title
Consider Implementing the Class & Compensation Study.
body
Staff:
Department:
Cliff Turner, Director
Human Resources Development
Amy Oland, Director
Business Management
Overview: The Town initiated a Classification and Compensation study two years ago and presented the results to Council on January 12, 2022. We recommend three actions this evening to begin implementing the Study.
The first action is to adopt the new pay plan. This would replace the old plan, which was adopted as part of the FY 2022 budget and establish new pay grades and place employees in those grades based on the results of the Study.
The second action is to bring all regular employees to the minimums of their new pay ranges. This will impact 277 employees out of the current 656 (42%) regular employees. Since our ranges were significantly lower than our benchmark agencies, we need $500,000 in funding in addition to the $400,000 set aside in this year's budget to fully implement this recommendation in FY 2022.
In addition, we have struggled with salary compression among employees in similar jobs throughout the Town for many years. We would like to begin addressing compression with additional increases for employees who are not impacted by the new minimums. ?Currently 337 employees are at or above their respective midpoints. With implementation of the new Pay Plan, only 37 will be at or above the midpoint
To start addressing this issue, the third action we recommend is a 3% of midpoint salary increase for all regular employees with at least 5 years of service (as of 12/31/21) and a 2% of midpoint salary increase for those regular employees with less than 5 years (as of 12/31/21).
We believe these actions support the commitment to implementing a compensation plan and compensating our employees to recognize the high level of service they provide to our citizens and to help us remain competitive with other employers in our region.?
Recommendation(s):
We are rec...
Click here for full text