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P a g e | 7 <br />Keystone Compensation Group LLC <br />STEPS FOR EVALUATING CITY JOBS <br />The following steps describe our process for evaluating and calibrating jobs and creating the proposed 2020 <br />salary range matrix: <br />1. Used the updated job descriptions to evaluate and grade jobs with the Keystone Job Leveling System. <br />2. Two consultants independently evaluated each job and reconciled any differences in evaluation. <br />3. Job grades were reviewed with the City Administrator, HR Manager, and Finance Director. <br />4. Grades were also reviewed at the department level by each department head; input received was <br />taken into consideration. <br />5. Statistical regression analysis was used to establish the new range maximums based on internal job <br />evaluation and average market range maximum. <br />6. Range minimums were set at 80% or 85% of the maximum for each grade based on job level. <br />7. Consistent step progression within each grade was consistent at 2.5% or 2.75% based on grade level. <br />8. Number of steps within each range was set at 6 or 9 steps based on best practices in the marketplace. <br />9. Generally, number of steps reflects the fact that employees in higher level jobs require more time to <br />master all aspects of their job responsibilities than lower level jobs. <br />