE
THIS SECTION TO BE COMPLETED BY IMMEDIATE SUPERVISOR AND/OR DEPARTMENT HEAD
Please provide your comments below. If using a printed copy of the form and additional space is needed, please use
the back of this form or attach an additional sheet. Please do not mark in employee's portion of the questionnaire.
1. Do you agree with the employee's answers to all of the above questions? If not, please explain.
2. List any job duties or assignments which the employee performs which are in addition to those listed on the job
description or this form.
3. How long has this employee worked for you?
4. Additional comments from the employee's immediate supervisor:
Type your name and the date below, then email this form to your Department Head (if applicable) or to the Human
Resources Manager. If using a printed copy of this form, sign and date it before forwarding.
SUPERVISOR'S SIGNATURE OR TYPED NAME DATE
If Supervisor isn't Department Head, Department Head should review this form as well.
❑I have read the above and substantially concur.
The City of McHenry, Illinois GovHR USA, LLC 34
❑I have read the above and have the following comments:
Type your name and the date below, and then email this form to the Human Resources Manager. If using a printed
copy of this form, sign and date it before forwarding.
DEPARTMENT HEAD SIGNATURE OR TYPED NAME DATE
IMPORTANT DATES:
October 6th: Employees complete and submit the JAQs to their Supervisors. Please save file as follows: Last
Name —Job Title.
October 131h: Supervisors and Department Heads review and then submit the JAQs to Human Resources.
October 20th: City Administration reviews and then submits the JAQs to the GovHR.
Week of October 30th: GovHR USA conducts on -site interviews with employees.
The City of McHenry, Illinois GovHR USA, LLC 35
APPENDIX B
The City of McHenry, Illinois GovHR USA, LLC 36
CITY OF MCHENRY, ILLINOIS
Criteria Used to Determine Survey Comparables
1. Equalized Assessed Value: Maximum 20 Points
$545
Million
Factor
Minimum Range
1.50
363
545
2.00
273
362
2.50
218
272
3.00
182
217
All Others
2. Per Capita Income: Maximum 20 Points
$30,162
Factor
Minimum Range
1.50
$20,108
$30,162
2.00
$15,081
$20,107
2.50
$12,065
$15,080
3.00
$10,054
$12,064
All Others
3. Population: Maximum 15 Points
26,992
Factor
Minimum Range
1.50
17,995
26,992
2.00
13,496
17,994
2.50
10,797
13,495
3.00
8,997
10,796
All Others
4. Number of Employees (Full & Part Time)
140
Factor
Minimum Range
1.50
93 140
2.00
70 92
2.50
56 69
3.00
47 55
All Others
Maximum Range
Points
545 818
20
819 1,090
15
1,091 1,363
10
1,364 1,635
5
0
Maximum Range
Points
$30,162
$45,243
20
$45,244
$60,324
15
$60,325
$75,405
10
$75,406
$90,486
5
0
Maximum Range
Points
26,992 40,488
15
40,489 53,984
11
53,985 67,480
7
67,481 80,976
3
0
Maximum 10 Points
Maximum Range
Points
140 210
10
211 280
7
281 350
4
351 420
2
0
5. General Fund (GF) Expenditures: Maximum 10 Points
$18.2
Million
Factor
Minimum Range
Maximum Range
Points
1.50
$12.1 $18.2
$18.2 $27.3
10
2.00
$9.1 $12.0
$27.4 $36.4
7
2.50
$7.3 $9.0
$36.5 $45.5
4
3.00
$6.1 $7.2
$45.6 $54.6
2
All Others
0
GovHR USA
The City of McHenry, Illinois GovHR USA, LLC 37
CITY OF MCHENRY, ILLINOIS
Criteria Used to Determine Survey Comparables
6. General Fund (GF) Property Taxes: Maximum 10 Points
$5.1 Million
Factor
Minimum Range
Maximum Range
Points
1.50
$3.4 $5.1
$5.1 $7.7
10
2.00
$2.6 $3.3
$7.8 $10.2
7
2.50
$2.0 $2.5
$10.3 $12.8
4
3.00
$1.7 $1.9
$12.9 $15.3
2
All Others
0
7. State Sales Tax (General Fund): Maximum 10 Points
$9.0 Million
Factor
Minimum Range
Maximum Range
Points
1.50
$6.0 $9.0
$9.0 $13.5
10
2.00
$4.5 $5.9
$13.6 $18.0
7
2.50
$3.6 $4.4
$18.1 $22.5
4
3.00
$3.0 $3.5
$22.6 $27.0
2
All Others
0
8. Proximity: Maximum 5 Points
Miles
Points
0 to 15
5
16 to 30
4
31 to 45
3
46 to 60
2
More than 60
0
Initial screen:
Illinois cities population: 13,000 to 54,000 within 60 miles
Sources:
-Illinois Comptroller's Office (Comprehensive Annual Financial Reports) for 2016
as reported by each community for: Population; EAV; General Fund Expenditures; General Fund
Property Tax; State Sales Tax; Total Employees (Full and Part Time)
-United States Census Bureau American Community Survey 2011-2015 5-year Estimates: Per Capita Income figures
-Google Maps: Proximity
Note:
Each of the eight criterion contain ranges to assess comparability with the City's data. For example, each
of the four factor ranges for City population is developed using a factor of .5 percent (+/-). To determine
the population range that will receive a score of 15 (most similar to the City), the City's population is
multiplied by 1.5 (maximum range) and divided by 1.5 (minimum range). The City's population is then
multiplied and divided by 2.0, 2.5 and 3.0 to determine ranges of decreasing similarity (and subsequently
decreasing "comparability points").
GovHR USA
The City of McHenry, Illinois GovHR USA, LLC 38
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
Points
Income
Points
Points
Emps.
Points
(millions)
PointETax
(millions
PointETax
(thousands)
Points
(miles)
Points
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Algonquin
$801
20
$39,325
20
30,046
15
136
10
$18.3
10
$5.9
10
$7.6
10
13
5
100
Villa Park
$509
20
$29,538
20
21,904
15
141
10
$18.3
10
$3.5
10
$6.1
10
43
3
98
Westmont
$752
20
$33,454
20
24,685
15
99
10
$20.3
10
$5.0
10
$8.0
10
51
2
97
Bensenville
$502
20
$24,937
20
18,352
15
115
10
$17.1
10
$4.7
10
$5.9
7
40
3
95
Glendale Heights
$546
20
$23,642
20
34,435
15
197
10
$21.2
10
$3.2
7
$7.3
10
38
3
95
Mundelein
$755
20
$33,411
20
31,064
15
178
10
$25.4
10
$8.0
7
$4.9
7
17
4
93
Bloomingdale
$756
20
$37,512
20
22,254
15
118
10
$16.4
10
$2.1
4
$8.0
10
34
3
92
South Elgin
$551
20
$32,967
20
22,224
15
81
7
$17.1
10
$4.3
10
$4.0
4
26
4
90
West Chicago
$614
20
$25,146
20
27,086
15
107
10
$16.8
10
$3.5
10
$3.3
2
36
3
90
Bridgeview
$372
20
$20,865
20
16,446
11
113
10
$21.7
10
$2.8
7
$9.5
10
60
2
90
Lake in the Hills
$574
20
$32,957
20
28,965
15
120
10
$16.0
10
$5.7
10
$2.6
0
13
5
90
Geneva
$901
15
$44,516
20
21,495
15
142
10
$15.3
10
$4.6
10
$5.0
7
34
3
90
Batavia
$956
15
$42,335
20
26,045
15
155
10
$24.1
10
$6.2
10
$5.1
7
37
3
90
Morton Grove
$696
20
$31,472
20
23,497
15
158
10
$26.4
10
$9.4
7
$4.4
4
38
3
89
Streamwood
$661
20
$28,570
20
44,528
11
186
10
$26.4
10
$9.8
7
$4.9
7
26
4
89
Crystal Lake
$979
15
$34,673
20
40,743
11
258
7
$26.3
10
$4.0
10
$12.1
10
14
5
88
Gurnee
$1,039
15
$39,309
20
31,284
15
217
7
$34.9
7
$4.7
10
$12.8
10
22
4
88
Oswego
$783
20
$33,208
20
32,901
15
107
10
$16.2
10
$1.3
0
$7.6
10
50
2
87
Carpentersville
$508
20
$21,657
20
38,291
15
173
10
$27.8
7
$11.1
4
$4.8
7
27
4
87
Hanover Park
$533
20
$23,792
20
38,476
15
198
10
$30.0
7
$11.8
4
$5.9
7
29
4
87
Roselle
$627
20
$33,791
20
22,763
15
86
7
$14.9
10
$5.4
10
$0.6
0
32
3
85
Belvidere
$294
15
$20,604
20
25,585
15
115
10
$14.8
10
$4.9
10
$3.2
2
35
3
85
Lisle
$954
15
$44,073
20
22,390
15
96
10
$13.1
10
$3.9
10
$3.2
2
51
2
84
Elmwood Park
$391
20
$26,608
20
24,883
15
135
10
$17.8
10
$8.9
7
$1.3
0
47
2
84
Rolling Meadows
$704
20
$32,102
20
24,099
15
158
10
$29.4
7
$10.4
4
$3.7
4
28
4
1 84
Lake Zurich
$794
20
$42,397
20
19,993
15
159
10
$46.4
2
$14.6
2
$11.5
10
15
5
84
Westchester
$435
20
$34,550
20
16,729
11
97
10
$16.6
10
$6.1
10
$1.7
0
49
2
83
Carol Stream
$1,069
15
$30,522
20
39,711
15
138
10
$22.1
10
$0.2
0
$8.3
10
37
3
83
Dekalb
$468
20
$19,039
15
44,054
11
201
10
$30.7
7
$4.2
10
$5.3
7
40
3
83
Wheeling
$836
15
$28,031
20
37,648
15
232
7
$35.7
7
$12.7
4
$6.3
10
26
4
82
Vernon Hills
$1,079
15
$44,161
20
26,314
15
111
10
$23.0
10
$0.0
0
$14.0
7
20
4
81
Woodridge
$1,113
10
$39,850
20
32,971
15
113
10
$20.2
10
$3.3
7
$5.3
7
54
2
81
Franklin Park
$594
20
$24,841
20
18,333
15
150
10
$27.6
7
$11.7
4
$3.5
2
44
3
81
Libertyville
$1,101
10
$56,498
15
20,315
15
161
10
$27.7
7
$6.4
10
$7.4
10
20
4
81
Loves Park
$345
15
$27,433
20
23,996
15
73
7
$19.4
10
$0.2
0
$7.4
10
45
3
80
Wood Dale
$491
20
$29,204
20
13,770
11
96
10
$11.9
7
$2.9
7
$3.3
2
38
3
80
Sycamore
1 358
15
$30,735
20
17,519
11
107
10
1 $14.9
10
$2.7
7
$4.0
4
41
3
80
The City of McHenry, Illinois GovHR USA, LLC 39
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
PointE
Income
Points
PointE
Emps.
