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adjustment shall be made consistent with a comparable Stanton position or position survey as • <br /> previously outlined, and the initial step level shall be consistent with experience and <br /> qualifications. <br /> H. DEPARTMENT HEAD STANTON ADJUSTMENTS <br /> In 1992, all Department Heads will be adjusted to 90% of the Stanton mean for their respective <br /> positions. In 1993, an adjustment will be made to 95% of the mean and in 1994, the <br /> adjustment will be equal to 100% of the Stanton mean. All adjustments will be based on quality <br /> of performance and subject to the availability of funds and Council approval prior to each <br /> scheduled increase. <br /> • <br /> PHASE II. ANNUAL COMPENSATION ADJUSTMENT <br /> A. DEFINITION <br /> 1. The Annual Compensation Adjustment is the Council-approved annual <br /> compensation increase formally defined as the Cost of Living Adjustment <br /> (COLA). <br /> B. TIME FRAME <br /> 1. The Step Five of each position will be adjusted at the end of each year for all <br /> regular full-time and part-time employees not represented by a collective <br /> bargaining unit, by the Mounds View City Council's approval of the Annual <br /> Compensation Adjustment (ACA). The percentage increase approved by the <br /> Council will be the second phase in the overall compensation policy. The ACA • <br /> will establish the Step 5 for the subsequent year unless an additional step, a Pay <br /> Equity Adjustment is determined as outlined in Phase Ill of the Compensation <br /> Policy. <br /> 2. A sample computation is indicated below: <br /> ANNUAL COMPENSATION ADJUSTMENT <br /> CURRENT YEAR STEP 5 $1758 <br /> ADJUSTED STEP 5 $1775 <br /> COUNCIL APPROVED ACA OF 3% $53 <br /> SUBSEQUENT YEAR STEP 5 $1828 <br /> C. CRITERIA FOR ANNUAL COMPENSATION ADJUSTMENT(ACA) <br /> 1. The ACA shall be granted only when earned based on demonstrated on-the-job <br /> performance, supported by the recommendation of the immediate Supervisor <br /> and preceded by a year-end performance evaluation rated satisfactory or above. <br /> 2. All recommendations will be reviewed by the City Administrator who will <br /> recommend approval or denial of the ACA to the City Council for final approval. <br /> 3. If a performance evaluation is rated less than satisfactory or it is determined that <br /> the employee has areas of job performance which need improvement, the • <br /> employee may receive less than the full ACA percentage increase. <br /> PHASE III. PAY EQUITY COMPLIANCE AND MAINTENANCE PROGRAM <br />