Agenda Packets - 2001/05/07 - Laserfiche WebLink

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happens on a daily basis in most departments and, therefore, the Council may want to apply the approved policy on under particular circumstances as determined by the Council. The following are interim compensation options for the Council to consider: Option 1 Employees who are “promoted” on an interim basis would receive a percent increase over their current wage for the interim period (i.e., 105% of current wage equals approximately a one step increase, 110% of current wage equals approximately a two step increase). The rationale for this option is that it matches the policy that is currently in place for management level positions and also, it gives the City a means of compensating an individual who is already at step 5 of her/his scale. Option 2 Establish a policy whereby an employee’s skills and experience are rated and the employee is placed at a step that is commensurate with their skills and experience. The rationale for this option is that it addresses an employee’s skill level as her/his skills relate to the interim responsibilities and does not assume that the person filling the position on an interim basis has the same skill level as the person who vacated the position. Option 3 Establish an “extra duty pay” policy whereby at the end of the year or at the end of an interim period, an employee is given extra per hour compensation for the time they spent performing the duties of a vacant position. The rationale for this policy is that the City recognizes the extra effort put forth by the employee. Option 4 Establish a policy whereby the duties left by a vacant position are divided among members of the department and no additional compensation is received. The rationale for this policy is that it has been used informally throughout the organization. Further, exempt and non-exempt employees who are required to work extra hours to complete tasks are compensated with flex time or overtime/compensatory time . Additional Considerations As I’ve mentioned, it is often the case that employees must perform additional duties in order to complete a project. Consequently, the Council will want to carefully consider the circumstances under which such a compensation policy would apply. For example, the selected compensation policy might apply only when an employee is asked to take on at least 75% of the responsibilities