|
-.palm%
<br />October 16,, 1986
<br />CS)
<br />T'Oi:� City Council
<br />FROM: Jim Andri
<br />SUBJECT': REVIEW OF901NUNION "EMPLOYEE PI AS SYSTEMS
<br />A review of the CiLty's, nonunilion employee � a i
<br />ly systems s being
<br />,P
<br />initiated,. The City has three play systems for its three nonunion
<br />employee groups., These groups are
<br />Clerical/Technical
<br />Supervisory/Conf identi"al
<br />41,
<br />Administrative/Manalgement
<br />Each of these groups has a d "if f ereint type of pay plan, These
<br />plans, were develoll ed at different times,
<br />,P ,, and all operate dif -
<br />ferentl,yI., 'The play plans have all been in operation for a
<br />minimum of six years., It has been determined that these pay
<br />systems, should, be reviewed 'in light, of new ap roach es to perfor-
<br />,P
<br />ma,nce evaluation., merit pay, and job classification,
<br />The Cloty's pay systems were designed to, provide for fair and
<br />equitable pay for all employees,., They are alsol usled to providle
<br />rewards forl exc�epti,onal, performance., Because the Clerical/
<br />Technical pay plan has not been f u,lf 11`11 "Ing these f unctions,
<br />adequately, the 'initial review �wIi,ll be concentrated on this plan.
<br />Sieve ral areas of the Clerical/Technical plan, need attention.
<br />These include the performance evaluation,, merit pay, and job
<br />al
<br />classification sys hems iiii 'The current performance evaluation system
<br />is biased on subjectilLve personality factors, rather than measurable
<br />results oriented factors. This makes It difficult for supervisorle;
<br />and empl,oyees, Ito focus on performance,,
<br />The merit pay, system provides, a bloinus ir exceptiona,l performance,,
<br />but this reward is not now recognized by the employees. Since the
<br />employee's per ion is most important here, the system needs to
<br />be changed, so, that the employees, recolg,lze the reward for performance,
<br />a
<br />The curIrIen,t Position classification system was developed based on
<br />i
<br />past poisition evaluations. It is assiumed that there will be
<br />changes in evaluations biased on the complarabile worth study. A
<br />III a
<br />new, approach to 3obi class 'if lacation will provide a way Itio handle
<br />the new Job evaluatio'ns,
<br />There are a number of approaches to, each of these areas that can
<br />help to make the, pay plan function moire effectively,, Staff' has
<br />If a
<br />met with consultantis to discover var,lous approaches to pay plan
<br />admIl-ni'stratilon.1 These have been, discussed at Ithe Department Head
<br />level, " and will be presented to the chn
<br />Cl Clerical/Tical employee
<br />group, in the near future.
<br />
|