City pay plans include the schedule of pay ranges consisting of a minimum and maximum rate of pay for all classes of positions contained in each respective plan as well as the components and intended purposes for each feature of the respective plans. The objective of each pay plan is to provide an appropriate salary structure to recruit and retain, and motivate a qualified workforce of City employees while at the same time controlling cost.
The City Council, acting through the City Manager and Director of Administration, shall be responsible for determining the total annual amount available for salaries and salary measures under each pay plan. The City Council shall also be responsible for the approval of the basic structure and overall ranking of job classifications based upon the recommendations of the Director of Administration and the City Manager.
The Director of Human Resources shall be responsible for the overall administration of each pay plan and shall make additions, subtractions, and modifications to classifications and the corresponding pay range assignments as needed between formal surveys and outside consultant services with the approval of the City Manager for reflection in future budget documents.
The pay plan groups together positions of similar responsibility into grade levels to establish an appropriate rate for each grade, and range for that grade. The appropriate rate shall be based on internal ranking and external market conditions.
Pay grades are established upon completion and analysis of a Job Description Questionnaire (JDQ). The purpose of the Job Description Questionnaire (JDQ) is to collect and provide necessary information about the job (specific duties and responsibilities) to evaluate salary placement within the compensation structure, classify jobs for various legal requirements (i.e. FLSA), and to compile appropriate job descriptions. It is a systematic process used to establish internal equity among positions and the foundation for the development of an overall classification hierarchy.