Page 118 - City of Westlake FY20 Budget

Section 2 Financial Analysis
Personnel Summary Processes

• 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 within the Bedford
established pay band for their position at their current rate of pay, adjusted for a three Colleyville
(3) percent market adjustment. To promote internal equity, positions that have Coppell
surveyed further below market received a higher market adjustment, at the discretion
of their supervisor and with Town Manager approval. Euless
Flower Mound
In the fiscal years following FY 16-17, depending on market survey results and Frisco
availability of funding, the municipal broad band pay system may have both a Grapevine
performance pay component in addition to market adjustments, dependent upon the Hurst
availability of financial resources. Keller
Lewisville
The Town of Westlake salary survey has historically utilized data from the Waters
Consulting Group in addition to data obtained directly from other cities. For FY 16-17, McKinney
Position Analysis Questionnaires (PAQs) and position descriptions were provided to the North Richland Hills
consultant during the development of the compensation system. This information was Roanoke
matched to similar positions in fifteen (15) cities using a proprietary database to Southlake
determine proper placement of each position in the pay band. University Park

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