PointE
(millions)
PointETax
(millions
PointETax
(thousands)Point
(miles)
PointE
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Plainfield
$1,209
10
$37,482
20
42,138
11
129
10
$21.2
10
$5.2
10
$5.3
7
54
2
80
Brookfield
$331
15
$33,287
20
19,022
15
95
10
$16.2
10
$7.9
7
$1.5
0
51
2
79
Norridge
$401
20
$26,834
20
14,572
11
81
7
$14.7
10
$1.1
0
$4.8
7
43
3
78
Huntley
$821
15
$37,590
20
26,005
15
91
7
$10.5
7
$3.5
10
$2.1
0
19
4
78
La Grange
$568
20
$46,271
15
15,500
11
97
10
$12.3
10
$6.6
10
$2.9
0
53
2
78
Forest Park
$289
15
$36,140
20
14,123
11
106
10
$18.4
10
$4.6
10
$2.9
0
51
2
78
Niles
$1,065
15
$27,531
20
29,803
15
227
7
$44.0
4
$3.1
7
$15.2
7
42
3
78
Darien
$783
20
$42,216
20
22,086
15
65
4
$11.0
7
$1.7
2
$5.4
7
56
2
77
Bartlett
$958
15
$36,900
20
41,208
11
161
10
$21.9
10
$7.9
7
$2.2
0
29
4
77
Addison
$981
15
$24,275
20
36,942
15
211
7
$30.1
7
$7.2
10
$2.9
0
40
3
77
Deerfield
$1,319
10
$65,757
10
18,476
15
109
10
$20.1
10
$3.5
10
$5.4
7
29
4
76
Cary
$405
20
$35,712
20
18,114
15
58
4
$8.2
4
$2.7
7
$1.3
0
9
5
75
Glen Ellyn
$1,274
10
$52,564
15
28,201
15
107
10
$15.8
10
$7.4
10
$3.5
2
43
3
75
Yorkville
$421
20
$33,014
20
16,921
11
74
7
$11.2
7
$3.0
7
$2.8
0
54
2
74
Antioch
$304
15
$32,034
20
14,430
11
78
7
$11.7
7
$3.4
10
$2.9
0
17
4
74
Woodstock
$414
20
$28,755
20
24,918
15
152
10
$5.2
0
$1.3
0
$4.1
4
11
5
74
Melrose Park
$569
20
$18,866
15
25,518
15
256
7
$42.2
4
$11.5
4
$14.7
7
47
2
74
Montgomery
$368
20
$27,813
20
18,438
15
59
4
$9.0
4
$2.2
4
$3.9
4
47
2
73
Wauconda
$340
15
$35,501
20
13,814
11
67
4
$9.5
7
$3.6
10
$2.2
0
10
5
72
Warrenville
$392
20
$35,570
20
13,140
7
71
7
$10.8
7
$3.3
7
$2.2
0
42
3
71
Zion
$227
10
$19,388
15
24,413
15
126
10
$18.2
10
$2.9
7
$2.6
0
30
4
71
St. Charles
$1,323
10
$45,256
15
33,460
15
233
7
$33.4
7
$12.4
4
$11.1
10
32
3
71
Grayslake
$479
20
$36,535
20
20,915
15
50
2
$8.6
4
$2.4
4
$1.1
0
14
5
70
Round Lake Beach
$290
15
$19,978
15
27,852
15
74
7
$11.2
7
$2.5
4
$3.5
2
12
5
70
North Aurora
$460
20
$36,498
20
16,760
11
55
2
$9.0
4
$2.1
4
$4.4
4
40
3
68
Park Ridge
$1,289
10
$47,247
15
37,480
15
220
7
$28.9
7
$9.2
7
$3.8
4
42
3
68
Lombard
$1,390
5
$34,524
20
43,395
11
259
7
$40.6
4
$8.4
7
$11.4
10
43
3
67
Bellwood
$201
5
$20,144
20
19,071
15
103
10
$20.6
10
$10.6
4
$0.6
0
48
2
66
Round Lake
$259
10
$26,410
20
18,289
15
47
2
$7.1
2
$3.6
10
$2.0
0
11
5
64
North Chicago
$148
0
1 $17,511
15
32,574
15
1 194
10
$22.5
10
$6.4
10
$2.9
1 0
25
4
64
Northbrook
$2,075
0
$60,239
15
33,170
15
265
7
$42.0
4
$7.6
10
$9.5
10
33
3
64
La Grange Park
$308
15
$39,969
20
13,579
11
46
0
$7.8
4
$3.4
10
$0.5
0
51
2
62
Western Springs
$585
20
$64,974
10
12,975
7
67
4
$10.4
7
$4.5
10
$1.0
0
51
2
60
Wheaton
$1,883
0
$42,468
20
52,894
11
232
7
$38.1
4
$12.7
4
$7.3
10
41
3
59
Buffalo Grove
$1,476
5
$46,983
15
41,503
11
207
10
$38.5
4
$14.4
2
$5.6
7
22
4
58
Elk Grove Village
$1,695
0
$33,826
20
33,238
15
1 314
4
$49.2
2
$12.5
4
$10.2
1 10
35
3
58
Highland Park
$2,179
0
$73,056
10
29,743
15
1 238
1 7
$35.0
7
$2.4
4
$9.2
1 10
30
1 4
57
The City of McHenry, Illinois GovHR USA, LLC 40
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
PointE
Income
Points
PointE
Emps.
PointE
(millions)
PointETax
(millions
PointETax
(thousands)Point
(miles)
PointE
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Wilmette
$1,541
5
$68,953
10
27,087
15
206
10
$35.1
7
$13.1
2
$3.7
4
40
3
56
Hinsdale
$1,626
5
$79,370
5
16,816
11
93
10
$17.8
10
$6.5
10
$3.1
2
52
2
55
Machesney Park
$303
15
$24,213
20
23,499
15
14
0
$5.8
0
$0.1
0
$3.2
2
46
2
54
Prospect Heights
$334
15
$32,258
20
16,367
11
42
0
$8.7
4
$0.3
0
$0.8
0
27
4
54
Maywood
$180
0
$17,623
15
24,090
15
149
10
$24.9
10
$14.7
2
$1.5
0
50
2
54
Hoffman Estates
$1,519
5
$36,581
20
51,895
11
354
2
$53.2
2
$22.6
0
$7.9
10
25
4
54
Downers Grove
$2,313
0
$43,191
20
49,732
11
290
4
$45.7
2
$12.2
4
$13.5
10
49
2
53
Lindenhurst
$307
15
$35,957
20
14,462
11
29
0
$3.6
0
$1.0
0
$0.9
0
17
4
50
Elmhurst
$2,128
0
$47,877
15
44,454
11
284
4
$52.5
2
$10.8
4
$13.1
10
43
3
49
Oak Park
$1,334
10
$48,628
15
51,878
11
369
2
$51.1
2
$23.0
0
$5.1
7
53
2
49
Glenview
$2,013
0
$52,167
15
45,969
11
294
4
$59.4
0
$11.6
4
$16.2
7
41
3
44
Beach Park
$175
0
$28,336
20
13,638
11
16
0
$2.7
0
$0.0
0
$0.5
0
29
4
35
Lake Forest
$2,308
0
$91,188
0
19,375
15
214
7
$30.9
7
$17.4
0
$2.9
0
27
4
33
Justice
$143
0
$21,785
20
13,022
7
40
0
$7.2
2
$1.5
0
$0.4
0
57
2
31
The City of McHenry, Illinois GovHR USA, LLC 41
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
Points
Income
Points
Points
Emps.
Points
(millions)
PointETax
(millions
PointETax
(thousands]
Points
(miles)
Points
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Addison
$981
15
$24,275
20
36,942
15
211
7
$30.1
7
$7.2
10
$2.9
0
40
3
77
Algonquin
$801
20
$39,325
20
30,046
15
136
10
$18.3
10
$5.9
10
$7.6
10
13
5
100
Antioch
$304
15
$32,034
20
14,430
11
78
7
$11.7
7
$3.4
10
$2.9
0
17
4
74
Bartlett
$958
15
$36,900
20
41,208
11
161
10
$21.9
10
$7.9
7
$2.2
0
29
4
77
Batavia
$956
15
$42,335
20
26,045
15
155
10
$24.1
10
$6.2
10
$5.1
7
37
3
90
Beach Park
$175
0
$28,336
20
13,638
11
16
0
$2.7
0
$0.0
0
$0.5
0
29
4
35
Bellwood
$201
5
$20,144
20
19,071
15
103
10
$20.6
10
$10.6
4
$0.6
0
48
2
66
Belvidere
$294
15
$20,604
20
25,585
15
115
10
$14.8
10
1 $4.9
10
$3.2
2
35
3
85
Bensenville
$502
20
$24,937
20
18,352
15
115
10
$17.1
10
$4.7
10
$5.9
7
40
3
95
Bloomingdale
$756
20
$37,512
20
22,254
15
118
10
$16.4
10
$2.1
4
$8.0
10
34
3
92
Bridgeview
$372
20
$20,865
20
16,446
11
113
10
$21.7
10
$2.8
7
$9.5
10
60
2
90
Brookfield
$331
15
$33,287
20
19,022
15
95
10
$16.2
10
$7.9
7
$1.5
0
51
2
79
Buffalo Grove
$1,476
5
$46,983
15
41,503
11
207
10
$38.5
4
$14.4
2
$5.6
7
22
4
58
Carol Stream
$1,069
15
$30,522
20
39,711
15
138
10
$22.1
10
$0.2
0
$8.3
10
37
3
83
Carpentersville
$508
20
$21,657
20
38,291
15
173
10
$27.8
7
$11.1
4
$4.8
7
27
4
87
Cary
$405
20
$35,712
20
18,114
15
58
4
$8.2
4
$2.7
7
$1.3
0
9
5
75
Crystal Lake
$979
15
$34,673
20
40,743
11
258
7
$26.3
10
$4.0
10
$12.1
10
14
5
88
Darien
$783
20
$42,216
20
22,086
15
65
4
$11.0
7
$1.7
2
$5.4
7
56
2
77
Deerfield
$1,319
10
$65,757
10
18,476
15
109
10
$20.1
10
$3.5
10
$5.4
7
29
4
76
Dekalb
$468
20
$19,039
15
44,054
11
201
10
$30.7
7
$4.2
10
1 $5.3
7
40
3
83
Downers Grove
$2,313
0
$43,191
20
49,732
11
290
4
$45.7
2
$12.2
4
$13.5
10
49
2
53
Elk Grove Village
$1,695
0
$33,826
20
33,238
15
314
4
$49.2
2
$12.5
4
$10.2
10
35
3
58
Elmhurst
$2,128
0
$47,877
15
44,454
11
284
4
$52.5
2
$10.8
4
$13.1
10
43
3
49
Elmwood Park
$391
20
$26,608
20
24,883
15
135
10
$17.8
10
$8.9
7
$1.3
0
47
2
84
Forest Park
$289
15
$36,140
20
14,123
11
106
10
$18.4
10
$4.6
10
$2.9
0
51
2
78
Franklin Park
$594
20
$24,841
20
18,333
15
150
10
$27.6
7
$11.7
4
$3.5
2
44
3
81
Geneva
$901
15
$44,516
20
21,495
15
142
10
$15.3
10
$4.6
10
$5.0
7
34
3
90
Glen Ellyn
$1,274
10
$52,564
15
28,201
15
107
10
$15.8
10
$7.4
10
$3.5
2
43
3
75
Glendale Heights
$546
20
$23,642
20
34,435
15
197
10
$21.2
10
$3.2
7
$7.3
10
38
3
95
Glenview
$2,013
0
$52,167
15
45,969
11
294
4
$59.4
0
$11.6
4
$16.2
7
41
3
44
Grayslake
$479
20
$36,535
20
20,915
15
50
2
$8.6
4
$2.4
4
$1.1
0
14
5
70
Gurnee
$1,039
15
$39,309
20
31,284
15
217
7
$34.9
7
$4.7
10
$12.8
10
22
4
88
Hanover Park
$533
20
$23,792
20
38,476
15
198
10
$30.0
7
$11.8
4
$5.9
7
29
4
87
Highland Park
$2,179
0
$73,056
10
29,743
15
238
7
$35.0
7
$2.4
4
$9.2
10
30
4
57
Hinsdale
$1,626
5
$79,370
5
16,816
11
93
10
$17.8
10
$6.5
10
$3.1
2
52
2
55
Hoffman Estates
$1,519
5
$36,581
20
51,895
11
354
2
$53.2
2
$22.6
0
$7.9
10
25
4
54
Huntley
$821
15
$37,590
20
26,005
15
91
7
$10.5
7
$3.5
10
$2.1
0
19
4
78
The City of McHenry, Illinois GovHR USA, LLC 42
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
PointE
Income
Points
PointE
Emps.
