Page 188 - PowerPoint Presentation

• 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 will be 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 the fiscal years following FY 16-17, 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

Employee pay progression within a band can occur if there is a market adjustment approved
for that band. Progression in a band can also occur if an employee’s job performance, as
determined by review of job performance, results in a performance pay increase. Pay
progression is defined as movement within a band that increases the employee’s pay on an on-
going basis.

Other instances that can create employee progression in a pay band include:
• Promotion
• Significant increase in job skills, job-related education or training or competencies
• Position reclassification: These instances can only occur after proper analysis and with
criteria established by the Human Resources Department and approved by the Town
Manager or their designate.

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