Page 107 - Ord 866 Adopting a revised Fiscal Year 17-18 and new proposed Fiscal Year 18-19 budget

Section 2 Financial Analysis
Personnel Summary Processes

Exempt Positions
Exempt ( salaried) positions are not eligible for overtime compensation. Salary amounts are not
calculated or based on the number of hours worked. Exempt positions include managers and
directors, and classifications are determined by Department of Labor guidelines.

Pay Increases
Salary adjustments will be made in order to remain competitive, retain talent, and reward
outstanding performance. Pay increases may occur due to market adjustments, or through
performance pay. All forms of compensation are subject to Town Manager approval and available
funding appropriated on an annual basis by the Town Council.

Market Adjustments
In order to maintain accurate position classifications, the Town of Westlake will conduct a position
analysis of 1/ 3 (one-third) of the organization’ s positions each year, ensuring that all positions are
reviewed on a rolling three-year basis. Depending on the results of the market study, and if funds are
available, all or some of the salary bands will be proposed to the Town Council for adjustment based
upon the results of the annual market salary study. Proposed adjustments to any pay band will not
be proposed unless the market study indicates bands have increased by 2.5% or more. Employee
salaries may receive a market adjustment if their current salary has shifted to become less than 97.5%
of the market average. If any market adjustment is approved, all pay ranges and steps will be
adjusted accordingly on the first day of the fiscal year. This does not include the Town Manager,
whose compensation is determined by the Town Council.

Performance Pay
On-going performance pay may be awarded to individuals or teams who, as determined in their
performance evaluation, have clearly gone “ above and beyond” their traditional roles, job duties,
and assignments over the evaluation period. Performance pay is awarded through the review
process and the established criteria outlined by the HR Department.

One-time performance pay may be offered to employees or teams who, based on performance
evaluation, have been determined to have gone “ above and beyond” expectations. One-time
performance pay is a lump-sum, one-time payment, and will not impact the base pay of the
employee and will not move their pay within their position’ s assigned band. All performance pay,
whether on-going or one-time adjustments, is dependent upon the availability of financial resources.

Compensation Plan and Salary Survey
The Town of Westlake believes that market- based salary, in combination with employee
competence and their overall contribution to the Town’ s success, should largely determine their
compensation and career advancement opportunities. The ultimate goal of the compensation
plan is to attract and retain top talent, and utilize best practices in all systems and processes
supporting the plan. The philosophy and objectives of this pay policy are as follows:

93