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<br /> <br />2. Set the maximum annual salary for the position at $65,822. Start Mr. <br />Ericson at step 1($52,657.60), advance him to step 2 after a satisfactory <br />six-month performance evaluation, and step 3 one year after the start <br />date. The appropriate step and cost of living increases would occur <br />annually thereafter. <br /> <br />Option two offers a salary that is midpoint between options one and <br />two and gradually brings the salary closer to the internal pay line. <br />This option more effectively matches points to salary than option <br />three. <br /> <br />3. Set the maximum annual salary for the position at $68,045.40. Start Mr. <br />Ericson at step 1($54,436.32), advance him to step 2 after a satisfactory <br />six-month performance evaluation, and step 3 one year after the <br />probationary period ends. The appropriate step and cost of living <br />increases would occur annually thereafter. <br /> <br />Option three maintains the pay scale that was used to compensate <br />the previous Community Development Director but attempts to <br />temper advancement to the top of the pay scale. This salary option <br />puts the position significantly above the internal pay line and does <br />not match the points assigned to the position. <br /> <br />Recommendation: <br /> <br />Choose a compensation option for the Community Development Director <br />position. <br /> <br />Also, please consider directing staff to evaluate the Lieutenant’s position which is <br />currently $1,000 per month above the internal pay line. Taking action now could <br />help the City avoid having to make significant pay equity changes after the <br />position has been filled. <br /> <br />Respectfully Submitted, <br /> <br />___________________________ <br />Givonna Reed <br />Assistant to the City Administrator <br /> <br />