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E. COMPENSATION STABILITY <br /> In the event a position's Step 5 pay is in excess of the <br /> Stanton Mean, as indicated by the July publication, the <br /> difference will be allowed to continue with annual changes <br /> in the step plan limited only to the change in the Annual <br /> Compensation Adjustment or any Pay Equity Adjustment. <br /> F. NON-STANTON POSITIONS <br /> In the event a position does not have a DCA Stanton <br /> Comparable position, the City Administrator will survey <br /> other cities to determine a position equivalent. <br /> G. SALARY ADJUSTMENTS RESULTING FROM <br /> PROMOTIONS <br /> In the event an employee receives a promotion into a <br /> position of higher responsibility, a salary adjustment shall <br /> be made consistent with a comparable Stanton position or <br /> position survey as previously outlined, and the initial step <br /> level shall be consistent with experience and qualifications. <br /> H. DEPARTMENT HEAD STANTON ADJUSTMENTS <br /> In 1992, all Department Heads will be adjusted to 90% of <br /> th Stanion_naeanJQrtheir respective positions. In 1993, <br /> . 1 . . • ' . - Il . • - • • °. • I - •I - . I -n. in <br /> 1994, the adjustment will be equal to 100% of the Stanton <br /> mean. All adjustments will be based on quality of <br /> performance and subject to the availability of funds and <br /> Council approval prior to each scheduled increase. <br /> 5 <br />