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Exhibit A SECTION TWO: COMPENSATION AND BENEFITS Section 2.01 COMPENSATION AND CLASSIFICATION This section of the Personnel Manual establishes policies governing job compensation and classification. The City is required to maintain a system of assigning jobs of comparable worth and comparable salaries. The City is best able to accomplish its work by defining specific job duties, tasks, and requirements for employees hired to perform that work. Each City job shall be evaluated and placed in a specific classification and pay grade to ensure compliance with pay equity requirements. The Position Classification Plan shall assign a point value and pay grade with a pay range to each job within the City. Each Council approved position shall be defined by a job description including specific job duties, tasks, and requirements. These descriptions shall be reviewed periodically for accuracy and continued compliance with pay equity requirements. A. JOB DESCRIPTIONS The Human Resource Department shall provide a consistent format for job descriptions throughout the City, and a consistent process for evaluating jobs and assigning them to the appropriate pay level. Job descriptions shall include the: • Summary of the job, including why the job exists, what it does, and how the work is performed, • Essential duties performed by employees in that job classification, • Required education, credentials, experience, knowledge, and skills necessary to perform the job successfully, • Supervisory authority of the position, if any, • Reporting relationship for the position (the role to which this job reports), and • Conditions under which the work is normally performed. It is an inherent management right and duty to design, redesign, restructure and create new jobs to meet the objectives and changing needs of the City. B. COMPENSATION In order to attract and retain a well-qualified workforce to perform City services, and comply with state and federal laws regarding wages, the City shall establish and communicate its compensation plan. The City has an interest in understanding how its compensation plan compares to that of similar public organizations that employ individuals with similar skills and duties. The Human Resources Director shall review the compensation system periodically and recommend changes to the City Administrator. The information will then advance to the Human Resource Committee. This periodic review will involve a review of all salary ranges included in the system.