July 1, 2016
LSNYC managers are in the process right now of receiving raises retroactive to January 1, 2016. The LSNYC Executive Director took the time to report to the union on how these raises were calculated. There has historically been significant disparities in manager compensation from office to office (and, to a lesser extent, within offices). Some of these disparities have a racial and gender aspect to them, with women and people of color receiving lower pay then comparably situated men and white managers.
LSNYC has attempted this year to even out some of the discrepancies among manager salaries, and to bring managers to a rough parity. An external consultant analyzed the typical salaries for the various positions, and came up with a salary scale whose midpoint is the market average. Those managers whose salaries were below the median received a 4% increase, and the 10-15% who were above the median received a 3% increase.
There were also additional raises for those at the low end of the range to bring them closer to parity with their colleagues. Those who were still below the range after the 4% increase received a lump sum of $2,000 added to their base salary or the amount that was required to reach the minimum level of salary, whichever is less. Finally, anyone who was in the lowest quartile of the range after the increase was applied received an additional bump added to the base of $500 for every year they’ve held their position, up to the quarter point of the range, or $2,000, whichever is less.
Additionally, directors and deputy directors in housing units got lump-sum payments on a look-back basis to account for units that are larger than average.