Laserfiche WebLink
The Council has the option to revise or suspend the current policy and is advised to <br />take that action if that is the intent. Taking some action (as opposed to not taking <br />any action and continuing in non-compliance) provides more clear direction and <br />understanding for staff. <br /> <br />Alternatives: <br /> <br />1. Keep current wages per 2006 Budget <br /> Additional cost: $0 <br /> Advantages: - No additional cost <br /> - Keeps salaries at current levels until compensation plan <br />is revised <br /> Disadvantages: - Some employees lagging further behind the market <br />- Salary compression in Police Department <br />- Not in compliance with current policy <br /> <br /> <br />2. Current policy – 100% Stanton mean with cost-of-living-adjustment (COLA) <br /> Additional cost: $30,671 <br /> Advantages: - Keeps salaries market competitive <br /> - Adheres to current personnel policy <br /> Disadvantages: - Significant cost <br /> - The compensation plan is currently under study <br /> <br /> <br />3. Revise policy - 97% Stanton mean with cost-of-living-adjustment (COLA) <br /> Additional cost: $10,085 <br /> Advantages: - Less expensive than current policy <br /> - Allows some flexibility to implement new compensation <br />plan <br /> - Adjusts the jobs with the greatest market deficiencies <br /> Disadvantages: - revises current policy and put employees approximately <br />2 years behind Stanton Group 6 mean average <br /> <br /> <br />4. Revise policy - 103% Stanton mean with cost-of-living-adjustment (COLA) <br /> Additional: cost: $57,881 <br /> Advantages: - Keeps salaries market competitive and adjusts for one- <br />year lag in Stanton data <br /> Disadvantages: - Significant cost <br />- Compensation plan currently under study <br />- Revises current personnel policy <br /> <br /> <br /> <br />