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<br />the following factors: Consumer Price Index increases; salary increases <br />granted to bargaining units within the City; salary increases granted <br />to employees working for Federal. State and Local jurisdictions; and <br />other economic factors which may influence salaries in the public and <br />private sectors of the local economy. <br /> <br />In the event such an adjustment to the executive service salary plan is <br />granted by the City Council. it shall be called a City Council salary <br />plan adjustment. <br /> <br />Effective October 1. 1991. each employee in the executive service <br />shall be eligible to receive a four and six-tenths percent (4.6%) <br />City Council salary plan adjustment administered in the <br />following manner: <br /> <br />* <br /> <br />Any employee in a classification at or below the established labor <br />market median shall receive an increase of four and six-tenths <br />percent (4.6%). <br /> <br />Should the total compensation of any classification remain below <br />the established labor market median after the application of this <br />four and six-tenths percent (4.6%) adjustment. the total <br />compensation of the classification shall be adjusted upward to the <br />labor market median. Employees occupying such classifications <br />shall be eligible to receive this additional percentage <br />adjustment. <br /> <br />* <br /> <br />Any employee in a classification whose total compensation is above <br />the established labor market median. shall only be eligible to <br />receive a percentage of the City Council salary plan adjustment. <br />not to exceed the established labor market median plus four and <br />six-tenths percent (4.6%). Employees not at the top of their <br />range shall receive the full four and six-tenths percent <br />(4.6%) increase providing it does not place them over the top step <br />of the salary range. <br /> <br />INTERNAL/EXTERNAL LABOR MARKET ALIGNMENTS - External labor market <br />comparisons and alignments shall be conducted annually for Executive <br />Service Personnel classifications. The effective date of labor market <br />studies shall be July 15. The implementation date of any adjustments <br />resulting from any labor market studies shall be October 1. of any <br />given fiscal year. External labor market comparisons shall only be <br />conducted on the following classifications: <br /> <br />Fire Chief <br />Finance Director <br />Library Director <br />Police Chief <br />Director of Human Resources <br />Data Services Manager <br />Director of Parks, Recreation <br />and Community Services <br /> <br />*Community Development Director <br />Planning Director <br />Police Captain <br />Personnel Analyst <br />Personnel Assistant <br />Secretary to the City Manager <br />Assistant Director of Finance <br />Telephone Operator/Receptionist <br /> <br />*Community Development Director benchmarked to external labor market <br /> <br />3 <br /> <br />.. ..... .....-..., <br /> <br />. . ........ ....--...,.--...,.......... <br />