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MEMORANDUM <br /> JUNE 3, 1991 COUNCIL WORK SESSION <br /> TO: MAYOR AND CITY COUNCIL <br /> FROM: SAMANTHA ORDUNO, CITY ADMINISTRATOR <br /> DATE: MAY 30, 1991 <br /> RE: PAY INCREASE FOR PAUL HARRINGTON <br /> Paul Harrington has been with the City in the position of Planning Technician since <br /> September 17, 1990. Although he received a "cost-of-living" or "an annual increase" <br /> on January 1st of the year he has not received a six month pay "step increase". <br /> Pay Equity compliance standards require that compensation systems have established <br /> pay ranges or progression steps which allow an employee to realistically move <br /> through the step system in a set amount of time, i.e., a new employee would have an <br /> established pay plan which sets forth the starting pay and each incremental pay <br /> increase and timeframe (based on performance) until the top pay for that position is <br /> achieved. <br /> The top pay for a position is generally set by comparing salaries of comparable <br /> positions in other cities. The best "market" for pay comparisons is the DCA Stanton <br /> Report. Published every July, the Stanton lists over 174 positions commonly found <br /> in cities. The positions are compared to those of comparable size with comparable <br /> positionresponsibilities-and-seope-of-duties. <br /> Paul has been an excellent employee. It is my recommendation that Paul receive a 6 <br /> month step pay increase based on the following 5 step pay plan: <br /> Starting Wage Wage at 6 mos. Wage at 1 Yr. Wage at 2 Yrs. Wage at 3 Yrs. <br /> STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 <br /> $11.72 $12.45 $13.18 $13.92 $14.65 <br />