PointE
(millions)
PointETax
(millions
PointETax
(thousands)Point
(miles)
PointE
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Justice
$143
0
$21,785
20
13,022
7
40
0
$7.2
2
$1.5
0
$0.4
0
57
2
31
La Grange
$568
20
$46,271
15
15,500
11
97
10
$12.3
10
$6.6
10
$2.9
0
53
2
78
La Grange Park
$308
15
$39,969
20
13,579
11
46
0
$7.8
4
$3.4
10
$0.5
0
51
2
62
Lake Forest
$2,308
0
$91,188
0
19,375
15
214
7
$30.9
7
$17.4
0
$2.9
0
27
4
33
Lake in the Hills
$574
20
$32,957
20
28,965
15
120
10
$16.0
10
$5.7
10
$2.6
0
13
5
90
Lake Zurich
$794
20
$42,397
20
19,993
15
159
10
$46.4
2
$14.6
2
$11.5
10
15
5
84
Libertyville
$1,101
10
$56,498
15
20,315
15
161
10
$27.7
7
$6.4
10
$7.4
10
20
4
81
Lindenhurst
$307
15
$35,957
20
14,462
11
29
0
$3.6
0
$1.0
0
$0.9
0
17
4
50
Lisle
$954
15
$44,073
20
22,390
15
96
10
$13.1
10
$3.9
10
$3.2
2
51
2
84
Lombard
$1,390
5
$34,524
20
43,395
11
259
7
$40.6
4
$8.4
7
$11.4
10
43
3
67
Loves Park
$345
15
$27,433
20
23,996
15
73
7
$19.4
10
$0.2
0
$7.4
10
45
3
80
Machesney Park
$303
15
$24,213
20
23,499
15
14
0
$5.8
0
$0.1
0
$3.2
2
46
2
54
Maywood
$180
0
$17,623
15
24,090
15
149
10
$24.9
10
$14.7
2
$1.5
0
50
2
54
Melrose Park
$569
20
$18,866
15
25,518
15
256
7
$42.2
4
$11.5
4
$14.7
7
47
2
74
Montgomery
$368
20
$27,813
20
18,438
15
59
4
$9.0
4
$2.2
4
$3.9
4
47
2
73
Morton Grove
$696
20
$31,472
20
23,497
15
158
10
$26.4
10
$9.4
7
$4.4
4
38
3
89
Mundelein
$755
20
$33,411
20
31,064
15
178
10
$25.4
10
$8.0
7
$4.9
7
17
4
93
Niles
$1,065
15
$27,531
20
29,803
15
227
7
$44.0
4
$3.1
7
$15.2
7
42
3
78
Norridge
$401
20
$26,834
20
14,572
11
81
7
$14.7
10
$1.1
0
$4.8
7
43
3
78
North Aurora
$460
20
$36,498
20
16,760
11
55
2
$9.0
4
$2.1
4
$4.4
4
40
3
68
North Chicago
$148
0
$17,511
15
32,574
15
194
10
$22.5
10
$6.4
10
$2.9
0
25
4
64
Northbrook
$2,075
0
$60,239
15
33,170
15
265
7
$42.0
4
$7.6
10
$9.5
10
33
3
64
Oak Park
$1,334
10
$48,628
15
51,878
11
369
2
$51.1
2
$23.0
0
$5.1
7
53
2
49
Oswego
$783
20
$33,208
20
32,901
15
107
10
$16.2
10
$1.3
0
$7.6
10
50
2
87
Park Ridge
$1,289
10
$47,247
15
37,480
15
220
7
$28.9
7
$9.2
7
$3.8
4
42
3
68
Plainfield
$1,209
10
$37,482
20
42,138
11
129
10
$21.2
10
$5.2
10
$5.3
7
54
2
80
Prospect Heights
$334
15
$32,258
20
16,367
11
42
0
$8.7
4
$0.3
0
$0.8
0
27
4
54
Rolling Meadows
$704
20
$32,102
20
24,099
15
158
10
$29.4
7
$10.4
4
$3.7
4
28
4
84
Roselle
$627
20
$33,791
20
22,763
15
86
7
$14.9
10
$5.4
10
$0.6
0
32
3
85
Round Lake
$259
10
$26,410
20
18,289
15
47
2
$7.1
2
$3.6
10
$2.0
0
11
5
64
Round Lake Beach
$290
15
$19,978
15
27,852
15
74
7
$11.2
7
$2.5
4
$3.5
2
12
5
70
South Elgin
$551
20
$32,967
20
22,224
15
81
7
$17.1
10
$4.3
10
1 $4.0
4
26
4
90
St. Charles
$1,323
10
$45,256
15
33,460
15
233
7
$33.4
7
$12.4
4
$11.1
10
32
3
71
Streamwood
$661
20
$28,570
20
44,528
11
186
10
$26.4
10
$9.8
7
$4.9
7
26
4
89
Sycamore
$358
15
$30,735
20
17,519
11
107
10
$14.9
10
$2.7
7
$4.0
4
41
3
80
Vernon Hills
$1,079
15
$44,161
20
26,314
15
111
10
$23.0
10
$0.0
0
$14.0
7
20
4
81
Villa Park
$509
20
$29,538
20
21,904
15
141
10
$18.3
10
$3.5
10
$6.1
10
43
3
98
The City of McHenry, Illinois GovHR USA, LLC 43
CITY OF MCHENRY, ILLINOIS
Criteria Comparisons
(All Municipalities Surveyed)
Municipality
EA Value
Max.
Per Capita
Max. Pop. I Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.
Proximity
Max.
Total
(millions)
PointE
Income
Points
PointE
Emps.
PointE
(millions)
PointETax
(millions
PointETax
(thousands)Point
(miles)
PointE
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Warrenville
$392
20
$35,570
20
13,140
7
71
7
$10.8
7
$3.3
7
$2.2
0
42
3
71
Wauconda
$340
15
$35,501
20
13,814
11
67
4
$9.5
7
$3.6
10
$2.2
0
10
5
72
West Chicago
$614
20
$25,146
20
27,086
15
107
10
$16.8
10
$3.5
10
$3.3
2
36
3
90
Westchester
$435
20
$34,550
20
16,729
11
97
10
$16.6
10
$6.1
10
$1.7
0
49
2
83
Western Springs
$585
20
$64,974
10
12,975
7
67
4
$10.4
7
$4.5
10
$1.0
0
51
2
60
Westmont
$752
20
$33,454
20
24,685
15
99
10
$20.3
10
$5.0
10
$8.0
10
51
2
97
Wheaton
$1,883
0
$42,468
20
52,894
11
232
7
$38.1
4
$12.7
4
$7.3
10
41
3
59
Wheeling
$836
15
$28,031
20
37,648
15
232
7
$35.7
7
$12.7
4
$6.3
10
26
4
82
Wilmette
$1,541
5
$68,953
10
27,087
15
206
10
$35.1
7
$13.1
2
$3.7
4
40
3
56
Wood Dale
$491
20
$29,204
20
13,770
11
96
10
$11.9
7
$2.9
7
$3.3
2
38
3
80
Woodridge
$1,113
10
$39,850
20
32,971
15
113
10
$20.2
10
$3.3
7
$5.3
7
54
2
81
Woodstock
$414
20
$28,755
20
24,918
15
152
10
$5.2
0
$1.3
0
$4.1
4
11
5
74
Yorkville
$421
20
$33,014
20
16,921
11
74
7
$11.2
7
$3.0
7
$2.8
0
54
2
74
Zion
$227
10
$19,388
15
24,413
15
126
10
$18.2
10
$2.9
7
$2.6
0
30
4
71
The City of McHenry, Illinois GovHR USA, LLC 44
CITY OF MCHENRY, ILLINOIS
Top Comparables
(Score of 90 or Higher)
Municipality
EA Value
Max.
Per Capita
Max.1 Pop. Max.
Full-time
Max.
G.F. Exp.
Max.
G.F. Prop.
Max.
State Sales
Max.1
Proximity
Max.
Total
(millions)
PointE
Income
Points
ointEl
Emps.
PointE
(millions)
PointETax
(millions
ointETax
(thousands)Point
(miles)
PointE
Points
McHenry
$545
20
$30,162
20
26,992
15
140
10
$18.2
10
$5.1
10
$9.0
10
0
5
100
Algonquin
$801
20
$39,325
20
30,046
15
136
10
$18.3
10
$5.9
10
$7.6
10
13
5
100
Villa Park
$509
20
$29,538
20
21,904
15
141
10
$18.3
10
$3.5
10
$6.1
10
43
3
98
Westmont
$752
20
$33,454
20
24,685
15
99
10
$20.3
10
$5.0
10
$8.0
10
51
2
97
Bensenville
$502
20
$24,937
20
18,352
15
115
10
$17.1
10
$4.7
10
$5.9
7
40
3
95
Glendale Heights
$546
20
$23,642
20
34,435
15
197
10
$21.2
10
$3.2
7
$7.3
10
38
3
95
Mundelein
$755
20
$33,411
20
31,064
15
178
10
$25.4
10
$8.0
7
$4.9
7
17
4
93
Bloomingdale
$756
20
$37,512
20
22,254
15
118
10
$16.4
10
$2.1
4
$8.0
10
34
3
92
South Elgin
$551
20
$32,967
20
22,224
15
81
7
$17.1
10
$4.3
10
$4.0
4
26
4
90
West Chicago
$614
20
$25,146
20
27,086
15
107
10
$16.8
10
$3.5
10
$3.3
2
36
3
90
Bridgeview
$372
20
$20,865
20
16,446
11
113
10
$21.7
10
$2.8
7
$9.5
10
60
2
90
Lake in the Hills
$574
20
$32,957
20
28,965
15
120
10
$16.0
10
$5.7
10
$2.6
0
13
5
90
Geneva
$901
15
$44,516
20
21,495
15
142
10
$15.3
10
$4.6
10
$5.0
7
34
3
90
Batavia
$956
15
$42,335
20
26,045
15
155
10
$24.1
10
$6.2
10
$5.1
7
37
3
90
Crystal Lake* $979 15 $34,673 20 40,743 11 258 7 $26.3 10 $4.0 10 $12.1 10 14 5 88
Woodstock* $414 20 $28,755 20 24,918 15 152 10 $5.2 0 $1.3 0 $4.1 4 11 5 74
*Crystal Lake and Woodstock were added to the "Top Comparables" at the request of the City.
The City of McHenry, Illinois GovHR USA, LLC 45
APPENDIX C
The City of McHenry, Illinois GovHR USA, LLC 46
CITY OF MCHENRY, IL
DETAILED SALARY DATA
City Administrator
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$181,170.93
Village Manager
40 hrs/wk
Batavia
$165,000.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
N/R
Geneva
$129,575.06
$187,999.97
40 hrs/wk
Glendale Heights
$154,980.80
$174,969.60
Village Administrator
40 hrs/wk
Lake in the Hills
$120,351.00
$166,198.00
Village Administrator
40 hrs/wk
Mundelein
$184,833.00
Village Administrator
40 hrs/wk
South Elgin
$148,888.00
$208,444.00
Villa Park
$165,766.00
40 hrs/wk
West Chicago
$187,680.00
40 hrs/wk
Westmont
$133,307.20
$194,084.80
Village Manager
40 hrs/wk
Woodstock
$165,520.00
By contract
40+
McHenry
$118,059.00
$156,493.00
$160,578.00
Average
$137,420.41
$186,339.27
$174,994.99
40th Percentile
$131,814.34
$182,787.82
$165,766.00
50th Percentile
$133,307.20
$187,999.97
$173,468.47
60th Percentile
$139,539.52
$190,433.90
$181,170.93
65th Percentile
$142,655.68
$191,650.87
$182,086.45
75th Percentile
$148,888.00
$194,084.80
$183,917.48
80th Percentile
$150,106.56
$196,956.64
$184,833.00
The City of McHenry, Illinois GovHR USA, LLC 47
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Deputy City Administrator
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Assistant Village Mgr.; oversees Finance, too
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
$106,184.00
$158,162.00
Deputy City Manager
40 hrs/wk
Geneva
N/A
Glendale Heights
$107,952.00
$133,473.60
Assistant Village Manager
40 hrs/wk
Lake in the Hills
$90,479.00
$124,945.00
This is a dual position & is currently filled by th
40 hrs/wk
Mundelein
$104,322.00
$142,772.00
Assistant Village Administrator
40 hrs/wk
South Elgin
Position is part of Director of Administrative Services
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
Asst. City Mgr, performed by a DH w. $10K add
40+
McHenry
$82,284.00
$120,131.00
Average
$101,243.02
$137,919.57
#DIV/0!
40th Percentile
$101,504.45
$132,182.26
#NUM!
50th Percentile
$104,322.00
$133,473.60
#NUM!
60th Percentile
$105,066.80
$137,192.96
#NUM!
65th Percentile
$105,439.20
$139,052.64
#NUM!
75th Percentile
$106,184.00
$142,772.00
#NUM!
