Page 108 - Ord 866 Adopting a revised Fiscal Year 17-18 and new proposed Fiscal Year 18-19 budget

Section 2 Financial Analysis
Personnel Summary Processes

First, the Town’ s pay system should be internally equitable. It must ensure that pay ranges of
each position within our organization reflects the value of comparable positions within our
organization. In order to achieve this, we must pay employees fairly compared to their
coworkers, and employees must also perceive that they are paid fairly compared to their
coworkers.

Second, The Town’ s pay system must be externally competitive in the market place, so that
the Town of Westlake support or strategic outcome objective to attract, recruit, and retain
highly qualified employees who are vital to accomplishing the organization’ s vision and
mission.

Third, to be motivational to our employees, providing the opportunity for future pay
increases based upon individual work performance and development of job-related skills
and competencies.

After issuing an RFP for a market survey and development of the compensation plan, an
independent consultant was selected to conduct a market survey and develop a compensation
system. The market survey is conducted annually utilizing data from cities in the immediate
geographical area, in addition to cities with similar demographics and citizen expectations of
high-quality customer service.
Comparison Cities
For its first year of implementation ( FY 16-17), employees have been placed Bedford
within the established pay band for their position at their current rate of pay, Colleyville
adjusted for a three ( 3) percent market adjustment. To promote internal Coppell
equity, positions that have surveyed further below market received a higher Euless
market adjustment, at the discretion of their supervisor and with Town Manager Flower Mound
approval. Frisco
Grapevine
In the fiscal years following FY 16-17, depending on market survey results and Hurst
availability of funding, the municipal broad band pay system may have both a Keller
performance pay component in addition to market adjustments, dependent Lewisville
upon the availability of financial resources. McKinney
North Richland Hills
The Town of Westlake salary survey has historically utilized data from the Waters Roanoke
Consulting Group in addition to data obtained directly from other cities. For FY Southlake
16-17, Position Analysis Questionnaires ( PAQs) and position descriptions were University Park
provided to the consultant during the development of the compensation
system. This information was matched to similar positions in fifteen ( 15) cities
using a proprietary database to determine proper placement of each position in the pay band.

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