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3TANTON ASSOCIA'd'ES INC. City of Roseville PROPOSED 1 -9 7 9 SALARY STRUCTURE ADJU THE T for SUPERVISORY-ADMINISTRATIVE-MANAGEMENT POSITIONS Analysis of current 1978 salaries for Supervisory-Administrative... Man agement position - holders indicates the City continues, overall l to maintain. favorable and competitive .pay pat-tern� in relation- , to comparable municipalities in the area.' Effective- application of the p -er formance appraisal program is also reflected again in 1978 b i the broad range n . salar ad j us tment -s ranted. Consultants recommend the e i.. s ting salary structure for u p er a sor Administrative-Management positions be adjusted u p 7%,, I t is also recommended the Salary Adj ustrient Guide chart be s li h � tl revis-ed to establish a 7 merit guide.1ine for fall satisfactory - r and competent performance by an emplo eie of his or' her a:g si ned - accountab,i li ties . The above percentages Ore some�ihat less than average adjustments reflected by public and private surrey data available to Stanton Associates, Inc. However, recommendations were tempered by the recent issuance of Presidential Wage-Price Guidelines., An overall 7 merit guide-line-should not be assumed a - an absolute 11 cap�' or-ceiling, but as an average for individual salary adjustments. � With continuation of effective appraisal procedures to differentiate among employees' performance on-the-job, the Salary Ad l us tment Guide , Chart should still allow sufficient flexibility to recognize the full range of employee performance S Changes in content "or interpretation of existing wage-price g guide- lines lines ray require future reconsideration of adjustments to the City salary program for Sutper isor - Administrati' ve -Management positionsr Roderick M. Kelsey December, 1978 EM