 LOTT is committed to maintaining competitive pay for all positions and regularly conducts market surveys to ensure that our employees are compensated fairly. Non-represented staff salaries are reviewed biennially and adjusted as necessary, based on local labor market data. For employees represented by WSCCCE/AFSCME, wages are negotiated based on a mutually agreed upon market analysis of similar positions. |
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Class Specifications With over 45 different positions, the LOTT Alliance offers a variety of unique and rewarding careers. Many members of our staff have followed identified career paths, such as the Apprentice, Operator 1, Operator 2, Lead Operator, and Operations Supervisor series, while others have taken advantage of training opportunities and educational assistance to effectively change careers during the course of their tenure with LOTT. All of our current class specifications (position descriptions) are available for review. 
Organizational Structure The organizational chart shows LOTT's current staffing. Staff members are organized under four division Directors who report to the Executive Director. The Executive Director reports to the Board of Directors, made up of one elected official from each of the four partner jurisdictions (Lacey, Olympia, Tumwater, and Thurston County). Pay Plan LOTT's plan for non-represented employees was developed in 2007 as part of a comprehensive study of pay and benefits for all positions at LOTT. To ensure that LOTT’s pay and benefits plan remains competitive with comparable organizations, LOTT conducts regular market surveys for represented and non-represented classifications. The non-represented pay plan provides several options for classifying positions, resulting in close alignment to the labor market, and creates additional placement options for staff pursuing career development plans. Highlights of LOTT's pay plan include:
Learn More For information about pay grades, please contact the Human Resources Department at (360) 528-5715. |