80th Percentile
$106,537.60
$145,850.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 48
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Executive Assistant/Deputy Clerk
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$56,601.48
$74,032.89
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
$55,660.00
$83,012.00
Executive Assistant
40 hrs/wk
Geneva
$48,700.08
$70,214.98
Executive Assistant
40 hrs/wk
Glendale Heights
$54,059.20
$74,630.40
Executive Secretary - Board
40 hrs/wk
Lake in the Hills
$47,184.00
$65,114.00
Administrative Assistant
40 hrs/wk
Mundelein
$61,443.00
$80,896.00
40 hrs/wk
South Elgin
$72,511.00
$97,491.00
Assistant to the Village Administrator
40 hrs/wk
Villa Park
$54,233.00
40 hrs/wk
West Chicago
$56,670.00
$79,338.00
Does not act as recording sec'y for boards & commissions
Westmont
$67,454.40
$94,432.00
Management Analyst 40 hrs/wk
Woodstock
$50,918.40
$79,164.80
Exec. Asst./Chief Deputy Clerk; scheduled for 37.5, paid for 40
McHenry
$50,028.00
$72,406.00
$70,434.21
Average
$57,120.16
$79,832.61
$54,233.00
40th Percentile
$55,019.68
$77,351.04
$54,233.00
50th Percentile
$56,130.74
$79,251.40
$54,233.00
60th Percentile
$56,628.89
$79,961.20
$54,233.00
65th Percentile
$56,659.72
$80,662.30
$54,233.00
75th Percentile
$60,249.75
$82,483.00
$54,233.00
80th Percentile
$62,645.28
$85,296.00
$54,233.00
The City of McHenry, Illinois GovHR USA, LLC 49
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Executive Assistant/Deputy Clerk (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$56,601.48
$74,032.89
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
$55,660.00
$83,012.00
Executive Assistant
40 hrs/wk
Geneva
$48,700.08
$70,214.98
Executive Assistant
40 hrs/wk
Glendale Heights
$54,059.20
$74,630.40
Executive Secretary - Board
40 hrs/wk
Lake in the Hills
$47,184.00
$65,114.00
Administrative Assistant
40 hrs/wk
Mundelein
$61,443.00
$80,896.00
40 hrs/wk
South Elgin
Assistant to the Village Administrator
40 hrs/wk
Villa Park
$54,233.00
40 hrs/wk
West Chicago
Does not act as recording sec'y for boards & commissions
Westmont
Management Analyst 40 hrs/wk
Woodstock
$50,918.40
$79,164.80
Exec. Asst./Chief Deputy Clerk; scheduled for 37.5, paid for 40
McHenry
$50,028.00
$72,406.00
$70,434.21
Average
$53,509.45
$75,295.01
$54,233.00
40th Percentile
$52,174.72
$74,271.89
$54,233.00
50th Percentile
$54,059.20
$74,630.40
$54,233.00
60th Percentile
$55,019.68
$77,351.04
$54,233.00
65th Percentile
$55,499.92
$78,711.36
$54,233.00
75th Percentile
$56,130.74
$80,030.40
$54,233.00
80th Percentile
$56,413.18
$80,549.76
$54,233.00
The City of McHenry, Illinois GovHR USA, LLC 50
CITY OF MCHENRY, IL
DETAILED SALARY DATA
IT Manager
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$104,713.85
$138,040.67
Chief Innovation Officer
40 hrs/wk
Batavia
$87,754.00
$120,998.00
Information Systems Director
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
$102,097.00
$146,447.00
Information Technology Director
40 hrs/wk
Geneva
$75,500.05
$108,885.09
40 hrs/wk
Glendale Heights
$96,636.80
$105,809.60
Information Systems Administrator
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
40 hrs/wk
Mundelein
$96,930.00
$127,638.00
IT Supervisor
40 hrs/wk
South Elgin
$79,943.00
$107,484.00
Information Systems Coordinator
40 hrs/wk
Villa Park
$84,867.00
40 hrs/wk
West Chicago
$80,130.00
$112,181.00
40 hrs/wk
Westmont
$85,300.80
$119,454.40
IT Director
40 hrs/wk
Woodstock
$74,506.00
$115,710.00
IT Director; also resp. for phones & Police comm w. NERCOM
McHenry
$70,571.00
$98,695.00
$74,940.84
Average
$87,313.41
$118,990.34
$84,867.00
40th Percentile
$80,130.00
$112,181.00
$84,867.00
50th Percentile
$85,300.80
$115,710.00
$84,867.00
60th Percentile
$87,754.00
$119,454.40
$84,867.00
65th Percentile
$92,195.40
$120,226.20
$84,867.00
75th Percentile
$96,783.40
$124,318.00
$84,867.00
80th Percentile
$96,930.00
$127,638.00
$84,867.00
The City of McHenry, Illinois GovHR USA, LLC 51
CITY OF MCHENRY, IL
DETAILED SALARY DATA
IT Manager (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual
Salary
Title (If Different)
Comment
Algonquin
Chief Innovation Officer
40 hrs/wk
Batavia
Information Systems Director
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
Information Technology Director
40 hrs/wk
Geneva
$75,500.05
$108,885.09
40 hrs/wk
Glendale Heights
$96,636.80
$105,809.60
Information Systems Administrator
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
40 hrs/wk
Mundelein
$96,930.00
$127,638.00
IT Supervisor
40 hrs/wk
South Elgin
$79,943.00
$107,484.00
Information Systems Coordinator
40 hrs/wk
Villa Park
$84,867.00
40 hrs/wk
West Chicago
$80,130.00
$112,181.00
40 hrs/wk
Westmont
IT Director
40 hrs/wk
Woodstock
IT Director; also resp. for phones & Police comm w. NERCOIN
McHenry
$70,571.00
$98,695.00
$74,940.84
Average
$84,345.97
$111,373.95
$84,867.00
40th Percentile
$79,943.00
$107,484.00
$84,867.00
50th Percentile
$80,036.50
$108,184.54
$84,867.00
60th Percentile
$80,130.00
$108,885.09
$84,867.00
65th Percentile
$84,256.70
$109,709.07
$84,867.00
75th Percentile
$92,510.10
$111,357.02
$84,867.00
80th Percentile
$96,636.80
$112,181.00
$84,867.00
The City of McHenry, Illinois GovHR USA, LLC 52
CITY OF MCHENRY, IL
DETAILED SALARY DATA
IT Specialist
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$56,601.48
$74,032.89
Innovation & Technology Officer 1
40 hrs/wk
Batavia
$135,166.00
$164,300.00
Systems Manager
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
N/A
Geneva
$55,750.03
$80,884.96
IT Technician
40 hrs/wk
Glendale Heights
$53,206.40
$74,609.60
IS Associate
40 hrs/wk
Lake in the Hills
N/A
Mundelein
$69,353.00
$90,131.00
Software Application Specialist
40 hrs/wk
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
$67,454.40
$94,432.00
IT Network Administrator
N/A
Woodstock
$37,232.00
$57,824.00
IT Tech/Desktop Supp. Spec.; sched. for 37.5 but paid for 40
McHenry
$54,756.00
$76,229.00
$63,140.50
Average of 2 incumbents. Low: 56590/High:69691
Average
$67,823.33
$90,887.78
#DIV/0!
40th Percentile
$56,090.61
$77,119.74
#NUM!
50th Percentile
$56,601.48
$80,884.96
#NUM!
60th Percentile
$63,113.23
$86,432.58
#NUM!
65th Percentile
$66,369.11
$89,206.40
#NUM!
75th Percentile
$68,403.70
$92,281.50
#NUM!
80th Percentile
$68,973.28
$93,571.80
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 53
CITY OF MCHENRY, IL
DETAILED SALARY DATA
IT Specialist (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual
Salary
Title (If Different)
Comment
Algonquin
$56,601.48
$74,032.89
Innovation & Technology Officer 1
40 hrs/wk
Batavia
##########
##########
Systems Manager
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crysal Lake
N/A
Geneva
$55,750.03
$80,884.96
IT Technician
40 hrs/wk
Glendale Heights
$53,206.40
$74,609.60
IS Associate
40 hrs/wk
Lake in the Hills
N/A
Mundelein
$69,353.00
$90,131.00
Software Application Specialist
40 hrs/wk
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
IT Network Administrator
N/A
Woodstock
$37,232.00
$57,824.00
IT Tech/Desktop Supp. Spec.; sched. for 37.5 but paid for 41
McHenry
$54,756.00
$76,229.00
#########
Average of 2 incumbents. Low: 56590/High:69691
Average
$67,884.82
$90,297.08
#DIV/0!
40th Percentile
$55,750.03
$74,609.60
#NUM!
50th Percentile
$56,175.76
$77,747.28
#NUM!
60th Percentile
$56,601.48
$80,884.96
#NUM!
65th Percentile
$59,789.36
$83,196.47
#NUM!
75th Percentile
$66,165.12
$87,819.49
#NUM!
80th Percentile
$69,353.00
$90,131.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 54
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Community Development
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Oversees Econ. Dev., too
40 hrs/wk
Batavia
$95,829.00
$132,133.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$106,184.00
$158,162.00
40 hrs/wk
Geneva
$94,649.98
$137,385.04
40 hrs/wk
Glendale Heights
$103,251.20
$134,118.40
40 hrs/wk
Lake in the Hills
$90,479.00
$124,945.00
40 hrs/wk
Mundelein
$104,322.00
$142,772.00
40 hrs/wk
South Elgin
$105,812.00
$148,137.00
40 hrs/wk
Villa Park
$108,976.00
40 hrs/wk
West Chicago
$107,232.00
$150,125.00
40 hrs/wk
Westmont
$93,828.80
$136,052.80
40 hrs/wk
Woodstock
$74,506.00
$115,710.00
Building & Zoning Director
40+
McHenry
$82,284.00
$120,131.00
$87,167.76
Average
$97,579.28
$137,253.23
$108,976.00
40th Percentile
$95,829.00
$134,118.40
$108,976.00
50th Percentile
$97,278.12
$136,052.80
$108,976.00
60th Percentile
$103,251.20
$137,385.04
$108,976.00
65th Percentile
$103,786.60
$140,078.52
$108,976.00
75th Percentile
$105,067.00
$145,454.50
$108,976.00
80th Percentile
$105,812.00
$148,137.00
$108,976.00
The City of McHenry, Illinois GovHR USA, LLC 55
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Community Development (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Oversees Econ. Dev., too
40 hrs/wk
Batavia
$95,829.00
$132,133.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$106,184.00
$158,162.00
40 hrs/wk
Geneva
$94,649.98
$137,385.04
40 hrs/wk
Glendale Heights
$103,251.20
$134,118.40
40 hrs/wk
Lake in the Hills
$90,479.00
$124,945.00
40 hrs/wk
Mundelein
$104,322.00
$142,772.00
40 hrs/wk
South Elgin
$105,812.00
$148,137.00
40 hrs/wk
Villa Park
$108,976.00
40 hrs/wk
West Chicago
$107,232.00
$150,125.00
40 hrs/wk
Westmont
$93,828.80
$136,052.80
40 hrs/wk
Woodstock
Building & Zoning Director
40+
McHenry
$82,284.00
$120,131.00
$87,167.76
Average
$99,886.61
$139,407.55
$108,976.00
40th Percentile
$96,698.47
$135,279.04
$108,976.00
50th Percentile
$100,264.66
$136,718.92
$108,976.00
60th Percentile
$103,679.52
$139,539.82
$108,976.00
65th Percentile
$104,161.38
$141,963.96
$108,976.00
75th Percentile
$105,439.50
$146,795.75
$108,976.00
80th Percentile
$105,886.40
$148,534.601
$108,976.00
The City of McHenry, Illinois GovHR USA, LLC 56
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Plans Examiner
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$90,615.60
$120,065.50
Building Commissioner
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$64,313.00
$95,914.00
40 hrs/wk
Geneva
$79,074.94
$114,745.07
Building Commissioner
40 hrs/wk
Glendale Heights
$67,433.60
$85,280.00
Assistant Planning & Zoning Administrator
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
Building Commissioner
40 hrs/wk
Mundelein
Plan reviews are done by inspectors
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
$75,594.00
$105,832.00
Sr. Civil Engineer; position is assisted by a Civil
Engineer
Westmont
$74,193.60
$103,875.20
Building Commissioner
40 hrs/wk
Woodstock
Perofrmed by Building Inspectors
McHenry
$50,028.00
$72,406.00
$51,453.80
Average
$75,451.53
$104,565.40
#DIV/0!
