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<br />study for position of Public Works Director/City Engineer. <br /> <br />Labor market median salary figures shall be established by comparing <br />the following factors: Base top step salaries and/or control points <br />used in other agencies, employee PERS contributions paid by the <br />employer, and deferred compensation contributions paid by the employer. <br />In the event a control point is used in a comparable city, the actual <br />salary paid to the incumbent minus any special performance premiums <br />shall be used when such salary exceeds the con~rol point. A listing of <br />the City's comparable labor market local agencies is attached as <br />Attachment B. <br /> <br />After the application of any City Council salary plan adjustment, <br />should the salary range fall below the median salaries surveyed as of <br />July 15, the salary range shall be adjusted upward to the established <br />median salary effective October 1 of that fiscal year. Salary ranges <br />in excess of the surveyed median salary shall not receive a labor <br />market adjustment in that year. <br /> <br />In no event shall an executive service classification salary range <br />exceed the established labor market median plus any City Council salary <br />plan adjustment. <br /> <br />Internal Alignments - all Executive Service classifications shall <br />maintain a minimum differential of + 10% above the top step of <br />subordinate classifications. Differentials greater than 10% may be <br />established when justified by comprehensive classification and <br />compensation studies. In the event an Executive Service classification <br />does not have comparability in the labor market agencies surveyed, an <br />internal alignment to a comparable Executive Service Classification <br />having similar knowledge, skills and abilities may be made. When this <br />occurs, the classification is deemed to be IIbenchmarkedli to the <br />comparable Executive Service classification. <br /> <br />Benchmarked positions are as follows: <br /> <br />**Assistant City Manager benchmarked to highest paid Department Head. <br />**General Services Director benchmarked to 95% of Community Development <br />Director. <br />**Senior Deputy Clerk benchmarked to 10% above Administrative Secretary. <br />**Administrative Secretary/Confidential and Administrative <br />Secretary Exempt benchmarked to Administrative Secretary in R.C.M.E.A. <br />**Programmer Analyst II/Confidential benchmarked 10% above Programmer <br />Analyst I/Confidential; also Programmer Analyst I & II/Confidential <br />benchmarked to Programmer Analyst I & II in R.C.M.E.A. <br />. I <br />**Semor Programmer Analyst benchmarked 10% above Programmer Analyst <br />II/Confidential. <br />**Senior Accountant/Confidential benchmarked to Senior Accountant in <br />R.C.M.E.A. <br />**Building Official, and Housing & Redevelopment Director benchmarked to <br />Planning Director. <br />**City Engineer benchmarked 15% above Supervising Civil Engineer. <br />**Secretary to the City Manager benchmarked miniminum 10% above <br />Administrative Secretary. <br /> <br />4 <br /> <br />. .. ...... ....--.__..-----~---. <br />