Laserfiche WebLink
12 <br />SECTION TWO: COMPENSATION AND BENEFITS <br />Section 2.01 COMPENSATION <br />This section of the Personnel Manual establishes policies governing compensation. The <br />objectives of this section are as follows: <br /> <br />1. To develop and maintain a comprehensive policy which will attract and retain <br />competent personnel. <br /> 2. To provide an environment in which employees will be encouraged to develop their <br />abilities and effectiveness in performing their assigned duties. <br /> 3. To recognize the quality of job performance demonstrated by each employee. <br /> <br />There are three (3) components of the City’s Compensation Policy: <br /> <br />I. Five -Step Compensation Plan <br />II. Annual Compensation Adjustment; and <br />III. Pay Equity Compliance <br /> <br />A. FIVE-STEP COMPENSATION PLAN <br /> <br />The City uses a five (5) step compensation plan for regular, full-time and part-time <br />employees not represented by a collective bargaining unit. The five-step plan is the first <br />phase of the overall compensation policy and shall consist of five (5) increments with the <br />highest step, Step 5, representing 100% of the position’s maximum compensation rate. <br />The steps shall descend from Step 5 (100%) in increments of 5%, as shown below. <br /> <br />STEP 1 STEP 1.5 STEP 2 STEP 3 STEP 4 STEP 5 <br />80% 82.5% 85% 90% 95% 100% <br /> <br />Progress through the Steps <br /> Generally, new employees will begin at Step 1 of the five step plan. The City Council may <br />however authorize a new employee to start at a step other than Step 1 in consideration <br />of experience and qualifications. Employees hired to start at Step 1 will be eligible for a <br />half-step increase at six (6) months of service equivalent to 82.5% of the Step 5 wage. <br />Advancement to subsequent steps would occur on the employee’s anniversary date until <br />the employee reaches Step 5. Advancement to a subsequent step necessitates (1) a <br />performance evaluation rated satisfactory or better by the employee's supervisor, (2) <br />approval by the Department Head and City Administrator, and (3) approval by the City <br />Council. The progression from Step 1 to Step 5 represents a span of four (4) years. <br /> <br />B. ANNUAL COMPENSATION ADJUSTMENT <br /> <br />The Annual Compensation Adjustment (ACA) is the Council-approved adjustment often <br />referred to as a Cost of Living Adjustment (COLA).