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0 AGENDA ITEM 4C <br />STAFF ORIGINATOR: Linda Waite Smith, City Administrator <br />MEETING DATE: January 8, 2001 <br />TOPIC: Recommended Salary Adjustments for Non -union <br />Employees <br />VOTE REQUIRED: 3/5 <br />BACKGROUND: <br />There is a group of management /supervisory employees who are not represented by <br />unions. As with unionized employees, the City's compensation philosophy is to strive for <br />salaries that are at the average paid by cities of comparable size in the metro area as <br />reported in the DCA Stanton annual salary survey. Market adjustments are made to the <br />salary range for each position (not the employee holding the position) then a cost of living <br />adjustment is made to the salary range. The actual amount of salary increase for an <br />employee depends on where that employee is in the salary range for his or her position. <br />By last year the City had fallen behind significantly on salaries for positions in AFSCME. <br />III <br />Because considerable market adjustments were needed to bring those salaries up to the <br />average, non -union positions were only adjusted to 95% of the average. This year's <br />recommendation brings those salaries to 100 %, the same as AFSCME and Local 49 <br />positions. <br />The recommended cost of living adjustment for 2001 is 3 %, the same as union agreements <br />settled to date. <br />A market adjustment is not recommended for the City Administrator position, which has a <br />salary range maximum that is 101% of the Stanton average. For the remaining positions, <br />the recommended market adjustments are: <br />Public Works Superintendent 4% <br />Public Services Director 6% <br />Public Safety Director 4% <br />Finance Director 4% <br />Recreation Supervisor 2 6% <br />Community Development Director 1% <br />Police Office Manager 5% <br />City Clerk 7% <br />Director of Administration 1% <br />• <br />