#13 - Compensation Plan - Laserfiche WebLink

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Actions Taken to Review, Update and Maintain the Plan: Elements of the plan will be reviewed annually to determine the degree to which it remains consistent with the city’s total compensation philosophy. Actions to be taken may include: 1. Review, verification, and any required updating of job descriptions for all positions covered by this policy. 2. Review, verification and any required updating of job evaluations on all positions covered by this policy, following established reclassification policies and procedures. 3. Review, verification and consideration of current market survey data collected from the cities selected for comparison, ensuring that there are no questionable data that may give an incorrect pattern of pay for one or more positions. 4. Review and consideration of appropriate changes to the established base pay structure based on patterns of current market survey data, ensuring that there will be continuing integrity in administration of the current or revised pay structure. 5. Review and consideration of changes to the city’s supplemental benefits covering paid time off. 6. Review and consideration of required and/or appropriate changes to the written description of the plan. The pay grades and rates established by this policy must be annually confirmed by the City Council through adoption of the budget and resolution establishing the grades and steps for each job classification. I. Promotion A promotion is defined as the selection of an internal candidate through the competitive process into a position at a higher salary range of classification. The employee’s salary increase will generally be about 10% of their current step per pay grade promoted. The salary increase will be capped at around 20%, and the employee will be placed at the closest corresponding step in the new salary grade. Adjustments will be based on internal equity considerations and approved by the Administrative Services Director. Employees placed into a new position through promotion will enter a 6-month probationary period and may advance to the next pay step after satisfactorily completing the probationary period. J. Demotion Involuntary An involuntary demotion is defined as a reassignment from one position to another, which has a lower salary range or classification because of a performance-based consequence or other disciplinary procedure. The employee’s salary is subject to adjustment on a case-by-case basis as approved by the City Administrator. Voluntary A voluntary demotion is defined as the selection of an internal candidate through the competitive process into a position at a lower salary range or classification. The employee’s salary reduction will generally be no greater than 10% of their current step