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In consideration of pay equity, it was necessary to limit the <br /> annual increase of employee classes which were identified by <br /> D.O.E.R. as over the "predicted pay. " The 2 .5% increase for police <br /> will begin to reduce the compensation gap between the female and <br /> male dominated classes which are directly compared to one another. <br /> Non-Union Personnel <br /> A 3% Annual Compensation Adjustment (ACA) increase has been <br /> budgeted for non-union personnel and the City contributions to <br /> health insurance from $250 per month to $285 per month consistent <br /> with the union proposals. <br /> It is also proposed that all non union employees be included <br /> in a new compensation plan which is based on salary step provisions <br /> consistent with the recommendations of D.O.E.R. and is also <br /> Standard personnel practice in most Metro area cities. <br /> The proposed Compensation Policy is being finalized and will <br /> be available at Monday's meeting. The proposed Policy will consist <br /> of two parts . Part I represents the proposed 5 Step Compensation <br /> Plan wherein the top salary step - Step 5 is equal to the Stanton <br /> Group 5 mean salary. Part II consists of the Pay Equity compliance <br /> and Maintenance Program and is recommended as the method by which <br /> the City will conduct an annual analysis of pay equity and make <br /> necessary adjustments. The policy also provides for program <br /> maintenance as required by the Pay Equity Act. <br /> The purpose of the proposed Compensation Policy is to <br /> keep all position classes competitive with their professional <br /> status and to also keep the City competitive in the recruitment and <br /> retention of quality employees. <br /> The Policy recommends an annual Stanton analysis in which all <br /> positions are adjusted to their Stanton Mean at the end of the <br /> year. <br /> The recent pay equity adjustments brought all but one female <br /> dominated classes to their Stanton—Mean. All but the following <br /> male dominated positions are at or above their Stanton Mean: <br /> Athletic Supervisor <br /> Public Works Director <br /> Finance Director <br /> It is recommended that the Athletic Supervisor be paid <br /> consistent with the proposed Compensation Policy effective January <br /> 1, 1991. The 5 Step Plan is indicated below: <br /> Step 1 Step 2 Step 3 Step 4 Step 5 <br /> $12 . 91/hr. $13. 72 $14 .53 $15. 33 $16 . 14/hr. <br /> Due to the length of service, the Park and Recreation Director <br />