Page 382 - Ord 866 Adopting a revised Fiscal Year 17-18 and new proposed Fiscal Year 18-19 budget

Section 11 Municipal Policies
Employee Pay Plan Policy

V. PAY PLAN PARAMETERS

To successfully practice this pay philosophy using this policy, as well as reach our
objectives, the Town will use the following parameters to utilize this pay system:

Internal Equity
a. 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. This
ensures that all positions are reviewed on a rolling three-year basis.
b. Upon review of the position analysis by the Director of Human Resources, and
with the approval of the Town Manager or their designee, position classifications
may be adjusted to a new band. This can occur if a new position classification is
created, or if the duties, roles, and responsibilities have substantially evolved,
resulting in a position that is greater similarity to another classification band.

Performance Pay
a. 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.
b. Performance pay is awarded through the review process and the established
criteria outlined by the HR department
c. 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.
d. All performance pay, whether on-going or one-time adjustments, is dependent
upon the availability of financial resources.

Market- Based Pay
a. The Town of Westlake will conduct an annual market salary study in the spring
prior to budget preparation for the upcoming fiscal year.
b. 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.
c. Employee salaries may receive a market adjustment if their current salary has
shifted to become less than 97.5% of the market average.
d. All new hires will be placed at the minimum rate of their band, unless a hiring
manager recommends placement at a higher rate. This must be reviewed first by
the Human Resources Department and approved by the Town Manager or their
designee. Generally, new hires proposed to be paid higher than band minimum
may be brought into the pay system within 3% above or below a band’ s
midpoint; however, exceptional qualifications and experience of the new hire
must be demonstrated by the hiring department to the Human Resources
Department and the Town Manager for this to be approved.
e. All market adjustments are dependent upon available financial resources.
f. The market value for positions within the Town of Westlake will be determined

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