[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-355761-105":53,"doc-detail-355761-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","port-of-everett-compensation-policy-for-poe-chiefs-compensation-policy","PORT OF EVERETT - COMPENSATION POLICY FOR PoE CHIEFS - Compensation Policy","","Port of Everett’s Chief Compensation Policy establishes a reasonable, competitive executive total compensation plan aligned with market-based practices. The program aims to attract and retain high-caliber executives, deliver fair and equitable pay, and support pay-for-performance through incentives that recognize both individual and organizational success. It balances competitiveness with available financial resources and requires compliance with state and federal legislation. The policy defines governance, including annual market salary surveys and Executive Director approval of salaries, incentives, and component adjustments.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/port-of-everett-compensation-policy-for-poe-chiefs-compensation-policy/355761/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/port-of-everett-compensation-policy-for-poe-chiefs-compensation-policy/355761.png","ImageObject",442,249,{"name":88,"@type":89},"Mabel","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-22","2026-09-22",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of the Chief’s Compensation Policy for the Port of Everett?","Question",{"text":109,"@type":110},"To provide a reasonable and competitive executive total compensation plan consistent with market-based practices for qualified candidates and executive employees.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How is the compensation market position determined?",{"text":114,"@type":110},"It is benchmarked against comparable local government organizations in the Puget Sound area, with additional market information used to form a market composite.",{"name":116,"@type":107,"acceptedAnswer":117},"What process governs compensation decisions and adjustments?",{"text":118,"@type":110},"A market survey is conducted each summer, and the Executive Director reviews and approves base salaries and the annual incentive plan; Human Resources documents adjustments and communicates them to Payroll for processing.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},355761,1791363346,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":73,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":9},7971474920318,"https://ap-avatar.wpscdn.com/avatar/74000ee537e6b0ca360?x-image-process=image/resize,m_fixed,w_180,h_180&k=1788430171632181674","PORT OF EVERETT  \nCOMPENSATION POLICY FOR PoE CHIEFS  \nPhilosophy and Objectives  \nThe Port of Everett’s primary objective for the Chief’s Compensation Policy is to provide a reasonable and competitive executive total compensation plan consistent with market-based compensation practices for candidates and executive employees who possess the experience and skills needed to grow the organization.  \nThe compensation program for Port Chief positions is designed to:  \n• Encourage the attraction and retention of high-caliber executives.  \n• Provide a fair, equitable and competitive total compensation package.  \n• Support a “pay for performance” culture through the use of incentives.  \n• Reward individual accomplishments as well as organizational success.  \n• Ensure that the program is easy to explain, understand, and administer.  \n• Balance the need to be competitive with the limits of available financial resources.  \n• Ensure that the program complies with state and federal legislation.  \nProgram Market Position  \nWhile the Port focuses on comparable local government organizations in the Puget Sound area to benchmark pay, it is also understood that the market for executive talent may be broader than this group. Market information from regional surveys and major regional employers may be used as a supplement to form a “market composite” to assess the competitiveness of compensation.  \nIn general, the Port’s goal for the Chief’s compensation, excluding benefits, is 115% of market average. However, compensation can be above or below market average based on experience, performance, and business need to attract and retain specific talent.  \nCompensation Components  \nThe typical executive compensation package may consist of eight (8) components:  \n1. Base pay. As determined by results of the annual market salary survey, internal equity considerations, and budget capacity; and as approved by the Executive Director.  \n2. Performance incentives. As set annually by the Executive Director in consideration of mutually agreed upon metrics.  \n3. Health and retirement benefits. The Port maintains a defined set of insurance benefits that are available on the same basis to all staff. Retirement plans are provided and administered by Washington State Department of Retirement Systems (DRS) in the form of PERS2 or PERS3 plans. A voluntary 457 deferred comp plan (DCP) is also available.  \n4. Sick Leave. Sick leave balances will be negotiated upon hire into a Chief position and will accrue at 8 hours per month thereafter to a maximum of 1440 hours.  \n5. Vacation. Vacation leave balances will be negotiated upon hire into a Chief’s position and will accrue at 16 hours per month for the first 60 months of service. Thereafter, vacation leave will accrue at 18.67 hours per month.  \n6. Car allowance. The monthly amount for a car allowance will be determined by the Executive Director. In no case will the allowance be less than $200 per month. Allowances will be adjusted annually in January to reflect changes (increases or decreases) to the CPI-W: SeattleTacoma-Bellevue for the prior calendar year. The car allowance is taxable income to the employee.  \n7. Other fringe benefits. Other fringe benefits, available to all Port exempt staff, will be administered as delineated in, and in compliance with, the Port of Everett Employee Handbook.  \n8. Relocation. A relocation allowance and/or expense reimbursement maybe negotiated upon hire. Relocation allowances/reimbursements are considered to be taxable income to the employee for IRS purposes.  \nGovernance and Procedures  \nA market survey is conducted in the summer of each year and is intended to ensure that assigned salaries fall within a reasonable range of competitive practices for comparable positions among similarly situated organizations.  \nFollowing this review, the Executive Director reviews and approves base salaries, objectives and goals for the upcoming year’s annual incentive plan, the amount(s) of the mone","cbCaiaMEs5bYRDPw","https://ap.wps.com/l/cbCaiaMEs5bYRDPw","pdf",71102,"English","# Philosophy and Objectives\n## Program Market Position\n## Compensation Components\n## Governance and Procedures","[{\"question\":\"What is the purpose of the Chief’s Compensation Policy for the Port of Everett?\",\"answer\":\"To provide a reasonable and competitive executive total compensation plan consistent with market-based practices for qualified candidates and executive employees.\"},{\"question\":\"How is the compensation market position determined?\",\"answer\":\"It is benchmarked against comparable local government organizations in the Puget Sound area, with additional market information used to form a market composite.\"},{\"question\":\"What process governs compensation decisions and adjustments?\",\"answer\":\"A market survey is conducted each summer, and the Executive Director reviews and approves base salaries and the annual incentive plan; Human Resources documents adjustments and communicates them to Payroll for processing.\"}]","PORT OF EVERETT - COMPENSATION POLICY FOR PoE CHIEFS - Compensation Policy | PDF",1790120824]