Agenda Packets - 1997/03/24 - Laserfiche WebLink

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ADMINISTRATIVE POLICY COMPENSATION POLICY PURPOSE: This chapter of the Administrative Code established policies governing compensation. The Chapter described specific policies of the three Phases of the Compensation Policy: Phase I. the Five Step Compensation Plan Phase II. the Annual Compensation Adjustment; and Phase III. The State-mandated Pay Equity Act, its implementation and maintenance OBJECTIVES: 1. To develop and maintain a Comprehensive Policy which will attract and retain competent personnel. 2. To establish and maintain a compensation schedule consistent with the Pay Equity Act of 1984 and its subsequent amendments. 3. To provide a climate in which employees will be encouraged to develop their abilities and effectiveness in performing assigned duties. 4. To recognize the quality of job performance demonstrated by each employee. 5. To establish and maintain compensation levels which are competitive with those provided by comparable jurisdictions. 6. To maintain an overall compensation policy with sufficient flexibility to meet changing economic and competitive conditions. PHASE I. FIVE STEP COMPENSATION PLAN A. USE OF STANTON MEAN The City shall use a Five (5) Step Compensation Plan for regular, full-time and part-time employees not represented by a collective bargaining unit. The Five Step Compensation Plan is the first phase of the overall compensation policy and shall consist of five (5) increments with the highest step, Step 5, being equal to 100% of the mean of the DCA Stanton Group 5 cities contained in the Twin Cities Metropolitan Area Salary Survey published annually by the DCA Stanton Group. The steps shall descend from Step 5 in increments of 5%. The values for the Steps are indicated below: STEP 5 COMPENSATION PLAN STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 80% 85% 90% 95% 100% •