Res07 14801 - Laserfiche WebLink

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08/28/2007 II. COMPENSATION MARKET EQUITY and SALARY SETTING The comparable labor market will include those cities that provide full-service, are in the Bay Area job pool, recognized as excellent organizations, and have comparable service outputs. These cities include Alameda, Berkeley, Hayward, Mt. View, Palo Alto, San Leandro, San Mateo, South San Francisco, and Sunnyvale. The following factors will be included when conducting a market study: 1) base top step salaries and/or control point minus and special performance premiums, and 2) employer paid PERS contributions. Upon Council direction the City Manager shall request external labor market comparisons for all classifications in the Executive Management Group. Upon review of the labor market comparison and the City's financial condition the City Council may approve implementation of the new salary ranges for the Executive Management Group. The salary range for each classification in the Executive Management Group is established by using the lowest salaried city and the highest salaried city comparable classification. Individual Executive Management salaries for Department Heads are reviewed by the City Manager on an annual basis and are set anywhere within the established high/low range based on performance. Individual Executive Management salaries for Division Managers are reviewed by the Department Head and recommended to the City Manager on an annual basis and are set anywhere within the established high/low range based on performance Additionally, ail Executive jvianagement classifications shall maintain a minimum differential of 10% above the top step subordinate classifications. Adjustments in salary ranges to maintain the differential will be effective the same date the subordinate class received the adjustment. Council approval for adjustments to salary ranges due to compaction shall not be required. EXCEPTIONAL PERFORMANCE BONUS The City Council shall establish a bonus program for Department Heads in the Executive Management Group that will offer incentives and commensurate rewards for exceptional service or contributions. Any bonus granted under this program is at the discretion of the City Manager and is awarded when previously established stretch goals have been met or when the City Manager deems it appropriate. Department Heads in the Executive Management Group are eligible to receive up to a 5% of their base salary one time each fiscal year. It is not expected that all Department Heads positions will receive bonuses each year since this program is intended to recognize only exceptional 2s of 19 14801 Muff #905