Page 411 - City of Westlake FY20 Budget

Section 11 Municipal Policies
Employee Pay Plan Policy

Utilization of a broad band pay system by an organization is intended to:
• Reward employees for positive behaviors that contribute to the effectiveness of the
Town’s service delivery to our stakeholders;
• Assist the Town in fulfilling its vision and mission by offering increased opportunities
for career advancement and recognition of the Town’s municipal employees;
• Provide the organization’s leadership greater flexibility with a pay system that can be
used to adjust to changes in market conditions, enhance hiring practices, and reward
outstanding performance;
• Adjust to changes in market conditions as it relates to increases in pay for groups of
employees within each band; ensuring the Town’s pay system remains competitive to
the comparable market.

III. IMPLEMENTATION AND MAINTENANCE OF THE PAY PLAN
For its first year of implementation (FY 16-17), most employees were placed within the
established pay band for their position at their current rate of pay, with up to a three (3) percent
market adjustment of the employee’s base pay rate. To promote internal equity, positions that
have surveyed further below market may receive a higher market adjustment, at the discretion
of their supervisor.

In subsequent years, depending on market survey results and availability of funding, the
municipal broad band pay system may have both a market adjustment and performance pay
component, as defined below.

IV. CLASSIFICATION AND PAY BAND PLACEMENT
The following criteria will be used when classifying positions to determine band placement:
• Nature or type of work performed
• Level of responsibility
• Impact of position on the organization
• Reporting relationships
• Scope of duties
• Complexity of work
• Supervision received and/or exercised
• Knowledge, skills, and abilities (KSAs) required to perform required job duties.

Factors that will not be considered in classifying a position:
• Incumbent of the position
• Performance of the employee or incumbent
• Longevity of the employee or incumbent in position
• Qualifications of the employee or incumbent that are not required by the position

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