40th Percentile
$74,753.76
$104,657.92
#NUM!
50th Percentile
$75,594.00
$105,832.00
#NUM!
60th Percentile
$76,399.20
$106,080.40
#NUM!
65th Percentile
$76,801.80
$106,204.60
#NUM!
75th Percentile
$78,005.47
$110,495.54
#NUM!
80th Percentile
$78,647.16
$113,045.26
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 57
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Plans Examiner (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
Building Commissioner
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$64,313.00
$95,914.00
40 hrs/wk
Geneva
Building Commissioner
40 hrs/wk
Glendale Heights
$67,433.60
$85,280.00
Assistant Planning & Zoning Administrator
40 hrs/wk
Lake in the Hills
Building Commissioner
40 hrs/wk
Mundelein
Plan reviews are done by inspectors
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
Sr. Civil Engineer; position is assisted by a Civil Engineer
Westmont
Building Commissioner
40 hrs/wk
Woodstock
Perofrmed by Building Inspectors
McHenry
$50,028.00
$72,406.00
$51,453.80
Average
$65,873.30
$90,597.00
#DIV/0!
40th Percentile
$65,561.24
$89,533.60
#NUM!
50th Percentile
$65,873.30
$90,597.00
#NUM!
60th Percentile
$66,185.36
$91,660.40
#NUM!
65th Percentile
$66,341.39
$92,192.10
#NUM!
75th Percentile
$66,653.45
$93,255.50
#NUM!
80th Percentile
$66,809.48
$93,787.20
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 58
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Building Inspector
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
40 hrs/wk
Batavia
$61,707.00
$85,085.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$59,003.00
$87,985.00
Engineering & Building Inspector
40 hrs/wk
Geneva
$57,749.95
$83,825.04
40 hrs/wk
Glendale Heights
$62,233.60
$84,656.00
40 hrs/wk
Lake in the Hills
$57,516.00
$79,427.00
40 hrs/wk
Mundelein
$71,525.00
$94,184.00
40 hrs/wk
South Elgin
$56,659.20
$77,896.00
Local 150
40 hrs/wk
Villa Park
$55,496.00
Building and Plan Examiner
40 hrs/wk
West Chicago
N/A
Westmont
$61,339.20
$85,841.60
Building Inspector/Code Official; 2 FT, 1 PT
40 hrs/wk
Woodstock
$50,918.40
$79,164.80
40 hrs/wk
McHenry
$54,756.00
$76,229.00
$60,000.00
Average
$60,013.85
$84,098.02
$55,496.00
40th Percentile
$58,501.78
$83,461.31
$55,496.00
50th Percentile
$60,171.10
$84,240.52
$55,496.00
60th Percentile
$61,398.36
$84,827.60
$55,496.00
65th Percentile
$61,464.92
$85,020.65
$55,496.00
75th Percentile
$61,652.03
$85,652.45
$55,496.00
80th Percentile
$61,812.32
$86,270.28
$55,496.00
The City of McHenry, Illinois GovHR USA, LLC 59
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Plumbing Inspector
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$66,302.74
$86,722.00
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$64,313.00
$95,914.00
40 hrs/wk
Geneva
N/A
Glendale Heights
$53,372.80
$73,694.40
Plumbing Inspector/Plumber Technician; not currently filled
Lake in the Hills
N/A
Mundelein
$71,525.00
$94,184.00
Same as Building Inspector
40 hrs/wk
South Elgin
Outsourced
Villa Park
$72,571.20
PT only; hourly rate converted to 40 hrs
hours vary
West Chicago
N/A
Westmont
Outsourced
Woodstock
See Building Inspector
McHenry
$51,989.00
$75,383.00
$71,408.76
Average
$63,878.39
$87,628.60
$72,571.20
40th Percentile
$64,710.95
$88,214.40
$72,571.20
50th Percentile
$65,307.87
$90,453.00
$72,571.20
60th Percentile
$65,904.79
$92,691.60
$72,571.20
65th Percentile
$66,203.25
$93,810.90
$72,571.20
75th Percentile
$67,608.31
$94,616.50
$72,571.20
80th Percentile
$68,391.64
$94,876.00
$72,571.20
The City of McHenry, Illinois GovHR USA, LLC 60
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Code Compliance Inspector
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$49,582.83
$64,843.67
Property Maintenance Inspector
40 hrs/wk
Batavia
$59,049.00
$81,420.00
Code Compliance Officer
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
$55,750.03
$80,884.96
Code Compliance Officer
40 hrs/wk
Glendale Heights
$52,956.80
$73,569.60
Code Enforcement Officer
40 hrs/wk
Lake in the Hills
N/A
Mundelein
$71,525.00
$94,184.00
Same as Building Inspector
40 hrs/wk
South Elgin
N/A
Villa Park
Negotiated; union scale
West Chicago
N/A
Westmont
Combined with Building Inspector
Woodstock
$44,699.20
$69,368.00
This is a a junior position to our Code Enf. Officer
McHenry
$40,687.00
$56,779.00
$49,899.46
Average
$55,593.81
$77,378.37
#DIV/0!
40th Percentile
$52,956.80
$73,569.60
#NUM!
50th Percentile
$54,353.42
$77,227.28
#NUM!
60th Percentile
$55,750.03
$80,884.96
#NUM!
65th Percentile
$56,574.77
$81,018.72
#NUM!
75th Percentile
$58,224.26
$81,286.24
#NUM!
80th Percentile
$59,049.00
$81,420.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 61
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Code Compliance Inspector (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual
Salary
Title (If Different)
Comment
Algonquin
$49,582.83
$64,843.67
Property Maintenance Inspector
40 hrs/wk
Batavia
$59,049.00
$81,420.00
Code Compliance Officer
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
$55,750.03
$80,884.96
Code Compliance Officer
40 hrs/wk
Glendale Heights
$52,956.80
$73,569.60
Code Enforcement Officer
40 hrs/wk
Lake in the Hills
N/A
Mundelein
Same as Building Inspector
40 hrs/wk
South Elgin
N/A
Villa Park
Negotiated; union scale
West Chicago
N/A
Westmont
Combined with Building Inspector
Woodstock
$44,699.20
$69,368.00
This is a a junior position to our Code Enf. Officer
McHenry
$40,687.00
$56,779.00
$49,899.46
Average
$52,407.57
$74,017.25
#DIV/0!
40th Percentile
$51,607.21
$71,888.96
#NUM!
50th Percentile
$52,956.80
$73,569.60
#NUM!
60th Percentile
$54,074.09
$76,495.74
#NUM!
65th Percentile
$54,632.74
$77,958.82
#NUM!
75th Percentile
$55,750.03
$80,884.96
#NUM!
80th Percentile
$56,409.83
$80,991.97
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 62
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Economic Development
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Community Development Director
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$90,756.00
$125,324.00
Economic Development Manager
40 hrs/wk
Geneva
$94,650.19
$137,385.04
40 hrs/wk
Glendale Heights
N/A
Lake in the Hills
N/A
Mundelein
Econ. Dev. is shared bet. Asst. Administrator & the CDD
South Elgin
N/A
Villa Park
$107,907.00
40 hrs/wk
West Chicago
N/A
Westmont
Outsourced
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$82,284.00
$120,131.00
$106,772.54
Average
$93,031.08
$132,948.58
$107,907.00
40th Percentile
$91,534.84
$131,673.22
$107,907.00
50th Percentile
$92,703.10
$133,815.15
$107,907.00
60th Percentile
$93,871.35
$135,957.08
$107,907.00
65th Percentile
$94,455.48
$137,028.05
$107,907.00
75th Percentile
$95,307.17
$137,748.78
$107,907.00
80th Percentile
$95,701.361
$137,967.02
$107,907.00
The City of McHenry, Illinois GovHR USA, LLC 63
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Planner
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$66,302.74
$86,722.00
Senior Planner
40 hrs/wk
Batavia
$56,507.00
$77,914.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$64,313.00
$95,914.00
40 hrs/wk
Geneva
$63,449.98
$92,020.03
City Planner
40 hrs/wk
Glendale Heights
N/A
Lake in the Hills
$57,512.00
$68,473.60
Economic Development Coordinator
20 hrs/wk
Mundelein
$66,312.00
$87,321.00
40 hrs/wk
South Elgin
$51,532.00
$69,285.00
Entry Level
Villa Park
N/A
West Chicago
$63,674.00
$89,144.00
40 hrs/wk
Westmont
$67,454.40
$94,432.00
Village Planner
40 hrs/wk
Woodstock
$62,088.00
$96,408.00
City Planner
40 hrs/wk
McHenry
City Planner II; vacant
Average
$61,914.51
$85,763.36
#DIV/0!
40th Percentile
$62,905.19
$87,081.40
#NUM!
50th Percentile
$63,561.99
$88,232.50
#NUM!
60th Percentile
$63,929.60
$90,294.41
#NUM!
65th Percentile
$64,217.15
$91,588.63
#NUM!
75th Percentile
$65,805.31
$93,829.01
#NUM!
80th Percentile
$66,304.59
$94,728.40
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 64
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Finance
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Assistant Village Manager
40 hrs/wk
Batavia
$114,280.00
$157,572.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$106,184.00
$158,162.00
40 hrs/wk
Geneva
$85,500.06
$123,514.98
Finance Manager
40 hrs/wk
Glendale Heights
$112,694.40
$138,112.00
40 hrs/wk
Lake in the Hills
$102,864.00
$142,050.00
40 hrs/wk
Mundelein
$107,585.00
$152,997.00
40 hrs/wk
South Elgin
$111,103.00
$155,544.00
Director of Administrative Services; includes
HR/IT supv.
Villa Park
$117,592.00
37.5 hrs/wk
West Chicago
$112,057.00
$156,880.00
Director of Administrative Services; over HR,
IT, GIS & Acct'ing
Westmont
$103,230.40
$149,697.60
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$90,290.00
$131,512.00
$92,447.00
Average
$103,837.82
$145,783.17
$117,592.00
40th Percentile
$103,230.40
$142,050.00
$117,592.00
50th Percentile
$106,184.00
$149,697.60
$117,592.00
60th Percentile
$107,585.00
$152,997.00
$117,592.00
65th Percentile
$109,344.00
$154,270.50
$117,592.00
75th Percentile
$111,580.00
$156,212.00
$117,592.00
80th Percentile
$112,057.00
$156,880.00
$117,592.00
The City of McHenry, Illinois GovHR USA, LLC 65
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Finance (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
Assistant Village Manager
40 hrs/wk
Batavia
$114,280.00
$157,572.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$106,184.00
$158,162.00
40 hrs/wk
Geneva
Finance Manager
40 hrs/wk
Glendale Heights
$112,694.40
$138,112.00
40 hrs/wk
Lake in the Hills
$102,864.00
$142,050.00
40 hrs/wk
Mundelein
$107,585.00
$152,997.00
40 hrs/wk
South Elgin
$111,103.00
$155,544.00
Director of Administrative Services; includes
HR/IT supv.
