Page 102 - FY 2025 Adopted Operating Budget and Business Plan

Business Plan Return to Table of Contents

Financial/Economic Development

Goal 2: Promote Organization Sustainability by Recruiting,
Retaining, and Developing Outstanding Employees
Objective 1: Foster and Maintain a Work and Learning Environment that is Inclusive, Welcoming, and Supportive
Project Performance Measure(s) Department(s)
Core Compensation and Classification Modification or validation of various Human Resources
FED Structural and Strategic Review compensation and classification
2.1.3 components.
Summary:
Milestone Estimated Status
The Human Resources department will conduct a Completion
st
full and comprehensive review of all current pay Identification of 1 Qtr. FY 2024 Complete
structures, strategies, and philosophies. This will Comparative Market
include an examination of comparative Sources (Benchmark Cities
benchmark organizations, reviews of the City’s and Organizations)
current pay philosophies and relatedness to Review of the City’s most 2 Qtr. FY 2024 Complete
nd
strategy and execution, recalibration of structures recent compensation
or strategies to align with benchmark philosophy and its relative
organizations, definitive guidelines on pay effectiveness or utility
adjustments and reclassifications, and other items Identification and 2 Qtr. FY 2024 Complete
nd
that would be of significant impact for a confirmation of City’s
successful, equitable and sustainable official pay philosophy,
compensation program. strategy.
Review of the City’s current 4 Qtr. FY 2024 Ongoing
th
st
In 1 Quarter of FY 2024, the Compensation Team pay structures and how
compiled all relative information and presented a they relate to pay strategy
recommended strategy to CMO, presenting the and identified goals
phase I approach and 3-year cycle to level set all Examine recommendations 4 Qtr. FY 2024 Ongoing
th
positions to market. for creating equitable pay
policies or practices
nd
In 2 Quarter of FY 2024, upon an in-depth Development of official 3 Qtr. FY 2024 Ongoing
rd
analysis of the current pay structure, a strategy guidelines for
was established to include the identification of all Compensation and
jobs and positions to benchmark and restructure Classification-related
the current salary structure that will allow for practices
employees to remain competitive in the market, Review/Organize Job 4 Qtr. FY 2025 In Progress
th
creating equitable pay and employee retention. Descriptions
Reviews of all job descriptions are in progress as th
Review all job descriptions 4 Qtr. FY 2028 Ongoing
we continue to review job descriptions and clean and grades across the City
up the system so that when Workday recruiting to ensure accurate
launches, we will have a clean system. This is a matching and grading
partnering with the compensation team to Survey each grade level and 4 Qtr. FY 2028 Ongoing
th
achieve this goal. recommend adjustments to

market
A job questionnaire has been developed that Finalize compensation 4 Qtr. FY 2028 Ongoing
th
outlines a standardized process for creating or philosophy and its relative
reassessing job positions within our organization. effectiveness or utility
This new procedure aims to ensure consistency,
transparency, and alignment with compensation

structures while facilitating collaboration between
departments and HR.

FY 2025 Adopted Budget and Business Plan 93 City of Arlington, Texas