title
Consideration of the implementation of a modified compensation plan for non-represented employees
body
Submitted by:
Beth Mbow
Department:
Human Resources
Background:
The City contracted with Carlson Dettmann, a professional compensation consulting firm, to conduct a compensation plan study and to objectively develop a pay range and structure based on the City's needs.
The objectives of the new compensation program are as follows:
* To develop and maintain pay structures that will enable the City to attract and retain qualified staff.
* To have a flexible compensation program that can meet current and changing economic and hiring conditions over the next several years.
* To maintain pay relationships among positions that are internally consistent in recognizing important relative differences in position responsibilities and requirements.
* To establish and maintain pay levels that will compare favorably with salaries paid by other employers in the City's employment area, for positions of similar responsibility.
* To follow the principles of equal employment opportunity (EEO), basing differentials in pay solely on qualifications, position responsibilities and meeting performance expectations without regard to non-position related attributes such as race, color, religion, sex, age, national origin, marital status or any disability which does not preclude the effective performance of position accountabilities.
Methodology
The proposed compensation plan was determined based on combining principles of objective job evaluation and accurate market measurement.
Job Evaluation
The objective job evaluation process involved the application of a Point Factor Job Evaluation System using current job documentation and leadership input. Job Evaluation is a systematic method of determining the internal relationships of positions within an organization. This process involves detailed analysis of a position to determine its requirements, assigned responsibilit...
Click here for full text