#13 - Compensation Plan - Laserfiche WebLink

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The Compensation Plan consists of fifteen (15) salary grades with a corresponding salary range of pay for each grade. Pay ratesSalary ranges for each grade shall have a minimum and maximum range step with eleven (11) corresponding steps within in each grade. There is an increase of 34% from the minimum to the maximum step. For non-union employees, the Compensation Plan applicable to a job classification shall be determined by the grade assignment of the job evaluation profile. For every position subject to this plan, compensation must be assigned using the salary range and grade classification. In determining or evaluating compensation levels, the Administrative Services Director must maintain a schedule of comparative compensation amounts for all positions covered under the plan. For non-union employees, the salary grade applicable to a job classification shall be determined by the grade assignment of the job evaluation profile. • 2. Job Evaluation/Internal Equity • The City shall utilize a point-factor job evaluation methodology. • Positions are assigned to a grade to create a total point profile for new and existing job classifications based on the breadth and depth in each classification. 3. E. Market Comparison • The City Council will determine the appropriate market to be used in developing this planschedule and in supplemental compensation reviews. • The primary labor market is currently defined as ten to eighteen cities chosen based on: o Proximity of location o Similarity in the type of services being provided o Population size • From time-to-time the City may recommend that other comparators should be used, where information from the primary labor market is considered insufficient to attract/retain specific positions or classification groups. F. Market Analysis The City Administrator may approve a market analysis for a job classification as requested by a Department Director or initiated by the Administrative Services Director. When a market analysis for a specific job classification indicates that the assigned salary range mid-point deviates, positively or negatively, from the market by more than 10%, the job classification may be placed at an established salary range that most closely corresponds to the applicable market rate. All market adjustments will be re-evaluated on a regular basis. G. New Hires New employees may be hired at a wage up to the midpoint of the pay grade. The City Administrator or appropriate department head may recommend new employees be hired at a rate above the midpoint of the pay grade for their