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Director of Parks, Recreation Assistant Director of Finance <br /> and Community Services Telephone Operator/Receptionist <br /> *Community Development Director <br /> *Community Development Director benchmarked to external labor market <br /> study for position of Public Works Director/City Engineer. <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 control point. A listing of <br /> the City's comparable labor market local agencies is attached as <br /> Attachment B. <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 /> 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 /> 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 "benchmarked" to the <br /> comparable Executive Service classification. <br /> Benchmarked positions are as follows: <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 /> **Senior 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 /> 4 <br />