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Page 3 of 5 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />advance bilingual communication with community members or organizations. Law enforcement <br />personnel may also be required to assist in investigations where specific bilingual language skills are <br />identified to assist in an active or ongoing investigation. <br />Bilingual skills shall not be a condition of employment. <br />Employees with proficiency and/or fluency in more than one language listed above will not be permitted <br />to earn Bilingual Premium Pay of more than seven and one-half percent (7.5%) of top step base pay for <br />Police Officer. <br /> <br />CITY OF REDWOOD CITY COMPENSATION PHILOSOPHY AND GUIDELINES: <br />The City of Redwood City strives to provide excellent services to the community at all times. This requires <br />a highly skilled and competent workforce, able to evolving community needs. To attract and retain this <br />workforce, the proposed City of Redwood City Compensation Philosophy and Guidelines enables the City <br />to compete effectively in the labor market with compensation that is competitive in the region and <br />maintains internal equity. The proposed philosophy embraces a total compensation (salary and benefits) <br />approach of market pricing in establishing compensation. <br />Guiding principles include: <br />Fair compensation to employees. <br />Competitive compensation, generally construed as being within three percent of median for the <br />majority of employees in the bargaining group, in order to attract high quality applicants. <br />Comparability to other agencies. <br />Fiscal sustainability by having on-going expenditures supported by on-going revenue. <br />Consistency across the workforce and ease of administration. <br />Balance with competing demands on public resources. <br />Compliance with local, state, and federal law. <br />The proposed City Compensation Philosophy and Guidelines acknowledges appropriate comparisons with <br />identified cities within the San Francisco Bay Area labor market, and includes components of what total <br />compensation comparison and what compensation factors will be used for consideration in relation to <br />compensation setting. <br />For non-represented employees and represented employees who do not have comparator agencies listed <br />in their MOU, the City will use the listed cities as its labor market comparators. The City acknowledges <br />that pay and benefits for represented employees are subject to the collective bargaining process and <br />nothing in this policy will infringe on the City’s duty to bargain in good faith. <br />8.A. - Page 3 of 34 <br />598