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V. PAY PLAN PARAMETERS

In order 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. In order 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 a biannual 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 biannual 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
biannually through the completion of a survey of comparison communities identified
by staff and approved by the Town Council.

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