Villa Park
$117,592.00
37.5 hrs/wk
West Chicago
$112,057.00
$156,880.00
Director of Administrative Services; over HR,
IT, GIS & Acct'ing
Westmont
$103,230.40
$149,697.60
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$90,290.00
$131,512.00
$92,447.00
Average
$105,671.59
$148,009.99
$117,592.00
40th Percentile
$105,002.56
$146,638.56
$117,592.00
50th Percentile
$106,884.50
$151,347.30
$117,592.00
60th Percentile
$108,992.20
$154,015.80
$117,592.00
65th Percentile
$110,575.30
$155,161.95
$117,592.00
75th Percentile
$111,818.50
$156,546.00
$117,592.00
80th Percentile
$112,184.48
$157,018.40
$117,592.00
The City of McHenry, Illinois GovHR USA, LLC 66
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Accountant
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
Senior Accountant
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$59,003.00
$87,985.00
40 hrs/wk
Geneva
$68,500.02
$99,320.00
Accounting Supervisor
40 hrs/wk
Glendale Heights
$58,094.40
$81,307.20
Accountant I
40 hrs/wk
Lake in the Hills
$62,439.00
$86,167.00
40 hrs/wk
Mundelein
$63,522.00
$86,975.00
40 hrs/wk
South Elgin
$65,770.00
$88,428.00
40 hrs/wk
Villa Park
$62,883.00
37.5 hrs/wk
West Chicago
N/A
Westmont
$85,300.80
$119,454.40
Assistant Finance Director
40 hrs/wk
Woodstock
$50,918.00
$76,165.00
Senior Accountant
40+
McHenry
$42,769.00
$58,562.00
vacant
Average
$63,892.70
$89,857.48
$62,883.00
40th Percentile
$61,677.49
$86,328.60
$62,883.00
50th Percentile
$62,439.00
$86,975.00
$62,883.00
60th Percentile
$63,305.40
$87,783.00
$62,883.00
65th Percentile
$63,971.60
$88,073.60
$62,883.00
75th Percentile
$65,770.00
$88,428.00
$62,883.00
80th Percentile
$66,862.01
$92,784.80
$62,883.00
The City of McHenry, Illinois GovHR USA, LLC 67
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Accountant (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
Senior Accountant
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$59,003.00
$87,985.00
40 hrs/wk
Geneva
Accounting Supervisor
40 hrs/wk
Glendale Heights
$58,094.40
$81,307.20
Accountant I
40 hrs/wk
Lake in the Hills
$62,439.00
$86,167.00
40 hrs/wk
Mundelein
$63,522.00
$86,975.00
40 hrs/wk
South Elgin
$65,770.00
$88,428.00
40 hrs/wk
Villa Park
$62,883.00
37.5 hrs/wk
West Chicago
N/A
Westmont
Assistant Finance Director
40 hrs/wk
Woodstock
$50,918.00
$76,165.00
Senior Accountant
40+
McHenry
$42,769.00
$58,562.00
vacant
Average
$60,176.22
$84,277.56
$62,883.00
40th Percentile
$59,996.64
$84,216.23
$62,883.00
50th Percentile
$61,487.11
$86,167.00
$62,883.00
60th Percentile
$62,058.24
$86,651.80
$62,883.00
65th Percentile
$62,343.81
$86,894.20
$62,883.00
75th Percentile
$62,980.50
$87,480.00
$62,883.00
80th Percentile
$63,305.40
$87,783.00
$62,883.00
The City of McHenry, Illinois GovHR USA, LLC 68
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Finance Specialist - Payroll
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
Senior Accountant
40 hrs/wk
Batavia
$45,345.00
$62,523.00
Finance Assistant
30 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$44,995.00
$67,131.00
Payroll Clerk
40 hrs/wk
Geneva
N/A
Glendale Heights
$56,430.40
$78,977.60
Accountant II
40 hrs/wk
Lake in the Hills
$47,184.00
$65,114.00
Administrative Assistant
40 hrs/wk
Mundelein
Payroll is performed by the Accountants
N/A
South Elgin
$51,532.00
$69,285.00
Accounting Assistant (A/P and payroll)
40 hrs/wk
Villa Park
$56,595.00
Personnel Analyst
37.5 hrs/wk
West Chicago
$53,462.00
$74,847.00
Administrative Assistant; handles payroll & A/P but no audit
Westmont
$61,339.20
$94,432.00
Accountant 40 hrs/wk
Woodstock
$44,699.20
$69,368.00
Staff Accountant; scheduled for 37.5, paid for 40
McHenry
$40,687.00
$56,779.00
$55,333.25
Average
$51,830.43
$73,843.70
$56,595.00
40th Percentile
$48,053.60
$69,301.60
$56,595.00
50th Percentile
$51,532.00
$69,368.00
$56,595.00
60th Percentile
$53,076.00
$73,751.20
$56,595.00
65th Percentile
$54,055.68
$75,673.12
$56,595.00
75th Percentile
$56,430.40
$78,977.60
$56,595.00
80th Percentile
$58,393.92
$80,552.84
$56,595.00
The City of McHenry, Illinois GovHR USA, LLC 69
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Finance Specialist - Accounts Payable
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$49,582.83
$64,843.67
Principal Assistant -- Finance
40 hrs/wk
Batavia
$45,345.00
$62,523.00
Finance Assistant
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$42,067.00
$62,763.00
Accounts Payable Clerk
40 hrs/wk
Geneva
$42,850.08
$62,174.94
Accounts Payable Specialist
40 hrs/wk
Glendale Heights
$42,889.60
$59,113.60
Accounting Tech
40 hrs/wk
Lake in the Hills
$43,924.00
$60,657.00
Accounts Payable Clerk
40 hrs/wk
Mundelein
$50,195.00
$63,586.00
Account Clerk
40 hrs/wk
South Elgin
$51,532.00
$69,285.00
Accounting Assistant (A/P and payroll)
40 hrs/wk
Villa Park
Union; negotiated
West Chicago
$47,581.00
$66,613.00
Account Clerk
40 hrs/wk
Westmont
$49,691.20
$68,307.20
Accounting Specialist
40 hrs/wk
Woodstock
See Staff Accountant
McHenry
$40,687.00
$56,779.00
$40,687.00
Average
$46,565.77
$63,986.64
#DIV/0!
40th Percentile
$44,776.60
$62,667.00
#NUM!
50th Percentile
$46,463.00
$63,174.50
#NUM!
60th Percentile
$48,381.73
$64,089.07
#NUM!
65th Percentile
$49,282.56
$64,655.02
#NUM!
75th Percentile
$49,664.11
$66,170.67
#NUM!
80th Percentile
$49,791.96j
$66,951.84
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 70
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Finance Specialist - Utility Billing
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$49,582.83
$64,843.67
Utility Billing Coordinator
40 hrs/wk
Batavia
$43,392.00
$59,831.00
Customer Service Representative
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$44,995.00
$67,131.00
Utility Customer Service Representative
40 hrs/wk
Geneva
$42,850.08
$62,174.94
Utility Billing Specialist
40 hrs/wk
Glendale Heights
$45,531.20
$64,584.00
Utility Billing Supervisor
40 hrs/wk
Lake in the Hills
$43,924.00
$60,657.00
Water Billing Clerk
40 hrs/wk
Mundelein
$50,195.00
$63,586.00
Account Clerk
40 hrs/wk
South Elgin
$46,741.00
$62,844.00
Utility Billing Clerk
40 hrs/wk
Villa Park
Union; negotiated
West Chicago
$90,034.00
$126,047.00
Asst. Dtr. Admin. Svcs.; not exact match but
does some duties
Westmont
$49,691.20
$68,307.20
Utility Billing Clerk
40 hrs/wk
Woodstock
$44,699.20
$69,368.00
Utility Billing Coordinator
McHenry
$40,687.00
$56,779.00
$45,088.36
Average
$50,148.68
$69,943.07
#DIV/0!
40th Percentile
$44,995.00
$63,586.00
#NUM!
50th Percentile
$45,531.20
$64,584.00
#NUM!
60th Percentile
$46,741.00
$64,843.67
#NUM!
65th Percentile
$48,161.92
$65,987.34
#NUM!
75th Percentile
$49,637.02
$67,719.10
#NUM!
80th Percentile
$49,691.20
$68,307.20
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 71
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Human Resources
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
40 hrs/wk
Batavia
$91,703.00
$126,443.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$102,097.00
$146,447.00
40 hrs/wk
Geneva
$79,074.94
$114,745.07
Human Resources Manager
40 hrs/wk
Glendale Heights
$75,608.00
$105,788.80
Human Resources Manager
40 hrs/wk
Lake in the Hills
$69,733.00
$96,297.00
Human Resources Coordinator
40 hrs/wk
Mundelein
$96,367.00
$126,897.00
40 hrs/wk
South Elgin
N/A
Villa Park
$103,930.00
Manager, Human Resources (and Risk)
37.5 hrs/wk
West Chicago
$75,494.00
$105,832.00
HR Coordinator; HR is division under Admin. Svcs.
Westmont
$93,828.80
$136,052.80
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$70,571.00
$98,695.00
$90,071.84
Average
$87,062.39
$122,758.79
$103,930.00
40th Percentile
$85,293.98
$121,763.83
$103,930.00
50th Percentile
$90,571.50
$126,670.00
$103,930.00
60th Percentile
$92,553.32
$128,236.30
$103,930.00
65th Percentile
$93,509.93
$129,743.02
$103,930.00
75th Percentile
$95,732.45
$134,600.92
$103,930.00
80th Percentile
$96,549.22
$136,610.24
$103,930.00
The City of McHenry, Illinois GovHR USA, LLC 72
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Human Resources (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
40 hrs/wk
Batavia
$91,703.00
$126,443.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$102,097.00
$146,447.00
40 hrs/wk
Geneva
Human Resources Manager
40 hrs/wk
Glendale Heights
Human Resources Manager
40 hrs/wk
Lake in the Hills
Human Resources Coordinator
40 hrs/wk
Mundelein
$96,367.00
$126,897.00
40 hrs/wk
South Elgin
N/A
Villa Park
$103,930.00
Manager, Human Resources (and Risk)
37.5 hrs/wk
West Chicago
HR Coordinator; HR is division under Admin. Svcs.
Westmont
$93,828.80
$136,052.80
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$70,571.00
$98,695.00
$90,071.84
Average
$95,118.99
$134,154.18
$103,930.00
40th Percentile
$93,828.80
$130,245.26
$103,930.00
50th Percentile
$95,097.90
$133,149.03
$103,930.00
60th Percentile
$96,367.00
$136,052.80
$103,930.00
65th Percentile
$96,594.78
$136,749.60
$103,930.00
75th Percentile
$97,050.34
$138,143.20
$103,930.00
80th Percentile
$97,278.12
$138,840.00
$103,930.00
The City of McHenry, Illinois GovHR USA, LLC 73
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Park Superintendent
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$85,526.46
$115,975.51
General Services Supt.; oversees Streets, Parks & For, Int. Sv
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
No park district
Glendale Heights
$117,353.60
$138,112.00
Director of Parks, Recreation & Facilities
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
Public Properties Supt.; is under Public Works Dept.
Mundelein
I N/A
South Elgin
$65,770.00
$88,428.00
Parks & Recreation Superintendent (reports to Dtr. P & R)
Villa Park
$114,176.00
Director of Parks and Recreation
40 hrs/wk
West Chicago
N/A
Westmont
N/A
Woodstock
$67,018.00
$104,104.00
Parks and Facilities Superintendent
40 hrs/wk
McHenry
$70,571.00
$98,695.00
$96,053.54
Average
$82,520.81
$110,573.10
$114,176.00
40th Percentile
$72,968.80
$105,389.20
$114,176.00
50th Percentile
$76,936.00
$106,246.00
$114,176.00
60th Percentile
$80,372.18
$110,137.80
$114,176.00
65th Percentile
$82,090.28
$112,083.71
$114,176.00
75th Percentile
$85,526.46
$115,975.51
$114,176.00
80th Percentile
$91,891.89
$120,402.81
$114,176.00
The City of McHenry, Illinois GovHR USA, LLC 74
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Park Superintendent (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$85,526.46
$115,975.51
General Services Supt.; oversees Streets, Parks & For, Int.
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
No park district
Glendale Heights
Director of Parks, Recreation & Facilities
1 40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
Public Properties Supt.; is under Public Works Dept.
Mundelein
I N/A
South Elgin
$65,770.00
$88,428.00
Parks & Recreation Superintendent (reports to Dtr. P & R
Villa Park
$114,176.00
Director of Parks and Recreation
40 hrs/wk
West Chicago
N/A
Westmont
N/A
Woodstock
$67,018.00
$104,104.00
Parks and Facilities Superintendent
40 hrs/wk
McHenry
$70,571.00
$98,695.00
$96,053.54
Average
$73,812.62
$103,688.38
$114,176.00
40th Percentile
$69,001.60
$104,532.40
$114,176.00
50th Percentile
$71,977.00
$105,175.00
$114,176.00
60th Percentile
$74,952.40
$105,817.60
$114,176.00
65th Percentile
$76,440.10
$106,138.90
$114,176.00
75th Percentile
$79,083.62
$108,678.38
$114,176.00
80th Percentile
$80,372.18
$110,137.80
$114,176.00
The City of McHenry, Illinois GovHR USA, LLC 75
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Assistant Parks Superintendent
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$74,145.47
$96,211.37
Parks & Forestry Supervisor
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$88,774.40
$124,280.00
Deputy Director of Parks, Rec & Facilities
Lake in the Hills
N/A
Mundelein
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
$56,284.80
$74,193.60
Parks & Facilities Foreman; union w. 10 step wage scale
McHenry
$56,785.00
$88,177.00
$69,296.27
Average
$73,068.22
$98,228.32
#DIV/0!
