Laserfiche WebLink
AttachmentB <br />DraftCompensation Policy: <br />1 <br />2 <br />3 <br />Purpose: <br />4 <br />5 <br />6To provide for market-competitive wage and salaries for non-union, exempt and non- <br />7exempt personnel, as measured against peer employers, in order to maintain an <br />8experienced, competent, and motivated work force in the City. <br />9 <br />10 <br />Policy: <br />11 <br />12 <br />13The policy of the City of Roseville will be to maintain the average of the top wages or <br />14salaries of the City’s comparable non-union, exempt and non-exempt positions between <br />1598% and 102% of the average of the top wages or salaries of the same positions as <br />16measured among the City’s peer employers. <br />17 <br />18 <br />Implementation: <br />19 <br />20 <br />211.The City will increase all top non-union, exempt and non-exempt wages and salaries <br />22by 4.6% as of January 1, 2014, in order to bring the average of the top wages or <br />23salaries of the City’s comparable positions to 100% of the average of the top wages or <br />24salaries of the same positions among the peer employers as identified in the April 8, <br />252013, Compensation & Classification Study. <br />26 <br />27Further, the City will re-classify certain positions as of January 1, 2014, which remain <br />28greater than 6% below the average of their comparable positions among the peer <br />29employers as identified in the April 8, 2013, Compensation & Classification Study, <br />30even after the implementation step described above. <br />31 <br />322.Subsequent to 2013, the City will undertake a Compensation & Classification Study <br />thth <br />33during the first half of every 6 (or 4?) odd-numbered year, which will define that <br />34study’s comparable positions and peer employers, and analyze the average of the <br />35City’s top wages or salaries for those positions against the averages of the top wages <br />36or salaries for the comparable positions at the peer employers. <br />37 <br />383.Implementation of Compensation & Classification Studies will occur in the budget <br />39for the year subsequent to the conduct of the study. Adjustments will be made to all <br />40non-union, exempt and non-exempt wages and salaries based on the difference <br />41between the average of the City’s top wages or salaries for the comparable positions <br />42and the average of the peer employers’ top wages or salaries for the comparable <br />43positions, using the following standards. <br />44 <br /> <br />