Page 381 - CityofArlingtonFY26AdoptedBudget

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:
Estimated
Milestone Status
The Human Resources department will conduct a Completion
complete and comprehensive review of all current Identification of 1 Qtr. FY 2024 Complete
st
pay structures, strategies, and philosophies. This Comparative Market
will 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.
th
Review of the City’s current 4 Qtr. FY 2024 Complete
A job questionnaire has been developed that pay structures and how
outlines a standardized process for creating or they relate to pay strategy
reassessing job positions within our organization. and identified goals
This new procedure aims to ensure consistency, Examine recommendations 4 Qtr. FY 2024 Complete
th
transparency, and alignment with compensation for creating equitable pay
structures while facilitating collaboration between policies or practices
departments and HR. Development of official 3 Qtr. FY 2024 Complete
rd
guidelines for
Update: Compensation and
rd
In the 3 Quarter of FY 2025, a comprehensive Classification-related
job market analysis was conducted on Technical practices
Craft and Administrative Clerical roles to inform CMO Office approval of 2 Qtr. FY 2026 In Progress
nd
compensation recommendations, which will be Comp Plan
th
presented to Council in 4 Quarter FY 2025 th
Review all job descriptions 4 Qtr. FY 2028 In Progress
and grades across the City
to ensure accurate
matching and grading
th
Survey each grade level and 4 Qtr. FY 2028 In Progress
recommend adjustments to
market
th
Finalize compensation 4 Qtr. FY 2028 In Progress
philosophy and its relative
effectiveness or utility

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