40th Percentile
$70,573.34
$91,807.82
#NUM!
50th Percentile
$74,145.47
$96,211.37
#NUM!
60th Percentile
$77,071.26
$101,825.10
#NUM!
65th Percentile
$78,534.15
$104,631.96
#NUM!
75th Percentile
$81,459.94
$110,245.69
#NUM!
80th Percentile
$82,922.83
$113,052.55
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 76
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Assistant Parks Superintendent (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$74,145.47
$96,211.37
Parks & Forestry Supervisor
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$88,774.40
$124,280.00
Deputy Director of Parks, Rec & Facilities
Lake in the Hills
N/A
Mundelein
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
$56,284.80
$74,193.60
Parks & Facilities Foreman; union w. 10 step wage scale
McHenry
$56,785.00
$88,177.00
$69,296.27
Average
$73,068.22
$98,228.32
#DIV/0!
40th Percentile
$70,573.34
$91,807.82
#NUM!
50th Percentile
$74,145.47
$96,211.37
#NUM!
60th Percentile
$77,071.26
$101,825.10
#NUM!
65th Percentile
$78,534.15
$104,631.96
#NUM!
75th Percentile
$81,459.94
$110,245.69
#NUM!
80th Percentile
$82,922.83
$113,052.55
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 77
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Recreation Superintendent
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$55,806.40
$78,208.00
Recreation Division Manager
40 hrs/wk
Lake in the Hills
$62,439.00
$86,167.00
Superintendent of Recreation
40 hrs/wk
Mundelein
N/A
South Elgin
N/A
Villa Park
$65,424.00
37.5 hrs/wk
West Chicago
N/A
Westmont
N/A
Woodstock
$74,506.00
$115,710.00
Recreation Director
40 hrs/wk
McHenry
$56,785.00
$88,177.00
vacant
Average
$63,559.63
$90,750.18
$65,424.00
40th Percentile
$61,677.49
$83,565.97
$65,424.00
50th Percentile
$61,963.06
$84,541.36
$65,424.00
60th Percentile
$62,248.62
$85,516.74
$65,424.00
65th Percentile
$62,391.41
$86,004.44
$65,424.00
75th Percentile
$65,455.75
$93,552.75
$65,424.00
80th Percentile
$67,265.80
$97,984.20
$65,424.00
The City of McHenry, Illinois GovHR USA, LLC 78
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Recreation Superintendent (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$61,487.11
$82,915.71
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$55,806.40
$78,208.00
Recreation Division Manager
40 hrs/wk
Lake in the Hills
$62,439.00
$86,167.00
Superintendent of Recreation
40 hrs/wk
Mundelein
N/A
South Elgin
N/A
Villa Park
$65,424.00
37.5 hrs/wk
West Chicago
N/A
Westmont
N/A
Woodstock
Recreation Director
40 hrs/wk
McHenry
$56,785.00
$88,177.00
vacant
Average
$59,910.84
$82,430.24
$65,424.00
40th Percentile
$60,350.97
$81,974.17
$65,424.00
50th Percentile
$61,487.11
$82,915.71
$65,424.00
60th Percentile
$61,677.49
$83,565.97
$65,424.00
65th Percentile
$61,772.68
$83,891.10
$65,424.00
75th Percentile
$61,963.06
$84,541.36
$65,424.00
80th Percentile
$62,058.24
$84,866.48
$65,424.00
The City of McHenry, Illinois GovHR USA, LLC 79
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Recreation Center Coordinator
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
N/A
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$49,337.60
$64,792.00
Recreation Supervisor
40 hrs/wk
Lake in the Hills
Mundelein
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
$50,918.00
$79,165.00
Recreation Center Manager
40 hrs/wk
McHenry
Position not in Compensation Plan
Average
$50,127.80
$71,978.50
#DIV/0!
40th Percentile
$49,969.76
$70,541.20
#NUM!
50th Percentile
$50,127.80
$71,978.50
#NUM!
60th Percentile
$50,285.84
$73,415.80
#NUM!
65th Percentile
$50,364.86
$74,134.45
#NUM!
75th Percentile
$50,522.90
$75,571.75
#NUM!
80th Percentile
$50,601.92
$76,290.40
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 80
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Athletics & Aquatics Supervisor
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$34,944.00
Pool Manager
Hours vary
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$49,337.60
$64,792.00
Recreation Supervisor
40 hrs/wk
Lake in the Hills
N/A
Mundelein
N/A
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
$50,918.00
$79,165.00
Recreation Program Coord. (3 incumbents)
40 hrs/wk
McHenry
$50,028.00
$72,406.00
$52,997.29
Average
$50,127.80
$71,978.50
$34,944.00
40th Percentile
$49,969.76
$70,541.20
$34,944.00
50th Percentile
$50,127.80
$71,978.50
$34,944.00
60th Percentile
$50,285.84
$73,415.80
$34,944.00
65th Percentile
$50,364.86
$74,134.45
$34,944.00
75th Percentile
$50,522.90
$75,571.75
$34,944.00
80th Percentile
$50,601.92
$76,290.40
$34,944.00
The City of McHenry, Illinois GovHR USA, LLC 81
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Recreation Supervisor
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$31,200.00
$35,360.00
Hours vary
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
$49,337.60
$64,792.00
Recreation Supervisor
40 hrs/wk
Lake in the Hills
$48,925.00
$67,563.00
40 hrs/wk
Mundelein
N/A
South Elgin
$49,078.00
$68,986.00
Works under Parks & Recreation Director
40 hrs/wk
Villa Park
$48,544.00
$49,068.00
Recreation Supervisor I and II
37.5 hrs/wk
West Chicago
N/A
Westmont
N/A
Woodstock
$50,918.00
$79,165.00
Recreation Program Coord. (3 incumbents)
40 hrs/wk
McHenry
$50,028.00
$72,406.00
$75,527.53
Average
$46,333.77
$60,822.33
#DIV/0!
40th Percentile
$48,925.00
$64,792.00
#NUM!
50th Percentile
$49,001.50
$66,177.50
#NUM!
60th Percentile
$49,078.00
$67,563.00
#NUM!
65th Percentile
$49,142.90
$67,918.75
#NUM!
75th Percentile
$49,272.70
$68,630.25
#NUM!
80th Percentile
$49,337.60
$68,986.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 82
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Police Chief
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$111,759.22
$152,820.62
40 hrs/wk
Batavia
$109,359.00
$150,787.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$110,423.00
$164,501.00
40 hrs/wk
Geneva
$100,360.00
$145,675.09
40 hrs/wk
Glendale Heights
$132,683.20
$151,923.20
40 hrs/wk
Lake in the Hills
$102,864.00
$142,050.00
40 hrs/wk
Mundelein
$113,561.00
$161,496.00
40 hrs/wk
South Elgin
$122,491.00
$171,487.00
40 hrs/wk
Villa Park
$124,745.00
40 hrs/wk
West Chicago
$112,057.00
$156,880.00
40 hrs/wk
Westmont
$103,230.40
$149,697.60
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$98,821.00
$133,626.00
$128,055.00
Average
$109,838.89
$153,287.05
$124,745.00
40th Percentile
$109,359.00
$150,787.00
$124,745.00
50th Percentile
$110,423.00
$151,923.20
$124,745.00
60th Percentile
$111,759.22
$152,820.62
$124,745.00
65th Percentile
$111,908.11
$154,850.31
$124,745.00
75th Percentile
$112,809.00
$159,188.00
$124,745.00
80th Percentile
$113,561.00
$161,496.00
$124,745.00
The City of McHenry, Illinois GovHR USA, LLC 83
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Deputy Chief
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$97,278.12
$130,245.26
40 hrs/wk
Batavia
$100,143.00
$138,080.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$98,164.00
$142,975.00
40 hrs/wk
Geneva
N/A
Glendale Heights
$125,632.00
$132,683.20
40 hrs/wk
Lake in the Hills
$90,479.00
$124,945.00
40 hrs/wk
Mundelein
$127,935.00
$138,374.00
40 hrs/wk
South Elgin
$100,773.00
$141,803.00
40 hrs/wk
Villa Park
$113,882.00
40 hrs/wk
West Chicago
N/A
Westmont
$93,828.80
$136,052.80
N/A
Woodstock
$74,506.00
$115,710.00
2 Deputy Chiefs
40+
McHenry
$82,284.00
$120,131.00
$115,478.44
Average
$100,970.99
$133,429.81
$113,882.00
40th Percentile
$97,455.30
$133,357.12
$113,882.00
50th Percentile
$98,164.00
$136,052.80
$113,882.00
60th Percentile
$99,747.20
$137,674.56
$113,882.00
65th Percentile
$100,269.00
$138,138.80
$113,882.00
75th Percentile
$100,773.00
$138,374.00
$113,882.00
80th Percentile
$110,716.60
$139,745.60
$113,882.00
The City of McHenry, Illinois GovHR USA, LLC 84
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Commander
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
N/A
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$90,756.00
$125,324.00
40 hrs/wk
Geneva
$87,264.94
$126,629.98
40 hrs/wk
Glendale Heights
$117,332.80
$123,156.80
Currently unfilled
Lake in the Hills
N/A
Mundelein
$115,285.00
$124,692.00
40 hrs/wk
South Elgin
N/A
Villa Park
N/A
West Chicago
$90,034.00
$126,047.00
40 hrs/wk
Westmont
N/A
Woodstock
N/A
McHenry
$77,801.00
$107,366.00
$110,411.77
Average
$100,134.55
$125,169.96
#DIV/0!
40th Percentile
$90,467.20
$125,071.20
#NUM!
50th Percentile
$90,756.00
$125,324.00
#NUM!
60th Percentile
$100,567.60
$125,613.20
#NUM!
65th Percentile
$105,473.40
$125,757.80
#NUM!
75th Percentile
$115,285.00
$126,047.00
#NUM!
80th Percentile
$115,694.56
$126,163.60
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 85
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Sergeant
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$85,526.46
$115,975.51
40 hrs/wk
Batavia
$105,896.00
$117,866.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$98,836.00
$109,341.00
40 hrs/wk
Geneva
$86,570.02
$106,879.97
40 hrs/wk
Glendale Heights
$98,675.20
$115,606.40
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
Patrol Sergeant
40 hrs/wk
Mundelein
$100,219.00
$112,733.00
40 hrs/wk
South Elgin
$88,138.00
$118,501.00
40 hrs/wk
Villa Park
$91,558.00
$105,607.00
West Chicago
$80,130.00
$112,181.00
40 hrs/wk
Westmont
$85,300.80
$119,454.40
40 hrs/wk
Woodstock
$67,017.60
$104,104.00
City's Sergeants are not in the union
40 hrs/wk
McHenry
$70,571.00
$98,695.00
$101,509.99
Average
$88,733.59
$112,041.27
#DIV/0!
40th Percentile
$85,943.88
$110,477.00
#NUM!
50th Percentile
$87,354.01
$112,457.00
#NUM!
60th Percentile
$90,190.00
$114,457.04
#NUM!
65th Percentile
$92,625.58
$115,661.77
#NUM!
75th Percentile
$98,715.40
$116,448.13
#NUM!
80th Percentile
$98,803.84
$117,487.90
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 86
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Emergency Communications Center Supervisor
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
N/A
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
N/A
Glendale Heights
N/A
Lake in the Hills
N/A
Mundelein
$81,297.00
$105,409.00
Communication Coordinator
40 hrs/wk
South Elgin
N/A
Villa Park
N/A
West Chicago
N/A
Westmont
N/A
Woodstock
N/A
McHenry
$70,571.00
$98,695.00
$77,325.00
Average
$81,297.00
$105,409.00
#DIV/0!
40th Percentile
$81,297.00
$105,409.00
#NUM!
50th Percentile
$81,297.00
$105,409.00
#NUM!
60th Percentile
$81,297.00
$105,409.00
#NUM!
65th Percentile
$81,297.00
$105,409.00
#NUM!
75th Percentile
$81,297.00
$105,409.00
#NUM!
80th Percentile
$81,297.00
$105,409.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 87
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Director of Public Works
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$111,759.22
$152,820.62
40 hrs/wk
Batavia
$114,280.00
$157,572.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$110,423.00
$164,501.00
40 hrs/wk
Geneva
$100,360.00
$145,675.09
40 hrs/wk
Glendale Heights
$125,621.60
$142,729.60
40 hrs/wk
Lake in the Hills
$102,864.00
$142,050.00
40 hrs/wk
Mundelein
$111,725.00
$158,884.00
Director of Public Works & Engineering
40 hrs/wk
South Elgin
$116,658.00
$163,321.00
40 hrs/wk
Villa Park
$130,535.00
40 hrs/wk
West Chicago
$112,057.00
$156,880.00
40 hrs/wk
Westmont
$103,230.40
$149,697.60
40 hrs/wk
Woodstock
$89,440.00
$138,840.00
40+
McHenry
$90,290.00
$131,512.00
$113,365.00
Average
$108,947.11
$152,088.26
$130,535.00
40th Percentile
$110,423.00
$149,697.60
$130,535.00
50th Percentile
$111,725.00
$152,820.62
$130,535.00
60th Percentile
$111,759.22
$156,880.00
$130,535.00
65th Percentile
$111,908.11
$157,226.00
$130,535.00
75th Percentile
$113,168.50
$158,228.00
$130,535.00
80th Percentile
$114,280.00
$158,884.00
$130,535.00
The City of McHenry, Illinois GovHR USA, LLC 88
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Project Engineer
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$79,312.24
$105,454.72
Project Manager
40 hrs/wk
Batavia
$67,386.00
$92,915.00
Civil Engineer
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$80,703.00
$111,907.00
Civil Engineer
40 hrs/wk
Geneva
$68,500.02
$99,320.00
Civil Engineer
40 hrs/wk
Glendale Heights
$89,128.00
$105,809.60
Assistant Village Engineer
40 hrs/wk
Lake in the Hills
N/A
Mundelein
$96,635.00
$127,425.00
Village Engineer
40 hrs/wk
South Elgin
N/A
Villa Park
$97,600.00
Assistant Village Engineer
40 hrs/wk
West Chicago
N/A
Westmont
$85,300.80
$119,454.40
Asst. Public Works Director/Village Engineer
40 hrs/wk
Woodstock
$67,018.00
$104,104.00
City Engineer
40 hrs/wk
McHenry
$70,571.00
$98,695.00
$87,422.50
Average
$79,247.88
$108,298.72
$97,600.00
40th Percentile
$77,149.80
$105,184.58
$97,600.00
50th Percentile
$80,007.62
$105,632.16
$97,600.00
60th Percentile
$81,622.56
$107,029.08
$97,600.00
65th Percentile
$83,231.79
$109,163.17
$97,600.00
75th Percentile
$86,257.60
$113,793.85
$97,600.00
80th Percentile
$87,597.12
$116,435.44
$97,600.00
The City of McHenry, Illinois GovHR USA, LLC 89
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Project Engineer (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$79,312.24
$105,454.72
Project Manager
40 hrs/wk
Batavia
$67,386.00
$92,915.00
Civil Engineer
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$80,703.00
$111,907.00
Civil Engineer
40 hrs/wk
Geneva
$68,500.02
$99,320.00
Civil Engineer
40 hrs/wk
Glendale Heights
Assistant Village Engineer
40 hrs/wk
Lake in the Hills
N/A
Mundelein
Village Engineer
40 hrs/wk
South Elgin
N/A
Villa Park
$97,600.00
Assistant Village Engineer
40 hrs/wk
West Chicago
N/A
Westmont
Asst. Public Works Director/Village Enginee
40 hrs/wk
Woodstock
$67,018.00
$104,104.00
City Engineer
40 hrs/wk
McHenry
$70,571.00
$98,695.00
$87,422.50
Average
$72,583.85
$102,740.14
$97,600.00
40th Percentile
$68,054.41
$102,190.40
$97,600.00
50th Percentile
$68,500.02
$104,104.00
$97,600.00
60th Percentile
$72,824.91
$104,644.29
$97,600.00
65th Percentile
$74,987.35
$104,914.43
$97,600.00
75th Percentile
$79,312.24
$105,454.72
$97,600.00
80th Percentile
$79,590.39
$106,745.18
$97,600.00
The City of McHenry, Illinois GovHR USA, LLC 90
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Superintendent (Streets, Water, Wastewater, Utility)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$85,526.46
$115,975.51
General Services and Utility Supts.
40 hrs/wk
Batavia
$87,754.00
$120,998.00
Street & Water/Sewer Supts. Also WW Supt:83977/115789
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$87,281.00
$121,046.00
Public Works Superintendent
40 hrs/wk
Geneva
$79,074.94
$114,745.07
40 hrs/wk
Glendale Heights
$89,128.00
$105,809.60
Public Works Division Manager
40 hrs/wk
Lake in the Hills
$76,936.00
$106,246.00
40 hrs/wk
Mundelein
$90,960.00
$118,211.00
40 hrs/wk
South Elgin
$83,941.00
$112,858.00
40 hrs/wk
Villa Park
$113,882.00
Deputy Director of Public Works
40 hrs/wk
West Chicago
$84,937.00
$118,912.00
Public Works Superintendents
40 hrs/wk
Westmont
$74,193.60
$103,875.20
Public Works Supervisor
40 hrs/wk
Woodstock
$67,018.00
$104,104.00
Water & WW Supts. Also Streets & Sewer/Water Supts. at 62088/9640!
McHenry
$70,571.00
$98,695.00
$93,289.50
Average of 4 incumbents. Low: 89442/High: 95821
Average
$82,431.82
$112,980.03
$113,882.00
40th Percentile
$83,941.00
$112,858.00
$113,882.00
50th Percentile
$84,937.00
$114,745.07
$113,882.00
60th Percentile
$85,526.46
$115,975.51
$113,882.00
65th Percentile
$86,403.73
$117,093.26
$113,882.00
75th Percentile
$87,517.50
$118,561.50
$113,882.00
80th Percentile
$87,754.00
$118,912.00
$113,882.00
The City of McHenry, Illinois GovHR USA, LLC 91
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Assistant Wastewater Superintendent
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$79,312.24
$105,454.72
Chief Wastewater Operator
40 hrs/wk
Batavia
N/A
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
N/A
Geneva
$68,350.05
$98,704.94
Wastewater Treatment Supervisor
40 hrs/wk
Glendale Heights
$57,595.20
$74,963.20
Lead Maintenance Worker WPCF
40 hrs/wk
Lake in the Hills
N/A
Mundelein
$78,616.00
$103,924.00
40 hrs/wk
South Elgin
N/A
Villa Park
N/A --Foreman; union
West Chicago
N/A
Westmont
N/A
Woodstock
N/A
McHenry
$56,785.00
$88,177.00
Average
$70,968.37
$95,761.72
#DIV/0!
40th Percentile
$70,403.24
$99,748.76
#NUM!
50th Percentile
$73,483.02
$101,314.47
#NUM!
60th Percentile
$76,562.81
$102,880.19
#NUM!
65th Percentile
$78,102.70
$103,663.05
#NUM!
75th Percentile
$78,790.06
$104,306.68
#NUM!
80th Percentile
$78,894.50
$104,536.29
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 92
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Crew Leader (Streets or Forestry)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$74,145.47
$96,211.37
Streets Supervisor; Parks & Forestry
Supervisor
40 hrs/wk
Batavia
$68,681.00
$85,085.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$74,606.00
$103,485.00
Public Works Supervisor
40 hrs/wk
Geneva
$64,950.08
$94,250.00
Street Maintenance Supervisor
40 hrs/wk
Glendale Heights
$76,044.80
$96,616.00
Lead Foreman Streets
Lake in the Hills
$56,201.00
$72,945.00
40 hrs/wk
Mundelein
$60,815.00
$83,230.00
40 hrs/wk
South Elgin
$79,943.00
$107,484.00
Asst. Supt. (Streets)
Villa Park
Union; negotiated
West Chicago
$58,112.00
$78,097.00
Westmont
$61,339.20
$85,841.60
Public Works Foreman
40 hrs/wk
Woodstock
$47,528.00
$62,628.80
McHenry
$56,785.00
$88,177.00
$77,762.67
Average of 3 incumbents; low:
$65189/high:84152
Average
$65,669.60
$87,806.71
#DIV/0!
40th Percentile
$61,339.20
$85,085.00
#NUM!
50th Percentile
$64,950.08
$85,841.60
#NUM!
60th Percentile
$68,681.00
$94,250.00
#NUM!
65th Percentile
$71,413.24
$95,230.69
#NUM!
75th Percentile
$74,375.74
$96,413.69
#NUM!
80th Percentile
$74,606.00
$96,616.00
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 93
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Crew Leader (Streets or Forestry) (Edited)
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual
Salary
Title (If Different)
Comment
Algonquin
Streets Supervisor; Parks & Forestry
Supervisor
40 hrs/wk
Batavia
$68,681.00
$85,085.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
Public Works Supervisor
40 hrs/wk
Geneva
Street Maintenance Supervisor
40 hrs/wk
Glendale Heights
$76,044.80
$96,616.00
Lead Foreman Streets
Lake in the Hills
$56,201.00
$72,945.00
40 hrs/wk
Mundelein
$60,815.00
$83,230.00
40 hrs/wk
South Elgin
Asst. Supt. (Streets)
Villa Park
Union; negotiated
West Chicago
$58,112.00
$78,097.00
Westmont
$61,339.20
$85,841.60
Public Works Foreman
40 hrs/wk
Woodstock
$47,528.00
$62,628.80
McHenry
$56,785.00
$88,177.00
$77,762.67
Average of 3 incumbents; low:
$65189/high:84152
Average
$61,245.86
$80,634.77
#DIV/0!
40th Percentile
$59,193.20
$80,150.20
#NUM!
50th Percentile
$60,815.00
$83,230.00
#NUM!
60th Percentile
$61,129.52
$84,343.00
#NUM!
65th Percentile
$61,286.78
$84,899.50
#NUM!
75th Percentile
$65,010.10
$85,463.30
#NUM!
80th Percentile
$67,212.64
$85,690.28
#NUM!
The City of McHenry, Illinois GovHR USA, LLC 94
CITY OF MCHENRY, IL
DETAILED SALARY DATA
Adminstrative Assistant
Comparable
Community
Minimum
Salary
Maximum
Salary
Actual Salary
Title (If Different)
Comment
Algonquin
$46,752.04
$61,157.46
Principal Secretary
40 hrs/wk
Batavia
$47,385.00
$65,337.00
40 hrs/wk
Bensenville
N/R
Bloomingdale
N/R
Bridgeview
N/R
Crystal Lake
$44,995.00
$67,131.00
40 hrs/wk
Geneva
$42,850.08
$62,174.94
40 hrs/wk
Glendale Heights
$49,046.40
$67,683.20
Administrative Secretary
40 hrs/wk
Lake in the Hills
$43,924.00
$60,657.00
Secretary; some depts. have both Sec'y & Admin.
Asst.
Mundelein
$53,983.00
$67,486.00
40 hrs/wk
South Elgin
$40,377.00
$54,287.00
Administrative Assistant 1
40 hrs/wk
Villa Park
$43,955.00
West Chicago
$53,462.00
$74,847.00
Executive Secretary
40 hrs/wk
Westmont
$49,691.20
$68,307.20
Administrative Assistant III
40 hrs/wk
Woodstock
$44,699.20
$69,368.00
Office Manager; scheduled for 37.5, paid for 40
McHenry
$34,212.00
$50,786.00
$48,228.17
Average of 6 incumbents. Low: 40993/High: 53465
Average
$47,014.99
$65,312.35
$43,955.00
40th Percentile
$44,995.00
$65,337.00
$43,955.00
50th Percentile
$46,752.04
$67,131.00
$43,955.00
60th Percentile
$47,385.00
$67,486.00
$43,955.00
65th Percentile
$48,215.70
$67,584.60
$43,955.00
75th Percentile
$49,368.80
$67,995.20
$43,955.00
80th Percentile
$49,691.20
$68,307.20
$43,955.00
The City of McHenry, Illinois GovHR USA, LLC 95